This Agreement entered into this 31st day of August 2004, by and between the Camden County Health Services Center Board of Managers hereinafter called the "Board", and the Camden County Supervisory Unit of Camden County Council No. 10, New Jersey Civil Service Association, hereinafter called the "Union", has as its purpose the promotion of harmonious relations between the Board and the Union; the establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work, and other conditions of employment, and represents the complete and final understanding on all the bargainable issues between the Board and the Union.
ARTICLE I

RECOGNITION


A. The Board of Managers recognizes Camden County Supervisory Unit of Camden County Council No. 10 N.J.C.S.A. as being the bargaining agent for the purpose of establishing salaries, wages, hours, and other conditions of employment for all of its employees in the classifications listed and attached hereto and by reference made a part of this agreement, and for such additional classifications as the parties may later agree in writing to include.

B. The Board shall notify the Union in writing prior to the creation of new titles, of new classifications of employees or the filling of existing positions.
ARTICLE II

CHECK-OFF


A. The Board agrees to deduct from the salaries of its employees, subject to this Agreement, dues for the Union. Such deductions shall be made in compliance with N.J.S.A. (R.S.) 52:14-15.9e, as amended.

B. A check-off shall commence for each employee who signs a properly dated authorization card, supplied by the Union and verified by the Treasurer of the Union during the month following the filing of such card with the Board.

C. The aggregate deductions from all employees shall be remitted to the Treasurer of the Union together with the list of names of all employees for whom the deductions were made by the fifteenth (15th) day of the succeeding month after such deductions were made.

D. If during the life of this Agreement there shall be any change in the rate of membership dues, the Union shall furnish the Board written notice thirty (30) days prior to the effective date of such change and shall furnish to the Board either new authorizations from its members showing the authorized deduction for each employee, or an official notification on the letter head of the Union and signed by the President of the Union or Local Representative advising of such changed deduction.

E. The Union will provide the necessary "check-off authorization" form and the Union will secure the signatures of its members on the forms and deliver the signed forms to the Chief Financial Officer.

F. Any such individual written authorization may be withdrawn at any time by the filing of such withdrawal with the Chief Financial Officer. The filing of notice of withdrawal shall be effective to terminate deductions in accordance with N.J.S.A. 52:14-15.9e as amended.

G. The Union and/or Council #10 shall indemnify, defend, and save the Board harmless against any and all claims, demands, suits, or other forms of liability that shall arise out of or by reason of action taken by the Board or in reliance upon information furnished by the Union or official notification on the letter head of the Union and signed by the President of the Union or Local Representative.
ARTICLE IIA

AGENCY SHOP


A. The Board agrees to deduct the fair share fee from the earnings of those employees who elect not to become members of the Union and transmit the fee to the majority representative.

B. The deduction shall commence for each employee who elects not to become a member of the Union during the month following written notice from the Union of the amount of the fair share assessment. A copy of the written notice of the fair share assessment must also be furnished to the New Jersey Public Employment Relations Commission.

C. The fair share fee for services rendered by the Union shall be in an amount equal to the regular membership dues, initiation fees, and assessments of the Union, less the cost of benefits financed through the dues and available only to members of the Union, but in no event shall the fee exceed eighty-five (85%) percent of the regular membership dues, fees and assessments.

D. The sum representing the fair share fee shall not reflect the costs of financial support of political causes of candidates, except to the extent that it is necessary for the Union to engage in lobbying activity designed to foster its policy goals in collective negotiations and contract administration, and to secure for the employees it represents advances in wages, hours, and other conditions of employment which ordinarily cannot be secured through collective negotiations with the Board.

E. Prior to January 1st and July 31st of each year, the Union shall provide advance written notice to the New Jersey Public Employment Relations Commission, the Board, and to all employees within the unit the information necessary to compute the fair share fee for services enumerated above.

F. The Union shall establish and maintain a procedure whereby any employee can challenge the assessment as computed by the Union. This appeal procedure shall in no way involve the Board or require the Board to take any action other than to hold the fee in escrow pending resolution of the appeal.
ARTICLE IIA cont'd


G. The Union shall indemnify, defend, and save the Board harmless against any and all claims, demands, suits, or other forms of liability that shall arise out of or by reason of action taken by the Board in reliance upon salary deduction authorization cards or the fair share assessment information as furnished by the Union to the Board, or in reliance upon the official notification on the letterhead of the Union and signed by the President of the Union, advising of such changed deduction.
ARTICLE III

WORK SCHEDULES


A. The regularly scheduled work week shall consist of thirty-five (35) through forty (40) hours per week as noted elsewhere in this Agreement.

B. The regular starting time for the work shift will not be changed without one (1) week written notice, except in case of emergency, to the affected employee and without first having discussed the need for such changes with the Union.

