HomeMy WebLinkAboutResolutions - 2024.12.12 - 41789
AGENDA ITEM: Fiscal Years 2025, 2026, 2027, and 2028 Collective Bargaining Agreement for
Employees Represented by the United Auto Workers, Local 889 (UAW), Representing Various Non-
Supervisory and Supervisory Employees within the Sixth Judicial Circuit Court and Probate Court
DEPARTMENT: Human Resources
MEETING: Board of Commissioners
DATE: Thursday, December 12, 2024 11:11 AM - Click to View Agenda
ITEM SUMMARY SHEET
COMMITTEE REPORT TO BOARD
Resolution #2024-4692 _ 24-90
Motion to adopt the attached suggested resolution.
ITEM CATEGORY SPONSORED BY
Collective Bargaining Agreement Brendan Johnson
INTRODUCTION AND BACKGROUND
The Human Resources Department is requesting approval of a collective bargaining agreement with
the United Auto Workers, Local 889 (UAW) covering the period of October 1, 2024, through
September 30, 2028. This agreement addresses the annual salary increase, fringe benefits, and
retirement of 129 employees within the Sixth Circuit Court and the Probate Court.
POLICY ANALYSIS
This request involves 129 supervisory and non-supervisory employees who work in the 6th Circuit
and Probate Courts.
Highlights of the Provisions of the New Contract Include:
• 3% wage increase for FY 2025 with a one-time payment of $1500
• 5% wage increase for FY 2026
• 3.75% wage increase for FY 2027
• 3.75% wage increase for FY 2028
• Annual $500 "Merit Max Incentive" for employees who have been at the top of their pay scale
for 1 year
• Increase of 401(a) employer contribution to 9% for FY 2025, 9% for FY 2026, 9% for FY 2027
and 12% for FY 2028
• Extended Employer match of $1500 annually for the Deferred Compensation (457b)
beginning FY 2025 through FY 2028
• Created fix for employees with broken service - Ex. an employee works at the County for 5
years, leaves for 2 years and comes back to the County = instead of starting at the bottom
again with annual leave, the annual leave will be determined by the total years of service at
the County
• Increased Personal Leave from 5 to 10 days each calendar year, and increased cap from 15
days to 20 days, as well as a "me-too" for personal days given to non-represented
employees (if there is an increase for non-represented, then the UAW employees would also
get the increase)
• Five additional floating holiday days for non-hybrid employees
• Updated Parental Leave - more flexibility - 6 weeks (used in week increments) within 6
months, doesn't need to be consecutive
• Fiscal Impact - See attached UAW Costing Summary for Details
The attached UAW Summary provides more details of these provisions. This request requires a
budget amendment as detailed in the attached Schedule A.
BUDGET AMENDMENT REQUIRED: Yes
Committee members can contact Barbara Winter, Policy and Fiscal Analysis Supervisor at
248.821.3065 or winterb@oakgov.com or the department contact persons listed for additional
information.
CONTACT
Dan Klemptner
ITEM REVIEW TRACKING
Aaron Snover, Board of Commissioners Created/Initiated - 12/12/2024
David Woodward, Board of Commissioners Approved - 12/13/2024
David Coulter, Executive's Office Approved - 12/13/2024
Lisa Brown, Clerk/Register of Deeds Final Approval - 12/16/2024
AGENDA DEADLINE: 12/12/2024 7:00 PM
ATTACHMENTS
1. FY2025_UAW Agreement (Courts) Summary and Schedule A
2. UAW Summary Circuit and Probate Court 2024
3. Circuit Court Final CBA
4. Probate Court Final CBA
COMMITTEE TRACKING
2024-12-03 Legislative Affairs & Government Operations - Forward to Finance
2024-12-04 Finance - Recommend to Board
2024-12-12 Full Board - Adopt
Motioned by: Commissioner Brendan Johnson
Seconded by: Commissioner Linnie Taylor
Yes: David Woodward, Michael Spisz, Penny Luebs, Karen Joliat, Christine Long, Robert
Hoffman, Philip Weipert, Gwen Markham, Angela Powell, Marcia Gershenson, Yolanda Smith
Charles, Charles Cavell, Brendan Johnson, Ann Erickson Gault, Linnie Taylor (15)
No: None (0)
Abstain: None (0)
Absent: Michael Gingell, Kristen Nelson, Ajay Raman (3)
Passed
December 12, 2024
RESOLUTION #2024-4692 _ 24-90
Sponsored By: Brendan Johnson
Human Resources - Fiscal Years 2025, 2026, 2027, and 2028 Collective Bargaining Agreement
for Employees Represented by the United Auto Workers, Local 889 (UAW), Representing
Various Non-Supervisory and Supervisory Employees within the Sixth Judicial Circuit Court
and Probate Court
Chair and Members of the Board:
WHEREAS the County of Oakland, the Oakland County Departments listed above and the United
Auto Workers, Local 889 (UAW), have negotiated a Collective Bargaining Agreement covering
approximately 129 non-supervisory and supervisory employees with the Circuit Court and Probate
Court; and
WHEREAS a four (4) year Collective Bargaining Agreement has been reached for the period October
1, 2024, through September 30, 2028; and
WHEREAS the parties have agreed to a 3.0% wage increase for Fiscal Year 2025; and one-time
$1500 payment; and
WHEREAS the parties have agreed to a 5.0% wage increase for Fiscal Year 2026; and
WHEREAS the parties have agreed to a 3.75% wage increase for Fiscal Year 2027; and
WHEREAS the parties have agreed to a 3.75% wage increase for Fiscal Year 2028; and
WHEREAS the parties have agreed the County will provide an annual $500 “Merit Max. Incentive” for
all employees who have been in their range maximum for one year; and
WHEREAS the parties have agreed to a 401(a) employer contribution increase to 12% in Fiscal Year
2028.
NOW THEREFORE BE IT RESOLVED that the Oakland County Board of Commissioners approves
the proposed Collective Bargaining Agreement between the County of Oakland and the United Auto
Workers, Local 889, covering the period of October 1, 2024, through September 30, 2028.
BE IT FURTHER RESOLVED that the FY 2025 budget shall be amended as detailed in the attached
Schedule A.
Chair, the following Commissioners are sponsoring the foregoing Resolution: Brendan Johnson.
Date: December 13, 2024
David Woodward, Commissioner
Date: December 13, 2024
David Coulter, Oakland County Executive
Date: December 16, 2024
Lisa Brown, County Clerk / Register of Deeds
COMMITTEE TRACKING
2024-12-03 Legislative Affairs & Government Operations - Forward to Finance
2024-12-04 Finance - Recommend to Board
2024-12-12 Full Board - Adopt
Motioned by Commissioner Brendan Johnson seconded by Commissioner Linnie Taylor to adopt the
attached Collective Bargaining Agreement: Fiscal Years 2025, 2026, 2027, and 2028 Collective
Bargaining Agreement for Employees Represented by the United Auto Workers, Local 889 (UAW),
Representing Various Non-Supervisory and Supervisory Employees within the Sixth Judicial Circuit
Court and Probate Court.
Yes: David Woodward, Michael Spisz, Penny Luebs, Karen Joliat, Christine Long, Robert
Hoffman, Philip Weipert, Gwen Markham, Angela Powell, Marcia Gershenson, Yolanda Smith
Charles, Charles Cavell, Brendan Johnson, Ann Erickson Gault, Linnie Taylor (15)
No: None (0)
Abstain: None (0)
Absent: Michael Gingell, Kristen Nelson, Ajay Raman (3)
Passed
ATTACHMENTS
1. FY2025_UAW Agreement (Courts) Summary and Schedule A
2. UAW Summary Circuit and Probate Court 2024
3. Circuit Court Final CBA
4. Probate Court Final CBA
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true
and accurate copy of a resolution adopted by the Oakland County Board of Commissioners on
December 12, 2024, with the original record thereof now remaining in my office.
In Testimony Whereof, I have hereunto set my hand and affixed the seal of the Circuit Court at
Pontiac, Michigan on Thursday, December 12, 2024.
Lisa Brown, Oakland County Clerk / Register of Deeds
UAW Costing By Fund - Summary
FY2025-FY2028
Wage, Bonus, & Fringe
Costs FY25 FY26 FY27 FY28
Total Increased
Cost per Fund Type
General Fund 82,898$ 100,699$ 142,140$ 173,852$ $ 499,589
Special Revenue Funds / Grants 463,495 339,339 485,929 588,459 $ 1,877,222
Total Annual Increased Cost $ 2,376,810
Check 546,392.21 440,038.50 628,068.85 762,310.91
C:\$Data\
Copy of FY2025_UAW Agreement (Courts)25-28 UAW Summary Sheet
R/E Fund Name Division Name
Fund #
(FND)
Cost Center
(CCN) #
Account #
(RC/SC)
Program #
(PRG)
Grant ID (GRN)
#
Project ID #
(PROJ)
Region
(REG)
Budget Fund
Affiliate (BFA)
Ledger
Account
Summary Account Title
FY 2025
Amendment
FY 2026
Amendment
FY 2027
Amendment
FND10100
R General Fund Non Departmental FND10100 CCN9010101 RC665882 PRG196030 665882 Planned Used 546,391.00 440,037.00 628,066.00
Total Revenues 546,391.00 440,037.00 628,066.00
E General Fund Civil/Criminal Division FND10100 CCN3010301 SC702010 PRG121180 702000 Salaries Regular 2,145.00 7,285.00 10,223.00
E General Fund Civil/Criminal Division FND10100 CCN3010301 SC722790 PRG121180 722000 FICA 508.00 557.00 782.00
E General Fund Civil/Criminal Division FND10100 CCN3010301 SC722770 PRG121180 722000 Retirement 505.00 1,716.00 2,407.00
E General Fund Civil/Criminal Division FND10100 CCN3010301 SC722810 PRG121180 722000 Disability 37.00 125.00 175.00
E General Fund Civil/Criminal Division FND10100 CCN3010301 SC722820 PRG121180 722000 Unemployment 1.00 4.00 6.00
E General Fund Civil/Criminal Division FND10100 CCN3010301 SC722760 PRG121180 722000 Group Life/Accident 5.00 18.00 26.00
E General Fund Civil/Criminal Division FND10100 CCN3010301 SC722750 PRG121180 722000 Workers Comp 14.00 47.00 65.00
E General Fund Civil/Criminal Division FND10100 CCN3010301 SC702140 PRG121180 702000 Other Miscellaneous Salarie 4,500.00 - -
E General Fund Family Division FND10100 CCN3040403 SC702010 PRG121080 702000 Salaries Regular 2,903.00 11,944.00 16,826.00
E General Fund Family Division FND10100 CCN3040403 SC722790 PRG121080 722000 FICA 566.00 914.00 1,287.00
E General Fund Family Division FND10100 CCN3040403 SC722770 PRG121080 722000 Retirement 684.00 2,813.00 3,963.00
E General Fund Family Division FND10100 CCN3040403 SC722810 PRG121080 722000 Disability 50.00 204.00 288.00
E General Fund Family Division FND10100 CCN3040403 SC722820 PRG121080 722000 Unemployment 2.00 7.00 10.00
E General Fund Family Division FND10100 CCN3040403 SC722760 PRG121080 722000 Group Life/Accident 7.00 30.00 42.00
E General Fund Family Division FND10100 CCN3040403 SC722750 PRG121080 722000 Workers Comp 19.00 76.00 108.00
E General Fund Family Division FND10100 CCN3040403 SC702140 PRG121080 702000 Other Miscellaneous Salarie 4,500.00 - -
E General Fund Family Division FND10100 CCN3040403 SC702010 PRG124015 702000 Salaries Regular 13,383.00 51,998.00 73,500.00
E General Fund Family Division FND10100 CCN3040403 SC722790 PRG124015 722000 FICA 4,007.00 3,978.00 5,623.00
E General Fund Family Division FND10100 CCN3040403 SC722770 PRG124015 722000 Retirement 3,152.00 12,246.00 17,309.00
E General Fund Family Division FND10100 CCN3040403 SC722810 PRG124015 722000 Disability 229.00 889.00 1,257.00
E General Fund Family Division FND10100 CCN3040403 SC722820 PRG124015 722000 Unemployment 8.00 31.00 44.00
E General Fund Family Division FND10100 CCN3040403 SC722760 PRG124015 722000 Group Life/Accident 33.00 130.00 184.00
E General Fund Family Division FND10100 CCN3040403 SC722750 PRG124015 722000 Workers Comp 86.00 333.00 470.00
E General Fund Family Division FND10100 CCN3040403 SC702140 PRG124015 702000 Other Miscellaneous Salarie 39,000.00 - -
E General Fund Non Departmental FND10100 CCN9010101 SC788001 PRG196030 BFA20293 788001 Transfer Out 6,553.00 5,354.00 7,544.00
E General Fund Non Departmental FND10100 CCN9010101 SC788001 PRG196030 GRN-1004147 BFA27100 788001 Transfer Out 463,494.00 339,338.00 485,927.00
Total Expenses 546,391.00 440,037.00 628,066.00
FND20293
R Child Care Fund Family Division FND20293 CCN3010402 RC695500 PRG112700 BFA10100 695500 Transfer In 6,553.00 5,354.00 7,544.00
Total Revenues 6,553.00 5,354.00 7,544.00
E Child Care Fund Family Division FND20293 CCN3010402 SC702010 PRG135120 702000 Salaries Regular 3,689.00 4,000.00 5,637.00
E Child Care Fund Family Division FND20293 CCN3010402 SC722790 PRG135120 722000 FICA 397.00 306.00 431.00
E Child Care Fund Family Division FND20293 CCN3010402 SC722770 PRG135120 722000 Retirement 869.00 942.00 1,327.00
E Child Care Fund Family Division FND20293 CCN3010402 SC722810 PRG135120 722000 Disability 63.00 68.00 96.00
E Child Care Fund Family Division FND20293 CCN3010402 SC722820 PRG135120 722000 Unemployment 2.00 2.00 3.00
E Child Care Fund Family Division FND20293 CCN3010402 SC722760 PRG135120 722000 Group Life/Accident 9.00 10.00 14.00
E Child Care Fund Family Division FND20293 CCN3010402 SC722750 PRG135120 722000 Workers Comp 24.00 26.00 36.00
E Child Care Fund Family Division FND20293 CCN3010402 SC702140 PRG135120 702000 Other Miscellaneous Salarie 1,500.00 - -
Total Expenses 6,553.00 5,354.00 7,544.00
Oakland County, Michigan
UAW CONTRACTUAL AGREEMENT FY2025 - FY2028
Schedule "A" DETAIL
R/E Fund Name Division Name
Fund #
(FND)
Cost Center
(CCN) #
Account #
(RC/SC)
Program #
(PRG)
Grant ID (GRN)
#
Project ID #
(PROJ)
Region
(REG)
Budget Fund
Affiliate (BFA)
Ledger
Account
Summary Account Title
FY 2025
Amendment
FY 2026
Amendment
FY 2027
Amendment
Oakland County, Michigan
UAW CONTRACTUAL AGREEMENT FY2025 - FY2028
Schedule "A" DETAIL
FND27100
R Friend of the Court Family Division FND27100 CCN3010404 RC695500 PRG126030 GRN-1004147 BFA10100 695500 Transfer In 355,724.00 252,407.00 361,403.00
R Friend of the Court Family Division FND27100 CCN3010404 RC695500 PRG126035 GRN-1004147 BFA10100 695500 Transfer In 5,884.00 5,354.00 7,544.00
R Friend of the Court Family Division FND27100 CCN3010404 RC695500 PRG135140 GRN-1004147 BFA10100 695500 Transfer In 101,886.00 81,577.00 116,980.00
Total Revenues 463,494.00 339,338.00 485,927.00
E Friend of the Court Family Division FND27100 CCN3010404 SC702010 PRG126030 GRN-1004147 702000 Salaries Regular 170,446.00 188,561.00 269,985.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722790 PRG126030 GRN-1004147 722000 FICA 22,104.00 14,425.00 20,654.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722770 PRG126030 GRN-1004147 722000 Retirement 40,140.00 44,406.00 63,582.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722810 PRG126030 GRN-1004147 722000 Disability 2,915.00 3,224.00 4,617.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722820 PRG126030 GRN-1004147 722000 Unemployment 102.00 113.00 162.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722760 PRG126030 GRN-1004147 722000 Group Life/Accident 426.00 471.00 675.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722750 PRG126030 GRN-1004147 722000 Workers Comp 1,091.00 1,207.00 1,728.00
E Friend of the Court Family Division FND27100 CCN3010404 SC702140 PRG126030 GRN-1004147 702000 Other Miscellaneous Salarie 118,500.00 - -
E Friend of the Court Family Division FND27100 CCN3010404 SC702010 PRG126035 GRN-1004147 702000 Salaries Regular 3,189.00 4,000.00 5,637.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722790 PRG126035 GRN-1004147 722000 FICA 359.00 306.00 431.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722770 PRG126035 GRN-1004147 722000 Retirement 751.00 942.00 1,327.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722810 PRG126035 GRN-1004147 722000 Disability 55.00 68.00 96.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722820 PRG126035 GRN-1004147 722000 Unemployment 2.00 2.00 3.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722760 PRG126035 GRN-1004147 722000 Group Life/Accident 8.00 10.00 14.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722750 PRG126035 GRN-1004147 722000 Workers Comp 20.00 26.00 36.00
E Friend of the Court Family Division FND27100 CCN3010404 SC702140 PRG126035 GRN-1004147 702000 Other Miscellaneous Salarie 1,500.00 - -
E Friend of the Court Family Division FND27100 CCN3010404 SC702010 PRG135140 GRN-1004147 702000 Salaries Regular 55,607.00 60,942.00 87,391.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722790 PRG135140 GRN-1004147 722000 FICA 6,205.00 4,662.00 6,685.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722770 PRG135140 GRN-1004147 722000 Retirement 13,095.00 14,352.00 20,581.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722810 PRG135140 GRN-1004147 722000 Disability 951.00 1,042.00 1,494.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722820 PRG135140 GRN-1004147 722000 Unemployment 33.00 37.00 52.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722760 PRG135140 GRN-1004147 722000 Group Life/Accident 139.00 152.00 218.00
E Friend of the Court Family Division FND27100 CCN3010404 SC722750 PRG135140 GRN-1004147 722000 Workers Comp 356.00 390.00 559.00
E Friend of the Court Family Division FND27100 CCN3010404 SC702140 PRG135140 GRN-1004147 702000 Other Miscellaneous Salarie 25,500.00 - -
Total Expenses 463,494.00 339,338.00 485,927.00
UAW SUMMARY OF AGREEMENT
SIXTH JUDICIAL CIRCUIT COURT AND PROBATE COURT NON-SUPERVISORY AND
SUPERVISORY EMPLOYEES
General Salary Increase
• 3.0% Wage increase for FY 2025 (Contract Year 2024), effective 10/1/24; Retro is on wages only;
One-time $1500 payment upon board approval
• 5.0% Wage increase for FY 2026 (Contract Year 2025)
• 3.75% Wage increase for FY 2027(Contract Year 2026)
• 3.75% Wage increase for FY 2028(Contract Year 2027)
Retirement
• 401(A) Employees who started employment with DC plan:
o FY 2025: 9% employer contribution, 3% employee contribution (no change from current
contract)
o FY 2026: 9% employer contribution, 3% employee contribution
o FY 2027: 9% employer contribution, 3% employee contribution
o FY 2028: 12% employer contribution, 3% employee contribution
• Employees who converted from DB to DC:
o FY 2025: 11% employer contribution, 5% employee contribution (no change from
current contract)
o FY 2026: 11% employer contribution, 5% employee contribution
o FY 2027: 11% employer contribution, 5% employee contribution
o FY 2028: 12% employer contribution, 5% employee contribution
• 457(B): Extended Employer match of $1500 annually starting FY 2025 through FY 2028
Benefits
• Created “me-too” with any non-312 arbitration Union, or non-represented, on a defined benefit
or hybrid pension plan; does not apply to other changes to DC plans or RHS plans
• Created annual $500 “Merit Max. Incentive” for all employees who have been at their range
maximum for 1 year (corresponds to the merit date)
• Created fix for Employees with broken service: total years of full-time and part-time-eligible
work for employer shall dictate placement on annual leave years of service schedule
• County to increase Personal Leave from 5 to 10 days each calendar year; increase Personal
Leave cap from 15 days to 20 days; “me-too” on personal days with non-represented (any
increase in days should be provided in increased days to UAW represented employees)
• County to provide 5 additional Floating Holidays days for non-hybrid employees accrued and
conveyed according to existing floating holiday process; “me-too” on floating holidays with non-
represented (any increase in days should be provided in increased days to UAW represented
employees)
• Adopted Healthy Workplace Policy which provides up to 3 paid days off for each incident for
serious communicable illness (Covid, RSV, Influenza) for non-hybrid employees (originally LOA)
• Updated Parental Leave by establishing that 6 weeks can be used in week increments, including
weeks with holidays, within the first 6 months from start of use
• Updated Annual Leave buy-back to one buy-back for non-hybrid employees per CY
• Updated Tuition Reimbursement: up to $5250 annually (accept July 2024 BOC resolution)
• Rx co-pays $10/30/50 effective 1/1/25; Formulary alignment as proposed by Employer effective
1/1/25; Age out dependents end of month 26 rather than end of CY effective 1/1/25
• Increase in employee per pay period contribution not to exceed $10 for employee-only,
employee + child, or employee + children
• Increase in employee contribution for plans that include a NON-OC spouse not to exceed $35 to
be paired with significant increase in opt-out incentive and spousal waiver
• Changes only effective if effective for non-represented employees
• Employer to establish voluntary 529 plan payroll deduction (no Employer match)
NON-ECONOMIC
• Updated language to Agreement
• Updated language to existing Hazard Pay Article
• Deleted 8.4 in existing contract and created Overtime Article “31”
• Updated language to the Training and Certifications Article
• Created Article on Vehicle Identification
• Created Article on Departments Defined
• Created Article on Use of Technology Monitoring
• Updated Grievance Procedure Article Language
• Created Article regarding Outside Contractors
• Updated language on Adoption by Reference of Relevant Resolutions and Personnel Policies
• Created Article regarding Permissible Equivalents
• Created Article regarding Prohibition of Employer Aiding other Unions
• Updated language on Emergency Inclement Weather Facility Closures
• Created Article on Drug and Alcohol Testing of Employees
• Updated language on Union Seniority
• Updated language on Lay-off, Recall, and Transfers
• Updated language on Discipline and Discharge
• Created Article on Flextime
• Updated language on Management Rights
• Updated language on Performance Appraisals
• Updated language on Maintenance of Conditions
• Created Article regarding VEBA Board
• Created Article regarding Lactation Space
• Created Article regarding Days Defined
• Created Article regarding Joint Childcare Sub-Committee
• Updated language on Vacancies and Promotions
• Created Article regarding Union Security
• Updated language on Probationary Period
• Updated language on Representation and Fees and Dues
• Updated language to Change of Address
• Created Article regarding Joint Safety Committee
• Updated language regarding Special Conferences
• Created Article regarding Access to Employees and Facilities
• Updated language on Temporary Assignment
• Created Article regarding Benefit Consultation Release
• Created Article regarding Retirement and Deferred Compensation Board
• Updated language to Savings Clause
• Created Article regarding Emergency Manager
• Updated language on Employee Defined
• Updated language on Non-Discrimination
• Updated language on Purpose and Intent
• Created Article regarding Alternative Work Schedules
• Created Article regarding Compensatory Time
• Updated language on Attire
• Created Article regarding Vaccinations and Testing
• Updated language on Retiree Insurance
• Updated language on Wage Rates for New Classifications
• Updated language on Eligibility for Employee Benefits
• Updated language on Social Security and Medicare
• Created Article regarding Overtime Canvass and Rotation
• Updated language on Union Bulletin Boards
• Updated language on Recognition
• Updated language on Termination or Modification
• Updated language on Procedure for Individual Compensation Review
• Updated language on General Conditions
• Created Article regarding Representation (Release Time)
• Created Article regarding Reimbursement for Mileage Expenses
• Created Article regarding Employer Provided Parking
• Created Article regarding Remote Work
• Created Article regarding Card Check Recognition
1
PRIMARY AGREEMENT
Between the
SIXTH JUDICIAL CIRCUIT COURT
And the
INTERNATIONAL UNION, UNITED AUTOMOBILE,
AEROSPACE AND AGRICULTURAL IMPLEMENT
WORKERS OF AMERICA (UAW), AND ITS LOCAL 889
October 1, 2024 through September 30, 2028
2
Table of Contents
Agreement -------------------------------------------------------------------------------------------------------------- 4
ArƟcle 1: RecogniƟon ------------------------------------------------------------------------------------------------ 4
ArƟcle 2: Purpose and Intent -------------------------------------------------------------------------------------- 4
ArƟcle 3: Employee Defined --------------------------------------------------------------------------------------- 5
ArƟcle 4: Departments Defined ----------------------------------------------------------------------------------- 5
ArƟcle 5: Days Defined ---------------------------------------------------------------------------------------------- 5
ArƟcle 6: Non-DiscriminaƟon -------------------------------------------------------------------------------------- 6
ArƟcle 7: Union Security -------------------------------------------------------------------------------------------- 6
ArƟcle 8: ProhibiƟon on Employer Aiding Other Unions --------------------------------------------------- 6
ArƟcle 9: Maintenance of CondiƟons --------------------------------------------------------------------------- 7
ArƟcle 10: Savings Clause------------------------------------------------------------------------------------------- 7
ArƟcle 11: Strikes and Lockouts Prohibited -------------------------------------------------------------------- 7
ArƟcle 12: Management Rights ----------------------------------------------------------------------------------- 8
ArƟcle 13: Emergency Manager ---------------------------------------------------------------------------------- 8
ArƟcle 14: RepresentaƟon and Fees and Dues----------------------------------------------------------------8
ArƟcle 15: ProbaƟonary Period --------------------------------------------------------------------------------- 10
ArƟcle 16: Union Security ---------------------------------------------------------------------------------------- 10
ArƟcle 17: Vacancies and PromoƟons ------------------------------------------------------------------------- 11
ArƟcle 18: Layoff Recall and Transfers ------------------------------------------------------------------------- 11
ArƟcle 19: Special Conferences --------------------------------------------------------------------------------- 12
ArƟcle 20: Access to Employees and FaciliƟes -------------------------------------------------------------- 13
ArƟcle 21: Union BulleƟn Boards ------------------------------------------------------------------------------- 13
ArƟcle 22: General CondiƟons ---------------------------------------------------------------------------------- 13
ArƟcle 23: Change of Address ----------------------------------------------------------------------------------- 14
ArƟcle 24: Temporary Assignment ----------------------------------------------------------------------------- 15
ArƟcle 25: AlternaƟve Work Schedules ----------------------------------------------------------------------- 15
ArƟcle 26: FlexƟme ------------------------------------------------------------------------------------------------ 16
ArƟcle 27: Compensatory Time --------------------------------------------------------------------------------- 16
ArƟcle 28: Permissible Equivalents ----------------------------------------------------------------------------- 17
ArƟcle 29: OverƟme Canvass and RotaƟon ------------------------------------------------------------------ 17
ArƟcle 30: OverƟme ----------------------------------------------------------------------------------------------- 18
ArƟcle 31: Performance Appraisal ------------------------------------------------------------------------------ 18
ArƟcle 32: Procedure for Individual CompensaƟon Review --------------------------------------------- 18
ArƟcle 33: Discipline and Discharge ---------------------------------------------------------------------------- 19
ArƟcle 34: Grievance Procedure -------------------------------------------------------------------------------- 21
ArƟcle 35: ReƟrement and Deferred CompensaƟon Board ---------------------------------------------- 26
ArƟcle 36: VEBA Board -------------------------------------------------------------------------------------------- 26
ArƟcle 37: Benefit ConsultaƟon Release ---------------------------------------------------------------------- 26
ArƟcle 38: LactaƟon Space --------------------------------------------------------------------------------------- 26
ArƟcle 39: Joint Childcare Sub-CommiƩee ------------------------------------------------------------------- 27
ArƟcle 40: Joint Safety CommiƩee ----------------------------------------------------------------------------- 27
ArƟcle 41: Drug and Alcohol TesƟng of Employees -------------------------------------------------------- 27
ArƟcle 42: Use of Technology Monitoring -------------------------------------------------------------------- 28
ArƟcle 43: Outside Contractors --------------------------------------------------------------------------------- 30
3
ArƟcle 44: Vehicle IdenƟficaƟon -------------------------------------------------------------------------------- 31
ArƟcle 45: Aƫre ---------------------------------------------------------------------------------------------------- 31
ArƟcle 46: Emergency Inclement Weather Facility Closures --------------------------------------------- 32
ArƟcle 47: Wage Rates for New ClassificaƟons -------------------------------------------------------------- 32
ArƟcle 48: Wage and Increment Schedule ------------------------------------------------------------------- 33
ArƟcle 49: Eligibility for Employee Benefits ------------------------------------------------------------------ 33
ArƟcle 50: AdopƟon by Reference of Relevant ResoluƟons and Personnel Policies --------------- 33
ArƟcle 51: Social Security and Medicare ---------------------------------------------------------------------- 33
ArƟcle 52: Hazard Pay --------------------------------------------------------------------------------------------- 34
ArƟcle 53: ReƟree Insurance ------------------------------------------------------------------------------------- 34
ArƟcle 54: Annual Leave ------------------------------------------------------------------------------------------ 34
ArƟcle 55: Trainings and CerƟficaƟons ------------------------------------------------------------------------ 35
ArƟcle 56: VaccinaƟons and TesƟng --------------------------------------------------------------------------- 35
ArƟcle 57: General Salary Increase ----------------------------------------------------------------------------- 36
ArƟcle 58: Steps and Merit Maximum IncenƟve ------------------------------------------------------------ 36
ArƟcle 59: ReƟrement --------------------------------------------------------------------------------------------- 37
ArƟcle 60: Wellness IncenƟve ----------------------------------------------------------------------------------- 38
ArƟcle 61: Insurance ----------------------------------------------------------------------------------------------- 38
ArƟcle 62: Personal Leave ---------------------------------------------------------------------------------------- 39
ArƟcle 63: Holidays ------------------------------------------------------------------------------------------------- 39
ArƟcle 64: Parental Leave ---------------------------------------------------------------------------------------- 39
ArƟcle 65: Death Leave ------------------------------------------------------------------------------------------- 40
ArƟcle 66: Requests for use of Leave -------------------------------------------------------------------------- 40
ArƟcle 67: Annual Leave Buyback ------------------------------------------------------------------------------ 41
ArƟcle 68: Reimbursement for Mileage Expenses ---------------------------------------------------------- 41
ArƟcle 69: Employer Provided Parking ------------------------------------------------------------------------ 42
ArƟcle 70: RepresentaƟon --------------------------------------------------------------------------------------- 42
ArƟcle 71: Hybrid and Remote Work -------------------------------------------------------------------------- 43
ArƟcle 72: RetroacƟvity ------------------------------------------------------------------------------------------- 48
ArƟcle 73: Card Check RecogniƟon ---------------------------------------------------------------------------- 48
ArƟcle 74: TerminaƟon or ModificaƟon----------------------------------------------------------------------- 50
Appendix A: Wages and Wage Increment Schedule
Appendix B: Medical Plan OpƟons Comparison
Appendix C: Dental Plan OpƟons Comparison
Appendix D: Vision Plan OpƟons Comparison
Appendix E: ReƟree Health Care Eligibility
Appendix F: ReƟree Medical OpƟons Comparison (Non-Medicare)
Appendix G: ReƟree Medical OpƟon (Medicare Supplemental Plan)
Appendix H: Performance Appraisal Form
Appendix I: Clinic Fees
Appendix J: Miscellaneous ResoluƟon #00210
Appendix K: Miscellaneous ResoluƟon #18418
Appendix L: Grandfathered Drug Formulary Changes
4
Agreement
This Agreement entered into on the ________day of ___________________, 2024 between the
Sixth Judicial Circuit Court, hereinafter referred to as the “Employer”, and International Union,
United Automobile, Aerospace and Agricultural Implement Workers of America (UAW), and its
Local 889, hereinafter referred to as the “Union”, or “Employee”, 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 Article and the Supplemental Agreements shall be a part of this Master Agreement
as though set forth herein.
Article 1
Recognition
1.1 Pursuant to and in accordance with all applicable provisions of 336 of the Public Acts of 1947
and Act 379 of the Public Acts of 1965, as amended, the Employer does hereby recognize the
Union as the sole and exclusive representative for the purpose of collective bargaining with
respect to wages, hours and other terms and conditions of employment for the term of this
Agreement for all employees described below provided it is agreed and understood that the
Employer 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 employees of the following bargaining units, except as excluded in section 1.3:
BU92 – Circuit Court Supervisory
BU93 – Circuit Court Non-Supervisory
1.3 The following classifications shall be exempt from Union membership and collective
bargaining:
All elected and appointed officials of the Sixth Judicial Circuit Court.
Article 2
Purpose and Intent
2.1 The purpose of this Agreement is to provide a procedure for orderly and good faith
collective bargaining between the parties, to secure prompt and fair disposition of
grievances or complaints, 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 Union.
5
2.2 The Employer and the Union encourage to the fullest degree friendly and cooperative
relations between the respective representatives at all levels and among all the
employees.
Article 3
Employee Defined
3.1 The terms “employee” and “employees” when used in this Agreement shall refer to and
include only those full-time employees who are employed by the Employer in the
collective bargaining units described herein.
Article 4
Departments Defined
4.1 For purposes of this Agreement, “Department(s)” shall mean any department of the
Employer and offices of statutory and constitutional officers of the Employer.
Article 5
Days Defined
5.1 The term “days”, unless otherwise specified in this agreement, shall mean consecutive
calendar days, including Saturdays, Sundays, and Employer recognized holidays. If a
deadline falls on a Saturday, Sunday or recognized holiday it shall move to the next
succeeding business day.
5.2 The term “business days”, unless otherwise specified in this agreement, shall mean days
except for Saturdays, Sundays, and Employer recognized holidays.
5.3 A “day” and “business day” shall begin at 12:00 am and end at 11:59 pm. Any filing,
submission, notice, or other correspondence between the Union and Employer is not
restricted by the operating hours of the Employer and may be submitted by 11:59 pm of
a business day and be deemed filed on that day.
5.4 Computation of time. In computing a period of time prescribed or allowed by this
agreement, the following rules apply: (1) The day of the act, event, or default after which
the designated period of time begins to run is not included. The last day of the period is
included, unless it is a Saturday, Sunday, or Employer recognized holiday, in that event
the period runs until the end of the next day that is not a Saturday, Sunday, or Employer
recognized holiday, (2) If a period is measured by a number of weeks, the last day of the
period is the same day of the week as the day on which the period began. (3) If a period
is measured by months or years, the last day of the period is the same day of the month
as the day on which the period began. If what would otherwise be the final month does
not include that day, the last day of the period is the last day of that month. For example,
“2 months” after January 31 is March 31, and “3 months” after January 31 is April 30.
6
Article 6
Non-Discrimination
6.1 The parties recognize that the Employer is legally and morally obligated to guarantee all
Employees a fair and equal opportunity, and to these ends agree that no Employee 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, disability, height, weight, marital status, national origin, creed, union
affiliation, political affiliation and any other protected criteria under any federal or, state
law or Employer policy.
Article 7
Union Security
7.1 The Employer and Union acknowledge that current legal authority prevents the provisions
in this Article from taking legal effect. If the current legal authority changes or is modified
to allow any provisions in this Article to take legal effect, then the provisions in this Article
that are legally permitted to take effect shall take immediate effect.
7.2 Any Employee who is a member of the Union in good standing on the effective date of
this Agreement shall, as a condition of continued employment, maintain membership in
the Union.
7.3 Any Employee who is not a member of the Union in good standing on the effective date
of this agreement shall, within 30 days after such date or on the 31st day following the
beginning of employment, as a condition of employment, become a member and
maintain membership in the Union.
7.4 The Union shall accept into membership each employee covered by this agreement who
pays to the Union the dues and initiation fees uniformly required by the Union’s
constitution.
Article 8
Prohibition on Employer Aiding Other Unions
8.1 The Employer is prohibited from providing any form of assistance, whether direct or
indirect, to any labor organization, union, or group not recognized as the exclusive
bargaining representative of the employees within the bargaining unit.
8.2 Prohibited assistance includes, but is not limited to:
8.2.1 Financial contributions or donations to another union.
8.2.2 Distribution of literature, materials, or information promoting another union.
8.2.3 Public declarations of support for another union, including via Employer
communication channels or platforms.
7
8.3 The Union reserves the right to take appropriate actions if the Employer is found to be in
violation of this Article. Such actions may include filing grievances, seeking mediation, or
pursuing legal remedies.
8.4 The Employer agrees to cooperate fully with any investigations conducted by the Union
regarding potential violations of this Article.
8.5 Both parties acknowledge the importance of maintaining the exclusive bargaining
relationship and agree to uphold the provisions of this Article in good faith.
8.6 The Employer and the Union will work together to ensure that all employees and
management are aware of and comply with the restrictions outlined in this Article.
8.7 This prohibition does not apply to activities that are expressly protected by federal or
state labor laws.
Article 9
Maintenance of Conditions
9.1 Wages, benefits, hours, and conditions of employment legally in effect at the execution
of this Agreement shall, except as modified by this Agreement to the benefit of Employees
or Union, be maintained during the term of this Agreement. No employee shall suffer a
reduction in such wages, benefits, hours, or conditions of employment as a consequence
of this Agreement.
Article 10
Savings Clause
10.1 The Union recognizes the right and duty of the Employer to operate and manage its affairs
in accordance with the Michigan Constitution and statutes.
10.2 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.
10.3 In the event that a part of this Agreement is rendered or decreed invalid in the manner
described above, the parties agree to meet and discuss the impact, if any, such
determination(s) may have on administering the provisions of the Agreement.
ArƟcle 11
Strikes and Lockouts Prohibited
11.1 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.
8
11.2 Under no circumstances will the Union cause or authorize its members to take part in any
strike, sit-down, stay-in, or slowdown.
11.3 The Employer agrees that it shall not lock out the employees covered by this Agreement
or supplemental Agreements.
Article 12
Management Rights
12.1 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. All of
such rights, except as expressly modified or limited by this Agreement, are vested
exclusively in the Employer.
Article 13
Emergency Manager
13.1 An Emergency Manager appointed under the Local Financial Stability and Choice Act may
reject, modify or terminate this collective bargaining Agreement as provided within the
Local Financial Stability and Choice Act 2012 PA 436, MCL 141.1541 to 141.1575.
Article 14
Representation and Fees and Dues
14.1 To the extent that the laws of the State of Michigan permit, it is agreed that:
14.2 During the life of this agreement, the Employer agrees to deduct union membership dues
and the initiation fees required by the International Union and/or Local Union in
accordance with the Constitution and Bylaws of the Union, from the pay of each
employee who executes or has executed a written authorization for check off of dues.
Such deduction shall be made during the second pay period of each calendar month. It is
understood that no deduction will be made from the first pay of a new employee.
14.3 The Employer will make available authorization cards, which will be provided by the
Union, authorizing the check off deduction during new Employee onboarding. If the new
Employee completes the authorization card, the Employer shall return the entire
authorization card to the Union’s designated representative. The Employer will also
afford the Union an opportunity to explain Union dues deductions and the check off
authorization to all Employees, during normal business hours. The Union reserves the
right to attend and present at new employee orientation.
9
14.4 Any previously signed check off authorization form shall remain in effect for all
employees.
14.5 The Employee and the Union hereby authorize the Employer to rely upon and to honor
written certification by the Secretary-Treasurer of the Union the amounts to be deducted.
14.6 All authorizations delivered to the Employer prior to the first day of the month shall
become effective during that succeeding month. Monies shall be remitted together with
an itemized statement to the Union Local’s Financial Secretary within 14 days after the
deductions have been made.
14.7 The written dues authorization shall automatically renew itself for successive yearly
periods thereafter unless the Employee gives written notice, by certified mail with a
return receipt requested, to both the Employer’s Labor Relations Department and to the
Local Union’s Financial Secretary 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.
14.8 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).
14.9 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.
14.10 The Employer shall advise the Union of all new hires within forty-five (45) days of the hire
effective date.
14.11 The Employer shall not be liable to the Union by reason of the requirements of this Article
for the remittance or payment of any sum other than that constituting actual deductions
made from wages earned by employees.
14.12 The Union will, indemnify and save harmless the Employer from any and all claims,
demands, suits and other liability arising from the Employer complying with this Article.
14.13 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.
10
Article 15
Probationary Period
15.1 All employees newly hired to the Employer into a Department or Classification
represented by the Union 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.
15.2 All Employees promoted to a classification with a higher maximum salary in a Department
or Classification represented by the Union 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 with a higher maximum salary, the
Employee or the Employer have the right to opt to be returned to his/her former
department as specified in Merit Rule 4.5.3 at any time without the right of appeal or
statement of cause. The Employee shall not be terminated without the option to return
to his/her former department.
15.3 Employees subject to bumps or recalls shall not be subject to a probationary period.
Employees subject to demotions, reclassifications or lateral transfers shall not be subject
to a probationary period unless they are returning to Employer service from a separate
legal entity.
Article 16
Union Seniority
16.1 New employees may acquire seniority by working six (6) continuous months for the
Employer, in which event the employee’s seniority will date back to the date of hire.
16.2 When the new employee acquires seniority, their name shall be added to the seniority
list, in the order of their seniority date. An up-to-date seniority list shall be furnished to
the Union quarterly or when there is a layoff or recall.
16.3 Employees who were not previously a member of the Union shall acquire seniority on the
date their department or classification ratifies their Supplemental Agreement or an
executed Letter of Agreement.
16.4 An employee shall lose his/her seniority for the following reasons:
16.4.1 If the employee resigns or retires;
16.4.2 If the employee is discharged, and not reinstated;
16.4.3 If the employee does not return to work at the end of an approved leave;
16.4.4 If the employee does not return to work when recalled from a layoff.
16.5 If multiple employees within the same Department share the same seniority date, the
employee’s total length of full time or part time eligible Employer service (highest to
11
lowest) shall be used as the “tie-breaker”. If multiple Employees share the same length of
total county service, the last four digits of the Employees’ Social Security number (lowest
to highest) shall serve as the next “tie-breaker”.
Article 17
Vacancies and Promotions
17.1 The Employer agrees to uphold the integrity of the hiring process and to prevent nepotism
and bias as provided for in the Oakland County Merit System. Interview panel participants
shall ensure that all candidates interviewed for positions represented by the Union shall
be asked the same questions and that improper favoritism, bias and nepotism is not a
factor. Notes from interview panel participants shall be preserved for six (6) months after
the position is filled.
17.2 The Employer will post on the county’s job openings portal all openings for jobs
represented by the Union for a minimum of ten (10) business days. The job posting shall
identify the position as represented by the “UAW union”. Qualified Union Employee
applicants shall be interviewed with an interview panel.
Article 18
Layoff, Recall and Transfers
18.1 If it becomes necessary for the Employer to reduce the number of employees in the
workforce, the Union Employees will be laid off within their Department in reverse order
of their seniority (lowest to highest). Non union member employees will be laid off first
before Union member employees of the same or lower salary grade, except for full time
appointed employees and employees that are not eligible to be in the Union with longer
length of continuous service for Employer. In order to avoid layoff, an employee may
displace lower seniority employees within the Department in equal or lower graded
classifications provided they have the present ability to satisfactorily perform the
available work with reasonable orientation and training (within six weeks). The Employee
moving to a lower graded classification shall be paid at the step closest to their current
salary. If multiple employees within the same Department share the same seniority date,
for purposes of layoff, the employee’s total length of full time or part time eligible
Employer service (lowest to highest) shall be used as the “tie-breaker”. For purposes of
recall, the employee’s total length of Employer service (highest to lowest) shall be used
as the “tie-breaker”.
18.2 The Employer agrees to notify the Union’s Unit Chairs when the Employer’s decision is
made of any anticipated layoff. Such notification will occur within two (2) business days
of reaching the layoff decision and at least thirty (30) days before any layoff occurs.
18.3 Employees shall have the right to recall based on their seniority within their Department
if a position for which they are qualified becomes available. Employees shall be recalled
in the order of their seniority (highest to lowest) within their Department. Union
12
Employees shall be recalled within their department prior to non-union employees being
recalled.
18.4 If and when an Employee is permanently transferred to another Department or
Classification not represented by the Union, the Unit Chairperson shall be notified of said
transfer by the Employer. If the employee is thereafter transferred back to the original
Department, they shall have as their seniority date the seniority date they had at the time
of the original transfer.
18.5 Superseniority. Union Representatives for the purpose of layoff and recalls, for the term
of their office, shall be considered as having more seniority than any other employee
within their Department. They shall be last to be laid off for lack of work or funds from
their Department and the first to be recalled to work in their Department following such
layoff provided they have the present ability to satisfactorily perform the available work
in such Department with reasonable orientation (within three months).
Article 19
Special Conferences
19.1 Special Conferences mutually agreed upon will be arranged between a Unit Chair and the
Court Administrator or designated representative, for purposes of discussion of
important matters. Such meetings shall be between up to three (3) representatives of
the Employer (Employer 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.
19.2 Arrangements for 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.
19.3 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.
19.4 The members of the Union shall not lose pay or benefits for time spent in such Special
Conferences. If the meetings occur during work hours, employees are excused from their
regular job duties to attend.
13
ArƟcle 20
Access to Employees and FaciliƟes
20.1 Union Representatives shall have access to interview and or meet with an Employee or
see a work area as related to a grievance and or labor contract-related matter.
20.2 Union Representatives shall observe all of the Employer’s security and access procedures
and shall be accompanied to and from meeting locations within a building when required
by such procedures for Employees.
20.3 Union Representatives may host meetings in Employer facilities with Employees. The
Union representative shall pre-arrange with Labor Relations a date and time in which the
Union would like to host a meeting in an Oakland County facility with Employees.
20.4 The Union Representatives shall have use of Employer 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 21
Union Bulletin Boards
21.1 The Employer will provide and install secure locking style bulletin boards in all buildings
where Employees are present. Bulletin boards shall be comparable in quality and size to
those installed under the 2020-2024 Master Agreement. The bulletin boards may be used
by the Union for posting notices bearing written approval of the Unit Chairperson on the
following topics:
21.1.1 Notices of Union Meetings.
21.1.2 Notices of Union Elections and results of said Elections.
21.1.3 Notices of recreational, educational and social events.
21.2 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.
ArƟcle 22
General CondiƟons
22.1 The Union shall be notified fourteen (14) days in advance of any anticipated, permanent,
and material change(s) in working conditions that may affect Employees. The Employer
will engage in good-faith discussions with the Union regarding such change(s). The Union
14
will have the opportunity to bargain any such changes upon written notice to the
Employer.
22.2 An employee shall be given ten (10) business days notice prior to a permanent change in
their shift.
22.3 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 Employer, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence
shall not exceed three (3) years, but it may be renewed or extended for a similar period
at any time upon the written request of the Union. An Employee, after taking such a leave
will be entitled to reinstatement to their original position if available or to an available
position for which they are qualified at the same salary grade. If no position is available
for which the Employee is qualified, bumping rights may be exercised by the Employee.
22.4 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 Merit Rule 22.
22.5 The Employer agrees to allow Employees up to two (2) hours to vote on contract-related
issues when such matters occur, during their scheduled work hours. Management will not
unreasonably withhold time for members to vote. The Union agrees to work with each
Department to schedule voting so as not to cause an unreasonable interruption to day-
to-day operations.
22.6 The Employer agrees in the year 2025 to allow Employees to vote in the Local Union
election during their scheduled work hours. Employees shall be dismissed for no more
than two (2) hours to vote. Each Department shall have discretion to schedule release
time for voting so as to not cause an unreasonable interruption in day-to-day operations.
22.7 County vehicles operated by employees represented by the Union will be given safety
inspections annually by the County of Oakland’s Department of Facilities Management.
The County of Oakland will be responsible for promptly attending to and repairing County
vehicles that experience a mechanical breakdown or flat tires (including flat tire
replacement).
22.8 The Employer will notify the Union of changes in bargaining unit job descriptions and if
requested by the Union, the Employer will meet and confer with the Union prior to
finalization of the job description. Exceptions to this requirement may occur under
exigent circumstances with discussions being held with the Union promptly after the
changes.
Article 23
Change of Address
23.1 Employees shall notify the Employer of any change of their address.
15
23.2 The Employer shall furnish to the Union’s Unit Chairs, on a quarterly basis, the Names,
Home Mailing Addresses, and Personal Email Addresses (if available) of all Employees
covered by this Agreement.
23.3 The Employer shall send a communication to Employees at least once per calendar year
during open enrollment to update their address and other personal information.
Article 24
Temporary Assignment
24.1 Temporary assignments are made at the discretion of the Employer in order to ensure
orderly performance and continuity of services. An Employee temporarily assigned to
perform any of the job duties of a higher job classification for a period in excess of fifteen
(15) consecutive working days will receive the minimum rate of the higher classification
or one step increase added to their current salary, whichever is greater. Such payment
shall be retroactive to the first day of the temporary reassignment. The employee
temporarily assigned must have the current ability to do the available work and meet the
minimum qualifications of the higher classification. The Employer shall not take any
actions to circumvent the intent of this article.
24.2 The Employee temporarily assigned shall be eligible for step increases until the maximum
salary for the temporary assignment is reached. The assignment and payment for such
temporary assignment must be authorized in writing by the Chief Judge or designee and
approved by the Chief Judge or designee before the assignment and salary adjustment is
made.
24.3 The table set forth in Appendix A, Wages and Wage Steps, shall be utilized to approve or
disapprove step increases pursuant to this provision.
