PREAMBLE 1

ARTICLE 1 -Recognition and Scope 1

ARTICLE 2 - Employer’s Rights and Responsibilities 2

ARTICLE 3 - DEFINITIONS 2

ARTICLE 4 - Grievance Procedure 3

ARTICLE 5 - UNION STEWARDS 7

ARTICLE 6 - VISITATION OF PREMISES 7

ARTICLE 7 - Working Hours and Work Week 8

ARTICLE 8 - Holidays 9

ARTICLE 9- Vacations 9

ARTICLE 10 - Sick Leave 11

ARTICLE 11 - Personal Leaves 15

ARTICLE 12 – Medical Benefits 17

ARTICLE 13 - Group Life Insurance 20

ARTICLE 14 - Pensions 20

ARTICLE 15 – Salaries & Wages 20

ARTICLE 16 - DISCIPLINE 21

ARTICLE 17 - ACCESS TO PERSONNEL FOLDERS AND EVALUATION 23

ARTICLE 18 – Longevity 24

ARTICLE 19 - General Provisions 24

ARTICLE 20 - JOB POSTING 25

ARTICLE 21 - Breaks 25

ARTICLE 22 – Labor Management Meetings 25

ARTICLE 23 - Payroll Deductions 26

ARTICLE 24 - STORM DAYS AND EMERGENCIES 27

ARTICLE 25 - Transportation Allowance 27

ARTICLE 26 - Employee Automobile Insurance 28

ARTICLE 27 - Tuition Reimbursement 28

ARTICLE 28 - SEVERANCE PAY 30

ARTICLE 29 - Temporary Disability Benefits 30

ARTICLE 30 - Out of Title Work 30

ARTICLE 31 - Health and Safety 30

ARTICLE 32 - Employee Notification 31

ARTICLE 33 - UNION PRIVILEGES 31

ARTICLE 34 - Agency Shop 32

ARTICLE 35 - No Strike Pledge 32

ARTICLE 36 - Duration 33

SCHEDULE “A” 35

SCHEDULE "B"………….…………………………………………………………………….…………36

SALARY SCHEDULES 05, 06 & 07 …………………………………………………………………….37
PREAMBLE
This Agreement made and entered into the day of July, 2005, by and between the Warren County Board of Chosen Freeholders, hereinafter referred to as the Employer and the Communications Workers of America, AFL-CIO, hereinafter referred to as the Union, is the final and complete understanding between the Employer and the Union on all bargainable issues and as such will serve to promote and maintain a harmonious relationship between the Employer and those of its employees who are subject to this Agreement in order that more efficient and progressive public service be rendered.
ARTICLE 1 -Recognition and Scope
A. The Employer hereby recognizes the Union as the sole and exclusive representative of all full-time and part-time, permanent and provisional employees under this Agreement for the pur-pose of collective negotiations pursuant to the New Jersey Employer-Employee Relations Act (N.J.S.A. 34:13A-1 et seq.) concerning salary, hours, and other terms and conditions of employment in the negotiating unit as described below:
1. All Supervisory and Non-supervisory employees employed by the County of Warren, Department of Human Services, Division of Temporary Assistance and Social Services in the classified service in any permanent position, including provisional employees, as set forth in Schedule A and Schedule B.
2. Excluded from this Agreement are all managerial executives, confidential, and police employees within the meaning of the Act, employees included in any other collective negotiations unit, and all other employees of the county.
B. Unless otherwise indicated, the terms “employee” and “employees” when used in this Agreement refer to all persons represented by the Union as defined in Schedule A and Schedule B.
C. New titles may be established by the Employer and added to the bargaining unit. The Union will be notified of the initial salary at the time the new titles are established. The job descriptions of such titles shall not be negotiable and shall be the exclusive prerogative of the Employer to determine. The Union may negotiate (but not grieve) the unit placement and initial salary. However, failure of the Employer and the Union to agree on such placement and salary shall not delay the filling of the position and the payment of the employee(s) serving therein. When a position title is deleted at TASS, the County will communicate that information to the Local President within thirty days post deletion.
ARTICLE 2 - Employer’s Rights and Responsibilities
A. It is mutually understood and agreed that the Employer retains the prerogative of management, including but not limited to the rights of hiring, suspending, disciplining or discharging for proper cause, promoting, transferring and scheduling employees; to determine the standards of service to be offered by its agencies; to take necessary actions in emergencies; to determine the standards of selection for employment; to maintain the efficiency of its operations and the technology of performing its works; to determine the methods, means and personnel by which its operations are to be conducted; to introduce new or different methods of operations; to contract or subcontract for work for services; and to determine the content of job classifications, subject however, in the entirety to civil service regulations and rules promulgated thereunder, and any other applicable law or provisions of this Agreement