C. All employees covered by the Agreement shall receive a salary predicated on the appropriate hourly rate for their title multiplied by the actual number of hours that comprise their scheduled work week.

D. When more than one work shift per day within a given classification exists, employees will be given preference of shifts in accordance with their seniority, provided that the exercise of such preference will have no adverse effect on productivity, and provided further that such preference may be exercised when vacancies occur or when for other reasons changes in the number of employees per shift are being made.

F. Employees can work flex time schedules as long as the Department Head and employee mutually agree.
ARTICLE IV

RATES OF PAY


A. The pay scales for all employees covered by this Agreement shall be set forth in the attached schedules. Employees covered by this Agreement will receive the following pay increases:

Effective pay period one of 2003 – 1.75% pay increase on the hourly rate.

Effective pay period fourteen of 2003 – 1.25% pay increase on the hourly rate.

Effective pay period one of 2004 – 2% pay increase on the hourly rate.

Effective pay period fourteen of 2004 – 2% pay increase on the hourly rate.

Effective pay period one of 2005 – 3.5% pay increase on the hourly rate.

Effective pay period one of 2006 – 3.75% pay increase on the hourly rate.

1. All participants in an HMO shall be subject to a five dollar ($5.00) co-pay for all visits to a primary physician. Effective upon the signing of this agreement, all participants in an HMO or PPO shall be subject to a ten dollar ($10) co-pay for all visits to a primary physician and a fifteen ($15) co-pay for all visits to a specialist.

1. The prescription co-pay shall be ($4.00) for name brand prescription drugs. There shall be no co-pay for generic prescription drugs or mail-in prescription drugs. However, after the purchase of three (3) consecutive months of maintenance prescription drugs, a prescription co-pay of seven dollars ($7.00) shall be applicable for all such maintenance prescription drugs not ordered through the available mail-in procedures. The decision of the Board of Managers to require a seven dollar ($7.00) co-pay shall be appealable through the grievance procedure.
Effective the signing of this Agreement, Employees shall co-pay a percentage of the cost of each prescription subject to a minimum and maximum per prescription and/or maximum per card per year in accordance with the following schedule.

EMPLOYEES WITH A SALARY UNDER $30,000 –
Percentage Co-pays:

Retail Purchases		Mail Order Purchases
Brand Name Drugs – 7%		Brand Name Drugs – 7%
Generic Drugs – 4%		Generic Drugs – 4%
Minimum Co-pay/Prescription - $3		Minimum Co-pay/Prescription - $6

Maximums:



Retail Purchases/Prescription		Mail Order Purchases/Prescription
2004 - $8		2004 - $9
2005 - $10		2005 - $11
2006 - $12		2006 - $13

Maximum per Card (including all covered dependents)/Year

2004 - $400

2005 - $450

2006 - $500

EMPLOYEES WITH A SALARY OF $30,000 – $50,000

Percentage Co-pays:

Retail Purchases		Mail Order Purchases
Brand Name Drugs – 8%		Brand Name Drugs – 8%
Generic Drugs – 5%		Generic Drugs – 5%
Minimum Co-pay/Prescription - $3		Minimum Co-pay/Prescription - $6

Maximums:



Retail Purchases/Prescription		Mail Order Purchases/Prescription
2004 - $10		2004 - $11
2005 - $12		2005 - $13
2006 - $14		2006 - $15

Maximum per Card (including all covered dependents)/Year

2004 - $700

2005 - $750

2006 - $800

EMPLOYEES WITH A SALARY OF $50,000 – $70,000

Percentage Co-pays:

Retail Purchases		Mail Order Purchases
Brand Name Drugs – 9%		Brand Name Drugs – 9%
Generic Drugs – 6%		Generic Drugs – 6%
Minimum Co-pay/Prescription - $3		Minimum Co-pay/Prescription - $6

Maximums:



Retail Purchases/Prescription		Mail Order Purchases/Prescription
2004 - $12		2004 - $13
2005 - $14		2005 - $15
2006 - $16		2006 - $17

Maximum per Card (including all covered dependents)/Year

2004 - $1,100

2005 - $1,300

2006 - $1,500

EMPLOYEES WITH A SALARY OF OVER $70,000 –

Percentage Co-pays:

Retail Purchases		Mail Order Purchases
Brand Name Drugs – 11%		Brand Name Drugs – 11%
Generic Drugs – 8%		Generic Drugs – 8%
Minimum Co-pay/Prescription - $5		Minimum Co-pay/Prescription - $8

Maximums:



Retail Purchases/Prescription		Mail Order Purchases/Prescription
2004 - $14		2004 - $15
2005 - $16		2005 - $17
2006 - $18		2006 - $19

Maximum per Card (including all covered dependents)/Year

2004 - $1,300

2005 - $1,500

2006 - $1,700

The percentage co-pays set forth above are based on the retail and/or mail order cost to the County for the prescription purchased. Only one co-pay shall be charged for a mail order prescription for up to a ninety (90) day supply.

