Fop-township Term Sheet
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Draft October 6, 2009
Township of Lower Merion F.O.P. Negotiations Tentative Agreement October 6, 2009 ECONOMIC •
Term: A three (3)-year Labor Agreement for January 1, 2010 thru December 31, 2012.
• Wages: Effective January 1, 2010, January 1, 2011, and January 1, 2012 the annual base wage of all Officers covered by the Agreement shall be increased by 3.75% for each year. •
Night Differential: Effective January 1, 2012 the night shift differential shall be 6.75% (from 6%) of base wage for regularly scheduled hours actually worked between 3:00 P.M. and 7:00 A.M., except that no night shift differential shall be paid with respect to any hour worked on an eight (8) hour shift which begins between 7:00 A.M. and 9:00 A.M. • Cleaning Allowance: Effective January 1, 2010, an increase of $50 for a total $750 will be provided to the cleaning allowance, effective January 1, 2011, an increase of $50 for a total of $800 will be provided to the cleaning allowance, effective January 1, 2012, an increase of $50 for a total of $850 will be provided to the cleaning allowance.
PENSION • Officer Contributions: The Officer contributions to the Municipal Police Pension Fund will be 1.9% for 2010, and a maximum of 2.0% for 2011 and 2012. For 2013 and beyond, unless otherwise agreed by the Township and the FOP, if any future actuarial valuation by the Fund’s designated actuary determine that the Fund’s revenue sources including State funding and not including any contributions by the Township are insufficient and contributions from any other source are necessary to maintain the actuarial soundness of the Fund, said Officers’ contributions beginning January 1, 2013 shall be as follows: between 0% and 2.0% - Officers will contribute; between 2.0% and 3.0% - Township will contribute; between 3.0% and 4.0% - Officers will contribute; between 4.0% and 5.0% - Township will contribute; between 5.0% and 6.0 - Officers will contribute; between 6.0% and 7.0% Township will contribute; between 7.0% and 8.0% - Officers will contribute; anything over 8.0% - Township will be responsible. The Township does not intend to alter its future actuarial assumptions artificially or unjustifiably for the purpose of triggering a contribution requirement by the Township and/or by the Officers. • Service Connected Disabilities: The determination for Officers seeking a service connected disability, or in the event the Officer receiving service-connected total disability became so disabled as an immediate or direct result of heroic actions or circumstances in the line of duty, will be heard by a hearing officer mutually selected by the FOP and the Township for a set term and/or timeframe at a set cost/fee split between the FOP and the Township. In the event the FOP and Township are not able to agree to a hearing officer the Page 1 of 8
Draft October 6, 2009 determination shall require a majority vote of the Trustees of the Municipal Police Pension Fund.
HEALTHCARE •
Healthcare Plans, Cost Sharing and Base Year for 10% Rolling Cap: All Officers hired on or after January 1, 2010, shall only be eligible to enroll in the Health Maintenance Organization (HMO) $10 Plan or the Direct Point of Service (POS), C1/F1/01 Plan. All Officers enrolled in the Township’s Preferred Provider Organization (PPO) Personal Choice (PC) and HMO $2 medical plan shall contribute six percent (6%) of the total annual premium for core medical coverage, prescription, dental, and vision benefits for him/herself, spouse, and/or dependents. All Officers enrolled in the Township’s HMO $10 medical plan shall contribute four percent (4%) of the total annual premium for core medical coverage, prescription, dental, and vision benefits for him/herself, spouse, and/or dependents. All Officers enrolled in the Township’s POS C1/F1/01 medical plan shall contribute three percent (3%) of the total annual premium for core medical coverage, prescription, dental, and vision benefits for him/herself, spouse, and/or dependents.
