2007-2011 Tentative Agreement
Summary of Gains and
Tradeoffs
Click on Link in Article
column to see the related full text
of the Tentative Agreement
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Article |
Gains |
Tradeoffs |
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Article 7- Percentage Increases |
3% base salary increase retroactive to April 2007 3% base salary increase April 2008 3% base salary increase April 2009 4% base salary increase April 2010 |
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Current Downstate Adjustment $1,302
increased to $1,850 April 2008; Additional increase to $3,026 effective
October 2008 Current Mid-Hudson Adjustment $651 increased
to $1,000 April 2008; Additional increase to $1,513 effective October 2008 |
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Side letter to examine implementation of additional October payment date. Would become effective no sooner than 2010. |
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Effective Schedule revised so that last increment before the job rate includes both the regular increment and the amount of money necessary to raise the base salary to the new CSEA-equivalent job rate. (This assures that additional time in grade to reach job rate will not occur as a result of the increase to the job rate when parity is implemented.) Above benefit replaces current Merit Advance Program,
which will be discontinued |
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Salary protection for movement from Non-Statutory positions to graded positions, effective on the date of ratification |
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Hazardous Duty Pay increases from $0.60 to $0.75 per hour
retroactive to |
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Inconvenience Pay increases from $550 to $575 per year
retroactive to |
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Voluntary program that allows Overtime Eligible Employees to bank their overtime for payment at a later date Banked time CANNOT be used as leave accruals for time off Banked time is earned at rate of time and a half for each hour of overtime worked Maximum of 240 hours can be banked at any time. When maximum balance is reached, employee must be paid for overtime worked. Up to a maximum of 120 hours of banked time can be liquidated for cash at current rate of pay in December of each year Employee compensated for all remaining banked time upon separation from service at the rate of pay in effect at time of separation Program effective
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Article 7 Special Assignment to Duty (SAD) Pay and SAD L/M Committee |
Qualifying threshold reduced from 50% to 33% of time
effective Pilot program continues until |
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Lesser of rule for mileage reimbursement within 35 miles of home or official station shall be the minimum mileage reimbursement rule. Agencies have discretion to establish more generous rules. (eff.9/08) |
Agencies with current policies, including DOT/DOL are allowed, but not required, to drop to lesser of rule. Pending G-180 grievances will be withdrawn |
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Current NYS-RIDE program for mass transit benefits under which employees can pay for mass transit commuting expenses on a pre-tax basis will be expanded to all locations statewide effective 6 months following ratification Program made permanent (was previously a pilot program) |
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In addition to MRIs, prior notification will be required
for CT scans, PET scans, nuclear medicine studies, and MRAs ( |
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ER copay increases from $60 to $70 ( |
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Article 9 Health Benefits EP Outpatient Hospital Copay (except surgery) |
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Outpatient hospital copay increases from $35 to $40 ( |
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Article 9 Health Benefits EP Outpatient Hospital Surgery Copay |
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Outpatient hospital surgery copay increases from $35 to
$60. Copay continues to include all
other covered outpatient hospital services performed during same visit. ( |
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Non-network coinsurance maximum remains $1,500 but reimbursement of coinsurance expenses under Basic Medical decreases from $1,000 to $500 (1/1/09) and from $500 to -0- (1/1/11) |
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Article 9 Health Benefits EP Centers Of Excellence (COE) Programs |
Reimbursement for meals & lodging expenses increases
to Federal rates ( COE for Cancer Program lifetime travel & lodging
maximum of $10,000 eliminated ( |
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Copay for office visits/office surgery, lab/radiology
increases from $18 to $20 ( |
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Article 9 Health Benefits EP Ambulatory Surgical Center Copay |
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Ambulatory surgical center copay increases from $15 to
$30. Copay continues to include same-day on-site testing and anesthesiology
charges. ( |
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Article 9 Health Benefits EP Injectable/Intravenous medications dispensed in a physicians office |
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The Reasonable and Customary Charge for pharmaceutical
products will now be the lower of the actual charge or the Average Wholesale
Price (AWP), whichever is less ( |
