Article 7 - Compensation

·        $800 lump sum bonus on ratification

·        2.5% increase on base salary - April 2004

·        2.75% increase on base salary - April 2005

·        3% increase on base salary - April 2006

·        $800 increase on base salary - April 1, 2007

Article 7 –

Schedule Parity

·        New merit advance step for Salary Grades 1-18 effective 4/1/07. This will be a new step, above existing job rates and will not impact eligibility for longevity awards. The size of the merit advance step will be the amount necessary to achieve parity with CSEA salary grades 1-18.  Separate objective performance review (with appeal) required for merit step.

Article 7 –

Longevity Awards

·        An employee’s base pay following  promotion will include the value of any performance award (longevity) received in the preceding 12 months

·        Awards due but unpaid in April 2004 to be paid as soon as practicable following ratification

Article 7 –

Downstate Adjustment/

Mid-Hudson Adjustment

COLA Committee

·        Downstate Adjustment increases by across the boards:  4/1/04 - $1, 230;  4/1/05 - $1,264; 4/1/06 - $1,302

·        New Mid-Hudson Adjustment for Dutchess, Putnam and Orange:  4/1/04 - $615;  4/1/05 - $632;  4/1/06 - $651

·        Cost of Living Adjustment Study will examine issues related to employment in locations where cost of living exceeds national average (to be completed by 4/1/07)

Article 7 –

Hazardous Duty Pay

·        Hazardous Duty Pay increases from $0.50 to $0.60 per hour 4/1/04

Article 7 –

Inconvenience Pay

·        Inconvenience Pay increased from $500 to $550 per year 4/1/04

Article 7 –

Holiday Comp Time

·        Holiday compensatory time will accrue at time and one half for work on Thanksgiving and Christmas

Article 7 - Side Letter 

Special Assignment to Duty Pay Pilot

·        Employees required to work on highway Rights-of-Way (ROW) 50% or more of time will receive  $500 lump sum in 3/06 and in 3/07 for work in prior calendar year

·        Primary applies to DOT but employees in other agencies who meet eligibility criteria also qualify

·        ROW assignments include: maintenance; new construction; bridge, construction, truck and culvert inspection; traffic monitoring; pavement and soil testing; and, survey operations

·        Qualified employees notified within 45 days after end of calendar year; employees deemed not qualified may appeal; management has 45 days to reach final decision

·        Program ends 4/1/07 unless extended by the parties

·        Labor/management committee will study other PS&T Unit work that may be special assignments to duty

Article 8 - Side Letter

Pre-tax Transportation Benefit Pilot Program

·        Pilot program to provide pre-tax transit pass benefits expanded to include all interested PS&T Unit employees working in NYC.  The State will also discuss expanding the pilot to other transportation benefits and other geographic areas of the State

Article 8 - Side Letter

State Travel Card

·        Deletes provisions requiring  employee credit checks and employees’ initial responsibility for card charges

Article 9 - Health Benefits

Empire Plan (EP)

Inpatient Hospital

·        Inpatient hospital days covered only when deemed medically necessary (1/1/05)

Article 9 - Health Benefits

EP Emergency Room Co-pay

·        ER co-pays increase from $35 to $50 (1/1/05) and from $50 to $60 (1/1/07)

Article 9 - Health Benefits

EP Outpatient Hospital Services

·        Hospital extension clinic charges fully covered (less any applicable hospital co-pay) (1/1/05)

·        Hospital outpatient co-pay increases from $25 to $35 (1/1/05)

Article 9 - Health Benefits

EP Hospital Network

NOTE: The hospital network is presented as both a gain and a trade-off since there are benefit enhancements included with the implementation of the network

Hospital network (currently includes all NYS acute care hospitals) (1/1/05):   

• Network Inpatient Benefits:

(a)    Inpatient radiology, anesthesiology and pathology services performed by non-par physicians at network hospitals are paid-in-full services (less any applicable co-pay) effective 1/1/05.  These non-par services will no longer be subject to annual deductible, 20% coinsurance and amounts exceeding Reasonable and Customary charges.