The base year for Officer contributions will be 2009. Contributions for all Officers enrolled in the Township’s medical plan(s) shall be the respective 6%, 4%, or 3% of the current annual premium except that there shall be a ten percent (10%) rolling cap on the contribution using the 2009 base year premium multiplied by the respective contribution rate. Therefore, the Officer’s 2010 contribution will be no more than 10% greater than 2009’s premium for the same coverage multiplied by the respective 6%, 4%, or 3%. The Officer’s 2011 contribution shall be no more than 20% greater for the same coverage than 2009’s premium multiplied by the respective 6%, 4%, or 3%; 2012’s contribution for the same coverage shall be no more than 30% greater than 2009’s premium multiplied by the respective 6%, 4%, or 3%. •
Prescription Plan: Retail: Increase the second tier to $14 (from $12) for brand drugs that are listed on the formulary (preferred) list with no equivalent generic drug available. Mail: Implement a Mandatory Mail Program for maintenance drugs at two (2) times the retail co-pays for a ninety (90) day supply (generic drugs at $14, brand drugs on the formulary list at $28 (from $24) and brand drugs not on the formulary list at $40). Officers must use the mail order feature for prescriptions that require more than one refill. After the initial fill plus one (1) refill per medication per strength, the Plan will cover maintenance medication only through the Mail Order Program. Page 2 of 8
Draft October 6, 2009 • Opt-Out Waiver Program: Officers who decline coverage for core medical and/or extended health benefits shall receive fifty percent (50%) of the Township’s share of the actual premium cost savings of the medical and/or extended benefit plans that the Officer has declined as follows: For Officers hired prior to September 13, 2004, the reimbursement will be a “blended average” in accordance with the premiums of the PPO, POS, HMO $2 and $10 Plans. For Officers hired between September 13, 2004 and December 31, 2009, the reimbursement will be a “blended average” in accordance with the premiums of the POS, HMO $2 and $10 Plans. For Officers hired on or after January 1, 2010, the reimbursement will be a “blended average” in accordance with the premiums of the POS and HMO $10 Plans. •
Supplemental Life Insurance: The Township will provide the option for Officers to purchase supplemental life insurance where all premium and plan costs other than Township administrative costs shall be paid by the Officers.
•
Vision Care Plan: The Township will provide frame coverage of $60 (from $50), will increase lens coverage to include solid or gradient lens tints, UV protective coating and premium two (2) year scratch protection, and will increase contact lens coverage to $200 (from $100).
•
Grace Period: Upon the death of an active Officer, the Township will offer a grace period of healthcare for the current month plus an additional two (2) months of medical, dental, prescription and vision coverages for the spouse and/or dependents.
•
Wellness Program: Officers will be required to participate in mandatory wellness programs that would lead to healthier lifestyle choices. Classes will be held during normal working hours and attendance will be coordinated through the Police Department.
INSURANCE FOR RETIRED AND TOTALLY DISABLED OFFICERS •
Future Retiree Healthcare Contributions: Officers hired on or after January 1, 2010, upon reaching their age and service eligibility (which is currently age 50 with 25 years of service) or becoming totally disabled Officers, will be required to contribute six percent (6%) of the total annual premium for core monthly medical and prescription retiree coverage of which the retiree selects or is eligible to select, for Single (Officer only) or Husband/Wife (Officer plus spouse).
•
Medicare Eligibility: If a retired officer becomes Medicare eligible for any reason prior to reaching age 65, the officer shall enroll in Medicare and make Medicare the retired officer's primary medical coverage. The Township shall also establish, subject to the Internal Revenue Code and other federal and state laws and regulations, a “Medicare” Health Reimbursement Page 3 of 8
Draft October 6, 2009 Account ( HRA) on behalf of the retired officer. The Township shall deposit into the HRA, on a monthly basis, a monthly payment of $360, or appropriate proportion thereof as adjusted for CPI as noted below. This deposit may be used by the retired officer to pay for fees associated with Medicare coverage and to secure a Medicare supplement program of the retired officer's choosing, or for other qualifying medical expenses as enumerated by the Internal Revenue Service. The amount of the monthly payment shall be adjusted on an annual calendar basis in accordance with the CPI for the Philadelphia region, up to a maximum of 5% per year. The terms of the “Medicare” HRA will be governed by the current “opt-out” HRA plan document referenced in Article 13.11.J. •
