UNIVERSITY OF
TOLEDO
HEALTH CARE
BENEFITS PROPOSAL
March 18, 2002
1.
University of Toledo
employees who meet the Plan’s eligibility requirements may select, during the
Plan’s annual election period, from either of the three following plans of benefits:
A.
An Exclusive Provider Organization (EPO) Benefit Plan, as
appended, utilizing either the Paramount Health Care or the Medical Mutual of
Ohio Provider Networks.
B.
A Preferred Provider Organization (PPO) Benefit Plan, as
appended, utilizing either the Cooperative Health Care Network, or the Medical
Mutual of Ohio Provider Network.
C.
A Point of Service (POS) Benefit Plan, as appended,
utilizing the Paramount Health Care Network.
The scope of covered services and terms
of participation, unless otherwise modified by the EPO, PPO, or the POS Plans
of Benefits shown on Exhibit 113, shall remain consistent with the current Plan
of Benefits.
The administration of benefits
applicable to covered services, unless otherwise modified by the EPO or POS
Plans of Benefits, shall, to the extent administratively feasible, remain
consistent with the current Plan of Benefits.
2.
Employee contributions
for the plans shall be in accordance with the appended schedules.
3.
Prescription Drug benefits shall be modified in accordance
with the appended proposal.
4.
Dental benefits shall remain unchanged.
5.
Vision benefits shall remain unchanged.
UNIVERSITY OF
TOLEDO
PRESCRIPTION
DRUG PLAN PROPOSAL
Prescription Drug
Employee Co-Pay Effective
Date
$4.00 Generic July 1, 2002
$8.00 Brand Formulary July
1, 2002
$16.00 Brand Non-Formulary July 1, 2002
i
Formulary may be subject to change based upon changes made
by the University of Toledo’s Pharmacy Benefits Manager.
i
Current Caremark formulary previously provided to the Unions
on January 14, 2002.
i
All other plan provisions remain consistent with the current
plan.
EXHIBIT 108
AAUP – ADJUNCT
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding
is made this 1st day of April, 2002, by and between The
University of Toledo (hereinafter the “Board” or “Employer”) and The American
Association of University Professors, University of Toledo Chapter (hereinafter
the “Union” or AAUP/Adjunct). This memorandum
shall be attached to and become part of the parties September 1, 2000 through
August 31, 2003 collective bargaining agreement and this memorandum will
continue in effect through December 31, 2004. The terms of this memorandum will not be retroactive. The parties agree to modify the provisions
of Article 13.1 of their 2000-2003 Agreement as follows:
13.1.1 The
University will continue to offer eligible bargaining unit employees health
insurance, consisting of the medical, pharmacy, dental, and vision plans under
the benefit structure and employee contributions, co-pays, and deductibles as
agreed upon during the parties health care re-opener negotiations on April 1,
2002. The agreed upon benefit levels
will become effective July 1, 2002, thereby allowing sufficient notice
to the current carriers and providers of any negotiated changes in benefits and
to allow employees time to re-enroll for the benefits provided, including any
re-enrollment an employee may wish to make in the current University of Toledo
Section 125 Benefit Plan provided under Article 13.1.6.
13.1.2 The
parties agree to retain the first two sentences of Section 13.1.2. The third sentence is deleted and the
parties agree to add the following language to Section 13.1.2:
During
the terms of this Agreement, the following contributions shall be the employee
monthly premium contributions to the Health Care Plan.
