ACSUM CONTRACT TENTATIVE AGREEMENT 2011-2013

1. ACSUM CONTRACT TENTATIVE AGREEMENT 2011-2013 HECCP, Wages and Health Ins.

2. HECCP: How it works • The Hourly Employee Compensation and Classification Program (HECCP) is NOT a point factor system. • Based on the “Decision Band Method” • Jobs are ranked based upon their level of decision making (autonomy, responsibility, authority etc.) • Looks at job descriptions and duties in terms of decision making.

3. HECCP: How it works • Position Description Questionnaires (PDQ) were completed for as many people/jobs as possible. • PDQs were analyzed by the consulting firm to create entirely new Job Families and Job Classifications based upon the work being done. • NO direct relationship between current job title and new job classification

4. HECCP: How it works Example: Job Family: Administrative Support Job Classification: Clerk Administrative Specialist Career Levels: Admin spec. CL 1 Admin Spec. CL 2 Admin Spec. CL 3

5. HECCP: How it works Example of Individual “possibilities”: Employee is currently AA II. In new system what will they become? Answer: It Depends on the PDQ! First assigned to a job family, then a job title. Possibilities: -Admin Spec. CL 1, CL 2, or CL 3 -Accounting Support

6. HECCP Classification Specifications • Our new job classification specifications can be viewed online using the address below: http://www.maine.edu/system/hr/heccp_job_class_specs.php

7. Wages (Article 11) • The new wage schedule is tied to the MARKET. (remember, the current wage schedule was not created based on market data) • Wage schedule is calculated at 95% of market with 9 wage bands and 15 steps.

8. Wages Year 1 (11-12) • The new HECCP wage schedule shall be put into effect. • All employees will be allocated to a new job title and its commensurate wage band. • Employees whose current wage rate is below step 1 on the new schedule will be placed on step 1 or where applicable will be placed on designated “start rate” step for their particular job family. (only applies to IT and Child Care)

9. Wages Yr. 1 continued • Employees whose current wage rate is above the start step and below step 15 on the new schedule will be placed at next higher step on new schedule. • Employees whose current wage rate is above step 15 on the new schedule will receive a 1% increase NOT added to their base. • Employees with even year anniversary of job entry date FY12 will receive a step.

10. Wages Yr. 1 continued • All increases will be retroactive to 10/2/2011. • All step increases now and in the future will be given July 1 and not on anniversary date(s).

11. Wages Year 2 (12-13) • The wage schedule for 2012-2013 will receive a 0.5% increase to the midpoint of the schedule. The wage schedule is then recalculated. • Employees with even year anniversary of job entry date in FY 13 will receive a step. • Employees at the maximum step (15) on the new wage schedule receive a 2% NON base payment

12. Wages Year 2 (12-13) cont. • Employees over max on the new wage schedule receive a 2.5% payment NOT added to base. • $95 one-time payment to all unit members hired before 7/1/12.

13. Wage Schedule Year 1

14. Wage Schedule Year 2

15. Wages Q&A • What does each employee receive for a wage increase? Answer: It varies depending upon the individual employee’s situation, current wage, new allocation, etc. 3 scenarios: • Current wage is below the minimum for new DBM. • Current wage is above minimum but below max. • Current wage is above the max. for the new wage grade.

16. Appeals • Members will be able to appeal their initially assigned job family, classification and/or career level. • Appeals must be filed with supervisor within 20 working days of receiving post contract execution information about assigned classification. • Supervisor has 10 working days to send to campus HR

17. Appeals cont. • Campus HR has 20 working days to respond • If unit member disagrees with campus HR response they may file a step 2 appeal to Systems HR (through campus HR). This must be done no later than 15 working days from date notice was sent. • Step 2 appeals presented to 2 member joint panel comprising of 1 University rep and 1 Union rep.

18. Appeals cont. • Joint panel has 30 working days to make decision if panel agrees then decision is final and binding if panel cannot agree the appeal goes to a neutral reviewer whose decision is final and binding • Employees will have release time to present appeals • No Position Reviews can be filed during this time • Job entry date will not change

19. Employee Health Task Force Recommendations: • The current University Health Insurance proposal is based on the recommendations of the EHPTF. • The Task Force recommendations are online for all to read. • The recommendations of the task force were unanimously agreed to by all stake holders.