Spousal Healthcare: When a retired officer (age/service or total service connected disability) reaches age 65 or becomes eligible for Medicare prior to reaching such age due to disability or any other qualifying event, the retiree’s spouse is provided medical coverage benefits until the spouse reaches age 65 or the expiration of four (4) years from the date the retired officer reaches age 65, whichever occurs sooner, subject to the following: Spouse Becomes Eligible for Medicare Prior to Officer Should the spouse reach age 65, or become eligible for Medicare prior to reaching such age due to disability or any other qualifying event, before the retired officer reaches age 65, the spouse shall enroll in Medicare as the spouse's primary medical coverage. If the spouse becomes eligible for Medicare by reaching age 65 the Township shall have no further medical benefit obligation with regard to the spouse. If the spouse becomes eligible for Medicare due to disability or any other qualifying event before reaching the age of 65, the Township shall deposit into the HRA, on a monthly basis, a monthly payment of $360, or appropriate proportion thereof as adjusted for CPI, subject to the same terms and conditions described above for retired Officers. The Township shall make monthly contributions into the HRA until the earlier of: the spouse’s death, the spouse reaching age 65, or expiration of 4 years from the date the retired officer reaches age 65. Spouse Becomes Eligible for Medicare Within Four Years of Officer Reaching Age 65 Should the spouse reach age 65, or become eligible for Medicare prior to reaching age 65 due to disability or any other qualifying event, before expiration of four years from the date the retired officer reaches age 65, the spouse shall enroll in Medicare as the spouse's primary medical coverage. If the spouse becomes eligible for Medicare by reaching age 65 the Township shall have no further medical benefit obligation with regard to the spouse. If the spouse becomes eligible for Medicare due to disability or any other qualifying event before reaching the age of 65, the Township shall deposit into the HRA, on a monthly basis, a monthly payment of $360, or appropriate proportion thereof as adjusted for CPI, subject to the same terms and conditions described above for retired Officers. The Township shall make monthly contributions into the HRA until the earlier of: the spouse’s death, the spouse reaching age 65, or expiration of 4 years from the date the retired officer reaches age 65. Spouses of Officers Who are Enrolled in the Opt-Out HRA
Page 4 of 8
Draft October 6, 2009 As to the spouse of an officer who retired on or after January 1, 2006, where the retired officer participates in the opt-out HRA, as outlined in Article 13.11, and the retired officer reaches age 65 and the Township’s payments into the retired officer’s opt-out HRA terminates, the spouse will be eligible for the then existing single retiree healthcare medical and prescription coverage that is offered to retirees for up to four years from the date the retired officer reaches age 65, subject to the following: During the 4 year period, if the spouse is, or becomes, eligible for Medicare by reaching age 65 the Township shall have no further medical benefit obligation with regard to the spouse. If the spouse become eligible for Medicare during the four year period due to disability or any other qualifying event before reaching the age of 65, the Township shall deposit into the HRA, on a monthly basis, a monthly payment of $360, or appropriate proportion thereof as adjusted for CPI, subject to the same terms and conditions described above for retired Officers. The Township shall make monthly contributions into the HRA until the earlier of: the spouse’s death, the spouse reaching age 65, or expiration of 4 years from the date the retired officer reaches age 65. If the spouse is entitled to single coverage according to the provisions above, the spouse may decline single coverage and receive from the Township a payment into the HRA for each month in which the spouse declines the single coverage for which she was otherwise entitled. The monthly payments into the HRA for the spouse’s declining single coverage from the Township shall be calculated as follows: Option 1: Medical Only Opt-Out Single: $155.13/month. Effective January 1, 2010, an annual CPI increase to a maximum of 5% will be applied annually. Option 2: Prescription Only Opt-Out Single: $44.32/month. Effective January 1, 2010, an annual CPI increase to a maximum of 5% will be applied annually. Option 3: Medical and Prescription Opt-Out Single: $199.46/month. Effective January 1, 2010, an annual CPI increase to a maximum of 5% will be applied annually. The terms of the “Medicare” HRA will be governed by the current “opt-out” HRA plan document referenced in Article 13.11.J.
OTHER •
Education Refund: Effective January 1, 2012, with advance approval by the Police Department, Township Human Resources Department, and Township Manager, the Township will reimburse an Officer for 100% of the required tuition, fees, books and equipment up to a maximum of $1,000 (from $800) per calendar year.
