HomeMy WebLinkAboutRES 18-074 RATIFYING THE 2019-2020 AGREEMENT BETWEEN THE LAW ENFORCEMENT LABOR SERVICES, INC. #186 LOCAL REPRESENTING THE ST. ANTHONY POLICE DEPARTMENT LICENSED EMPLOYEES AND THE CITY OF ST. ANTHONY VILLAGECITY OF ST. ANTHONY VILLAGE
STATE OF MINNESOTA
RESOLUTION 18 -074
A RESOLUTION RATIFYING THE 2019 - 2020 AGREEMENT BETWEEN THE
LAW ENFORCEMENT LABOR SERVICES, INC. #186 LOCAL
REPRESENTING THE ST. ANTHONY POLICE DEPARTMENT LICENSED
EMPLOYEES AND THE CITY OF ST. ANTHONY VILLAGE.
BE IT RESOLVED, that the 2019 — 2020 Agreement between the Law Enforcement
Labor Services, Inc., Local #186 representing the St. Anthony Police Department
Licensed Employees, and the City of St. Anthony Village is hereby ratified. The Mayor
and City Manager are authorized to execute the Agreement on behalf of the City.
Adopted this 13" day of November, 2018.
Jerome O. Faust, Mayor
ATTEST: /
Ni 1 Miller, City Clerc
Reviewed for administration:
Mark Casey, Cityil anager
CITY OF ST. ANTHONY VILLAGE
AGREEMENT WITH LAW ENFORCEMENT
LABOR SERVICES, INC.
ST. ANTHONY POLICE DEPARTMENT
January 1, 2019- December 31, 2020
INTRODUCTION
This AGREEMENT is hereby made and entered into between Law Enforcement Labor Services, Inc.,
hereinafter referred to as the UNION and the City of St. Anthony, a municipal corporation, hereinafter
referred to as the EMPLOYER. The intent and purpose of this AGREEMENT is to:
Establish certain hours, wages and conditions of employment;
2. Establish procedures for the resolution of disputes concerning this AGREEMENT'S
interpretation and /or application;
Specify the full and complete understanding of the parties; and
4. Place in written form the parties' AGREEMENT upon terms and conditions of employment
for the duration of the AGREEMENT.
The EMPLOYER and the UNION, through this AGREEMENT, continue their dedication to the highest
quality of public service.
ARTICLE 1: RECOGNITION
The EMPLOYER recognizes the UNION as the exclusive representative in matters involving conditions
of employment of all essential employees of the City of St. Anthony, Minnesota, who are public
employees within the meaning of Minn. Stat. 179A.03, subd. 14, excluding supervisory and confidential
employees.
ARTICLE 2: UNION SECURITY
In recognition of the UNION as the exclusive representative, the EMPLOYER shall:
Deduct the first pay day of each month an amount sufficient to provide the payment of such
dues or fair share established by the UNION to be due and payable, and
2. Remit such deduction to the UNION at the earliest practicable date after collection.
3. The UNION may designate certain employees from the bargaining unit to act as Stewards
and shall inform the EMPLOYER in writing of such choice.
4. The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all
claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of
any action taken or not taken under the provisions of this Article.
ARTICLE 3: SENIORITY
New employees shall be on a one (1) year probationary period. Annually, the EMPLOYER shall furnish
to the UNION a seniority list of the employees showing their respective dates of hire. There shall be one
(1) master seniority list per classification established based on the employees original date of hire.
Senior qualified Employees shall be given preference in bidding for shifts, within job classifications. All
Employees covered by this AGREEMENT are eligible to bid for shifts by seniority, except those
Employees with less than one (1) year continuous service in the Saint Anthony Police Department at the
time of such bidding, or which are herein expressly exempted.
Except as otherwise provided in the Contract, the EMPLOYER will not assign an Employee to work a
shift other than the one assigned through the bid process, for the duration of the bid process, unless the
EMPLOYER gives the Employee 24 hours notice. If a 24 hour notice is not provided, the EMPLOYER
shall pay overtime.
Bidding shall commence not less than thirty (30) days prior to the commencement of the work schedule
being bid, and bidding shall be open until twenty (20) days prior to the commencement of the work
schedule being bid.
ARTICLE 4: LAYOFF/RECALL
In the event it becomes necessary to lay off employees for any reason, employees within one classification
shall be laid off in the inverse order of their seniority.
Employees shall be recalled from layoff according to their seniority in their classification. No new
employees shall be hired until all employees on layoff status desiring to return to work have been recalled.