• Non-Network Co-insurance: Maximum Annual out-of-pocket $500 per enrollee, per spouse/domestic partner, and per all dependent children

(a)    Non-network co-insurance waived if emergency services are required or if needed service is not available from a network hospital within 30 miles of residence

• Non-Network Inpatient: Enrollee pays 10% of billed charges up to annual coinsurance maximum; Plan then pays 100%
• Non-Network Outpatient: Enrollee pays 10% of billed charges or $75 co-pay, whichever is greater, up to annual coinsurance maximum; then, subject to network level co-pays

SEE ATTACHED FAQ FOR MORE INFORMATION

Article 9 – Health Benefits

EP Centers of Excellence

·        Cancer care services provided at Centers of Excellence paid-in-full (as soon as practicable)

·        Centers of Excellence for Infertility lifetime maximum increasing from $25,000 to $50,000 (1/1/05)

Article 9 – Health Benefits

Office Visit Co-Pays

·        Co-pays for office visits, out-patient surgical, radiology, and diagnostic/lab services increase from $12 to $15 (1/1/05) and  from $15 to $18 (1/1/07)

Article 9 – Health Benefits

EP Hearing Aids

·        Hearing aid allowance increasing from $1,200 for both ears to $1,200 per ear (1/1/05) and from $1,200 to $1,500 per ear (1/1/06)

Article 9 - Health Benefits

EP Prostheses

·        Prostheses or orthotics obtained from a network provider will be paid-in-full (as soon as practicable)

Article 9 - Health Benefits

EP Mastectomy Prostheses

·        One single/double external mastectomy prosthesis per year covered in full. Pre-certification required for a single prosthesis costing $1,000 or more (1/1/05)

Article 9 - Health Benefits

EP Disease Management Programs

·        At least two new programs to be considered for addition as soon as practicable

Article 9 - Health Benefits

EP

MultiPlan

Discount Network

·        Basic Medical Provider Discount Program pilot expands nationwide access to a network that provides an alternative “between” par and non-par services.  When using the services of the 400,000+ providers in the Multiplan Discount Network, enrollee pays 20% of discounted rate directly to provider (after Basic Medical deductible satisfied). Provider can’t balance bill. Pilot ends on 12/31/06 unless extended by agreement. (1/1/05)

·         

Article 9 – Health Benefits

Joint Committee

·        The Joint Committee on Health Benefits will:

o       Conduct an extensive study of the NYSHIP  prescription drug benefit design and costs

o       Develop an enhanced network of urgent care facilities, and

o       Participate in ongoing review of  the Empire Plan hospital network

o       Funding increased to $350,000 annually

Article 9 – Health Benefits

EP Mental Health Services

·        Network co-pay for outpatient mental health increases from $15 to $18 (1/1/07)

Article 9 – Health Benefits

Prescription Drugs

·        Effective 1/1/05 Empire Plan Rx drug coverage will include 3 benefit levels: generic, preferred brand name and non-preferred brand name. Co-pays:

o       Up to 30 days supply, pharmacy or mail order: $5 generic/$15 preferred/$30 non-preferred

o       31-90 days supply,  mail order: $5 generic/$20 preferred/$55 non-preferred

o       31-90 days supply,  pharmacy:  $10 generic/$30 preferred/$60 non-preferred

(SEE ATTACHED FAQ FOR MORE INFORMATION)

Article 9 – Health Benefits

Dental

·        Annual dental benefit maximum will increase from $1,800 to $2,300 per person (1/1/06)

·        Out-of-network differential for non-participating dental services eliminated (1/1/06)

Article 9 –

Vision Benefits

·        Develop and implement an employee-pay-all discount program for Laser Vision Correction

Article 9 - Health Benefits

Health Care Spending Account

·        Medical Flexible Spending Account will cover over-the-counter drugs (as soon as practicable)

·        Develop and implement a debit card for the Medical Flexible Spending Account

Article 9 - Health Benefits

Domestic Partner Coverage

·        Domestic Partnership residency and financial interdependency requirement reduced to 6 months. New partner waiting period reduced to 1 year (1/1/05)

Article 9 - Employee Benefit Fund

Side Letter

·        PEF will explore reestablishing an Employee Benefit Fund for Dental and Vision benefits. If  beneficial, PEF’s assuming responsibility for these benefits will be brought to Joint Committee on Health Benefits for determination 

Article 10 – Employee Assistance Program

·        Funding increased by 5% to $350,557 each year of the agreement.