Article 25
Alternative Work Schedules
25.1 All Employees, with approval of their Court Administrator or Designee, shall be eligible to
work a 4/10 (four ten-hour days) alternate work schedule.
25.2 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 of holiday pay.
25.3 All Employees working a 4/10 schedule shall receive ten (10) hours of floating holiday pay
when a floating holiday is used.
16
25.4 All overtime eligible Employees working a 4/10 schedule shall be entitled to a minimum
of three (3) hours of overtime pay if required to work on their regularly scheduled non-
working day.
Article 26
Flextime
26.1 Flextime is subject to approval based on existing operational needs and respective service
requirements as determined by the Court Administrator or Designee.
26.2 The Employer will allow Employees to flex their schedules up to three (3) months when
pre-approved in writing to the Employee’s direct supervisor with at least forty-eight (48)
hours notice, unless otherwise approved by their direct supervisor.
26.3 Time shall be flexed for no more than one (1) hour of adjustment unless otherwise
approved by the direct supervisor.
26.4 Requests for flextime shall not be unreasonably denied.
26.5 Employees of “exempt” status, as defined by the Fair Labor Standards Act, are not eligible
for flextime under this Article. Absence from work by an exempt Employee of less than
one complete working day shall be compensated as if the employee were "on the job"
and shall not be deducted from Annual Leave accumulations, Sick Leave accumulation or
any similar leave plan.
Article 27
Compensatory Time
27.1 All overtime eligible Employees shall be permitted, in lieu of pay for overtime hours
worked, compensatory time if desired. The Employee shall make their desired choice
each time overtime hours are worked. Compensatory time shall be computed at the rate
of 1.5 hours for each hour worked. The maximum compensatory time hours an Employee
may accumulate at any point during the fiscal year is forty (40). Any balance of hours
must be used by the Employee prior to the final pay period of the fiscal year or paid by
the Employer on the final pay period of the Fiscal Year.
27.2 Compensatory time shall be requested in the same manner as leave bank requests and
must be pre-approved. Compensatory time will be denied where it is known that overtime
will result. It shall be used in increments of whole hours and may be used with pre-
approval for full days or short periods of leave.
27.3 Employees who separate from Employer and have a compensatory time balance will be
paid out for those hours at the straight time rate.
17
Article 28
Permissible Equivalents
28.1 A permissible equivalents list shall be maintained as approved by the Director of Human
Resources for purposes of this article. The Union shall be provided with an updated list
each time a change occurs.
28.2 The Employer, in consultation with Human Resources, shall establish objective criteria
applied uniformly to all Employees in the Department for purposes of permissible
equivalents. For permissible equivalents, a vacancy does not need to exist nor does a
posting need to occur. A permissible equivalent may be requested with their current step
increase or six months after their step increase or date of hire. The Employee will be
subject to a six (6) month probationary period after being granted a permissible
equivalent.
28.3 An Employee request for a permissible equivalent shall be reviewed and acted upon
within 30 days.
28.4 Permissible equivalent requests that meet the Department’s established criteria shall
not be unreasonably withheld.
28.5 Budgetary or financial considerations shall not be taken into account when considering
permissible equivalent requests.
ArƟcle 29
OverƟme Canvass and RotaƟon
29.1 A record of the overtime worked will be maintained by the Employer and provided to the
Union for each functional unit. In each functional unit, the non-exempt Employee with
the qualifications to perform the work with the lowest number of overtime hours
recorded will be offered overtime first. Employees who work overtime or who turn down
overtime when it has been offered or assigned to them, whether excused or not, will be
charged the amount of overtime worked for purposes of overtime equalization. The
record shall be reset annually January 1st of each year.
29.2 If the Employer requires that a particular Employee, within a functional unit, remain on a
job out of necessity for the continuity and efficiency of a project or work assignment, that
particular employee will remain on the job.
29.3 Volunteer overtime opportunities should be requested forty-eight (48) hours in advance
of the job.
29.4 If no qualified Employees volunteer to accept the overtime work after reviewing the
overtime record, the qualified non-exempt Employee with the lowest overtime hours will
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be required to work the overtime. Once an Employee has been compelled to work
overtime, they cannot be forced again until all other qualified Employees on the list have
been similarly required. Exceptions to this rule include Employees who have pre-
approved vacation time or proof of a previously scheduled medical appointment.
Article 30
Overtime
30.1 A non-Exempt Employee, as defined by the Fair Labor Standards Act, who works overtime
which is not contiguous to the Employee’s regular work schedule, shall be entitled to a
minimum of two (2) hours of pay on a regularly scheduled work day and three (3) hours
of pay on a non-regularly scheduled work day at the time-and-one-half-rate for each
overtime request.
ArƟcle 31
Performance Appraisal
31.1 An Employee may receive an annual performance appraisal from their immediate
supervisor. Such appraisal shall be on the form listed in the appendix. The Employer
reserves the right to update the appraisal form and will meet, negotiate and reach
agreement with the Union on any changes to the form prior to implementation. No other
performance appraisals or surveys will take place.
31.2 This section does not apply to employee surveys, individual development plans, or other
professional development activities.
ArƟcle 32
Procedure for Individual CompensaƟon Review
32.1 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:
32.1.1 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 Court Administrator.
32.1.2 Contained in the written request must be the following:
32.1.3 The current title and compensation the employee holds; the title, or
compensation level, in the Collective Bargaining Agreement, that the employee
feels they are entitled; and, supporting documents and reasons why the employee
feels the new change in compensation is warranted.
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32.2 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 thirty (30) working days after receipt by the Human Resources
Department. Human Resources will initiate the next step of the process by issuing a Job
Analysis Questionnaire and will notify the employee, union, and department.
Supervisor/department questionnaire responses are required within thirty (30) days. If a
supervisor/department fails to respond within the required 30 days it shall be considered
that the supervisor/department agrees with the Employee’s questionnaire responses.
The Human Resources Department will, within sixty (60) days of receipt of the completed
questionnaire, complete the investigation and provide a written recommendation.
32.3 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 Court Administrator and/or designee, and a representative from the Human
Resources Department. Within thirty (30) 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.
32.4 Employees who are reclassified within one (1) salary grade will be placed at the step that
provides at least a 5% increase. Employees who are reclassified in an increase of two (2)
or more salary grades will be placed at the step that provides at least a 5% increase, up
to a maximum of 10%. Requests for placements above a 10% increase must include
appropriate justification for exception review.
32.5 Should the Union be dissatisfied with the result; the Union may request a Special
Conference under this Agreement. There shall be no appeal to the Grievance Procedure.
32.6 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.
32.7 A non-union Human Resources Manager or designee will perform ICR requests from
Union Human Resources employees. Union Human Resources employees will participate
in some or all of the ICR process as assigned, with final review and determination provided
by a non-union Human Resources Manager or designee.
Article 33
Discipline and Discharge
33.1 Discipline:
Should circumstances warrant, a non-probationary employee may be disciplined for just cause.
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33.2 Disciplinary actions or measures are limited to and shall be done in the following order:
oral reprimand, written reprimand, suspension, and termination/discharge. The order of
discipline may be adjusted by the Employer for significant incidents of safety, violence,
security and unlawful acts. The withholding of a step increase or a demotion shall also be
considered a disciplinary action subject to the grievance procedure.
33.3 Employees may only be disciplined for events that have been discovered within the six (6)
months prior to notification of the discipline, except that Employer may discipline
Employees for incidents of significant safety, violence, security and unlawful acts
discovered for up to one (1) year prior to notification of the discipline .
33.4 Employees shall be entitled to their right to representation at an interview, meeting, or
during an investigation that the employee reasonably believes could result in any
disciplinary action or discharge.
33.5 If the Employer feels there is just cause for disciplinary action, the employee and their
Unit Chairperson will be notified in writing that the employee has been so disciplined.
Such notification shall contain the charge(s) and factual allegations against the employee.
33.5.1 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.
33.5.2 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.
33.5.3 Records of disciplinary action other than suspensions shall remain in the
employee’s personnel file for a period of one (1) year unless, prior to the end of
said one (1) 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 year for
each incident based upon the date of occurrence. Records of disciplinary action
other than suspensions may be negotiated for a lesser term. Suspensions shall be
maintained in the employee’s personnel file for a period of five (5) years unless
negotiated for a lesser term. The removal of disciplinary action from an
Employee’s file shall occur automatically by the Employer pursuant to this
agreement.
33.6 Counseling memoranda, performance improvement plans, goal setting, individual
development plans or other similar measures shall be utilized by the Employer to
communicate expectations and performance deficiencies to Employees. Counseling
memoranda, performance improvement plans, goal setting, individual development
plans or other similar measures shall not be construed as disciplinary action and shall not
be subject to the grievance procedure.
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33.6.1 The presence of a Union Representative is neither necessary nor an entitlement
where the purpose of the meeting called by the Employer is to deliver or explain
a counseling memoranda, performance improvement plans, goal setting,
individual development plans or other similar measures.
33.6.2 Because counseling memoranda, performance improvement plans, goal setting,
individual development plans or other similar measures are not considered
discipline, they shall not be used to support later discipline or be introduced as
evidence in support of later discipline, except to establish prior notice to the
Employee of the Employer’s expectations.
33.7 Any Employee, prior to receiving any disciplinary actions under section 20.2, shall be
advised by their Supervisor of their right to Union Representation. Any Employee who is
asked to participate in an investigatory interview shall first be advised by their Supervisor
of their right to Union Representation.
33.7.1 If the Employee accepts Union Representation, the Union Representative shall be
granted a reasonable opportunity to attend and privately caucus with the
Employee.
33.8.2 If any Employee is asked to complete an investigatory interview, the Employer
shall notify the Employee of the topic of the interview and the factual allegations
justifying or related to the investigation, unless such notice of the factual
allegations would compromise the safety or security of another person or entity.
Article 34
Grievance Procedure
34.1 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 unreasonable interruption or disturbance of the normal
operation of the Employers affairs.
34.2 Any employee having a grievance in connection with his/her employment must present
it to the Employer within fifteen (15) business days after occurrence of alleged grievance
as follows:
34.2.1 Step 1 - Verbal Court Administrator: The employee must first discuss the specific
grievance with their Court Administrator or their Designee. A Steward shall be
present at this meeting; otherwise, the complaint shall not be considered a formal
grievance, as outlined in this Article. The Court Administrator or their Designee
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.
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34.2.2 Step 2 - Written Court Administrator: 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 Court Administrator within ten (10) business days after the
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.
34.2.3 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 if
the meeting is waived, within five (5) days after the date the parties agreed to
waive the meeting, the Court Administrator shall give a written answer to the Unit
Chairperson or designee.
34.2.4 STEP 3 – Court Administrator: If the grievance is not settled in Step 2, such a
grievance may be submitted by the Unit Chairperson or their designee to the Court
Administrator, with a courtesy copy to the Court Administrator, within ten (10)
business days after the Court Administrator’s written response has been received
by the Unit Chairperson or designee. A grievance number shall be assigned by the
Union when the grievance is submitted to Labor Relations.
34.2.5 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 or designee’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.
34.2.6 The decision of the Court Administrator or their designee shall be given in writing
to the Unit Chairperson within ten (10) days of the completion of the Step 3
meeting). If the Union prevails at Step 3 and the settlement includes back pay, a
special payroll (a check or direct deposit) shall be processed and paid within 3
business days.
34.2.7 STEP 4: Personnel Appeal Board: In all matters of discipline or discharge, 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 Court Administrator within ten (10) business days after the Union’s receipt
of Step 3 decision. The PAB’s rules shall apply in such hearing. Unless the
Employee requests the hearing be closed, the PAB hearing, including
deliberations, shall comply with Michigan’s Open Meetings Act.
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34.2.8 Notwithstanding anything to the contrary, assignment of a case to a PAB shall be
determined by the Employee, or their designated Union Representative, randomly
selecting a PAB by blind drawing a slip of paper from a box marked “Board A” or
“Board B”. The PAB shall convene to begin the hearing process no later than 30
days from the date of filing. The PAB shall not unreasonably delay the adjudication
of the matter.
34.2.9 In cases of a suspension greater than five (5) days, demotion or
termination/discharge, if the Union disagrees with the ruling of the Personnel
Appeal Board, the Union may appeal the dispute to arbitration pursuant to the
procedures set forth in Step 4 below. Such appeal must be served upon the
Employer in writing within five (5) business days after the Union’s receipt of a
written decision by the PAB.
34.2.11 STEP 5: Arbitration: If the grievance is not resolved at Step 3, or the PAB, the Unit
Chairperson or designee has thirty (30) business days, from the receipt of the Step
3 answer or PAB written decision to file a Notice of Intent to Arbitrate, by sending
a letter to the Court Administrator. 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.
34.2.12 If the Parties agree to resolve the grievance, its disposition shall be reduced to
writing and signed by both the Union representatives, Employee and Employer
representatives.
34.2.13 Selection of the Arbitrator: Within thirty (30) days of the receipt of the written
demand for arbitration, the Union 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. Doyle O’Connor
2. Kathryn A. VanDagens
3. Mark Glazer
4. Tom Gravelle
34.2.14 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.
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34.2.15 The Union shall notify the arbitrator within ten (10) days of his/her selection and
begin to arrange the scheduling of the arbitral hearing.
34.2.16 Upon mutual written agreement of the Parties, an arbitrator may hear more than
one case.
34.2.17 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.
34.2.18 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 with the terms of
this Agreement or applicable laws. The arbitrator shall be without power to
modify or vary in any way the terms of this Agreement.
34.2.19 In matters of disciplinary action under Step 3, the arbitrator may either affirm,
modify or revoke the PAB’s order of termination/discharge, suspension, or
demotion to any extent, as in their judgment, is equitable.
34.2.20 In non-disciplinary matters, the arbitrator may either affirm, modify or deny the
Union’s grievance to any extent, as in their judgment, is equitable.
34.2.21 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.
34.2.22 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.
34.2.23 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, the Employee or
Employees involved, and the Employer.
34.2.24 Unless mutually agreed by the parties, the final submittal of post-hearing briefs
and closing statements shall occur within 30 days of the hearing. The decision of
the arbitrator shall be in writing and due within thirty (30) days of the close of the
final submittal of post-hearing briefs and closing statements.
34.2.25 The fees and approved expenses of an arbitrator will be split equally by both
parties.
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34.3 Class Action Grievances: The Union’s Unit Chairs or designees may file a class action
grievance if the matter concerns the entire Union membership, an entire bargaining unit
or two or more Employees with the same or similar grievance. Any class action grievance
must be filed with the Court Administrator at Step 3 of the Grievance Procedure within
fifteen (15) days after the occurrence or the Union’s knowledge of the occurrence of the
events giving rise to the grievance.
34.4 Policy Grievances: The Union’s Unit Chairs or designees may file a policy grievance if the
matter concerns a particular department, division of a department or classification. Any
policy grievance must be filed with the Court Administrator at Step 2 of the Grievance
Procedure within fifteen (15) days after the occurrence or the Union’s knowledge of the
occurrence of the events giving rise to the grievance.
34.5 General Conditions:
34.5.1 Withdrawal of Grievances: A grievance may be withdrawn and, if so withdrawn,
all financial liability relating to the arbitrator's fee for the Employer shall be
canceled. In the event, however, the UAW International Executive Board
reinstates a grievance, the grievance shall be reinstated. If the grievance is
reinstated, the financial liability relating to the arbitrator's fee for the Employer
shall start 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.
34.5.2 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.
34.5.3 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 within the time limit for exercising said
appeal, commencing with the expiration date of the Employer’s period for answer.
34.5.4 Nothing contained herein shall be deemed to abrogate or limit the rights
guaranteed by existing statutes or court decisions.
34.5.5 Time limits may be extended or shortened by mutual written consent of the
Parties.
34.5.6 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 Employer) for Inspection and copying by the Union, provided
the proper representative of the Union makes a request for the specific document
26
referenced above and, if applicable, the affected employee has authorized, in
writing, the release of said information.
34.5.7 Nothing in these grievance and arbitration procedures shall limit the rights of
employees to pursue legal or equitable claims for violation of the law with private
counsel.
ArƟcle 35
ReƟrement and Deferred CompensaƟon Board
35.1 The Employer and the Union agree that Miscellaneous Resolution #18418, amending the
retirement plan documents and stating the composition and qualifications of the Oakland
County Retirement and Deferred Compensation Board, shall remain unchanged for the
duration of this agreement.
Article 36
VEBA Board
36.1 The Employer and the Union agree that Miscellaneous Resolution #00210, establishing
the Voluntary Employee Beneficiary Association Trust and stating the composition and
qualifications of the Oakland County Voluntary Employee Beneficiary Association board,
shall remain unchanged for the duration of this agreement.
Article 37
Benefit Consultation Release
37.1 The Employer agrees to allow Employees to meet with the Employer’s retirement benefit
consultants (i.e. Empower, Graystone Consulting) during their scheduled work hours up
to twice per year and not to exceed 20 minutes for each occurrence if the meeting occurs
in the building in which the Employee is assigned or virtually. The Employee shall be
granted 30 minutes for each occurrence if the meeting occurs in a building in which the
Employee is not assigned or meeting virtually. Employees shall not be required to use
leave time, relief periods or lunch periods for such meetings. The Employee shall notify
their supervisor when scheduling such meetings and may be required to reschedule the
meeting due to operational demands.
Article 38
Lactation Space
38.1 The Employer will provide private space, within 90 days after ratification, in each
Employer building where Employees are assigned for the purpose of expressing breast
milk. The private space shall have an electrical outlet, shall not be a bathroom and shall
be shielded from view and free from intrusion. The Employer will also provide access to
a location near a refrigerator and a sink suitable for cleaning pumping supplies and a place
to dry pumping supplies. Covered Employees have the right to take reasonable break
27
time to express breast milk for their nursing child each time such employee has need to
express milk. The Employer may not deny a covered employee a needed break to pump.
It is understood by the Employer that the frequency and duration of breaks needed to
express milk will likely vary depending on factors related to the nursing Employee.
Employees who work remotely are eligible to take pump breaks on the same basis as
other Employees. These breaks are in addition to Relief Periods and the Lunch Period.
Covered Employees are those who are expressing breast milk after the birth of a child for
as long as needed.
Article 39
Joint Childcare Committee
39.1 The County established a Joint Childcare Committee. The Employer and the Union agree
that one (1) Employee of the Employer may be assigned to the committee. The Employee
assigned by the Union shall be compensated at their regular rate of pay for time required
for meetings. The Joint Sub-Committee shall explore, in good faith, solutions to accessing
cost-effective childcare for Employees who are parents or guardians. The Joint Sub-
Committee shall research and review existing programs and propose the creation of new
programs. The Joint Sub-Committee shall meet within thirty (30) days following
ratification and shall meet quarterly or more frequently as mutually agreed with a
maximum of sixteen (16) hours to meet per year. If additional hours are required it
shall be approved by mutual agreement of the Employer and the Union. The Joint Sub-
Committee shall share updates with Employees covered by this agreement on a bi-
annual basis, not excluding the County’s ‘Total-Rewards Task Force.’ If the meetings occur
during work hours, Employees are excused from their regular job duties to attend.
Article 40
Joint Safety Committee
40.1 The County established a Joint Safety Committee. The Employer and the Union agree
that one (1) Employee of the Employer may be assigned to the committee. Employees
assigned as members by the Union shall be compensated at their regular rate of pay for
time required for meetings. The Joint Committee shall have the authority to investigate
hazardous or unsafe working conditions and make joint recommendations for remedial
action. The committee shall meet, at a minimum, on a quarterly basis. If the meetings
occur during work hours, employees are excused from their regular job duties to attend.
Article 41
Drug and Alcohol Testing of Employees
41.1 The Employer shall not conduct random or scheduled drug or alcohol testing for existing
Employees unless required by law.
28
41.2 Drug and alcohol testing may only be conducted if there are clear signs of impairment or
an incident of safety or security occurs while the Employee is performing job duties for
the Employer.
41.2.1 An Employee shall not do any of the following:
43.2.1.1 Consume alcohol while on duty.
43.2.1.2 Consume drugs while on duty, except for a lawful prescription issued to
the Employee.
43.2.1.3 Interfere with any testing procedure or tamper with any test sample.
43.2.1.4 Report to duty or be on duty under the influence of drugs or alcohol,
except for a lawful prescription issued to the Employee.
41.3 The Employer shall advise Employees of their right to union representation prior to drug
or alcohol testing.
41.4 The Employer agrees to respect the legal status of marijuana in the State of Michigan and
shall not penalize Employees for off work use.
41.5 The provisions of this article shall not apply to Employees who hold a commercial drivers
license.
Article 42
Use of Technology Monitoring
42.1 Any and all data collected by the Employer through electronic surveillance devices or
technology may only be used for safety, security or for monitoring unlawful activity
purposes. Electronic surveillance equipment is not intended to invade the privacy of
employees. Data will not be used for any other reason, such as but not limited to:
44.1.1 Productivity monitoring (limited to the establishment of quotas)
44.1.2 Employee review or evaluation (unless used to validate observed employee
behavior)
44.1.3 Random or individual employee audits
42.2 To ensure safety, preserve security and in conformance with the Oakland County
Workplace Violence Policy, the Employer retains the right to inspect its property, including
workspaces, and may opt to do so through the use of surveillance and electronic
monitoring systems within the confines of the Fourth Amendment and the laws of the
state of Michigan. Notwithstanding anything to the contrary, the Employer shall not use
surveillance and electronic monitoring systems in non-public Employee workstaƟons
unless there is a specific and legiƟmate business need.
42.3 In the event data, images, or other output from electronic surveillance/monitoring is used
as evidence for any formal employment acƟon, the subject employee and their
representaƟve(s) will be provided a copy of the footage/informaƟon.
29
As with employee personnel records, and in compliance with the State of Michigan’s
Bullard Plawecki Employee Right to Know Act, if an employee disputes any informaƟon
placed within their personnel file, including data or footage from electronic surveillance,
they may submit a wriƩen dispute to be included within the file or pursue other recourse
as permiƩed by this contract or law.
42.4 Employees have no expectaƟon of privacy on County property with the excepƟon of
restrooms, locker rooms, rooms for breasƞeeding mothers, and other locaƟons
specifically designated for private acƟviƟes. The Employer will meet and confer with the
Union in deciding upon request regarding the locaƟon, number of, and orientaƟon of all
surveillance devices and technology.
In the event electronic surveillance/monitoring is used for illegal purposes or in violaƟon
of County Policy, such as harassment, the County will take immediate acƟon up to an
including terminaƟon and prosecuƟon.
42.5 Keystroke, employee producƟvity (limited to the establishment of quotas) or screen
monitoring technologies will not be installed or used on computers or other electronic
devices used by employees. Employees should use their workplace technology and
equipment primarily for work related purposes, but employees may from Ɵme to Ɵme
need to use workplace technology and equipment for important personal maƩers. Such
uses will not be considered violaƟons of any work rule.
Employee’s personal use of county technology and equipment will conform with County
policies including but not limited to: Use of Technology, Non-DiscriminaƟon, AnƟ-
Harassment, Social Media, Standards of Conduct, Workplace Violence, and other adopted
and applicable policies.
A department with a legiƟmate business need for keystroke, employee producƟvity or
screen monitoring technologies may request an excepƟon through the Director of Human
Resources or designee, who will meet and confer with the Union prior to rendering a
determinaƟon. The Employer will provide a minimum of fourteen (14) days’ noƟce to
employees and Union Unit Chairs prior to implementaƟon of keystroke or screen
monitoring technologies.
Social Media
42.6 The Employer will not view, examine, or monitor employee’s social media. Social media
posƟngs will not be the basis of, or admiƩed as evidence to any disciplinary acƟon. Such
posƟngs will also not be examined during an employee evaluaƟon, or review.
42.7 The Employer shall not request, require, or otherwise coerce an employee to:
● Disclose login informaƟon for the employee's personal social networking account;
● Access his or her personal social networking account in the employer's presence
in a manner that enables the employer to observe the contents of the account;
30
● Compel or coerce an employee to add a person, including the employer, to the list
of contacts associated with the employee's personal social networking account; or
● Cause an employee to alter the seƫngs on his or her personal social networking
account that affect a third party's ability to view the contents of the account.
Furthermore, the Employer shall not take adverse acƟon against an employee because
the employee refuses to disclose his or her login informaƟon, access his or her personal
social networking account in the employer's presence, add a person to the list of contacts
associated with his or her personal social networking account, or alter the seƫngs on his
or her personal social networking account that affect a third party's ability to view the
contents of the account.
42.8 The employer shall not review or monitor an employee’s personal social media to
ascertain personal poliƟcal posiƟons, opinions, beliefs or non-work acƟviƟes. The
employer shall not take adverse acƟon against an employee based on the content of
personal social media unless that content involves a violaƟon of law, Court policy or
County policy.
The employer may view an employee’s personal social media content when there is a
reasonable suspicion content involves a violaƟon of law, Court or County policy,
including but not limited to violaƟng a law which would disqualify the employee from
conƟnued employment, divulging non-public confidenƟal informaƟon, harassing or
inƟmidaƟng other employees, represenƟng a personal opinion as the official posiƟon
of the County, using a public posiƟon to coerce others, solicit giŌs, garner favors, or seek
other payments or items of value.
The Employer reserves its right to obtain access to an employee’s social media
through proper legal acƟon.
Article 43
Outside Contractors
43.1 Employees within each Department who possess the knowledge to perform available
work shall be offered overtime before outside contractors are utilized. Shall the need
arise, the Employer will follow the Overtime Canvass and Rotation Article from this
agreement to fill these roles. The Employer may utilize outside contractors, in lieu of
overtime for Employees, if the Employer can demonstrate to the Union that it is more
cost effective to utilize outside contractors than overtime for Employees.
43.2 As a result of the Employer contracting out any of its present work or services, no
Employee shall be transferred, reassigned, demoted, laid off, or have their work reduced.
43.3 As a result of the Employer contracting out any of its present work or services, there shall
be no reduction in the number of Employees. Employer shall not lay off Employees,
reduce the number of Employees, or reduce an Employee’s full-time status or regular
work hours (without the Employee’s consent) under the following circumstances: (1) in
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Departments or Offices that use outside contractors or outsource any work or services;
or (2) if Employer uses outside contractors or outsources any work or services that are or
could be performed by the Employees.
43.4 While Employees are on layoff, the Employer shall not contract out or subcontract any
work or services that were performed by those Employees.
43.5 While Employees are on layoff, the Employer shall not engage or use interns to perform
duties or services that were performed by those Employees.
43.6 As a result of the Employer hiring or using interns, no Employee shall be transferred,
reassigned, demoted, laid off, or have their work reduced.
43.7 As a result of the Employer hiring or using interns, there shall be no reduction in the
number of Employees. Employer shall not lay off Employees, reduce the number of
Employees, or reduce an Employee’s full-time status or regular work hours (without the
Employee’s consent) under the following circumstances: (1) in Departments or Offices
that use or hire interns; or (2) if Employer uses interns to perform work or services that
are or could be performed by the Employees.
43.8 For the purposes of this Article, the term “intern(s)” means anyone who is a temporary
worker or is not a full-time Employee.
Article 44
Vehicle Identification
Employees who use their personal vehicles for their job will be provided with identification
(official business visor placard) to place in their vehicles while on duty. Said identification will
state that they are Oakland County employees and are on duty.
Article 45
Attire
45.1 All employees shall be provided the ability to dress casually with the approval of their
supervisor, but such approval shall not be unreasonably withheld, as long as the Employer
casual dress code is observed. Employees are to be mindful of the activities of the day
and dress appropriately for each activity.
45.2 The Employer and the Union agree that employees have an obligation to maintain
reasonable attire standards which bear a reasonable relationship to their work.
45.3 Employees are entitled to wear clothing that otherwise complies with the Employer’s
attire standards which displays the UAW logo.
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45.4 In a grievance over this Article, the Employer shall have the burden of demonstrating that
the attire standard is reasonably necessary for the work of the Employee and the
operational needs of the Employer.
45.5 All Employees assigned to home visits at any point in a calendar year may receive three
(3) county-issued short-sleeve shirts, two (2) county-issued long sleeve shirts, and one (1)
jacket with an Oakland County logo at the Employer’s expense. Shirts shall be issued once
in 2024 or 2025 and once in 2027 to all covered Employees. Employees hired after initial
order shall be entitled to the attire in this section (33.5). The Employer and the Union
agree that county-issued shirts promote Employee identification and safety while
conducting field work. This section (33.5) shall not apply if a supplemental agreement
contains a uniform or clothing allowance provision.
Article 46
Emergency, Inclement Weather, Facility Closures
46.1 Inclement Weather
Employees who are unable to work remotely and 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 but shall not receive discipline for such absence(s).
46.2 Facility Closure
If a situation arises that causes facilities to close, the employee shall be paid for their
regularly scheduled work shift.
46.3 For non-exempt Employees, as defined by the FLSA, those required to work at the facility
during a facility closure and who are able to get to work shall receive double pay for the
normal shift and 2 ½ pay for overtime worked under such circumstances. For exempt
Employees, as defined by the FLSA, those required to work at the facility during a facility
closure and who are able to get to work shall receive a stipend equal to an additional days
pay when worked under such circumstances.
Article 47
Wage Rates for New Classifications
47.1 When a new classification is established by the Employer that is to be placed in the Union,
the Employer shall place the new classification in the Wage Schedule that is found in the
respective Appendix or Bargaining Unit’s Supplement to this Agreement and provide
notice to the Union within 10 business days. 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 Step Three.
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Article 48
Wage and Increment Schedule
48.1 Union Wage and Increment Schedules are attached to this Agreement in Appendix A or
any respective Supplement and are incorporated into this Agreement.
ArƟcle 49
Eligibility for Employee Benefits
49.1 All Employees and their eligible dependents shall become eligible for employee benefits
beginning the 1st day of the month following their date of hire.
Article 50
Adoption By Reference of Relevant Resolutions and Personnel Policies
50.1 All resolutions and attachments referenced within which have been passed by the
Oakland County Board of Commissioners on or before the adoption of this agreement,
relating to the working conditions, benefits 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.
50.2 The Union shall receive notice and an opportunity for discussion and negotiation before
any new policies are adopted, by the Employer and/or Board of Commissioners, or are
applied to the members of the Union.
50.3 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 agreement, this
agreement shall prevail.
Article 51
Social Security and Medicare
51.1 The Employer will provide Social Security and Medicare coverage to Employees who are
subject to mandatory withholding under federal law and to Employees whose position
requires coverage under a Section 218 agreement between the State and the Social
Security Administration.
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Article 52
Hazard Pay
52.1 State of Emergency: In the event of a declared State of Emergency where the public in
Oakland County, MI is ordered to remain at home by any applicable government authority
including, but not limited to, a federal agency, the Governor or state agency, County
Executive, or County Health Officer, those Employees deemed “essential” and exempted
from the provisions of a “stay home” order, or similar order, shall receive Hazard Pay for
time spent at their worksite.
52.2 The Employer shall pay Hazard Pay to its Employees in an amount as follows (unless the
Board of Commissioners establishes a higher hazard pay rate):
52.2.1 For exempt Employees (per month average):
$2,000 - 5 days a week, 33 hours or more
$1,000 - 3-4 days a week, 20 to 32 hours
$500 - 2 days a week, 19 hours or less
For non-exempt Employees:
At a rate of 1.35 hours for each hour worked.
52.3 Payments to Employees for Hazard Pay shall cease at the pay period following the
termination of the “stay home” order or similar order.
Article 53
Retiree Insurance
53.1 Union 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.
ArƟcle 54
Annual Leave
54.1 Annual Leave is an absence from work for which the Employee is paid as if they were at
work. Annual Leave is earned and accumulated each pay period according to Merit Rule
23. For employees covered by this Agreement, the length of eligible County service will
include all full-Ɵme eligible and part-Ɵme eligible service, regardless of any breaks in
service. Part-Ɵme non-eligible service shall not be considered in determining length of
eligible County service.
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ArƟcle 55
Training and CerƟficaƟons
55.1 Employees who have attained or are completing vocationally related certifications,
licenses, registrations, memberships and other similar credentials (collectively referred to
herein as “credentials”) in their current field, shall be entitled to complete the necessary
requirements to acquire or maintain those vocationally related credentials.
55.2 The Employer shall pay for conference registration, training and education session fees,
examination fees, credential fees and necessary travel to maintain or acquire those
vocationally related credentials.
55.3 Any expenditure set forth in the sections above shall be subject to prior written approval
by the Chief Judge or designee before such expenditures are incurred, but such approval
shall not be unreasonably withheld and it is agreed that a maintenance of job related
credentials is encouraged and desired by the Employer.
55.3.1 Budgetary priority shall be given to vocationally related credentials and
Employees wishing to maintain existing credentials over Employees seeking new
career development credentials. In cases of new career development credentials,
priority shall be given to Employees based on salary grade (highest to lowest)
followed by seniority within the salary grade (highest to lowest).
55.4 Employer agrees not to coerce Employees to participate in any training or educational
program that requires an outside-of-work time commitment. Failure to participate by the
Employee shall not subject the Employee to retaliation or any disciplinary action.
Article 56
Vaccinations and Testing
56.1 The Employer shall provide vaccinations to Employees at no cost to the Employee using
the Oakland County Health Division. The Employee must meet clinical criteria to receive
the vaccination (i.e. CDC Immunization Schedule). Eligible vaccines shall include those
listed on the Health Division’s Clinic Fee Schedule effective October 1, 2023 (Appendix I).
This list may be expanded but may not be limited throughout the life of this Agreement
unless due to changes in the CDC Immunization Schedule or other matters after
negotiating with the Union. This benefit shall continue to be offered to Employees’
spouses and children.
56.2 The Employer shall provide Employees access to polymerase chain reaction testing and
results for COVID-19, Flu A, Flu B and RSV at the Oakland County Health Division’s
laboratory. This shall be at no cost to the Employee.
56.3 Within 90 days of ratification of this Agreement, the Employer shall communicate in
writing to all Employees the processes of obtaining vaccinations and testing. The
Employer shall meet and discuss this policy with the Union prior to Employee notification.
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56.4 All laboratory testing and vaccinations provided to Employees as covered in this article
shall be staffed where appropriate (i.e. Public Health Clerks, Medical Technologists) by
Union represented Employees and not outside contractors.
ArƟcle 57
General Salary Increase
57.1 The Wages and Wage Increment Schedule for Employees covered by this Agreement
aƩached as Appendix A is incorporated herein and made a part of this Agreement. Wage
rates shall be increased across all classificaƟons in Appendix A as follows:
57.1.1 Wage rates shall increase by three percent (3.0%) for Fiscal Year 2025 beginning on
the first pay period of Fiscal Year 2025.
57.1.2 Wage rates shall increase by an addiƟonal five percent (5.0%) for Fiscal Year 2026
beginning on the first pay period of Fiscal Year 2026.
57.1.3 Wage rates shall increase by an addiƟonal three and three quarters percent
(3.75%) for Fiscal Year 2027 beginning on the first pay period of Fiscal Year 2027.
57.1.4 Wage rates shall increase by an addiƟonal three and three quarters percent
(3.75%) for Fiscal Year 2028 beginning on the first pay period of Fiscal Year 2028.
57.2 The Employer shall pay a separate one-Ɵme payment of $1,500 to all Employees on the
first pay date aŌer this Agreement is approved by the Board of Commissioners. The
payment shall be coded in the Employer’s payroll system as “UAW Special Payment.”
ArƟcle 58
Steps and Merit Maximum IncenƟve
58.1 Employees who are not at the top step of the wage schedule for their classificaƟon
shall receive annual merit step increases through the life of this Agreement upon an
acceptable review from their supervisor.
58.1.1 Should a supervisor fail to provide a review in Ɵme for an Employee’s merit
date, the Employee shall automaƟcally move to the next step.
58.2 Under the sole discreƟon of an Employee’s supervisor, Employees may move up two (2)
steps with the appropriate jusƟficaƟon from their supervisor at the Ɵme of their merit
date.
61.2.1 The decision to move an Employee more than one step shall not be
reviewable under the grievance and arbitraƟon procedures.
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58.3 The Employer has the authority to place new hires in any step within the classificaƟon
taking into consideraƟon job experience and other factors requiring a new hire to start
above the base salary.
58.4 Employees who have been at the highest step of the wage schedule for their classificaƟon
for at least one (1) year shall receive $500 each year on the first pay date following their
merit date.
ArƟcle 59
ReƟrement
59.1 Eligibility for the Employer’s defined benefit reƟrement plan and the associated
benefits shall be determined by the exisƟng plan document.
59.2 The Employer and the Union agree that any establishment or adopƟon by the Employer
of a defined benefit or hybrid defined benefit/defined contribuƟon reƟrement plan will
also be made available to Employees covered by this Agreement. This does not include
plans exclusively for unions eligible for Public Act 312 arbitraƟon.
59.3 Each pay period, the Employer shall provide a reƟrement match to Employees who
contribute to their 457(b) reƟrement account up to $1,500 each calendar year.
59.4 Each pay period, the Employer shall contribute a percentage of earnings for each
Employee who started employment with a defined contribuƟon reƟrement plan and
was not eligible for the Employer’s defined benefit reƟrement plan. Employees shall
contribute 3% of earnings each pay period through payroll deducƟon. Employer
contribuƟons shall be according to the table below.
Fiscal Year Employer ContribuƟon
2025 9%
2026 9%
2027 9%
2028 12%
59.5 Each pay period, the Employer shall contribute a percentage of earnings for each
Employee who converted to the Employer’s defined contribuƟon plan from the
Employer’s defined benefit plan. Employees shall contribute 5% of earnings each pay
period through payroll deducƟon. Employer contribuƟons shall be according to the table
below.
Fiscal Year Employer ContribuƟon
2025 11%
2026 11%
2027 11%
2028 12%
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ArƟcle 60
Wellness IncenƟve
60.1 The Employer will pay Employees who obtain an annual physical $150 each
calendar year.
60.2 The requirements for this payment and Ɵming of the payment shall be in a manner
consistent with its offering in 2024.
ArƟcle 61
Insurance
61.1 Employees and eligible dependents shall be provided with a choice of Healthcare Plans
according to Appendix B. All Employees, and their eligible dependents, enrolled in one of
the Employer’s Healthcare plans will automaƟcally receive prescripƟon drug coverage.
61.2 Premium contribuƟons, co-pays, deducƟbles and all other plan design aspects of each
Healthcare plan and prescripƟon drug coverage shall not change from what is shown in
Appendix B except the following:
61.2.1 Grandfathered Drugs Formulary alignment effecƟve January 1, 2025
(Appendix M).
61.2.2 Dependents shall age out of Healthcare coverage at the end of the month in which
they turn 26 years of age effecƟve January 1, 2025.
61.2.3 A $10 co-pay for Tier 1 drugs, a $30 co-pay for Tier 2 drugs and a $50 co-pay
for Tier 3 drugs shall be effecƟve January 1, 2025.
61.2.4 If implemented for non-represented employees, bi-weekly contribuƟons shall
increase on January 1, 2026 as follows:
64.2.4.1 Employee only, Employee + child, Employee + children, Employee +
Oakland County Employee Spouse by up to $10 per pay.
64.2.4.2 Employee + Non-Oakland County Employee Spouse (with or without
children) by up to $35 per pay.
61.3 The Employer shall provide a bi-weekly payment of at least $50 to Employees who elect
not to cover themself or an eligible spouse, and a bi-weekly payment of at least $150 to
Employees who elect not to cover an eligible spouse and dependent child(ren) (family).
61.4 All Employees and eligible dependents shall be provided with dental insurance as shown
in Appendix C except that prevenƟve services shall be exempted from the annual dollar
maximum for Standard and High plans.
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61.5 All Employees and eligible dependents shall be provided with opƟcal insurance as
shown in Appendix D.
ArƟcle 62
Personal Leave
62.1 Employees shall receive ten (10) Personal Leave days on the first pay period of each
calendar year. Employees starƟng employment aŌer the first pay period of the calendar
year will receive ten (10) Personal Leave days on their first pay period.
62.2 Used Personal Leave days shall conƟnue, and employees may accumulate up to a total of
twenty (20) Personal Leave days.
62.3 Personal Leave days have no cash-in value.
62.4 Use of Personal Leave may be used for any reason, including, but not limited to, personal
business, vacaƟons, scheduled medical and dental examinaƟons or treatment, and
supplemenƟng Worker's CompensaƟon or Income Disability Insurance payment.
62.5 Personal Leave may also be used, without advance permission of the department head,
for personal illness or incapacity over which the Employee has no reasonable control, or
the illness or incapacity of a family member and the Employee is the only person
available to render such care.
62.6 Any increase in Personal Leave for non-represented employees shall be matched by
an increase in an addiƟonal number of Personal Leave days for Employees
represented by this Agreement.
ArƟcle 63
Holidays
63.1 Merit Rule 26 shall provide the holiday schedule for Employees. AddiƟonal holidays
granted to non-represented employees shall automaƟcally be granted to Employees
covered by this Agreement.
ArƟcle 64
Parental Leave
64.1 Employees with six (6) months of Employer service are enƟtled to six (6) weeks of
paid parental leave at 100% of their current salary when the birth or adopƟon of their
child occurs.
64.2 Parental Leave may be used in one (1) week increments within the first six (6) months
after the birth or adoption of a child.
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ArƟcle 65
Death Leave
65.1 Death Leave is an absence from work for which the Employee is paid just as if at work,
because the reason for the absence is the death of a member of the immediate family or
household. The deceased must bear one of the following relaƟons to the Employee
(whether the relaƟonship is natural, adopƟve, step or foster in nature):
Spouse
Partner
Child
Parent
Guardian
Grandparent (including Great Grandparents)
Sibling
Grandchild
Spouse’s Parent
Spouse’s Grandparent (including Great Grandparents)
Brother-in-law
Sister-in-law
Son-in-law
Daughter-in-law
Member of the Employee’s household which is in their residence at the Ɵme of death
65.2 Employees shall be granted five (5) days of Death Leave for the death of a spouse, partner,
parent, guardian or child. Employees shall be granted three (3) days of Death Leave for
the death of other relaƟves or household members.
ArƟcle 66
Requests for use of Leave
66.1 Leave requests may be submiƩed by the Employee up to one (1) year in advance. An
approval or denial shall be made within thirty (30) days of the Employee’s request. A
request shall be deemed approved if the Employer does not act on the request and the
Employee’s request was submiƩed using the Employer’s Ɵmekeeping system. Leave
requests shall not be unreasonably withheld.
66.2 The Employer may develop a leave Ɵme policy subject to review and approval by the
Union.
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ArƟcle 67
Annual Leave Buyback
67.1 The Employer agrees to provide an Annual Leave Buyback once each calendar year to all
Employees elecƟng a non-hybrid schedule as follows:
67.1.1 Each year in October, the Human Resources Department will send noƟficaƟon
announcing that employees may cash out annual leave Ɵme under certain
condiƟons.
67.1.2 Eligible employees will complete a form with leave Ɵme verified and signed by
their supervisor and turned into Payroll by the end of the first pay in November.
67.1.3 Pay out of annual leave will occur the first pay period of December for each
calendar year.
67.1.4 Eligible employees must have a minimum of sixty (60) hours in their annual leave
bank at the Ɵme of the request to cash out payment. If the annual leave balance
falls below the sixty (60) hours between the submission of the request and the
Ɵme of payment, then the annual leave request to cash out will be denied.
67.1.5 Employees will not be allowed to cash out annual leave to less than forty (40) hours
balance in their annual leave bank.
67.1.6 Each re quest must be for a minimum of twenty (20) hours to cash out annual
leave. Annual leave Ɵme will be cashed out in one hour increments up to a
maximum of forty (40) hours per request.
67.1.7 Annual leave Ɵme cashed out is subject to all payroll income tax withholding
requirements as well as any garnishment, wage assignment, levy, income
withholding order requirements, employee benefit contribuƟons and/or
arrearages.
67.1.8 Annual leave cash out shall not be included in the final average compensaƟon
(FAC) for employees on the defined benefit plan. Employees in the defined
contribuƟon plan shall not receive the Employer and Employee contribuƟon
calculated on this amount.
ArƟcle 68
Reimbursement for Mileage Expenses
68.1 Employees shall have the opƟon of using a county pool vehicle, if available, when
conducƟng Employer business.
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68.2 Employees elecƟng not to use a county pool vehicle, shall be reimbursed for
mileage expenses in accordance with the Employer’s established procedures.
EffecƟve ninety (90) days aŌer approval of this Agreement, the Employer’s Business
Expense Reimbursement RegulaƟons will reflect this ArƟcle.
68.3 Employees who use their personal vehicle for Employer business shall be reimbursed
at the IRS federal standard mileage rate for all miles driven in Employer service.
68.4 Mileage will be calculated to/from the Employer facility for the department where an
employee works or is assigned as their Employer facility work locaƟon – not an
Employee’s home or home office.
ArƟcle 69
Employer Provided Parking
69.1 The purpose of this arƟcle is to ensure that employees have access to convenient
and secure parking at no cost, thereby supporƟng their daily commutes and overall
well-being of Employees.
69.2 The Employer will ensure, to the best of its ability, that parking faciliƟes will be located
within a reasonable distance from the workplace to ensure minimal inconvenience for
Employees and that the parking faciliƟes are secure and well-lit to ensure the safety of
Employees and their vehicles.
69.3 Employees shall not be required to pay any fees, charges or expenses of any kind for
parking. The Union agrees to engage in future good faith discussions about a
permissive parking incenƟve based on environmental sustainability or any other
parking program.
ArƟcle 70
RepresentaƟon
70.2 At the discreƟon of the Union, its bargaining commiƩee may consist of the UAW
InternaƟonal Servicing RepresentaƟve or designee, a representaƟve of the local union,
supervisory unit chair or designee, non-supervisory unit chair or designee, supervisory
unit vice chair or union designee, non-supervisory unit vice chair or union designee, one
(1) supervisory steward and two (2) non-supervisory stewards selected by their respecƟve
unit chairs. The union may also include its legal counsel as a member of the bargaining
commiƩee. The bargaining commiƩee members shall be compensated at their regular
rate of pay and benefits and released from work for purposes of bargaining without a
requirement to use their leave banks. Bargaining commiƩee members shall provide
reasonable noƟce to their supervisor of the date and Ɵmes of such bargaining dates.
70.3 The Union may designate one (1) Unit Chair for supervisory members and one (1) Unit
Chair for non-supervisory members to represent all Oakland County Unit members and
those covered by this agreement. Unit Chairs shall act in a representaƟve capacity for the
43
purpose of invesƟgaƟng grievances, presenƟng grievances to the employer, bargaining,
aƩending Review CommiƩee meeƟngs and other necessary union business for up to 20
hours per week. The respecƟve Unit Chair must noƟfy their supervisor if they intend to
use more than six (6) hours in a single day.
70.4 The Union may designate one (1) Unit Vice Chair for supervisory members and one (1)
Unit Vice Chair for non-supervisory members to represent all Oakland County Unit
members and those covered by this agreement. Unit Vice Chairs shall act in a
representaƟve capacity for the purpose of invesƟgaƟng grievances, presenƟng grievances
to the employer, bargaining, aƩending Review CommiƩee meeƟngs and other necessary
union business for up to 10 hours per week. The respecƟve Unit Vice Chair must noƟfy
their supervisor if they intend to use more than six (6) hours in a single day.
70.5 The Employer agrees to recognize up to one (1) Steward for every fiŌy (50) Employees.
Steward(s) shall, with approval of their supervisor, be released from their regular duƟes
for the purposes of invesƟgaƟng grievances, presenƟng grievances to the Employer, and
other necessary union business. Such approval shall not be unreasonably withheld by the
Supervisor, nor shall this privilege be abused by the Steward(s). If approval is withheld or
unreasonably delayed, the Steward shall contact the Human Resources Labor RelaƟons
Unit to have the maƩer reviewed and approval received by the Labor RelaƟons Unit if
necessary.
70.6 The Union shall noƟfy the Employer in wri Ɵng of the name(s) of the Unit Chairs, Unit Vice-
Chairs and Stewards. In the event there is a change in a Unit’s Chair(s), Vice Chair(s) or
Steward(s), the Union shall inform the Employer.
70.7 Any representaƟve of the UAW InternaƟonal or Local Union may be present at any
meeƟngs between the parƟes.
70.8 Unit Chairs and Unit Vice Chairs shall be allowed Ɵme off without loss of pay, benefits and
without use of leave banks to aƩend union educaƟonal conferences. Time off provided
shall not exceed a maximum total aggregate of twenty (20) days per contract year.
NoƟficaƟons of aƩendance shall be submiƩed not less than five (5) working days prior to
the date of the conference to the Unit Chair’s and/or Unit Vice Chair’s Department Head
and Labor RelaƟons. No one (1) employee shall be granted more than five (5) consecuƟve
working days off during the contract year under this provision. This leave may only be
denied in the case of emergency workplace situaƟons.
ArƟcle 71
Hybrid and Remote Work
71.1 Hybrid/Remote Work is defined as an arrangement where an employee works one or
more days each work week from a remote locaƟon, usually the employee’s home, instead
of commuƟng to the assigned Employer work site. The purpose is to enhance employee
work/life balance, the recruitment and retenƟon of highly qualified employees, and
respond to the changing expectaƟons of alternaƟve workspace environments; and to
44
meet department missions and operaƟonal needs by helping the County to reduce real
estate and energy costs, promote management efficiencies, and increase County
responsiveness in severe weather and other emergencies.