B. The prerogative of management concerning hiring, mentioned in Paragraph A set forth above, includes the right to hire at above Step 1 and to a maximum of Step 3 in cases where the Employer has difficulty recruiting for the position or where the employer wishes to recognize prior experience of the applicant. In no case shall a new employee be hired at a salary above an existing employee in the same title and in the same department, regardless of experience.
C. It is agreed and understood that the Employer’s exercise of its management rights and responsibilities shall not be grievable, except to the extent that the Employer may have yielded its exclusive authority over same by an express provision of this Agreement, and then only to the extent such specific and express provisions are in conformance with the Constitution and the laws of New Jersey and of the United States.
ARTICLE 3 - DEFINITIONS
A. All references to employees in the Agreement designate both sexes, and whenever the male gender is used, it shall be construed to include male and female employees.
B. The term “holiday” means any day so designated under the Article concerning holidays herein or a day especially designated by the Employer herein.
C. In instances where this agreement refers to limits in days, the number of days shall be business days, Monday through Friday, 8:30 a.m. to 4:30 p.m., excluding Holidays.
ARTICLE 4 - Grievance Procedure
A. Purpose
1. The purpose of this procedure is to secure, at the lowest possible level, an equitable solution to the problems which may arise affecting the terms and conditions of employment under this Agreement.
2. Nothing herein shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with any appropriate Employer representative.
B. Definition
The term “grievance” as used herein means the alleged misinterpretation, misapplication or violation of this Agreement or written rules and regulations, and may be raised by an individual or the Union at the request of an individual or individuals. The sole remedy available to any employee for any alleged breach of this Agreement or any alleged violation of his rights hereunder shall be pursuant to the grievance and arbitration procedure provided.
C. Matters Outside the Scope of Grievance Procedure
1. When a grievance involves an alleged violation of rights specified in Civil Service laws and rules for which there are specific appeals to Civil Service, the employee shall present his complaint to Civil Service directly.
2. This grievance procedure shall not serve as an avenue of appeal for matters which must by law or civil service rules be decided by the New Jersey Department of Personnel through its exclusive appeal procedure which shall include, but not be limited to, the following unless same are changed by law:
a. Removal.
b. Suspension of more than five (5) days at one time.
c. Demotion indicating a lowering in rank, rate or change.
d. Layoffs.
e. Letter removal at end or during working test period.
f. Classified reviews.
g. Removal of names from eligible list.
h. An examination review.
3. The matters which are beyond the scope of this grievance procedure include:
a. Matters which the Union raised or could have raised during the negotiations that led to this Agreement.
b. Matters reserved to the Employer's discretion by this Agreement.
c. Disputes concerning terms and conditions of employment governed by statute or state or federal administrative regulation, incorporated by reference in this Agreement either expressly or by operation of law.
D. Steps of the Grievance Procedure
The following constitutes the sole and exclusive method for resolving grievances between the parties covered by this Agreement and shall be followed in its entirety unless any step is waived by mutual consent:
Step One: A grievance must be filed with the immediate super-visor within twenty (20) working days from the date when the act which is the subject of the grievance occurred. Failure to act within said twenty (20) days shall be deemed to constitute an abandonment of the grievance.
Step Two: If no agreement is reached within five (5) days of receipt of the grievance by the immediate supervisor, the employee or the Union may present the grievance in writing within five (5) days thereafter to the department head or his designee who shall answer the grievance in writing within five (5) days of receipt of the written grievance.
Step Three: If the Union wishes to appeal the decision of the department head, such appeal shall be presented in writing to the County Administrator within twenty (20) days thereafter. The County Administrator, or designee, shall respond, in writing, to the grievance within twenty (20) days of the submission.
Step Four: If the grievance is not settled through Steps 1, 2 and 3, either party shall have the right to submit the dispute to arbitration within ten (10) days pursuant to the rules and regulations of the Public Employment Relations Commission. The cost for the services of the arbitrator shall be borne equally by the County the Union. Any other expenses, including but not limited to the presentation of witnesses, shall be paid by the parties incurring same.