After the retail purchase of three (3) consecutive months of a maintenance prescription drug, the prescription co-pay for such maintenance drug thereafter shall be twenty-five percent (25%) of the retail cost to the County for the prescription purchased, with no maximum, if not ordered through the available mail-in procedures. However, if the prescription drug cannot be prescribed for ninety (90) days or cannot be mailed then the employee shall pay only the appropriate co-pay (generic or name brand as set forth above). The decision of the County to require a maintenance prescription drug co-pay shall be appealable through the grievance procedure.

6 0%

1. 6%
2. 4%
3. 0%


ARTICLE VI cont'd.

All new employees hired after the signing of this agreement shall be required to pay a portion of the premium cost for the health care and prescription coverage selected in accordance with the following schedule:




Years of Employment	Percentage of Co-pay
1	20%
2	20%
3	17%
4	17%
5	13%
6	13%
7	10%
8	10%
9	10%
10	10%
11	0%

All deductions are limited to a maximum of 5% of an employee’s base gross pay.

The employee co-pay, however, will be reduced on an annual basis as follows: If the employee joins the lowest cost health insurance plan available at the annual period of open enrollment, the employee shall be entitled to a credit towards his/her percentage co-pay equal to the difference between the lowest cost plan available and the average cost of all the other health insurance plans available. The employee shall receive the credit on the first two pays of each month. The credit may not exceed the employee's percentage co-pay. The average cost shall be determined by combining the costs for the County's self-insured traditional indemnity plan and the County's self-insured PPO plan at the prior year's rates with the existing HMOs at the current rates, subtracting the lowest cost plan and then dividing the remaining costs by the remaining total number of plans. Average costs shall be separately calculated for each type of coverage, i.e. single, husband/wife, parent/child and family. The employee must remain in the lowest cost plan for the entire year in order to be entitled to the credit. If at any open enrollment period an employee elects not to remain in the lowest cost major medical plan, the applicable employee percentage co-pay pursuant to this Section shall be based solely on the employee's years of employment with the County and/or Center.




ARTICLE VI cont'd.
1. All participants currently retired from the Board of Managers and those who retire from the Board up to and including December 31, 1995 with less than 25 years of service but more than five (5) years of service with the Board of Managers/ County, shall continue to receive all health benefits in accordance with Section A above and at the same cost to the participant as currently exists as of the effective date of this Agreement. All such employees who retired up to and including December 31, 1995 with five (5) years of service or less with the Board of Managers/County as of their date of retirement shall be entitled to receive all health benefits as set forth in Section A above at a cost of fifty (50%) percent of the actual cost for the type of coverage selected by participants as established by the County and adjusted on an annual basis. Any participant who is ineligible for retirement and who ceases to be employed by the Board of Managers for any reason other than termination for disciplinary reasons may purchase such health benefits for a period not to exceed 120 days at a cost of fifty percent (50%) of the County's actual cost.
1. All health and prescription coverage for dependent children under all plans will end at the end of the month the dependent child reaches age 19, if the child is not in school, or at the end of the month the dependent child reaches age 23, if the child is in school. Children who are permanent dependents as a result of a disability are covered for the life of the employee or as long as the employee maintains eligibility for health benefits.

B. Employees retiring with twenty-five (25) or more years of service with Camden County and/or affiliated organizations and twenty-five (25) or more years of service credit in a state or locally administered retirement system, and employees retiring on an accidental disability pension, shall continue to receive fully paid health and prescription benefits.

Employees retiring at age 62 or older with at least fifteen (15) years of service with Camden County and/or affiliated organizations; or retiring with at least ten (10) years of service with Camden County and/or affiliated organizations and twenty-five (25) or more years of service credit in a state or locally administered retirement system; or retiring on an ordinary disability pension, shall continue to receive health and prescription benefits subject to the following co-pays:

Prior years of employment with the HSC/County and/or affiliated organizations shall count as “Years of Employment” for the purpose of determining the appropriate co-pay set forth above.

Any participant who is ineligible for retirement and who ceases to be employed by the Board of Managers for any reason other than termination for disciplinary reasons may purchase such health benefits for a period not to exceed one hundred and twenty (120) days at a cost of fifty percent (50%) of the Board of Manager’s actual cost.

No health and/or prescription opt out is permitted for spouses or dependents if both are and would otherwise be eligible for benefits through the County Insurance Division. However, such employees who are currently receiving opt out will be permitted to continue to receive an opt out payment until the first pay period of 2007, in declining percentage amounts over the term of this contract as follows. Upon the signing of this Agreement, these employees will receive 75% of the amount they otherwise would have been paid as set forth in Section D(3) below. Effective the first pay period of 2005, they will receive 50% of the opt out amount they would otherwise have received. Effective the first pay period of 2006, that amount will be reduced to 25%. Effective the first pay period of 2007 and thereafter, their opt out payment will cease in entirety. This schedule for the reduction and elimination of opt out payments for such employees will be applicable to both active employees and those who retire during the term of this Agreement.

