ACT 93 ADMINISTRATIVE EMPLOYEES SALARY AND BENEFIT PLAN

Transcription

1 ACT 93 ADMINISTRATIVE EMPLOYEES SALARY AND BENEFIT PLAN BENEFITS EFFECTIVE JULY 1, 2016 TO JUNE 30, 2019 DCIU BOARD OF DIRECTORS APPROVED, APRIL 6, 2016

2 INDEX 1. SALARIES, CLASSIFICATIONS, AND SCHEDULES 1.1. Salary 1.2. Evaluation 2. FRINGE BENEFITS 2.1. Health Benefits 2.2. Dental Benefits 2.3. Reimbursement Additional Health Costs 2.4. Prescription Plan 2.5. Vision Expense Reimbursement 2.6. Wellness Reimbursement 2.7. Life Insurance 2.8. Income Protection 2.9. Personal Days Sick Leave Vacation 3. RETIREMENT BENEFITS 3.1. Eligibility Requirements 3.2. Hire Date Prior to July 1, Health Insurance and Prescription Longevity 3.3. Hire Date On or After July 1, Health Insurance and Prescription 3.4. Unused Sick Day Payment 3.5. Earned Vacation 4. PARTIAL RETIREMENT BENEFITS 4.1 Eligibility Requirement 4.2 Hire Date Prior to July 1, Hire Date on or After July 1, Earned Vacation 5. MISCELLANEOUS 5.1. Hours of Work 5.2. Extra Duty Assignment 5.3 Mentors 5.4. Professional Dues 5.5. Tuition Reimbursement 5.6. Legal Leave Act 93 Administrators and Supervisors Salaries and Benefits Effective July 1, 2016 through June 30,

3 ACT 93 ADMINISTRATORS AND SUPERVISORS Salaries and Benefits July 1, 2016 through June 30, SALARIES, CLASSIFICATIONS, AND SCHEDULES 1.1. Salary The amount of any salary increase will be at the discretion of the Board, and will be no less than the countywide average percentage increase for Delaware County school administrators and no more than three (3%) percent per year Evaluation All Act 93 administrators will be evaluated annually in accordance with the provisions of 24 P.S of the Pennsylvania School Code. The evaluation shall be based on job performance and progress toward established goals and applicable regulations. Administrators whose position are not within the meaning of professional as defined by the School Code shall be evaluated pursuant to section 1123(f)(1)-(5), Act 93 employees rated as Unsatisfactory and who continue employment, will have any salary increase withheld. 2. FRINGE BENEFITS 2.1. Health Benefits The Board will maintain for eligible employee and his/her eligible dependent(s) healthcare plans approved by the Board and as provided through the healthcare plan by the Delaware County Public Schools Health Care Trust. Board approved plans may include Health Maintenance Organizations (HMO s); Preferred Provider Organizations (PPO s); and Point of Service plans (POS). Vendors may be replaced by the Board with coverages and services of like plan designs For the duration of this Act 93 Plan the DCIU Board of Directors will make available to the Act 93 Employees healthcare plans as provided through the Delaware County Public Schools Health Care Trust as follows: Personal Choice C1-F1-01 or comparable plan provided through the Delaware County Public Schools Health Care Trust with 9.5% employee premium share Personal Choice C2-F2-02 or comparable plan provided through the Delaware County Public Schools Health Care Trust with 7.5% employee premium share Keystone C2-F2 or comparable plan provided through the Delaware County Public Schools Health Care Trust with 6.5% employee premium share Cash in Lieu of Health Insurance Plan and/or Prescription Coverage Act 93 Administrators and Supervisors Salaries and Benefits Effective July 1, 2016 through June 30,

