hps/hft tentative agreement contract ppp
DESCRIPTION
January 2014 Hartford Public SchoolsHartford Federation of Teachers Tentative agreement shown here approvedTRANSCRIPT
Health InsuranceWhat they wanted What we protectedElimination
of Current PPO Health Plan
All Members transferred to HSA Plan
• WE KEEP OUR CURRENT HEALTH PLAN
• PPO Cost Share increases – 2014-15: 18%– 2015-16: 19%– 2016-17: 21%
• Prescription Co-Pay– $5 generic (was $10)– $25 formulary brand (no change)– $40 non-formulary brand (no change)
• Office visit Co-Pay $30 (non-preventative)
• Specialist Visit $40• Out Patient $100• Urgent Care $25
Health InsuranceHSA Plan Option
• All new members hired after July 1st 2014 will be enrolled in the HSA Plan.
• Current members can opt for this plan.– Employee HSA Cost Share
• 2014-15: 14%• 2015-16: 15%• 2016-17: 17%
– Coinsurance• Individual $2000 Deductible
– Board Contributes 60% in first year, 55% in second year and 50% in third year to your Health Savings Account
• Family $4000 Deductible– Board Contributes 60% in first year, 55% in second year and 50% in third
year to your Health Savings Account• Prescriptions
– Generic $5– Formulary $15– Non Formulary $30
Sick LeaveWhat they wanted What we protectedReduce sick days from
20 to 15 and accumulated sick days from 175 to 150.
CURRENT CONTRACT LANGUAGE 20 SICK DAYS AND 175 ACCUMULATED DAYS
Sick Leave BankWhat they wanted What we protectedNo longer available to
non-Tenured teachersTeachers who receive
sick bank would have to resign or retire after they have exhausted the maximum allowable days.
No Change to our current Contract
Severance PayWhat they wanted What we protectedTeachers who are
eligible for severance have to notify the board of their intent to retire 180 days prior. If they do not they forfeit their severance
No Change to our current contract.
Filling VacanciesWhat they wanted What we protectedEliminate the following
requirementsCertificationExperienceEducational BackgroundSpecialized training
No Change, Current Contract Language
Involuntary TransfersWhat they wanted What we protectedEliminate the following
processVolunteersLeast Senior Person
No Change, Current Contract Language
Layoff and RecallWhat they wanted What we protectedLayoff and Recall would
be based on your evaluation
No Change, current contract language
Class SizeWhat they wantedEliminate expedited
grievance processMontessori will have
unlimited class size
What they gotExpedited grievance
process eliminated because contract already specifies remedy
Montessori Class size will be 28
What we gotDates for class size
claims has been moved up four days for everything
Extra-Curricular ActivitiesWhat they wantedAssignments are for one
yearRemove bargaining unit
member preference
What they gotAssignments will be for
one yearWhat we protected
Bargaining unit members still have preference
SubstitutesWhat they wanted What we protectedEliminate all language
regarding substituting/class coverage
No Change, current contract language
Preparation TimeWhat they wanted What we protectedEliminate all prep time • No Change, current contract
language regarding Prep Time• PK-6
– 45 minute afterschool meeting increased to 60 minutes
– Additional 60 minute meeting• 9-12
– The two 45 minute afterschool meetings are increased to 60 minutes
• 7 and 8– Shall follow school
prep/meeting time for the school in which they are located
Teacher Work DayWhat they wanted What we protectedAll teachers will work 8
hours with no differential
No Change, current contract language
Open House/Parent Teacher ConferencesWhat they wanted What we protected3 Open Houses or
comparable activity3 Parent/Teacher
conferences or comparable activity
For approximately two hours
1 Open House or comparable activity
3 Parent /Teacher conferences or comparable activity
Will convene for two hours in the evening.
Building Rep Release TimeWhat they wanted What we protectedBuilding Reps would be
required to find someone to cover their homeroom
No Change, current contract language
School Discipline CommitteeWhat they Wanted What we protectedEliminate the Discipline
Committee
• The School Discipline committee stays in place.
• However, because of FERPA there shall be no discussion of any individual student whether by name or by reference at any meeting convened under this provision. If any discussion references specific students or incidents the principal or designee shall have the authority to immediately discontinue/cancel the meeting.
School Improvement BonusWhat they wanted What we agreed tooDate to notify board of
resignation or retirement moved from May 1st to April 1st
Attendance requirement moved from 90% to 97%
Eliminate the schools ability to vote.
Date remains the sameAttendance requirement
moved from 90% to 93%Schools still have the
ability to vote and will know what measure would be used prior to voting. The vote will be delayed until such measure is determined.