The employee's option to return to work shall be limited to three (3) years after first notice of recall,
subject to EMPLOYER'S determination of competence.
ARTICLE 5: DISCIPLINE AND DISCHARGE
Discipline shall be for just cause and in one or more of the following forms: oral reprimand, written
reprimand, suspension, demotion, and termination.
Grievances relating to this Article shall be initiated by the Union at Step 3 of the grievance procedure
under Article 20.
ARTICLE 6: PROMOTIONS
Promotions are solely at the discretion of the EMPLOYER, subject to the following:
There shall be a posting of a job vacancy in the unit for at least ten (10) days before the
official closing of applications.
2. The City shall require such written, oral, performance, psychological and other
examinations or evaluations as deemed necessary to fill the position. The date(s) of such
examination and their respective weight in determining selection shall be communicated
to all candidates before the first examination.
3. A written notification of promotion and salary shall be given to the person selected.
ARTICLE 7: PERSONAL LEAVE WITH PAY
Amount allowed. Full time employees shall earn personal leave according to the following
schedule:
Hours Accrued Per Year
0 - 5 years 176 hours
5 - 14 years 216 hours
15+ years 256 hours
Employees using earned personal leave shall be considered to be working for the purpose of
accumulating additional personal leave.
2. Usaee. Personal leave may be used as earned, subject to approval by the Department Head and
City Manager of the time at which it may be taken.
In order to allow coordination of personal leave with family and medical leave, employees seeking
to take personal leave may be required to provide enough information about the purpose of the
time off to allow a determination of whether the time will also qualify for family and medical
leave. If the personal leave also qualifies for family and medical leave, the employee must take
both leaves simultaneously.
Terminal Leave. Any employee leaving the municipal service in good standing after giving
proper notice of such termination of employment, will be compensated for personal leave accrued
and unused to the date of separation according to the schedule set forth in Section #7.
In the event of an employee's death before leaving municipal service, the employee's designated
beneficiary, or estate if no beneficiary is named, will be compensated for personal leave accrued
and unused according to the schedule set forth in Section #7.
Waiver of Personal Leave Prohibited. No employee is permitted to waive personal leave for the
purpose of receiving double compensation.
5. Procedure. To be eligible for personal leave with pay, an employee shall report as soon as
possible to his or her Department Head the need to take personal leave and its estimated duration.
6. Workers' Compensation. Employees are covered by the workers compensation laws of the
State. In the event an employee is disabled and is entitled to workers compensation, the
employee will keep any workers' compensation payments received and be eligible to receive a
bi- weekly pay check equal to 1/3 pay through the use of personal leave benefits. In addition, the
employee will be entitled to earn 1/3 of the amount of the personal leave pay they would
otherwise be entitled to during an absence from their employment. Employees receiving such
workers' compensation will be considered working for the purpose of accumulating additional
personal leave benefits.
Unused Personal Leave Pay. An unused personal leave pay policy is established subject to the
following rules and regulations:
(a) The employee must be in good standing and give proper notice of termination in the case
of resignation.
(b) Qualifying employees shall receive their accumulated personal leave up to a maximum as
listed in the following schedule:
Maximum lament
0 - 3 years of service % of personal leave accrued
3+ years 480.0 hours
4 + years 528.0 hours
5 + years 600.0 hours
Employees hired after January 1, 2013
Maximum Payment
0 - 3 years of service 150 hours of personal leave accrued
3 to 10 years 300 hours
10 to 15 years 400 hours
15 to 20 years 500 hours
20 plus years 600 hours
8. Donation of Personal Leave to Employees with Serious Medical Problems. Employees may
voluntarily donate personal leave time in hour increments which can be converted to use by
employees facing serious medical problems or extended time off due to serious medical problems
and who have no accumulated personal leave time or compensatory time available. The use of
this donated personal leave must be approved by the Department Head and the City Manager and
will be converted to the receiving employee's paid hourly rate.
This does not include temporary or seasonal positions or unionized employees who have a sick
pool that is already established.
9. Maximum personal leave is 1,200 hours for all employees Effective September 1, 2012,
EMPLOYEES that currently exceed the personal leave maximum accrual limit of 1,200 hours will
have one year to bring their personal leave account into compliance with the maximum accrual
limits upon adoption of this contract. If the employee does not bring his/her personal leave account
into compliance, the employee will lose the unused personal leave time that is not utilized.