July 1, 2002 January 1, 2003 January 1, 2004
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $15.45 $31.31 $47.46 $15.91 $32.25 $48.88 $16.39 $33.22 $50.35
$30,000-$100,000 $20.53 $42.08 $63.61 $21.15 $43.34 $65.52 $21.78 $44.64 $67.48
> $100,000 $37.76 $76.55 $115.30 $38.89 $78.85 $118.76 $40.06 $81.21 $122.32
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $ 7.37 $14.74 $22.10 $ 7.59 $15.18 $22.76 $ 7.81 $15.64 $23.44
$30,000-$100,000 $ 9.82 $19.65 $29.46 $10.11 $20.24 $30.34 $10.42 $20.85 $31.25
> $100,000 $17.68 $35.37 $53.03 $18.21 $36.43 $54.62 $18.75 $37.53 $56.26
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $ 2.25 $ 4.50 $ 6.75 $ 2.32 $ 4.64 $ 6.95 $ 2.39 $ 4.77 $ 7.16
$30,000-$100,000 $ 3.00 $ 6.00 $ 9.00 $ 3.09 $ 6.18 $ 9.27 $ 3.18 $ 6.37 $ 9.55
> $100,000 $ 5.40 $10.80 $16.20 $ 5.56 $11.12 $16.69 $ 5.73 $11.46 $17.19
Pay Ranges = employee’s
applicable base pay rate or salary as of January 1 each calendar year
13.1.3 The parties
agree to delete Section 13.1.3 of the 2002-2003 agreement. In its place the parties agree to the
following language:
The UT-AAUP/Adjunct will continue to participate in
the University’s Joint Benefits Committee for the life of this Agreement. UT-AAUP/Adjunct representatives to the Joint
Benefits Committee will be the President of UT-AAUP, or his/her designee, and
up to three (3) additional persons designated by the Union. The parties agree that the University shall
have the right to choose health insurance carriers and/or to self-insure the
health care plan(s) so long as relevant information has been discussed with the
Joint Benefits Committee and the Joint Benefits Committee has been provided the
opportunity to make recommendations, and provided the types of benefits made
available are similar. The parties
recognize that the University does not control the types of products marketed
by health insurance carriers and current carriers or self-insurance may change;
or in changing carriers or to/from self-insurance, changes in provider panels,
co-payments or benefits, etc. may occur.
In order to provide stability and the opportunity for
the Joint Benefits Committee to operate effectively, it is the intent of the
parties to retain the provider networks designated by the fact-finder on April
1, 2002, through at least December 31, 2004.
In the event the University determines it necessary prior to December
31, 2004, to eliminate and/or change
any of the provider networks designated by the fact-finder on April 1, 2002,
the University must provide advance notice thereof to the [Union] and the Joint
Benefits Committee. If the Joint
Benefits Committee does not recommend such a change, the Joint Benefits
Committee must notify the University in writing of its refusal to recommend
such change within 21 days of the University’s initial notice. Thereafter, the [Union] reserves the right
to a limited re-opener under ORC 4117 on only the financial participation (not
the provider networks themselves) by employees in the resulting changed
Plan. Notice of such re-opener must be
given within thirty (30) days of the University’s notice to the [Union] of its
intent to change and/or eliminate any provider network without the Union
recommendation of the Joint Benefits Committee.
Either the Board or the Union reserves
the right to a re-opener under ORC 4117 on health care insurance to be
effective January 1, 2005. Either party
may give notice of such re-opener, however such notice may not be given earlier
than May 1, 2004.
The University’s Joint Benefits Committee will meet on
a regular basis, no less than once each calendar quarter and shall, not less
than twice each calendar year, review the claims and cost information for the
previous six month period. The Joint
Benefits Committee will be provided with any and all information necessary to
monitor performance of the health insurance plan. Joint Committee members shall be subject to maintaining
confidentiality of any provider or vendor trade secret or proprietary data made
available to the Joint Committee. The
Joint Committee is empowered to make recommendations during the term and
administration of this agreement for changes in coverage and benefits; to take
steps to monitor and control utilization; improve the delivery of services and
benefits; and to reduce costs. The
Administration and/or the Board of Trustees retains the authority to accept or
reject the recommendations of the Joint Benefits Committee, subject to the
procedures set forth above with regard
to changing and/or eliminating any service provider prior to December 31, 2004.
Subject to the employee premium contribution schedule
set forth above, the employer shall make available to bargaining unit employees
the same health insurance and hospitalization plans, i.e., medical, dental, optical, and prescription
drug benefits on the same basis and at the same cost as provided to all
non-bargaining unit employees, including those covered by other collective
bargaining agreements.