Page 5 of 8
•
•
Draft October 6, 2009 Retirement Badge: A section will be included in Article 22 of the Agreement for retired Officers to receive their badge worn as an active officer. General Orders (G.O.): Implement a new Yellow Alert G.O. to establish procedures in which Officers are prenotified to be available for duty on short notice when a situation or event requiring the mobilization of the resources of the Police Department exists. Revisions will be made to the Red Alert G.O. due to the implementation of the Yellow Alert G.O. Revisions will be made to the Vacation G.O. for better selection of days off where an officer may select any one (1) week or two (2) consecutive weeks within this period, that may be selected in 2, 3, 5 or 7 day periods for the twelve (12) hour shift schedule.
•
Sick Leave: Amendments to the Sick Leave Policy: Officers who exhaust their Short Term Sick Leave Bank (STSLB) shall have their STSLB reduced by one (1) day, 8 hours, (72 hours for 8-hour shift schedule and 76 hours for 12-shift schedule) in the following calendar year for Officers who exhaust their STSLB the previous year. After completion of one (1) calendar year where the officer does not exhaust his/her STSLB the officer will earn one (1) day, 8 hours, back not to exceed the original STSLB. The maximum number of STSLB hours an officer can lose is sixteen (16) hours. An officer will not be considered to have exhausted his/her STSLB if the officer has exhausted his/her long term sick leave bank (LTSLB) first and then reverts to his STSLB. For the first (1st) through the fourth (4th) occurrence of sick leave in a calendar year the Medical Documentation for Non-work Related Absences Form is required when an officer is out for consecutive work days, exceeding one work day. After the fourth (4th) occurrence within a year the officer will be required to provide the Medical Documentation for Non-work Related Absence Form for every occurrence and comply with Section Q of the Sick Leave policy. Perfect Attendance: Officers who do not use any sick leave in a calendar year, January 1st through December 31st, will be eligible to receive twelve (12) hours Perfect Attendance (“PA”) time in January of the following year for the full calendar year of 2010, and/or each respective year of the term of the Agreement, 2011 and/or 2012.
Page 6 of 8
Draft October 6, 2009 Officers who do not use any sick leave in a calendar year for three (3) consecutive years will be eligible to receive sixteen (16) hours of PA time and for Officers who do not use any sick leave in a calendar year for six (6) consecutive years will be eligible to receive twenty-four (24) hours of PA time in January of the following year for the full calendar year of 2010, and/or each respective year of the term of the Agreement, 2011 and/or 2012.
Heart & Lung Act (HLA) Benefits •
Officers will be required to cooperate with the Township’s Insurance Administrator in submitting the injury to the Township’s Worker’s Compensation insurance carrier.
•
Officers will be required to cooperate, and sign an appropriate form for the Authorization for Release of Medical Information to the medical provider and its agents selected by the Township. Said form to be agreed to by the Township and the FOP.
•
The Township will pay an officer one hundred percent (100%) of the Officer’s base wages tax-free retroactive to the first date of incapacity of the work-related temporary illness or injury.
•
The FOP and Township will agree to a hearing officer for a set term and/or timeframe at a pre set cost/fee paid by the Township for the hearing body to adjudicate HLA claims and disputes, which offers a due process to an officer who is denied HLA benefits, or prior to the Township terminating HLA benefits.
HOUSEKEEPING: •
Remove the actual number of representatives to say “as permitted by national formula” for Delegate Leave Time (Article 5.7).
•
Codify the practice that EDO and leave time pay are paid out on a pro rata basis for the percentage payoff for an Officer resigning (Article 6.4).
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Remove the term “EDO” and substitute the term “Holiday” (Article 7).
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Codify the practice for the methodology of the prorated Uniform Cleaning Allowance that the calculation is based on the hours of the calendar days the officer is actively at work (Article 17).
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Codify that for Meals and Incidental Expenses the current reimbursement is in compliance with the Township’s policy of using the Federal Government Per Diem matrix which is updated annually (Article 22.2).
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Codify the side letters of Alternative Police Duties and Sergeants Time Off.
Page 7 of 8
•
Draft October 6, 2009 Maintain the existing methodologies for the Healthcare Reimbursement Account (HRA) and Out of Area Benefits (OOA) as outlined in Article 13 and to codify the MOA regarding the reimbursements from the HRA (debit card).
