A CT 10 G R I E VAN CE P R OCE D U R E S 2 0 12 / 2 0 13 H E - - PowerPoint PPT Presentation
A CT 10 G R I E VAN CE P R OCE D U R E S 2 0 12 / 2 0 13 H E ALTH I N S U R AN CE C H AN GE S N ON -U N I ON W AGE E QU I TY I N CR E AS E 2 0 12 N ON -U N I ON W AGE I N CR E AS E Sept. 20, 2011 Grievance
S TA TU TO R Y R E Q U I R E M E N TS & P O LI CY H I G H LI G H TS
Employers Must Establish A Grievance Procedure(s) That
Employee Discipline Employee Terminations Workplace Safety.
The Grievance Procedure Must:
Be A Written Document Specify The Process That A Grievant And Employer Must Follow Provide For A Hearing Before An Impartial Hearing Officer Provide For An Appeal To The Governing Body Of The Local
Governmental Unit
Applies to ALL Employees (Including Non-Union Employees)
Statutory/ Contractual Exceptions
Parties/ Persons Responsible for Grievance Process The Specific Process and Steps to be Followed Definition of Disciplinary Actions That May Be Grieved Identification/ Selection of the Impartial Hearing Officer Identification of the Legal Standards That Apply
Preponderance
Clear and Convincing Evidence Beyond a Reasonable Doubt
Event Causing Grievance Written Grievance Administrative Review Administrative Response Request for Hearing Hearing Before Impartial Hearing Officer Impartial Hearing Officer’s Written Decision Appeal to County Board of Supervisors Final Decision
Board
No Formal Pre‐hearing Discovery.
Witness Lists, Documents, and Exhibits to be Used at Hearing Must
Be Shared.
Written Pre-Hearing Statement Allowed.
Employee Presents Case First Followed By The County. “Rules Of Evidence” Aren’t Required, But May Be
The Impartial Hearing Officer May Not Base Any Finding or
Conclusion Based Solely On Hearsay Evidence Hearing Closed After the Parties Have Finished
No Post-hearing Briefs or Position Statements Allowed.
Other Employees’ Situations Standards Between Departments Consistency Of Past Enforcement Prior Policies Or Practices; Etc.
Hearing Officer Decision Sustain Grievance Reinstatement Back Pay (≤75 Days) COBRA Suspension in Lieu of Termination Reduction of Suspension Other Lesser Discipline Deny Grievance
Appeal heard during the next regular meeting of the Board or within sixty
(60) business days, at the Chair’s discretion.
The Board shall not take testimony, accept additional evidence, accept
briefing, accept oral argument or otherwise conduct a hearing of any sort in relation to an appeal.
The Board may …
Review the Written Decision of the Impartial Hearing Officer.
Listen To Any Portion of the Audio Recording of the Hearing Before the Impartial Hearing Officer.
Confer with the Impartial Hearing Officer Regarding the Hearing Record and the Basis of the Impartial Hearing Officer’s Decision.
“The Board shall not overturn or otherw ise m odify the Im partial Hearing
Officer’s decision unless the decision of the Im partial Hearing Officer is found to be arbitrary, capricious, oppressive or unreasonable or represented the Im partial Hearing Officer’s w ill and not judgm ent.”
Remedies Are The Same As Impartial Hearing Officer’s.
Wis. Admin. Code Chapter Comm 32 Report Of An Unsafe Condition County Review & Response
Determination That The Condition Does Not Constitute A Workplace Safety
Violation.
Statement That County Is Taking Corrective Action In Accordance With Law Referral The Condition To The Loss Control Committee
Grievance Cannot Be Moved Forward During Pendency Of
Corrective Action Or Committee Review
Grievance Can Be Moved Forward If Employee Believes A
Workplace Safety Still Exists After Corrective Action Or Committee Decision
Must File A New Report Of An Unsafe Condition
H E A LTH I N S U R A N CE CH A N G E S & W E LLN E S S P R O G R A M E N H A N CE M E N TS
American Heart
Governor's Worksite
TBA
Current Plan 20 11 Rates 20 12 Status Quo Renewal 20 12 Proposed HRA/ HSA Stacked Plan 2012 Medical Premium (Employer Contribution) $2,154,392 $2,348,290 $1,818,053 HSA Contribution $454,588 $454,588 $454,588 HRA Contribution (Estimated Exposure) $0 $0 $327,303 HRA Administrative Fees ($4.25 / ee / mo.) $0 $0 $10,761 Total Health Benefit Costs $2,608,979 $2,802,878 $2,610,704 Percent Increase Over 2011 Costs n/ a 7.4% 0.7% Dollar Increase Over 2011 Costs n/ a $19,3898 $1,724
Budget Repair Bill and Biennial Budget Provided
Employer’s are prohibited from bargaining over the
“ …
benefit levels, deductibles, copayment and coinsurance requirements, exclusions, and limitations under the plan … ” [Wis.