·        Joint labor/management advisory body will oversee the EAP Program and the Family Benefits Program to coordinate provision of benefits by these  programs

Article 12 - Attendance and Leave

Leave Conversion

·        Employees who experience a change in workweek between  37 ½ and 40 hours will have floating holiday credit adjusted to reflect the change in work week

Article 12 - Attendance and Leave

Sick Leave Accumulation

·        Agreement that all PS&T Unit employees covered by Attendance Rules accrue sick leave at the 13 day rate incorporated in contract language

Article 12 - Attendance and Leave

Sick Leave/Retirement Service Credit

·        Effective 4/2/03, up to 200 days of sick leave may be used for retirement service credit and retiree health insurance (previously only 165 days could be used for retirement service credit)

Article 12 – Attendance and Leave

Sick Leave at ½ Pay

·        All sick leave at half pay mandatory for all PS&T Unit employees with one year of cumulative service.  No waiting period unless an employee was disciplined for leave abuse in prior year (if disciplined, employee may have 10 day waiting period).

Article 12 – Attendance and Leave

Maternity and Child Rearing Leave

·        Seven month mandatory child care leave after birth or adoption can be deferred or suspended during a single period of child’s hospitalization for up to five months

Article 12 - Productivity Enhancement Program Pilot

·        Eligible full time employees may exchange 3 days of accrued vacation and/or personal leave for a $400 credit to offset employee’s share of health insurance premiums

·        Employees must:  be in a title below SG-18 or equated to a position below SG-18; have combined leave balance of 8 days after exchanging 3 days; and be a NYSHIP contract holder/enrollee.

·        Institution teachers may exchange 1, 2 or 3 days of personal leave for credit of $133.33/day and are not subject to minimum leave requirement

·        Part-time employees may participate on prorated basis

·        Program available in 2005, 2006 and 2007

Article 12 - Leave Donation Appendix

·        Employees may now donate vacation time across agency lines (effective upon ratification, until 4/1/07, unless extended by agreement) 

Article 12.17 –

Maintenance of Time Records

·        No Change

Article 12 –

Leave Adjustment for Part-Time Employees

·        Part-time annual salaried employees who have Attendance Rules coverage (eligible to earn leave accruals) will earn additional vacation , sick and personal leave accruals based on additional hours worked in excess of their payroll percentage beginning in October 2004.  This pilot program will continue through March 2007 unless extended by the parties.

Article 14 - Professional Development and Quality of Work Life Coordinating Committee

·        Funding increased by 5% to $603,750 in each year of the agreement

·        The new Article 44-Nursing and Institutional Issues Committee-may get funding from this committee

Article 15 - Professional Development Com.

·        Funding increased by 5% to $4,460,940 in each year of the agreement

Article 26 - Institution Teachers

·        Institution teachers will accrue 4 days of personal leave beginning with the 2004-05 school year

Article 31 - Standby On Call Rosters

·        Employees receiving standby/on call pay will keep stand by pay, in addition to recall pay, when recalled to work

Article 34 - Grievance and Arbitration Procedure

·        Grievances may be amended prior to filing to Step 3, with remand to Step 2 to allow agency response  (resolves dispute re: ability to amend before Step 4) 

Article 34 - Triage and  Expedited Arbitration Pilot

·        A triage and expedited arbitration process will be reestablished on a pilot basis to provide a more expeditious process for reviewing and deciding grievances on a non-precedent setting basis than is provided by the traditional arbitration process