71.2 While the Employer supports a hybrid model as a work arrangement where possible and
beneficial, because of the breadth and depth of services and responsibiliƟes, remote work
will vary across the Employer and may not be an opƟon for every department, team, or
individual. The determinaƟon of whether staff are eligible to parƟcipate and approved for
a hybrid work arrangement will be made in accordance with this arƟcle and the
department’s business needs. Departments may have addiƟonal rules or requirements
surrounding hybrid work arrangements due to the nature of their work and contained
within Departmental Hybrid Work Plans. An Employee whose work can be performed
remotely shall not be unreasonably denied a hybrid schedule.
71.3 Employer shall noƟfy all Employees at least sixty (60) days before December 31st that they
must elect and sign the Hybrid Work Agreement to work a hybrid schedule the following
calendar year. Employees who do not elect to work a hybrid schedule before January 1st
of the following calendar year or who are not eligible to work a hybrid schedule will work
a non-hybrid schedule. To elect to work a hybrid schedule, Employees must submit a
signed Hybrid Work Agreement in the Employer’s Human Resources system before
January 1st of each year for approval. Employees hired aŌer January 1st who are eligible
to work a hybrid schedule shall be noƟfied by Employer that they are eligible to work a
hybrid schedule and provided with fourteen (14) days to elect to do so by submiƫng a
signed Hybrid Work Agreement. Employees who do not elect to work a hybrid schedule
or are required to work a non-hybrid schedule shall receive an addiƟonal five (5) FloaƟng
Holidays on the second pay period of each calendar year.
71.4 Hybrid work arrangements do not change the condiƟons of employment or required
compliance with Employer policies. Independent of work site, all employees are subject
to the basic duƟes, obligaƟons and responsibiliƟes of employment and are expected to
adhere to all Employer policies. In parƟcular, employees must ensure that their hybrid
work arrangement does not compromise the handling of sensiƟve, private, confidenƟal
personal or Employer data or informaƟon.
71.5 The employee is responsible for any tax implicaƟons under IRS, state, and local
government laws relaƟng to working from a remote locaƟon; For example, Employees
who pay PonƟac income taxes and work more than 25% remotely must file a PW-4 and
provide supplemental documentaƟon of work site.
71.6 The total number of hours that employees are expected to work will not ordinarily change
due to parƟcipaƟon in a Hybrid Work Arrangement. All hours worked by employees
subject to the Fair Labor Standards Act are compensable. Any hours worked beyond an
hourly employee’s normal work schedule must be authorized in advance by the
employee’s immediate supervisor. If an hourly employee works beyond their normal work
schedule without prior approval, they must report the addiƟonal Ɵme worked to their
immediate supervisor the next workday. Failure to obtain supervisory approval may result
in the terminaƟon of the Hybrid Work Arrangement and possible disciplinary acƟon.
45
71.7 Employees are not permiƩed to perform personal business or acƟviƟes or secondary
employment during designated remote work hours (excluding defined break periods).
Personal business includes, but is not limited to, caring for dependents, and performing
other personal or home duƟes.
71.8 Typically, an employee’s work hours will be the same as the department’s normal
operaƟng hours. However, departments have the flexibility to allow employees working
remotely to work a schedule that is different from the department’s normal operaƟng
hours, if deemed appropriate and necessary.
71.9 For non-exempt employees, the manager and the employee must establish a hybrid work
schedule and employee availability that:
IdenƟfies the specific days and hours the employee will work remotely;
IdenƟfies the approved Remote Work LocaƟons;
Includes whether the employee must be available by phone, email, or instant messenger
during the scheduled work hours (excluding defined break periods).
71.10 For exempt employees, the manager and the employee shall discuss the use of a flexible
hybrid work schedule and employee availability that:
Recognizes that these employees will need flexibility in their remote workdays on a weekly
basis. Specific days and hours are not required to be idenƟfied;
IdenƟfies the approved Remote Work LocaƟons;
Includes whether the employee must be available by phone, email, or instant messenger
during the scheduled work hours (excluding defined break periods).
71.11 Periodic adjustments to the remote work schedule may be necessary to achieve an
opƟmal schedule, which suits the needs of both the Employer and the employee. The
hybrid work schedule may need to be revised, or terminated in totality, should office
coverage become a problem due to any changes in work demands or office staffing, either
on an interim or ongoing basis, or due to other operaƟonal needs.
71.12 There may be Ɵmes when a non-exempt employee is required to aƩend on site meeƟngs
on their scheduled remote workday. When possible, an employee will be given at least 24
hours advance noƟce of events which require their physical presence at the Employer
worksite. If the employee is required to be present at the Employer worksite on their
designated remote workday, they may switch their remote workday during the same work
week with supervisor approval.
71.13 Procedures for requesƟng leave will remain unchanged. The employee is responsible for
obtaining leave approval in advance and keeping appropriate personnel informed of leave
usage in accordance with Department policy and/or procedure. Hybrid work is not
intended to be used in place of personal leave, Family and Medical Leave, Workers’
CompensaƟon leave, or other types of leave.
71.14 Hybrid workers must make advance arrangements for dependent care to ensure a
producƟve work environment. Remote work is not intended to be a subsƟtute for day care
46
or other personal obligaƟons. It is expected that the hybrid worker shall conƟnue to make
arrangements for dependent care to the same extent as if the employee was working
onsite.
71.15 Oakland County and the Sixth Circuit Court are public employers whose taxpayers pay its
employees’ salaries. Therefore, it is important that Employees live in or within a
reasonable distance of the region they serve. Reasonable distance will be determined on
a case-by-case basis by the department and/or Human Resources based on departmental
business needs. As with all employees, commuƟng to and from work is considered
personal Ɵme. Consequently, employees will generally not be compensated for travel
between their place of residence or remote work locaƟon and the onsite work locaƟon.
However, the employee will not be charged leave Ɵme for commute to their work locaƟon
due to equipment failures, power outages or other unexpected conƟngencies.
71.16 The employee’s remote workspace is considered an extension of the Employer’s
workspace. Hybrid workers must maintain a disƟnct separaƟon between work acƟviƟes
and personal acƟviƟes by ensuring safe and suitable workspace that is appropriately
confidenƟal and free of distracƟons that may interfere with work. The remote workplace
should be maintained in a safe condiƟon, free of hazards that might endanger the
employee or Court or County equipment. The remote workspace is subject to inspecƟon
with reasonable advance noƟce in the event of an injury.
71.17 The Employer will not be responsible for costs associated with the setup of the employee’s
remote work office, such as remodeling, furniture, or lighƟng, nor for repairs or
modificaƟons to the remote office space. No Employer owned furniture (chairs, desks,
etc.) may be removed from the primary work locaƟon for use in a remote work locaƟon.
The County and the Court are not liable for damages to the employee’s personal or real
property while the employee is working at the remote workplace.
71.18 Hybrid workers must not conduct in-person meeƟngs with customers or co-workers at the
remote work locaƟon.
71.19 Employees are responsible for protecƟng the confidenƟality, integrity, and availability of
data, informaƟon, and paper files used when working remotely. Remote workers must
follow all applicable County, federal, state, and departmental policies, laws, and
regulaƟons to protect data accessed or maintained while working remotely. Employees
must ensure they are in compliance with their department’s document retenƟon
protocols including securing sensiƟve informaƟon and properly preserving, storing, and
archiving all relevant documents and materials.
71.20 Injuries sustained by the employee in a remote office locaƟon in conjuncƟon with their
regular work duƟes may be covered by workers compensaƟon, and consequently,
employees are responsible for reporƟng work related injuries to their supervisor and the
Office of Risk Management as soon as pracƟcable by filing an Injury on the Job Report.
Workers compensaƟon does not apply to non-job-related injuries that occur in an
employee’s remote work locaƟon or injuries sustained during a commute trip in the
employee's personal vehicle; and does not cover claims for injuries to third parƟes,
47
including members of the employee’s family, or damage to property that occurs at the
remote work locaƟon.
71.21 The Employer may provide equipment including computer hardware and work cell phones
as deemed necessary. Generally, printers and prinƟng materials will not be provided for
remote work locaƟons. In limited circumstances, and with supervisor approval, prinƟng
materials may be available to the employee. Employees should plan to print necessary
materials when at their primary work locaƟon. Employees must take appropriate steps to
minimize damage to Court or County-owned equipment. Any equipment supplied by
Oakland County is to be used for business purposes only. Remote workers must promptly
noƟfy the employer of an equipment malfuncƟon or failure of either Court and County or
personally owned equipment. Remote workers must return Court or County owned
hardware, soŌware, supplies, documents, and other informaƟon or property to the work
locaƟon before ending the hybrid work arrangement or employment.
71.22 Any employee’s request to work remotely as a reasonable accommodaƟon under the
Americans with Disability Act (ADA) will be administered consistent with the Employer’s
reasonable accommodaƟon policy. Allowing an employee to work at an alternate work
locaƟon may be a viable outcome of the interacƟve accommodaƟons process under the
ADA if the employee’s qualifying disability prevents them from performing the essenƟal
funcƟons of their job at their designated duty staƟon unless the request creates an undue
hardship on the employer.
71.23 If an equipment failure or power outage occurs at the remote work locaƟon which affects
the ability to complete work tasks, the employee must promptly contact their supervisor.
The employee may be required to report for work at the primary work locaƟon to
complete their workday or use personal leave to account for the Ɵme. The employee will
not be charged leave Ɵme for commute to their work locaƟon due to equipment failures,
power outages or other unexpected conƟngencies.
71.24 On or before January 1st each calendar year, the employee shall review and sign a Hybrid
Work Agreement to cerƟfy their understanding of the terms of their Hybrid Work
Arrangement; and shall submit their request for hybrid work schedule within the Workday
system. This Agreement and schedule request shall be reviewed and approved by the
manager. If an employee transfers to another posiƟon, they are not guaranteed eligibility
for hybrid work in the new posiƟon.
71.25 Hybrid status on January 1st determines whether an employee is “hybrid” or “non-hybrid”
for that calendar year and associated benefits are conveyed accordingly. An employee
who reports as non-hybrid, receives non-hybrid benefits, and then uƟlizes hybrid work
will be subject to disciplinary acƟon. If hybrid eligibility changes for performance or
operaƟonal needs, and that change exceeds four (4) consecuƟve months, the Employee
shall be enƟtled to prorated non-hybrid benefits.
71.26 Hybrid Work Arrangements are subject to ongoing review and may be modified, adjusted,
suspended, or terminated for reasons including but not limited to conduct or other
performance concerns; adverse effect on customer service; failure to adhere to accurate
48
Ɵme reporƟng; engaging in non-work-related acƟvity (excluding defined break periods)
during scheduled work hours; and when requirements of the hybrid work arrangement
are not fulfilled.
71.27 Management will provide two weeks prior noƟce, when feasible, before modifying,
suspending, or terminaƟng a Hybrid Work Arrangement to allow the affected employee
to make necessary arrangements. If a Hybrid Work Agreement is terminated, employees
are responsible for returning all Court or County property and all work product to the
worksite and resume onsite work within the Ɵmeframe provided by the department. An
employee who refuses to comply with the terminaƟon or modificaƟon of a Hybrid Work
Agreement will be subject to disciplinary acƟon. A hybrid work arrangement that is
terminated due to disciplinary acƟon must be reinstated should the disciplinary acƟon be
successfully resolved or appealed in the Union’s favor.
71.28 An employee’s job responsibiliƟes will not change due to parƟcipaƟon in the Hybrid Work
Program. The Manager may require the employee to submit regular status reports or
other informaƟon to help evaluate work performance. A decline in work performance or
a decline in service to the employee’s internal and external customers may result in
adjustments to the Hybrid Work Arrangement or terminaƟon from the Hybrid Work
Program.
71.29 The Employee’s duƟes, obligaƟons, responsibiliƟes, and condiƟons of employment with
the Employer will be unaffected by remote work. The employee must maintain
compliance with all policies.
71.30 Any increase in FloaƟng Holidays for non-represented employees shall be matched by an
increase in an addiƟonal number of FloaƟng Holiday days for Employees represented by
this Agreement, based on hybrid status if necessary.
ArƟcle 72
RetroacƟvity
72.1 The Agreement will take effect retroacƟvely from October 1, 2024, and any payments
required under this Agreement shall be made on the first paycheck aŌer approval of this
Agreement by the Board of Commissioners.
Article 73
Card Check Recognition
73.1 The Employer and the Union agree that neutrality agreements combined with card check
recognition provide a distinct mechanism enabling employees to select representatives
the purpose of collective bargaining.
73.2 If a labor organization has valid signed authorization cards from a majority (50% + 1
employee) in an appropriate bargaining unit or classification of Employer’s unrepresented
employees, the Employer will recognize the labor organization as the exclusive collective
49
bargaining representative of those employees after card check validation and Mediator
certification.
73.3 If the labor organization represents other employees of Employer the Employer may, at
its election, condition card check validation on addition of the new employees to an
existing bargaining unit represented by the labor organization.
73.4 The card check validation process shall be conducted as follows:
73.4.1 The labor organization initiates the validation by delivering a written recognition
demand (“Recognition Demand”) to the Employer’s Court Administrator.
73.4.2 Within five (5) business days after receipt of the Recognition Demand, the Court
Administrator shall request appointment of a Mediator from the Federal
Medication and Conciliation Service (“FMCS”) to perform the card check.
73.4.3 Within five (5) business days after receipt of the Recognition Demand, the Court
Administrator shall send the labor organization a list of the names of all employees
working in the appropriate bargaining unit as of the date the Court Administrator
received the Recognition Demand. This list shall serve as the employee eligibility
list.
73.4.4 As a time and date mutually agreed upon by the Parties or, absent agreement, a
time and date determined by the Mediator, the Mediator and parties shall meet
at the Court or other mutually agreed upon location in order to perform the card
check validation.
73.4.5 The card check validation shall be accompanied by Mediator’s verification that
the:
73.4.5.1 Signatures on the authorization cards match signature examples provided
by Employer for employees on the employee eligibility list;
73.4.5.2 Authorization cards are not more than one (1) year old or otherwise
invalid; and
73.4.5.3 Majority (50% + one (1) employee) of employees on the employee
eligibility list have selected the labor organization as the exclusive
representative.
73.4.6 The mediator shall certify, in writing, the results of the card check validation.
50
Article 74
Termination or Modification
74.1 This Agreement, including its appendices, shall remain in full force and effect until
midnight, September 30, 2028.
74.2 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 74.1, above. If
neither party gives a notice of termination or modification, or if each party giving notice
of termination or modification withdraws said notice prior to the termination date in
Section 74.1, 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.
74.3 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 Employer, it
shall be sent to Court Administrator, 1200 N. Telegraph Rd., Pontiac, MI 48341; address
changes shall be made available to the other party, where applicable.
74.4 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 remain within the
jurisdiction of the County of Oakland.
74.5 Article 53, Retiree Insurance, is not subject to the termination date in Section 74.1, 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 53.
51
Signatures
The language of this Agreement shall be construed as a whole according to its fair meaning, and
not construed strictly for or against any Party.
The secƟon and subsecƟon numbers, capƟons, and any index to such secƟons and subsecƟons
contained in this Agreement are intended for the convenience of the reader and are not intended
to have any substanƟve meaning and shall not be interpreted to limit modify any substanƟve
provisions of this Agreement. In this Agreement, for any noun or pronoun, use of the singular or
plural form, use of the nominaƟve, possessive, or objecƟve case, and any reference to gender,
shall mean the appropriate form, case, or gender as the context requires.
In witness whereof, the Employer and its ConsƟtuƟonal and Statutory Officers and the UAW and
its Local 889, on behalf of its represented employees, are authorized to execute this Agreement
and hereby cause this Agreement and Appendices to be executed.
FOR THE UNION: FOR THE EMPLOYER:
_______________________________________ _______________________________________
Thomas Brenner Jeffery S. MaƟs
UAW Region I, InternaƟonal Servicing Rep. Chief Judge, Sixth Circuit Court
_______________________________________
Joseph J. Rozell David Woodward
UAW Local 889, Second Vice-President Chairperson, Board of Commissioners
Unit Chairperson, Supervisory Employees
______
Robert Doyle
Unit Chairperson, Non-Supervisory Employees
Full Time Salary Schedules UAW 10:17 AM
11/15/2024
Page 1 of 5
Compensation Step
Classification Comments
Step Hourly Bi - Weekly Annual
Job Profile Allowed Unions Salary
Plan Exempt/Non-Exempt Occ Cat
Accounting Specialist-093 01 22.3054 1,784.43 46,395 J002025 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/113 Non-Exempt Office and Clerical
12 23.3884 1,871.07 48,648
24 24.4708 1,957.66 50,899
36 25.5536 2,044.29 53,152
48 26.6368 2,130.94 55,404
60 27.7191 2,217.53 57,656
72 28.8021 2,304.17 59,908
84 29.8849 2,390.79 62,161
Child Support Account
Specialist-093
01 25.8214 2,065.71 53,708 J001083 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/116 Non-Exempt Office and Clerical
12 27.0748 2,165.98 56,315
24 28.3281 2,266.25 58,923
36 29.5816 2,366.53 61,530
48 30.8350 2,466.80 64,137
60 32.0884 2,567.07 66,744
72 33.3423 2,667.38 69,352
84 34.5956 2,767.65 71,959
Court Clinical Psychologist-093 01 38.1495 3,051.96 79,351 J001087 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/124 Exempt Professionals
12 40.0015 3,200.12 83,203
24 41.8533 3,348.26 87,055
36 43.7058 3,496.46 90,908
48 45.5575 3,644.60 94,760
60 47.4096 3,792.77 98,612
72 49.2614 3,940.91 102,464
84 51.1134 4,089.07 106,316
Domestic Support Specialist-093 01 27.1121 2,168.97 56,393 J002026 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/117 Non-Exempt Technicians
Appendix A
Wage and Increment Schedule
Full Time Salary Schedules UAW 10:17 AM
11/15/2024
Page 2 of 5
Compensation Step
Classification Comments
Step Hourly Bi - Weekly Annual
Job Profile Allowed Unions Salary
Plan Exempt/Non-Exempt Occ Cat
12 28.4284 2,274.27 59,131
24 29.7446 2,379.57 61,869
36 31.0606 2,484.85 64,606
48 32.3770 2,590.16 67,344
60 33.6933 2,695.46 70,082
72 35.0088 2,800.70 72,818
84 36.3251 2,906.01 75,556
Financial Services Technician II-
093
01 21.2430 1,699.44 44,185 J002027 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/112 Non-Exempt Office and Clerical
12 22.2743 1,781.94 46,330
24 23.3055 1,864.44 48,475
36 24.3368 1,946.94 50,620
48 25.3680 2,029.44 52,765
60 26.3991 2,111.93 54,910
72 27.4305 2,194.44 57,055
84 28.4616 2,276.93 59,200
FOC Case Specialist-093 01 21.2430 1,699.44 44,185 J000255 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/112 Non-Exempt Office and Clerical
12 22.2743 1,781.94 46,330
24 23.3055 1,864.44 48,475
36 24.3368 1,946.94 50,620
48 25.3680 2,029.44 52,765
60 26.3991 2,111.93 54,910
72 27.4305 2,194.44 57,055
84 28.4616 2,276.93 59,200
FOC Custody & Parenting
Specialist-093
01 36.3330 2,906.64 75,573 J000256 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/123 Exempt Professionals
12 38.0968 3,047.74 79,241
24 39.8605 3,188.84 82,910
36 41.6243 3,329.94 86,578
48 43.3880 3,471.04 90,247
60 45.1519 3,612.15 93,916
Full Time Salary Schedules UAW 10:17 AM
11/15/2024
Page 3 of 5
Compensation Step
Classification Comments
Step Hourly Bi - Weekly Annual
Job Profile Allowed Unions Salary
Plan Exempt/Non-Exempt Occ Cat
72 46.9156 3,753.25 97,585
84 48.6791 3,894.33 101,253
FOC Systems Clerk-093 01 18.3505 1,468.04 38,169 J000958 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/109 Non-Exempt Office and Clerical
12 19.2413 1,539.30 40,022
24 20.1321 1,610.57 41,875
36 21.0231 1,681.85 43,728
48 21.9139 1,753.11 45,581
60 22.8046 1,824.37 47,434
72 23.6954 1,895.63 49,286
84 24.5864 1,966.91 51,140
Jury Office Clerk-093 01 18.3505 1,468.04 38,169 J001066 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/109 Non-Exempt Office and Clerical
12 19.2413 1,539.30 40,022
24 20.1321 1,610.57 41,875
36 21.0231 1,681.85 43,728
48 21.9139 1,753.11 45,581
60 22.8046 1,824.37 47,434
72 23.6954 1,895.63 49,286
84 24.5864 1,966.91 51,140
Jury Office Leader-092 01 21.2430 1,699.44 44,185 J000203 BU92- United
Auto Workers
(UAW) Local 889:
Jury Supv (UAW)
092/112 Non-Exempt Office and Clerical
12 22.2743 1,781.94 46,330
24 23.3055 1,864.44 48,475
36 24.3368 1,946.94 50,620
48 25.3680 2,029.44 52,765
60 26.3991 2,111.93 54,910
72 27.4305 2,194.44 57,055
84 28.4616 2,276.93 59,200
Full Time Salary Schedules UAW 10:17 AM
11/15/2024
Page 4 of 5
Compensation Step
Classification Comments
Step Hourly Bi - Weekly Annual
Job Profile Allowed Unions Salary
Plan Exempt/Non-Exempt Occ Cat
Office Support Clerk Senior-093 01 18.3505 1,468.04 38,169 J002029 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/109 Non-Exempt Office and Clerical
12 19.2413 1,539.30 40,022
24 20.1321 1,610.57 41,875
36 21.0231 1,681.85 43,728
48 21.9139 1,753.11 45,581
60 22.8046 1,824.37 47,434
72 23.6954 1,895.63 49,286
84 24.5864 1,966.91 51,140
Supervisor Jury Office-092 01 31.3859 2,510.87 65,283 J000282 BU92- United
Auto Workers
(UAW) Local 889:
Jury Supv (UAW)
092/120 Non-Exempt Office and Clerical
12 32.9095 2,632.76 68,452
24 34.4330 2,754.64 71,621
36 35.9568 2,876.54 74,790
48 37.4803 2,998.42 77,959
60 39.0040 3,120.32 81,128
72 40.5275 3,242.20 84,297
84 42.0513 3,364.10 87,467
User Support Specialist I-093 01 27.1121 2,168.97 56,393 J002030 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/117 Non-Exempt Professionals
12 28.4284 2,274.27 59,131
24 29.7446 2,379.57 61,869
36 31.0606 2,484.85 64,606
48 32.3770 2,590.16 67,344
60 33.6933 2,695.46 70,082
72 35.0088 2,800.70 72,818
84 36.3251 2,906.01 75,556
User Support Specialist II-093 01 31.3859 2,510.87 65,283 J002031 BU93- United
Auto Workers
(UAW) Local
889:Circuit Court
Non-Supv (UAW)
093/120 Non-Exempt Professionals
12 32.9095 2,632.76 68,452
24 34.4330 2,754.64 71,621
Full Time Salary Schedules UAW 10:17 AM
11/15/2024
Page 5 of 5
Compensation Step
Classification Comments
Step Hourly Bi - Weekly Annual
Job Profile Allowed Unions Salary
Plan Exempt/Non-Exempt Occ Cat
36 35.9568 2,876.54 74,790
48 37.4803 2,998.42 77,959
60 39.0040 3,120.32 81,128
72 40.5275 3,242.20 84,297
84 42.0513 3,364.10 87,467
11
MEDICAL PLAN OPTIONS COMPARISON
In-Network
Benefits Shown
AVAILABLE TO ALL EMPLOYEES
Bi-weekly contributions may differ based on union agreement
ONLY AVAILABLE TO
EMPLOYEES WHO ARE
CURRENTLY ENROLLED
PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
Blue Cross/Blue Shield
of MI (BCBSM)
Blue Cross/Blue Shield
of MI (BCBSM)Blue Care Network (BCN)Blue Cross/Blue Shield of
MI (BCBSM)
Blue Cross/Blue Shield
Traditional Plan
(BCBSM)
Plan Website BCBSM.com
Bi-Weekly Contributions
Employee
Emp +1
Family
$42
$75
$85
Employee
Emp +1
Family
$52
$80
$95
Employee
Emp +1
Family
$26
$45
$55
Employee
Emp +1
Family
$10
$15
$25
Employee
Emp +1
Family
$62
$99
$104
No Coverage Option Refer to benefit elections in Workday
Network(s)Blue Cross/Blue Shield Blue Cross/Blue Shield Blue Care Network Blue Cross/Blue Shield Blue Cross/Blue Shield
Deductible(s)
$0 per person / $0 per
family
*$200/$400 deductible
only applies to durable
medical equipment,
ambulatory services, and
private duty nursing care
$100 per person / $200
per family
per calendar year
No deductible
$1,650 per person /
$3,300 per family
per calendar year
*Current 2025 IRS minimum
$200 per person / $400
per family
per calendar year
Health Savings Account
(HSA) Tiered County
Contribution
Not eligible Not eligible Not eligible Up to $1,000 for
single/$2,000 for family Not eligible
Coinsurance
None for most services;
10% after deductible
for durable medical
equipment, ambulatory
services, and private
duty nursing care
10% after deductible,
as noted; 50% after
deductible for private duty
nursing care
None
None for most services;
50% for private duty
nursing care
10% after deductible
for most services;
25% after deductible
for private duty nursing
care
Coinsurance Maximum $1,000 per person/per
family per calendar year
$500 per person /
$1,000 per family
per calendar year
N/A N/A $1,000 per person / per
family per calendar year
Annual
Out-of-Pocket Maximum
$4,125 per person /
$10,250 per family
per calendar year
$4,125 per person /
$10,250 per family
per calendar year
$6,600 per person /
$13,200 per family
per calendar year
$4,125 per person /
$10,250 per family
per calendar year
$4,125 per person /
$10,250 per family
per calendar year
Medical
Appendix B
12
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
PREVENTIVE CARE
Annual Physical Exam, Well Baby Exam 100%
Related Laboratory & Radiology Services 100%
Annual Gynecological Exam, Pap Smear,
Mammogram, Colonoscopy 100%
Immunization (adult & childcare)100%
PHYSICIAN/PROFESSIONAL PROVIDER SERVICES
Primary Care Physician (PCP) Office Visit $20 copay $20 copay $20 copay 100% after deductible 90% after deductible
Specialty Provider Office Visit $20 copay $20 copay
$20 copay
PCP referral may
be required
100% after deductible 90% after deductible
Telehealth Visit 100%$20 copay
$20 copay
Must be provided through
contracted telehealth
services provider
100% after deductible
Online visits by a non-
BCBSM selected vendor
are not covered
90% after deductible
Blue Cross/Blue Shield of MI (BCBSM)
Online Visits 100%$20 copay $20 copay 100% after deductible 90% after deductible
EMERGENCY / URGENT CARE SERVICES
Urgent Care $20 copay $20 copay $20 copay 100% after deductible 100%
Emergency Room Visits
$100 copay
Copay will be waived if
admitted
$100 copay
Copay will be waived if
admitted
$100 copay
Copay will be waived if
admitted
100% after deductible
$100 copay
Copay will be waived if
admitted
Ambulance Service for Medical Emergencies 90% after deductible 90% after deductible 100%100% after deductible 90% after deductible
Medical
13
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
DIAGNOSTIC SERVICES
Laboratory & Pathology 100%90% after deductible
100%
Some services require
pre-authorization
100% after deductible 90% (no deductible)
Diagnostic Tests (X-rays, blood work)100%90% after deductible
100%
Some services require
pre-authorization
100% after deductible 90% (no deductible)
Imaging (CT/PET scans, MRIs)100%90% after deductible
100%
Some services require
pre-authorization
100% after deductible 90% (no deductible)
Radiation Therapy & Chemotherapy 100%90% after deductible
100%
Some services require
pre-authorization
100% after deductible 100%
INPATIENT HOSPITAL SERVICES
General Conditions, Surgical Services, Semi-
Private Room, Drugs, Intensive Care Unit,
Hospital Equipment, Nursing Care, Meals
100%
Nonemergency services
must be rendered in a
participating hospital
90% after deductible
Nonemergency services
must be rendered in a
participating hospital
100%
Bariatric surgery & related
services: $1,000 copay
100% after deductible
Nonemergency services
must be rendered in a
participating hospital
100%
Nonemergency services
must be rendered in a
participating hospital
OUTPATIENT HOSPITAL SERVICES
Outpatient Surgery 100%90% after deductible 100%100% after deductible 100%
Ambulatory Surgical Center 100%90% after deductible 100%100% after deductible 100%
Professional Surgical and Related Services 100%90% after deductible 100%100% after deductible 100%
Medical
14
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
FAMILY PLANNING SERVICES
Physician Services (delivery & inpatient)100%90% after deductible 100%100% after deductible 100%
Hospital Care 100%90% after deductible 100%100% after deductible 100%
Routine Pre- & Post-Natal Care 100%100%
100% pre-natal visits
$20 copay post-natal
visits
100%
100% for some pre-
natal visits; otherwise,
90% after deductible
Assisted Reproductive Treatment Not Covered Not Covered
100%
One attempt at artificial
insemination per lifetime
Not Covered Not Covered
Maven (maternity & post-partum support,
adoption assistance, etc.)100%100%100%100%100%
Female Voluntary Sterilization and
FDA-Approved Contraceptive Methods 100%100%100%100%100%
Male Voluntary Sterilization 100%90% after deductible 100%100% after deductible Not Covered
BEHAVIORAL HEALTH SERVICES (MENTAL HEALTH & SUBSTANCE ABUSE DISORDER)
Inpatient Services 100%
90% after deductible
Covered according to
plan guidelines
100%100% after deductible 100%
Outpatient Services 100% after $20 copay 90% after deductible
Office visit $20 copay $20 copay 100% after deductible 100% in approved
facilities only
Telemedicine Services 100%$20 copay $20 copay 100% after deductible 100%
AUTISM SPECTRUM DISORDERS; DIAGNOSES AND TREATMENT
Applied Behavioral Analysis (ABA services
must be obtained by an approved autism
evaluation center [AAEC])
100%90% after deductible $20 copay 100% after deductible 100%
Physical, Occupational, and Speech Therapy 100%90% after deductible 100%100% after deductible 100%
Nutritional Counseling 100%90% after deductible $20 copay 100% after deductible 100%
Medical
15
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
HABILITATION SERVICES
Outpatient Physical, Occupational and
Speech Therapy
100% with approved ABA
treatment
90% after deductible with
approved ABA treatment
100% with approved ABA
treatment
100% after deductible with
approved ABA treatment
90% after deductible with
approved ABA treatment
REHABILITATION SERVICES
Outpatient Physical, Occupational and
Speech Therapy 100%
90% after deductible
Limited to 180 combined
visits per calendar year
$20 copay
Up to 60 combined visits
per benefit period
100% after deductible
Limited to 180 visits per
member per calendar year
100%
Up to 60 combined or
consecutive therapy visits
per calendar year; 61or
more visits covered 90%
after deductible
Chiropractic Spinal Manipulation
$20 copay
Limited to 38 visits per
calendar year
$20 copay
Limited to 24 visits per
calendar year
$20 copay
Limited 30 visits per
calendar year (when
referred)
100% after deductible
Limited to 24 visits per
calendar year
90% after deductible
Limited to 38 visits per
calendar year
ALTERNATIVES TO HOSPITAL CARE
Home Health Care Visits 100%
90% after deductible
Must be provided by a
participating home health
care agency
100% unlimited
Does not include
rehabilitation services
100% after deductible
Must be provided by
a participating home
health care agency
100%
Must be provided by
a participating home
health care agency
Hospice Care
100%
Four 90-day periods.
Must be provided
through a participating
hospice program.
100%
Four 90-day periods.
Must be provided
through a participating
hospice program.
100%
100% after deductible
Four 90-day periods.
Must be provided
through a participating
hospice program.
100%
Four 90-day periods.
Must be provided through
a participating hospice
program.
Skilled Nursing Care 100%
90% after deductible
Limited to a maximum
of 120 days
100%
Covered for authorized
services, up to 730 days.
100% after deductible
Limited to a maximum of
90 days per member
per calendar year
100%
Must be in a participating
skilled nursing facility
Private Duty Nursing 90% after deductible 50% after deductible Not Covered 50% after deductible 75% after deductible
Outpatient Infusion Therapy
100%
Must be given at a
plan-approved
site of service
90% after deductible
Must be given by a
participating Home Infusion
Therapy (HIT) provider or in
a participating freestanding
Ambulatory Infusion Center
100%
Administration or infusion
can take place in a
physician's office, at home
or in an outpatient setting
100% after deductible
Must be given by a
participating Home Infusion
Therapy (HIT) provider or in
a participating freestanding
Ambulatory Infusion Center
100%
Must be given by a
participating Home
Infusion Therapy
(HIT) provider or in a
participating freestanding
Ambulatory Infusion Center
Medical
16
Medical
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
HUMAN ORGAN TRANSPLANTS
Specified Human Organ Transplants 100%
100%
Covered according
to plan guidelines
100%
Covered according
to plan guidelines
100% after deductible
in an approved, designated
facility and coordinated
through the BCBSM
Human Organ Transplant
Program
100%
In approved facilities
OTHER COVERED SERVICES
Allergy Testing 100%100%$20 copay 100% after deductible 90% after deductible
Allergy Treatment & Injections 100%100%$20 copay 100% after deductible 90% after deductible
Durable Medical Equipment, Prosthetic &
Orthotics 90% after deductible 90% after deductible
100% covered
for approved
equipment only
100% after deductible 90% after deductible
Gender Affirming Care
Blue Cross/Blue Shield of MI (BCBSM) and Blue Care Network (BCN) health plans generally cover medically necessary
gender-affirming services for members with gender dysphoria. This includes hormone therapy and gender reassignment surgery.
These services are subject to applicable member cost share:
www.bcbsm.com/amslibs/content/dam/public/mpr/mprsearch/pdf/2065126.pdf
Hearing Care Hearing aids and services covered once every 36
months up to $3,000.
Hearing aids and
services covered once
every 36 months up to
$6,000.
Hearing aids and services covered once every 36
months up to $3,000.
Chronic Condition Management
through Teladoc 100%
17
Medical
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
PROGRAM PROVISIONS
Out-of-Network Services
In general, Plan pays 85%
of approved amount less
applicable copays.
For diabetic supplies,
durable medical equipment,
prosthetic and orthotic
devices, private duty
nursing, Plan pays 75%
of approved amount after
deductible (if applicable).
Plan pays 70% of approved
amount, after out-of-network
deductible less applicable
copays.
For private duty nursing,
Plan pays 50% of approved
amount after deductible.
Not covered except for
emergencies
Plan pays 80% of approved
amount, after out-of-network
deductible.
For private duty nursing,
Plan pays 50% of approved
amount after deductible.
This plan does not use a
provider network. You can
receive covered services
from any provider.
Payment of Covered Services
Preferred (Network) Hospitals:
100% of covered benefits
Non-Network Hospitals:
85% of approved payment
amount after deductible
Preferred (Network)
Physicians - Outpatient:
100% after $20 copay
Non-Network
Physicians - Outpatient:
85% of approved payment
amount after $20 copay
Preferred (Network) Hospitals:
90% of covered benefits,
after deductible
Non-Network Hospitals:
70% of approved payment
amount after out-of-
network deductible
Preferred (Network)
Physicians:
100% after $20 copay
Non-Network Physicians:
70% of approved payment
amount after out-of-
network deductible and
$20 copay
Copays as noted
Preferred (Network) Hospitals:
100% of covered benefits,
after deductible
Non-Network Hospitals:
80% of approved payment
amount after out-of-
network deductible.
Preferred (Network)
Physicians: 100% after
in-network deductible
Non-Network Physicians:
80% of approved
payment amount after
out-of-network deductible
Participating Hospitals:
100% of covered benefits
Non-participating Hospitals:
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
*While every attempt has been made to ensure the accuracy of this Summary, in the event of any discrepancy the Summary of Benefits Coverage (SBC)
and the Benefits at a Glance (BAAG) will prevail.
18
Prescription
PRESCRIPTION DRUGS*
All Oakland County medical plan enrollees and their eligible dependents will automatically receive prescription drug coverage.
Retail Prescription https://welcome.optumrx.com/countyofoakland/
Mail Order Prescriptions
Carrier Optumrx.com
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
Participating / Network
Pharmacies
Covered / Copays:
Tier 1: $10 copay most generics / some brands
Tier 2: $30 copay preferred brands / some generics
Tier 3: $50 copay non-preferred products (could include both brand and generic)
Select birth control pills covered $0 copay
90 day supply of maintenance medications through your pharmacy with
one copay (applies to mail order )
Covered / Copays
(after deductible):
Tier 1: $10 most
generics / some
brands (after
deductible)
Tier 2: $30 preferred
brands / some
generics (after
deductible)
Tier 3: $50 non-
preferred products
(could include brand
and generic) (after
deductible)
Select birth control
pills covered $0 copay
Covered / Copays:
Tier 1: $10 most
generics / some
brands
Tier 2: $30 preferred
brands / some
generics
Tier 3: $50 non-
preferred products
(could include brand and
generic)
Select birth control
pills covered $0 copay
Non-Participating / Non-
Network Pharmacies
Paid at the in-network cost, less $10, $30 or $50
copay Not covered
Paid at the in-network
cost, less $10, $30
or $50
copay after deductible
Paid at in-network
cost, less $10, $30, $50
copay
Annual Out-of-Pocket
Maximum
$3,775 per person /
$5,550 per family per
calendar year
$3,775 per person /
$5,550 per family per
calendar year
Included in Medical
Out-of-Pocket
Maximum
$3,775 per person /
$5,550 per family per
calendar year
$3,775 per person /
$5,550 per family per
calendar year
Generic Requirement
Generic medications meet the same standards of safety, purity, strength, and effectiveness as the brand-name drug. For this
reason, if the patient requests a brand-name medication when a generic equivalent is available, you will be responsible for the
Tier 3 copay plus the difference in price between the brand-name medication and its generic equivalent. If your doctor makes the
request, you will be responsible for the Tier 3 copay.
While in hospital NOTE: While in the hospital, drugs are covered under your medical plan.
*Subject to contract approval and may differ per bargaining unit.
19
Prescription
When you enroll for medical coverage, you and your covered family members also receive prescription drug benefits. The cost of your prescription
depends on whether:
• Your drug is on the formulary (i.e., approved drug list)
• Your prescription is a generic drug or brand-name drug
• You met the annual out-of-pocket maximum
Understanding the types of medications
Formulary Maintenance Medication Generic Medications Prior Authorization/ Step Therapy
Preferred drug list established by a clinical
committee of BCBSM physicians and
pharmacists.
Formularies are evaluated based on
effectiveness, side effects, drug interactions
and cost.
On-going evaluation of the formulary
occurs to ensure inclusion of new drugs,
new clinical restrictions, approval for
generic options and more.
The formulary can be found at
bcbsm.com/customdruglist.
Examples include medication
for high blood pressure or
high cholesterol.
Talk to your physician about
issuing a three-month supply
of medication through your
local pharmacy with one
copayment.
Approved as meeting the same
standards of safety, purity, strength, and
effectiveness as the brand-name drug.
For this reason, if the patient requests a
brand-name medication when a generic
equivalent is available the patient is
responsible for the Tier 3 copay plus
the difference in cost between the
brand-name medication and its generic
equivalent.
If your doctor makes the request, the
patient will be responsible for the Tier 3
copay.
Certain medications require prior
authorization and/or step therapy.
This process is initiated by the
prescribing physician.
BCBSM will review the prior
authorization/step therapy request
once all required information has been
received.
All medications that require prior
authorization or step therapy will
be marked with "PA" or "ST" on the
formulary.
Prior authorizations and step
therapies must be renewed annually.
Three-tier prescription drug program
The county offers a three-tier prescription drug program. Under the three-tier program, the amount of the in-network copay varies as shown below:
Drug Tier Description Copay*
Tier 1 Many generic medications and a few brand-name drugs $10
Tier 2 Preferred brands and some generics $30
Tier 3 Non-Preferred products (could include both brand and generic products)$50
Prescription Administrators & Partners (BCBSM & BCN Plans)
Your prescriptions are administered through Optum Rx; however, you will utilize your BCBSM medical ID card at the point of service for prescriptions.
Optum Rx is partnered with Pillar Rx for a High-Cost Drug Discount Program and partnered with Sempre Health on specified chronic condition
medications. You will receive correspondence from these partners if you're utilizing a particular drug within these programs.
*Subject to contract approval and may differ per bargaining unit.
20
Maven & Teladoc
MAVEN
Maven is a family building & women’s health solution supporting all paths to
parenthood and continued care with digital-first human care.
Family Building Support Solution
• Preconception care
• Egg freezing
• IUI & IVF
• Adoption & surrogacy
Maternity Support Solution
• Prenatal and postnatal care
• NICU support
• High-risk pregnancy care management
• Postpartum & return to work support
• Loss
Menopause & Ongoing Care
• Early intervention
• Symptom management
• Mental health
For a personalized experience, Maven will match a dedicated Care
Advocate that will support members through their unique journey.
TELADOC
Teladoc is a virtual condition management tool to help control and
minimize the risk of chronic conditions.
There are four condition management solutions:
Diabetes Management
• Members will receive cellularly-enabled glucometers that
provide the member and the care team with readings
real-time, along with lancets, personalized coaching, and
educational content.
Hypertension Management
• Members will receive a cloud connected blood pressure
monitor to share live results with the member and the care
team, along with personalized educational content, and
reinforcement of healthy behaviors.
Diabetes Prevention
• Members will receive a cellularly-connected scale,
personalized type 2 diabetes prevention curriculum, and
health challenges.
Weight Management
• Members will receive an advanced smart scale and app
to track weight, activity, and food, along with personalized
tools and tips based on goals.
Visit hr.OakGov.com/Benefits
or use the camera on your
phone to scan the QR code for
additional information.
21
Dental
DENTAL COVERAGE THROUGH DELTA DENTAL OF MICHIGAN - PPO
Plans listed below are designed to promote regular dental visits and good oral health, a key part of your overall wellness.
Delta Dental coverage is available to you and your dependents up to the age 26. The plan pays benefits up to the annual
maximum. The level of dental coverage you choose will determine how fast you reach your annual maximum benefit.
Your dental election is separate from your medical plan election, meaning you can elect dental coverage even if you waive
medical coverage. Your covered dependents will be enrolled in the same coverage you enroll in.
Service Standard Plan High Plan Modified Plan
COVERAGE
Bi-Weekly Contributions
Employee
Emp +1
Family
$0
$0
$0
Employee
Emp +1
Family
$1.15
$1.73
$5.00
Bi-Weekly Credit
Employee
Emp +1
Family
$1.15
$1.73
$3.27
NO COVERAGE
Opt-Out Bi-Weekly Credit
No coverage credit $1.93 / $3.85 / $5.77
No coverage credit (county spouse/parent coverage) $1.93 / $1.93 / $1.93
Deductible
Employee $25
Emp +1 and Family $50
Plan Coverage
DIAGNOSTIC & PREVENTIVE
Two routine exams, cleanings, and fluoride
treatments (up to age 19) per year.
Covered at 100%;
No copay or deductible
BASIC
Fillings, extractions, dental surgery, crowns,
root canals, treatment for gum disease.
Bitewing X-rays are payable twice per calendar
year and Full mouth X-rays or Panorex are
payable once in any three-year period.
Covered at 85%Covered at 85%Covered at 50%
Appendix C
22
Dental
Service Standard Plan High Plan Modified Plan
MAJOR
Bridges, implants, crowned over implants and
dentures are payable once per tooth in any
five-year period.
Covered at 50%
Orthodontia Covered at 50%; up to age 19
Maximum Benefit (does not include diagnostic
and preventive services and X-rays)
$1,000 per individual
per calendar year
$1,500 per individual
per calendar year
$750 per individual
per calendar year
Orthodontia Limit $1,000 per individual per lifetime $1,000 per individual per lifetime $750 per individual per lifetime
DELTA DENTAL PPO Providers — a network of providers who agree to charge you fees for
services that are lower than their usual rates. These fees are the lowest when you visit a PPO
network.
DELTA PREMIER Providers — a network of providers who agree to charge you fees for services
that are lower than their usual rates. These fees are not as low as the PPO network, but lower
than a non-participating provider.
NON-PARTICIPATING Providers — these providers have no contracts with Delta Dental and can
bill up to the full amount of their rates. Delta Dental will pay a pre-determined amount that may
be lower than the providers full rates.
For additional information, refer to the Delta Dental Certificates and Benefit Summaries found
OakGov.com/Benefits under Health Benefit Plans.
FIND PPO DENTAL
PROVIDERS
To find dental providers
covered by your plan, visit
deltadentalmi .com
and click “Find a Dentist”
23
Vision
VISION COVERAGE THROUGH HERITAGE VISION PLANS
To help you see your best, Oakland County offers vision coverage through Heritage Vision Plans. Heritage Vision Plans coverage is available
to you and your dependents up to the age 26. Services provided by a non-network provider will require you to pay for those services in full
and submit a claim form to Heritage Vision Plans for reimbursement. Treatment of a medical condition affecting your eyes, such as glaucoma
or pink eye, is processed through your medical coverage.
Standard Plan High Plan Premier Plan*
Bi-Weekly Contributions
Employee
Emp +1
Family
$0
$0
$0
Employee
Emp +1
Family
$1.35
$2.88
$3.85
Employee
Emp +1
Family
$4.24
$8.48
$14.08
Plan Coverage In-Network
Examination (annually)100% after $5 copay 100% after $5 copay 100% after $5 copay
Lenses and Frames (Standard Glass or Plastic Lenses)
Single, bifocal, trifocal, and lenticular Covered 100% after $7.50 copay
every 24 months Covered 100% after $7.50 copay every 12 months
Polycarbonates (all ages)Covered 100%
Progressive Lenses $50 copay (Standard Lenses)
$100 copay (Premium Lenses)
100% Covered for Standard and
Premium Lenses
Frame Retail Allowance Up to $100 and 20% discount off
frame balance every 24 months
Up to $130 and 20% discount off
frame balance every 12 months
Up to $175 and 20% discount off
frame balance every 12 months
Contact Lenses (In lieu of Lenses and Frames)
Elective Contact Lenses Up to $50 retail every 24 months Up to $100 retail every 12 months Up to $150 retail every 12 months
Additional Benefits
Lasik
Not Covered Not Covered
$600 per eye/per lifetime
Second pair of glasses or contacts Subject to applicable copay
Additional information is located at OakGov.com/benefits under Health Benefit Plans.
*Subject to contract approval and may differ per bargaining unit.
FIND A HERITAGE VISION CARE PROVIDER
Visit heritagevisionplans.com and click on “Find a Provider” tab and select the national network and add in your zip code.
Appendix D
RETIREE HEALTH CARE ELIGIBILITY
Once you have attained the required years of service and age, you are eligible for
health coverage as a retiree from Oakland County. The eligibility is dependent upon
your date of hire as an eligible for benefits employee. The schedule on the following
pages applies to non-represented employees. If you are represented by a bargaining
unit, the dates may vary and you are encouraged to contact the Retirement Unit to
determine which schedule applies to you. In all cases, except as specified
differently by some Sheriff bargaining agreements, you must have met the
requirements specified on the following pages and be at least age 60 with 8
years of service or age 55 with 25 years of service for coverage to
commence.
At age 65 or sooner if you or your dependents become eligible for Medicare due to a
disability, 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.
A - 8 YEAR SCHEDULE OF ELIGIBILITY
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.
B - REVISED SCHEDULE OF ELIGIBILITY
Employees hired on or after September 21, 1985 and before January 1, 1995.
Dates may vary by bargaining unit.
Total Actual Service Paid Health Coverage
With Oakland County Direct Retirement Deferred Retirement
Less than 8 years None None
8 – 14 years One Person* None
15 – 19 years Family One Person*
20 years or more Family Family
*Retiree has the option to pay the difference for a family policy.
Revised 4-1-2014 1
Appendix E
C – 15 YEAR SCHEDULE OF ELIGIBILITY
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 any deductibles or co-pays.
D – RETIREE HEALTH SAVINGS ACCOUNT (RHS)
Employees hired on or after January 1, 2006. Dates may vary by Bargaining Unit.
Employees hired on or after January 1, 2006 will not be eligible for retiree
health, dental or vision coverage through the Oakland County. A Retirement
Health Savings (RHS) account will be set up for full-time benefits eligible
employees * at a contribution amount of $75 per pay **.
The RHS account may only be used to pay for medical, dental and vision
expenses based on Internal Revenue Regulations. These expenses may include
paying for health care premiums, co-pays, and deductibles.
A participant may access his or her RHS account after retirement or separation
from county service based upon the following vesting schedule:
At Completion of: Vesting Schedule
Up to 6 Years 0% (Not Vested)
6 Years 60%
7 Years 70%
8 Years 80%
9 Years 90%
10 Years or more 100%
* A part-time eligible employee hired on or after January 1, 2006 will NOT be eligible for
Oakland County contributions towards his or her RHS account.