Page 8 of 8
Township of Lower Merion F.O.P. Negotiations Tentative Agreement October 6, 2009 ECONOMIC •
Term: A three (3)-year Labor Agreement for January 1, 2010 thru December 31, 2012.
• Wages: Effective January 1, 2010, January 1, 2011, and January 1, 2012 the annual base wage of all Officers covered by the Agreement shall be increased by 3.75% for each year. •
Night Differential: Effective January 1, 2012 the night shift differential shall be 6.75% (from 6%) of base wage for regularly scheduled hours actually worked between 3:00 P.M. and 7:00 A.M., except that no night shift differential shall be paid with respect to any hour worked on an eight (8) hour shift which begins between 7:00 A.M. and 9:00 A.M. • Cleaning Allowance: Effective January 1, 2010, an increase of $50 for a total $750 will be provided to the cleaning allowance, effective January 1, 2011, an increase of $50 for a total of $800 will be provided to the cleaning allowance, effective January 1, 2012, an increase of $50 for a total of $850 will be provided to the cleaning allowance.
PENSION • Officer Contributions: The Officer contributions to the Municipal Police Pension Fund will be 1.9% for 2010, and a maximum of 2.0% for 2011 and 2012. For 2013 and beyond, unless otherwise agreed by the Township and the FOP, if any future actuarial valuation by the Fund’s designated actuary determine that the Fund’s revenue sources including State funding and not including any contributions by the Township are insufficient and contributions from any other source are necessary to maintain the actuarial soundness of the Fund, said Officers’ contributions beginning January 1, 2013 shall be as follows: between 0% and 2.0% - Officers will contribute; between 2.0% and 3.0% - Township will contribute; between 3.0% and 4.0% - Officers will contribute; between 4.0% and 5.0% - Township will contribute; between 5.0% and 6.0 - Officers will contribute; between 6.0% and 7.0% Township will contribute; between 7.0% and 8.0% - Officers will contribute; anything over 8.0% - Township will be responsible. The Township does not intend to alter its future actuarial assumptions artificially or unjustifiably for the purpose of triggering a contribution requirement by the Township and/or by the Officers. • Service Connected Disabilities: The determination for Officers seeking a service connected disability, or in the event the Officer receiving service-connected total disability became so disabled as an immediate or direct result of heroic actions or circumstances in the line of duty, will be heard by a hearing officer mutually selected by the FOP and the Township for a set term and/or timeframe at a set cost/fee split between the FOP and the Township. In the event the FOP and Township are not able to agree to a hearing officer the Page 1 of 8
Draft October 6, 2009 determination shall require a majority vote of the Trustees of the Municipal Police Pension Fund.
HEALTHCARE •
Healthcare Plans, Cost Sharing and Base Year for 10% Rolling Cap: All Officers hired on or after January 1, 2010, shall only be eligible to enroll in the Health Maintenance Organization (HMO) $10 Plan or the Direct Point of Service (POS), C1/F1/01 Plan. All Officers enrolled in the Township’s Preferred Provider Organization (PPO) Personal Choice (PC) and HMO $2 medical plan shall contribute six percent (6%) of the total annual premium for core medical coverage, prescription, dental, and vision benefits for him/herself, spouse, and/or dependents. All Officers enrolled in the Township’s HMO $10 medical plan shall contribute four percent (4%) of the total annual premium for core medical coverage, prescription, dental, and vision benefits for him/herself, spouse, and/or dependents. All Officers enrolled in the Township’s POS C1/F1/01 medical plan shall contribute three percent (3%) of the total annual premium for core medical coverage, prescription, dental, and vision benefits for him/herself, spouse, and/or dependents.