20. Health Insurance (Article 12): Key Changes to the Plan and Approach • Promote overall wellness through a two tier premium contribution structure • 90/10 OR 80/20 • Employees and Spouses/domestic partners participating in “Rise Up” level 1 wellness activities will pay an average of 10% of the premium amount. Must be completed each year. • Employees and spouses/domestic partners who choose not to participate in level 1 wellness activities will pay an average of 20% of the premium amount.

21. Premium Amounts: as of 1/1/12 Full Time regular unit members will pay the above amounts (11.25% of single and 13.25% of the incremental cost for dependent coverage ) retroactive to 1/1/12. Additionally, unit members will pay the above costs for 3 months following ratification, however during this 3 month period, unit members may qualify for and receive the wellness premium incentive share described below.

22. Premium amounts: Wellness Level 1 completed/not completed Note: Article Section A3b indicates that if a State or Federal health insurance mandate increases costs and results in a mid-year premium change, the employee will continue to pay the same percentage share of the new premium. Note: Article Section A3a continues the rebate to employees for premiums charged in excess of claims.

23. Rise Up Wellness Plan: Level 1 Level 1 requirements: • Employee, spouse, or domestic partner will need to obtain key bio-metric data (e.g. BP, BMI, Lipids) • Employee, spouse, or domestic partner voluntarily completes the on-line health assessment (form must be entirely complete). • Plan participants voluntarily participates in wellness activities totaling 20 points as described in Rise Up point tracker.

24. Rise Up Wellness: Level 2 Level 2 requirements: Earn $100 incentive bonus if plan participants • voluntarily participates in wellness activities totaling 100 points (a total of 120 by 10/31/12) OR • If contacted by a nurse coach, the plan participant must agree to participate in the nurse/health educator based disease management/coaching program for at least 6 months.

25. Prescription Drug Coverage: 1. Maintain out of pocket cap of $1300 for individuals and $1,950 for families 2. Change to a 4 tier copay arrangement $5 preferred generics, $10 tier 1 medications, $25 tier 2, and $40 tier 3.

26. Prescription Drug Coverage: • Prescriptions shall be subject to “step therapy”. • Applies to certain common but expensive drugs with multiple options. • Step therapy requires that the least costly option of those available be tried first for full drug coverage. • Step Therapy is different than “Generic Substitution”, “Pre-authorizations” and “edits” • Allows for Appeal process; Doctor can justify why a certain drug should be used. • Step therapy only applies to the applicable drugs going forward. • On going prescriptions are GRANDFATHERED. • I Prescription was filled in the previous three months then fully grandfathered.

27. Plan Changes: • All participants required to select a Primary Care Physician (PCP) regardless of plan option chosen. • Comp Care plan (now “open access plus standard passive plan” participants have not had to choose a PCP in the past. • No referrals will be necessary in the comp care even though need to choose a PCP.

28. Plan Changes Continued: 2. Quality and Cost tiered networks for Hospitals. • Add $100 deductible for admits to hospitals NOT meeting quality standards. • Increase co-pay for emergency room visits from $25 to $100. .

29. Plan changes cont. 3. Quality tiered networks for PCPs • PCPs co-pays will be reduced for visits to doctors who meet MHMC Quality Standards. • Reduce office visit co-pay to $10 (POS only) for providers that meet quality criteria. • Increase co-pay from $20 to $25 for specialists visits that do NOT meet the quality standards.

30. Miscellaneous Health Insurance • For each FY of this agreement each unit member will receive a voucher for free use of campus fitness facilities outside of normal work hours by the unit member and immediate family. The voucher will be for up to 8 visits per year and may be used at any University. A unit member who uses all 8 visits will be eligible for a second voucher for another 8 visits upon request. A unit member who uses all 8 visits from the second voucher will be eligible for a 3rd voucher for 8 visits upon request. • University and Association will work together to achieve 85% participation in Rise UP and other wellness activities.