** Some bargaining units may differ
MEDICAL PLAN OPTIONS COMPARISON
In-Network
Benefits Shown
AVAILABLE TO ALL PRE-65 RETIREES
PPO1 PPO2 HMO TRADITIONAL
(IF ELIGIBLE)
Blue Cross/Blue Shield
of MI (BCBSM)
Blue Cross/Blue Shield
of MI (BCBSM)Blue Care Network (BCN)Blue Cross/Blue Shield
Traditional Plan (BCBSM)
Plan Website BCBSM.com
Network(s)Blue Cross/Blue Shield Blue Cross/Blue Shield Blue Care Network Blue Cross/Blue Shield
Deductible(s)
$0 per person / $0 per
family
*$200/$400 deductible
only applies to durable
medical equipment and
private duty nursing care
$100 per person / $200
per family
per calendar year
No deductible
$200 per person / $400
per family
per calendar year
Coinsurance
None for most services;
10% after deductible
for durable medical
equipment and private
duty nursing care
10% after deductible,
as noted; 50% after
deductible for private duty
nursing care
None
10% after deductible
for most services;
25% after deductible
for private duty nursing
care
Coinsurance Maximum $1,000 per person/per
family per calendar year
$500 per person /
$1,000 per family
per calendar year
N/A $1,000 per person / per
family per calendar year
Annual
Out-of-Pocket Maximum
$4,125 per person /
$10,250 per family
per calendar year
$4,125 per person /
$10,250 per family
per calendar year
$6,600 per person /
$13,200 per family
per calendar year
$4,125 per person /
$10,250 per family
per calendar year
Medical
Appendix F
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
PREVENTIVE CARE
Annual Physical Exam, Well Baby Exam 100%
Related Laboratory & Radiology Services 100%
Annual Gynecological Exam, Pap Smear,
Mammogram, Colonoscopy 100%
Immunization (adult & childcare)100%
PHYSICIAN/PROFESSIONAL PROVIDER SERVICES
Primary Care Physician (PCP) Office Visit $20 copay $20 copay $20 copay 90% after deductible
Specialty Provider Office Visit $20 copay $20 copay
$20 copay
PCP referal may
be required
90% after deductible
Telehealth Visit 100%$20 copay
$20 copay
Must be provided through
contracted telehealth
services provider
90% after deductible
Blue Cross/Blue Shield of MI (BCBSM)
Online Visits 100%$20 copay $20 copay 90% after deductible
EMERGENCY / URGENT CARE SERVICES
Urgent Care $20 copay $20 copay $20 copay 100%
Emergency Room Visits
$100 copay
Copay will be waived if
admitted
$100 copay
Copay will be waived if
admitted
$100 copay
Copay will be waived
if admitted
$100 copay
Copay will be waived if
admitted
Ambulance Service for Medical Emergencies 90% after deductible 90% after deductible 100%90% after deductible
Medical
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
DIAGNOSTIC SERVICES
Laboratory & Pathology 100%90% after deductible
100%
Some services require
preauthorization
90% (no deductible)
Diagnostic Tests (X-rays, blood work)100%90% after deductible
100%
Some services require
preauthorization
90% (no deductible)
Imaging (CT/PET scans, MRIs)100%90% after deductible
100%
Some services require
preauthorization
90% (no deductible)
Radiation Therapy & Chemotherapy 100%90% after deductible
100%
Some services require
preauthorization
100%
INPATIENT HOSPITAL SERVICES
General Conditions, Surgical Services, Semi-
Private Room, Drugs, Intensive Care Unit,
Hospital Equipment, Nursing Care, Meals
100%
Non-emergency services must be
rendered in a participating hospital
90% after deductible
Non-emergency services must be
rendered in a participating hospital
100%
Bariatric surgery & related
services: $1,000 copay
100%
Non-emergency services must be
rendered in a participating hospital
OUTPATIENT HOSPITAL SERVICES
Outpatient Surgery 100%90% after deductible 100%100%
Ambulatory Surgical Center 100%90% after deductible 100%100%
Professional Surgical and Related Services 100%90% after deductible 100%100%
Medical
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
FAMILY PLANNING SERVICES
Physician Services (delivery & inpatient)100%90% after deductible 100%100%
Hospital Care 100%90% after deductible 100%100%
Routine Pre- & Post-Natal Care 100%100%100% pre-natal visits
$20 copay post-natal visits
100% for some pre-natal
visits; otherwise, 90% after
deductible
Assisted Reproductive Treatment Not Covered Not Covered
100%
One attempt at artificial
insemination per lifetime
Not Covered
Maven (maternity & post-partum support,
adoption assistance, etc.)100%100%100%100%
Voluntary Female Sterilization and FDA-
Approved Contraceptive Methods 100%100%100%100%
Voluntary Male Sterilization and FDA
Approved Contraceptive Methods 100%90% after deductible 100%Not Covered
BEHAVIORAL HEALTH SERVICES (MENTAL HEALTH & SUBSTANCE ABUSE DISORDER)
Inpatient Services 100%
90% after deductible
Covered according to plan
guidelines
100%100%
Outpatient Services 100% after $20 Copay 90% after deductible Office
and Online Visit: $20 copay $20 copay 100% in approved
facilities only
AUTISM SPECTRUM DISORDERS; DIAGNOSES AND TREATMENT
Applied Behavioral Analysis (ABA services
must be obtained by an approved autism
evaluation center [AAEC])
100%90% after deductible $20 copay 100%
Physical, Occupational, and Speech Therapy 100%90% after deductible $20 copay 100%
Nutritional Counseling 100%90% after deductible $20 copay 100%
Medical
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
REHABILITATION SERVICES
Outpatient Physical, Occupational and
Speech Therapy 100%
90% after deductible
Limited to 180 combined visits per
calendar year
$20 copay
Up to 60 combined visits per
benefit period
100%
Up to 60 combined or consecutive
therapy visits per calendar year
Chiropractic Spinal Manipulation
$20 copay
Limited to 38 visits per calendar
year
$20 copay
Limited to 24 visits per calendar
year
$20 copay
Limited 30 visits per calendar year
(when referred)
90% after deductible
Limited to 38 visits per calendar
year
HABILITATION SERVICES
Outpatient Physical, Occupational and
Speech Therapy Not Covered Not Covered Not Covered Not Covered
ALTERNATIVES TO HOSPITAL CARE
Home Health Care Visits 100%
90% after deductible
Must be provided by a
participating home health care
agency
100% unlimited
Does not include rehabilitation
services
100%
Must be provided by
a participating home
health care agency
Hospice Care 100%
100%
Four 90-day periods.
Must be provided
through a participating hospice
program
100%
100%
Four 90-day periods. Must be
provided through a participating
hospice program
Skilled Nursing Care 100%
90% after deductible
Limited to a maximum
of 120 days
100%
Covered for authorized
services, up to 730 days.
100%
Must be in a participating
skilled nursing facility
Private Duty Nursing 90% after deductible 50% after deductible Not Covered 75% after deductible
Outpatient Infusion Therapy
100%
Must be given at a
plan-approved
site of service
90% after deductible
Must be given by a participating
Home Infusion Therapy (HIT)
provider or in a participating
freestanding Ambulatory Infusion
Center
100%
Administration or infusion can take
place in a physician's office, at
home or in an outpatient setting
100%
Must be given by a participating
Home Infusion Therapy (HIT)
provider or in a participating
freestanding Ambulatory Infusion
Center
Medical
Medical
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
HUMAN ORGAN TRANSPLANTS
Specified Human Organ Transplants 100%
100%
Covered according
to plan guidelines
100%
Covered according
to plan guidelines
100%
In approved facilities
OTHER COVERED SERVICES
Allergy Testing 100%100%100% after $20 copay 90% after deductible
Allergy Treatment & Injections 100%100%100% after $20 copay 90% after deductible
Durable Medical Equipment, Prosthetic &
Orthotics 90% after deductible 90% after deductible
100% covered
for approved
equipment only
90% after deductible
Gender Affirming Care
Blue Cross/Blue Shield of MI (BCBSM) and Blue Care Network (BCN) health plans generally cover medically necessary
gender-affirming services for members with gender dysphoria. This includes hormone therapy and gender reassignment surgery.
These services are subject to applicable member cost share:
https://www.bcbsm.com/amslibs/content/dam/public/mpr/mprsearch/pdf/2065126.pdf
Hearing Care Hearing aids and services covered once every 36 months.
Allowance: 1 Hearing Aid $2,000/2 Hearing Aids $3,000.
Hearing aids and services
covered once every 36
months. Allowance: 1 Hearing
Aid $3,000/2 Hearing Aids
$6,000.
Hearing aids and services
covered once every 36
months. Allowance: 1 Hearing
Aid $2,000/2 Hearing Aids
$3,000.
Teladoc (Chronic Condition Management)100%100%100%100%
Medical
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
PROGRAM PROVISIONS
Out-of-Network Services
In general, Plan pays 85% of
approved amount less applicable
copays.
For diabetic supplies, durable
medical equipment, and private
duty nursing, Plan pays 75% of
approved amount after deductible (if
applicable)
Plan pays 70% of approved amount,
after out-of-network deductible less
applicable copays.
For private duty nursing, Plan pays
50% of approved amount after
deductible
Not covered except for emergencies
This plan does not use a provider
network. You can receive covered
services from any provider
Payment of Covered Services
Preferred (Network) Hospitals:
100% of covered benefits
Non-Network Hospitals:
85% of approved payment amount
after deductible
Preferred (Network)
Physicians - Outpatient:
100% after $20 copay
Non-Network
Physicians - Outpatient:
85% of approved payment amount
after $20 copay
Preferred (Network) Hospitals:
90% of covered benefits, after
deductible
Non-Network Hospitals:
70% of approved payment amount
after out-of-network deductible
Preferred (Network) Physicians:
100% after $20 copay
Non-Network Physicians:
70% of approved payment amount
after out-of-network deductible
and $20 copay
Copays as noted
Participating Hospitals:
100% of covered benefits
Non-participating Hospitals:
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
*While every attempt has been made to ensure the accuracy of this Summary, in the event of any discrepancy the Summary of Benefits Coverage (SBC) and Benefits at a
Glance (BaaG) will prevail.
Medical
Post-65 Medicare Supplemental Plan
In-Network Benefits Shown Medicare Network
Plan Website BCBSM.com
Deductible(s)No Deductible
Coinsurance None
Coinsurance Maximum N/A
Annual Out-of-Pocket Maximum None
Preventive Care
Annual Physical Exam 100%
Related Laboratory &
Radiology Services 100%
Annual Gynecological Exam,
Pap Smear, Mammogram,
Colonoscopy
100%
Immunization (adult & childcare)100%
Family Planning Services
Physician Services
(delivery & inpatient)100%
Hospital Care 100%
Routine Pre & Postnatal Care 100%
Assisted Reproductive Treatment Not Covered
Voluntary Sterilization and FDA-
Approved Contraceptive Methods 100%
Behavioral Health Services (Mental Health & Substance
Abuse Disorder)
Inpatient Services 100%
Outpatient Services 100%
Inpatient Hospital Services
General Conditions, Surgical Services,
Semi-Private Room, Drugs, Intensive
Care Unit,
Hospital Equipment, Nursing Care,
Meals
100%
Physician/Professional Provider Services
Primary Care Physician (PCP)
Office Visit Not Covered
Specialty Provider Office Visit Not Covered
Telehealth Visit Not Covered
Blue Cross/Blue Shield of MI
(BCBSM) Online Visits 100%
Emergency/Urgent Care Services
Urgent Care Not Covered
Emergency Room Visits $100 Copay
Ambulance Service for
Medical Emergencies 100%
Outpatient Hospital Services
Outpatient Surgery 100%
Ambulatory Surgical Center 100%
Professional Surgical and
Related Services 100%
Medical
Alternatives to Hospital Care
Home Health Care Visits
100%
Limited to a maximum of 100
visits per calendar year
Hospice Care
100%
Inpatient - limited to a lifetime
maximum of 30 days, Out-
patient - limited to a lifetime
maximum of $5,000
Skilled Nursing Care
100%
Limited to 100 days per
calendar year
Private Duty Nursing 100%
Outpatient Infusion Therapy 100%
Other Covered Services
Allergy Testing 100%
Allergy Treatment & Injections 100%
Durable Medical Equipment, Prosthetic
& Orthotics 100%
Gender Affirming Care
Blue Cross/Blue Shield of MI (BCBSM)
and Blue Care Network (BCN) health
plans generally cover medically nec-
essary gender-affirming services for
members with gender dysphoria. This
includes hormone therapy and gender
reassignment surgery. These services
are subject to applicable member
cost share: https://www.bcbsm.com/
amslibs/content/dam/public/mpr/mpr-
search/pdf/2065126.pdf
Hearing Care
Hearing aids and services covered
once every 36 months.
Allowance: 1 Hearing Aid $2,000/2
Hearing Aids $3,000.
Rehabilitation Services
Outpatient Physical, Occupational and
Speech Therapy 100%
Chiropractic Spinal Manipulation Not Covered
Program Provisions
Out-of Network Services Not Covered
Payment of Covered Services Medicare Supplemental plan pays
secondary to Medicare
Human Organ Transplants
Specified Human Organ
Transplants
100%
In designated facilities only
Autism Spectrum Disorders;
Diagnoses and Treatment
Applied Behavioral Analysis (ABA
services must be optained by
an approved autism evaluation
center [AAEC])
100%
Physical, Occupational, and
Speech Therapy 100%
Nutritional Counseling 100%
Diagnostic Services
Laboratory & Pathology 100%
Diagnostic Tests
(x-rays, blood work)100%
Imaging (CT/PET scans, MRIs)100%
Radiation Therapy &
Chemotherapy 100%
Prescription
PRESCRIPTION DRUGS
All Oakland County medical plan enrollees and their eligible dependents will automatically receive prescription drug coverage.
Retail Prescription Optumrx.com
Mail Order Prescriptions
Carrier Optumrx.com
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL MEDICARE
SUPPLEMENTAL
Participating / Network
Pharmacies
Covered / Copays:
Tier 1: $10 copay most generics / some brands
Tier 2: $30 copay preferred brands / some generics
Tier 3: $50 copay non-preferred products (could include both brand and generic)
Select birth control pills covered $0 copay
Non-Participating / Non-
Network Pharmacies
Paid at the in-network cost, less $10, $30 or $50
copay Not covered Paid at in-network cost,
less $10, $30, $50 copay
Annual Out-of-Pocket
Maximum
$3,775 per person /
$5,550 per family per
calendar year
$3,775 per person /
$5,550 per family per
calendar year
Included in Medical
Out-of-Pocket
Maximum
$3,775 per person / $5,550 per family
per calendar year
Generic Requirement
Generic medications meet the same standards of safety, purity, strength, and effectiveness as the brand-name drug. For this
reason, if the patient requests a brand-name medication when a generic equivalent is available, you will be responsible for the
Tier 3 copay plus the difference in price between the brand-name medication and its generic equivalent. If your doctor makes the
request, you will be responsible for the Tier 3 copay.
While in hospital NOTE: While in the hospital, drugs are covered under your medical plan.
Prescription
When you enroll for medical coverage, you and your covered family members also receive prescription drug benefits. The cost of your prescription
depends on whether:
• Your drug is on the formulary (i.e., approved drug list)
• Your prescription is a generic drug or brand-name drug
• You met the annual out-of-pocket maximum
Understanding the types of medications
Formulary Maintenance Medication Generic Medications Prior Authorization/Step Therapy
Preferred drug list established by a
clinical committee of BCBSM physicians
and pharmacists.
Formularies are evaluated based
on effectiveness, side effects, drug
interactions and cost.
On-going evaluation of the formulary
occurs to ensure inclusion of new drugs,
new clinical restrictions, approval for
generic options and more.
The formulary can be found at
bcbsm.com/customdruglist
Examples include medication for high
blood pressure or high cholesterol.
Talk to your physician about issuing
a three-month supply of medication
through your local pharmacy with one
copayment.
Approved as meeting the same
standards of safety, purity, strength, and
effectiveness as the brand-name drug.
For this reason, if the patient requests a
brand-name medication when a generic
equivalent is available the patient is
responsible for the Tier 3 copay plus
the difference in cost between the
brand-name medication and its generic
equivalent.
If your doctor makes the request, the
patient will be responsible for the Tier 3
copay.
Certain medications require prior
authorization and/or step therapy.
This process is initiated by the
prescribing physician.
BCBSM will review the prior
authorization/step therapy request
once all required information has
been received.
All medications that require prior
authorization or step therapy will
be marked with "PA" or "ST" on the
formulary.
Prior authorizations and step therapies
must be renewed annually.
Three-tier prescription drug program
The county offers a three-tier prescription drug program. Under the three-tier program, the amount of the in-network copay varies as shown below:
Drug Tier Description Copay
Tier 1 Many generic medications and a few brand-name drugs $10
Tier 2 Preferred brands and some generics $30
Tier 3 Non-Preferred products (could include both brand and generic products)$50
Prescription Administrators & Partners (BCBSM & BCN Plans)
Your prescriptions are administered through OptumRx; however, you will utilize your BCBSM medical ID card at the point of service for prescriptions.
OptumRx is partnered with Pillar Rx for a High-Cost Drug Discount Program and partnered with Sempre Health on specified chronic condition
medications. You will receive correspondence from these partners if you're utilizing a particular drug within these programs.
Maven & Teladoc
MAVEN
Maven is a family building & women’s health solution supporting all paths to
parenthood and continued care with digital-first human care.
Family Building Support Solution
• Preconception care
• Egg freezing
• IUI & IVF
• Adoption & surrogacy
Maternity Support Solution
• Prenatal and postnatal care
• NICU support
• High-risk pregnancy care management
• Postpartum & return to work support
• Loss
Menopause & Ongoing Care
• Early intervention
• Symptom management
• Mental health
For a personalized experience, Maven will match a dedicated Care
Advocate that will support members through their unique journey.
TELADOC
Teladoc is a virtual condition management tool to help control and
minimize the risk of chronic conditions.
There are four condition management solutions:
Diabetes Management
• Members will receive cellularly-enabled glucometers that provide
the member and the care team with readings real-time, along
with lancets, personalized coaching, and educational content.
Hypertension Management
• Members will receive a cloud connected blood pressure monitor
to share live results with the member and the care team, along
with personalized educational content, and reinforcement of
healthy behaviors.
Diabetes Prevention
• Members will receive a cellularly-connected scale, personalized
type 2 diabetes prevention curriculum, and health challenges.
Weight Management
• Members will receive an advanced smart scale and app to track
weight, activity, and food, along with personalized tools and tips
based on goals.
Visit hr.OakGov.com/Benefits
or use the camera on your
phone to scan the QR code for
additional information
Dental
DENTAL COVERAGE THROUGH DELTA DENTAL OF MICHIGAN - PPO
Plans listed below are designed to promote regular dental visits and good oral health, a key part of your overall wellness.
Delta Dental coverage is available to you and your dependents up to the age 26. The plan pays benefits up to the annual
maximum.
STANDARD PLAN
Deductible
Retiree $25
Retiree +1 and Family $50
Plan Coverage
DIAGNOSTIC & PREVENTIVE
Two routine exams, cleanings, and fluoride treatments (up to age 19) per year.Covered at 100%;
No copay or deductible
BASIC
Fillings, extractions, dental surgery, crowns, root canals, treatment for gum disease.
Bitewing X-rays are payable twice per calendar year and Full mouth X-rays or
Panorex are payable once in any three-year period.
Covered at 85%
Dental
Service Standard Plan
MAJOR
Bridges, implants, and dentures are payable once per tooth in any five-year period.Covered at 50%
Orthodontia Covered at 50%; up to age 19
Maximum Benefit (does not include diagnostics and preventive services)$1,000 per individual
per calendar year
Orthodontia Limit $1,000 per individual per lifetime
DELTA DENTAL PPO Providers — a network of providers who agree to charge you fees for
services that are lower than their usual rates. These fees are the lowest when you visit a PPO
network.
DELTA PREMIER Providers — a network of providers who agree to charge you fees for services
that are lower than their usual rates. These fees are not as low as the PPO network, but lower
than a non-participating provider.
NON-PARTICIPATING Providers — these providers have no contracts with Delta Dental and can
bill up to the full amount of their rates. Delta Dental will pay a pre-determined amount that may
be lower than the providers full rates.
For additional information, refer to the Delta Dental Certificates and Benefit Summaries found
OakGov.com/benefits under Health Benefit Plans.
FIND PPO DENTAL
PROVIDERS
To find dental providers
covered by your plan, visit
deltadentalmi.com
and click “Find a Dentist”
Vision
VISION COVERAGE THROUGH HERITAGE VISION
To help you see your best, Oakland County offers vision coverage through Heritage. Heritage vision coverage is available to you and
your dependents up to the age 26. Services provided by a non-network provider will require you to pay for those services in full and
submit a claim form to Heritage for reimbursement. Treatment of a medical condition affecting your eyes, such as glaucoma or pink
eye, is processed through your medical coverage.
STANDARD PLAN
Plan Coverage - In-network
Examination (Annually)100% after $5 copay
Lenses and Frames (Standard Glass or Plastic Lenses)
Single, bifocal, trifocal, and lenticular Covered 100% after $7.50 copay every 24 months
Polycarbonates Covered 100%
Frame Retail Allowance Up to $100 and 20% discount off frame balance every
24 months
Contact Lenses (In lieu of Lenses and Frames)
Elective Contact Lenses Up to $50 retail every 24 months
Additional information is located at OakGov.com/benefits under Health Benefit Plans > Vision.
FIND A HERITAGE VISION CARE PROVIDER
Visit heritagevisionplans.com and click on “Find a Provider” tab and select the national network along with your zip code.
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 1 of 7 R09302024 000020775716
County of Oakland
Group Number: 71872 Package Code(s): 060 - Draft
Division Code(s): 4000, 4100
CMM - Medicare Sup CMM Trad Plan, Rx 5, Hearing 1
Effective Date: 01/01/2025
Benefits-at-a-glance
This is intended as an easy-to-read summary and provides only a general overview of your benefits. It is not a contract. Additional limitations and
exclusions may apply. Payment amounts are based on BCBSM's approved amount, less any applicable deductible and/or copay. If there is a
discrepancy between this Benefits-at-a-Glance and any applicable plan document, the plan document will control.
BCBSM provides administrative claims services only. Your employer or plan sponsor is financially responsible for claims.
Note: A list of services that require approval before they are provided is available online at (https://www.bcbsm.com/importantinfo). Select Approving
covered Services.
Services not covered under the BCBSM plan may be covered by Medicare.
Member's responsibility (deductibles, copays, coinsurance and dollar maximums)
Benefits Participating Provider
Deductibles - per calendar year None
Copays
• Fixed Dollar Copays
$100 copay for:
• Facility medical emergency; copay waived if admitted
Coinsurance
• Percent Coinsurance
0%
Annual out-of-pocket maximums None
Includes Deductible, Coinsurance and Copays
Lifetime dollar maximum Unlimited
Preventive Care Services
Benefits Participating Provider
Health Maintenance Exam - beginning age 4; one per calendar year Covered - 100%
Routine Physical Related Test X-Rays, EKG and lab procedures performed as
part of the health maintenance exam
Covered - 100%
Annual Gynecological Exam - one per benefit period, in addition to health
maintenance exam
Covered - 100%
Pap Smear Screening - one per calendar year Covered - 100%
Mammography Screening - one per calendar year
includes 3D Mammography
Covered - 100%
Contraceptive Methods and Counseling Covered - 100%
Prostate Specific Antigen (PSA) screening Covered - 100%
Endoscopic Exams - one per benefit period Covered - 100%
Appendix G
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 2 of 7 R09302024 000020775716
Well Child Care
• 8 visits, birth through 12 months
• 6 visits, 13 months through 23 months
• 6 visits, 24 months through 35 months
• 2 visits, 36 months through 47 months
Visits beyond 47 months are limited to one per member per calendar year
under the health maintenance exam benefit
Covered – 100%
Immunizations – adult
• Influenza
• Pneumococcal
• Hepatitis B
• Zosters
• Chickenpox
Covered - 100%
Physician Office Services
Benefits Participating Provider
Office Visits Not Covered by BCBSM
Virtual Care - Online Medical Visits
Note: Online Medical visits by a non-BCBSM selected vendor are not covered.
Covered - 100%
Telemedicine Visits Not Covered by BCBSM
Office Consultations Not Covered by BCBSM
Pre-Surgical Consultations Not Covered by BCBSM
Emergency Medical Care
Benefits Participating Provider
Hospital Emergency Room
Qualified medical emergency Covered - 100% after $100 copay; copay waived if admitted
Non-Emergency use of the Emergency Room Covered - 100% after $100 copay; copay waived if admitted
Facility Urgent Care Services Not Covered by BCBSM
Physician Urgent Care Services Not Covered by BCBSM
Ambulance Services - Medically Necessary Transport Covered - 100%
Diagnostic Services
Benefits Participating Provider
MRI, MRA, PET and CAT Scans and Nuclear Medicine Covered - 100%
Diagnostic Tests, X-rays, Laboratory & Pathology Covered - 100%
Radiation Therapy and Chemotherapy Covered - 100%
Maternity Services Provided by a Physician
Benefits Participating Provider
Prenatal and Postnatal Care Visits Covered - 100%
Delivery and Nursery Care
excludes dependent children Covered - 100%
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 3 of 7 R09302024 000020775716
Hospital Care
Benefits Participating Provider
Semi-Private Room, Inpatient Physician Care, General Nursing Care, Hospital
Services and Supplies Covered - 100%
Inpatient Medical Care Covered - 100%
Alternatives to Hospital Care
Benefits Participating Provider
Hospice Care
Inpatient - limited to a lifetime maximum of 30 days
Outpatient - limited to lifetime maximum of 25 days (Equivalent to $5,000
lifetime maximum)
Covered - 100%
Home Health Care
Limited to a maximum of 100 visits per calendar year Covered - 100%
Skilled Nursing
Limited to 100 days per calendar year Covered - 100%
Surgical Services
Benefits Participating Provider
Surgery (includes related surgical services) Covered - 100%
Bariatric Surgery Covered - 100%
Sterilization - male reproductive organs
excludes reversal sterilization Covered - 100%
Sterilization - female reproductive organs
excludes reversal sterilization Covered - 100%
Expanded Abortion Services
Note: Abortions are not covered if rendered in a location where abortions are
not legal.
Covered - 100%
Human Organ Transplants
Benefits Participating Provider
Specified Organ Transplants
In designated facilities only, when coordinated through BCBSM Human Organ
Transplant Program (800-242-3504)
Covered - 100%
Kidney, Cornea, Bone Marrow and Skin Covered - 100%
Behavioral Health Services (Mental Health and Substance Use Disorder)
Benefits Participating Provider
Inpatient Mental Health Care and Substance Use Disorder Treatment Covered - 100%
Outpatient Mental Health Care and Substance Use Disorder Treatment
(excluding office visits) Covered - 100%
Virtual Care - Online Mental Health Visits
Note: Online Mental Health visits by a non-BCBSM selected vendor are not
covered.
Covered - 100%
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 4 of 7 R09302024 000020775716
Autism Spectrum Disorders, Diagnoses and Treatment
Benefits Participating Provider
Applied Behavior Analysis (ABA)
Pre-authorization required
Note: Prior to seeking ABA treatment, the member must be evaluated by an
interdisciplinary team including, but not limited to, a physician, behavioral health
specialist, and a speech and language specialist for the services to be
authorized. This interdisciplinary evaluation can be performed at an approved
autism evaluation center (AAEC).
Covered - 100%
Physical, Occupational and Speech Therapy
Physical, Occupational and Speech therapy with an autism diagnosis is
unlimited
Covered - 100%
Nutritional Counseling Covered - 100%
Other Covered Services
Benefits Participating Provider
Cardiac Rehabilitation Covered - 100%
Chiropractic Spinal Manipulation Services Not Covered by BCBSM
Durable Medical Equipment Covered - 100%
Prosthetic and Orthotic Devices Covered - 100%
Private Duty Nursing Care Covered - 100%
Allergy Testing and Therapy Covered - 100%
Therapy Services
Benefits Participating Provider
Physical, Occupational and Speech Therapy
Physical Therapy and Speech Therapy – limited to a combined $1,900 per
calendar year dollar maximum
Occupational – limited to a maximum of $1,900 per calendar year dollar
maximum (not combined with Physical Therapy and Speech Therapy)
Covered - 100%
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 5 of 7 R09302024 000020775716
County of Oakland
Group Number: 71872 Package Code(s): 060 - Draft
Division Code(s): 4000, 4100
Hearing Care Coverage
Effective Date: 01/01/2025
Benefits-at-a-glance
This is intended as an easy-to-read summary and provides only a general overview of your benefits. It is not a contract. Additional limitations and
exclusions may apply. Payment amounts are based on BCBSM's approved amount, less any applicable deductible and/or copay. If there is a
discrepancy between this Benefits-at-a-Glance and any applicable plan document, the plan document will control.
BCBSM provides administrative claims services only. Your employer or plan sponsor is financially responsible for claims.
Benefits Participating and Non-Participating Provider
Frequency Limitation Once every 36 months
Audiometric Exam Covered - 100% by BCBSM
Hearing Aid Evaluation Covered - 100% by BCBSM
Hearing Aid
Benefit Maximum
Member may be responsible for the difference in cost between our
approved amount and the charge of the hearing aid.
Covered - 100% by BCBSM
Hearing Aid Maximum $2,000 per ear
Total Hearing Aid Maximum $3,000
Hearing Aid Conformity Test Covered - 100% by BCBSM
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 6 of 7 R09302024 000020775716
County of Oakland
Group Number: 71872 Package Code(s): 060 - Draft
Division Code(s): 4000, 4100
Prescription Drugs
Effective Date: 01/01/2025
Benefits-at-a-glance
This is intended as an easy-to-read summary and provides only a general overview of your benefits. It is not a contract. Additional limitations and
exclusions may apply. Payment amounts are based on BCBSM's approved amount, less any applicable deductible and/or copay. If there is a
discrepancy between this Benefits-at-a-Glance and any applicable plan document, the plan document will control.
BCBSM provides administrative claims services only. Your employer or plan sponsor is financially responsible for claims.
Your prescription drug copays, including mail order copays, may be subject to the same annual out-of-pocket maximum required under your medical
coverage.
Prescription drug plan will cover drugs on the Custom PPO Drug List, which is available at bcbsm.com/customdruglist
Member's responsibility (copays and coinsurance amounts)
Benefits Coverage
Out of Pocket Maximum $3,775 per member
$5,550 per family
Retail - 30-day supply $10 copay - Generic drugs
$30 copay - Preferred brand drugs
$50 copay - Non-Preferred brand drugs
Prescriptions and refills obtained from a non-network pharmacy are
reimbursed at 75% of the approved amount, less the member’s copay.
Retail and Mail Order - 90-day supply $10 copay - Generic drugs
$30 copay - Preferred brand drugs
$50 copay - Non-Preferred brand drugs
Specialty Drugs
Retail 30-day:
$10 copay - Generic drugs
$30 copay - Preferred brand drugs
$50 copay - Non-Preferred brand drugs
Retail 90-day:
$10 copay - Generic drugs
$30 copay - Preferred brand drugs
$50 copay - Non-Preferred brand drugs
Members are restricted to a 30-day supply and certain specialty drugs
are limited to only a 15-day supply for each fill.
Adult and childhood select preventive immunizations as recommended by the
USPSTF, ACIP, HRSA or other sources as recognized by BCBSM that are in
compliance with the provisions of the PPACA
Covered - 100%
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 7 of 7 R09302024 000020775716
Oral and Injectable Contraceptives
Retail and Mail Order Covered - 100% for Generic and Select Brand name drugs; other
Brand name drugs are subject to the applicable copay/coinsurance
Additional Services
Smoking Cessation Drugs Covered
Weight Loss Drugs Covered
Impotency Drugs Covered
Infertility Drugs Not Covered
Diabetic Supplies Select diabetic supplies and devices are covered when prescribed by a
physician or other professional provider licensed to prescribe it. Select
diabetic supplies and devices include: Glucometers, Continuous
Glucose Monitors and Sensors, Insulin Delivery Monitors, Test Strips
and Lancets and Insulin Delivery Reservoirs.
• Diabetic supplies will be subject to your preferred brand - name drug
and/or nonpreferred brand-name drugs cost-share requirement.
• “Preferred” devices will be covered at 100% of our approved amount.
“Nonpreferred” devices will be subject to your nonpreferred brand-
name drugs cost-share requirement.
• If you receive diabetic supplies and devices paid by your BCBSM
medical plan, your BCBSM prescription drug plan will not pay for the
same diabetic supplies.
Features of your prescription drug plan
Prior authorization/step therapy A process that requires a physician to obtain approval from BCBSM before select prescription drugs (drugs
identified by BCBSM as requiring prior authorization) will be covered. Step Therapy, an initial step in the Prior
Authorization process, applies criteria to select drugs to determine if a less costly prescription drug may be used for
the same drug therapy. This also applies to mail order drugs. Claims that do not meet Step Therapy criteria require
prior authorization. Details about which drugs require Prior Authorization or Step Therapy are available online at
bcbsm.com/pharmacy.
Maximum allowable cost drugs When you receive a generic maximum allowable cost (MAC) drug from an in-network pharmacy, you pay your cost
share as noted in your coverage.
However, if you request a brand-name drug and the prescriber did not write “Dispense as Written” or “DAW” on the
prescription, you must pay the difference between the maximum allowable cost and the Blue Cross Blue Shield of
Michigan approved amount for the brand-name drug, plus your copayment.
If the prescriber wrote "Dispense as Written" or "DAW" on the prescription, we will pay the pharmacy the approved
amount for the brand-name drug, after deduction of your copayment.
SIXTH JUDICIAL CIRCUIT COURT
EMPLOYEE PERFORMANCE DEVELOPMENT PROGRAM
Employee: Unit:
Title: Supervisor:
Emp. ID#: Supervisor Title:
Anniversary Date: Date of Review:
Annual Review Year: Merit Review Step:
AGENDA Check box
when complete
Discuss employee’s performance in providing responsive courteous and
reliable service to the public and to co-workers.
Discuss employee’s performance in areas of primary responsibilities in the
past year.
Discuss the importance of protecting the confidentiality of court documents
and information.
Discuss employee’s strengths/areas of growth in performance factors (see
pg. 2 for examples). Other factors may be specific to your division.
Discuss employee’s history of cooperation with supervisory personnel and
employee’s willingness to keep his/her supervisor informed of problems.
Discuss employee’s dependability in terms of attendance and punctuality.
Discuss employee’s ability to handle duties in an organized fashion.
Discuss any concerns with time management.
Discuss goals the employee has for the next year. Identify training or
development opportunities that may be available to support those goals.
Discuss suggestions the employee has for improving the performance of
the division or team as a whole.
Supervisor comments:
Employee comments:
Employee meets or exceeds current expectations:
Yes No
If no, identify specific corrective actions and target completion and interim monitoring dates.
Attach a separate document
Employee signature: ________________________________ Date: ________________
Supervisor signature: _______________________________ Date: ________________
Division Manager or Designee Initials: ___________
Additional Comments:
Appendix H
Performance Factors
The following are examples of general performance factors that may be considered during
performance discussions. Other factors that are specific to your unit may also be discussed.
Su
c
c
e
s
s
o
f
t
h
e
C
o
u
r
t
Teamwork
Cooperation
Customer service
Creativity
Innovation
Self-delegating
Flexible/adapts to change
Visionary
Leadership/takes initiative
Re
l
a
t
i
o
n
s
h
i
p
s
w
i
t
h
Co
-
w
o
r
k
e
r
s
Respects others
Interpersonal skills
Respects diversity
Honest
Builds trust
Recognizes achievements of others
Understands other perspectives
Resolves conflict
Positive attitude
Ef
f
e
c
t
i
v
e
n
e
s
s
Planning/organizational skills
Problem solving/uses good judgment
Effective decision-making
Responsible
Results oriented
Communication skills
Dependable
Good organizational knowledge
Productive
Additional Factors to Consider with Supervisors
Coaches/counsels/evaluates staff
Identifies areas for development opportunities
Encourages teamwork and group achievement
Leads change
Supports staff
Supports diversity goals
Understands diversity issues and creates supportive environment
Sixth Judicial Circuit Court Employee Performance Development Program Revised October 2023
Vaccine Type Series Type Per Dose Fee Doses in Series
COVID - Moderna Child $125 2 doses (6 mths - 4 yrs) 1 dose (≥ 5 yrs)
COVID - Moderna Adult $127 1 dose
COVID - Pfizer Infant $56 3 doses (6 mths - 4 yrs)
COVID - Pfizer Child $75 1 dose (≥ 5 yrs)
COVID - Pfizer Adult $116 1 dose
COVID - Novavax 12 yrs and older $130 1 dose
DTaP Child $27 4 doses
DTaP-IPV Child $56 1 dose
DTaP-HepB-IPV Child $87 3 doses
DTap-HIB-IPV Child $100 4 doses
FLU Adult/Child $18 1 per year
FLU - Senior Adult $61 1 per year
Hepatitis A Child $35 2 doses
Hepatitis A Adult $75 2 doses
Hepatitis B Child $26 3 doses
Hepatitis B Adult $63 3 doses
Hepatitis B (Heplisav) Adult $101 2 doses
Hepatitis A/Hepatitis B Adult $114 3 doses
HIB Adult/Child $27 3 doses
Human Papilloma Virus (HPV9) Adult/Child $253 3 doses
IPV Child $36 4 doses
Meningococcal B (Bexsero)Adult/Child $199 2 doses
Meningococcal B (Trumenba)Adult/Child $151 3 doses
Meningococcal (MCV40) Adult/Child $140 1 or 2 doses
Measles/Mumps/Rubella (MMR)Adult/Child $76 2 doses
Pneumonia (PCV13) Child $211 4 doses
Pneumonia (PCV20) Adult $237 1 dose
Pneumonia (PPSV23)Adult/Child $110 1 dose
Rotavirus (RV5)Child $88 3 doses
Tetanus/Diphtheria (Td) Adult/Child $22 Per dose
Tetanus/Diphtheria/Pertussis (Tdap) Adult/Child $43 Per dose
Shingles Vaccine (Shingrix) Adult $173 2 doses
Varicella Adult/Child $151 2 doses
Vaxelis Child $127 3 doses
Effective October 1, 2023
Vaccines • $7 Administration Fee Per Vaccine
All Other Services • $5 Clinic Visit Fee
Test Type Type Per Test Fee
TB Skin Test Adult/Child $8
TSpot Adult/Child $56
The Oakland County Health Division will not deny participation in its
programs based on race, sex, religion, national origin,age or disability. State and federal eligibility requirements apply for certain programs.
I:\Health\HPS\Health Ed2\Clinic Fees
PAYMENT OPTIONS INCLUDE CASH, ALL MAJOR CREDIT CARDS, MEDICARE AND/OR MEDICAID AND SOME OTHER INSURANCES
If you have insurance, check with your provider for possible benefit coverage.Please bring picture identification and all insurance cards.
Credit card fees apply. All fees are non-refundable.
No one will be denied access to services due to inability to pay; there is a discounted/sliding fee schedule available.
Notice - Revised Clinic feesNotice - Revised Clinic fees
Appendix I
Appendix J
MISGELLANEOUS RESOLUTION ,#18418 .December 6,2018
BY:Commissioner Robert Hoffman,Chairperson,HumanResources Committee
IN RE:RETIREMENT AND DEFERRED COMPENSATION BOARD —AMENDING THE RETIREMENT
PLAN DOCUMENTS AND.STATING THE COMPOSITION AND QUALIFICATIONS OF THE OAKLAND
COUNTY RETIREMENT AND DEFERRED COMPENSATION BOARD
To the Oakland County Board of Commissioners.
Chairperson,Ladies and Gentlemen:
WHEREASthe Oakland County Employees Retirement System was established on January 1,1946 under
the authority of Section 12a of Act No.156,Public Acts of 1851 (M.C.L.§46.12a,M.S.A.5-333(1),(as
amended,“Retirement System”);and
WHEREASunder the authority of Public Law 95-600 Revenue Act of 1978,Oakland County established a
Deferred Compensation Plan for eligible employees effective May 4,1978 per MR#8898;and
WHEREASthe Board of Commissioners with the adoption of Miscellaneous Resolution #10079 on April
22,2010,mérged the boards:of the Oakland County retirement programs;and
WHEREAS The Retirement System is governed by the Oakland County Retirement and Deferred
Compensation Board ("Retirement Board”);and
WHEREASthe Board of Commissioners is removing the composition of the board from the plan documents
and instead stating it through resolution;and
WHEREASthe plan documents will reference this resolution as the composition of the board;and
WHEREAS the Oakland County Board of Commissioners identifies the need to amend:Article 14,Section
14.2 of the.Defined Contribution (DC)Plan;Section 41.of the Defined Benefit (DB)Plan;and Article 1l,
Section 2.5 of the Deferred Compensation 457b Plan.
NOW THEREFORE BE IT RESOLVED that the Board of Commissioners hereby authorizes an.amendment
to Article 14,Section 14.2 of the Defined Contribution (DC)Plan;Section 41.of the Defined Benefit (DB)
Plan;and.Article ll,Section 2.5 of the Deferred Compensation 457b Plan to remove the composition of the
board from the plan documents and instead state it through resolution,
BE IT FURTHER RESOLVED the composition of the Retirement and Deferred Compensation Board
include the following members and qualifications:
{a}The chairperson of the Board of County Commissioners or designee by virtue of that office;
(b)The County Executive or designee by virtue-of that office;
(c)The chairperson of the County Finance Committee or designee by virtue of that office;
(d)The County Treasurer or designee by virtue.of that office;
(e)A citizen,who is an efector in Oakland County,who is not eligible for Membership in the
Retirement System or benefits under the Retirement System and who does not hold any other
office or appointment with the.County,to be selected by the Board of County Commissioners
upon recommendation of the Retirement Board;
(f}Three employee membersofthe Retirement System who are notelected officials,to be elected
by employee Members of the Retirement System.The three members shall.be from different
County departments;
(g)A retired Member of the Retirement System to be elected by the retired Members of the
Retirement System.
BE IT FURTHER RESOLVED.-thatthe Retirement Board shall establish rules and regulations for elections
required.by subparagraphs (f)and (g)and shall establish by-laws for the efficient administration of the
board.
Chairperson,on behalf of the Human Resources Committee,|move the adoption of the foregoing
resolution.
Commissidrer Robert Hoffredn/District #2
Chairperson,Human Resources Committee
HUMAN RESOURCES COMMITTEE VOTE:
Motion carried unanimously on roll call vote.
Appendix K
Resolution #18418 December 6,2018
Moved by Kochenderfer supported by Bowman theresolutions (with fiscal notes attached)on the amended
Consent Agenda be adopted (with accompanying reports being accepted).
AYES:Crawford,Gershenson,Gingell,Hoffman,Jackson,Kochenderfer,Kowall,McGillivray,
Middleton,Quarles,Spisz,Taub,Tietz,Weipert,Woodward,Zack,Berman,Bowman.(18)
NAYS:None.(0)
A sufficient majority having voted in favor,the resolutions (with fiscal notes attached)on the amended
Consent Agenda were adopted (with accompanying reports being accepted).
THEREBY APPROVECHIEFDEPUTYCOUNTY EXECUTIVEACTINGPURSUANTTOMCL45.6594 (7)
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
1,Lisa Brown,Clerk of the County of Oakland,do hereby certify that {he foregoing resolution is a true and
accurate copy of a resolution adopted by the Oakland.County Board of Commissioners on December 6,
2018,with the original record thereof now remaining in myoffice,
In Testimony Whereof,|have hereunto set my hand and affixed the seal of the County of Oakland at
Pontiac,Michigan this 6"day of December,2018.
Lisa Brown,Oakland County
Commissioners Minutes Continued.June 14,2007
B.In addition to the authority herein expressly granted to the County
Treasurer and the County Executive,the County Treasurer and the
County Executive are hereby authorized and directed to do all things and
take all actions necessary or desirable to consummate the other
transactions contemplated by this ordinance.
Section 14.Severability.
If any provision of this ordinance is held invalid,the invalidity does not affect
other provisions that can be given effect without the invalid provision.
Section 15.Effective Date.
This ordinance shall become effective upon adoption by the Board of
Commissioners and approval by the County Executive.
Chairperson,on behalf of the Finance Committee,|move the adoption of the foregoing ordinance.
FINANCE COMMITTEE
Copy of Certification,Appendix A 2007 Oakland County Retiree Medical Benefits Contract,Trust
AgreementEstablishing 2007 Oakland County Retiree Medical Benefits Funding Trust,Appendix A Form
of Certificate,Appendix C,Appendix D,Appendix E,Appendix F,and Exhibit |on file in County Clerk's
office.
Moved by Rogers supported by Woodward the resolution be adopted.
AYES:Crawford,Douglas,Gershenson,Gingell,Gosselin,Gregory,Greimel,Hatchett,
Jacobsen,Kowall,Long,Middleton,Nash,Potter,Potts,Rogers,Scott,Spector,Suarez,
Woodward,Zack,Bullard,Burns,Coulter.(24)
NAYS:None.(0)
A sufficient majority having voted in favor,the resolution was adopted.
MISCELLANEOUS RESOLUTION #07147
BY:Finance Committee,Mike Rogers,Chairperson
IN RE:RESOLUTION APPROVING THE 2007 OAKLAND COUNTY INTERMEDIATE RETIREE
MEDICAL BENEFITS TRUST AGREEMENT BETWEEN THE COUNTY AND THE TRUSTEES
DESCRIBED THEREIN,ESTABLISHING THE 2007 OAKLAND COUNTY INTERMEDIATE RETIREE
MEDICAL BENEFITS TRUST
To the Oakland County Board of Commissioners
Chairperson,Ladies and Gentlemen:
WHEREASthe County of Oakland,Michigan (the “County’)provides post-retirement medical benefits to
eligible retirees and/or their spouses and eligible dependents,as provided by the Oakland County Merit
System and its policies and County-sponsored retiree medical benefit plans (the “Retiree Medical
Benefits”);and
WHEREASas permitted by Federal and State laws the County established the Oakland County VEBA
(the "VEBATrust")as documented by the Oakland County VEBA Trust Agreementeffective as of October
1,2000,between the County and the Trustees described therein (or their successors)(the “VEBA
Trustees”),as amended,for the purposes of accumulating the funds needed to pay for Retiree Medical
Benefits and receiving contributions for that purpose from the County and its employees;and
WHEREASpursuant to an enabling ordinance enacted by the Oakland County Board of Commissioners
on June 14,2007 (the “Funding Ordinance”)authorizing an alternate funding mechanism for the County
to fulfill its obligations to provide for funding a specified amount of the County's estimated unfunded
accrued actuarial liabilities for Retiree Medical Benefits (the “Designated Liabilities”)over a period ending
April 1,2027 (the “Funding Period”),the County desires to establish an intermediate trust to irrevocably
receive a certain amount ofthe net proceeds (the “Funding Proceeds”)from the sale by the 2007 Oakland
County Retiree Medical Benefits Funding Trust (the “Funding Trust”)of its Taxable Certificates of
Participation,Series 2007 (the “Certificates”)and to hold,invest and distribute the Intermediate Trust (as
defined below)assets,all in accordance with the Intermediate Trust Agreement attached hereto as
Appendix A,as it may be amended in accordance with its terms;and
283
Commissioners Minutes Continued.June 14,2007
WHEREASit is the intent of the County to create hereby an irrevocable grantor trust which is an integral
part of the County (the “Intermediate Trust’)to receive and hold in trust the Funding Proceeds and to
distribute the Funding Proceeds and investment earnings thereon in specified amounts at scheduled
intervals during the Funding Period to the VEBA Trust,to be used by the VEBA Trust to pay for the
Retiree Medical Benefits.
NOW THEREFORE BE IT RESOLVED by the Board of Commissioners of The County of Oakland,
Michigan,as follows:
Te
2.
3.
There is hereby created the 2007 Oakland County Intermediate Retiree Medical Benefits
Trust (the “Intermediate Trust’).
The 2007 Oakland County Intermediate Retiree Medical Benefits Trust Agreement
attached hereto as Appendix A (the “Intermediate Trust Agreement’)is hereby approved.
The initial Trustees of the Intermediate Trust shall be the same persons who are the
Commissioners of the Oakland County Employees Retirement System,as designated by
the Oakland County Board of Commissioners.
All withdrawals from the Intermediate Trust's funds shall be solely for the payment of
Retiree Medical Benefits and administrative expenses of the Intermediate Trust.
The persons who are eligible to have health care benefits paid by the Intermediate Trust
are those current retirees and active employees of the County who are now eligible or
who will become eligible for Retiree Medical Benefits.
The Intermediate Trust and the funds therein will be established on an actuarial basis.
The Oakland County Executive or any Deputy County Executive,acting on behalf of the
County Executive,or any one or more of them,and each of them is,at any time hereafter
and without further action by or authority or direction from the Board of Commissioners of
the County,authorized to execute (by manual or facsimile signature)and deliver the
Intermediate Trust Agreement in substantially the form presented at this meeting,
including such changes in or additions to such form (including,but not limited to,
completing any blanks therein)as the officials executing the same may determine to be
necessary or advisable,and that the execution of the Intermediate Trust Agreement by
such officials on behalf of this County shall be conclusive evidence of their determination
in that respect.
The Oakland County Executive or any Deputy County Executive,acting on behalf of the
County Executive,or any one or more of them,and each of them is,at any time hereafter
and without further action by or authority or direction from the Board of Commissioners of
the County,authorized to execute and deliver or cause to be executed and delivered all
such other and further agreements,requests,statements,instruments and documents
and to do or cause to be done all such other and further acts and things as any such
official,attorney or agent may determine to be necessary or advisable under or in
connection with the Intermediate Trust Agreement or this resolution,and that the
execution by any such official,attorney or agent of any such agreement,request,
statement,instrument or document or the doing of any such act or thing shall be
conclusive evidence of his/her or their determination in that respect.
This resolution shall take immediate effect upon its adoption and the signature of the
Oakland County Executive indicating his approval.
Chairperson,on behalf of the Finance Committee,|approve the foregoing resolution.
FINANCE COMMITTEE
Copy of Certification and Appendix A 2007 Oakland County Intermediate Retiree Medical Benefits Trust
Agreementon file in County Clerk’s office.
284
Commissioners Minutes Continued.June 14,2007
5.Revenue from this agreement has already been included in the Fiscal Year 2007 Adopted
Budget as General-Purpose revenue;no budget amendmentis required.