By July 1, 2002, the University will form a Wellness
Program Committee which will include among its members a representative from
each labor organization and representatives from other health care/wellness
related functions or departments on campus, to develop and recommend to
the Joint Benefits Committee and the Administration a wellness plan which
will include financial incentives for its use.
The Wellness Program Committee is to develop and recommend a plan by
December 31, 2002, for reducing utilization of medical and drug plans through
wellness initiatives, such as but not limited to, healthcare screenings, drug
education, fitness/recreation programs, etc.
The University shall not unreasonably refuse to implement the
recommended plan and shall announce either implementation or rejection of the
plan by March 1, 2003. Ongoing review
and evaluation of any wellness plan will be part of the responsibilities of the
Joint Benefits Committee.
THE UNIVERSITY OF TOLEDO THE AMERICAN ASSOCIATION
OF
UNIVERSITY PROFESSORS
UNIVERSITY OF TOLEDO CHAPTER
By: ________________________ By: _____________________________
Dr. Daniel Johnson Dr. Harvey
Wolff
President
President UT-AAUP
____________________________ _____________________________
Dr. Allen Goodridge Dr. Kathleen
Thompson-Casado
Provost
____________________________ _____________________________
Dr. Earl Murry
Marilyn Widman
Vice Provost for Faculty Development
____________________________
James M. Sciarini
Associate Vice President
Human Resources
____________________________
Alvin W. Comley
Sr. Director, Business Services
____________________________
Deithra Glaze
____________________________
Laura Newman
____________________________
Joseph Klep
EXHIBIT 107
AAUP TENURE/TENURE TRACK
MEMORANDUM OF UNDERSTANDING
This Memorandum of
Understanding is made this 1st day of April, 2002, by and between
The University of Toledo (hereinafter the “Board” or “Employer”) and The
American Association of University Professors, University of Toledo Chapter
(hereinafter the “Union” or “AAUP”).
This memorandum shall be attached to and become part of the parties July
1, 2000 through June 30, 2003 collective bargaining agreement and this
memorandum will continue in effect through December 31, 2004. The terms of this memorandum will not be
retroactive. The parties agree to
modify the provisions of Article 13.1 of their 2000-2003 agreement as follows:
13.1.1 The
University will continue to offer eligible bargaining unit employees health
insurance, consisting of the medical, pharmacy, dental, and vision plans under
the benefit structure and employee contributions, co-pays, and deductibles as
agreed upon during the parties health care re-opener negotiations on April
1, 2002. The agreed upon benefit
levels will become effective July 1, 2002, thereby allowing sufficient
notice to the current carriers and providers of any negotiated changes in
benefits and to allow employees time to re-enroll for the benefits provided,
including any re-enrollment an employee may wish to make in the current
University of Toledo Section 125 Benefit Plan provided under Article 13.1.6.
13.1.3 The parties agree to delete Section 13.1.3 of
their 2000-2003 agreement. In its
place, the parties agree to the following language.
The
UT-AAUP will continue to participate in the University’s Joint Benefits
Committee for the life of this Agreement.
UT-AAUP representatives to the Joint Benefits Committee will be the
President of UT-AAUP, or his/her designee, and up to three (3) additional
persons designated by the Union. The
parties agree that the University shall have the right to choose health
insurance carriers and/or to self-insure the health care plan(s) so long as
relevant information has been discussed with the Joint Benefits Committee and
the Joint Benefits Committee has been provided the opportunity to make
recommendations, and provided the types of benefits made available are
similar. The parties recognize that the
University does not control the types of products marketed by health insurance
carriers and current carriers or self-insurance may change; or in changing
carriers or to/from self-insurance, changes in provider panels, co-payments or
benefits, etc. may occur.
In order to provide stability and the opportunity for
the Joint Benefits Committee to operate effectively, it is the intent of the
parties to retain the provider networks designated by the fact-finder on April
1, 2002, through at least December 31, 2004.