If an employee chooses to participate in this program and drops employee and/or spouse and/or dependent coverage, the eligible employee shall receive a monetary incentive.
2. Employees who opt to participate in this program must do so for a minimum of one (1) year at a time. However, if an employee chooses to participate and then the spouse's coverage is terminated, upon proper verification of termination, the County will restore the employee, his or her spouse and/or dependents to coverage under the County’s Self-Insured Plan for the remainder of the year, effective the first day of the following month. If the employee desires to reinstate HMO coverage he or she will be required to wait until the next open enrollment period. The employee can opt out any time during the year but must remain in the program for one full year.
3. All employees who are entitled to receive opt out and are not subject to the phase out set forth above and who elect to participate shall be paid the following amounts on a monthly basis:

Health Insurance

Change in Coverage Opt Out Amount Paid

From Family to No Coverage $415.83
From Parent/Child to No Coverage 242.13
From Husband/Wife to No Coverage 307.94
From Single to No Coverage 143.16
From Family to Parent/Child Coverage 173.70
From Family to Husband/Wife Coverage 107.89

From Parent/Child to Single Coverage 98.98
From Husband/Wife to Single Coverage 164.79








Prescription Benefits

From Family to No Coverage 174.33
From Husband/Wife to No Coverage 174.33
From Parent/Child to No Coverage 102.63
From Single to No Coverage 60.29
From Family to Parent/Child Coverage 71.71
From Family to Single Coverage 114.04
From Parent/Child to Single Coverage 42.34

1. The incentive shall begin to be paid to the employee no later than one month after the effective date of the option.

1. The Union and the Board of Managers agrees that the Board will re-enroll employees in the health and prescription plans once every two years in order to verify dependent coverage.
2. Effective January 1, 2003, the Board of Mangers shall provide as a covered benefit all prescription contraceptive medications and devices.
3. Employees shall be responsible for any extra cost incurred by the County/Health Service Center if there is a change in life status (divorce, death of spouse, etc.) that would affect their health and prescription benefits and where they do not report such change to the County Insurance Division within 90 days of the change. However, no employee will be required to pay more than $3,000 for such costs.
4. Employees on leave shall be required to pay a percentage of the premium for health and prescription benefits in accordance with the following schedule:

   For Employees on Personal Leave

   Employees with a Gross Base Salary of Under $30,00020%

   Employees with a Gross Base Salary of $30,000 up to $50,00030%

   Employees with a Gross Base Salary of $50,000 up to $70,00040%

   Employees with a Gross Base Salary of $70,000 and Above50%

   For Employee on Medical Leave

   First Three Months of Leave0%

   Months Four, Five, and Six of Leave15%

   Months Seven, Eight, and Nine of Leave 20%

   Months Ten and Over (up to maximum permitted)30%

1. At the discretion of the Department Head, the employee seeking sick leave may be required to submit medical evidence to substantiate his/her request. Failure to provide adequate medical evidence may result in the denial of sick leave benefits, and the employee will suffer a loss of his/her pay for any authorized time period. In the event the employee has exhausted his/her accumulated sick leave and is sick, the absence may be charged to the employee's vacation, if any, provided that the employee agrees and further provided that such use of vacation time will not be used to circumvent either the provisions or the intent of Article XXII, Strikes and Lockouts.

1. An employee shall be given time off without loss of pay when commanded to appear as a witness and not a party before a court, legislative committee, or judicial or quasi - judicial body.

1. The provisions of Section A above shall not apply for appearances by an employee in connection with any activities set forth in Article XXII, Strikes and Lockouts.

1. The Representative agrees to save and hold harmless the employer from any liability arising out of the administering of the fund to which this sum shall be paid on behalf of each employee as stated above, and further agrees to make available to the employer detailed audits or reports dealing with said funds on June 30, 1983, and each June 30th thereafter as well as the bidder list and bids for each service provided.

Employees shall be entitled to be reimbursed by the Board for all costs incurred in attending seminars, training programs, or attendance at courses in an accredited educational institution so long as such courses, seminars, and/or training program are required for the employee to maintain a license, or to meet State and/or Federal Regulations relating to their employment with the Board of Managers. At the employee’s request, employees will be entitled to tuition reimbursement, up to a maximum of six (6) credits per semester, for job related courses of study if approved in advance by the C.C.H.S.C. If approved, reimbursement will be made to the employee upon completion of the course(s) so long as the employee completes the course and achieves a passing grade. The rate of reimbursement shall not exceed the per credit cost for general graduate studies at Rutgers-Camden.