FINANCE COMMITTEE
Vote on Consent Agenda:
AYES:Burns,Coulter,Crawford,Douglas,Gershenson,Gingell,Gosselin,Gregory,Greimel,
Hatchett,Jacobsen,Kowall,Long,Middleton,Nash,Potts,Rogers,Scott,Spector,Suarez,
Woodward,Zack,Bullard.(23)
NAYS:None.(0)
A sufficient majority having voted in favor,the resolutions (with fiscal notes attached)on the amended
Consent Agenda,were adopted.
MISCELLANEOUS RESOLUTION #07145 —(ORDINANCE #27)
BY:Finance Committee,Mike Rogers,Chairperson
IN RE:AN ORDINANCE TO CONFIRM AND RESTATE OAKLAND COUNTY’S EXISTING
CONTRACTUAL OBLIGATIONS TO PROVIDE FOR MEDICAL BENEFITS FOR CERTAIN RETIRED
COUNTY EMPLOYEES AND THEIR ELIGIBLE DEPENDENTS
To the Oakland County Board of Commissioners
Chairperson,Ladies and Gentlemen:
The County of Oakland Ordains:
Section 1.
Section 2.
Section 3.
Title of ordinance.
This ordinance shall be known and may be cited as the Retiree Medical Benefits
Contractual Obligations Ordinance.
Intent and purpose.
The Oakland County Board of Commissioners is empowered by statute to
provide group health care benefits for County retirees and their dependents
(“retiree medical benefits”)and has done so since 1965.The County's
longstanding contractual obligations to provide retiree medical benefits to eligible
retired and active employees of the County are documented in contracts,
resolutions,booklets and other documents and written communications available
to County active and retired employees,but not collectively in one place.The
intent and purpose of this ordinance are to provide a clear,comprehensive
confirmation,reaffirmation and restatement of the County's contractual
obligations to provide retiree medical benefits,as befits these important County
obligations.
History of the County’s obligations for retiree medical benefits.
A.The County has provided retiree medical benefits to eligible County
retirees and their dependents continuously since 1965.In a 1987
resolution,the Oakland County Board of Commissioners recognized that
the established rights of eligible County retirees and employees to
receive retiree medical benefits should not be subject to repudiation by
future Boards of Commissioners and determined that it would be a
“prudentfiscal policy to actuarially accrue and fund the liability for these
vested future health care benefit payments.”Accordingly,in 1987,the
County established a system of two trusts to fund its retiree medical
benefits obligations.For the same purpose,the County established a
voluntary employees benefit association trust (“VEBA trust”)under
Section 501(c)(9)of the Internal Revenue Code in 2000 to replace the
prior two trusts as a vehicle for funding its obligation to provide retiree
medical benefits.At significant expense,the County has funded this
ongoing,long-term liability continually since 1987.
274
Commissioners Minutes Continued.June 14,2007
B.Since their inception,these legally binding County contractual obligations
for current and future retiree medical benefits have been expressly
subject to the County's reserved right to reasonably modify from time to
time the portion of the total cost to be borne by retirees for receiving such
benefits (e.g.,co-pays and deductibles)and the scope and details of the
provided retiree medical benefits,as appropriate to comport with
evolving changes in medical research,technology,drug development,
the practice of medicine,health care delivery and the costs thereof,but
not modifications tantamount to providing less than an appropriate core
package of retiree medical benefits.At various times,accordingly,the
County has increased and/or decreased the cost of coverage to its
retirees and the scope and details of the retiree medical benefits
provided.
Throughout its long history of performing its retiree medical benefits
obligations,including currently,the County has maintained various
negotiated agreements with health care insurers,health care providers,
managed care organizations and others that specify at any given time
the medical benefits then available to County retirees and their families.
The documentation for the County's contractual obligations to provide
retiree medical benefits to eligible retired and active employees of the
County,and a chronological listing of the County's actions,practices
and continuous course of dealing in providing retiree medical benefits
since 1965,are described in Exhibit A at the end (and hereby made a
part)of this ordinance.
In recognition of the magnitude and financial significance of many
governmental employers’unfunded liabilities for retiree medical benefits,
which previously were not reported in their financial statements under
generally accepted governmental accounting principles,the Government
Accounting Standards Board has recently required that employers,such
as the County,must now report in their financial statements the
reasonably estimated true cost of their unfunded accrued actuarial
liabilities for post-employment medical benefits.This has presented an
independent,additional reason for this ordinance to bring desirable
clarity to identifying the same binding contractual commitments that the
County has always acknowledged and paid when due since their
inception and for which it has established,funded and maintained the
VEBAtrust since 2000.
Section 4.Confirming existing contractual obligations for retiree medical benefits.
A.The County Board of Commissioners hereby confirms,reaffirms and
restates the County's existing contractual obligations to provide retiree
medical benefits to eligible retired and active County employees and
their dependents,and acknowledges and agrees that these are binding
contractual obligations of the Countyto eligible retired and active County
employees and their dependents that future County Boards of
Commissioners cannot repudiate.
The retired and the currently active County employees who are eligible to
receive County-provided retiree medical benefits are described in Exhibit
B at the end (and hereby made part)of this ordinance.They perform
their side of the County's contractual commitments to provide retiree
medical benefits to them and their dependents by providing their services
to the County as its employees and by meeting the applicable age and
length-of-service criteria described in Exhibit B.
275
Commissioners Minutes Continued.June 14,2007
Section 5.
C.The scope of benefits currently included in the County’s retiree medical
benefits program (“RMB program”)is summarized in Exhibits C and D at
the end (and hereby made a part)of this ordinance.Such scope of
benefits shail continue to be the core package of retiree medical benefits
in the RMB program that will be provided by the County for eligible
current and future retirees in fulfillment of its existing,binding,contractual
obligations which are confirmed,reaffirmed and restated in this
ordinance;provided,that the County has the right,subject to and strictly
limited to the extent of any conflicting collective bargaining agreement
obligation,to reasonably modify from time to time the RMB program,
taking into account then prevailing customs and standards for
governmental employers reasonably comparable to the County:(1)with
respect to the amounts retirees may have to contribute to the costs of
their and their dependents’coverage (for example and withoutlimitation,
co-pays and deductibles)and the scope of coverage and range of
benefits provided,as appropriate to comport with evolving changes in
medical research,technology,drug development,the practice of
medicine,health care delivery and the costs thereof (for example and
without limitation,if developments in medical treatment and technology
allow for replacing certain services and treatments that are currently
provided with different services and treatments that are better suited to
achieve the intended clinical results),but not modifications tantamountto
providing less than an appropriate core package of retiree medical
benefits;(2)to introduce programs designed to help participants in the
RMB program better maintain their health,encourage preventive care
and better control and manage chronic conditions;and provided,further,
that any modifications by the County to the RMB program’s scope of
coverage shall maintain a level of coverage after their implementation
reasonably comparable to the level of coverage immediately prior to their
implementation;and (3}insofar as necessary so as not to violate any
Michigan statutory law that prohibits the County from providing retiree
medical benefits at the cost and scope of coverage for which the County
is contractually obligated on the date of adoption of this ordinance.
Notwithstanding anything to the contrary in this ordinance,in the event
that any other health care benefits plan,program or arrangement
becomes effective which,at no further expense to the County and with
no lapse in coverage for any retirees or their dependents,incontrovertibly
provides comparable or superior retiree medical benefits coverage in any
respect to the persons then covered under the County's RMB program,
the County's existing,binding,contractual obligations which are
confirmed,reaffirmed and restated in this ordinance may be satisfied to
that extent,in whole or in part,by such other retiree medical benefits
provided by such other plan,program or arrangement.
Dispute resolution.
In the event that any person with standing asserts that any necessary provision is
missing from the County’s contractual commitment to provide retiree medical
benefits to any eligible person,either side may require the other to submit the
reasonsfor its position,in writing,and to then enter into good faith negotiations to
attempt to agree on supplying the allegedly missing provision.If,however,they
subsequently cannot so agree,the County and such other side shall each select
one arbitrator to determine the issue.If the two arbitrators still disagree,then the
two arbitrators originally selected shall select a third arbitrator,and the decision
of the majority of the arbitrators shall be binding.
276
Commissioners Minutes Continued.June 14,2007
Section 6.
Section 7.
Section 8.
Such arbitration shall proceed in accordance with the Commercial Arbitration
Rules of the American Arbitration Association (“Rules”)insofar as such Rules are
not inconsistent with the provisions expressly set forth in the County's contractual
commitments to provide retiree medical benefits,unless the parties mutually
agree otherwise,and pursuantto the following procedures:
(i)Notice of the demand for arbitration by either side shall be filed in writing
with the other side and with the American Arbitration Association
(“Association”).Each side shall appoint an arbitrator,and those party-
appointed arbitrators shall appoint a third neutral arbitrator within 10
days.If the party-appointed arbitrators fail to appoint a third,neutral
arbitrator within 10 days,such third,neutral arbitrator shall be appointed
by the Association in accordance with the governing Rules.<A
determination by a majority of the panel shall be binding.
(ii)Reasonable discovery shall be allowed in arbitration.
(iit)All proceedings before the arbitrators shall be held in Oakland County,
Michigan,and the governing law shall be the iaw of Michigan.
(iv)The costs and fees of the arbitration shall be borne by each side to the
extent each side incurs costs and the other side shall only be asked to
share the actual administrative costs of the neutral arbitrator in
accordance with the rules of the Association.
(v)The decision rendered by the arbitrators shall be final and judgment may
be entered in accordance with applicable law and in any court having
jurisdiction thereof.
Severability.
If any provision of this ordinance is held invalid,the invalidity does not affect
other provisions that can be given effect withoutthe invalid provision.
Effective date.
This ordinance shall become effective upon adoption by the Board of
Commissioners and approval by the County Executive.
Authority to adopt ordinance.
The Oakland County Board of Commissioners is granted authority by Section 6
of Public Act No.139 of the Public Acts of Michigan of 1973,as amended,to
adopt ordinances necessary for the conduct of county business.
Chairperson,on behalf of the Finance Committee,|move the adoption of the foregoing ordinance.
FINANCE COMMITTEE
Copy of Certification,Exhibit A,Exhibit B,Medical Options Comparison Retiree (Non-Medicare),and
Delta Preferred Option Point-of-Service USA Summary of Dental Plan Benefits on file in County Clerk's
Office.
Moved by Rogers supported by Coulter the resolution be adopted.
AYES:Coulter,Crawford,Douglas,Gershenson,Gingell,Gosselin,Gregory,Greimel,Hatchett,
Jacobsen,Kowall,Long,Middleton,Nash,Potter,Potts,Rogers,Scott,Spector,Suarez,
Woodward,Zack,Bullard,Burns.(24)
NAYS:None.(0}
A sufficient majority having voted in favor,the resolution was adopted.
277
Appendix L
LIFETIME DRUG LIST TO BE SUBJECT TO STANDARD BCBS FORMULARY EFFECTIVE 1/1/2025
147 ACTIVE EMPLOYEES CURRENTLY PRESCRIBED
1.AMITIZA
2.ASPIRIN
3. BUTALBITAL/ASPIRIN/CAFFEI
4.CARVEDILOL PHOSPHATE ER
5.COSENTYX SENSOREADY PEN
6.CYCLOSPORINE
7. DESLORATADINE
8.DESONIDE
9. DEXILANT
10. DEXLANSOPRAZOLE
11. EZETIMIBE/SIMVASTATIN
12.FOLBIC
13. HUMALOG
14.HUMALOG KWIKPEN
15.INSULIN LISPRO KWIKPEN
16.LEVOCETIRIZINE DIHYDROCHL
17.MOMETASONE FUROATE
18.NORDITROPIN FLEXPRO
19.NURTEC
20.PEN NEEDLES 32GX4MM
21.PULMICORT FLEXHALER
22.QNASL
23. RESTASIS
24.RYTARY
25.TIROSINT
26.VENLAFAXINE HCL ER
27. ZENPEP
NO ACTIVE EMPLOYEES CURRENTLY PRESCRIBED
1.APIDRA SOLOSTAR
2. BUTALBITAL/ACETAMINOPHEN/
3.CANDESARTAN CILEXETIL/HYD
4.CLIMARA
5. D3
6.EASY COMFORT PEN NEEDLES
7. EDARBI
8. EDARBYCLOR
9.EVAMIST
10.IBRANCE
11.INSULIN LISPRO
12.INVOKANA
13. MENOSTAR
14.NORITATE
15.ONGLYZA
16.SPIRIVA HANDIHALER
17.TIROSINT
18.WESTAB MAX
1
PRIMARY AGREEMENT
Between the
OAKLAND COUNTY PROBATE COURT
And the
INTERNATIONAL UNION, UNITED AUTOMOBILE,
AEROSPACE AND AGRICULTURAL IMPLEMENT
WORKERS OF AMERICA (UAW), AND ITS LOCAL 889
October 1, 2024 through September 30, 2028
2
Table of Contents
Agreement -------------------------------------------------------------------------------------------------------------- 4
ArƟcle 1: RecogniƟon ------------------------------------------------------------------------------------------------ 4
ArƟcle 2: Purpose and Intent -------------------------------------------------------------------------------------- 4
ArƟcle 3: Employee Defined --------------------------------------------------------------------------------------- 5
ArƟcle 4: Departments Defined ----------------------------------------------------------------------------------- 5
ArƟcle 5: Days Defined ---------------------------------------------------------------------------------------------- 5
ArƟcle 6: Non-DiscriminaƟon -------------------------------------------------------------------------------------- 6
ArƟcle 7: Union Security -------------------------------------------------------------------------------------------- 6
ArƟcle 8: ProhibiƟon on Employer Aiding Other Unions --------------------------------------------------- 6
ArƟcle 9: Maintenance of CondiƟons --------------------------------------------------------------------------- 7
ArƟcle 10: Savings Clause------------------------------------------------------------------------------------------- 7
ArƟcle 11: Strikes and Lockouts Prohibited -------------------------------------------------------------------- 7
ArƟcle 12: Management Rights ----------------------------------------------------------------------------------- 8
ArƟcle 13: Emergency Manager ---------------------------------------------------------------------------------- 8
ArƟcle 14: RepresentaƟon and Fees and Dues----------------------------------------------------------------8
ArƟcle 15: ProbaƟonary Period --------------------------------------------------------------------------------- 10
ArƟcle 16: Union Security ---------------------------------------------------------------------------------------- 10
ArƟcle 17: Vacancies and PromoƟons ------------------------------------------------------------------------- 11
ArƟcle 18: Layoff Recall and Transfers ------------------------------------------------------------------------- 11
ArƟcle 19: Special Conferences --------------------------------------------------------------------------------- 12
ArƟcle 20: Access to Employees and FaciliƟes -------------------------------------------------------------- 13
ArƟcle 21: Union BulleƟn Boards ------------------------------------------------------------------------------- 13
ArƟcle 22: General CondiƟons ---------------------------------------------------------------------------------- 13
ArƟcle 23: Change of Address ----------------------------------------------------------------------------------- 14
ArƟcle 24: Temporary Assignment ----------------------------------------------------------------------------- 15
ArƟcle 25: AlternaƟve Work Schedules ----------------------------------------------------------------------- 15
ArƟcle 26: FlexƟme ------------------------------------------------------------------------------------------------ 16
ArƟcle 27: Compensatory Time --------------------------------------------------------------------------------- 16
ArƟcle 28: Permissible Equivalents ----------------------------------------------------------------------------- 17
ArƟcle 29: OverƟme Canvass and RotaƟon ------------------------------------------------------------------ 17
ArƟcle 30: OverƟme ----------------------------------------------------------------------------------------------- 18
ArƟcle 31: Performance Appraisal ------------------------------------------------------------------------------ 18
ArƟcle 32: Procedure for Individual CompensaƟon Review --------------------------------------------- 18
ArƟcle 33: Discipline and Discharge ---------------------------------------------------------------------------- 20
ArƟcle 34: Grievance Procedure -------------------------------------------------------------------------------- 21
ArƟcle 35: ReƟrement and Deferred CompensaƟon Board ---------------------------------------------- 26
ArƟcle 36: VEBA Board -------------------------------------------------------------------------------------------- 26
ArƟcle 37: Benefit ConsultaƟon Release ---------------------------------------------------------------------- 26
ArƟcle 38: LactaƟon Space --------------------------------------------------------------------------------------- 27
ArƟcle 39: Joint Childcare Sub-CommiƩee ------------------------------------------------------------------- 27
ArƟcle 40: Joint Safety CommiƩee ----------------------------------------------------------------------------- 27
ArƟcle 41: Drug and Alcohol TesƟng of Employees -------------------------------------------------------- 28
ArƟcle 42: Use of Technology Monitoring -------------------------------------------------------------------- 28
ArƟcle 43: Outside Contractors --------------------------------------------------------------------------------- 30
3
ArƟcle 44: Vehicle IdenƟficaƟon -------------------------------------------------------------------------------- 31
ArƟcle 45: Aƫre ---------------------------------------------------------------------------------------------------- 32
ArƟcle 46: Emergency Inclement Weather Facility Closures --------------------------------------------- 32
ArƟcle 47: Wage Rates for New ClassificaƟons -------------------------------------------------------------- 32
ArƟcle 48: Wage and Increment Schedule ------------------------------------------------------------------- 33
ArƟcle 49: Eligibility for Employee Benefits ------------------------------------------------------------------ 33
ArƟcle 50: AdopƟon by Reference of Relevant ResoluƟons and Personnel Policies --------------- 33
ArƟcle 51: Social Security and Medicare ---------------------------------------------------------------------- 33
ArƟcle 52: Hazard Pay --------------------------------------------------------------------------------------------- 34
ArƟcle 53: ReƟree Insurance ------------------------------------------------------------------------------------- 34
ArƟcle 54: Annual Leave ------------------------------------------------------------------------------------------ 34
ArƟcle 55: Trainings and CerƟficaƟons ------------------------------------------------------------------------ 35
ArƟcle 56: VaccinaƟons and TesƟng --------------------------------------------------------------------------- 35
ArƟcle 57: General Salary Increase ----------------------------------------------------------------------------- 36
ArƟcle 58: Steps and Merit Maximum IncenƟve ------------------------------------------------------------ 36
ArƟcle 59: ReƟrement --------------------------------------------------------------------------------------------- 37
ArƟcle 60: Wellness IncenƟve ----------------------------------------------------------------------------------- 38
ArƟcle 61: Insurance ----------------------------------------------------------------------------------------------- 38
ArƟcle 62: Personal Leave ---------------------------------------------------------------------------------------- 39
ArƟcle 63: Holidays ------------------------------------------------------------------------------------------------- 39
ArƟcle 64: Parental Leave ---------------------------------------------------------------------------------------- 39
ArƟcle 65: Death Leave ------------------------------------------------------------------------------------------- 40
ArƟcle 66: Requests for use of Leave -------------------------------------------------------------------------- 40
ArƟcle 67: Annual Leave Buyback ------------------------------------------------------------------------------ 41
ArƟcle 68: Reimbursement for Mileage Expenses ---------------------------------------------------------- 41
ArƟcle 69: Employer Provided Parking ------------------------------------------------------------------------ 42
ArƟcle 70: RepresentaƟon --------------------------------------------------------------------------------------- 42
ArƟcle 71: Hybrid and Remote Work -------------------------------------------------------------------------- 43
ArƟcle 72: RetroacƟvity ------------------------------------------------------------------------------------------- 48
ArƟcle 73: Card Check RecogniƟon ---------------------------------------------------------------------------- 48
ArƟcle 74: TerminaƟon or ModificaƟon----------------------------------------------------------------------- 50
Appendix A: Wages and Wage Increment Schedule
Appendix B: Medical Plan OpƟons Comparison
Appendix C: Dental Plan OpƟons Comparison
Appendix D: Vision Plan OpƟons Comparison
Appendix E: ReƟree Health Care Eligibility
Appendix F: ReƟree Medical OpƟons Comparison (Non-Medicare)
Appendix G: ReƟree Medical OpƟon (Medicare Supplemental Plan)
Appendix H: Performance Appraisal Form
Appendix I: Clinic Fees
Appendix J: Miscellaneous ResoluƟon #00210
Appendix K: Miscellaneous ResoluƟon #18418
Appendix L: Grandfathered Drug Formulary Changes
4
Agreement
This Agreement entered into on the _______ day of ______________, 2024 between the Oakland
County Probate Court, hereinafter referred to as the “Employer”, and International Union, United
Automobile, Aerospace and Agricultural Implement Workers of America (UAW), and its Local 889,
hereinafter referred to as the “Union”, or “Employee”, 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 Article
and the Supplemental Agreements shall be a part of this Master Agreement as though set forth
herein.
Article 1
Recognition
1.1 Pursuant to and in accordance with all applicable provisions of 336 of the Public Acts of
1947 and Act 379 of the Public Acts of 1965, as amended, the Employer does hereby
recognize the Union as the sole and exclusive representative for the purpose of collective
bargaining with respect to wages, hours and other terms and conditions of employment
for the term of this Agreement for all employees described below provided it is agreed
and understood that the Employer 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 employees of the following bargaining units, except as excluded in section
1.3:
BU80 – Probate Court Supervisory
BU81 – Probate Court Non-Supervisory
1.3 The following classifications shall be exempt from Union membership and collective
bargaining:
All elected and appointed officials of the Probate Court.
Article 2
Purpose and Intent
2.1 The purpose of this Agreement is to provide a procedure for orderly and good faith
collective bargaining between the parties, to secure prompt and fair disposition of
grievances or complaints, 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 Union.
5
2.2 The Employer and the Union encourage to the fullest degree friendly and cooperative
relations between the respective representatives at all levels and among all the
employees.
Article 3
Employee Defined
3.1 The terms “employee” and “employees” when used in this Agreement shall refer to and
include only those full-time employees who are employed by the Employer in the
collective bargaining units described herein.
Article 4
Departments Defined
4.1 For purposes of this Agreement, “Department(s)” shall mean any department of the
Employer and offices of statutory and constitutional officers of the Employer.
Article 5
Days Defined
5.1 The term “days”, unless otherwise specified in this agreement, shall mean consecutive
calendar days, including Saturdays, Sundays, and Employer recognized holidays. If a
deadline falls on a Saturday, Sunday or recognized holiday it shall move to the next
succeeding business day.
5.2 The term “business days”, unless otherwise specified in this agreement, shall mean days
except for Saturdays, Sundays, and Employer recognized holidays.
5.3 A “day” and “business day” shall begin at 12:00 am and end at 11:59 pm. Any filing,
submission, notice, or other correspondence between the Union and Employer is not
restricted by the operating hours of the Employer and may be submitted by 11:59 pm of
a business day and be deemed filed on that day.
5.4 Computation of time. In computing a period of time prescribed or allowed by this
agreement, the following rules apply: (1) The day of the act, event, or default after which
the designated period of time begins to run is not included. The last day of the period is
included, unless it is a Saturday, Sunday, or Employer recognized holiday, in that event
the period runs until the end of the next day that is not a Saturday, Sunday, or Employer
recognized holiday, (2) If a period is measured by a number of weeks, the last day of the
period is the same day of the week as the day on which the period began. (3) If a period
is measured by months or years, the last day of the period is the same day of the month
as the day on which the period began. If what would otherwise be the final month does
not include that day, the last day of the period is the last day of that month. For example,
“2 months” after January 31 is March 31, and “3 months” after January 31 is April 30.
6
Article 6
Non-Discrimination
6.1 The parties recognize that the Employer is legally and morally obligated to guarantee all
Employees a fair and equal opportunity, and to these ends agree that no Employee 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, disability, height, weight, marital status, national origin, creed, union
affiliation, political affiliation and any other protected criteria under any federal or, state
law or Employer policy.
Article 7
Union Security
7.1 The Employer and Union acknowledge that current legal authority prevents the provisions
in this Article from taking legal effect. If the current legal authority changes or is modified
to allow any provisions in this Article to take legal effect, then the provisions in this Article
that are legally permitted to take effect shall take immediate effect.
7.2 Any Employee who is a member of the Union in good standing on the effective date of
this Agreement shall, as a condition of continued employment, maintain membership in
the Union.
7.3 Any Employee who is not a member of the Union in good standing on the effective date
of this agreement shall, within 30 days after such date or on the 31st day following the
beginning of employment, as a condition of employment, become a member and
maintain membership in the Union.
7.4 The Union shall accept into membership each employee covered by this agreement who
pays to the Union the dues and initiation fees uniformly required by the Union’s
constitution.
Article 8
Prohibition on Employer Aiding Other Unions
8.1 The Employer is prohibited from providing any form of assistance, whether direct or
indirect, to any labor organization, union, or group not recognized as the exclusive
bargaining representative of the employees within the bargaining unit.
8.2 Prohibited assistance includes, but is not limited to:
8.2.1 Financial contributions or donations to another union.
8.2.2 Distribution of literature, materials, or information promoting another union.
8.2.3 Public declarations of support for another union, including via Employer
communication channels or platforms.
7
8.3 The Union reserves the right to take appropriate actions if the Employer is found to be in
violation of this Article. Such actions may include filing grievances, seeking mediation, or
pursuing legal remedies.
8.4 The Employer agrees to cooperate fully with any investigations conducted by the Union
regarding potential violations of this Article.
8.5 Both parties acknowledge the importance of maintaining the exclusive bargaining
relationship and agree to uphold the provisions of this Article in good faith.
8.6 The Employer and the Union will work together to ensure that all employees and
management are aware of and comply with the restrictions outlined in this Article.
8.7 This prohibition does not apply to activities that are expressly protected by federal or
state labor laws.
Article 9
Maintenance of Conditions
9.1 Wages, benefits, hours, and conditions of employment legally in effect at the execution
of this Agreement shall, except as modified by this Agreement to the benefit of Employees
or Union, be maintained during the term of this Agreement. No employee shall suffer a
reduction in such wages, benefits, hours, or conditions of employment as a consequence
of this Agreement.
Article 10
Savings Clause
10.1 The Union recognizes the right and duty of the Employer to operate and manage its affairs
in accordance with the Michigan Constitution and statutes.
10.2 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.
10.3 In the event that a part of this Agreement is rendered or decreed invalid in the manner
described above, the parties agree to meet and discuss the impact, if any, such
determination(s) may have on administering the provisions of the Agreement.
ArƟcle 11
Strikes and Lockouts Prohibited
11.1 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.
8
11.2 Under no circumstances will the Union cause or authorize its members to take part in any
strike, sit-down, stay-in, or slowdown.
11.3 The Employer agrees that it shall not lock out the employees covered by this agreement
or supplemental agreements.
Article 12
Management Rights
12.1 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. All of
such rights, except as expressly modified or limited by this agreement, are vested
exclusively in the Employer.
Article 13
Emergency Manager
13.1 An Emergency Manager appointed under the Local Financial Stability and Choice Act may
reject, modify or terminate this collective bargaining agreement as provided within the
Local Financial Stability and Choice Act 2012 PA 436, MCL 141.1541 to 141.1575.
Article 14
Representation and Fees and Dues
14.1 To the extent that the laws of the State of Michigan permit, it is agreed that:
14.2 During the life of this agreement, the Employer agrees to deduct union membership dues
and the initiation fees required by the International Union and/or Local Union in
accordance with the Constitution and Bylaws of the Union, from the pay of each
employee who executes or has executed a written authorization for check off of dues.
Such deduction shall be made during the second pay period of each calendar month. It is
understood that no deduction will be made from the first pay of a new employee.
14.3 The Employer will make available authorization cards, which will be provided by the
Union, authorizing the check off deduction during new Employee onboarding. If the new
Employee completes the authorization card, the Employer shall return the entire
authorization card to the Union’s designated representative. The Employer will also
afford the Union an opportunity to explain Union dues deductions and the check off
authorization to all Employees, during normal business hours. The Union reserves the
right to attend and present at new employee orientation.
9
14.4 Any previously signed check off authorization form shall remain in effect for all
employees.
14.5 The Employee and the Union hereby authorize the Employer to rely upon and to honor
written certification by the Secretary-Treasurer of the Union the amounts to be deducted.
14.6 All authorizations delivered to the Employer prior to the first day of the month shall
become effective during that succeeding month. Monies shall be remitted together with
an itemized statement to the Union Local’s Financial Secretary within 14 days after the
deductions have been made.
14.7 The written dues authorization shall automatically renew itself for successive yearly
periods thereafter unless the Employee gives written notice, by certified mail with a
return receipt requested, to both the Employer’s Labor Relations Department and to the
Local Union’s Financial Secretary 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.
14.8 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).
14.9 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.
14.10 The Employer shall advise the Union of all new hires within forty-five (45) days of the hire
effective date.
14.11 The Employer shall not be liable to the Union by reason of the requirements of this Article
for the remittance or payment of any sum other than that constituting actual deductions
made from wages earned by employees.
14.12 The Union will, indemnify and save harmless the Employer from any and all claims,
demands, suits and other liability arising from the Employer complying with this Article.
14.13 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.
10
Article 15
Probationary Period
15.1 All employees newly hired to the Employer into a Department or Classification
represented by the Union 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.
15.2 All Employees promoted to a classification with a higher maximum salary in a Department
or Classification represented by the Union 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 with a higher maximum salary, the
Employee or the Employer have the right to opt to be returned to his/her former
department as specified in Merit Rule 4.5.3 at any time without the right of appeal or
statement of cause. The Employee shall not be terminated without the option to return
to his/her former department.
15.3 Employees subject to bumps or recalls shall not be subject to a probationary period.
Employees subject to demotions, reclassifications or lateral transfers shall not be subject
to a probationary period unless they are returning to Employer service from a separate
legal entity.
Article 16
Union Seniority
16.1 New employees may acquire seniority by working six (6) continuous months for the
Employer, in which event the employee’s seniority will date back to the date of hire.
16.2 When the new employee acquires seniority, their name shall be added to the seniority
list, in the order of their seniority date. An up-to-date seniority list shall be furnished to
the Union quarterly or when there is a layoff or recall.
16.3 Employees who were not previously a member of the Union shall acquire seniority on the
date their department or classification ratifies their Supplemental Agreement or an
executed Letter of Agreement.
16.4 An employee shall lose his/her seniority for the following reasons:
16.4.1 If the employee resigns or retires;
16.4.2 If the employee is discharged, and not reinstated;
16.4.3 If the employee does not return to work at the end of an approved leave;
16.4.4 If the employee does not return to work when recalled from a layoff.
16.5 If multiple employees within the same Department share the same seniority date, the
employee’s total length of full time or part time eligible Employer service (highest to
11
lowest) shall be used as the “tie-breaker”. If multiple Employees share the same length of
total county service, the last four digits of the Employees’ Social Security number (lowest
to highest) shall serve as the next “tie-breaker”.
Article 17
Vacancies and Promotions
17.1 The Employer agrees to uphold the integrity of the hiring process and to prevent nepotism
and bias as provided for in the Oakland County Merit System. Interview panel participants
shall ensure that all candidates interviewed for positions represented by the Union shall
be asked the same questions and that improper favoritism, bias and nepotism is not a
factor. Notes from interview panel participants shall be preserved for six (6) months after
the position is filled.
17.2 The Employer will post on the county’s job openings portal all openings for jobs
represented by the Union for a minimum of ten (10) business days. The job posting shall
identify the position as represented by the “UAW union”. Qualified Union Employee
applicants shall be interviewed with an interview panel.
ArƟcle 18
Layoff, Recall and Transfers
18.1 If it becomes necessary for the Employer to reduce the number of employees in the
workforce, the Union Employees will be laid off within their Department in reverse order
of their seniority (lowest to highest). Non union member employees will be laid off first
before Union member employees of the same or lower salary grade, except for full time
appointed employees and employees that are not eligible to be in the Union with longer
length of continuous service for Employer. In order to avoid layoff, an employee may
displace lower seniority employees within the Department in equal or lower graded
classifications provided they have the present ability to satisfactorily perform the
available work with reasonable orientation and training (within six weeks). The Employee
moving to a lower graded classification shall be paid at the step closest to their current
salary. If multiple employees within the same Department share the same seniority date,
for purposes of layoff, the employee’s total length of full time or part time eligible
Employer service (lowest to highest) shall be used as the “tie-breaker”. For purposes of
recall, the employee’s total length of Employer service (highest to lowest) shall be used
as the “tie-breaker”.
18.2 The Employer agrees to notify the Union’s Unit Chairs when the Employer’s decision is
made of any anticipated layoff. Such notification will occur within two (2) business days
of reaching the layoff decision and at least thirty (30) days before any layoff occurs.
18.3 Employees shall have the right to recall based on their seniority within their Department
if a position for which they are qualified becomes available. Employees shall be recalled
in the order of their seniority (highest to lowest) within their Department. Union
12
Employees shall be recalled within their department prior to non-union employees being
recalled.
18.4 If and when an Employee is permanently transferred to another Department or
Classification not represented by the Union, the Unit Chairperson shall be notified of said
transfer by the Employer. If the employee is thereafter transferred back to the original
Department, they shall have as their seniority date the seniority date they had at the time
of the original transfer.
18.5 Superseniority. Union Representatives for the purpose of layoff and recalls, for the term
of their office, shall be considered as having more seniority than any other employee
within their Department. They shall be last to be laid off for lack of work or funds from
their Department and the first to be recalled to work in their Department following such
layoff provided they have the present ability to satisfactorily perform the available work
in such Department with reasonable orientation (within three months).
Article 19
Special Conferences
19.1 Special Conferences mutually agreed upon will be arranged between a Unit Chair and the
Court Administrator or designated representative, for purposes of discussion of
important matters. Such meetings shall be between up to three (3) representatives of
the Employer (Employer 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.
19.2 Arrangements for 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.
19.3 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.
19.4 The members of the Union shall not lose pay or benefits for time spent in such Special
Conferences. If the meetings occur during work hours, employees are excused from their
regular job duties to attend.
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ArƟcle 20
Access to Employees and FaciliƟes
20.1 Union Representatives shall have access to interview and or meet with an Employee or
see a work area as related to a grievance and or labor contract-related matter.
20.2 Union Representatives shall observe all of the Employer’s security and access procedures
and shall be accompanied to and from meeting locations within a building when required
by such procedures for Employees.
20.3 Union Representatives may host meetings in Employer facilities with Employees. The
Union representative shall pre-arrange with Labor Relations a date and time in which the
Union would like to host a meeting in an Oakland County facility with Employees.
20.4 The Union Representatives shall have use of Employer 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 21
Union Bulletin Boards
21.1 The Employer will provide and install secure locking style bulletin boards in all buildings
where Employees are present. Bulletin boards shall be comparable in quality and size to
those installed under the 2020-2024 Master Agreement. The bulletin boards may be used
by the Union for posting notices bearing written approval of the Unit Chairperson on the
following topics:
21.1.1 Notices of Union Meetings.
21.1.2 Notices of Union Elections and results of said Elections.
21.1.3 Notices of recreational, educational and social events.
21.2 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.
ArƟcle 22
General CondiƟons
22.1 The Union shall be notified fourteen (14) days in advance of any anticipated, permanent,
and material change(s) in working conditions that may affect Employees. The Employer
will engage in good-faith discussions with the Union regarding such change(s). The Union
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will have the opportunity to bargain any such changes upon written notice to the
Employer.
22.2 An employee shall be given ten (10) business days notice prior to a permanent change in
their shift.
22.3 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 Employer, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence
shall not exceed three (3) years, but it may be renewed or extended for a similar period
at any time upon the written request of the Union. An Employee, after taking such a leave
will be entitled to reinstatement to their original position if available or to an available
position for which they are qualified at the same salary grade. If no position is available
for which the Employee is qualified, bumping rights may be exercised by the Employee.
22.4 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 Merit Rule 22.
22.5 The Employer agrees to allow Employees up to two (2) hours to vote on contract-related
issues when such matters occur, during their scheduled work hours. Management will not
unreasonably withhold time for members to vote. The Union agrees to work with each
Department to schedule voting so as not to cause an unreasonable interruption to day-
to-day operations.
22.6 The Employer agrees in the year 2025 to allow Employees to vote in the Local Union
election during their scheduled work hours. Employees shall be dismissed for no more
than two (2) hours to vote. Each Department shall have discretion to schedule release
time for voting so as to not cause an unreasonable interruption in day-to-day operations.
22.7 County vehicles operated by employees represented by the Union will be given safety
inspections annually by the County of Oakland’s Department of Facilities Management.
The County of Oakland will be responsible for promptly attending to and repairing County
vehicles that experience a mechanical breakdown or flat tires (including flat tire
replacement).
22.8 The Employer will notify the Union of changes in bargaining unit job descriptions and if
requested by the Union, the Employer will meet and confer with the Union prior to
finalization of the job description. Exceptions to this requirement may occur under
exigent circumstances with discussions being held with the Union promptly after the
changes.
Article 23
Change of Address
23.1 Employees shall notify the Employer of any change of their address.
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23.2 The Employer shall furnish to the Union’s Unit Chairs, on a quarterly basis, the Names,
Home Mailing Addresses, and Personal Email Addresses (if available) of all Employees
covered by this Agreement.
23.3 The Employer shall send a communication to Employees at least once per calendar year
during open enrollment to update their address and other personal information.
Article 24
Temporary Assignment
24.1 Temporary assignments are made at the discretion of the Employer in order to ensure
orderly performance and continuity of services. An Employee temporarily assigned to
perform any of the job duties of a higher job classification for a period in excess of fifteen
(15) consecutive working days will receive the minimum rate of the higher classification
or one step increase added to their current salary, whichever is greater. Such payment
shall be retroactive to the first day of the temporary reassignment. The employee
temporarily assigned must have the current ability to do the available work and meet the
minimum qualifications of the higher classification. The Employer shall not take any
actions to circumvent the intent of this article.
24.2 The Employee temporarily assigned shall be eligible for step increases until the maximum
salary for the temporary assignment is reached. The assignment and payment for such
temporary assignment must be authorized in writing by the Chief Judge or designee and
approved by the Chief Judge or designee before the assignment and salary adjustment is
made.
24.3 The table set forth in Appendix A, Wages and Wage Steps, shall be utilized to approve or
disapprove step increases pursuant to this provision.
Article 25
Alternative Work Schedules
25.1 All Employees, with approval of their Court Administrator or Designee, shall be eligible to
work a 4/10 (four ten-hour days) alternate work schedule.
25.2 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 of holiday pay.
25.3 All Employees working a 4/10 schedule shall receive ten (10) hours of floating holiday pay
when a floating holiday is used.
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25.4 All overtime eligible Employees working a 4/10 schedule shall be entitled to a minimum
of three (3) hours of overtime pay if required to work on their regularly scheduled non-
working day.
Article 26
Flextime
26.1 Flextime is subject to approval based on existing operational needs and respective service
requirements as determined by the Court Administrator or Designee.
26.2 The Employer will allow Employees to flex their schedules up to three (3) months when
pre-approved in writing to the Employee’s direct supervisor with at least forty-eight (48)
hours notice, unless otherwise approved by their direct supervisor and court
administrator.
26.3 Time shall be flexed for no more than one (1) hour of adjustment unless otherwise
approved by the direct supervisor.
26.4 Requests for flextime shall not be unreasonably denied.
26.5 Employees of “exempt” status, as defined by the Fair Labor Standards Act, are not eligible
for flextime under this Article. Absence from work by an exempt Employee of less than
one complete working day shall be compensated as if the employee were "on the job"
and shall not be deducted from Annual Leave accumulations, Sick Leave accumulation or
any similar leave plan.
Article 27
Compensatory Time
27.1 All overtime eligible Employees shall be permitted, in lieu of pay for overtime hours
worked, compensatory time if desired. The Employee shall make their desired choice
each time overtime hours are worked. Compensatory time shall be computed at the rate
of 1.5 hours for each hour worked. The maximum compensatory time hours an Employee
may accumulate at any point during the fiscal year is forty (40). Any balance of hours
must be used by the Employee prior to the final pay period of the fiscal year or paid by
the Employer on the final pay period of the Fiscal Year.
27.2 Compensatory time shall be requested in the same manner as leave bank requests and
must be pre-approved. Compensatory time will be denied where it is known that overtime
will result. It shall be used in increments of whole hours and may be used with pre-
approval for full days or short periods of leave.
27.3 Employees who separate from Employer and have a compensatory time balance will be
paid out for those hours at the straight time rate.
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Article 28
Permissible Equivalents
28.1 A permissible equivalents list shall be maintained as approved by the Director of Human
Resources for purposes of this article. The Union shall be provided with an updated list
each time a change occurs.
28.2 The Employer, in consultation with Human Resources, shall establish objective criteria
applied uniformly to all Employees in the Department for purposes of permissible
equivalents. For permissible equivalents, a vacancy does not need to exist nor does a
posting need to occur. A permissible equivalent may be requested with their current step
increase or six months after their step increase or date of hire. The Employee will be
subject to a six (6) month probationary period after being granted a permissible
equivalent.
28.3 An Employee request for a permissible equivalent shall be reviewed and acted upon
within 30 days.
28.4 Permissible equivalent requests that meet the Department’s established criteria shall
not be unreasonably withheld.
28.5 Budgetary or financial considerations shall not be taken into account when considering
permissible equivalent requests.
Article 29
Overtime Canvass and Rotation
29.1 A record of the overtime worked will be maintained by the Employer and provided to the
Union for each functional unit. In each functional unit, the non-exempt Employee with
the qualifications to perform the work with the lowest number of overtime hours
recorded will be offered overtime first. Employees who work overtime or who turn down
overtime when it has been offered or assigned to them, whether excused or not, will be
charged the amount of overtime worked for purposes of overtime equalization. The
record shall be reset annually January 1st of each year.
29.2 If the Employer requires that a particular Employee, within a functional unit, remain on a
job out of necessity for the continuity and efficiency of a project or work assignment, that
particular employee will remain on the job.
29.3 Volunteer overtime opportunities should be requested forty-eight (48) hours in advance
of the job.
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29.4 If no qualified Employees volunteer to accept the overtime work after reviewing the
overtime record, the qualified non-exempt Employee with the lowest overtime hours will
be required to work the overtime. Once an Employee has been compelled to work
overtime, they cannot be forced again until all other qualified Employees on the list have
been similarly required. Exceptions to this rule include Employees who have pre-
approved vacation time or proof of a previously scheduled medical appointment.
Article 30
Overtime
30.1 A non-Exempt Employee, as defined by the Fair Labor Standards Act, who works overtime
which is not contiguous to the Employee’s regular work schedule, shall be entitled to a
minimum of two (2) hours of pay on a regularly scheduled work day and three (3) hours
of pay on a non-regularly scheduled work day at the time-and-one-half-rate for each
overtime request.
ArƟcle 31
Performance Appraisal
31.1 An Employee may receive an annual performance appraisal from their immediate
supervisor. Such appraisal shall be on the form listed in the appendix. The Employer
reserves the right to update the appraisal form and will meet, negotiate and reach
agreement with the Union on any changes to the form prior to implementation. No other
performance appraisals or surveys will take place.
31.2 This section does not apply to employee surveys, individual development plans, or other
professional development activities.
ArƟcle 32
Procedure for Individual CompensaƟon Review
32.1 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:
32.1.1 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 Court Administrator.
32.1.2 Contained in the written request must be the following:
32.1.3 The current title and compensation the employee holds; the title, or
compensation level, in the Collective Bargaining Agreement, that the employee
19
feels they are entitled; and, supporting documents and reasons why the employee
feels the new change in compensation is warranted.
32.2 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 thirty (30) working days after receipt by the Human Resources
Department. Human Resources will initiate the next step of the process by issuing a Job
Analysis Questionnaire and will notify the employee, union, and department.
Supervisor/department questionnaire responses are required within thirty (30) days. If a
supervisor/department fails to respond within the required 30 days it shall be considered
that the supervisor/department agrees with the Employee’s questionnaire responses.
The Human Resources Department will, within sixty (60) days of receipt of the completed
questionnaire, complete the investigation and provide a written recommendation.
32.3 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 Court Administrator and/or designee, and a representative from the Human
Resources Department. Within thirty (30) 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.
32.4 Employees who are reclassified within one (1) salary grade will be placed at the step that
provides at least a 5% increase. Employees who are reclassified in an increase of two (2)
or more salary grades will be placed at the step that provides at least a 5% increase, up
to a maximum of 10%. Requests for placements above a 10% increase must include
appropriate justification for exception review.
32.5 Should the Union be dissatisfied with the result; the Union may request a Special
Conference under this Agreement. There shall be no appeal to the Grievance Procedure.
32.6 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.
32.7 A non-union Human Resources Manager or designee will perform ICR requests from
Union Human Resources employees. Union Human Resources employees will participate
in some or all of the ICR process as assigned, with final review and determination provided
by a non-union Human Resources Manager or designee.
32.8 The parties agree to a moratorium on ICR requests for six (6) months after the date of
ratification of this agreement.
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Article 33
Discipline and Discharge
33.1 Discipline:
Should circumstances warrant, a non-probationary employee may be disciplined for just
cause.
33.2 Disciplinary actions or measures are limited to and shall be done in the following order:
oral reprimand, written reprimand, suspension, and termination/discharge. The order of
discipline may be adjusted by the Employer for significant incidents of safety, violence,
security and unlawful acts. The withholding of a step increase or a demotion shall also be
considered a disciplinary action subject to the grievance procedure.
33.3 Employees may only be disciplined for events that have been discovered within the six (6)
months prior to notification of the discipline, except that Employer may discipline
Employees for incidents of significant safety, violence, security and unlawful acts
discovered for up to one (1) year prior to notification of the discipline.
33.4 Employees shall be entitled to their right to representation at an interview, meeting, or
during an investigation that the employee reasonably believes could result in any
disciplinary action or discharge.
33.5 If the Employer feels there is just cause for disciplinary action, the employee and their
Unit Chairperson will be notified in writing that the employee has been so disciplined.
Such notification shall contain the charge(s) and factual allegations against the employee.
33.5.1 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.
33.5.2 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.
33.5.3 Records of disciplinary action other than suspensions shall remain in the
employee’s personnel file for a period of one (1) year unless, prior to the end of
said one (1) 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 year for
each incident based upon the date of occurrence. Records of disciplinary action
other than suspensions may be negotiated for a lesser term. Suspensions shall be
maintained in the employee’s personnel file for a period of five (5) years unless
negotiated for a lesser term. The removal of disciplinary action from an
21
Employee’s file shall occur automatically by the Employer pursuant to this
agreement.
33.6 Counseling memoranda, performance improvement plans, goal setting, individual
development plans or other similar measures shall be utilized by the Employer to
communicate expectations and performance deficiencies to Employees. Counseling
memoranda, performance improvement plans, goal setting, individual development
plans or other similar measures shall not be construed as disciplinary action and shall not
be subject to the grievance procedure.
33.6.1 The presence of a Union Representative is neither necessary nor an entitlement
where the purpose of the meeting called by the Employer is to deliver or explain
a counseling memoranda, performance improvement plans, goal setting,
individual development plans or other similar measures.
33.6.2 Because counseling memoranda, performance improvement plans, goal setting,
individual development plans or other similar measures are not considered
discipline, they shall not be used to support later discipline or be introduced as
evidence in support of later discipline, except to establish prior notice to the
Employee of the Employer’s expectations.
33.7 Any Employee, prior to receiving any disciplinary actions under section 20.2, shall be
advised by their Supervisor of their right to Union Representation. Any Employee who is
asked to participate in an investigatory interview shall first be advised by their Supervisor
of their right to Union Representation.
33.7.1 If the Employee accepts Union Representation, the Union Representative shall be
granted a reasonable opportunity to attend and privately caucus with the
Employee.
33.8.2 If any Employee is asked to complete an investigatory interview, the Employer
shall notify the Employee of the topic of the interview and the factual allegations
justifying or related to the investigation, unless such notice of the factual
allegations would compromise the safety or security of another person or entity.
Article 34
Grievance Procedure
34.1 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 unreasonable interruption or disturbance of the normal
operation of the Employers affairs.
22
34.2 Any Employee having a grievance in connection with his/her employment must present
it to the Employer within fifteen (15) business days after occurrence of alleged grievance
as follows:
34.2.1 Step 1 - Verbal Court Administrator: The employee must first discuss the specific
grievance with their Court Administrator or their Designee. A Steward shall be
present at this meeting; otherwise, the complaint shall not be considered a formal
grievance, as outlined in this Article. The Court Administrator or their Designee
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.
34.2.2 Step 2 - Written Court Administrator: 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 Court Administrator within ten (10) business days after the
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.
34.2.3 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 if
the meeting is waived, within five (5) days after the date the parties agreed to
waive the meeting, the Court Administrator shall give a written answer to the Unit
Chairperson or designee.
34.2.4 STEP 3 – Court Administrator: If the grievance is not settled in Step 2, such a
grievance may be submitted by the Unit Chairperson or their designee to the Court
Administrator, with a courtesy copy to the Court Administrator, within ten (10)
business days after the Court Administrator’s written response has been received
by the Unit Chairperson or designee. A grievance number shall be assigned by the
Union when the grievance is submitted to Labor Relations.
34.2.5 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 or designee’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.
34.2.6 The decision of the Court Administrator or their designee shall be given in writing
to the Unit Chairperson within ten (10) days of the completion of the Step 3
meeting). If the Union prevails at Step 3 and the settlement includes back pay, a
23
special payroll (a check or direct deposit) shall be processed and paid within 3
business days.
34.2.7 STEP 4: Personnel Appeal Board: In all matters of discipline or discharge, 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 Court Administrator within ten (10) business days after the Union’s receipt
of Step 3 decision. The PAB’s rules shall apply in such hearing. Unless the
Employee requests the hearing be closed, the PAB hearing, including
deliberations, shall comply with Michigan’s Open Meetings Act.