E. Arbitration
Should the Union wish to move a grievance to arbitration, the parties may have the option of selecting an arbitrator as follows:
1. By selection from the panel of arbitrators maintained by the Public Employment Relations Commission, in accordance with the selection procedures of the Public Employment Relations Commission; or
The parties shall meet at least ten (10) days prior to the date of the arbitration hearing to frame the issues to be submitted to the arbitrator and to stipulate the facts of the matter in an effort to expedite the hearing.
a) The arbitrator shall hear the matter on the evidence and within the meaning of this Agreement and/or such rules and regulations as may be in effect by the Merit System Board. The arbitrator shall have the full power to hear the grievance and make a decision, which decision shall neither modify, add to, nor subtract from the terms of the Agreement and the referenced policies. He shall confine himself to the precise issue submitted for arbitration and shall have no authority to determine any other issues not so submitted to him, nor shall he submit observations or declaration of opinions, which are not essential in reaching the determination. The decision shall be rendered within thirty (30) days of the hearing.
b) The arbitrator may prescribe an appropriate back pay remedy when he finds a violation of this Agreement, provided such a remedy is permitted by law and is consistent with the terms of this Agreement, except that he may not make an award which exceeds the Employer authority.
c) The decision or award of the arbitrator shall be final and binding on the Employer, the Union and the grievant or grievants to the extent permitted by and in accordance with applicable law and this Agreement.
d) Either party shall have the right to seek judicial review of the matter as prescribed by New Jersey statutes.
e) Employee grievances shall be presented in writing, and to be timely and effective, shall state clearly what the grievance is, identify the contract violation(s), if any, and state what settlement is requested to resolve the grievance. If a grievance is rejected for failure to comply with the foregoing standards, the grievant shall have two (2) days to re-submit the grievance.
f) Grievance resolutions or decision at Step 1 through Step 4 shall not constitute a precedent in any arbitration or other proceeding unless a specific agreement to that effect is made by the authorized representative of both parties. This is not to be construed as limiting the right of either party to introduce relevant evidence, including such grievance resolution, as to the prior conduct of the other party.
F. The time limits expressed herein shall be strictly adhered to. If any grievance has not been initiated within the time limits specified, then the grievance shall be deemed to have been abandoned. If any grievance is not processed to the next succeeding step in the grievance procedure within the time limits prescribed there under, then the disposition of the grievance at the last preceding step shall be deemed to be conclusive. If a decision is not rendered within the time limits prescribed for decision at any step in the grievance procedure, then the grievance shall be deemed to have been denied. Nothing herein shall prevent the parties from mutually agreeing in writing to extend or contract the time limits for processing the grievance at any step in the grievance procedure.
G. Upon prior notice to and authorization of the department head, the designated Union representatives shall be permitted to confer with employees and the County on specific grievances in accordance with the grievance procedure set forth herein during work hours of the employees, without loss of pay, provided the conduct of said business does not diminish the effectiveness of the County of Warren or require the recall of off-duty employees.
H. General
1. In the event a formal charge of misconduct is made by the Employer against an employee, and if he so requests, he shall be entitled to a representative of the Union only as a witness or as an advisor during any subsequent interrogation of the employee concerning such charge. No recording of such procedure shall be made without notification to the employee. There shall be no presumption of guilt. The employee and/or the Union, if present, may request and receive a copy of any recording, if made.
2. The parties agree that a shop steward or other Union representative may be permitted to meet with an employee and the employee’s immediate superior in order to adjust grievances without loss of pay, provided such activity does not interrupt the normal operation and business of the public employer.