ARTICLE 8: FUNERAL LEAVE
In the event of the death of any employee's spouse, children, brothers and sisters or parents or spouse's
parents, the employee will be granted three (3) days of funeral leave with pay. In the event of the death
of an employee's or his spouse's grandparents, an employee will be granted one (1) day's funeral leave
with pay.
ARTICLE 9: LEAVE OF ABSENCE
Employees subpoenaed as witnesses, or called and selected for jury duty shall receive their regular
compensation less jury pay. Mileage allowance will not be considered as jury pay.
Whenever any employee is delegated to attend conventions of labor which require his absence from work,
the EMPLOYER agrees that such absence shall be allowed, provided there is not substantial work
interference, and the EMPLOYER is able to make satisfactory arrangements.
ARTICLE 10: HOLIDAYS
All Employees shall observe the following twelve (12) paid holidays each year, plus an additional twelve
(12) hours of holiday pay.
New Years Day
Martin Luther King Day
Presidents Day
Good Friday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Friday following Thanksgiving Day
Christmas Day
ARTICLE 11: HOURS OF WORK, WORK SCHEDULES
A normal work day for full time employees may be up to twelve (12) hours. The normal work week for
full time Employees shall be an averaged forty (40) hours. EMPLOYEES, when ordered to work overtime,
shall work no longer than a 16 hour shift. The Chief of Police has authority to establish shifts.
The average work month for Employees for the purpose of computing personal leave and fractions of a
month's work shall be one hundred seventy -three (173) hours. All Employees will be allowed two work
relief periods a shift not to exceed fifteen (15) minutes each.
The shift trade procedure is established to memorialize and incorporate the current shift trading practice
between employees into this AGREEMENT.
1. Employees will continue to utilize the departmental current half -sheet "Shift Trade" form.
2. Employees engaging in shift trades may exceed eighty (80) hours of work in a pay period.
3. Employees will not be entitled to overtime compensation for traded shift hours worked in
excess of eighty (80) hours in a pay period unless authorized by management.
4. Employees will submit agreed upon schedule shift trades of equal hours prior to posting on the
schedule. All shift trades must occur within the same bid schedule year.
5. An annual review of shift trades will be conducted by December 15th. Any balance of time
owed that has not been scheduled for payback will be deducted from the Employee's personal
leave balance.
ARTICLE 12: OVERTIME
Overtime is defined as all hours worked in excess of the scheduled shift.
Overtime for all Employees shall be paid as it is earned at the rate of time and one -half (1 %2). Officers
called in for SWAT shall receive a minimum of 2 hours of pay at time and one -half (1 %2). With the
mutual agreement of the EMPLOYER and the Employee, overtime shall be compensated at the rate of
time and one -half (1 %2) compensatory time off.
Overtime shall be divided on a seniority basis, as equally as possible among all Employees on the seniority
list.
Officers called in for court appearance while off duty will receive a minimum of three (3) hours pay at
time and one -half (I %2). Officers required to be "on call" for a court appearance during time off will
receive a maximum of two (2) hours pay at time and one half (1 %2 ).
ARTICLE 13: UNION VISITATIONS AND NOTICES
A duly authorized representative of the UNION will be permitted to visit the premises of the EMPLOYER
at reasonable times for the purpose of transacting legitimate business of the UNION, provided there will
be no undue and unreasonable interference with the operation of the department. The UNION shall be
allowed to post reasonable and appropriate UNION notices for employees at a convenient place designated
by the EMPLOYER.
ARTICLE 14: UNION BUSINESS
Up to Two (2) Employees at a time shall be granted leave without pay to attend to UNION business not
to exceed a total often workdays per calendar year. The EMPLOYER shall attempt, if possible, to arrange
the employee's work schedule so that the employee will not lose pay.
ARTICLE 15: HEALTH AND LIFE INSURANCE
For 2019 the EMPLOYER will contribute one thousand one hundred forty ($1,140.00) per month towards
the total cost of the Employee's health and life insurance (maximum $25,000.00) and any dependent's
health insurance costs. By mutual agreement employees may use up to Fifteen Dollars ($15.00) of health
insurance for dental insurance. See attachment A for 2019 contributions by plan.
For 2020 the EMPLOYER will contribute one thousand one hundred forty ($1,140.00) per month towards
the total cost of the Employee's health and life insurance (maximum $25,000.00) and any dependent's
health insurance costs. In addition, for 2020 the EMPLOYER agrees to pay the same contribution toward
medical insurance as 2019 plus 50% of any premium increase will be paid by the EMPLOYER. 2020
contributions will be provided to the UNION when rates are made available to the EMPLOYER. By
mutual agreement employees may use up to Fifteen Dollars ($15.00) of health insurance for dental
insurance.