In the event the University determines it necessary prior to December
31, 2004, to eliminate and/or change
any of the provider networks designated by the fact-finder on April 1, 2002,
the University must provide advance notice thereof to the [Union] and the Joint
Benefits Committee. If the Joint
Benefits Committee does not recommend such a change, the Joint Benefits
Committee must notify the University in writing of its refusal to recommend
such change within 21 days of the University’s initial notice. Thereafter, the [Union] reserves the right
to a limited re-opener under ORC 4117 on only the financial participation (not
the provider networks themselves) by employees in the resulting changed
Plan. Notice of such re-opener must be
given within thirty (30) days of the University’s notice to the [Union] of its
intent to change and/or eliminate any provider network without the Union
recommendation of the Joint Benefits Committee.
Either the Board or the Union reserves
the right to a re-opener under ORC 4117 on health care insurance to be
effective January 1, 2005. Either party
may give notice of such re-opener, however such notice may not be given earlier
than May 1, 2004.
The University’s Joint Benefits Committee will meet on
a regular basis, no less than once each calendar quarter and shall, not less
than twice each calendar year, review the claims and cost information for the
previous six month period. The Joint
Benefits Committee will be provided with any and all information necessary to
monitor performance of the health insurance plan. Joint Committee members shall be subject to maintaining
confidentiality of any provider or vendor trade secret or proprietary data made
available to the Joint Committee. The
Joint Committee is empowered to make recommendations during the term and
administration of this agreement for changes in coverage and benefits; to take
steps to monitor and control utilization; improve the delivery of services and
benefits; and to reduce costs. The
Administration and/or the Board of Trustees retains the authority to accept or
reject the recommendations of the Joint Benefits Committee, subject to the
procedures set forth above with regard
to changing and/or eliminating any service provider prior to December 31, 2004.
Subject to the employee premium contribution schedule
set forth above, the employer shall make available to bargaining unit employees
the same health insurance and hospitalization plans, i.e., medical, dental, optical, and prescription
drug benefits on the same basis and at the same cost as provided to all
non-bargaining unit employees, including those covered by other collective
bargaining agreements.
By July 1, 2002, the University will form a Wellness
Program Committee which will include among its members a representative from
each labor organization and representatives from other health care/wellness
related functions or departments on campus, to develop and recommend to
the Joint Benefits Committee and the Administration a wellness plan which
will include financial incentives for its use.
The Wellness Program Committee is to develop and recommend a plan by
December 31, 2002, for reducing utilization of medical and drug plans through
wellness initiatives, such as but not limited to, healthcare screenings, drug
education, fitness/recreation programs, etc.
The University shall not unreasonably refuse to implement the
recommended plan and shall announce either implementation or rejection of the
plan by March 1, 2003. Ongoing review
and evaluation of any wellness plan will be part of the responsibilities of the
Joint Benefits Committee.
During
the term of this Agreement, the following contributions shall be the employee
monthly premium contributions to the Health Care Plan.
July 1, 2002 January 1, 2003 January 1, 2004
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $15.45 $31.31 $47.46 $15.91 $32.25 $48.88 $16.39 $33.22 $50.35
$30,000-$100,000 $20.53 $42.08 $63.61 $21.15 $43.34 $65.52 $21.78 $44.64 $67.48
> $100,000 $37.76 $76.55 $115.30 $38.89 $78.85 $118.76 $40.06 $81.21 $122.32
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $ 7.37 $14.74 $22.10 $ 7.59 $15.18 $22.76 $ 7.81 $15.64 $23.44
$30,000-$100,000 $ 9.82 $19.65 $29.46 $10.11 $20.24 $30.34 $10.42 $20.85 $31.25
> $100,000 $17.68 $35.37 $53.03 $18.21 $36.43 $54.62 $18.75 $37.53 $56.26
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $ 2.25 $ 4.50 $ 6.75 $ 2.32 $ 4.64 $ 6.95 $ 2.39 $ 4.77 $ 7.16
$30,000-$100,000 $ 3.00 $ 6.00 $ 9.00 $ 3.09 $ 6.18 $ 9.27 $ 3.18 $ 6.37 $ 9.55
> $100,000 $ 5.40 $10.80 $16.20 $ 5.56 $11.12 $16.69 $ 5.73 $11.46 $17.19
Pay Ranges = employee’s applicable base pay rate or salary as of January 1 each calendar year.