34.2.8 Notwithstanding anything to the contrary, assignment of a case to a PAB shall be
determined by the Employee, or their designated Union Representative, randomly
selecting a PAB by blind drawing a slip of paper from a box marked “Board A” or
“Board B”. The PAB shall convene to begin the hearing process no later than 30
days from the date of filing. The PAB shall not unreasonably delay the adjudication
of the matter.
34.2.9 In cases of a suspension greater than five (5) days, demotion or
termination/discharge, if the Union disagrees with the ruling of the Personnel
Appeal Board, the Union may appeal the dispute to arbitration pursuant to the
procedures set forth in Step 4 below. Such appeal must be served upon the
Employer in writing within five (5) business days after the Union’s receipt of a
written decision by the PAB.
34.2.11 STEP 5: Arbitration: If the grievance is not resolved at Step 3, or the PAB, the Unit
Chairperson or designee has thirty (30) business days, from the receipt of the Step
3 answer or PAB written decision to file a Notice of Intent to Arbitrate, by sending
a letter to the Court Administrator. 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.
34.2.12 If the Parties agree to resolve the grievance, its disposition shall be reduced to
writing and signed by both the Union representatives, Employee and Employer
representatives.
34.2.13 Selection of the Arbitrator: Within thirty (30) days of the receipt of the written
demand for arbitration, the Union 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. Doyle O’Connor
2. Kathryn A. VanDagens
24
3. Mark Glazer
4. Tom Gravelle
34.2.14 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.
34.2.15 The Union shall notify the arbitrator within ten (10) days of his/her selection and
begin to arrange the scheduling of the arbitral hearing.
34.2.16 Upon mutual written agreement of the Parties, an arbitrator may hear more than
one case.
34.2.17 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.
34.2.18 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 with the terms of
this Agreement or applicable laws. The arbitrator shall be without power to
modify or vary in any way the terms of this Agreement.
34.2.19 In matters of disciplinary action under Step 3, the arbitrator may either affirm,
modify or revoke the PAB’s order of termination/discharge, suspension, or
demotion to any extent, as in their judgment, is equitable.
34.2.20 In non-disciplinary matters, the arbitrator may either affirm, modify or deny the
Union’s grievance to any extent, as in their judgment, is equitable.
34.2.21 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.
34.2.22 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.
25
34.2.23 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, the Employee or
Employees involved, and the Employer.
34.2.24 Unless mutually agreed by the parties, the final submittal of post-hearing briefs
and closing statements shall occur within 30 days of the hearing. The decision of
the arbitrator shall be in writing and due within thirty (30) days of the close of the
final submittal of post-hearing briefs and closing statements.
34.2.25 The fees and approved expenses of an arbitrator will be split equally by both
parties.
34.3 Class Action Grievances: The Union’s Unit Chairs or designees may file a class action
grievance if the matter concerns the entire Union membership, an entire bargaining unit
or two or more Employees with the same or similar grievance. Any class action grievance
must be filed with the Court Administrator at Step 3 of the Grievance Procedure within
fifteen (15) days after the occurrence or the Union’s knowledge of the occurrence of the
events giving rise to the grievance.
34.4 Policy Grievances: The Union’s Unit Chairs or designees may file a policy grievance if the
matter concerns a particular department, division of a department or classification. Any
policy grievance must be filed with the Court Administrator at Step 2 of the Grievance
Procedure within fifteen (15) days after the occurrence or the Union’s knowledge of the
occurrence of the events giving rise to the grievance.
34.5 General Conditions:
34.5.1 Withdrawal of Grievances: A grievance may be withdrawn and, if so withdrawn,
all financial liability relating to the arbitrator's fee for the Employer shall be
canceled. In the event, however, the UAW International Executive Board
reinstates a grievance, the grievance shall be reinstated. If the grievance is
reinstated, the financial liability relating to the arbitrator's fee for the Employer
shall start 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.
34.5.2 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.
34.5.3 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
26
appeal the grievance to the next step within the time limit for exercising said
appeal, commencing with the expiration date of the Employer’s period for answer.
34.5.4 Nothing contained herein shall be deemed to abrogate or limit the rights
guaranteed by existing statutes or court decisions.
34.5.5 Time limits may be extended or shortened by mutual written consent of the
Parties.
34.5.6 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 Employer) 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.
34.5.7 Nothing in these grievance and arbitration procedures shall limit the rights of
employees to pursue legal or equitable claims for violation of the law with private
counsel.
ArƟcle 35
ReƟrement and Deferred CompensaƟon Board
35.1 The Employer and the Union agree that Miscellaneous Resolution #18418, amending the
retirement plan documents and stating the composition and qualifications of the Oakland
County Retirement and Deferred Compensation Board, shall remain unchanged for the
duration of this agreement.
Article 36
VEBA Board
36.1 The Employer and the Union agree that Miscellaneous Resolution #00210, establishing
the Voluntary Employee Beneficiary Association Trust and stating the composition and
qualifications of the Oakland County Voluntary Employee Beneficiary Association board,
shall remain unchanged for the duration of this agreement.
Article 37
Benefit Consultation Release
37.1 The Employer agrees to allow Employees to meet with the Employer’s retirement benefit
consultants (i.e. Empower, Graystone Consulting) during their scheduled work hours up
to twice per year and not to exceed 20 minutes for each occurrence if the meeting occurs
in the building in which the Employee is assigned or virtually. The Employee shall be
granted 30 minutes for each occurrence if the meeting occurs in a building in which the
Employee is not assigned or meeting virtually. Employees shall not be required to use
27
leave time, relief periods or lunch periods for such meetings. The Employee shall notify
their supervisor when scheduling such meetings and may be required to reschedule the
meeting due to operational demands.
Article 38
Lactation Space
38.1 The Employer will provide private space, within 90 days after ratification, in each
Employer building where Employees are assigned for the purpose of expressing breast
milk. The private space shall have an electrical outlet, shall not be a bathroom and shall
be shielded from view and free from intrusion. The Employer will also provide access to
a location near a refrigerator and a sink suitable for cleaning pumping supplies and a place
to dry pumping supplies. Covered Employees have the right to take reasonable break
time to express breast milk for their nursing child each time such employee has need to
express milk. The Employer may not deny a covered employee a needed break to pump.
It is understood by the Employer that the frequency and duration of breaks needed to
express milk will likely vary depending on factors related to the nursing Employee.
Employees who work remotely are eligible to take pump breaks on the same basis as
other Employees. These breaks are in addition to Relief Periods and the Lunch Period.
Covered Employees are those who are expressing breast milk after the birth of a child for
as long as needed.
Article 39
Joint Childcare Committee
39.1 The County established a Joint Childcare Committee. The Employer and the Union agree
that one (1) Employee of the Employer may be assigned to the committee. The Employee
assigned by the Union shall be compensated at their regular rate of pay for time required
for meetings. The Joint Sub-Committee shall explore, in good faith, solutions to accessing
cost-effective childcare for Employees who are parents or guardians. The Joint Sub-
Committee shall research and review existing programs and propose the creation of new
programs. The Joint Sub-Committee shall meet within thirty (30) days following
ratification and shall meet quarterly or more frequently as mutually agreed with a
maximum of sixteen (16) hours to meet per year. If additional hours are required it shall
be approved by mutual agreement of the Employer and the Union. The Joint Sub-
Committee shall share updates with Employees covered by this agreement on a bi-annual
basis, not excluding the County’s ‘Total-Rewards Task Force.’ If the meetings occur during
work hours, Employees are excused from their regular job duties to attend.
Article 40
Joint Safety Committee
40.1 The County established a Joint Safety Committee. The Employer and the Union agree that
one (1) Employee of the Employer may be assigned to the committee. Employees
assigned as members by the Union shall be compensated at their regular rate of pay for
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time required for meetings. The Joint Committee shall have the authority to investigate
hazardous or unsafe working conditions and make joint recommendations for remedial
action. The committee shall meet, at a minimum, on a quarterly basis. If the meetings
occur during work hours, employees are excused from their regular job duties to attend.
Article 41
Drug and Alcohol Testing of Employees
41.1 The Employer shall not conduct random or scheduled drug or alcohol testing for existing
Employees unless required by law.
41.2 Drug and alcohol testing may only be conducted if there are clear signs of impairment or
an incident of safety or security occurs while the Employee is performing job duties for
the Employer.
41.2.1 An Employee shall not do any of the following:
41.2.1.1 Consume alcohol while on duty.
41.2.1.2 Consume drugs while on duty, except for a lawful prescription issued to
the Employee.
41.2.1.3 Interfere with any testing procedure or tamper with any test sample.
41.2.1.4 Report to duty or be on duty under the influence of drugs or alcohol,
except for a lawful prescription issued to the Employee.
41.3 The Employer shall advise Employees of their right to union representation prior to drug
or alcohol testing.
41.4 The Employer agrees to respect the legal status of marijuana in the State of Michigan and
shall not penalize Employees for off work use.
41.5 The provisions of this article shall not apply to Employees who hold a commercial drivers
license.
Article 42
Use of Technology Monitoring
42.1 Any and all data collected by the Employer through electronic surveillance devices or
technology may only be used for safety, security or for monitoring unlawful activity
purposes. Electronic surveillance equipment is not intended to invade the privacy of
employees. Data will not be used for any other reason, such as but not limited to:
42.1.1 Productivity monitoring (limited to the establishment of quotas)
42.1.2 Employee review or evaluation (unless used to validate trends or performance)
42.1.3 Random or individual employee audits
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42.2 To ensure safety, preserve security and in conformance with the Oakland County
Workplace Violence Policy, the Employer retains the right to inspect its property, including
workspaces, and may opt to do so through the use of surveillance and electronic
monitoring systems within the confines of the Fourth Amendment and the laws of the
state of Michigan. Notwithstanding anything to the contrary, the Employer shall not use
surveillance and electronic monitoring systems in non-public Employee workstaƟons
unless there is a specific and legiƟmate business need.
42.3 In the event data, images, or other output from electronic surveillance/monitoring is used
as evidence for any formal employment acƟon, the subject employee and their
representaƟve(s) will be provided a copy of the footage/informaƟon.
As with employee personnel records, and in compliance with the State of Michigan’s
Bullard Plawecki Employee Right to Know Act, if an employee disputes any informaƟon
placed within their personnel file, including data or footage from electronic surveillance,
they may submit a wriƩen dispute to be included within the file or pursue other recourse
as permiƩed by this contract or law.
42.4 Employees have no expectaƟon of privacy on Employer property with the excepƟon of
restrooms, locker rooms, rooms for breasƞeeding mothers, and other locaƟons
specifically designated for private acƟviƟes. The Employer will meet and confer with the
Union in deciding upon request regarding the locaƟon, number of, and orientaƟon of all
surveillance devices and technology.
In the event electronic surveillance/monitoring is used for illegal purposes or in violaƟon
of Employer Policy, such as harassment, the Employer will take immediate acƟon up to an
including terminaƟon and prosecuƟon.
42.5 Keystroke, employee producƟvity (limited to the establishment of quotas) or screen
monitoring technologies will not be installed or used on computers or other electronic
devices used by employees. Employees should use their workplace technology and
equipment primarily for work related purposes, but employees may from Ɵme to Ɵme
need to use workplace technology and equipment for important personal maƩers. Such
uses will not be considered violaƟons of any work rule.
Employee’s personal use of county technology and equipment will conform with County
policies including but not limited to: Use of Technology, Non-DiscriminaƟon, AnƟ-
Harassment, Social Media, Standards of Conduct, Workplace Violence, and other adopted
and applicable policies.
A department with a legiƟmate business need for keystroke, employee producƟvity or
screen monitoring technologies may request an excepƟon through the Director of Human
Resources or designee, who will meet and confer with the Union prior to rendering a
determinaƟon. The Employer will provide a minimum of fourteen (14) days’ noƟce to
employees and Union Unit Chairs prior to implementaƟon of keystroke or screen
monitoring technologies.
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Social Media
42.6 The Employer will not view, examine, or monitor employee’s social media. Social media
posƟngs will not be the basis of, or admiƩed as evidence to any disciplinary acƟon. Such
posƟngs will also not be examined during an employee evaluaƟon, or review.
42.7 The Employer shall not request, require, or otherwise coerce an employee to:
● Disclose login informaƟon for the employee's personal social networking account;
● Access his or her personal social networking account in the employer's presence
in a manner that enables the employer to observe the contents of the account;
● Compel or coerce an employee to add a person, including the employer, to the list
of contacts associated with the employee's personal social networking account; or
● Cause an employee to alter the seƫngs on his or her personal social networking
account that affect a third party's ability to view the contents of the account.
Furthermore, the Employer shall not take adverse acƟon against an employee because
the employee refuses to disclose his or her login informaƟon, access his or her personal
social networking account in the employer's presence, add a person to the list of contacts
associated with his or her personal social networking account, or alter the seƫngs on his
or her personal social networking account that affect a third party's ability to view the
contents of the account.
42.8 The employer shall not review or monitor an employee’s personal social media to
ascertain personal poliƟcal posiƟons, opinions, beliefs or non-work acƟviƟes. The
employer shall not take adverse acƟon against an employee based on the content of
personal social media unless that content involves a violaƟon of law, Court policy or
County policy.
The employer may view an employee’s personal social media content when there is a
reasonable suspicion content involves a violaƟon of law, Court or County policy,
including but not limited to violaƟng a law which would disqualify the employee from
conƟnued employment, divulging non-public confidenƟal informaƟon, harassing or
inƟmidaƟng other employees, represenƟng a personal opinion as the official posiƟon
of the County, using a public posiƟon to coerce others, solicit giŌs, garner favors, or seek
other payments or items of value.
The Employer reserves its right to obtain access to an employee’s social media
through proper legal acƟon.
Article 43
Outside Contractors
43.1 Employees within each Department who possess the knowledge to perform available
work shall be offered overtime before outside contractors are utilized. Shall the need
arise, the Employer will follow the Overtime Canvass and Rotation Article from this
agreement to fill these roles. The Employer may utilize outside contractors, in lieu of
31
overtime for Employees, if the Employer can demonstrate to the Union that it is more
cost effective to utilize outside contractors than overtime for Employees.
43.2 As a result of the Employer contracting out any of its present work or services, no
Employee shall be transferred, reassigned, demoted, laid off, or have their work reduced.
43.3 As a result of the Employer contracting out any of its present work or services, there shall
be no reduction in the number of Employees. Employer shall not lay off Employees,
reduce the number of Employees, or reduce an Employee’s full-time status or regular
work hours (without the Employee’s consent) under the following circumstances: (1) in
Departments or Offices that use outside contractors or outsource any work or services;
or (2) if Employer uses outside contractors or outsources any work or services that are or
could be performed by the Employees.
43.4 While Employees are on layoff, the Employer shall not contract out or subcontract any
work or services that were performed by those Employees.
43.5 While Employees are on layoff, the Employer shall not engage or use interns to perform
duties or services that were performed by those Employees.
43.6 As a result of the Employer hiring or using interns, no Employee shall be transferred,
reassigned, demoted, laid off, or have their work reduced.
43.7 As a result of the Employer hiring or using interns, there shall be no reduction in the
number of Employees. Employer shall not lay off Employees, reduce the number of
Employees, or reduce an Employee’s full-time status or regular work hours (without the
Employee’s consent) under the following circumstances: (1) in Departments or Offices
that use or hire interns; or (2) if Employer uses interns to perform work or services that
are or could be performed by the Employees.
43.8 For the purposes of this Article, the term “intern(s)” means anyone who is a temporary
worker or is not a full-time Employee.
Article 44
Vehicle Identification
Employees who use their personal vehicles for their job will be provided with identification
(official business visor placard) to place in their vehicles while on duty. Said identification will
state that they are Oakland County employees and are on duty.
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Article 45
Attire
45.1 All employees shall be provided the ability to dress casually with the approval of their
supervisor, but such approval shall not be unreasonably withheld, as long as the Employer
casual dress code is observed. Employees are to be mindful of the activities of the day
and dress appropriately for each activity.
45.2 The Employer and the Union agree that employees have an obligation to maintain
reasonable attire standards which bear a reasonable relationship to their work.
45.3 Employees are entitled to wear clothing that otherwise complies with the Employer’s
attire standards which displays the UAW logo.
45.4 In a grievance over this Article, the Employer shall have the burden of demonstrating that
the attire standard is reasonably necessary for the work of the Employee and the
operational needs of the Employer.
Article 46
Emergency, Inclement Weather, Facility Closures
46.1 Inclement Weather
Employees who are unable to work remotely and 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 but shall not receive discipline for such absence(s).
46.2 Facility Closure
If a situation arises that causes facilities to close, the employee shall be paid for their
regularly scheduled work shift.
46.3 For non-exempt Employees, as defined by the FLSA, those required to work at the facility
during a facility closure and who are able to get to work shall receive double pay for the
normal shift and 2 ½ pay for overtime worked under such circumstances. For exempt
Employees, as defined by the FLSA, those required to work at the facility during a facility
closure and who are able to get to work shall receive a stipend equal to an additional days
pay when worked under such circumstances.
Article 47
Wage Rates for New Classifications
47.1 When a new classification is established by the Employer that is to be placed in the Union,
the Employer shall place the new classification in the Wage Schedule that is found in the
respective Appendix or Bargaining Unit’s Supplement to this Agreement and provide
notice to the Union within 10 business days. If the Union does not agree with the Wage
33
Schedule that was assigned by the Employer, the Union may submit the assignment of
the Wage Schedule to the Grievance Procedure at Step Three.
Article 48
Wage and Increment Schedule
48.1 Union Wage and Increment Schedules are attached to this Agreement in Appendix A or
any respective Supplement and are incorporated into this Agreement.
ArƟcle 49
Eligibility for Employee Benefits
49.1 All Employees and their eligible dependents shall become eligible for employee benefits
beginning the 1st day of the month following their date of hire.
Article 50
Adoption By Reference of Relevant Resolutions and Personnel Policies
50.1 All resolutions and attachments referenced within which have been passed by the
Oakland County Board of Commissioners on or before the adoption of this agreement,
relating to the working conditions, benefits 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.
50.2 The Union shall receive notice and an opportunity for discussion and negotiation before
any new policies are adopted, by the Employer and/or Board of Commissioners, or are
applied to the members of the Union.
50.3 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 agreement, this
agreement shall prevail.
Article 51
Social Security and Medicare
51.1 The Employer will provide Social Security and Medicare coverage to Employees who are
subject to mandatory withholding under federal law and to Employees whose position
requires coverage under a Section 218 agreement between the State and the Social
Security Administration.
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Article 52
Hazard Pay
52.1 State of Emergency: In the event of a declared State of Emergency where the public in
Oakland County, MI is ordered to remain at home by any applicable government authority
including, but not limited to, a federal agency, the Governor or state agency, County
Executive, or County Health Officer, those Employees deemed “essential” and exempted
from the provisions of a “stay home” order, or similar order, shall receive Hazard Pay for
time spent at their worksite.
52.2 The Employer shall pay Hazard Pay to its Employees in an amount as follows (unless the
Board of Commissioners establishes a higher hazard pay rate):
52.2.1 For exempt Employees (per month average):
$2,000 - 5 days a week, 33 hours or more
$1,000 - 3-4 days a week, 20 to 32 hours
$500 - 2 days a week, 19 hours or less
For non-exempt Employees:
At a rate of 1.35 hours for each hour worked.
52.3 Payments to Employees for Hazard Pay shall cease at the pay period following the
termination of the “stay home” order or similar order.
Article 53
Retiree Insurance
53.1 Union 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.
ArƟcle 54
Annual Leave
54.1 Annual Leave is an absence from work for which the Employee is paid as if they were at
work. Annual Leave is earned and accumulated each pay period according to Merit Rule
23. For employees covered by this Agreement, the length of eligible County service will
include all full-Ɵme eligible and part-Ɵme eligible service, regardless of any breaks in
service. Part-Ɵme non-eligible service shall not be considered in determining length of
eligible County service.
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ArƟcle 55
Training and CerƟficaƟons
55.1 Employees who have attained or are completing vocationally related certifications,
licenses, registrations, memberships and other similar credentials (collectively referred to
herein as “credentials”) in their current field, shall be entitled to complete the necessary
requirements to acquire or maintain those vocationally related credentials.
55.2 The Employer shall pay for conference registration, training and education session fees,
examination fees, credential fees and necessary travel to maintain or acquire those
vocationally related credentials.
55.3 Any expenditure set forth in the sections above shall be subject to prior written approval
by the Chief Judge or designee before such expenditures are incurred, but such approval
shall not be unreasonably withheld and it is agreed that a maintenance of job related
credentials is encouraged and desired by the Employer.
55.3.1 Budgetary priority shall be given to vocationally related credentials and
Employees wishing to maintain existing credentials over Employees seeking new
career development credentials. In cases of new career development credentials,
priority shall be given to Employees based on salary grade (highest to lowest)
followed by seniority within the salary grade (highest to lowest).
55.4 Employer agrees not to coerce Employees to participate in any training or educational
program that requires an outside-of-work time commitment. Failure to participate by the
Employee shall not subject the Employee to retaliation or any disciplinary action.
Article 56
Vaccinations and Testing
56.1 The Employer shall provide vaccinations to Employees at no cost to the Employee using
the Oakland County Health Division. The Employee must meet clinical criteria to receive
the vaccination (i.e. CDC Immunization Schedule). Eligible vaccines shall include those
listed on the Health Division’s Clinic Fee Schedule effective October 1, 2023 (Appendix I).
This list may be expanded but may not be limited throughout the life of this Agreement
unless due to changes in the CDC Immunization Schedule or other matters after
negotiating with the Union. This benefit shall continue to be offered to Employees’
spouses and children.
56.2 The Employer shall provide Employees access to polymerase chain reaction testing and
results for COVID-19, Flu A, Flu B and RSV at the Oakland County Health Division’s
laboratory. This shall be at no cost to the Employee.
56.3 Within 90 days of ratification of this Agreement, the Employer shall communicate in
writing to all Employees the processes of obtaining vaccinations and testing. The
Employer shall meet and discuss this policy with the Union prior to Employee notification.
36
56.4 All laboratory testing and vaccinations provided to Employees as covered in this article
shall be staffed where appropriate (i.e. Public Health Clerks, Medical Technologists) by
Union represented Employees and not outside contractors.
ArƟcle 57
General Salary Increase
57.1 The Wages and Wage Increment Schedule for Employees covered by this Agreement
aƩached as Appendix A is incorporated herein and made a part of this Agreement. Wage
rates shall be increased across all classificaƟons in Appendix A as follows:
57.1.1 Wage rates shall increase by three percent (3.0%) for Fiscal Year 2025 beginning on
the first pay period of Fiscal Year 2025.
57.1.2 Wage rates shall increase by an addiƟonal five percent (5.0%) for Fiscal Year 2026
beginning on the first pay period of Fiscal Year 2026.
57.1.3 Wage rates shall increase by an addiƟonal three and three quarters percent
(3.75%) for Fiscal Year 2027 beginning on the first pay period of Fiscal Year 2027.
57.1.4 Wage rates shall increase by an addiƟonal three and three quarters percent
(3.75%) for Fiscal Year 2028 beginning on the first pay period of Fiscal Year 2028.
57.2 The Employer shall pay a separate one-Ɵme payment of $1,500 to all Employees on the
first pay date aŌer this Agreement is approved by the Board of Commissioners. The
payment shall be coded in the Employer’s payroll system as “UAW Special Payment.”
ArƟcle 58
Steps and Merit Maximum IncenƟve
58.1 Employees who are not at the top step of the wage schedule for their classificaƟon
shall receive annual merit step increases through the life of this Agreement upon an
acceptable review from their supervisor.
58.1.1 Should a supervisor fail to provide a review in Ɵme for an Employee’s merit
date, the Employee shall automaƟcally move to the next step.
58.2 Under the sole discreƟon of an Employee’s supervisor, Employees may move up two (2)
steps with the appropriate jusƟficaƟon from their supervisor at the Ɵme of their merit
date.
58.2.1 The decision to move an Employee more than one step shall not be
reviewable under the grievance and arbitraƟon procedures.
58.3 The Employer has the authority to place new hires in any step within the classificaƟon
37
taking into consideraƟon job experience and other factors requiring a new hire to start
above the base salary.
58.4 Employees who have been at the highest step of the wage schedule for their classificaƟon
for at least one (1) year shall receive $500 each year on the first pay date following their
merit date.
ArƟcle 59
ReƟrement
59.1 Eligibility for the Employer’s defined benefit reƟrement plan and the associated
benefits shall be determined by the exisƟng plan document.
59.2 The Employer and the Union agree that any establishment or adopƟon by the Employer
of a defined benefit or hybrid defined benefit/defined contribuƟon reƟrement plan will
also be made available to Employees covered by this Agreement. This does not include
plans exclusively for unions eligible for Public Act 312 arbitraƟon.
59.3 Each pay period, the Employer shall provide a reƟrement match to Employees who
contribute to their 457(b) reƟrement account up to $1,500 each calendar year.
59.4 Each pay period, the Employer shall contribute a percentage of earnings for each
Employee who started employment with a defined contribuƟon reƟrement plan and
was not eligible for the Employer’s defined benefit reƟrement plan. Employees shall
contribute 3% of earnings each pay period through payroll deducƟon. Employer
contribuƟons shall be according to the table below.
Fiscal Year Employer ContribuƟon
2025 9%
2026 9%
2027 9%
2028 12%
59.5 Each pay period, the Employer shall contribute a percentage of earnings for each
Employee who converted to the Employer’s defined contribuƟon plan from the
Employer’s defined benefit plan. Employees shall contribute 5% of earnings each pay
period through payroll deducƟon. Employer contribuƟons shall be according to the table
below.
Fiscal Year Employer ContribuƟon
2025 11%
2026 11%
2027 11%
2028 12%
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ArƟcle 60
Wellness IncenƟve
60.1 The Employer will pay Employees who obtain an annual physical $150 each
calendar year.
60.2 The requirements for this payment and Ɵming of the payment shall be in a manner
consistent with its offering in 2024.
ArƟcle 61
Insurance
61.1 Employees and eligible dependents shall be provided with a choice of Healthcare Plans
according to Appendix B. All Employees, and their eligible dependents, enrolled in one of
the Employer’s Healthcare plans will automaƟcally receive prescripƟon drug coverage.
61.2 Premium contribuƟons, co-pays, deducƟbles and all other plan design aspects of each
Healthcare plan and prescripƟon drug coverage shall not change from what is shown in
Appendix B except the following:
61.2.1 Grandfathered Drugs Formulary alignment effecƟve January 1, 2025
(Appendix M).
61.2.2 Dependents shall age out of Healthcare coverage at the end of the month in which
they turn 26 years of age effecƟve January 1, 2025.
61.2.3 A $10 co-pay for Tier 1 drugs, a $30 co-pay for Tier 2 drugs and a $50 co-pay
for Tier 3 drugs shall be effecƟve January 1, 2025.
61.2.4 If implemented for non-represented employees, bi-weekly contribuƟons shall
increase on January 1, 2026 as follows:
61.2.4.1 Employee only, Employee + child, Employee + children, Employee +
Oakland County Employee Spouse by up to $10 per pay.
61.2.4.2 Employee + Non-Oakland County Employee Spouse (with or without
children) by up to $35 per pay.
61.3 The Employer shall provide a bi-weekly payment of at least $50 to Employees who elect
not to cover themself or an eligible spouse, and a bi-weekly payment of at least $150 to
Employees who elect not to cover an eligible spouse and dependent child(ren) (family).
61.4 All Employees and eligible dependents shall be provided with dental insurance as shown
in Appendix C except that prevenƟve services shall be exempted from the annual dollar
maximum for Standard and High plans.
39
61.5 All Employees and eligible dependents shall be provided with opƟcal insurance as
shown in Appendix D.
ArƟcle 62
Personal Leave
62.1 Employees shall receive ten (10) Personal Leave days on the first pay period of each
calendar year. Employees starƟng employment aŌer the first pay period of the calendar
year will receive ten (10) Personal Leave days on their first pay period.
62.2 Used Personal Leave days shall conƟnue, and employees may accumulate up to a total of
twenty (20) Personal Leave days.
62.3 Personal Leave days have no cash-in value.
62.4 Use of Personal Leave may be used for any reason, including, but not limited to, personal
business, vacaƟons, scheduled medical and dental examinaƟons or treatment, and
supplemenƟng Worker's CompensaƟon or Income Disability Insurance payment.
62.5 Personal Leave may also be used, without advance permission of the department head,
for personal illness or incapacity over which the Employee has no reasonable control, or
the illness or incapacity of a family member and the Employee is the only person
available to render such care.
62.6 Any increase in Personal Leave for non-represented employees shall be matched by
an increase in an addiƟonal number of Personal Leave days for Employees
represented by this Agreement.
ArƟcle 63
Holidays
63.1 Merit Rule 26 shall provide the holiday schedule for Employees. AddiƟonal holidays
granted to non-represented employees shall automaƟcally be granted to Employees
covered by this Agreement.
ArƟcle 64
Parental Leave
64.1 Employees with six (6) months of Employer service are enƟtled to six (6) weeks of
paid parental leave at 100% of their current salary when the birth or adopƟon of their
child occurs.
40
64.2 Parental Leave may be used in one (1) week increments within the first six (6) months
ArƟcle 65
Death Leave
65.1 Death Leave is an absence from work for which the Employee is paid just as if at work,
because the reason for the absence is the death of a member of the immediate family or
household. The deceased must bear one of the following relaƟons to the Employee
(whether the relaƟonship is natural, adopƟve, step or foster in nature):
Spouse
Partner
Child
Parent
Guardian
Grandparent (including Great Grandparents)
Sibling
Grandchild
Spouse’s Parent
Spouse’s Grandparent (including Great Grandparents)
Brother-in-law
Sister-in-law
Son-in-law
Daughter-in-law
Member of the Employee’s household which is in their residence at the Ɵme of death
65.2 Employees shall be granted five (5) days of Death Leave for the death of a spouse, partner,
parent, guardian or child. Employees shall be granted three (3) days of Death Leave for
the death of other relaƟves or household members.
ArƟcle 66
Requests for use of Leave
66.1 Leave requests may be submiƩed by the Employee up to one (1) year in advance. An
approval or denial shall be made within thirty (30) days of the Employee’s request. A
request shall be deemed approved if the Employer does not act on the request and the
Employee’s request was submiƩed using the Employer’s Ɵmekeeping system. Leave
requests shall not be unreasonably withheld.
66.2 The Employer may develop a leave Ɵme policy subject to review and approval by the
Union.
after the birth or adoption of a child.
41
ArƟcle 67
Annual Leave Buyback
67.1 The Employer agrees to provide an Annual Leave Buyback once each calendar year to all
Employees elecƟng a non-hybrid schedule as follows:
67.1.1 Each year in October, the Human Resources Department will send noƟficaƟon
announcing that employees may cash out annual leave Ɵme under certain
condiƟons.
67.1.2 Eligible employees will complete a form with leave Ɵme verified and signed by
their supervisor and turned into Payroll by the end of the first pay in November.
67.1.3 Pay out of annual leave will occur the first pay period of December for each
calendar year.
67.1.4 Eligible employees must have a minimum of sixty (60) hours in their annual leave
bank at the Ɵme of the request to cash out payment. If the annual leave balance
falls below the sixty (60) hours between the submission of the request and the
Ɵme of payment, then the annual leave request to cash out will be denied.
67.1.5 Employees will not be allowed to cash out annual leave to less than forty (40) hours
balance in their annual leave bank.
67.1.6 Each re quest must be for a minimum of twenty (20) hours to cash out annual
leave. Annual leave Ɵme will be cashed out in one hour increments up to a
maximum of forty (40) hours per request.
67.1.7 Annual leave Ɵme cashed out is subject to all payroll income tax withholding
requirements as well as any garnishment, wage assignment, levy, income
withholding order requirements, employee benefit contribuƟons and/or
arrearages.
67.1.8 Annual leave cash out shall not be included in the final average compensaƟon
(FAC) for employees on the defined benefit plan. Employees in the defined
contribuƟon plan shall not receive the Employer and Employee contribuƟon
calculated on this amount.
ArƟcle 68
Reimbursement for Mileage Expenses
68.1 Employees shall have the opƟon of using a county pool vehicle, if available, when
conducƟng Employer business.
42
68.2 Employees elecƟng not to use a county pool vehicle, shall be reimbursed for
mileage expenses in accordance with the Employer’s established procedures.
EffecƟve ninety (90) days aŌer approval of this Agreement, the Employer’s Business
Expense Reimbursement RegulaƟons will reflect this ArƟcle.
68.3 Employees who use their personal vehicle for Employer business shall be reimbursed
at the IRS federal standard mileage rate for all miles driven in Employer service.
68.4 Mileage will be calculated to/from the Employer facility for the department where an
employee works or is assigned as their Employer facility work locaƟon – not an
Employee’s home or home office.
ArƟcle 69
Employer Provided Parking
69.1 The purpose of this arƟcle is to ensure that employees have access to convenient
and secure parking at no cost, thereby supporƟng their daily commutes and overall
well-being of Employees.
69.2 The Employer will ensure, to the best of its ability, that parking faciliƟes will be located
within a reasonable distance from the workplace to ensure minimal inconvenience for
Employees and that the parking faciliƟes are secure and well-lit to ensure the safety of
Employees and their vehicles.
69.3 Employees shall not be required to pay any fees, charges or expenses of any kind for
parking. The Union agrees to engage in future good faith discussions about a
permissive parking incenƟve based on environmental sustainability or any other
parking program.
ArƟcle 70
RepresentaƟon
70.1 At the discreƟon of the Union, its bargaining commiƩee may consist of the UAW
InternaƟonal Servicing RepresentaƟve or designee, a representaƟve of the local union,
supervisory unit chair or designee, non-supervisory unit chair or designee, supervisory
unit vice chair or union designee, non-supervisory unit vice chair or union designee, one
(1) supervisory steward and two (2) non-supervisory stewards selected by their respecƟve
unit chairs. The union may also include its legal counsel as a member of the bargaining
commiƩee. The bargaining commiƩee members shall be compensated at their regular
rate of pay and benefits and released from work for purposes of bargaining without a
requirement to use their leave banks. Bargaining commiƩee members shall provide
reasonable noƟce to their supervisor of the date and Ɵmes of such bargaining dates.
70.2 The Union may designate one (1) Unit Chair for supervisory members and one (1) Unit
Chair for non-supervisory members to represent all Oakland County Unit members and
those covered by this agreement. Unit Chairs shall act in a representaƟve capacity for the
43
purpose of invesƟgaƟng grievances, presenƟng grievances to the employer, bargaining,
aƩending Review CommiƩee meeƟngs and other necessary union business for up to 20
hours per week. The respecƟve Unit Chair must noƟfy their supervisor if they intend to
use more than six (6) hours in a single day.
70.3 The Union may designate one (1) Unit Vice Chair for supervisory members and one (1)
Unit Vice Chair for non-supervisory members to represent all Oakland County Unit
members and those covered by this agreement. Unit Vice Chairs shall act in a
representaƟve capacity for the purpose of invesƟgaƟng grievances, presenƟng grievances
to the employer, bargaining, aƩending Review CommiƩee meeƟngs and other necessary
union business for up to 10 hours per week. The respecƟve Unit Vice Chair must noƟfy
their supervisor if they intend to use more than six (6) hours in a single day.
70.4 The Employer agrees to recognize up to one (1) Steward for every fiŌy (50) Employees.
Steward(s) shall, with approval of their supervisor, be released from their regular duƟes
for the purposes of invesƟgaƟng grievances, presenƟng grievances to the Employer, and
other necessary union business. Such approval shall not be unreasonably withheld by the
Supervisor, nor shall this privilege be abused by the Steward(s). If approval is withheld or
unreasonably delayed, the Steward shall contact the Human Resources Labor RelaƟons
Unit to have the maƩer reviewed and approval received by the Labor RelaƟons Unit if
necessary.
70.5 The Union shall noƟfy the Employer in wri Ɵng of the name(s) of the Unit Chairs, Unit Vice-
Chairs and Stewards. In the event there is a change in a Unit’s Chair(s), Vice Chair(s) or
Steward(s), the Union shall inform the Employer.
70.6 Any representaƟve of the UAW InternaƟonal or Local Union may be present at any
meeƟngs between the parƟes.
70.7 Unit Chairs and Unit Vice Chairs shall be allowed Ɵme off without loss of pay, benefits and
without use of leave banks to aƩend union educaƟonal conferences. Time off provided
shall not exceed a maximum total aggregate of twenty (20) days per contract year.
NoƟficaƟons of aƩendance shall be submiƩed not less than five (5) working days prior to
the date of the conference to the Unit Chair’s and/or Unit Vice Chair’s Department Head
and Labor RelaƟons. No one (1) employee shall be granted more than five (5) consecuƟve
working days off during the contract year under this provision. This leave may only be
denied in the case of emergency workplace situaƟons.
ArƟcle 71
Hybrid and Remote Work
71.1 Hybrid/Remote Work is defined as an arrangement where an employee works one or
more days each work week from a remote locaƟon, usually the employee’s home, instead
of commuƟng to the assigned Employer work site. The purpose is to enhance employee
work/life balance, the recruitment and retenƟon of highly qualified employees, and
respond to the changing expectaƟons of alternaƟve workspace environments; and to
44
meet department missions and operaƟonal needs by helping the County to reduce real
estate and energy costs, promote management efficiencies, and increase County
responsiveness in severe weather and other emergencies.
71.2 While the Employer supports a hybrid model as a work arrangement where possible and
beneficial, because of the breadth and depth of services and responsibiliƟes, remote work
will vary across the Employer and may not be an opƟon for every department, team, or
individual. The determinaƟon of whether staff are eligible to parƟcipate and approved for
a hybrid work arrangement will be made in accordance with this arƟcle and the
department’s business needs. Departments may have addiƟonal rules or requirements
surrounding hybrid work arrangements due to the nature of their work and contained
within Departmental Hybrid Work Plans. An Employee whose work can be performed
remotely shall not be unreasonably denied a hybrid schedule.
71.3 Employer shall noƟfy all Employees at least sixty (60) days before December 31st that they
must elect and sign the Hybrid Work Agreement to work a hybrid schedule the following
calendar year. Employees who do not elect to work a hybrid schedule before January 1st
of the following calendar year or who are not eligible to work a hybrid schedule will work
a non-hybrid schedule. To elect to work a hybrid schedule, Employees must submit a
signed Hybrid Work Agreement in the Employer’s Human Resources system (called
Workday on the effecƟve date of this Agreement) before January 1st of each year for
approval. Employees hired aŌer January 1st who are eligible to work a hybrid schedule
shall be noƟfied by Employer that they are eligible to work a hybrid schedule and provided
with fourteen (14) days to elect to do so by submiƫng a signed Hybrid Work Agreement.
Employees who do not elect to work a hybrid schedule or are required to work a non-
hybrid schedule shall receive an addiƟonal five (5) FloaƟng Holidays on the second pay
period of each calendar year.
71.4 Hybrid work arrangements do not change the condiƟons of employment or required
compliance with Employer policies. Independent of work site, all employees are subject
to the basic duƟes, obligaƟons and responsibiliƟes of employment and are expected to
adhere to all Employer policies. In parƟcular, employees must ensure that their hybrid
work arrangement does not compromise the handling of sensiƟve, private, confidenƟal
personal or Employer data or informaƟon.
71.5 The employee is responsible for any tax implicaƟons under IRS, state, and local
government laws relaƟng to working from a remote locaƟon; For example, Employees
who pay PonƟac income taxes and work more than 25% remotely must file a PW-4 and
provide supplemental documentaƟon of work site.
71.6 The total number of hours that employees are expected to work will not ordinarily change
due to parƟcipaƟon in a Hybrid Work Arrangement. All hours worked by employees
subject to the Fair Labor Standards Act are compensable. Any hours worked beyond an
hourly employee’s normal work schedule must be authorized in advance by the
employee’s immediate supervisor. If an hourly employee works beyond their normal work
schedule without prior approval, they must report the addiƟonal Ɵme worked to their
45
immediate supervisor the next workday. Failure to obtain supervisory approval may result
in the terminaƟon of the Hybrid Work Arrangement and possible disciplinary acƟon.
71.7 Employees are not permiƩed to perform personal business or acƟviƟes or secondary
employment during designated remote work hours (excluding defined break periods).
Personal business includes, but is not limited to, caring for dependents, and performing
other personal or home duƟes.
71.8 Typically, an employee’s work hours will be the same as the department’s normal
operaƟng hours. However, departments have the flexibility to allow employees working
remotely to work a schedule that is different from the department’s normal operaƟng
hours, if deemed appropriate and necessary.
71.9 For non-exempt employees, the manager and the employee must establish a hybrid work
schedule and employee availability that:
IdenƟfies the specific days and hours the employee will work remotely;
IdenƟfies the approved Remote Work LocaƟons;
Includes whether the employee must be available by phone, email, or instant messenger
during the scheduled work hours (excluding defined break periods).
71.10 For exempt employees, the manager and the employee shall discuss the use of a flexible
hybrid work schedule and employee availability that:
Recognizes that these employees will need flexibility in their remote workdays on a weekly
basis. Specific days and hours are not required to be idenƟfied;
IdenƟfies the approved Remote Work LocaƟons;
Includes whether the employee must be available by phone, email, or instant messenger
during the scheduled work hours (excluding defined break periods).
71.11 Periodic adjustments to the remote work schedule may be necessary to achieve an
opƟmal schedule, which suits the needs of both the Employer and the employee. The
hybrid work schedule may need to be revised, or terminated in totality, should office
coverage become a problem due to any changes in work demands or office staffing, either
on an interim or ongoing basis, or due to other operaƟonal needs.
71.12 There may be Ɵmes when a non-exempt employee is required to aƩend on site meeƟngs
on their scheduled remote workday. When possible, an employee will be given at least 24
hours advance noƟce of events which require their physical presence at the Employer
worksite. If the employee is required to be present at the Employer worksite on their
designated remote workday, they may switch their remote workday during the same work
week with supervisor approval.
71.13 Procedures for requesƟng leave will remain unchanged. The employee is responsible for
obtaining leave approval in advance and keeping appropriate personnel informed of leave
usage in accordance with Department policy and/or procedure. Hybrid work is not
intended to be used in place of personal leave, Family and Medical Leave, Workers’
CompensaƟon leave, or other types of leave.
46
71.14 Hybrid workers must make advance arrangements for dependent care to ensure a
producƟve work environment. Remote work is not intended to be a subsƟtute for day care
or other personal obligaƟons. It is expected that the hybrid worker shall conƟnue to make
arrangements for dependent care to the same extent as if the employee was working
onsite.
71.15 Oakland County Probate Court is a public employer whose County taxpayers pay its
employees’ salaries. Therefore, it is important that Oakland County Probate Court
employees live in or within a reasonable distance of the region they serve. Reasonable
distance will be determined on a case-by-case basis by the department and/or Human
Resources based on departmental business needs. As with all employees, commuƟng to
and from work is considered personal Ɵme. Consequently, employees will generally not
be compensated for travel between their place of residence or remote work locaƟon and
the onsite work locaƟon. However, the employee will not be charged leave Ɵme for
commute to their work locaƟon due to equipment failures, power outages or other
unexpected conƟngencies.
71.16 The employee’s remote workspace is considered an extension of the Employer’s
workspace. Hybrid workers must maintain a disƟnct separaƟon between work acƟviƟes
and personal acƟviƟes by ensuring safe and suitable workspace that is appropriately
confidenƟal and free of distracƟons that may interfere with work. The remote workplace
should be maintained in a safe condiƟon, free of hazards that might endanger the
Employee or County equipment. The remote workspace is subject to inspecƟon with
reasonable advance noƟce in the event of an injury.
71.17 The Employer will not be responsible for costs associated with the setup of the employee’s
remote work office, such as remodeling, furniture, or lighƟng, nor for repairs or
modificaƟons to the remote office space. No County owned furniture (chairs, desks, etc.)
may be removed from the primary work locaƟon for use in a remote work locaƟon. The
Employer or County is not liable for damages to the employee’s personal or real property
while the employee is working at the remote workplace.
71.18 Hybrid workers must not conduct in-person meeƟngs with customers or co-workers at the
remote work locaƟon.
71.19 Employees are responsible for protecƟng the confidenƟality, integrity, and availability of
data, informaƟon, and paper files used when working remotely. Remote workers must
follow all applicable County, federal, state, and departmental policies, laws, and
regulaƟons to protect data accessed or maintained while working remotely. Employees
must ensure they are in compliance with Employer’s document retenƟon protocols
including securing sensiƟve informaƟon and properly preserving, storing, and archiving all
relevant documents and materials.
71.20 Injuries sustained by the employee in a remote office locaƟon in conjuncƟon with their
regular work duƟes may be covered by workers compensaƟon, and consequently,
employees are responsible for reporƟng work related injuries to their supervisor and the
Office of Risk Management as soon as pracƟcable by filing an Injury on the Job Report.
47
Workers compensaƟon does not apply to non-job-related injuries that occur in an
employee’s remote work locaƟon or injuries sustained during a commute trip in the
employee's personal vehicle; and does not cover claims for injuries to third parƟes,
including members of the employee’s family, or damage to property that occurs at the
remote work locaƟon.
71.21 Departments may provide equipment including computer hardware and work cell phones
as deemed necessary. Generally, printers and prinƟng materials will not be provided for
remote work locaƟons. In limited circumstances, and with supervisor approval, prinƟng
materials may be available to the employee. Employees should plan to print necessary
materials when at their primary County work locaƟon. Employees must take appropriate
steps to minimize damage to County-owned equipment. Any equipment supplied by
Oakland County is to be used for business purposes only. Remote workers must promptly
noƟfy the employer of an equipment malfuncƟon or failure of either County or personally
owned equipment. Remote workers must return county owned hardware, soŌware,
supplies, documents, and other informaƟon or property to the Employer work locaƟon
before ending the hybrid work arrangement or employment.
71.22 Any employee’s request to work remotely as a reasonable accommodaƟon under the
Americans with Disability Act (ADA) will be administered consistent with the Employer’s
reasonable accommodaƟon policy. Allowing an employee to work at an alternate work
locaƟon may be a viable outcome of the interacƟve accommodaƟons process under the
ADA if the employee’s qualifying disability prevents them from performing the essenƟal
funcƟons of their job at their designated duty staƟon unless the request creates an undue
hardship on the employer.
71.23 If an equipment failure or power outage occurs at the remote work locaƟon which affects
the ability to complete work tasks, the employee must promptly contact their supervisor.
The employee may be required to report for work at the primary work locaƟon to
complete their workday or use personal leave to account for the Ɵme. The employee will
not be charged leave Ɵme for commute to their work locaƟon due to equipment failures,
power outages or other unexpected conƟngencies.
71.24 On or before January 1st each calendar year, the employee shall review and sign a Hybrid
Work Agreement to cerƟfy their understanding of the terms of their Hybrid Work
Arrangement; and shall submit their request for hybrid work schedule within the Workday
system. This Agreement and schedule request shall be reviewed and approved by the
manager. If an employee transfers to another posiƟon, they are not guaranteed eligibility
for hybrid work in the new posiƟon.
71.25 Hybrid status on January 1st determines whether an employee is “hybrid” or “non-hybrid”
for that calendar year and associated benefits are conveyed accordingly. An employee
who reports as non-hybrid, receives non-hybrid benefits, and then uƟlizes hybrid work
will be subject to disciplinary acƟon. If hybrid eligibility changes for performance or
operaƟonal needs, and that change exceeds four (4) consecuƟve months, the Employee
shall be enƟtled to prorated non-hybrid benefits.
48
71.26 Hybrid Work Arrangements are subject to ongoing review and may be modified, adjusted,
suspended, or terminated for reasons including but not limited to conduct or other
performance concerns; adverse effect on customer service; failure to adhere to accurate
Ɵme reporƟng; engaging in non-work-related acƟvity (excluding defined break periods)
during scheduled work hours; and when requirements of the hybrid work arrangement
are not fulfilled.
71.27 Management will provide two weeks prior noƟce, when feasible, before modifying,
suspending, or terminaƟng a Hybrid Work Arrangement to allow the affected employee
to make necessary arrangements. If a Hybrid Work Agreement is terminated, employees
are responsible for returning all County property and all work product to the worksite and
resume onsite work within the Ɵmeframe provided by the department. An employee who
refuses to comply with the terminaƟon or modificaƟon of a Hybrid Work Agreement will
be subject to disciplinary acƟon. A hybrid work arrangement that is terminated due to
disciplinary acƟon must be reinstated should the disciplinary acƟon be successfully
resolved or appealed in the Union’s favor.
71.28 An employee’s job responsibiliƟes will not change due to parƟcipaƟon in the Hybrid Work
Program. The Manager may require the employee to submit regular status reports or
other informaƟon to help evaluate work performance. A decline in work performance or
a decline in service to the employee’s internal and external customers may result in
adjustments to the Hybrid Work Arrangement or terminaƟon from the Hybrid Work
Program.
71.29 The Employee’s duƟes, obligaƟons, responsibiliƟes, and condiƟons of employment with
the Employer will be unaffected by remote work. The employee must maintain
compliance with all Employer policies.
71.30 Any increase in FloaƟng Holidays for non-represented employees shall be matched by an
increase in an addiƟonal number of FloaƟng Holiday days for Employees represented by
this Agreement, based on hybrid status if necessary.
ArƟcle 72
RetroacƟvity
72.1 The Agreement will take effect retroacƟvely from October 1, 2024, and any payments
required under this Agreement shall be made on the first paycheck aŌer approval of this
Agreement by the Board of Commissioners.
Article 73
Card Check Recognition
73.1 The Employer and the Union agree that neutrality agreements combined with card check
recognition provide a distinct mechanism enabling employees to select representatives
the purpose of collective bargaining.