4 Employees who provide the employer with documentation indicating that they have another health insurance plan, and sign a waiver of health insurance benefit form, will receive twelve equal monthly cash payments equal to 25% of the current base health plan premium cost. When both spouses are employed by DCIU, one health insurance plan and one prescription plan is purchased for both spouses. In order to qualify for the opt-out benefit, the two spouses employed by DCIU will have to have an alternative health insurance plan and/or alternative prescription plan purchased by someone other than DCIU. In this instance, one of the spouses would be designated to receive the opt-out benefit Dental Benefits The Board will pay full individual and family cost of a dental plan Reimbursement Additional Health Costs The Board will pay up to $1,200 per individual or family for health related costs not covered by current insurance plan, upon the submission of appropriate bills Prescription Plan The Board will pay 100% of cost for each eligible employee and his/her dependent(s) for a Board approved prescription drug program. The employee copay for the prescription plan is as follows: $5 generic; $40 preferred name brand; $70 non-preferred name brand Mandatory mail order is required and will cost $5 for generic; $50 for preferred name brand; $100 for non-preferred name brand for three (3) month supply of medications Vision Expense Reimbursement The Board will provide vision reimbursement that provides for an eye examination and one pair of glasses every two years to a maximum of $300. This plan will be coordinated with any plan provided by an HMO, PPO, or POS plan so that this benefit will not exceed $300 in every two years from all sources Wellness Reimbursement The Board will provide up to $300 per year for the individual employee to participate in a wellness program. Act 93 Administrators and Supervisors Salaries and Benefits Effective July 1, 2016 through June 30,

5 2.7. Life Insurance The Board will pay the premium for life insurance in the amount of two times salary to the nearest thousand for each employee in this category. Additional term insurance may be purchased by the individual as the insurance carrier s contract allows at no cost to the DCIU Income Protection The Board shall provide an income protection plan for each employee, which will pay 66% of salary, for two years of illness or five years of accident after benefits commence. Benefits are to commence after the elimination period has been satisfied. The elimination period will be the greater of accumulated sick leave or 60 calendar days. Disability payments will be capped at 100% of salary if used in conjunction with any of the Board subsidized benefits including sabbaticals Personal Days Employees in this category shall be permitted three (3) personal days per year, when such days are approved by the Executive Director or designee. Unused days may accumulate to a maximum of five (5) Sick Leave Employees in this category shall earn one sick day per month. Sick leave is accumulative Vacation An employee in this category will receive twenty-two (22) days of vacation after one full year of employment. A maximum of twenty-two (22) days, representing one year's entitlement, can be carried into a subsequent year. No more than fortyfour (44) days can be accumulated at any one time until an employee reaches 25 years of service with DCIU. Employees with 25 or more years of service receive twenty-five (25) days of vacation per year, and no more than fifty (50) days can be accumulated at any one time. For new employees, or employees separating from service, two (2) days per month of vacation are allowed for each month worked to a maximum of twenty-two (22). Employees may be paid up to five (5) days of unused vacation, if the member exceeds their two-year allotment. 3. RETIREMENT BENEFITS 3.1. Eligibility Requirements Each Act 93 employee must give written notification to the Executive Director of his/her intention to retire at least six months prior to actual retirement date in order to qualify for retirement benefits, including health insurance and prescription, longevity, earned vacation, and unused sick day payment. Failure to meet this notification requirement could result in forfeiture of all retirement Act 93 Administrators and Supervisors Salaries and Benefits Effective July 1, 2016 through June 30,

6 benefits included as part of this agreement. Further employee eligibility requires the retiring employee to retire on superannuation under the current PSERS superannuation description and: 3.2. If an employee began working or was Board approved (whichever date is earlier) prior to July 1, 2013 and has been employed by the IU for ten (10) years, Health Insurance and Prescription Employees will receive seven (7) years of paid health insurance and prescription coverage capped at the premium cost of the current base health plan and the prescription premium costs for the year in which the employee retires. The coverage will be based on the type of plan the employee (family, single, husband/wife, etc.) was eligible to receive at the time of their retirement. If, during the seven year period, the employee and/or his/her spouse become Medicare eligible, he/she/they shall enroll in the necessary and/or required Medicare health and prescription coverage, and the DCIU shall make nonelective employer contributions into a 403(b) Plan in an amount equal to the projected or actual Medicare costs, plus an estimated amount for the Federal Income Taxes that will be due on the payment upon distribution. Coverage under the DCIU plan shall cease. For five (5) years post-employment, the non-elective employer contributions will be made annually. Any non-elective contributions expected to be paid beyond five years will be compounded in the fifth year and paid into the employee s account at that time. The employee must establish a 403(b) account prior to separation of service and shall maintain the 403(b) account until all non-elective employer contributions have been made, or the employee will forfeit this benefit Longevity The DCIU shall make a non-elective employer contribution into a 403(b) account established by the employee with a provider approved under the DCIU s 403(b) Plan in an amount equal to $1,000 plus $150 for each year of service to a maximum of $5,000. The employee shall receive no cash option. The employee must establish a 403(b) account prior to separation of service and shall maintain the 403(b) account until all non-elective employer contributions have been made or the employee will forfeit this benefit If an employee began working or was Board approved (whichever date is earlier) on or after July 1, 2013 and has been employed with DCIU for twelve (12) years Act 93 Administrators and Supervisors Salaries and Benefits Effective July 1, 2016 through June 30,