THE UNIVERSITY OF TOLEDO THE AMERICAN ASSOCIATION
OF UNIVERSITY PROFESSORS
UNIVERSITY OF
TOLEDO CHAPTER
Dr. Daniel Johnson Dr. Harvey Wolff
President President UT-AAUP
____________________________ ________________________________
Dr. Allen Goodridge Dr. Kathleen
Thompson-Casado
Provost
____________________________ ________________________________
Dr. Earl Murry Marilyn Widman
Vice Provost for Faculty Development
____________________________
James M. Sciarini
Associate Vice President
Human Resources
____________________________
Alvin W. Comley
Sr. Director, Business Services
____________________________
Deithra Glaze
____________________________
Laura Newman
____________________________
Joseph Klep
EXHIBIT 109
CWA
MEMORANDUM OF UNDERSTANDING
This Memorandum of
Understanding is made this 1st day of April, 2002, by and between
The University of Toledo (hereinafter the “Board” or “Employer”) and the
Communication Workers of America, Local 4530 (hereinafter the “Union” or
“CWA”). This memorandum shall be
attached to and become part of the parties July 1, 2001 through June 30, 2004
collective bargaining agreement and this memorandum will continue in effect
through December 31, 2004. The
terms of this memorandum will not be retroactive. The parties agree to modify the provisions of Article 42 of their
2001-2004 agreement as follows:
42.1 The
University will continue to offer eligible bargaining unit employees health
insurance, consisting of the medical, pharmacy, dental, and vision plans under
the benefit structure and employee contributions, co-pays, and deductibles as
agreed upon during the parties health care re-opener negotiations on April 1,
2002. The agreed upon benefit levels
will become effective July 1, 2002, thereby allowing sufficient notice
to the current carriers and providers of any negotiated changes in benefits and
to allow employees time to re-enroll for the benefits provided, including any
re-enrollment an employee may wish to make in the current University of Toledo
Section 125 Benefit Plan provided under Article 42.7.
42.2 During
the term of this agreement, the following contributions shall be the employee
monthly contributions to the Health Care Plan:
July 1, 2002 January 1, 2003 January 1, 2004
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $15.45 $31.31 $47.46 $15.91 $32.25 $48.88 $16.39 $33.22 $50.35
$30,000-$100,000 $20.53 $42.08 $63.61 $21.15 $43.34 $65.52 $21.78 $44.64 $67.48
> $100,000 $37.76 $76.55 $115.30 $38.89 $78.85 $118.76 $40.06 $81.21 $122.32
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $ 7.37 $14.74 $22.10 $ 7.59 $15.18 $22.76 $ 7.81 $15.64 $23.44
$30,000-$100,000 $ 9.82 $19.65 $29.46 $10.11 $20.24 $30.34 $10.42 $20.85 $31.25
> $100,000 $17.68 $35.37 $53.03 $18.21 $36.43 $54.62 $18.75 $37.53 $56.26
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $ 2.25 $ 4.50 $ 6.75 $ 2.32 $ 4.64 $ 6.95 $ 2.39 $ 4.77 $ 7.16
$30,000-$100,000 $ 3.00 $ 6.00 $ 9.00 $ 3.09 $ 6.18 $ 9.27 $ 3.18 $ 6.37 $ 9.55
> $100,000 $ 5.40 $10.80 $16.20 $ 5.56 $11.12 $16.69 $ 5.73 $11.46 $17.19
Pay Ranges = employee’s applicable base pay rate or salary as of January 1 each calendar year.