DCF DisclosureWhat they wanted What they gotRequire members to sign
a release that gives the board permission to request all documents related to investigations of abuse or neglect to the district.
Require members to sign a release that gives the board permission to request only the outcome of any DCF investigation of abuse or neglect to the district regarding a school related incident.
If DCF releases any other information, that information cannot be used in any other proceeding.
Salaries• Year 1
– 3.19 % total cost (inclusive of step and general wage increase); drop first step and add new top step at 2% above current top step.
• Year 2– 3.04% total cost (inclusive of step and general wage
increase); drop first step and add new top step at 2% above current top step.
• Year 3– 2.86% total cost-comprised of step plus general
wage increase (distributed to equal + $1,000 for MA to step with remainder of GWI distributed on the rest of the salary schedule.
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Choice Between PPO and HSA
PPO Plan Changes
Employee Cost Share goes from 17% to 18% then 19% then 21%
Prescription drug copay goes to $5/25/$40 from $10/25/40
Office visit copay goes to $30 primary $40 Specialist Outpatient surgery to $100Urgent care copay to $25
New Teachers go to the HSA
Hartford Teacher Benefits
Hartford TeachersHealth Benefit Agreement
• The Health Savings Account (HSA)• Identical network to current• Plan has $2,000/4,000 deductible in net
OOP max $4,000/8,000 at 80/20%• Drug copays at $5/15/30 2x mail• Cost share falls back to 14%,15% and 17%. • City pay 60% then 55% then 50% of
deductible.
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•Plan cost falls by approximately 20%
•Thus many will pay lower cost share
•Dental stays the same
•Contributions to HSA will be upfront in year one and then 50% at beginning of year and 50% at middle of year
Stay healthy with Preventive Care coverage
You and the City make contributions to your account
You can use your account dollars to pay for medical care and prescription drugs
You pay an out of pocket “Bridge” amount to satisfy your deductible after spending any dollars you choose to from your HSA
Includes health coverage to cover expenses after the deductible
Consumers can fund their HSA with pre-tax dollars up to annual federal limits (2013 limits: $3,250/$6450)
Funds are portable, employees own the account
Use funds to pay for medical and prescription drug expenses; including future Medicare premiums
Funds can be used for non-health care expenses, however, taxes plus 20% penalty must be paid
Member accountable for maintaining proper documentation relative to HSA expenditures in the event of an IRS audit
HSA Account
Visit any licensed provider you want
Pick a network doctor, hospital or pharmacy and you’ll usually pay less for services
Identical to current network
• Network Doctors and Hospitals: Charge Negotiated Fees
• Prescription Drug Plan: Discounts on your prescription drugs are available, as well as through the mail (for a 90-supply of maintenance medications)
Provider Choice
When you visit a network doctor:• Show your ID card
• Take advantage of discounts provided
• A claim is filed for you
• Payments from your Traditional Health Coverage made directly to your doctor.
• May use your HSA checkbook or debit card to pay your doctor for any amounts you owe (provided you have the funds available).
When you visit a doctor that is not in the network:
• Show your ID card
• Use your HSA checkbook or debit card to pay your provider for services (provided you have the funds available).
• File a claim
Using Your HSA Plan To Get Care
When you visit a pharmacy
• Show your ID card.
• Take advantage of our discounts at pharmacies nationwide.
• You may use your HSA checkbook or debit card to pay the pharmacy for any amounts you owe (provided you have the funds available).
• Once Traditional Health Coverage begins, you pay the coinsurance.
• To get the lowest cost, visit the online health site to learn about generics or other low-cost alternatives.
Or order your prescriptions by mail
• Order a 90-day prescription drug supply.
• Take advantage of the ability to buy in volume and potentially save money.
• Download a mail order form online and obtain refills by phone.
Using Your HSA Plan To Get Care
Doctor Service
1) Consumer visits doctor
2) Doctor submits claim to Carrier
3) Carrier applies benefits and notifies doctor of the amount the consumer is responsible
for paying
5) Doctor sends bill to consumer
6) Consumer uses HSA checkbook
or debit card to access
HSA funds to pay doctor
4) Carrier sends consumer Claims Recap record of benefit applied
Please note that participating providers have the ability to request copayment, coinsurance or deductibles at time of service
Sample HSA Consumer Experience
• Tax-free through payroll deductions
• Post-tax by personal check
• When you file your taxes, you can make an adjustment to your gross income to receive the tax benefit
• You’ll receive deposit slips for your HSA in the mail
• Anyone may contribute to your HSA, provided the total contributions to your HSA do not exceed your maximum allowable annual limit
• You can make catch-up contributions if you are 55 years of age or older
How Do I Make Contributions to my HSA?