7 Health Insurance and Prescription Employees will receive seven (7) years or until Medicare eligible, whichever is sooner, of paid health insurance and prescription coverage capped at the premium cost of the current base health plan and the prescription premium costs for the year in which the employee retires. The coverage will be based on the type of plan the employee (family, single, husband/wife, etc.) was eligible to receive at the time of their retirement. If, during the seven year period, the employee and/or his/her spouse become Medicare eligible, he/she/they shall enroll in the necessary and/or required Medicare health and prescription coverage, and the DCIU shall make nonelective employer contributions into a 403(b) Plan in an amount equal to the projected or actual Medicare costs, plus an estimated amount for the Federal Income Taxes that will be due on the payment upon distribution. Coverage under the DCIU plan shall cease. For five (5) years post-employment, the non-elective employer contributions will be made annually. Any non-elective contributions expected to be paid beyond five years will be compounded in the fifth year and paid into the employee s account at that time. The employee must establish a 403(b) account prior to separation of service and shall maintain the 403(b) account until all non-elective employer contributions have been made, or the employee will forfeit this benefit Unused Sick Day Payment The DCIU shall make a non-elective employer contribution into a 403(b) account established by the employee with a provider approved under the DCIU s 403(b) Plan for unused sick days for eligible retiring employees at the following rate. Unused Sick Days Daily Rate 1-75 $ $ $85.00 The employee will qualify according to the above index. Accordingly, if an employee accumulates up to 75 sick days, upon retirement she/he will be eligible to receive $65 for each accumulated sick day. If the employee has accumulated between 75 and 125 sick days, upon retirement she/he will be eligible to receive $75 for each accumulated sick day. If the employee has accumulated 126 or more sick days, upon retirement she/he will be eligible to receive $85 for each accumulated sick day. For example if an eligible employee has 150 sick days s/he will receive $85 x 150 = $12, The employee shall receive no cash option. The employee must establish a 403(b) account prior to separation of service and shall maintain the 403(b) account until all non-elective employer contributions have been made or the employee will forfeit this benefit. Act 93 Administrators and Supervisors Salaries and Benefits Effective July 1, 2016 through June 30,

8 3.5. Earned Vacation The DCIU shall make a non-elective employer contribution into a 403(b) account established by the employee with a provider approved under the DCIU s 403(b) Plan for unused vacation days to a maximum of 50 days. The employee shall receive no cash option. The employee must establish a 403(b) account prior to separation of service and shall maintain the 403(b) account until all non-elective employer contributions have been made or the employee will forfeit this benefit. 1. PARTIAL RETIREMENT PLAN 4.1. Eligibility Requirements Each Act 93 employee must give written notification to the Executive Director of his/her intention to retire at least six months prior to actual retirement date in order to qualify for retirement benefits, including health insurance and prescription If an employee began working or was Board approved (whichever date is earlier) prior to July 1, 2013 and has been employed by the IU for five (5) consecutive years and retires under superannuation, an employee will receive an employer-paid single health insurance plan and a single prescription plan. The retirement benefits will be capped at the annual cost of the premiums paid for the base health plan in effect at the time of retirement and the prescription plan in place at the time of his/her retirement. The benefit will be for a period of five (5) years from the employees retirement date. A member qualifying for the partial retirement plan is not eligible to receive longevity and unused sick day payments. If, during the five year period, the employee becomes Medicare eligible, he/she shall enroll in the necessary and/or required Medicare health and prescription coverage, and the DCIU shall make non-elective employer contributions into a 403(b) Plan in an amount equal to the projected or actual Medicare costs, plus an estimated amount for the Federal Income Taxes that will be due on the payment upon distribution. Coverage under the DCIU plan shall cease If an employee began working or was Board approved (whichever date is earlier) on or after July 1, 2013 and has been employed with DCIU for seven (7) consecutive years and retires under superannuation, an employee will receive an employer-paid single health insurance plan and a single prescription plan. The retirement benefits will be capped at the annual cost of the premiums paid for the base health plan in effect at the time of retirement and the prescription plan in place at the time of his/her retirement. The benefit will be for a period of five (5) years or until Medicare eligible, whichever is sooner, from the employees retirement date. A member Act 93 Administrators and Supervisors Salaries and Benefits Effective July 1, 2016 through June 30,