Modify Section 42.5 as follows:
42.5
The UT-CWA will continue to participate in the
University’s Joint Benefits Committee for the life of this Agreement. UT-CWA representatives to the Joint Benefits
Committee will be the President of UT-CWA, or his/her designee, and up to three
(3) additional persons designated by the Union. The parties agree that the University shall have the right to
choose health insurance carriers and/or to self-insure the health care plan(s)
so long as relevant information has been discussed with the Joint Benefits
Committee and the Joint Benefits Committee has been provided the opportunity to
make recommendations, and provided the types of benefits made available are
similar. The parties recognize that the
University does not control the types of products marketed by health insurance
carriers and current carriers or self-insurance may change; or in changing
carriers or to/from self-insurance, changes in provider panels, co-payments or
benefits, etc. may occur.
In order to provide stability and the opportunity for
the Joint Benefits Committee to operate effectively, it is the intent of the
parties to retain the provider networks designated by the fact-finder on April
1, 2002, through at least December 31, 2004.
In the event the University determines it necessary prior to December
31, 2004, to eliminate and/or change
any of the provider networks designated by the fact-finder on April 1, 2002,
the University must provide advance notice thereof to the [Union] and the Joint
Benefits Committee. If the Joint
Benefits Committee does not recommend such a change, the Joint Benefits
Committee must notify the University in writing of its refusal to recommend
such change within 21 days of the University’s initial notice. Thereafter, the [Union] reserves the right
to a limited re-opener under ORC 4117 on only the financial participation (not
the provider networks themselves) by employees in the resulting changed
Plan. Notice of such re-opener must be
given within thirty (30) days of the University’s notice to the [Union] of its
intent to change and/or eliminate any provider network without the Union
recommendation of the Joint Benefits Committee.
The University’s Joint Benefits Committee will meet on
a regular basis, no less than once each calendar quarter and shall, not less
than twice each calendar year, review the claims and cost information for the
previous six month period. The Joint
Benefits Committee will be provided with any and all information necessary to
monitor performance of the health insurance plan. Joint Committee members shall be subject to maintaining
confidentiality of any provider or vendor trade secret or proprietary data made
available to the Joint Committee. The
Joint Committee is empowered to make recommendations during the term and
administration of this agreement for changes in coverage and benefits; to take
steps to monitor and control utilization; improve the delivery of services and
benefits; and to reduce costs. The
Administration and/or the Board of Trustees retains the authority to accept or
reject the recommendations of the Joint Benefits Committee, subject to the
procedures set forth above with regard
to changing and/or eliminating any service provider prior to December 31, 2004.
Subject to the employee premium contribution schedule
set forth above, the employer shall make available to bargaining unit employees
the same health insurance and hospitalization plans, i.e., medical, dental, optical, and prescription
drug benefits on the same basis and at the same cost as provided to all
non-bargaining unit employees, including those covered by other collective
bargaining agreements.
By July 1, 2002, the University will form a Wellness
Program Committee which will include among its members a representative from
each labor organization and representatives from other health care/wellness
related functions or departments on campus, to develop and recommend to
the Joint Benefits Committee and the Administration a wellness plan which
will include financial incentives for its use.
The Wellness Program Committee is to develop and recommend a plan by
December 31, 2002, for reducing utilization of medical and drug plans through
wellness initiatives, such as but not limited to, healthcare screenings, drug
education, fitness/recreation programs, etc.
The University shall not unreasonably refuse to implement the
recommended plan and shall announce either implementation or rejection of the
plan by March 1, 2003. Ongoing review
and evaluation of any wellness plan will be part of the responsibilities of the
Joint Benefits Committee.