If the total cost of the insurance is less than the City contribution, then the City will refund the difference
in a one -time, taxable payment on January 30th for the previous year.
All additional longevity pay in lieu of insurance benefit is hereby terminated. Employees separating
during the year will receive paid refund on a pro -rata basis. (The provisions of this paragraph will not
apply to any employee hired after December 31, 1988. Employees hired after that date will not be entitled
to such payment in lieu of insurance coverage or pro -rate refunds.)
In the event the health insurance provisions of this Agreement fail to meet the requirements of the
Affordable Care Act and its related regulations or cause the EMPLOYER to be subject to a penalty, fine
or additional tax liability, the Union and the Employer will meet promptly to bargain over alternative
provisions.
7
ARTICLE 16: WAGES
A. Top Scale Wages
Police Officer
Sergeant
B. Wage Step System/I
Start
After one (1) year
After two (2) years
After three (3) years
January 1 January 1
2019 /Mo. 2020 /Mo.
$6,629.40 $6,844.86
$7,591.46 $7.838.18
blice Officer
75% of Top Scale
85% of Top Scale
95% of Top Scale
100% (Top Scale)
C. Field Training Officers will receive one (1) hour of compensatory time for every day of
training, which includes use of force and firearms instruction.
D. Pay Days. Employees will be paid every two weeks on the alternate Fridays. When a
holiday falls on a Friday pay day, employees will receive their paychecks on the preceding
Thursday. When two -day holidays fall on the Friday pay day and the Thursday preceding
the Friday pay day, employees will receive their pay checks on the preceding Wednesday.
E. Investigator. Employees classified or assigned as Investigator shall receive $150.00 per
month in addition to regular Patrol wages.
F. Officer in Charge: An officer designated as "Officer in Charge" (OIC), by the Chief of
Police (or designee) shall be paid at the top patrol officer's hourly rate plus 70% of the
difference between the top patrol officer's hourly rate and Sergeant's hourly rate.
Management retains the right to name the OIC. The OIC assignment shall only commence
when the OIC is in charge for one (1) or more work hours.
An officer designated as an OIC does not have the authority to discipline, make schedule
changes, authorize time off, or take sick calls from staff members that are working during
the OTC's work assignment.
The senior officer on a shift will be the OIC unless otherwise designated by the Chief of
Police or his /her designee
ARTICLE 17: LONGEVITY
Employees with the required service credit shall receive longevity pay according to the following:
2019
% of
Base Pay
Frequenc
Five (5) years but less than ten (10)
2.48%
/month
Ten (10) years but less than fifteen (15)
3.30%
/month
Fifteen (15) years but less than twenty (20)
4.13%
/month
Twenty (20) years or more
4.54%
/month
% of
2020 Base Pa
Five (5) years but less than ten (10) 2.48%
Ten (10) years but less than fifteen (15) 3.30%
Fifteen (15) years but less than twenty (20) 4.13%
Twenty (20) years or more 5.50%
ARTICLE 18: HEALTH RETIREMENT SAVINGS PLAN
All employees with 0 years to 15 years of service shall contribute 1% of base pay.
All employees with more than 15 years of service shall contribute 2% of base pay.
Frequenc
/month
/month
/month
/month
All employees eligible for the severance outlined in Article 7 Section 7 of the contract that discusses
severance eligibility will contribute to the Post Employment Health Care Savings Plan as described below.
100% of employee severance, up to the 600 hours maximum payout to the HCSP.
ARTICLE 19: SCHOOLS AND TRAINING SESSIONS
All employees shall be required to attend such schools or training sessions as may be required by
EMPLOYER. Compensation for such attendance is considered included in the approved salary schedule
unless EMPLOYER is reimbursed from an outside source.
ARTICLE 20: POST BOARD REQUIREMENTS
The EMPLOYER will contribute 100% of the cost of any necessary license fee and application for such
license under the Peace Officer Standards and Training Act (POST).
The EMPLOYER is to make every effort possible to provide the necessary POST certified training
required under the current law during the course of duty time. In the event that it is not possible to provide
necessary POST certified training during duty time, the employees will be reimbursed in the form of
compensatory time off for off duty training hours at the rate of time and one -half, effective from the date
the agreement is signed.