9 qualifying for the partial retirement plan is not eligible to receive longevity and unused sick day payments. If, during the five year period, the employee becomes Medicare eligible, he/she shall enroll in the necessary and/or required Medicare health and prescription coverage, and the DCIU shall make non-elective employer contributions into a 403(b) Plan in an amount equal to the projected or actual Medicare costs, plus an estimated amount for the Federal Income Taxes that will be due on the payment upon distribution. Coverage under the DCIU plan shall cease Earned Vacation The DCIU shall make a non-elective employer contribution into a 403(b) account established by the employee with a provider approved under the DCIU s 403(b) Plan for unused vacation days to a maximum of 50 days. The employee shall receive no cash option. The employee must establish a 403(b) account prior to separation of service and shall maintain the 403(b) account until all non-elective employer contributions have been made or the employee will forfeit this benefit 5. MISCELLANEOUS 5.1. Hours of Work The normal workday would be 8:00 a.m. to 4:00 p.m.; however, such hours as are required by the position will be worked Extra Duty Assignment In reference to circumstances in which an administrator/supervisor is loaned to a district, on leave, or otherwise not able to perform his/her duties, and a substitute cannot be found, the Executive Director will assess the unique circumstances and will approach the Board for extra compensation in the event that a fellow administrator/supervisor is required to assume additional duties beyond eight consecutive weeks. The Executive Director can suggest either a flat rate or percentage of salary dependent upon the situation Mentors Employees who are approved as mentors, and working with other Act 93 employees, will be paid at the rate of $750 for each employee they are mentoring. The payment is for one year of mentoring Professional Dues The Board will pay up to $400 per year per employee for membership in professional organization(s). Act 93 Administrators and Supervisors Salaries and Benefits Effective July 1, 2016 through June 30,

10 5.5. Tuition Reimbursement The Board shall pay 100% of the tuition for up to l5 credits per year for courses pre-approved by the Executive Director or designated representatives under the following conditions: A. All course work for which reimbursement is requested must be in the field, or applicable to the field, in which the employee is serving; B. Online and/or distance learning courses will qualify for reimbursement in accordance with the terms of this Agreement if they are graduate level courses from an accredited college/university; C. All courses for which reimbursement is requested must carry a grade of B or better, or in the case of pass/fail courses, must have Pass. D. The employee, when requesting reimbursement, shall file a transcript showing the grade earned in the course and an itemized receipt showing the tuition of the course. E. The employee receiving tuition reimbursement agrees to work for the Delaware County Intermediate Unit for four years after the conclusion of the last class (es) for which tuition reimbursement is made. If the employee fails to remain with the Delaware County Intermediate Unit, he/she will be responsible for repaying the tuition reimbursement which was paid prior to leaving employment at the following rate: 1) 1 year after completing courses at 80% payback to DCIU; 2) 2 years after completing courses at 60% payback to DCIU; 3) 3 years after completing courses at 40% payback to DCIU; 4) 4 years after completing courses at 20% payback to DCIU Legal Leave Leave to participate in legal proceedings pertaining directly to the employee's job assignment will be treated as days on the job. If legal obligations are personal in nature, or optional in nature, then the employee may utilize personal days or vacation days, if available. Otherwise, days must be taken without pay. Act 93 Administrators and Supervisors Salaries and Benefits Effective July 1, 2016 through June 30,

11 TERM OF ACT 93 AGREEMENT This agreement shall take effect July 1, 2016 and shall remain in full force and effect through June 30, DELAWARE COUNTY INTERMEDIATE UNIT NO. 25 BOARD OF DIRECTORS Edward J. Cardow, Board President Date Susan Haagen, Secretary Date DELAWARE COUNTY INTERMEDIATE UNIT NO. 25 ACT 93 ADMINISTRATORS AND SUPERVISORS COMMITTEE Melissa Hance Date Tracey Wolf Date Stefani Doyle Date Act 93 Administrators and Supervisors Salaries and Benefits Effective July 1, 2016 through June 30,