Tentative Agreement

Salary LanesWhat they wanted What we protectedElimination of MA +60 No Change

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.

Summer School RateCurrent Contract Language

New Contract Language

$35 $36

Extra Duty/Extra PayCurrent Contract Language New Contract Language

$32 $33

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

HSA Plans

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?

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The Amount of the Deductible

Deductible

You Pay BOE Pays

2014$2000/$400

0$800/1,600

$1,200/$2400

2015$2000/$400

0$900/$1,800

$1,100/$2200

2016$2000/$400

0$1000/$2000

$1000/$2000

After the deductible is satisfied benefits are paid at 100%, except for drug copay over deductible