The base year for Officer contributions will be 2009. Contributions for all Officers enrolled in the Township’s medical plan(s) shall be the respective 6%, 4%, or 3% of the current annual premium except that there shall be a ten percent (10%) rolling cap on the contribution using the 2009 base year premium multiplied by the respective contribution rate. Therefore, the Officer’s 2010 contribution will be no more than 10% greater than 2009’s premium for the same coverage multiplied by the respective 6%, 4%, or 3%. The Officer’s 2011 contribution shall be no more than 20% greater for the same coverage than 2009’s premium multiplied by the respective 6%, 4%, or 3%; 2012’s contribution for the same coverage shall be no more than 30% greater than 2009’s premium multiplied by the respective 6%, 4%, or 3%. •
Prescription Plan: Retail: Increase the second tier to $14 (from $12) for brand drugs that are listed on the formulary (preferred) list with no equivalent generic drug available. Mail: Implement a Mandatory Mail Program for maintenance drugs at two (2) times the retail co-pays for a ninety (90) day supply (generic drugs at $14, brand drugs on the formulary list at $28 (from $24) and brand drugs not on the formulary list at $40). Officers must use the mail order feature for prescriptions that require more than one refill. After the initial fill plus one (1) refill per medication per strength, the Plan will cover maintenance medication only through the Mail Order Program. Page 2 of 8
Draft October 6, 2009 • Opt-Out Waiver Program: Officers who decline coverage for core medical and/or extended health benefits shall receive fifty percent (50%) of the Township’s share of the actual premium cost savings of the medical and/or extended benefit plans that the Officer has declined as follows: For Officers hired prior to September 13, 2004, the reimbursement will be a “blended average” in accordance with the premiums of the PPO, POS, HMO $2 and $10 Plans. For Officers hired between September 13, 2004 and December 31, 2009, the reimbursement will be a “blended average” in accordance with the premiums of the POS, HMO $2 and $10 Plans. For Officers hired on or after January 1, 2010, the reimbursement will be a “blended average” in accordance with the premiums of the POS and HMO $10 Plans. •
Supplemental Life Insurance: The Township will provide the option for Officers to purchase supplemental life insurance where all premium and plan costs other than Township administrative costs shall be paid by the Officers.
•
Vision Care Plan: The Township will provide frame coverage of $60 (from $50), will increase lens coverage to include solid or gradient lens tints, UV protective coating and premium two (2) year scratch protection, and will increase contact lens coverage to $200 (from $100).
•
Grace Period: Upon the death of an active Officer, the Township will offer a grace period of healthcare for the current month plus an additional two (2) months of medical, dental, prescription and vision coverages for the spouse and/or dependents.
•
Wellness Program: Officers will be required to participate in mandatory wellness programs that would lead to healthier lifestyle choices. Classes will be held during normal working hours and attendance will be coordinated through the Police Department.
INSURANCE FOR RETIRED AND TOTALLY DISABLED OFFICERS •
Future Retiree Healthcare Contributions: Officers hired on or after January 1, 2010, upon reaching their age and service eligibility (which is currently age 50 with 25 years of service) or becoming totally disabled Officers, will be required to contribute six percent (6%) of the total annual premium for core monthly medical and prescription retiree coverage of which the retiree selects or is eligible to select, for Single (Officer only) or Husband/Wife (Officer plus spouse).
•
Medicare Eligibility: If a retired officer becomes Medicare eligible for any reason prior to reaching age 65, the officer shall enroll in Medicare and make Medicare the retired officer's primary medical coverage. The Township shall also establish, subject to the Internal Revenue Code and other federal and state laws and regulations, a “Medicare” Health Reimbursement Page 3 of 8
Draft October 6, 2009 Account ( HRA) on behalf of the retired officer. The Township shall deposit into the HRA, on a monthly basis, a monthly payment of $360, or appropriate proportion thereof as adjusted for CPI as noted below. This deposit may be used by the retired officer to pay for fees associated with Medicare coverage and to secure a Medicare supplement program of the retired officer's choosing, or for other qualifying medical expenses as enumerated by the Internal Revenue Service. The amount of the monthly payment shall be adjusted on an annual calendar basis in accordance with the CPI for the Philadelphia region, up to a maximum of 5% per year. The terms of the “Medicare” HRA will be governed by the current “opt-out” HRA plan document referenced in Article 13.11.J. •