The specific benefits design you select …
level of the deductible … copay amounts … lifetime medical coverage … maximum out-of- pocket limit …
prescription drug benefits … ” [Office of the Commissioner of Insurance - Finding the Right Coverage]
All non-union employees, including that are currently part of
the Courthouse, Highway, Human Services Professionals, and Sheriff’s CCC bargaining units; AND
Newly hired or promoted deputies who immediately be
required to contribute to the WRS
$0 $1,0 0 0 $2,0 0 0 $3,0 0 0 $4 ,0 0 0 $5,0 0 0 $6 ,0 0 0 Single Plan Fam ily Plan
Em ployee Deductible HSA Contribution HRA Liability
All public safety employees (i.e. sworn Sheriff’s Department
employees, including management) EXCEPT those required to contribute to the WRS; OR
Public safety employees who voluntarily contribute to the WRS
$0 $1,0 0 0 $2,0 0 0 $3,0 0 0 $4 ,0 0 0 $5,0 0 0 $6 ,0 0 0 $7,0 0 0 $8 ,0 0 0 $9 ,0 0 0 $10 ,0 0 0 Single Plan (W) Fam ily Plan (W) Single Plan Fam ily Plan
Em ployee Deductible HSA Contribution HRA Liability
We Can’t Manage Health Costs Without Managing Health. Knowledge Isn’t Always Power
HRA’s Provide The Data Information, But Do Little To Actually Improve Health …
Focus Needs to be Shifted to “Feet, Forks, & Fingers” A Wellness-Based Health Plan (aka Biometric Health Plan, etc.) Makes It
Harder For Employees To Make Bad Health Related Decisions
Provide Substantial Incentives To Improve.
Leave It To The Employee’s Free Will To Make Choices And Opt Out Of Undesirable Arrangements Should They Want To Do So
Integration Of Incentives Into Health Plan Design Has Proven to be Most
Effective
If We’re Asking Employees To Be Actively Engaged In This Process, It
Doesn’t Make Sense To Shift Costs.
Premium Contribution Rates to be held steady—for now—but the rate of the incentive has grown from 5% to 10%.
Health Risk Assessm ent + Em ployee Discount [20 0 6 ] High Deductible Health Plan w/ HSA & Tobacco Cessation [20 0 7] Annual Physical [20 0 8 ] Professional Wellness Services [20 11] Wellness Scorecard [20 13]
Category Qualifying Standards Systolic Blood Pressure ≤ 139 mmHg Diastolic Blood Pressure ≤ 89 mmHg Body Mass Index ≤ 30.9 LDL Cholesterol ≤ 159 HDL Cholesterol ≥ 36 Tobacco Use [Employee] Non-Smoker ≥6 mos
Participants failing to meet biometric targets are allowed to earn the incentive by satisfying an alternative standard (such as coaching) that will lead to improved results in the future.
Non-Union Em ployees Union Em ployees
Contributing 5.8% to WRS
10% Health Insurance
2% Wage Lift for 2011 No WRS Contribution
7.5% Health Insurance
2.5% Wage Lift for 2011
$68 7,659 $58 1,292 $4,779,4 15 $4 ,8 74 ,573 $564,173 $320 ,648
$0 $50 0 ,0 0 0 $1,0 0 0 ,0 0 0 $1,50 0 ,0 0 0 $2,0 0 0 ,0 0 0 $2,50 0 ,0 0 0 $3,0 0 0 ,0 0 0 $3,50 0 ,0 0 0 $4 ,0 0 0 ,0 0 0 $4 ,50 0 ,0 0 0 $5,0 0 0 ,0 0 0 $5,50 0 ,0 0 0 $6 ,0 0 0 ,0 0 0 $6 ,50 0 ,0 0 0 $7,0 0 0 ,0 0 0
2011 2012
Worker's Com pensation FICA (SS & Medicare) Wisconsin Retirem ent System Contributions PEHP Contribution HRA Liability HSA Contribution Dental Insurance Life Insurance Health Insurance Estim ated Base Payroll