Monthly
2019
Monthly Contribution
2020
Contribution
3 -15
3 -15 15+
Step
Wages
Years 15+ Years
Wages
Years Years
Start
$28.68
$46.00
$29.62
$48.00
1 Year
$32.51
$53.00
$33.57
$54.00
2 Year
$36.33
$59.00
$37.52
$61.00
3 Year /Officer
$38.25
$62.00 $123.00
$39.49
$64.00 $127.00
Sergeant
$43.80
$71.00 $141.00
$45.22
$73.00 $145.00
All employees eligible for the severance outlined in Article 7 Section 7 of the contract that discusses
severance eligibility will contribute to the Post Employment Health Care Savings Plan as described below.
100% of employee severance, up to the 600 hours maximum payout to the HCSP.
ARTICLE 19: SCHOOLS AND TRAINING SESSIONS
All employees shall be required to attend such schools or training sessions as may be required by
EMPLOYER. Compensation for such attendance is considered included in the approved salary schedule
unless EMPLOYER is reimbursed from an outside source.
ARTICLE 20: POST BOARD REQUIREMENTS
The EMPLOYER will contribute 100% of the cost of any necessary license fee and application for such
license under the Peace Officer Standards and Training Act (POST).
The EMPLOYER is to make every effort possible to provide the necessary POST certified training
required under the current law during the course of duty time. In the event that it is not possible to provide
necessary POST certified training during duty time, the employees will be reimbursed in the form of
compensatory time off for off duty training hours at the rate of time and one -half, effective from the date
the agreement is signed.
ARTICLE 21: GRIEVANCE PROCEDURE
This grievance procedure is established for the purpose of resolving disputes involving the
interpretation or application of this AGREEMENT.
2. The EMPLOYER will recognize Stewards selected by the UNION as the grievance
representatives of the bargaining unit. The UNION shall notify the EMPLOYER in writing
of the Stewards and of their successors when so named.
3. A grievance is defined as a dispute over the interpretation or application of this
AGREEMENT.
4. Grievances shall be resolved in the following manner:
STEP 1. An employee claiming a violation concerning the interpretation or application of
this AGREEMENT shall within twenty -one (21) calendar days after such alleged violation
present such grievance to the employee's immediate supervisor designated by the
EMPLOYER. The EMPLOYER - designated representative will give a final answer to Step
1 grievance within ten (10) calendar days. If a grievance is not resolved in Step 1, such
grievance shall be placed in writing and referred to Step 2 within ten (10) calendar days
after the EMPLOYER'S final answer in Step 1. Any grievance not referred in writing by
the employee within ten (10) calendar days shall be considered waived.
STEP 2. The written grievance shall be presented personally to the employee's department
head or other EMPLOYER - designated representative. A copy will be sent by registered
mail, return requested to the City Manager. The EMPLOYER- designated representative
shall give the employee the EMPLOYER'S Step 2 answer within ten (10) calendar days
after receipt of such Step 2 grievance. If a grievance is not resolved in Step 2, such
grievance shall be referred to Step 3 within ten (10) calendar days following the
EMPLOYER - designated representative's final Step 2 answer. Any grievance not referred
in writing by the employee within ten (10) calendar days shall be considered waived.
STEP 3. The written grievance shall be presented personally to the EMPLOYER -
designated representative (City Manager). The EMPLOYER- designated representative
shall give the EMPLOYER'S answer within ten (10) calendar days after receipt of such
Step 3 grievance. If a grievance is not resolved in Step 3, such grievance shall be referred
to Step 4 within ten (10) calendar days following the EMPLOYER- designated representa-
tive's final Step 3 answer. Any grievance not referred in writing by the employee within
ten (10) days shall be considered waived.
STEP 3A. If the grievance is not resolved at Step 3 of the grievance procedure, the parties,
by mutual agreement, may submit the matter to mediation with the Bureau of Mediation
Services. Submitting the grievance to mediation preserves the timelines for Step 4 of the
grievance procedure.
STEP 4. Unresolved grievances are subject to the arbitration provisions of Minnesota
Statutes, Section 179A.21. The arbitrator shall not have the right to amend, modify, nullify,
ignore, add to, or subtract from the provisions of this AGREEMENT. The arbitrator shall
10
consider and decide only the specific issue submitted in writing by the EMPLOYER and
the UNION and shall have no authority to make a decision on any other issue not so
submitted. The arbitrator shall be without power to make decisions contrary to or
inconsistent with or modifying or varying in any way the application for laws, rules or
regulations having the force and effect of the law. The arbitrator shall submit his decision
in writing within thirty (30) days following the close of the hearing or the submission of
briefs by the parties, whichever is later unless the parties agree to an extension. The decis-
ion shall be based solely upon the arbitrator's interpretation or application of the express
terms of this AGREEMENT on the facts of the grievance presented.
