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ACSUM CONTRACT TENTATIVE AGREEMENT 2011-2013 . HECCP, Wages and Health Ins. HECCP: How it works. The Hourly Employee Compensation and Classification Program (HECCP) is NOT a point factor system. Based on the “Decision Band Method”

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heccp how it works
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.
heccp how it works1
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
heccp how it works2
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

heccp how it works3
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

heccp classification specifications
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

wages article 11
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.
wages year 1 11 12
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)
wages yr 1 continued
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.
wages yr 1 continued1
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).
wages year 2 12 13
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
wages year 2 12 13 cont
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.
wages q a
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.
appeals
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
appeals cont
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.
appeals cont1
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
employee health task force recommendations
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.
health insurance article 12 key changes to the plan and approach
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.
premium amounts as of 1 1 12
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.

premium amounts wellness level 1 completed not completed
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.

rise up wellness plan level 1
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.
rise up wellness level 2
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.
prescription drug coverage
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.

prescription drug coverage1
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.
plan changes
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.
plan changes continued
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.

.

plan changes cont
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.
miscellaneous health insurance
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.