Spousal Healthcare: When a retired officer (age/service or total service connected disability) reaches age 65 or becomes eligible for Medicare prior to reaching such age due to disability or any other qualifying event, the retiree’s spouse is provided medical coverage benefits until the spouse reaches age 65 or the expiration of four (4) years from the date the retired officer reaches age 65, whichever occurs sooner, subject to the following: Spouse Becomes Eligible for Medicare Prior to Officer Should the spouse reach age 65, or become eligible for Medicare prior to reaching such age due to disability or any other qualifying event, before the retired officer reaches age 65, the spouse shall enroll in Medicare as the spouse's primary medical coverage. If the spouse becomes eligible for Medicare by reaching age 65 the Township shall have no further medical benefit obligation with regard to the spouse. If the spouse becomes eligible for Medicare due to disability or any other qualifying event before reaching the age of 65, the Township shall deposit into the HRA, on a monthly basis, a monthly payment of $360, or appropriate proportion thereof as adjusted for CPI, subject to the same terms and conditions described above for retired Officers. The Township shall make monthly contributions into the HRA until the earlier of: the spouse’s death, the spouse reaching age 65, or expiration of 4 years from the date the retired officer reaches age 65. Spouse Becomes Eligible for Medicare Within Four Years of Officer Reaching Age 65 Should the spouse reach age 65, or become eligible for Medicare prior to reaching age 65 due to disability or any other qualifying event, before expiration of four years from the date the retired officer reaches age 65, the spouse shall enroll in Medicare as the spouse's primary medical coverage. If the spouse becomes eligible for Medicare by reaching age 65 the Township shall have no further medical benefit obligation with regard to the spouse. If the spouse becomes eligible for Medicare due to disability or any other qualifying event before reaching the age of 65, the Township shall deposit into the HRA, on a monthly basis, a monthly payment of $360, or appropriate proportion thereof as adjusted for CPI, subject to the same terms and conditions described above for retired Officers. The Township shall make monthly contributions into the HRA until the earlier of: the spouse’s death, the spouse reaching age 65, or expiration of 4 years from the date the retired officer reaches age 65. Spouses of Officers Who are Enrolled in the Opt-Out HRA
Page 4 of 8
Draft October 6, 2009 As to the spouse of an officer who retired on or after January 1, 2006, where the retired officer participates in the opt-out HRA, as outlined in Article 13.11, and the retired officer reaches age 65 and the Township’s payments into the retired officer’s opt-out HRA terminates, the spouse will be eligible for the then existing single retiree healthcare medical and prescription coverage that is offered to retirees for up to four years from the date the retired officer reaches age 65, subject to the following: During the 4 year period, if the spouse is, or becomes, eligible for Medicare by reaching age 65 the Township shall have no further medical benefit obligation with regard to the spouse. If the spouse become eligible for Medicare during the four year period due to disability or any other qualifying event before reaching the age of 65, the Township shall deposit into the HRA, on a monthly basis, a monthly payment of $360, or appropriate proportion thereof as adjusted for CPI, subject to the same terms and conditions described above for retired Officers. The Township shall make monthly contributions into the HRA until the earlier of: the spouse’s death, the spouse reaching age 65, or expiration of 4 years from the date the retired officer reaches age 65. If the spouse is entitled to single coverage according to the provisions above, the spouse may decline single coverage and receive from the Township a payment into the HRA for each month in which the spouse declines the single coverage for which she was otherwise entitled. The monthly payments into the HRA for the spouse’s declining single coverage from the Township shall be calculated as follows: Option 1: Medical Only Opt-Out Single: $155.13/month. Effective January 1, 2010, an annual CPI increase to a maximum of 5% will be applied annually. Option 2: Prescription Only Opt-Out Single: $44.32/month. Effective January 1, 2010, an annual CPI increase to a maximum of 5% will be applied annually. Option 3: Medical and Prescription Opt-Out Single: $199.46/month. Effective January 1, 2010, an annual CPI increase to a maximum of 5% will be applied annually. The terms of the “Medicare” HRA will be governed by the current “opt-out” HRA plan document referenced in Article 13.11.J.
OTHER •
Education Refund: Effective January 1, 2012, with advance approval by the Police Department, Township Human Resources Department, and Township Manager, the Township will reimburse an Officer for 100% of the required tuition, fees, books and equipment up to a maximum of $1,000 (from $800) per calendar year.