THE UNIVERSITY OF TOLEDO COMMUNICATION WORKES OF
AMERICA, AFL-CIO
William R. Decatur Date Jeffrey A. Rechenbach Date
Vice President International Vice
President
Finance & Administration District 4, CWA, AFL-CIO
____________________________
BARGAINING COMMITTEE
James M. Sciarini LOCAL 4530
Associate Vice President
Human Resources
______________________________
William Bain
____________________________ CWA District 4
Alvin W. Comley
Sr. Director, Business Services
______________________________
Michael Ledford
____________________________
Deithra Glaze
______________________________
Wayde Bockert
____________________________
Laura Newman
______________________________
Michael Kosmatak
____________________________ ______________________________
Joseph Klep
Sherry Lewallen
______________________________
Richard Seward
EXHIBIT 110
UTPPA
MEMORANDUM OF UNDERSTANDING
HEALTH CARE – ARTICLE 40
This Memorandum of Understanding is made this 1st day
of April, 2002, by and between The University of Toledo (hereinafter the
“Board” or “Employer”) and The University of Toledo Police Patrolman’s
Association, Local No. 70 (hereinafter the “Union” or “UTPPA”). This memorandum shall be attached to and
become part of the parties October 1, 2001 through September 30, 2004
collective bargaining agreement and this memorandum will continue in effect
through December 31, 2004. The
terms of this memorandum will not be retroactive. The parties agree to modify the provisions of Article 40 of their
2001-2004 agreement as follows:
40.1 The
University will continue to offer eligible bargaining unit employees health
insurance, consisting of the medical, pharmacy, dental, and vision plans under
the benefit structure and employee contributions, co-pays, and deductibles as
agreed upon during the parties health care re-opener negotiations on April 1,
2002. The agreed upon benefit levels
will become effective July 1, 2002, thereby allowing sufficient notice
to the current carriers and providers of any negotiated changes in benefits and
to allow employees time to re-enroll for the benefits provided, including any
re-enrollment an employee may wish to make in the current University of Toledo
Section 125 Benefit Plan provided under Article 40.9.
40.2 During
the term of this agreement, the following contributions shall be the employee
monthly contributions to the Health Care Plan.
July 1, 2002 January 1, 2003 January 1, 2004
Plan Option 1 – CHN PPO
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $15.45 $31.31 $47.46 $15.91 $32.25 $48.88 $16.39 $33.22 $50.35
$30,000-$100,000 $20.53 $42.08 $63.61 $21.15 $43.34 $65.52 $21.78 $44.64 $67.48
> $100,000 $37.76 $76.55 $115.30 $38.89 $78.85 $118.76 $40.06 $81.21 $122.32
Plan Options 2-3 PHC POS/MMO PPO
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $ 7.37 $14.74 $22.10 $ 7.59 $15.18 $22.76 $ 7.81 $15.64 $23.44
$30,000-$100,000 $ 9.82 $19.65 $29.46 $10.11 $20.24 $30.34 $10.42 $20.85 $31.25
> $100,000 $17.68 $35.37 $53.03 $18.21 $36.43 $54.62 $18.75 $37.53 $56.26
Plan Options 4-5 PHC/MMO POS
Pay Ranges Single 2-Party Family Single 2-Party Family Single 2-Party Family
< $30,000 $ 2.25 $ 4.50 $ 6.75 $ 2.32 $ 4.64 $ 6.95 $ 2.39 $ 4.77 $ 7.16
$30,000-$100,000 $ 3.00 $ 6.00 $ 9.00 $ 3.09 $ 6.18 $ 9.27 $ 3.18 $ 6.37 $ 9.55
> $100,000 $ 5.40 $10.80 $16.20 $ 5.56 $11.12 $16.69 $ 5.73 $11.46 $17.19
Pay Ranges = employee’s applicable base pay rate or salary as of January 1 each calendar year.
Delete
current Article 40.6. Modify current
Article 40.7 as follows (and renumber sections):
The UT-UTPA will continue to participate in the
University’s Joint Benefits Committee for the life of this Agreement. UT-UTPA representatives to the Joint
Benefits Committee will be the President of UT-UTPA, or his/her designee, and
up to three (3) additional persons designated by the Union. The parties agree that the University shall
have the right to choose health insurance carriers and/or to self-insure the
health care plan(s) so long as relevant information has been discussed with the
Joint Benefits Committee and the Joint Benefits Committee has been provided the
opportunity to make recommendations, and provided the types of benefits made
available are similar. The parties
recognize that the University does not control the types of products marketed
by health insurance carriers and current carriers or self-insurance may change;
or in changing carriers or to/from self-insurance, changes in provider panels,
co-payments or benefits, etc. may occur.