All documents, communications and records dealing with a grievance shall be filed
separately from the personnel files of the involved employee(s).
The time limits established in this Article may be extended or modified by mutual consent
of the EMPLOYER and the UNION and shall be in writing.
Employees shall be allowed reasonable time to process grievances during working hours
without loss of pay.
ARTICLE 22: RIGHT OF SUB - CONTRACT
Nothing in this AGREEMENT shall prohibit or restrict the right of the EMPLOYER from sub - contracting
work performed by employees covered by this AGREEMENT.
ARTICLE 23: CLOTHING ALLOWANCE
Uniform allowance shall be $900.00 in 2019 and $900.00 in 2020 for each officer to be paid to the officer
as a reimbursement for uniform expenses. Protective clothing, i.e., bullet -proof vests, etc. will be provided
by the EMPLOYER per Federal and State regulations. The EMPLOYER will supply at no cost to the
Employees all required uniform items and reasonable replacements upon initial hire. New hires will not
qualify for uniform allowance until they complete one year of service.
ARTICLE 24: EMPLOYER AUTHORITY
The UNION recognizes the prerogative of the EMPLOYER to operate and manage its affairs in all
respects in accordance with existing and future laws and regulations of appropriate authorities including
municipality's personnel policies and work rules. Rules and regulations shall be reasonable and consistent
with this AGREEMENT and applied uniformly and without discrimination. The prerogatives and
authority which the EMPLOYER has not officially abridged, delegated or modified by this
AGREEMENT are retained by the EMPLOYER.
ARTICLE 25: SAVINGS CLAUSE
In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent
jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such
provision shall be voided. All other provisions shall continue in full force and effect. The voiced provision
shall be renegotiated at the request of either party.
11
ARTICLE 26: DURATION
This AGREEMENT shall be effective as of the first day of January, 2019 and shall remain in full force
and effect until the thirty -first day of December, 2020.
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT on this _ day of, 201_
Articles in the contract may be rewritten by mutual agreement of the parties. If no agreement is reached,
all articles will remain as is.
CITY OF ST. ANTHONY
Mayor
✓vl
City Manager
FOR LAW ENFORCEMENT LABOR SERVICES,
INC.
i %. /"
Steward Lo7cal #I 1>011"
4
Shia • ccalca1�186
12
City of St Anthony
2019 Premium and Employer Contributions
ATTACHMENT A
City of St Anthony
2019 Premium and Employer Contributions
Staff opting -out must provide reasonable evidence that the employee and all individuals for whom the
employee reasonably expects to claim a personal exemption deduction for the taxable year has
coverage in place
2019
City
-HSA
ployee cost
Health Insurance
Contribution
ch pay period
f
Plan
Coverage
(monthly)
24 payrolls)
25 Co -Pay
Single
871.50
-
500 deductible
EE a Spouse
1,830.50
202.60
Achieve
EE a Children
1,743.50
168.13
Family
2,26
68
2700
Open Access
:EE Et Spouse
1,412.00
80.00
EE Et Children
1,344.50
56.88
Farnily
1,7400
F- -"Zlll�Ill'I.I.PprnmmmrmmmmmmMEPMPMMF=
2700 H.S.A.
Single
659.00
225.00
Perform
EE a Spouse
1,383.50
64.00
EE a Children
1,317.50
41.62
Family
1,713.00
109.25
2700 H.S.A.
Single
645.50
225.00
Achieve
EE a Spouse
1 355.50
39.59
EE a Children
1 291.00
39.22
. MIA
M
000
'Open
Spouse
i EE Et Children
1 240.50
11.50
Family
1,6100
4000 H.S.A.
Single
608.00
225.00
-
Perform
EE a Spouse
1,276.50
-
18.13
EE a Children
1,216.00
4.50
-
Family
1,580.00
-
51.87
Single
595.50
225.00
-
EE a Spouse
250 .50
-
14.99
EE a Children
,191.00
Ll
6.2 °
FaMjj , ,�0
29,.60
Staff opting -out must provide reasonable evidence that the employee and all individuals for whom the
employee reasonably expects to claim a personal exemption deduction for the taxable year has
coverage in place