Page 5 of 8
•
•
Draft October 6, 2009 Retirement Badge: A section will be included in Article 22 of the Agreement for retired Officers to receive their badge worn as an active officer. General Orders (G.O.): Implement a new Yellow Alert G.O. to establish procedures in which Officers are prenotified to be available for duty on short notice when a situation or event requiring the mobilization of the resources of the Police Department exists. Revisions will be made to the Red Alert G.O. due to the implementation of the Yellow Alert G.O. Revisions will be made to the Vacation G.O. for better selection of days off where an officer may select any one (1) week or two (2) consecutive weeks within this period, that may be selected in 2, 3, 5 or 7 day periods for the twelve (12) hour shift schedule.
•
Sick Leave: Amendments to the Sick Leave Policy: Officers who exhaust their Short Term Sick Leave Bank (STSLB) shall have their STSLB reduced by one (1) day, 8 hours, (72 hours for 8-hour shift schedule and 76 hours for 12-shift schedule) in the following calendar year for Officers who exhaust their STSLB the previous year. After completion of one (1) calendar year where the officer does not exhaust his/her STSLB the officer will earn one (1) day, 8 hours, back not to exceed the original STSLB. The maximum number of STSLB hours an officer can lose is sixteen (16) hours. An officer will not be considered to have exhausted his/her STSLB if the officer has exhausted his/her long term sick leave bank (LTSLB) first and then reverts to his STSLB. For the first (1st) through the fourth (4th) occurrence of sick leave in a calendar year the Medical Documentation for Non-work Related Absences Form is required when an officer is out for consecutive work days, exceeding one work day. After the fourth (4th) occurrence within a year the officer will be required to provide the Medical Documentation for Non-work Related Absence Form for every occurrence and comply with Section Q of the Sick Leave policy. Perfect Attendance: Officers who do not use any sick leave in a calendar year, January 1st through December 31st, will be eligible to receive twelve (12) hours Perfect Attendance (“PA”) time in January of the following year for the full calendar year of 2010, and/or each respective year of the term of the Agreement, 2011 and/or 2012.
Page 6 of 8
Draft October 6, 2009 Officers who do not use any sick leave in a calendar year for three (3) consecutive years will be eligible to receive sixteen (16) hours of PA time and for Officers who do not use any sick leave in a calendar year for six (6) consecutive years will be eligible to receive twenty-four (24) hours of PA time in January of the following year for the full calendar year of 2010, and/or each respective year of the term of the Agreement, 2011 and/or 2012.
Heart & Lung Act (HLA) Benefits •
Officers will be required to cooperate with the Township’s Insurance Administrator in submitting the injury to the Township’s Worker’s Compensation insurance carrier.
•
Officers will be required to cooperate, and sign an appropriate form for the Authorization for Release of Medical Information to the medical provider and its agents selected by the Township. Said form to be agreed to by the Township and the FOP.
•
The Township will pay an officer one hundred percent (100%) of the Officer’s base wages tax-free retroactive to the first date of incapacity of the work-related temporary illness or injury.
•
The FOP and Township will agree to a hearing officer for a set term and/or timeframe at a pre set cost/fee paid by the Township for the hearing body to adjudicate HLA claims and disputes, which offers a due process to an officer who is denied HLA benefits, or prior to the Township terminating HLA benefits.
HOUSEKEEPING: •
Remove the actual number of representatives to say “as permitted by national formula” for Delegate Leave Time (Article 5.7).
•
Codify the practice that EDO and leave time pay are paid out on a pro rata basis for the percentage payoff for an Officer resigning (Article 6.4).
•
Remove the term “EDO” and substitute the term “Holiday” (Article 7).
•
Codify the practice for the methodology of the prorated Uniform Cleaning Allowance that the calculation is based on the hours of the calendar days the officer is actively at work (Article 17).
•
Codify that for Meals and Incidental Expenses the current reimbursement is in compliance with the Township’s policy of using the Federal Government Per Diem matrix which is updated annually (Article 22.2).
•
Codify the side letters of Alternative Police Duties and Sergeants Time Off.
Page 7 of 8
•
Draft October 6, 2009 Maintain the existing methodologies for the Healthcare Reimbursement Account (HRA) and Out of Area Benefits (OOA) as outlined in Article 13 and to codify the MOA regarding the reimbursements from the HRA (debit card).
Page 8 of 8
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