3. Nothing in this Agreement shall be construed as compelling the Union to submit a grievance to arbitration or to represent an employee before the New Jersey Department of Personnel. The Union’s decision to request the movement of any grievance at any step shall be final as to the interest of the grievant and the Union.
4. Should a grievance not be satisfactorily resolved or should the Employer not respond in the time as prescribed above; either after initial receipt of the grievance or after movement of the grievance to step two or step three, the grievant may exercise the option within five (5) days to proceed to the next step.
5. The Employer representative at the last hearing shall inform the grievant of the name and position of the next higher level of management to whom the appeal should be presented.
6. If the finding or resolution of a grievance at any step in the grievance procedure is not appealed within the prescribed time, said grievance will be considered settled on the basis of the last answer provided, and there shall be no further appeal or review.
ARTICLE 5 - UNION STEWARDS
A. The Union has the sole right and discretion to designate stewards and chief shop stewards and specify their respective responsibilities and authority to act for the Union.
B. The Union shall furnish to the Employer, within fifteen (15) days of the signing of this Agreement, a complete list of Union representatives, including shop stewards, chief shop stewards and their respective grievance districts.
C. The Union shall provide to the Employer in writing any changes in the aforementioned lists within fifteen (15) days of such change so that such lists are current and correct at all times.
ARTICLE 6 - VISITATION OF PREMISES
Authorized representatives of the Union may enter the premises of the Employer during working hours provided a request has been made to the appropriate Employer representative and approval has been received from such representative. The purpose of such visitation by a Union representative shall be limited to the conduct of normal duties relating to the administration of this Agreement. However, such visits shall not interfere with the work being performed or the proper service to the public.
ARTICLE 7 - Working Hours and Work Week
Section 1: Any employee, given prior approval for overtime by his or her supervisor, if authorized by the division head, shall be paid time and one-half the employee's regular hourly rate for each hour worked beyond thirty-five (35) hours in the employee's normal work week. Or, upon mutual written agreement approved by both employer and union, the employee may receive compensatory time off at the rate of one and one-half time their regular rate in the form of compensatory time. Overtime may be assigned in certain cases by the Employer or his designee. The refusal or failure to approve or assign overtime is not grievable.
Section 2: All employees will work thirty-five (35) hours during the normal workweek, which is listed below:
8:30 A.M. to 4:30 P.M., Monday through Friday, with one hour lunch.
Section 3: Any employee who is called into work outside of a normal work week, shall be compensated for two (2) hours of pay at a minimum at the rate of one and one-half time his regular hourly rate for the actual hours worked, inclusive of travel time to the work site only. In this instance, compensation may be in the form of overtime payment or compensatory time, as provided in Section 1.
Section 4: All accumulated compensatory time shall be exhausted at the end of the calendar year within which it is earned. If compensatory time cannot be exhausted by the time period indicated above due to pressure of work, such unused time shall be carried forward into the following calendar year by mutual consent of both the employer and employee. Any carry over of compensatory time must be exhausted in the following year or paid in cash if circumstances warrant same.
Section 5: Upon written request and acceptance by the employee, supervisor and Employer, an employee may schedule or be scheduled on a flexible time arrangement to work outside regular working hours. The total hours of work during the work week will not be altered by flex time, and any hours worked over the regular weekly total shall be compensated in accordance with the provisions of this Article.
ARTICLE 8 - Holidays
Section 1: The legal paid holidays which are recognized holidays for the purpose of this Agreement are as follows:
1. New Year's Day 8. Labor Day
2. Martin Luther King's Birthday 9. Columbus Day
3. Lincoln's Birthday 10. General Election Day
4. President’s Day 11. Veteran's Day
5. Good Friday 12. Thanksgiving Day
6. Memorial Day 13. Day after Thanksgiving
7. Independence Day 14. Christmas Day
Section 2: To be eligible for a paid holiday, an employee must have worked the last scheduled work day before, and the first scheduled work day after, the holiday unless on authorized leave with pay, excluding educational leave with stipend.