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Changes from $1,676 for the enrollee and all covered
dependents to $1,000/enrollee; $1,000/spouse or partner; and $1,000 for all
dependent children combined ( |
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Add coverage for one pair of diabetic shoes per year ( Network: Paid in full benefit up to $500 Non-network: Subject to Basic Medical deductible, then plan pays 75% of network allowance up to $500 |
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Add DM programs for ADHD, eating disorders, and chronic kidney disease (As soon as practicable) DM program participants will receive benefits for nutritional services when clinically appropriate (As soon as practicable) |
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Add Herpes Zoster, i.e., shingles vaccine (
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Article 9 Health Benefits EP MultiPlan Discount Provider Network |
MultiPlan Discount Provider Network pilot program
continues through |
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Prosthetic wigs no longer subject to deductible and
coinsurance. Paid-in-full under Basic Medical ( Lifetime maximum increases from one wig to $1,500 ( |
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Medical carrier (currently United HealthCare) to contract
with accredited Diabetes Education Centers ( |
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Article 9 Health Benefits EP Complementary and Alternative Medicine (CAM) Program |
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Program providing discounts for services from |
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Coverage continues for 3 months following completion of each semester instead of
only following graduation ( |
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Article 9 Health Benefits Continuation of Coverage Following Work-Related Assault |
Length of time employee treated as though on payroll for
purposes of health insurance increases from While on payroll, employee pays 10% for Individual and 25% for Family coverage Currently, employee pays 100% of premium after 12 months |
Since employee no longer placed on Leave Without Pay status, Empire Plan enrollees will no longer be eligible to apply for a waiver of premium after 12 months |
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Article 9 Health Benefits EP Managed Physical Network (MPN) Provider Copays |
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Copay for office visits and lab/radiology services increases from $18
to $20 ( |
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New charges to the Joint Committee on Health Benefits: Review of the Empire Plan (EP) network of par providers to address access concerns Review EP enrollee use of durable medical equipment Explore feasibility of developing EP network of hearing aid providers Explore implementation of additional COEs to include, but not be limited to a COE for bariatric surgery. Participants to receive benefits for nutritional counseling when appropriate and pre-surgical psychiatric evaluation Explore possibility of a copay waiver program for office visits and prescription drugs when related to chronic conditions Funding increased to $500,000/year |
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Article 9 Health Benefits EP Mental Health Services Timothys Law requires that any deductible, copays or coinsurance applied to benefits for mental health conditions be no greater than those applied to other plan benefits. |
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Network: Office visit
copay: Increases from $18 to $20 ( ER copay: Increases from $60 to $70 ( Non-network: Annual coinsurance maximum (hospital): Increases from $500 to $1,000 ( |
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The annual coinsurance maximum when using a non-network
practitioner changes from $1,676 for the enrollee and all covered dependents
to $1,000/enrollee; $1,000/spouse or partner; and $1,000 for all dependent
children combined ( |
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Article 9 Health Benefits EP Prescription Drug Program Copays |
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Non-preferred brand name drug (Tier 3) copay increases by
$10 ( Up to 30 day supply, retail or mail - $30 to $40 Up to 90 day supply, mail - $55 to $65 Up to 90 day supply, retail - $60 to $70 (Tier 1 and Tier 2 copays are unchanged) |
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Initial fill of New to You prescription limited to
30-day supply ( |
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Enhanced case management Access to a pharmacist available 24 hours/day, 7 days/week, 365 days/year
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Effective date TBD Must call for Prior Authorization of all specialty drugs After initial fill, must use specialty pharmacy for all future fills Limited to 30-day supply, unless otherwise agreed to by the State and the Rx Drug Program administrator |
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Changes to the PDL will continue to be made on an annual basis (January 1st ). Mid-year changes will continue to be made only when a generic equivalent to a preferred brand name drug becomes available. |
Effective In addition to generic drugs, brand name drugs may be placed on Tier 1 (lowest copay option) In certain therapeutic categories, where there are two or more clinically sound and therapeutically equivalent Tier 1 options, there may be no Tier 2 preferred brand name option. A drug that has no clinical advantage over other generic and therapeutic alternatives may be excluded (not covered) |