In order to provide stability and the opportunity for
the Joint Benefits Committee to operate effectively, it is the intent of the
parties to retain the provider networks designated by the fact-finder on April
1, 2002, through at least December 31, 2004.
In the event the University determines it necessary prior to December
31, 2004, to eliminate and/or change any of the provider networks designated by
the fact-finder on April 1, 2002, the University must provide advance notice thereof
to the [Union] and the Joint Benefits Committee. If the Joint Benefits Committee does not recommend such a change,
the Joint Benefits Committee must notify the University in writing of its
refusal to recommend such change within 21 days of the University’s initial
notice. Thereafter, the [Union]
reserves the right to a limited re-opener under ORC 4117 on only the financial
participation (not the provider networks themselves) by employees in the
resulting changed Plan. Notice of such
re-opener must be given within thirty (30) days of the University’s notice to
the [Union] of its intent to change and/or eliminate any provider network
without the Union recommendation of the
Joint Benefits Committee.
The University’s Joint Benefits Committee will meet on
a regular basis, no less than once each calendar quarter and shall, not less
than twice each calendar year, review the claims and cost information for the
previous six month period. The Joint
Benefits Committee will be provided with any and all information necessary to
monitor performance of the health insurance plan. Joint Committee members shall be subject to maintaining
confidentiality of any provider or vendor trade secret or proprietary data made
available to the Joint Committee. The
Joint Committee is empowered to make recommendations during the term and
administration of this agreement for changes in coverage and benefits; to take
steps to monitor and control utilization; improve the delivery of services and
benefits; and to reduce costs. The Administration
and/or the Board of Trustees retains the authority to accept or reject the
recommendations of the Joint Benefits Committee, subject to the procedures set forth above with regard to changing
and/or eliminating any service provider prior to December 31, 2004.
Subject to the employee premium contribution schedule
set forth above, the employer shall make available to bargaining unit employees
the same health insurance and hospitalization plans, i.e., medical, dental, optical, and prescription drug
benefits on the same basis and at the same cost as provided to all
non-bargaining unit employees, including those covered by other collective
bargaining agreements.
By July 1, 2002, the University will form a Wellness
Program Committee which will include among its members a representative from
each labor organization and representatives from other health care/wellness
related functions or departments on campus, to develop and recommend to
the Joint Benefits Committee and the Administration a wellness plan which
will include financial incentives for its use.
The Wellness Program Committee is to develop and recommend a plan by
December 31, 2002, for reducing utilization of medical and drug plans through
wellness initiatives, such as but not limited to, healthcare screenings, drug
education, fitness/recreation programs, etc.
The University shall not unreasonably refuse to implement the
recommended plan and shall announce either implementation or rejection of the plan
by March 1, 2003. Ongoing review and
evaluation of any wellness plan will be part of the responsibilities of the
Joint Benefits Committee.
The UTPPA will continue to participate in the University’s Joint Benefits Committee. UTPPA representatives to the Joint Benefits Committee will be the Association President, or his/her designee, and one additional person designated by the Association
THE UNIVERSITY OF TOLEDO THE UNIVERSITY OF TOLEDO
POLICE PATROLMAN’S ASSOCIATION
By: ____________________________ By: _______________________________
William
R. Decatur Date Andrew (Mick) Dier
Vice
President
President
Finance
& Administration
____________________________ _____________________________
James M.
Sciarini Charles
Williams
Associate
Vice President
Human
Resources
__________________________
____________________________ Paul Csurgo
Alvin W.
Comley
Sr.
Director, Business Services
____________________________
Deithra
Glaze
____________________________
Laura
Newman
____________________________
Joseph Klep