49
73.2 If a labor organization has valid signed authorization cards from a majority (50% + 1
employee) in an appropriate bargaining unit or classification of Employer’s unrepresented
employees, the Employer will recognize the labor organization as the exclusive collective
bargaining representative of those employees after card check validation and Mediator
certification.
73.3 If the labor organization represents other employees of Employer the Employer may, at its
election, condition card check validation on addition of the new employees to an existing
bargaining unit represented by the labor organization.
73.4 The card check validation process shall be conducted as follows:
73.4.1 The labor organization initiates the validation by delivering a written recognition demand
(“Recognition Demand”) to the Employer’s Court Administrator.
73.4.2 Within five (5) business days after receipt of the Recognition Demand, the Court
Administrator shall request appointment of a Mediator from the Federal Medication and
Conciliation Service (“FMCS”) to perform the card check.
73.4.3 Within five (5) business days after receipt of the Recognition Demand, the Court
Administrator shall send the labor organization a list of the names of all employees
working in the appropriate bargaining unit as of the date the Court Administrator received
the Recognition Demand. This list shall serve as the employee eligibility list.
73.4.4 As a time and date mutually agreed upon by the Parties or, absent agreement, a time and
date determined by the Mediator, the Mediator and parties shall meet at the Court or
other mutually agreed upon location in order to perform the card check validation.
73.4.5 The card check validation shall be accompanied by Mediator’s verification that the:
73.4.5.1 Signatures on the authorization cards match signature examples
provided by Employer for employees on the employee eligibility list;
73.4.5.2 Authorization cards are not more than one (1) year old or otherwise
invalid; and
73.4.5.3 Majority (50% + one (1) employee) of employees on the employee
eligibility list have selected the labor organization as the exclusive
representative.
73.4.6 The mediator shall certify, in writing, the results of the card check validation.
50
Article 74
Termination or Modification
74.1 This Agreement, including its appendices, shall remain in full force and effect until
midnight, September 30, 2028.
74.2 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 74.1, above. If
neither party gives a notice of termination or modification, or if each party giving notice
of termination or modification withdraws said notice prior to the termination date in
Section 74.1, 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.
74.3 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 Employer, it
shall be sent to Court Administrator, 1200 N. Telegraph Rd., Pontiac, MI 48341; address
changes shall be made available to the other party, where applicable.
74.4 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 remain within the
jurisdiction of the County of Oakland.
74.5 Article 53, Retiree Insurance, is not subject to the termination date in Section 74.1, 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 53.
51
Signatures
The language of this Agreement shall be construed as a whole according to its fair meaning, and
not construed strictly for or against any Party.
The secƟon and subsecƟon numbers, capƟons, and any index to such secƟons and subsecƟons
contained in this Agreement are intended for the convenience of the reader and are not intended
to have any substanƟve meaning and shall not be interpreted to limit modify any substanƟve
provisions of this Agreement. In this Agreement, for any noun or pronoun, use of the singular or
plural form, use of the nominaƟve, possessive, or objecƟve case, and any reference to gender,
shall mean the appropriate form, case, or gender as the context requires.
In witness whereof, the Employer and its ConsƟtuƟonal and Statutory Officers and the UAW and
its Local 889, on behalf of its represented employees, are authorized to execute this Agreement
and hereby cause this Agreement and Appendices to be executed.
FOR THE UNION:
_______________________________________
Thomas Brenner
UAW Region I, InternaƟonal Servicing Rep.
Joseph J. Rozell
UAW Local 889, Second Vice-President
FOR THE EMPLOYER:
_______________________________________
Linda S. Hallmark
Chief Probate Judge
_______________________________________
David Woodward
Chairperson, Board of Commissioners
Unit Chairperson, Supervisory Employees
______
Robert Doyle
Unit Chairperson, Non-Supervisory Employees
Full Time Salary Schedules UAW 10:16 AM
11/15/2024
Page 1 of 5
Compensation Step
Classification Comments
Step Hourly Bi - Weekly Annual
Job Profile Allowed
Unions
Salary
Plan Exempt/Non-Exempt Occ Cat
Case Management
Coordinator-081
01 25.8214 2,065.71 53,708 J001776 BU81-
United Auto
Workers
(UAW) Local
889:
Probate
Non-Supv
(UAW)
081/116 Non-Exempt Professionals
12 27.0748 2,165.98 56,315
24 28.3281 2,266.25 58,923
36 29.5816 2,366.53 61,530
48 30.8350 2,466.80 64,137
60 32.0884 2,567.07 66,744
72 33.3423 2,667.38 69,352
84 34.5956 2,767.65 71,959
Deputy Probate Register I-081 01 19.2681 1,541.45 40,078 J001122 BU81-
United Auto
Workers
(UAW) Local
889:
Probate
Non-Supv
(UAW)
081/110 Non-Exempt Technicians
12 20.2034 1,616.27 42,023
24 21.1391 1,691.13 43,969
36 22.0743 1,765.94 45,914
48 23.0093 1,840.74 47,859
60 23.9451 1,915.61 49,806
72 24.8803 1,990.42 51,751
84 25.8154 2,065.23 53,696
Deputy Probate Register II-081 01 21.2430 1,699.44 44,185 J001123 BU81-
United Auto
Workers
(UAW) Local
889:
Probate
Non-Supv
(UAW)
081/112 Non-Exempt Office and Clerical
12 22.2743 1,781.94 46,330
24 23.3055 1,864.44 48,475
36 24.3368 1,946.94 50,620
48 25.3680 2,029.44 52,765
Appendix A
Wage and Increment Schedule
Full Time Salary Schedules UAW 10:16 AM
11/15/2024
Page 2 of 5
Compensation Step
Classification Comments
Step Hourly Bi - Weekly Annual
Job Profile Allowed
Unions
Salary
Plan Exempt/Non-Exempt Occ Cat
60 26.3991 2,111.93 54,910
72 27.4305 2,194.44 57,055
84 28.4616 2,276.93 59,200
Financial Services Technician I-
081
01 18.3505 1,468.04 38,169 J001773 BU81-
United Auto
Workers
(UAW) Local
889:
Probate
Non-Supv
(UAW)
081/109 Non-Exempt Office and Clerical
12 19.2413 1,539.30 40,022
24 20.1321 1,610.57 41,875
36 21.0231 1,681.85 43,728
48 21.9139 1,753.11 45,581
60 22.8046 1,824.37 47,434
72 23.6954 1,895.63 49,286
84 24.5864 1,966.91 51,140
Office Leader-080 01 19.2681 1,541.45 40,078 J001772 BU80-
United Auto
Workers
(UAW) Local
889:
Probate
Supv (UAW)
080/110 Non-Exempt Office and Clerical
12 20.2034 1,616.27 42,023
24 21.1391 1,691.13 43,969
36 22.0743 1,765.94 45,914
48 23.0093 1,840.74 47,859
60 23.9451 1,915.61 49,806
72 24.8803 1,990.42 51,751
84 25.8154 2,065.23 53,696
Office Supervisor I-080 01 22.3054 1,784.43 46,395 J001989 BU80-
United Auto
Workers
(UAW) Local
889:
Probate
Supv (UAW)
080/113 Non-Exempt Office and Clerical
12 23.3884 1,871.07 48,648
24 24.4708 1,957.66 50,899
36 25.5536 2,044.29 53,152
Full Time Salary Schedules UAW 10:16 AM
11/15/2024
Page 3 of 5
Compensation Step
Classification Comments
Step Hourly Bi - Weekly Annual
Job Profile Allowed
Unions
Salary
Plan Exempt/Non-Exempt Occ Cat
48 26.6368 2,130.94 55,404
60 27.7191 2,217.53 57,656
72 28.8021 2,304.17 59,908
84 29.8849 2,390.79 62,161
Office Support Clerk Senior-
081
01 18.3505 1,468.04 38,169 J001774 BU81-
United Auto
Workers
(UAW) Local
889:
Probate
Non-Supv
(UAW)
081/109 Non-Exempt Office and Clerical
12 19.2413 1,539.30 40,022
24 20.1321 1,610.57 41,875
36 21.0231 1,681.85 43,728
48 21.9139 1,753.11 45,581
60 22.8046 1,824.37 47,434
72 23.6954 1,895.63 49,286
84 24.5864 1,966.91 51,140
Office Support Clerk-081 01 16.4778 1,318.22 34,274 J001775 BU81-
United Auto
Workers
(UAW) Local
889:
Probate
Non-Supv
(UAW)
081/107 Non-Exempt Office and Clerical
12 17.3096 1,384.77 36,004
24 18.1415 1,451.32 37,734
36 18.9731 1,517.85 39,464
48 19.8050 1,584.40 41,194
60 20.6368 1,650.94 42,924
72 21.4684 1,717.47 44,654
84 22.3006 1,784.05 46,385
Probate Court Supervisor-080 01 29.8914 2,391.31 62,174 J001462 BU80-
United Auto
Workers
(UAW) Local
889:
Probate
Supv (UAW)
080/119 Non-Exempt Professionals
12 31.3420 2,507.36 65,191
24 32.7934 2,623.47 68,210
Full Time Salary Schedules UAW 10:16 AM
11/15/2024
Page 4 of 5
Compensation Step
Classification Comments
Step Hourly Bi - Weekly Annual
Job Profile Allowed
Unions
Salary
Plan Exempt/Non-Exempt Occ Cat
36 34.2440 2,739.52 71,228
48 35.6954 2,855.63 74,246
60 37.1463 2,971.70 77,264
72 38.5976 3,087.81 80,283
84 40.0484 3,203.87 83,301
Probate Register-080 01 46.3714 3,709.71 96,452 J001030 BU80-
United Auto
Workers
(UAW) Local
889:
Probate
Supv (UAW)
080/128 Exempt Officials and
Administrators
12 48.6221 3,889.77 101,134
24 50.8731 4,069.85 105,816
36 53.1245 4,249.96 110,499
48 55.3753 4,430.02 115,181
60 57.6261 4,610.09 119,862
72 59.8776 4,790.21 124,545
84 62.1286 4,970.29 129,228
Probate Specialist-081 01 22.3054 1,784.43 46,395 J001094 BU81-
United Auto
Workers
(UAW) Local
889:
Probate
Non-Supv
(UAW)
081/113 Non-Exempt Office and Clerical
12 23.3884 1,871.07 48,648
24 24.4708 1,957.66 50,899
36 25.5536 2,044.29 53,152
48 26.6368 2,130.94 55,404
60 27.7191 2,217.53 57,656
72 28.8021 2,304.17 59,908
84 29.8849 2,390.79 62,161
Supervisor Probate Court
Operations-080
01 38.1495 3,051.96 79,351 J001456 BU80-
United Auto
Workers
(UAW) Local
889:
Probate
Supv (UAW)
080/124 Non-Exempt Office and Clerical
12 40.0015 3,200.12 83,203
Full Time Salary Schedules UAW 10:16 AM
11/15/2024
Page 5 of 5
Compensation Step
Classification Comments
Step Hourly Bi - Weekly Annual
Job Profile Allowed
Unions
Salary
Plan Exempt/Non-Exempt Occ Cat
24 41.8533 3,348.26 87,055
36 43.7058 3,496.46 90,908
48 45.5575 3,644.60 94,760
60 47.4096 3,792.77 98,612
72 49.2614 3,940.91 102,464
84 51.1134 4,089.07 106,316
Technical Office Specialist-081 01 21.2430 1,699.44 44,185 J001778 BU81-
United Auto
Workers
(UAW) Local
889:
Probate
Non-Supv
(UAW)
081/112 Non-Exempt Paraprofessional
12 22.2743 1,781.94 46,330
24 23.3055 1,864.44 48,475
36 24.3368 1,946.94 50,620
48 25.3680 2,029.44 52,765
60 26.3991 2,111.93 54,910
72 27.4305 2,194.44 57,055
84 28.4616 2,276.93 59,200
11
MEDICAL PLAN OPTIONS COMPARISON
In-Network
Benefits Shown
AVAILABLE TO ALL EMPLOYEES
Bi-weekly contributions may differ based on union agreement
ONLY AVAILABLE TO
EMPLOYEES WHO ARE
CURRENTLY ENROLLED
PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
Blue Cross/Blue Shield
of MI (BCBSM)
Blue Cross/Blue Shield
of MI (BCBSM)Blue Care Network (BCN)Blue Cross/Blue Shield of
MI (BCBSM)
Blue Cross/Blue Shield
Traditional Plan
(BCBSM)
Plan Website BCBSM.com
Bi-Weekly Contributions
Employee
Emp +1
Family
$42
$75
$85
Employee
Emp +1
Family
$52
$80
$95
Employee
Emp +1
Family
$26
$45
$55
Employee
Emp +1
Family
$10
$15
$25
Employee
Emp +1
Family
$62
$99
$104
No Coverage Option Refer to benefit elections in Workday
Network(s)Blue Cross/Blue Shield Blue Cross/Blue Shield Blue Care Network Blue Cross/Blue Shield Blue Cross/Blue Shield
Deductible(s)
$0 per person / $0 per
family
*$200/$400 deductible
only applies to durable
medical equipment,
ambulatory services, and
private duty nursing care
$100 per person / $200
per family
per calendar year
No deductible
$1,650 per person /
$3,300 per family
per calendar year
*Current 2025 IRS minimum
$200 per person / $400
per family
per calendar year
Health Savings Account
(HSA) Tiered County
Contribution
Not eligible Not eligible Not eligible Up to $1,000 for
single/$2,000 for family Not eligible
Coinsurance
None for most services;
10% after deductible
for durable medical
equipment, ambulatory
services, and private
duty nursing care
10% after deductible,
as noted; 50% after
deductible for private duty
nursing care
None
None for most services;
50% for private duty
nursing care
10% after deductible
for most services;
25% after deductible
for private duty nursing
care
Coinsurance Maximum $1,000 per person/per
family per calendar year
$500 per person /
$1,000 per family
per calendar year
N/A N/A $1,000 per person / per
family per calendar year
Annual
Out-of-Pocket Maximum
$4,125 per person /
$10,250 per family
per calendar year
$4,125 per person /
$10,250 per family
per calendar year
$6,600 per person /
$13,200 per family
per calendar year
$4,125 per person /
$10,250 per family
per calendar year
$4,125 per person /
$10,250 per family
per calendar year
Medical
Appendix B
12
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
PREVENTIVE CARE
Annual Physical Exam, Well Baby Exam 100%
Related Laboratory & Radiology Services 100%
Annual Gynecological Exam, Pap Smear,
Mammogram, Colonoscopy 100%
Immunization (adult & childcare)100%
PHYSICIAN/PROFESSIONAL PROVIDER SERVICES
Primary Care Physician (PCP) Office Visit $20 copay $20 copay $20 copay 100% after deductible 90% after deductible
Specialty Provider Office Visit $20 copay $20 copay
$20 copay
PCP referral may
be required
100% after deductible 90% after deductible
Telehealth Visit 100%$20 copay
$20 copay
Must be provided through
contracted telehealth
services provider
100% after deductible
Online visits by a non-
BCBSM selected vendor
are not covered
90% after deductible
Blue Cross/Blue Shield of MI (BCBSM)
Online Visits 100%$20 copay $20 copay 100% after deductible 90% after deductible
EMERGENCY / URGENT CARE SERVICES
Urgent Care $20 copay $20 copay $20 copay 100% after deductible 100%
Emergency Room Visits
$100 copay
Copay will be waived if
admitted
$100 copay
Copay will be waived if
admitted
$100 copay
Copay will be waived if
admitted
100% after deductible
$100 copay
Copay will be waived if
admitted
Ambulance Service for Medical Emergencies 90% after deductible 90% after deductible 100%100% after deductible 90% after deductible
Medical
13
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
DIAGNOSTIC SERVICES
Laboratory & Pathology 100%90% after deductible
100%
Some services require
pre-authorization
100% after deductible 90% (no deductible)
Diagnostic Tests (X-rays, blood work)100%90% after deductible
100%
Some services require
pre-authorization
100% after deductible 90% (no deductible)
Imaging (CT/PET scans, MRIs)100%90% after deductible
100%
Some services require
pre-authorization
100% after deductible 90% (no deductible)
Radiation Therapy & Chemotherapy 100%90% after deductible
100%
Some services require
pre-authorization
100% after deductible 100%
INPATIENT HOSPITAL SERVICES
General Conditions, Surgical Services, Semi-
Private Room, Drugs, Intensive Care Unit,
Hospital Equipment, Nursing Care, Meals
100%
Nonemergency services
must be rendered in a
participating hospital
90% after deductible
Nonemergency services
must be rendered in a
participating hospital
100%
Bariatric surgery & related
services: $1,000 copay
100% after deductible
Nonemergency services
must be rendered in a
participating hospital
100%
Nonemergency services
must be rendered in a
participating hospital
OUTPATIENT HOSPITAL SERVICES
Outpatient Surgery 100%90% after deductible 100%100% after deductible 100%
Ambulatory Surgical Center 100%90% after deductible 100%100% after deductible 100%
Professional Surgical and Related Services 100%90% after deductible 100%100% after deductible 100%
Medical
14
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
FAMILY PLANNING SERVICES
Physician Services (delivery & inpatient)100%90% after deductible 100%100% after deductible 100%
Hospital Care 100%90% after deductible 100%100% after deductible 100%
Routine Pre- & Post-Natal Care 100%100%
100% pre-natal visits
$20 copay post-natal
visits
100%
100% for some pre-
natal visits; otherwise,
90% after deductible
Assisted Reproductive Treatment Not Covered Not Covered
100%
One attempt at artificial
insemination per lifetime
Not Covered Not Covered
Maven (maternity & post-partum support,
adoption assistance, etc.)100%100%100%100%100%
Female Voluntary Sterilization and
FDA-Approved Contraceptive Methods 100%100%100%100%100%
Male Voluntary Sterilization 100%90% after deductible 100%100% after deductible Not Covered
BEHAVIORAL HEALTH SERVICES (MENTAL HEALTH & SUBSTANCE ABUSE DISORDER)
Inpatient Services 100%
90% after deductible
Covered according to
plan guidelines
100%100% after deductible 100%
Outpatient Services 100% after $20 copay 90% after deductible
Office visit $20 copay $20 copay 100% after deductible 100% in approved
facilities only
Telemedicine Services 100%$20 copay $20 copay 100% after deductible 100%
AUTISM SPECTRUM DISORDERS; DIAGNOSES AND TREATMENT
Applied Behavioral Analysis (ABA services
must be obtained by an approved autism
evaluation center [AAEC])
100%90% after deductible $20 copay 100% after deductible 100%
Physical, Occupational, and Speech Therapy 100%90% after deductible 100%100% after deductible 100%
Nutritional Counseling 100%90% after deductible $20 copay 100% after deductible 100%
Medical
15
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
HABILITATION SERVICES
Outpatient Physical, Occupational and
Speech Therapy
100% with approved ABA
treatment
90% after deductible with
approved ABA treatment
100% with approved ABA
treatment
100% after deductible with
approved ABA treatment
90% after deductible with
approved ABA treatment
REHABILITATION SERVICES
Outpatient Physical, Occupational and
Speech Therapy 100%
90% after deductible
Limited to 180 combined
visits per calendar year
$20 copay
Up to 60 combined visits
per benefit period
100% after deductible
Limited to 180 visits per
member per calendar year
100%
Up to 60 combined or
consecutive therapy visits
per calendar year; 61or
more visits covered 90%
after deductible
Chiropractic Spinal Manipulation
$20 copay
Limited to 38 visits per
calendar year
$20 copay
Limited to 24 visits per
calendar year
$20 copay
Limited 30 visits per
calendar year (when
referred)
100% after deductible
Limited to 24 visits per
calendar year
90% after deductible
Limited to 38 visits per
calendar year
ALTERNATIVES TO HOSPITAL CARE
Home Health Care Visits 100%
90% after deductible
Must be provided by a
participating home health
care agency
100% unlimited
Does not include
rehabilitation services
100% after deductible
Must be provided by
a participating home
health care agency
100%
Must be provided by
a participating home
health care agency
Hospice Care
100%
Four 90-day periods.
Must be provided
through a participating
hospice program.
100%
Four 90-day periods.
Must be provided
through a participating
hospice program.
100%
100% after deductible
Four 90-day periods.
Must be provided
through a participating
hospice program.
100%
Four 90-day periods.
Must be provided through
a participating hospice
program.
Skilled Nursing Care 100%
90% after deductible
Limited to a maximum
of 120 days
100%
Covered for authorized
services, up to 730 days.
100% after deductible
Limited to a maximum of
90 days per member
per calendar year
100%
Must be in a participating
skilled nursing facility
Private Duty Nursing 90% after deductible 50% after deductible Not Covered 50% after deductible 75% after deductible
Outpatient Infusion Therapy
100%
Must be given at a
plan-approved
site of service
90% after deductible
Must be given by a
participating Home Infusion
Therapy (HIT) provider or in
a participating freestanding
Ambulatory Infusion Center
100%
Administration or infusion
can take place in a
physician's office, at home
or in an outpatient setting
100% after deductible
Must be given by a
participating Home Infusion
Therapy (HIT) provider or in
a participating freestanding
Ambulatory Infusion Center
100%
Must be given by a
participating Home
Infusion Therapy
(HIT) provider or in a
participating freestanding
Ambulatory Infusion Center
Medical
16
Medical
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
HUMAN ORGAN TRANSPLANTS
Specified Human Organ Transplants 100%
100%
Covered according
to plan guidelines
100%
Covered according
to plan guidelines
100% after deductible
in an approved, designated
facility and coordinated
through the BCBSM
Human Organ Transplant
Program
100%
In approved facilities
OTHER COVERED SERVICES
Allergy Testing 100%100%$20 copay 100% after deductible 90% after deductible
Allergy Treatment & Injections 100%100%$20 copay 100% after deductible 90% after deductible
Durable Medical Equipment, Prosthetic &
Orthotics 90% after deductible 90% after deductible
100% covered
for approved
equipment only
100% after deductible 90% after deductible
Gender Affirming Care
Blue Cross/Blue Shield of MI (BCBSM) and Blue Care Network (BCN) health plans generally cover medically necessary
gender-affirming services for members with gender dysphoria. This includes hormone therapy and gender reassignment surgery.
These services are subject to applicable member cost share:
www.bcbsm.com/amslibs/content/dam/public/mpr/mprsearch/pdf/2065126.pdf
Hearing Care Hearing aids and services covered once every 36
months up to $3,000.
Hearing aids and
services covered once
every 36 months up to
$6,000.
Hearing aids and services covered once every 36
months up to $3,000.
Chronic Condition Management
through Teladoc 100%
17
Medical
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
PROGRAM PROVISIONS
Out-of-Network Services
In general, Plan pays 85%
of approved amount less
applicable copays.
For diabetic supplies,
durable medical equipment,
prosthetic and orthotic
devices, private duty
nursing, Plan pays 75%
of approved amount after
deductible (if applicable).
Plan pays 70% of approved
amount, after out-of-network
deductible less applicable
copays.
For private duty nursing,
Plan pays 50% of approved
amount after deductible.
Not covered except for
emergencies
Plan pays 80% of approved
amount, after out-of-network
deductible.
For private duty nursing,
Plan pays 50% of approved
amount after deductible.
This plan does not use a
provider network. You can
receive covered services
from any provider.
Payment of Covered Services
Preferred (Network) Hospitals:
100% of covered benefits
Non-Network Hospitals:
85% of approved payment
amount after deductible
Preferred (Network)
Physicians - Outpatient:
100% after $20 copay
Non-Network
Physicians - Outpatient:
85% of approved payment
amount after $20 copay
Preferred (Network) Hospitals:
90% of covered benefits,
after deductible
Non-Network Hospitals:
70% of approved payment
amount after out-of-
network deductible
Preferred (Network)
Physicians:
100% after $20 copay
Non-Network Physicians:
70% of approved payment
amount after out-of-
network deductible and
$20 copay
Copays as noted
Preferred (Network) Hospitals:
100% of covered benefits,
after deductible
Non-Network Hospitals:
80% of approved payment
amount after out-of-
network deductible.
Preferred (Network)
Physicians: 100% after
in-network deductible
Non-Network Physicians:
80% of approved
payment amount after
out-of-network deductible
Participating Hospitals:
100% of covered benefits
Non-participating Hospitals:
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
*While every attempt has been made to ensure the accuracy of this Summary, in the event of any discrepancy the Summary of Benefits Coverage (SBC)
and the Benefits at a Glance (BAAG) will prevail.
18
Prescription
PRESCRIPTION DRUGS*
All Oakland County medical plan enrollees and their eligible dependents will automatically receive prescription drug coverage.
Retail Prescription https://welcome.optumrx.com/countyofoakland/
Mail Order Prescriptions
Carrier Optumrx.com
In-Network Benefits PPO1 PPO2 HMO HDHP/PPO TRADITIONAL
Participating / Network
Pharmacies
Covered / Copays:
Tier 1: $10 copay most generics / some brands
Tier 2: $30 copay preferred brands / some generics
Tier 3: $50 copay non-preferred products (could include both brand and generic)
Select birth control pills covered $0 copay
90 day supply of maintenance medications through your pharmacy with
one copay (applies to mail order )
Covered / Copays
(after deductible):
Tier 1: $10 most
generics / some
brands (after
deductible)
Tier 2: $30 preferred
brands / some
generics (after
deductible)
Tier 3: $50 non-
preferred products
(could include brand
and generic) (after
deductible)
Select birth control
pills covered $0 copay
Covered / Copays:
Tier 1: $10 most
generics / some
brands
Tier 2: $30 preferred
brands / some
generics
Tier 3: $50 non-
preferred products
(could include brand and
generic)
Select birth control
pills covered $0 copay
Non-Participating / Non-
Network Pharmacies
Paid at the in-network cost, less $10, $30 or $50
copay Not covered
Paid at the in-network
cost, less $10, $30
or $50
copay after deductible
Paid at in-network
cost, less $10, $30, $50
copay
Annual Out-of-Pocket
Maximum
$3,775 per person /
$5,550 per family per
calendar year
$3,775 per person /
$5,550 per family per
calendar year
Included in Medical
Out-of-Pocket
Maximum
$3,775 per person /
$5,550 per family per
calendar year
$3,775 per person /
$5,550 per family per
calendar year
Generic Requirement
Generic medications meet the same standards of safety, purity, strength, and effectiveness as the brand-name drug. For this
reason, if the patient requests a brand-name medication when a generic equivalent is available, you will be responsible for the
Tier 3 copay plus the difference in price between the brand-name medication and its generic equivalent. If your doctor makes the
request, you will be responsible for the Tier 3 copay.
While in hospital NOTE: While in the hospital, drugs are covered under your medical plan.
*Subject to contract approval and may differ per bargaining unit.
19
Prescription
When you enroll for medical coverage, you and your covered family members also receive prescription drug benefits. The cost of your prescription
depends on whether:
• Your drug is on the formulary (i.e., approved drug list)
• Your prescription is a generic drug or brand-name drug
• You met the annual out-of-pocket maximum
Understanding the types of medications
Formulary Maintenance Medication Generic Medications Prior Authorization/ Step Therapy
Preferred drug list established by a clinical
committee of BCBSM physicians and
pharmacists.
Formularies are evaluated based on
effectiveness, side effects, drug interactions
and cost.
On-going evaluation of the formulary
occurs to ensure inclusion of new drugs,
new clinical restrictions, approval for
generic options and more.
The formulary can be found at
bcbsm.com/customdruglist.
Examples include medication
for high blood pressure or
high cholesterol.
Talk to your physician about
issuing a three-month supply
of medication through your
local pharmacy with one
copayment.
Approved as meeting the same
standards of safety, purity, strength, and
effectiveness as the brand-name drug.
For this reason, if the patient requests a
brand-name medication when a generic
equivalent is available the patient is
responsible for the Tier 3 copay plus
the difference in cost between the
brand-name medication and its generic
equivalent.
If your doctor makes the request, the
patient will be responsible for the Tier 3
copay.
Certain medications require prior
authorization and/or step therapy.
This process is initiated by the
prescribing physician.
BCBSM will review the prior
authorization/step therapy request
once all required information has been
received.
All medications that require prior
authorization or step therapy will
be marked with "PA" or "ST" on the
formulary.
Prior authorizations and step
therapies must be renewed annually.
Three-tier prescription drug program
The county offers a three-tier prescription drug program. Under the three-tier program, the amount of the in-network copay varies as shown below:
Drug Tier Description Copay*
Tier 1 Many generic medications and a few brand-name drugs $10
Tier 2 Preferred brands and some generics $30
Tier 3 Non-Preferred products (could include both brand and generic products)$50
Prescription Administrators & Partners (BCBSM & BCN Plans)
Your prescriptions are administered through Optum Rx; however, you will utilize your BCBSM medical ID card at the point of service for prescriptions.
Optum Rx is partnered with Pillar Rx for a High-Cost Drug Discount Program and partnered with Sempre Health on specified chronic condition
medications. You will receive correspondence from these partners if you're utilizing a particular drug within these programs.
*Subject to contract approval and may differ per bargaining unit.
20
Maven & Teladoc
MAVEN
Maven is a family building & women’s health solution supporting all paths to
parenthood and continued care with digital-first human care.
Family Building Support Solution
• Preconception care
• Egg freezing
• IUI & IVF
• Adoption & surrogacy
Maternity Support Solution
• Prenatal and postnatal care
• NICU support
• High-risk pregnancy care management
• Postpartum & return to work support
• Loss
Menopause & Ongoing Care
• Early intervention
• Symptom management
• Mental health
For a personalized experience, Maven will match a dedicated Care
Advocate that will support members through their unique journey.
TELADOC
Teladoc is a virtual condition management tool to help control and
minimize the risk of chronic conditions.
There are four condition management solutions:
Diabetes Management
• Members will receive cellularly-enabled glucometers that
provide the member and the care team with readings
real-time, along with lancets, personalized coaching, and
educational content.
Hypertension Management
• Members will receive a cloud connected blood pressure
monitor to share live results with the member and the care
team, along with personalized educational content, and
reinforcement of healthy behaviors.
Diabetes Prevention
• Members will receive a cellularly-connected scale,
personalized type 2 diabetes prevention curriculum, and
health challenges.
Weight Management
• Members will receive an advanced smart scale and app
to track weight, activity, and food, along with personalized
tools and tips based on goals.
Visit hr.OakGov.com/Benefits
or use the camera on your
phone to scan the QR code for
additional information.
21
Dental
DENTAL COVERAGE THROUGH DELTA DENTAL OF MICHIGAN - PPO
Plans listed below are designed to promote regular dental visits and good oral health, a key part of your overall wellness.
Delta Dental coverage is available to you and your dependents up to the age 26. The plan pays benefits up to the annual
maximum. The level of dental coverage you choose will determine how fast you reach your annual maximum benefit.
Your dental election is separate from your medical plan election, meaning you can elect dental coverage even if you waive
medical coverage. Your covered dependents will be enrolled in the same coverage you enroll in.
Service Standard Plan High Plan Modified Plan
COVERAGE
Bi-Weekly Contributions
Employee
Emp +1
Family
$0
$0
$0
Employee
Emp +1
Family
$1.15
$1.73
$5.00
Bi-Weekly Credit
Employee
Emp +1
Family
$1.15
$1.73
$3.27
NO COVERAGE
Opt-Out Bi-Weekly Credit
No coverage credit $1.93 / $3.85 / $5.77
No coverage credit (county spouse/parent coverage) $1.93 / $1.93 / $1.93
Deductible
Employee $25
Emp +1 and Family $50
Plan Coverage
DIAGNOSTIC & PREVENTIVE
Two routine exams, cleanings, and fluoride
treatments (up to age 19) per year.
Covered at 100%;
No copay or deductible
BASIC
Fillings, extractions, dental surgery, crowns,
root canals, treatment for gum disease.
Bitewing X-rays are payable twice per calendar
year and Full mouth X-rays or Panorex are
payable once in any three-year period.
Covered at 85%Covered at 85%Covered at 50%
Appendix C
22
Dental
Service Standard Plan High Plan Modified Plan
MAJOR
Bridges, implants, crowned over implants and
dentures are payable once per tooth in any
five-year period.
Covered at 50%
Orthodontia Covered at 50%; up to age 19
Maximum Benefit (does not include diagnostic
and preventive services and X-rays)
$1,000 per individual
per calendar year
$1,500 per individual
per calendar year
$750 per individual
per calendar year
Orthodontia Limit $1,000 per individual per lifetime $1,000 per individual per lifetime $750 per individual per lifetime
DELTA DENTAL PPO Providers — a network of providers who agree to charge you fees for
services that are lower than their usual rates. These fees are the lowest when you visit a PPO
network.
DELTA PREMIER Providers — a network of providers who agree to charge you fees for services
that are lower than their usual rates. These fees are not as low as the PPO network, but lower
than a non-participating provider.
NON-PARTICIPATING Providers — these providers have no contracts with Delta Dental and can
bill up to the full amount of their rates. Delta Dental will pay a pre-determined amount that may
be lower than the providers full rates.
For additional information, refer to the Delta Dental Certificates and Benefit Summaries found
OakGov.com/Benefits under Health Benefit Plans.
FIND PPO DENTAL
PROVIDERS
To find dental providers
covered by your plan, visit
deltadentalmi .com
and click “Find a Dentist”
23
Vision
VISION COVERAGE THROUGH HERITAGE VISION PLANS
To help you see your best, Oakland County offers vision coverage through Heritage Vision Plans. Heritage Vision Plans coverage is available
to you and your dependents up to the age 26. Services provided by a non-network provider will require you to pay for those services in full
and submit a claim form to Heritage Vision Plans for reimbursement. Treatment of a medical condition affecting your eyes, such as glaucoma
or pink eye, is processed through your medical coverage.
Standard Plan High Plan Premier Plan*
Bi-Weekly Contributions
Employee
Emp +1
Family
$0
$0
$0
Employee
Emp +1
Family
$1.35
$2.88
$3.85
Employee
Emp +1
Family
$4.24
$8.48
$14.08
Plan Coverage In-Network
Examination (annually)100% after $5 copay 100% after $5 copay 100% after $5 copay
Lenses and Frames (Standard Glass or Plastic Lenses)
Single, bifocal, trifocal, and lenticular Covered 100% after $7.50 copay
every 24 months Covered 100% after $7.50 copay every 12 months
Polycarbonates (all ages)Covered 100%
Progressive Lenses $50 copay (Standard Lenses)
$100 copay (Premium Lenses)
100% Covered for Standard and
Premium Lenses
Frame Retail Allowance Up to $100 and 20% discount off
frame balance every 24 months
Up to $130 and 20% discount off
frame balance every 12 months
Up to $175 and 20% discount off
frame balance every 12 months
Contact Lenses (In lieu of Lenses and Frames)
Elective Contact Lenses Up to $50 retail every 24 months Up to $100 retail every 12 months Up to $150 retail every 12 months
Additional Benefits
Lasik
Not Covered Not Covered
$600 per eye/per lifetime
Second pair of glasses or contacts Subject to applicable copay
Additional information is located at OakGov.com/benefits under Health Benefit Plans.
*Subject to contract approval and may differ per bargaining unit.
FIND A HERITAGE VISION CARE PROVIDER
Visit heritagevisionplans.com and click on “Find a Provider” tab and select the national network and add in your zip code.
Appendix D
RETIREE HEALTH CARE ELIGIBILITY
Once you have attained the required years of service and age, you are eligible for
health coverage as a retiree from Oakland County. The eligibility is dependent upon
your date of hire as an eligible for benefits employee. The schedule on the following
pages applies to non-represented employees. If you are represented by a bargaining
unit, the dates may vary and you are encouraged to contact the Retirement Unit to
determine which schedule applies to you. In all cases, except as specified
differently by some Sheriff bargaining agreements, you must have met the
requirements specified on the following pages and be at least age 60 with 8
years of service or age 55 with 25 years of service for coverage to
commence.
At age 65 or sooner if you or your dependents become eligible for Medicare due to a
disability, 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.
A - 8 YEAR SCHEDULE OF ELIGIBILITY
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.
B - REVISED SCHEDULE OF ELIGIBILITY
Employees hired on or after September 21, 1985 and before January 1, 1995.
Dates may vary by bargaining unit.
Total Actual Service Paid Health Coverage
With Oakland County Direct Retirement Deferred Retirement
Less than 8 years None None
8 – 14 years One Person* None
15 – 19 years Family One Person*
20 years or more Family Family
*Retiree has the option to pay the difference for a family policy.
Revised 4-1-2014 1
Appendix E
C – 15 YEAR SCHEDULE OF ELIGIBILITY
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 any deductibles or co-pays.
D – RETIREE HEALTH SAVINGS ACCOUNT (RHS)
Employees hired on or after January 1, 2006. Dates may vary by Bargaining Unit.
Employees hired on or after January 1, 2006 will not be eligible for retiree
health, dental or vision coverage through the Oakland County. A Retirement
Health Savings (RHS) account will be set up for full-time benefits eligible
employees * at a contribution amount of $75 per pay **.
The RHS account may only be used to pay for medical, dental and vision
expenses based on Internal Revenue Regulations. These expenses may include
paying for health care premiums, co-pays, and deductibles.
A participant may access his or her RHS account after retirement or separation
from county service based upon the following vesting schedule:
At Completion of: Vesting Schedule
Up to 6 Years 0% (Not Vested)
6 Years 60%
7 Years 70%
8 Years 80%
9 Years 90%
10 Years or more 100%
* A part-time eligible employee hired on or after January 1, 2006 will NOT be eligible for
Oakland County contributions towards his or her RHS account.
** Some bargaining units may differ
MEDICAL PLAN OPTIONS COMPARISON
In-Network
Benefits Shown
AVAILABLE TO ALL PRE-65 RETIREES
PPO1 PPO2 HMO TRADITIONAL
(IF ELIGIBLE)
Blue Cross/Blue Shield
of MI (BCBSM)
Blue Cross/Blue Shield
of MI (BCBSM)Blue Care Network (BCN)Blue Cross/Blue Shield
Traditional Plan (BCBSM)
Plan Website BCBSM.com
Network(s)Blue Cross/Blue Shield Blue Cross/Blue Shield Blue Care Network Blue Cross/Blue Shield
Deductible(s)
$0 per person / $0 per
family
*$200/$400 deductible
only applies to durable
medical equipment and
private duty nursing care
$100 per person / $200
per family
per calendar year
No deductible
$200 per person / $400
per family
per calendar year
Coinsurance
None for most services;
10% after deductible
for durable medical
equipment and private
duty nursing care
10% after deductible,
as noted; 50% after
deductible for private duty
nursing care
None
10% after deductible
for most services;
25% after deductible
for private duty nursing
care
Coinsurance Maximum $1,000 per person/per
family per calendar year
$500 per person /
$1,000 per family
per calendar year
N/A $1,000 per person / per
family per calendar year
Annual
Out-of-Pocket Maximum
$4,125 per person /
$10,250 per family
per calendar year
$4,125 per person /
$10,250 per family
per calendar year
$6,600 per person /
$13,200 per family
per calendar year
$4,125 per person /
$10,250 per family
per calendar year
Medical
Appendix F
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
PREVENTIVE CARE
Annual Physical Exam, Well Baby Exam 100%
Related Laboratory & Radiology Services 100%
Annual Gynecological Exam, Pap Smear,
Mammogram, Colonoscopy 100%
Immunization (adult & childcare)100%
PHYSICIAN/PROFESSIONAL PROVIDER SERVICES
Primary Care Physician (PCP) Office Visit $20 copay $20 copay $20 copay 90% after deductible
Specialty Provider Office Visit $20 copay $20 copay
$20 copay
PCP referal may
be required
90% after deductible
Telehealth Visit 100%$20 copay
$20 copay
Must be provided through
contracted telehealth
services provider
90% after deductible
Blue Cross/Blue Shield of MI (BCBSM)
Online Visits 100%$20 copay $20 copay 90% after deductible
EMERGENCY / URGENT CARE SERVICES
Urgent Care $20 copay $20 copay $20 copay 100%
Emergency Room Visits
$100 copay
Copay will be waived if
admitted
$100 copay
Copay will be waived if
admitted
$100 copay
Copay will be waived
if admitted
$100 copay
Copay will be waived if
admitted
Ambulance Service for Medical Emergencies 90% after deductible 90% after deductible 100%90% after deductible
Medical
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
DIAGNOSTIC SERVICES
Laboratory & Pathology 100%90% after deductible
100%
Some services require
preauthorization
90% (no deductible)
Diagnostic Tests (X-rays, blood work)100%90% after deductible
100%
Some services require
preauthorization
90% (no deductible)
Imaging (CT/PET scans, MRIs)100%90% after deductible
100%
Some services require
preauthorization
90% (no deductible)
Radiation Therapy & Chemotherapy 100%90% after deductible
100%
Some services require
preauthorization
100%
INPATIENT HOSPITAL SERVICES
General Conditions, Surgical Services, Semi-
Private Room, Drugs, Intensive Care Unit,
Hospital Equipment, Nursing Care, Meals
100%
Non-emergency services must be
rendered in a participating hospital
90% after deductible
Non-emergency services must be
rendered in a participating hospital
100%
Bariatric surgery & related
services: $1,000 copay
100%
Non-emergency services must be
rendered in a participating hospital
OUTPATIENT HOSPITAL SERVICES
Outpatient Surgery 100%90% after deductible 100%100%
Ambulatory Surgical Center 100%90% after deductible 100%100%
Professional Surgical and Related Services 100%90% after deductible 100%100%
Medical
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
FAMILY PLANNING SERVICES
Physician Services (delivery & inpatient)100%90% after deductible 100%100%
Hospital Care 100%90% after deductible 100%100%
Routine Pre- & Post-Natal Care 100%100%100% pre-natal visits
$20 copay post-natal visits
100% for some pre-natal
visits; otherwise, 90% after
deductible
Assisted Reproductive Treatment Not Covered Not Covered
100%
One attempt at artificial
insemination per lifetime
Not Covered
Maven (maternity & post-partum support,
adoption assistance, etc.)100%100%100%100%
Voluntary Female Sterilization and FDA-
Approved Contraceptive Methods 100%100%100%100%
Voluntary Male Sterilization and FDA
Approved Contraceptive Methods 100%90% after deductible 100%Not Covered
BEHAVIORAL HEALTH SERVICES (MENTAL HEALTH & SUBSTANCE ABUSE DISORDER)
Inpatient Services 100%
90% after deductible
Covered according to plan
guidelines
100%100%
Outpatient Services 100% after $20 Copay 90% after deductible Office
and Online Visit: $20 copay $20 copay 100% in approved
facilities only
AUTISM SPECTRUM DISORDERS; DIAGNOSES AND TREATMENT
Applied Behavioral Analysis (ABA services
must be obtained by an approved autism
evaluation center [AAEC])
100%90% after deductible $20 copay 100%
Physical, Occupational, and Speech Therapy 100%90% after deductible $20 copay 100%
Nutritional Counseling 100%90% after deductible $20 copay 100%
Medical
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
REHABILITATION SERVICES
Outpatient Physical, Occupational and
Speech Therapy 100%
90% after deductible
Limited to 180 combined visits per
calendar year
$20 copay
Up to 60 combined visits per
benefit period
100%
Up to 60 combined or consecutive
therapy visits per calendar year
Chiropractic Spinal Manipulation
$20 copay
Limited to 38 visits per calendar
year
$20 copay
Limited to 24 visits per calendar
year
$20 copay
Limited 30 visits per calendar year
(when referred)
90% after deductible
Limited to 38 visits per calendar
year
HABILITATION SERVICES
Outpatient Physical, Occupational and
Speech Therapy Not Covered Not Covered Not Covered Not Covered
ALTERNATIVES TO HOSPITAL CARE
Home Health Care Visits 100%
90% after deductible
Must be provided by a
participating home health care
agency
100% unlimited
Does not include rehabilitation
services
100%
Must be provided by
a participating home
health care agency
Hospice Care 100%
100%
Four 90-day periods.
Must be provided
through a participating hospice
program
100%
100%
Four 90-day periods. Must be
provided through a participating
hospice program
Skilled Nursing Care 100%
90% after deductible
Limited to a maximum
of 120 days
100%
Covered for authorized
services, up to 730 days.
100%
Must be in a participating
skilled nursing facility
Private Duty Nursing 90% after deductible 50% after deductible Not Covered 75% after deductible
Outpatient Infusion Therapy
100%
Must be given at a
plan-approved
site of service
90% after deductible
Must be given by a participating
Home Infusion Therapy (HIT)
provider or in a participating
freestanding Ambulatory Infusion
Center
100%
Administration or infusion can take
place in a physician's office, at
home or in an outpatient setting
100%
Must be given by a participating
Home Infusion Therapy (HIT)
provider or in a participating
freestanding Ambulatory Infusion
Center
Medical
Medical
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
HUMAN ORGAN TRANSPLANTS
Specified Human Organ Transplants 100%
100%
Covered according
to plan guidelines
100%
Covered according
to plan guidelines
100%
In approved facilities
OTHER COVERED SERVICES
Allergy Testing 100%100%100% after $20 copay 90% after deductible
Allergy Treatment & Injections 100%100%100% after $20 copay 90% after deductible
Durable Medical Equipment, Prosthetic &
Orthotics 90% after deductible 90% after deductible
100% covered
for approved
equipment only
90% after deductible
Gender Affirming Care
Blue Cross/Blue Shield of MI (BCBSM) and Blue Care Network (BCN) health plans generally cover medically necessary
gender-affirming services for members with gender dysphoria. This includes hormone therapy and gender reassignment surgery.
These services are subject to applicable member cost share:
https://www.bcbsm.com/amslibs/content/dam/public/mpr/mprsearch/pdf/2065126.pdf
Hearing Care Hearing aids and services covered once every 36 months.
Allowance: 1 Hearing Aid $2,000/2 Hearing Aids $3,000.
Hearing aids and services
covered once every 36
months. Allowance: 1 Hearing
Aid $3,000/2 Hearing Aids
$6,000.
Hearing aids and services
covered once every 36
months. Allowance: 1 Hearing
Aid $2,000/2 Hearing Aids
$3,000.
Teladoc (Chronic Condition Management)100%100%100%100%
Medical
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL
PROGRAM PROVISIONS
Out-of-Network Services
In general, Plan pays 85% of
approved amount less applicable
copays.
For diabetic supplies, durable
medical equipment, and private
duty nursing, Plan pays 75% of
approved amount after deductible (if
applicable)
Plan pays 70% of approved amount,
after out-of-network deductible less
applicable copays.
For private duty nursing, Plan pays
50% of approved amount after
deductible
Not covered except for emergencies
This plan does not use a provider
network. You can receive covered
services from any provider
Payment of Covered Services
Preferred (Network) Hospitals:
100% of covered benefits
Non-Network Hospitals:
85% of approved payment amount
after deductible
Preferred (Network)
Physicians - Outpatient:
100% after $20 copay
Non-Network
Physicians - Outpatient:
85% of approved payment amount
after $20 copay
Preferred (Network) Hospitals:
90% of covered benefits, after
deductible
Non-Network Hospitals:
70% of approved payment amount
after out-of-network deductible
Preferred (Network) Physicians:
100% after $20 copay
Non-Network Physicians:
70% of approved payment amount
after out-of-network deductible
and $20 copay
Copays as noted
Participating Hospitals:
100% of covered benefits
Non-participating Hospitals:
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
*While every attempt has been made to ensure the accuracy of this Summary, in the event of any discrepancy the Summary of Benefits Coverage (SBC) and Benefits at a
Glance (BaaG) will prevail.
Medical
Post-65 Medicare Supplemental Plan
In-Network Benefits Shown Medicare Network
Plan Website BCBSM.com
Deductible(s)No Deductible
Coinsurance None
Coinsurance Maximum N/A
Annual Out-of-Pocket Maximum None
Preventive Care
Annual Physical Exam 100%
Related Laboratory &
Radiology Services 100%
Annual Gynecological Exam,
Pap Smear, Mammogram,
Colonoscopy
100%
Immunization (adult & childcare)100%
Family Planning Services
Physician Services
(delivery & inpatient)100%
Hospital Care 100%
Routine Pre & Postnatal Care 100%
Assisted Reproductive Treatment Not Covered
Voluntary Sterilization and FDA-
Approved Contraceptive Methods 100%
Behavioral Health Services (Mental Health & Substance
Abuse Disorder)
Inpatient Services 100%
Outpatient Services 100%
Inpatient Hospital Services
General Conditions, Surgical Services,
Semi-Private Room, Drugs, Intensive
Care Unit,
Hospital Equipment, Nursing Care,
Meals
100%
Physician/Professional Provider Services
Primary Care Physician (PCP)
Office Visit Not Covered
Specialty Provider Office Visit Not Covered
Telehealth Visit Not Covered
Blue Cross/Blue Shield of MI
(BCBSM) Online Visits 100%
Emergency/Urgent Care Services
Urgent Care Not Covered
Emergency Room Visits $100 Copay
Ambulance Service for
Medical Emergencies 100%
Outpatient Hospital Services
Outpatient Surgery 100%
Ambulatory Surgical Center 100%
Professional Surgical and
Related Services 100%
Medical
Alternatives to Hospital Care
Home Health Care Visits
100%
Limited to a maximum of 100
visits per calendar year
Hospice Care
100%
Inpatient - limited to a lifetime
maximum of 30 days, Out-
patient - limited to a lifetime
maximum of $5,000
Skilled Nursing Care
100%
Limited to 100 days per
calendar year
Private Duty Nursing 100%
Outpatient Infusion Therapy 100%
Other Covered Services
Allergy Testing 100%
Allergy Treatment & Injections 100%
Durable Medical Equipment, Prosthetic
& Orthotics 100%
Gender Affirming Care
Blue Cross/Blue Shield of MI (BCBSM)
and Blue Care Network (BCN) health
plans generally cover medically nec-
essary gender-affirming services for
members with gender dysphoria. This
includes hormone therapy and gender
reassignment surgery. These services
are subject to applicable member
cost share: https://www.bcbsm.com/
amslibs/content/dam/public/mpr/mpr-
search/pdf/2065126.pdf
Hearing Care
Hearing aids and services covered
once every 36 months.