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Effective Effective (a) Frame allowance increases from $100 to $130 (b) Standard progressive addition lenses covered in full (c) Standard polycarbonate lenses for adults age 19 or older covered in full (currently limited to children up to age 19) (d) Non-network reimbursement increases to match M/C level Effective |
PEF will withdraw grievance alleging diminution of benefits occurred when state changed from Davis Vision to EyeMed Vision Care |
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PEF/GOER JCHB to jointly-administer study of alternatives to deliver enhanced dental/vision benefits to PS&T Unit members Commitment to appropriate $600,000 to support the study |
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Increased funding in each year of the Agreement 2010-11 funding level of $426,000 is 21.2% increase from 2006-07 level |
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All committees:
State agrees that if a successor agreement is not in place in April
2011, the state will appropriate additional monies to the committees to cover
activities at least until |
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Required answer to a written request to use vacation changed from reasonable period of time to within 5 days of receipt |
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Article 12 Attendance & Leave Productivity Enhancement Program (PEP) |
PEP allows employees SG-17 or lower to exchange vacation or personal leave for a credit to offset health insurance premiums 6-month pro-rated benefit for calendar year 2008 Credit increased from $400 to $450 (2008) then to $500 (2010) Pilot program expires |
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Current program that allows cross-agency, non-family member donations made permanent |
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Current program that allows part-time employees to earn leave credits based on time worked instead of part-time percentage made permanent |
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New side letter that encourages agencies to allow schedule adjustments to permit non-day shift employees to utilize professional leave |
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Side letter to meet with GOER to discuss the issue of supervisors verification of time and attendance records. Side letter does not permit any modification of Article 12.17. |
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Length of time employee treated as though on payroll for
purposes of health insurance increases from Expanded charge to committee to review
concerns about increasing employee awareness of eligibility for light-duty
assignment |
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Article 14 Professional Development and Quality of Work Life Coordinating Committee |
Increased funding in each year of the Agreement $200,000 of funding to support staff efforts on committee initiatives, with particular emphasis placed on nursing issues Funding for Health and Safety Committee moved from Article 14 to Article 18 2010-11 funding level of $530,000 combined with separate funding for Health and Safety ($528,000) is 75.2% increase from 2006-07 level |
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Increased funding in each year of the Agreement. New funding added to support Labor Management Training New Funding ($500,000 per year) added to support Professional Development Activities for Nurses 2010-11 Combined Article 15 funding ($8,069,200) is 80.8% increase from 2006-07 level |
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Eliminate 12 month restriction on term of probationary leave Create Probationary Leave for employees appointed to non-competitive positions |
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Amends side letter on Grievance Processing to include statement to expedite processing of out-of-title work grievances that are sustained at Step 2 |
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Separate funding for committee activities Funds to support firearms Training and Safety Initiative Additional Committee charges |
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Article 24 Labor Management Committee Process |
Ridesharing/carpooling added to list of Committee charges New requirement that all L/M agreements contain express provisions of how agreement can be ended or modified Funding established to support new initiative to provide on-going training to support L/M Committees |
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Increased funding in each year of the Agreement 2010-11 funding level of $20,700 is 21.2% increase from 2006-07 level |
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Percentage increased from 20% to 25% effective |
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Reference to physician assistants deleted; grievance withdrawn |
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Pilot program to allow for additional time to liquidate leave credits restored as a result of disciplinary settlement or decision Reproduce the Hartnett memo on constructive counseling in printed Agreement |
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Article 34 Grievance and Arbitration Procedure |
Triage and expedited arbitration process made permanent Additional ability to amend grievances at Step 2 by agreement by mutual consent Clarified the circumstances where PEF can file a class action grievance at Step 2 New side letter on use of technology for grievance processing |
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Article 38 Overtime Meal Allowances |
Allowance increased from $5.50 to $6.00 effective |