·        Pilot program will continue for 2 years after  appointment of the select arbitrator or until 4/1/07 which ever is earlier unless renewed by parties’ agreement  

Article 42 – Family Benefits Committee

·        Funding increased by 5% to $1,041,390 in each year of the agreement

·        Employer contributions to DCAAccounts will resume beginning in the second year of the agreement at the following levels:

o       Up to $35,000          $600

o       $35,001 - $45,000    $500                                          

o       $45,001 - $55,000    $400

o       $55,001 - $65,000    $300

o       Over $65,000           $200

·        Joint labor/management advisory body to oversee the EAP Program and Family Benefits Program to coordinate provision of benefits by these programs

Article 44 - Joint Committee on Nursing and Institutional Issues

·        Nursing and Institutional Issues Joint Committee created to study and make recommendations regarding issues facing nurses and other professionals in institutional settings.

Article 49 - Duration

·        April 2, 2003 – April 1, 2007

Seasonal Employees  Appendix

·        Seasonals entitled to observe the first 3 (increased from 2) holidays in seasonal employment if regularly working full time hours and at least 25 days during the season

·        Seasonals who return without a break in service of more than six months are eligible to observe all holidays during seasonal employment if regularly working full time hours and at least 25 days during the season

Long term Seasonal Employees Side letter

·        Long term seasonals (2 consecutive years of service, at least 1500 hours each year) in Parks and Recreation and En Con will receive salary protection when appointed to an annual salaried position or another seasonal position

·        Long term seasonals (at least 1500 hours in pay status in each of prior five years) in Parks and Recreation and En Con will receive a $500 lump sum payment April 2004, April 2005, and April 2006

Joint Committee on Seasonal Employees Side letter

·        A Joint Committee on Seasonals will be established to study and make recommendations regarding seasonal appointments and related employment issues

Roswell Park Cancer Institute Appendix

·        Existing shift differentials for nurses expanded to additional nursing titles and increased by $0.25 to $1.75/hour for evenings and $2.00/hour for nights

·        New weekend differentials for nursing titles of $1.50/hour for days; $1.25/hour (plus evening differential) for weekend evenings; and, $1.75/hour (plus night differential) for weekend nights 

·        Facility directors may receive supplemental and bonus compensation

·        Unsatisfactory performance evaluations will be appealed to RPCI specific appeals committee (management designee, PEF designee, and jointly selected neutral)

·        RPCI specific panel of arbitrators (jointly selected) will hear disciplinary arbitrations at RPCI

NYS Schools for the Deaf and Blind

·        A new salary lane for attaining a Master’s Degree will be added to the Instructors’ Salary Schedule at the existing Bachelors + 60 on 4/1/04

·        A new salary schedule for Special Education Assistants (SEA’s) effective 3/31/05 will reduce by one the number steps to job rate and add a second salary lane for 2 years of relevant education

·        A second performance advance date will be established for Habilitation Program Assistants (HPA’s) so newly appointed or promoted HPA will wait no longer than 18 months for their first performance advance.

·        Instructors Assistants (IA’s) will get salary protection at conversion rate when transferring into or rehired off preferred lists into SEA’s positions

·        SEA’s, HPA’s and IA’s will have a 2 year probation period (reduced from 3) with no probation period for IA’s who transfer into SEA positions

·        SEA, HPA and IA seniority shall be defined as the length of continuous state service in the unclassified service 

·        Layoff rights for IA’s will include the right to transfer into vacant SEA positions prior to layoff and preferred list rights to SEA positions

·        Unclassified service employees with a full time annual salary that does not exceed the job rate of a SG-17 may exchange 1, 2 or 3 days of personal leave for credit of $133.33/day to offset the employee’s bi-weekly share of health insurance premiums

·        Instructors at the School for the Deaf  will have a 7 hour work day (increased from 6 hours and 40 minutes) equivalent to the existing 7 hours work day at the School for the Blind