Allowance: 1 Hearing Aid $2,000/2
Hearing Aids $3,000.
Rehabilitation Services
Outpatient Physical, Occupational and
Speech Therapy 100%
Chiropractic Spinal Manipulation Not Covered
Program Provisions
Out-of Network Services Not Covered
Payment of Covered Services Medicare Supplemental plan pays
secondary to Medicare
Human Organ Transplants
Specified Human Organ
Transplants
100%
In designated facilities only
Autism Spectrum Disorders;
Diagnoses and Treatment
Applied Behavioral Analysis (ABA
services must be optained by
an approved autism evaluation
center [AAEC])
100%
Physical, Occupational, and
Speech Therapy 100%
Nutritional Counseling 100%
Diagnostic Services
Laboratory & Pathology 100%
Diagnostic Tests
(x-rays, blood work)100%
Imaging (CT/PET scans, MRIs)100%
Radiation Therapy &
Chemotherapy 100%
Prescription
PRESCRIPTION DRUGS
All Oakland County medical plan enrollees and their eligible dependents will automatically receive prescription drug coverage.
Retail Prescription Optumrx.com
Mail Order Prescriptions
Carrier Optumrx.com
In-Network Benefits PPO1 PPO2 HMO TRADITIONAL MEDICARE
SUPPLEMENTAL
Participating / Network
Pharmacies
Covered / Copays:
Tier 1: $10 copay most generics / some brands
Tier 2: $30 copay preferred brands / some generics
Tier 3: $50 copay non-preferred products (could include both brand and generic)
Select birth control pills covered $0 copay
Non-Participating / Non-
Network Pharmacies
Paid at the in-network cost, less $10, $30 or $50
copay Not covered Paid at in-network cost,
less $10, $30, $50 copay
Annual Out-of-Pocket
Maximum
$3,775 per person /
$5,550 per family per
calendar year
$3,775 per person /
$5,550 per family per
calendar year
Included in Medical
Out-of-Pocket
Maximum
$3,775 per person / $5,550 per family
per calendar year
Generic Requirement
Generic medications meet the same standards of safety, purity, strength, and effectiveness as the brand-name drug. For this
reason, if the patient requests a brand-name medication when a generic equivalent is available, you will be responsible for the
Tier 3 copay plus the difference in price between the brand-name medication and its generic equivalent. If your doctor makes the
request, you will be responsible for the Tier 3 copay.
While in hospital NOTE: While in the hospital, drugs are covered under your medical plan.
Prescription
When you enroll for medical coverage, you and your covered family members also receive prescription drug benefits. The cost of your prescription
depends on whether:
• Your drug is on the formulary (i.e., approved drug list)
• Your prescription is a generic drug or brand-name drug
• You met the annual out-of-pocket maximum
Understanding the types of medications
Formulary Maintenance Medication Generic Medications Prior Authorization/Step Therapy
Preferred drug list established by a
clinical committee of BCBSM physicians
and pharmacists.
Formularies are evaluated based
on effectiveness, side effects, drug
interactions and cost.
On-going evaluation of the formulary
occurs to ensure inclusion of new drugs,
new clinical restrictions, approval for
generic options and more.
The formulary can be found at
bcbsm.com/customdruglist
Examples include medication for high
blood pressure or high cholesterol.
Talk to your physician about issuing
a three-month supply of medication
through your local pharmacy with one
copayment.
Approved as meeting the same
standards of safety, purity, strength, and
effectiveness as the brand-name drug.
For this reason, if the patient requests a
brand-name medication when a generic
equivalent is available the patient is
responsible for the Tier 3 copay plus
the difference in cost between the
brand-name medication and its generic
equivalent.
If your doctor makes the request, the
patient will be responsible for the Tier 3
copay.
Certain medications require prior
authorization and/or step therapy.
This process is initiated by the
prescribing physician.
BCBSM will review the prior
authorization/step therapy request
once all required information has
been received.
All medications that require prior
authorization or step therapy will
be marked with "PA" or "ST" on the
formulary.
Prior authorizations and step therapies
must be renewed annually.
Three-tier prescription drug program
The county offers a three-tier prescription drug program. Under the three-tier program, the amount of the in-network copay varies as shown below:
Drug Tier Description Copay
Tier 1 Many generic medications and a few brand-name drugs $10
Tier 2 Preferred brands and some generics $30
Tier 3 Non-Preferred products (could include both brand and generic products)$50
Prescription Administrators & Partners (BCBSM & BCN Plans)
Your prescriptions are administered through OptumRx; however, you will utilize your BCBSM medical ID card at the point of service for prescriptions.
OptumRx is partnered with Pillar Rx for a High-Cost Drug Discount Program and partnered with Sempre Health on specified chronic condition
medications. You will receive correspondence from these partners if you're utilizing a particular drug within these programs.
Maven & Teladoc
MAVEN
Maven is a family building & women’s health solution supporting all paths to
parenthood and continued care with digital-first human care.
Family Building Support Solution
• Preconception care
• Egg freezing
• IUI & IVF
• Adoption & surrogacy
Maternity Support Solution
• Prenatal and postnatal care
• NICU support
• High-risk pregnancy care management
• Postpartum & return to work support
• Loss
Menopause & Ongoing Care
• Early intervention
• Symptom management
• Mental health
For a personalized experience, Maven will match a dedicated Care
Advocate that will support members through their unique journey.
TELADOC
Teladoc is a virtual condition management tool to help control and
minimize the risk of chronic conditions.
There are four condition management solutions:
Diabetes Management
• Members will receive cellularly-enabled glucometers that provide
the member and the care team with readings real-time, along
with lancets, personalized coaching, and educational content.
Hypertension Management
• Members will receive a cloud connected blood pressure monitor
to share live results with the member and the care team, along
with personalized educational content, and reinforcement of
healthy behaviors.
Diabetes Prevention
• Members will receive a cellularly-connected scale, personalized
type 2 diabetes prevention curriculum, and health challenges.
Weight Management
• Members will receive an advanced smart scale and app to track
weight, activity, and food, along with personalized tools and tips
based on goals.
Visit hr.OakGov.com/Benefits
or use the camera on your
phone to scan the QR code for
additional information
Dental
DENTAL COVERAGE THROUGH DELTA DENTAL OF MICHIGAN - PPO
Plans listed below are designed to promote regular dental visits and good oral health, a key part of your overall wellness.
Delta Dental coverage is available to you and your dependents up to the age 26. The plan pays benefits up to the annual
maximum.
STANDARD PLAN
Deductible
Retiree $25
Retiree +1 and Family $50
Plan Coverage
DIAGNOSTIC & PREVENTIVE
Two routine exams, cleanings, and fluoride treatments (up to age 19) per year.Covered at 100%;
No copay or deductible
BASIC
Fillings, extractions, dental surgery, crowns, root canals, treatment for gum disease.
Bitewing X-rays are payable twice per calendar year and Full mouth X-rays or
Panorex are payable once in any three-year period.
Covered at 85%
Dental
Service Standard Plan
MAJOR
Bridges, implants, and dentures are payable once per tooth in any five-year period.Covered at 50%
Orthodontia Covered at 50%; up to age 19
Maximum Benefit (does not include diagnostics and preventive services)$1,000 per individual
per calendar year
Orthodontia Limit $1,000 per individual per lifetime
DELTA DENTAL PPO Providers — a network of providers who agree to charge you fees for
services that are lower than their usual rates. These fees are the lowest when you visit a PPO
network.
DELTA PREMIER Providers — a network of providers who agree to charge you fees for services
that are lower than their usual rates. These fees are not as low as the PPO network, but lower
than a non-participating provider.
NON-PARTICIPATING Providers — these providers have no contracts with Delta Dental and can
bill up to the full amount of their rates. Delta Dental will pay a pre-determined amount that may
be lower than the providers full rates.
For additional information, refer to the Delta Dental Certificates and Benefit Summaries found
OakGov.com/benefits under Health Benefit Plans.
FIND PPO DENTAL
PROVIDERS
To find dental providers
covered by your plan, visit
deltadentalmi.com
and click “Find a Dentist”
Vision
VISION COVERAGE THROUGH HERITAGE VISION
To help you see your best, Oakland County offers vision coverage through Heritage. Heritage vision coverage is available to you and
your dependents up to the age 26. Services provided by a non-network provider will require you to pay for those services in full and
submit a claim form to Heritage for reimbursement. Treatment of a medical condition affecting your eyes, such as glaucoma or pink
eye, is processed through your medical coverage.
STANDARD PLAN
Plan Coverage - In-network
Examination (Annually)100% after $5 copay
Lenses and Frames (Standard Glass or Plastic Lenses)
Single, bifocal, trifocal, and lenticular Covered 100% after $7.50 copay every 24 months
Polycarbonates Covered 100%
Frame Retail Allowance Up to $100 and 20% discount off frame balance every
24 months
Contact Lenses (In lieu of Lenses and Frames)
Elective Contact Lenses Up to $50 retail every 24 months
Additional information is located at OakGov.com/benefits under Health Benefit Plans > Vision.
FIND A HERITAGE VISION CARE PROVIDER
Visit heritagevisionplans.com and click on “Find a Provider” tab and select the national network along with your zip code.
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 1 of 7 R09302024 000020775716
County of Oakland
Group Number: 71872 Package Code(s): 060 - Draft
Division Code(s): 4000, 4100
CMM - Medicare Sup CMM Trad Plan, Rx 5, Hearing 1
Effective Date: 01/01/2025
Benefits-at-a-glance
This is intended as an easy-to-read summary and provides only a general overview of your benefits. It is not a contract. Additional limitations and
exclusions may apply. Payment amounts are based on BCBSM's approved amount, less any applicable deductible and/or copay. If there is a
discrepancy between this Benefits-at-a-Glance and any applicable plan document, the plan document will control.
BCBSM provides administrative claims services only. Your employer or plan sponsor is financially responsible for claims.
Note: A list of services that require approval before they are provided is available online at (https://www.bcbsm.com/importantinfo). Select Approving
covered Services.
Services not covered under the BCBSM plan may be covered by Medicare.
Member's responsibility (deductibles, copays, coinsurance and dollar maximums)
Benefits Participating Provider
Deductibles - per calendar year None
Copays
• Fixed Dollar Copays
$100 copay for:
• Facility medical emergency; copay waived if admitted
Coinsurance
• Percent Coinsurance
0%
Annual out-of-pocket maximums None
Includes Deductible, Coinsurance and Copays
Lifetime dollar maximum Unlimited
Preventive Care Services
Benefits Participating Provider
Health Maintenance Exam - beginning age 4; one per calendar year Covered - 100%
Routine Physical Related Test X-Rays, EKG and lab procedures performed as
part of the health maintenance exam
Covered - 100%
Annual Gynecological Exam - one per benefit period, in addition to health
maintenance exam
Covered - 100%
Pap Smear Screening - one per calendar year Covered - 100%
Mammography Screening - one per calendar year
includes 3D Mammography
Covered - 100%
Contraceptive Methods and Counseling Covered - 100%
Prostate Specific Antigen (PSA) screening Covered - 100%
Endoscopic Exams - one per benefit period Covered - 100%
Appendix G
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 2 of 7 R09302024 000020775716
Well Child Care
• 8 visits, birth through 12 months
• 6 visits, 13 months through 23 months
• 6 visits, 24 months through 35 months
• 2 visits, 36 months through 47 months
Visits beyond 47 months are limited to one per member per calendar year
under the health maintenance exam benefit
Covered – 100%
Immunizations – adult
• Influenza
• Pneumococcal
• Hepatitis B
• Zosters
• Chickenpox
Covered - 100%
Physician Office Services
Benefits Participating Provider
Office Visits Not Covered by BCBSM
Virtual Care - Online Medical Visits
Note: Online Medical visits by a non-BCBSM selected vendor are not covered.
Covered - 100%
Telemedicine Visits Not Covered by BCBSM
Office Consultations Not Covered by BCBSM
Pre-Surgical Consultations Not Covered by BCBSM
Emergency Medical Care
Benefits Participating Provider
Hospital Emergency Room
Qualified medical emergency Covered - 100% after $100 copay; copay waived if admitted
Non-Emergency use of the Emergency Room Covered - 100% after $100 copay; copay waived if admitted
Facility Urgent Care Services Not Covered by BCBSM
Physician Urgent Care Services Not Covered by BCBSM
Ambulance Services - Medically Necessary Transport Covered - 100%
Diagnostic Services
Benefits Participating Provider
MRI, MRA, PET and CAT Scans and Nuclear Medicine Covered - 100%
Diagnostic Tests, X-rays, Laboratory & Pathology Covered - 100%
Radiation Therapy and Chemotherapy Covered - 100%
Maternity Services Provided by a Physician
Benefits Participating Provider
Prenatal and Postnatal Care Visits Covered - 100%
Delivery and Nursery Care
excludes dependent children Covered - 100%
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 3 of 7 R09302024 000020775716
Hospital Care
Benefits Participating Provider
Semi-Private Room, Inpatient Physician Care, General Nursing Care, Hospital
Services and Supplies Covered - 100%
Inpatient Medical Care Covered - 100%
Alternatives to Hospital Care
Benefits Participating Provider
Hospice Care
Inpatient - limited to a lifetime maximum of 30 days
Outpatient - limited to lifetime maximum of 25 days (Equivalent to $5,000
lifetime maximum)
Covered - 100%
Home Health Care
Limited to a maximum of 100 visits per calendar year Covered - 100%
Skilled Nursing
Limited to 100 days per calendar year Covered - 100%
Surgical Services
Benefits Participating Provider
Surgery (includes related surgical services) Covered - 100%
Bariatric Surgery Covered - 100%
Sterilization - male reproductive organs
excludes reversal sterilization Covered - 100%
Sterilization - female reproductive organs
excludes reversal sterilization Covered - 100%
Expanded Abortion Services
Note: Abortions are not covered if rendered in a location where abortions are
not legal.
Covered - 100%
Human Organ Transplants
Benefits Participating Provider
Specified Organ Transplants
In designated facilities only, when coordinated through BCBSM Human Organ
Transplant Program (800-242-3504)
Covered - 100%
Kidney, Cornea, Bone Marrow and Skin Covered - 100%
Behavioral Health Services (Mental Health and Substance Use Disorder)
Benefits Participating Provider
Inpatient Mental Health Care and Substance Use Disorder Treatment Covered - 100%
Outpatient Mental Health Care and Substance Use Disorder Treatment
(excluding office visits) Covered - 100%
Virtual Care - Online Mental Health Visits
Note: Online Mental Health visits by a non-BCBSM selected vendor are not
covered.
Covered - 100%
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 4 of 7 R09302024 000020775716
Autism Spectrum Disorders, Diagnoses and Treatment
Benefits Participating Provider
Applied Behavior Analysis (ABA)
Pre-authorization required
Note: Prior to seeking ABA treatment, the member must be evaluated by an
interdisciplinary team including, but not limited to, a physician, behavioral health
specialist, and a speech and language specialist for the services to be
authorized. This interdisciplinary evaluation can be performed at an approved
autism evaluation center (AAEC).
Covered - 100%
Physical, Occupational and Speech Therapy
Physical, Occupational and Speech therapy with an autism diagnosis is
unlimited
Covered - 100%
Nutritional Counseling Covered - 100%
Other Covered Services
Benefits Participating Provider
Cardiac Rehabilitation Covered - 100%
Chiropractic Spinal Manipulation Services Not Covered by BCBSM
Durable Medical Equipment Covered - 100%
Prosthetic and Orthotic Devices Covered - 100%
Private Duty Nursing Care Covered - 100%
Allergy Testing and Therapy Covered - 100%
Therapy Services
Benefits Participating Provider
Physical, Occupational and Speech Therapy
Physical Therapy and Speech Therapy – limited to a combined $1,900 per
calendar year dollar maximum
Occupational – limited to a maximum of $1,900 per calendar year dollar
maximum (not combined with Physical Therapy and Speech Therapy)
Covered - 100%
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 5 of 7 R09302024 000020775716
County of Oakland
Group Number: 71872 Package Code(s): 060 - Draft
Division Code(s): 4000, 4100
Hearing Care Coverage
Effective Date: 01/01/2025
Benefits-at-a-glance
This is intended as an easy-to-read summary and provides only a general overview of your benefits. It is not a contract. Additional limitations and
exclusions may apply. Payment amounts are based on BCBSM's approved amount, less any applicable deductible and/or copay. If there is a
discrepancy between this Benefits-at-a-Glance and any applicable plan document, the plan document will control.
BCBSM provides administrative claims services only. Your employer or plan sponsor is financially responsible for claims.
Benefits Participating and Non-Participating Provider
Frequency Limitation Once every 36 months
Audiometric Exam Covered - 100% by BCBSM
Hearing Aid Evaluation Covered - 100% by BCBSM
Hearing Aid
Benefit Maximum
Member may be responsible for the difference in cost between our
approved amount and the charge of the hearing aid.
Covered - 100% by BCBSM
Hearing Aid Maximum $2,000 per ear
Total Hearing Aid Maximum $3,000
Hearing Aid Conformity Test Covered - 100% by BCBSM
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 6 of 7 R09302024 000020775716
County of Oakland
Group Number: 71872 Package Code(s): 060 - Draft
Division Code(s): 4000, 4100
Prescription Drugs
Effective Date: 01/01/2025
Benefits-at-a-glance
This is intended as an easy-to-read summary and provides only a general overview of your benefits. It is not a contract. Additional limitations and
exclusions may apply. Payment amounts are based on BCBSM's approved amount, less any applicable deductible and/or copay. If there is a
discrepancy between this Benefits-at-a-Glance and any applicable plan document, the plan document will control.
BCBSM provides administrative claims services only. Your employer or plan sponsor is financially responsible for claims.
Your prescription drug copays, including mail order copays, may be subject to the same annual out-of-pocket maximum required under your medical
coverage.
Prescription drug plan will cover drugs on the Custom PPO Drug List, which is available at bcbsm.com/customdruglist
Member's responsibility (copays and coinsurance amounts)
Benefits Coverage
Out of Pocket Maximum $3,775 per member
$5,550 per family
Retail - 30-day supply $10 copay - Generic drugs
$30 copay - Preferred brand drugs
$50 copay - Non-Preferred brand drugs
Prescriptions and refills obtained from a non-network pharmacy are
reimbursed at 75% of the approved amount, less the member’s copay.
Retail and Mail Order - 90-day supply $10 copay - Generic drugs
$30 copay - Preferred brand drugs
$50 copay - Non-Preferred brand drugs
Specialty Drugs
Retail 30-day:
$10 copay - Generic drugs
$30 copay - Preferred brand drugs
$50 copay - Non-Preferred brand drugs
Retail 90-day:
$10 copay - Generic drugs
$30 copay - Preferred brand drugs
$50 copay - Non-Preferred brand drugs
Members are restricted to a 30-day supply and certain specialty drugs
are limited to only a 15-day supply for each fill.
Adult and childhood select preventive immunizations as recommended by the
USPSTF, ACIP, HRSA or other sources as recognized by BCBSM that are in
compliance with the provisions of the PPACA
Covered - 100%
Blue Cross Blue Shield of Michigan is a nonprofit corporation and independent licensee of the Blue Cross and Blue Shield Association.
Page 7 of 7 R09302024 000020775716
Oral and Injectable Contraceptives
Retail and Mail Order Covered - 100% for Generic and Select Brand name drugs; other
Brand name drugs are subject to the applicable copay/coinsurance
Additional Services
Smoking Cessation Drugs Covered
Weight Loss Drugs Covered
Impotency Drugs Covered
Infertility Drugs Not Covered
Diabetic Supplies Select diabetic supplies and devices are covered when prescribed by a
physician or other professional provider licensed to prescribe it. Select
diabetic supplies and devices include: Glucometers, Continuous
Glucose Monitors and Sensors, Insulin Delivery Monitors, Test Strips
and Lancets and Insulin Delivery Reservoirs.
• Diabetic supplies will be subject to your preferred brand - name drug
and/or nonpreferred brand-name drugs cost-share requirement.
• “Preferred” devices will be covered at 100% of our approved amount.
“Nonpreferred” devices will be subject to your nonpreferred brand-
name drugs cost-share requirement.
• If you receive diabetic supplies and devices paid by your BCBSM
medical plan, your BCBSM prescription drug plan will not pay for the
same diabetic supplies.
Features of your prescription drug plan
Prior authorization/step therapy A process that requires a physician to obtain approval from BCBSM before select prescription drugs (drugs
identified by BCBSM as requiring prior authorization) will be covered. Step Therapy, an initial step in the Prior
Authorization process, applies criteria to select drugs to determine if a less costly prescription drug may be used for
the same drug therapy. This also applies to mail order drugs. Claims that do not meet Step Therapy criteria require
prior authorization. Details about which drugs require Prior Authorization or Step Therapy are available online at
bcbsm.com/pharmacy.
Maximum allowable cost drugs When you receive a generic maximum allowable cost (MAC) drug from an in-network pharmacy, you pay your cost
share as noted in your coverage.
However, if you request a brand-name drug and the prescriber did not write “Dispense as Written” or “DAW” on the
prescription, you must pay the difference between the maximum allowable cost and the Blue Cross Blue Shield of
Michigan approved amount for the brand-name drug, plus your copayment.
If the prescriber wrote "Dispense as Written" or "DAW" on the prescription, we will pay the pharmacy the approved
amount for the brand-name drug, after deduction of your copayment.
PERFORMANCE APPRAISAL OAKLAND COUNTY MERIT SYSTEM
HUMAN RESOURCES - OAKLAND COUNTY EXECUTIVE
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. If this is a Merit Performance Review, the Merit
Increase (Employee Transaction) form must accompany it.
Effective Date MERIT PERFORMANCE REVIEW Step
PERIODIC PERFORMANCE REVIEW Year
TO THE DEPARTMENT DIRECTOR / DIVISION MANAGER / SUPERVISOR
EMPLOYEE ID NUMBER EMPLOYEE NAME CLASSIFICATION
DEPARTMENT DIVISION DEPARTMENT # 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
OUTSTANDING
ABOVE
AVERAGE AVERAGE
BELOW
AVERAGE POOR
INITIATIVE...................................................................... .......…............ .................... ....................... ......................
QUANTITY of WORK............................................................ .......................... ..................... ...................... ......................
QUALITY of WORK............................................................... ........................... ..................... ....................... ......................
ADAPTABILITY.................................................................... ........................... ..................... ....................... ......................
COOPERATION with FELLOW EMPLOYEES....................... ........................... ..................... ....................... ......................
COOPERATION with SUPERVISION.........…......................... ........................... ..................... ....................... ......................
ATTENDANCE and PUNCTUALITY...................................... ........................... .................... ....................... ......................
OTHER TRAITS (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 Date
Initials of other Supervisors reviewing evaluation Date
Signature of Department Head/Division Manager Date
Title
We have discussed this evaluation Date
Employee Signature Supervisor Signature
Human Resources Department's copy reviewed by:
09/2003
Appendix H
Vaccine Type Series Type Per Dose Fee Doses in Series
COVID - Moderna Child $125 2 doses (6 mths - 4 yrs) 1 dose (≥ 5 yrs)
COVID - Moderna Adult $127 1 dose
COVID - Pfizer Infant $56 3 doses (6 mths - 4 yrs)
COVID - Pfizer Child $75 1 dose (≥ 5 yrs)
COVID - Pfizer Adult $116 1 dose
COVID - Novavax 12 yrs and older $130 1 dose
DTaP Child $27 4 doses
DTaP-IPV Child $56 1 dose
DTaP-HepB-IPV Child $87 3 doses
DTap-HIB-IPV Child $100 4 doses
FLU Adult/Child $18 1 per year
FLU - Senior Adult $61 1 per year
Hepatitis A Child $35 2 doses
Hepatitis A Adult $75 2 doses
Hepatitis B Child $26 3 doses
Hepatitis B Adult $63 3 doses
Hepatitis B (Heplisav) Adult $101 2 doses
Hepatitis A/Hepatitis B Adult $114 3 doses
HIB Adult/Child $27 3 doses
Human Papilloma Virus (HPV9) Adult/Child $253 3 doses
IPV Child $36 4 doses
Meningococcal B (Bexsero)Adult/Child $199 2 doses
Meningococcal B (Trumenba)Adult/Child $151 3 doses
Meningococcal (MCV40) Adult/Child $140 1 or 2 doses
Measles/Mumps/Rubella (MMR)Adult/Child $76 2 doses
Pneumonia (PCV13) Child $211 4 doses
Pneumonia (PCV20) Adult $237 1 dose
Pneumonia (PPSV23)Adult/Child $110 1 dose
Rotavirus (RV5)Child $88 3 doses
Tetanus/Diphtheria (Td) Adult/Child $22 Per dose
Tetanus/Diphtheria/Pertussis (Tdap) Adult/Child $43 Per dose
Shingles Vaccine (Shingrix) Adult $173 2 doses
Varicella Adult/Child $151 2 doses
Vaxelis Child $127 3 doses
Effective October 1, 2023
Vaccines • $7 Administration Fee Per Vaccine
All Other Services • $5 Clinic Visit Fee
Test Type Type Per Test Fee
TB Skin Test Adult/Child $8
TSpot Adult/Child $56
The Oakland County Health Division will not deny participation in its
programs based on race, sex, religion, national origin,age or disability. State and federal eligibility requirements apply for certain programs.
I:\Health\HPS\Health Ed2\Clinic Fees
PAYMENT OPTIONS INCLUDE CASH, ALL MAJOR CREDIT CARDS, MEDICARE AND/OR MEDICAID AND SOME OTHER INSURANCES
If you have insurance, check with your provider for possible benefit coverage.Please bring picture identification and all insurance cards.
Credit card fees apply. All fees are non-refundable.
No one will be denied access to services due to inability to pay; there is a discounted/sliding fee schedule available.
Notice - Revised Clinic feesNotice - Revised Clinic fees
Appendix I
Appendix J
MISGELLANEOUS RESOLUTION ,#18418 .December 6,2018
BY:Commissioner Robert Hoffman,Chairperson,HumanResources Committee
IN RE:RETIREMENT AND DEFERRED COMPENSATION BOARD —AMENDING THE RETIREMENT
PLAN DOCUMENTS AND.STATING THE COMPOSITION AND QUALIFICATIONS OF THE OAKLAND
COUNTY RETIREMENT AND DEFERRED COMPENSATION BOARD
To the Oakland County Board of Commissioners.
Chairperson,Ladies and Gentlemen:
WHEREASthe Oakland County Employees Retirement System was established on January 1,1946 under
the authority of Section 12a of Act No.156,Public Acts of 1851 (M.C.L.§46.12a,M.S.A.5-333(1),(as
amended,“Retirement System”);and
WHEREASunder the authority of Public Law 95-600 Revenue Act of 1978,Oakland County established a
Deferred Compensation Plan for eligible employees effective May 4,1978 per MR#8898;and
WHEREASthe Board of Commissioners with the adoption of Miscellaneous Resolution #10079 on April
22,2010,mérged the boards:of the Oakland County retirement programs;and
WHEREAS The Retirement System is governed by the Oakland County Retirement and Deferred
Compensation Board ("Retirement Board”);and
WHEREASthe Board of Commissioners is removing the composition of the board from the plan documents
and instead stating it through resolution;and
WHEREASthe plan documents will reference this resolution as the composition of the board;and
WHEREAS the Oakland County Board of Commissioners identifies the need to amend:Article 14,Section
14.2 of the.Defined Contribution (DC)Plan;Section 41.of the Defined Benefit (DB)Plan;and Article 1l,
Section 2.5 of the Deferred Compensation 457b Plan.
NOW THEREFORE BE IT RESOLVED that the Board of Commissioners hereby authorizes an.amendment
to Article 14,Section 14.2 of the Defined Contribution (DC)Plan;Section 41.of the Defined Benefit (DB)
Plan;and.Article ll,Section 2.5 of the Deferred Compensation 457b Plan to remove the composition of the
board from the plan documents and instead state it through resolution,
BE IT FURTHER RESOLVED the composition of the Retirement and Deferred Compensation Board
include the following members and qualifications:
{a}The chairperson of the Board of County Commissioners or designee by virtue of that office;
(b)The County Executive or designee by virtue-of that office;
(c)The chairperson of the County Finance Committee or designee by virtue of that office;
(d)The County Treasurer or designee by virtue.of that office;
(e)A citizen,who is an efector in Oakland County,who is not eligible for Membership in the
Retirement System or benefits under the Retirement System and who does not hold any other
office or appointment with the.County,to be selected by the Board of County Commissioners
upon recommendation of the Retirement Board;
(f}Three employee membersofthe Retirement System who are notelected officials,to be elected
by employee Members of the Retirement System.The three members shall.be from different
County departments;
(g)A retired Member of the Retirement System to be elected by the retired Members of the
Retirement System.
BE IT FURTHER RESOLVED.-thatthe Retirement Board shall establish rules and regulations for elections
required.by subparagraphs (f)and (g)and shall establish by-laws for the efficient administration of the
board.
Chairperson,on behalf of the Human Resources Committee,|move the adoption of the foregoing
resolution.
Commissidrer Robert Hoffredn/District #2
Chairperson,Human Resources Committee
HUMAN RESOURCES COMMITTEE VOTE:
Motion carried unanimously on roll call vote.
Appendix K
Resolution #18418 December 6,2018
Moved by Kochenderfer supported by Bowman theresolutions (with fiscal notes attached)on the amended
Consent Agenda be adopted (with accompanying reports being accepted).
AYES:Crawford,Gershenson,Gingell,Hoffman,Jackson,Kochenderfer,Kowall,McGillivray,
Middleton,Quarles,Spisz,Taub,Tietz,Weipert,Woodward,Zack,Berman,Bowman.(18)
NAYS:None.(0)
A sufficient majority having voted in favor,the resolutions (with fiscal notes attached)on the amended
Consent Agenda were adopted (with accompanying reports being accepted).
THEREBY APPROVECHIEFDEPUTYCOUNTY EXECUTIVEACTINGPURSUANTTOMCL45.6594 (7)
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
1,Lisa Brown,Clerk of the County of Oakland,do hereby certify that {he foregoing resolution is a true and
accurate copy of a resolution adopted by the Oakland.County Board of Commissioners on December 6,
2018,with the original record thereof now remaining in myoffice,
In Testimony Whereof,|have hereunto set my hand and affixed the seal of the County of Oakland at
Pontiac,Michigan this 6"day of December,2018.
Lisa Brown,Oakland County
Commissioners Minutes Continued.June 14,2007
B.In addition to the authority herein expressly granted to the County
Treasurer and the County Executive,the County Treasurer and the
County Executive are hereby authorized and directed to do all things and
take all actions necessary or desirable to consummate the other
transactions contemplated by this ordinance.
Section 14.Severability.
If any provision of this ordinance is held invalid,the invalidity does not affect
other provisions that can be given effect without the invalid provision.
Section 15.Effective Date.
This ordinance shall become effective upon adoption by the Board of
Commissioners and approval by the County Executive.
Chairperson,on behalf of the Finance Committee,|move the adoption of the foregoing ordinance.
FINANCE COMMITTEE
Copy of Certification,Appendix A 2007 Oakland County Retiree Medical Benefits Contract,Trust
AgreementEstablishing 2007 Oakland County Retiree Medical Benefits Funding Trust,Appendix A Form
of Certificate,Appendix C,Appendix D,Appendix E,Appendix F,and Exhibit |on file in County Clerk's
office.
Moved by Rogers supported by Woodward the resolution be adopted.
AYES:Crawford,Douglas,Gershenson,Gingell,Gosselin,Gregory,Greimel,Hatchett,
Jacobsen,Kowall,Long,Middleton,Nash,Potter,Potts,Rogers,Scott,Spector,Suarez,
Woodward,Zack,Bullard,Burns,Coulter.(24)
NAYS:None.(0)
A sufficient majority having voted in favor,the resolution was adopted.
MISCELLANEOUS RESOLUTION #07147
BY:Finance Committee,Mike Rogers,Chairperson
IN RE:RESOLUTION APPROVING THE 2007 OAKLAND COUNTY INTERMEDIATE RETIREE
MEDICAL BENEFITS TRUST AGREEMENT BETWEEN THE COUNTY AND THE TRUSTEES
DESCRIBED THEREIN,ESTABLISHING THE 2007 OAKLAND COUNTY INTERMEDIATE RETIREE
MEDICAL BENEFITS TRUST
To the Oakland County Board of Commissioners
Chairperson,Ladies and Gentlemen:
WHEREASthe County of Oakland,Michigan (the “County’)provides post-retirement medical benefits to
eligible retirees and/or their spouses and eligible dependents,as provided by the Oakland County Merit
System and its policies and County-sponsored retiree medical benefit plans (the “Retiree Medical
Benefits”);and
WHEREASas permitted by Federal and State laws the County established the Oakland County VEBA
(the "VEBATrust")as documented by the Oakland County VEBA Trust Agreementeffective as of October
1,2000,between the County and the Trustees described therein (or their successors)(the “VEBA
Trustees”),as amended,for the purposes of accumulating the funds needed to pay for Retiree Medical
Benefits and receiving contributions for that purpose from the County and its employees;and
WHEREASpursuant to an enabling ordinance enacted by the Oakland County Board of Commissioners
on June 14,2007 (the “Funding Ordinance”)authorizing an alternate funding mechanism for the County
to fulfill its obligations to provide for funding a specified amount of the County's estimated unfunded
accrued actuarial liabilities for Retiree Medical Benefits (the “Designated Liabilities”)over a period ending
April 1,2027 (the “Funding Period”),the County desires to establish an intermediate trust to irrevocably
receive a certain amount ofthe net proceeds (the “Funding Proceeds”)from the sale by the 2007 Oakland
County Retiree Medical Benefits Funding Trust (the “Funding Trust”)of its Taxable Certificates of
Participation,Series 2007 (the “Certificates”)and to hold,invest and distribute the Intermediate Trust (as
defined below)assets,all in accordance with the Intermediate Trust Agreement attached hereto as
Appendix A,as it may be amended in accordance with its terms;and
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Commissioners Minutes Continued.June 14,2007
WHEREASit is the intent of the County to create hereby an irrevocable grantor trust which is an integral
part of the County (the “Intermediate Trust’)to receive and hold in trust the Funding Proceeds and to
distribute the Funding Proceeds and investment earnings thereon in specified amounts at scheduled
intervals during the Funding Period to the VEBA Trust,to be used by the VEBA Trust to pay for the
Retiree Medical Benefits.
NOW THEREFORE BE IT RESOLVED by the Board of Commissioners of The County of Oakland,
Michigan,as follows:
Te
2.
3.
There is hereby created the 2007 Oakland County Intermediate Retiree Medical Benefits
Trust (the “Intermediate Trust’).
The 2007 Oakland County Intermediate Retiree Medical Benefits Trust Agreement
attached hereto as Appendix A (the “Intermediate Trust Agreement’)is hereby approved.
The initial Trustees of the Intermediate Trust shall be the same persons who are the
Commissioners of the Oakland County Employees Retirement System,as designated by
the Oakland County Board of Commissioners.
All withdrawals from the Intermediate Trust's funds shall be solely for the payment of
Retiree Medical Benefits and administrative expenses of the Intermediate Trust.
The persons who are eligible to have health care benefits paid by the Intermediate Trust
are those current retirees and active employees of the County who are now eligible or
who will become eligible for Retiree Medical Benefits.
The Intermediate Trust and the funds therein will be established on an actuarial basis.
The Oakland County Executive or any Deputy County Executive,acting on behalf of the
County Executive,or any one or more of them,and each of them is,at any time hereafter
and without further action by or authority or direction from the Board of Commissioners of
the County,authorized to execute (by manual or facsimile signature)and deliver the
Intermediate Trust Agreement in substantially the form presented at this meeting,
including such changes in or additions to such form (including,but not limited to,
completing any blanks therein)as the officials executing the same may determine to be
necessary or advisable,and that the execution of the Intermediate Trust Agreement by
such officials on behalf of this County shall be conclusive evidence of their determination
in that respect.
The Oakland County Executive or any Deputy County Executive,acting on behalf of the
County Executive,or any one or more of them,and each of them is,at any time hereafter
and without further action by or authority or direction from the Board of Commissioners of
the County,authorized to execute and deliver or cause to be executed and delivered all
such other and further agreements,requests,statements,instruments and documents
and to do or cause to be done all such other and further acts and things as any such
official,attorney or agent may determine to be necessary or advisable under or in
connection with the Intermediate Trust Agreement or this resolution,and that the
execution by any such official,attorney or agent of any such agreement,request,
statement,instrument or document or the doing of any such act or thing shall be
conclusive evidence of his/her or their determination in that respect.
This resolution shall take immediate effect upon its adoption and the signature of the
Oakland County Executive indicating his approval.
Chairperson,on behalf of the Finance Committee,|approve the foregoing resolution.
FINANCE COMMITTEE
Copy of Certification and Appendix A 2007 Oakland County Intermediate Retiree Medical Benefits Trust
Agreementon file in County Clerk’s office.
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Commissioners Minutes Continued.June 14,2007
5.Revenue from this agreement has already been included in the Fiscal Year 2007 Adopted
Budget as General-Purpose revenue;no budget amendmentis required.
FINANCE COMMITTEE
Vote on Consent Agenda:
AYES:Burns,Coulter,Crawford,Douglas,Gershenson,Gingell,Gosselin,Gregory,Greimel,
Hatchett,Jacobsen,Kowall,Long,Middleton,Nash,Potts,Rogers,Scott,Spector,Suarez,
Woodward,Zack,Bullard.(23)
NAYS:None.(0)
A sufficient majority having voted in favor,the resolutions (with fiscal notes attached)on the amended
Consent Agenda,were adopted.
MISCELLANEOUS RESOLUTION #07145 —(ORDINANCE #27)
BY:Finance Committee,Mike Rogers,Chairperson
IN RE:AN ORDINANCE TO CONFIRM AND RESTATE OAKLAND COUNTY’S EXISTING
CONTRACTUAL OBLIGATIONS TO PROVIDE FOR MEDICAL BENEFITS FOR CERTAIN RETIRED
COUNTY EMPLOYEES AND THEIR ELIGIBLE DEPENDENTS
To the Oakland County Board of Commissioners
Chairperson,Ladies and Gentlemen:
The County of Oakland Ordains:
Section 1.
Section 2.
Section 3.
Title of ordinance.
This ordinance shall be known and may be cited as the Retiree Medical Benefits
Contractual Obligations Ordinance.
Intent and purpose.
The Oakland County Board of Commissioners is empowered by statute to
provide group health care benefits for County retirees and their dependents
(“retiree medical benefits”)and has done so since 1965.The County's
longstanding contractual obligations to provide retiree medical benefits to eligible
retired and active employees of the County are documented in contracts,
resolutions,booklets and other documents and written communications available
to County active and retired employees,but not collectively in one place.The
intent and purpose of this ordinance are to provide a clear,comprehensive
confirmation,reaffirmation and restatement of the County's contractual
obligations to provide retiree medical benefits,as befits these important County
obligations.
History of the County’s obligations for retiree medical benefits.
A.The County has provided retiree medical benefits to eligible County
retirees and their dependents continuously since 1965.In a 1987
resolution,the Oakland County Board of Commissioners recognized that
the established rights of eligible County retirees and employees to
receive retiree medical benefits should not be subject to repudiation by
future Boards of Commissioners and determined that it would be a
“prudentfiscal policy to actuarially accrue and fund the liability for these
vested future health care benefit payments.”Accordingly,in 1987,the
County established a system of two trusts to fund its retiree medical
benefits obligations.For the same purpose,the County established a
voluntary employees benefit association trust (“VEBA trust”)under
Section 501(c)(9)of the Internal Revenue Code in 2000 to replace the
prior two trusts as a vehicle for funding its obligation to provide retiree
medical benefits.At significant expense,the County has funded this
ongoing,long-term liability continually since 1987.
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Commissioners Minutes Continued.June 14,2007
B.Since their inception,these legally binding County contractual obligations
for current and future retiree medical benefits have been expressly
subject to the County's reserved right to reasonably modify from time to
time the portion of the total cost to be borne by retirees for receiving such
benefits (e.g.,co-pays and deductibles)and the scope and details of the
provided retiree medical benefits,as appropriate to comport with
evolving changes in medical research,technology,drug development,
the practice of medicine,health care delivery and the costs thereof,but
not modifications tantamount to providing less than an appropriate core
package of retiree medical benefits.At various times,accordingly,the
County has increased and/or decreased the cost of coverage to its
retirees and the scope and details of the retiree medical benefits
provided.
Throughout its long history of performing its retiree medical benefits
obligations,including currently,the County has maintained various
negotiated agreements with health care insurers,health care providers,
managed care organizations and others that specify at any given time
the medical benefits then available to County retirees and their families.
The documentation for the County's contractual obligations to provide
retiree medical benefits to eligible retired and active employees of the
County,and a chronological listing of the County's actions,practices
and continuous course of dealing in providing retiree medical benefits
since 1965,are described in Exhibit A at the end (and hereby made a
part)of this ordinance.
In recognition of the magnitude and financial significance of many
governmental employers’unfunded liabilities for retiree medical benefits,
which previously were not reported in their financial statements under
generally accepted governmental accounting principles,the Government
Accounting Standards Board has recently required that employers,such
as the County,must now report in their financial statements the
reasonably estimated true cost of their unfunded accrued actuarial
liabilities for post-employment medical benefits.This has presented an
independent,additional reason for this ordinance to bring desirable
clarity to identifying the same binding contractual commitments that the
County has always acknowledged and paid when due since their
inception and for which it has established,funded and maintained the
VEBAtrust since 2000.
Section 4.Confirming existing contractual obligations for retiree medical benefits.
A.The County Board of Commissioners hereby confirms,reaffirms and
restates the County's existing contractual obligations to provide retiree
medical benefits to eligible retired and active County employees and
their dependents,and acknowledges and agrees that these are binding
contractual obligations of the Countyto eligible retired and active County
employees and their dependents that future County Boards of
Commissioners cannot repudiate.
The retired and the currently active County employees who are eligible to
receive County-provided retiree medical benefits are described in Exhibit
B at the end (and hereby made part)of this ordinance.They perform
their side of the County's contractual commitments to provide retiree
medical benefits to them and their dependents by providing their services
to the County as its employees and by meeting the applicable age and
length-of-service criteria described in Exhibit B.
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Commissioners Minutes Continued.June 14,2007
Section 5.
C.The scope of benefits currently included in the County’s retiree medical
benefits program (“RMB program”)is summarized in Exhibits C and D at
the end (and hereby made a part)of this ordinance.Such scope of
benefits shail continue to be the core package of retiree medical benefits
in the RMB program that will be provided by the County for eligible
current and future retirees in fulfillment of its existing,binding,contractual
obligations which are confirmed,reaffirmed and restated in this
ordinance;provided,that the County has the right,subject to and strictly
limited to the extent of any conflicting collective bargaining agreement
obligation,to reasonably modify from time to time the RMB program,
taking into account then prevailing customs and standards for
governmental employers reasonably comparable to the County:(1)with
respect to the amounts retirees may have to contribute to the costs of
their and their dependents’coverage (for example and withoutlimitation,
co-pays and deductibles)and the scope of coverage and range of
benefits provided,as appropriate to comport with evolving changes in
medical research,technology,drug development,the practice of
medicine,health care delivery and the costs thereof (for example and
without limitation,if developments in medical treatment and technology
allow for replacing certain services and treatments that are currently
provided with different services and treatments that are better suited to
achieve the intended clinical results),but not modifications tantamountto
providing less than an appropriate core package of retiree medical
benefits;(2)to introduce programs designed to help participants in the
RMB program better maintain their health,encourage preventive care
and better control and manage chronic conditions;and provided,further,
that any modifications by the County to the RMB program’s scope of
coverage shall maintain a level of coverage after their implementation
reasonably comparable to the level of coverage immediately prior to their
implementation;and (3}insofar as necessary so as not to violate any
Michigan statutory law that prohibits the County from providing retiree
medical benefits at the cost and scope of coverage for which the County
is contractually obligated on the date of adoption of this ordinance.
Notwithstanding anything to the contrary in this ordinance,in the event
that any other health care benefits plan,program or arrangement
becomes effective which,at no further expense to the County and with
no lapse in coverage for any retirees or their dependents,incontrovertibly
provides comparable or superior retiree medical benefits coverage in any
respect to the persons then covered under the County's RMB program,
the County's existing,binding,contractual obligations which are
confirmed,reaffirmed and restated in this ordinance may be satisfied to
that extent,in whole or in part,by such other retiree medical benefits
provided by such other plan,program or arrangement.
Dispute resolution.
In the event that any person with standing asserts that any necessary provision is
missing from the County’s contractual commitment to provide retiree medical
benefits to any eligible person,either side may require the other to submit the
reasonsfor its position,in writing,and to then enter into good faith negotiations to
attempt to agree on supplying the allegedly missing provision.If,however,they
subsequently cannot so agree,the County and such other side shall each select
one arbitrator to determine the issue.If the two arbitrators still disagree,then the
two arbitrators originally selected shall select a third arbitrator,and the decision
of the majority of the arbitrators shall be binding.
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Commissioners Minutes Continued.June 14,2007
Section 6.
Section 7.
Section 8.
Such arbitration shall proceed in accordance with the Commercial Arbitration
Rules of the American Arbitration Association (“Rules”)insofar as such Rules are
not inconsistent with the provisions expressly set forth in the County's contractual
commitments to provide retiree medical benefits,unless the parties mutually
agree otherwise,and pursuantto the following procedures:
(i)Notice of the demand for arbitration by either side shall be filed in writing
with the other side and with the American Arbitration Association
(“Association”).Each side shall appoint an arbitrator,and those party-
appointed arbitrators shall appoint a third neutral arbitrator within 10
days.If the party-appointed arbitrators fail to appoint a third,neutral
arbitrator within 10 days,such third,neutral arbitrator shall be appointed
by the Association in accordance with the governing Rules.<A
determination by a majority of the panel shall be binding.
(ii)Reasonable discovery shall be allowed in arbitration.
(iit)All proceedings before the arbitrators shall be held in Oakland County,
Michigan,and the governing law shall be the iaw of Michigan.
(iv)The costs and fees of the arbitration shall be borne by each side to the
extent each side incurs costs and the other side shall only be asked to
share the actual administrative costs of the neutral arbitrator in
accordance with the rules of the Association.
(v)The decision rendered by the arbitrators shall be final and judgment may
be entered in accordance with applicable law and in any court having
jurisdiction thereof.
Severability.
If any provision of this ordinance is held invalid,the invalidity does not affect
other provisions that can be given effect withoutthe invalid provision.
Effective date.
This ordinance shall become effective upon adoption by the Board of
Commissioners and approval by the County Executive.
Authority to adopt ordinance.
The Oakland County Board of Commissioners is granted authority by Section 6
of Public Act No.139 of the Public Acts of Michigan of 1973,as amended,to
adopt ordinances necessary for the conduct of county business.
Chairperson,on behalf of the Finance Committee,|move the adoption of the foregoing ordinance.
FINANCE COMMITTEE
Copy of Certification,Exhibit A,Exhibit B,Medical Options Comparison Retiree (Non-Medicare),and
Delta Preferred Option Point-of-Service USA Summary of Dental Plan Benefits on file in County Clerk's
Office.
Moved by Rogers supported by Coulter the resolution be adopted.
AYES:Coulter,Crawford,Douglas,Gershenson,Gingell,Gosselin,Gregory,Greimel,Hatchett,
Jacobsen,Kowall,Long,Middleton,Nash,Potter,Potts,Rogers,Scott,Spector,Suarez,
Woodward,Zack,Bullard,Burns.(24)
NAYS:None.(0}
A sufficient majority having voted in favor,the resolution was adopted.
277
Appendix L
LIFETIME DRUG LIST TO BE SUBJECT TO STANDARD BCBS FORMULARY EFFECTIVE 1/1/2025
147 ACTIVE EMPLOYEES CURRENTLY PRESCRIBED
1.AMITIZA
2.ASPIRIN
3. BUTALBITAL/ASPIRIN/CAFFEI
4.CARVEDILOL PHOSPHATE ER
5.COSENTYX SENSOREADY PEN
6.CYCLOSPORINE
7. DESLORATADINE
8.DESONIDE
9. DEXILANT
10. DEXLANSOPRAZOLE
11. EZETIMIBE/SIMVASTATIN
12.FOLBIC
13. HUMALOG
14.HUMALOG KWIKPEN
15.INSULIN LISPRO KWIKPEN
16.LEVOCETIRIZINE DIHYDROCHL
17.MOMETASONE FUROATE
18.NORDITROPIN FLEXPRO
19.NURTEC
20.PEN NEEDLES 32GX4MM
21.PULMICORT FLEXHALER
22.QNASL
23. RESTASIS
24.RYTARY
25.TIROSINT
26.VENLAFAXINE HCL ER
27. ZENPEP
NO ACTIVE EMPLOYEES CURRENTLY PRESCRIBED
1.APIDRA SOLOSTAR
2. BUTALBITAL/ACETAMINOPHEN/
3.CANDESARTAN CILEXETIL/HYD
4.CLIMARA
5. D3
6.EASY COMFORT PEN NEEDLES
7. EDARBI
8. EDARBYCLOR
9.EVAMIST
10.IBRANCE
11.INSULIN LISPRO
12.INVOKANA
13. MENOSTAR
14.NORITATE
15.ONGLYZA
16.SPIRIVA HANDIHALER
17.TIROSINT
18.WESTAB MAX