PEF accepts State interpretation that meal break on pass day interrupts eligibility; outstanding grievance settled. |
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Increased funding in each year of the Agreement Revised schedule of employer contribution (NOTE: The Joint Advisory Board recently increased the contribution schedule above the increase negotiated in the tentative agreement) 2010-11 funding level of $1,884,600 is 81% increase from 2006-07 level |
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Article 44 Joint Committee on Nursing and Institutional Issues Professional Development Sideletter |
Pilot program on mandatory overtime Enhanced Professional Development programs
for nurses including: (a) enhanced voucher
program to support degree completion programs at (b) An enhanced voucher
alternative (VALT) program for nurses (c) Additional funding
in Article 15.6 for professional development activities for nurses including
support for specialized training and certifications |
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Article 49 Duration |
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Effective April 2008, Firearm Training and Safety Incentive annual payment established at: $150 2008-09 $200 2009-10 $250 2010-11 Created as pilot program to end on |
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Uniform Maintenance Allowance for Fire Protection Specialists required to wear uniforms Allowance is $78
(full-time)/ $58 (part-time) effective |
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Change in the methodology used to establish rent at state-owned residential facilities |
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KRONOS ID Card Replacement Fees (Will not appear in final contract) |
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Current agreement on replacement fees for KRONOS ID Cards modified to reflect new vendor and to increase replacement fees from $5 (first replacement) and $10 (Subsequent replacements) to $7.50 and $15 respectively |
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Appendix II Seasonal Employees |
Add eligibility for Location and Inconvenience Pay. Under new NS Sideletter, seasonal employees will receive improved salary protection when moving to annual salaried positions. |
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Employees given additional opportunity to elect to take comp time instead of holiday pay when first hired |
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Authority to designate floating holidays changed from NYS to RPCI |
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Parties to meet within 90 days of ratification to attempt to reach agreement on the following issues: (a) modified performance program/Article 33 rights for scientific faculty as parties might agree (b) addition of shift differential for medical technologists and pharmacists (c) Extra Service Compensation program for Nurse Practitioners and Physician Assistants working more than 5 shifts per week |
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NYS Schools for
the Deaf and Blind (Separate
Documents not Printed in Agreement) |
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MOU SEA Performance Award Eligibility |
Prior service at top of the IA salary schedule counts as service
time at the SEA job rate for performance award eligibility. ( |
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MOU Salary Schedule Compression |
Effective |
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MOU New Salary Lanes |
Effective 4/1/11, a Masters 15 salary lane will be added to Instructors and Department Heads salary schedules at the current Masters 30 level. Higher salary lanes will be adjusted accordingly. |
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MOU Dual Certification Premium |
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Effective |
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MOU - Licensure Premium |
Effective |
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MOA Extra-Curricular Compensation |
Hourly rate will increase from $13.00 per hour to $15.00 effective upon ratification. |
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MOA Professional Development Compensation |
Money for professional development program attendance is doubled. Each school will have $10,000 per contract year. |
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MOA SEA Personal Leave Accruals |
Effective |
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MOA SEA Sick Leave Accruals |
Effective |
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MOA Personal Leave Accrual Date |
Effective |
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MOA Parent Conference Nights |
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Instructors and Department Heads may be required to attend up to 2 parent-instructor conference nights each year to be scheduled at least two months in advance |
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Mentoring Side Letter |
A pilot Mentoring Program will be jointly. The pilot will include additional compensation for mentors. |
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Sick Leave for Retirement Service Credit Side Letter |
The parties will discuss how unclassified employees at the Schools might utilize accrued sick leave for retirement service credit in Executive L/M |
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10-Month SEA Side Letter |
The parties authorized to meet locally to further discuss the development of terms and conditions for possible 10-month annual salaried SEA positions |
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