Section 3: Whenever any of the holidays enumerated above fall on a Saturday, the previous Friday shall be observed as the official holiday; and whenever any of the holidays enumerated above fall on a Sunday, the following Monday shall be observed as the official holiday.
Section 4: If an employee is required to work on any of the holidays designated under Section 1 of this Article, he/she shall be compensated at the rate of time and one-half for the hours actually worked, in addition to his/her regular day's pay. Compensation may be in payment or compensatory time, as agreed to by the parties.
ARTICLE 9- Vacations
Section 1: Employees may be granted vacation leave as follows:
One (1) working day for each full month of service or major fractions thereof, during the first year;
After one year of service, through five years of service: Twelve (12) working days per year;
After five years of service, through twelve years of service: Fifteen (15) working days per year;
After twelve years of service, through twenty years of service: Twenty (20) working days per year;
After twenty years of service: Twenty-five (25) working days per year.
After twenty-five years of service: Twenty-six (26) working days per year.
After thirty years of service: Twenty-seven (27) working days per year.
After thirty-five years of service: Twenty-eight (28) working days per year.
Service includes all previously determined full-time, temporary, continuous Warren County Welfare Board service immediately prior to permanent appointment with Warren County Division of Temporary Assistance and Social Services, provided there is no break in service of more than one week.
Section 2: The vacation period for employees shall begin January 1 of each year and continue in effect until December 31 of such year. Annual leave shall be taken subject to the needs of the service during the current vacation period.
Section 3: Annual vacation shall be granted upon prior approval of the Employer or his designee. For vacations of five days or less, a written request shall be presented to the Employer or his designee one (1) week prior to the dates requested. For vacations more than five (5) consecutive days, a written request shall be submitted to the Employer or his designee two (2) weeks prior to the dates requested.
Section 4: Vacation leave is credited in advance at the beginning of the calendar year in anticipation of continued employment for the full year, and may be used on that basis and in accordance with established policy. Vacation allowance must be taken during the current calendar year at such time as permitted or directed by the Employer unless he or she determines it cannot be taken because of pressure of work. Only one (1) year of earned vacation allowances may be carried forward to the next succeeding year. Where an employee has earned vacation in excess of one (1) year allowance as of October 1, the employee will meet with his supervisor to schedule such vacation time as may not be carried into the succeeding calendar year, so that no accrued vacation time will be lost.
Section 5: Employees granted a leave of absence without pay shall have annual vacation leave credits reduced at the same rate as earned during the period of absence. During the year in which a suspension for major discipline or leave without pay occurs, vacation leave shall be prorated to the nearest half-day using 260 yearly employee workdays as a constant.
Section 6: Upon separation from employment for any reason, an employee shall be entitled to vacation allowance for the current year based on using 260 yearly employee workdays as a constant and will be paid for any accumulated vacation time. If upon separation from employment the employee has taken more vacation time than earned up to that time, an amount shall be deducted from his or her final pay for each day used but not earned.
ARTICLE 10 - Sick Leave
Section 1: Sick leave is hereby defined to mean absence from post of duty of an employee because of illness, injury, accident, exposure to contagious disease, maternity leave, or attendance upon a member of the employee's immediate family, who is seriously ill, or requiring the care or attendance of such employee. Immediate family means (father, mother, spouse, child, foster child, sister, brother, stepfather, stepmother, father-in-law, mother-in-law, stepchild and grandparent or other near relatives residing in the employee’s household). It shall also include relatives of the employee residing in the employee's household.
With regard to maternity leave the following shall apply. A pregnant employee shall notify the Employer as soon as practical that she is pregnant. The employee shall give reasonable advance notice of the need for maternity leave. Except for reasons of health and safety or inability to perform her job, the pregnant employee shall be permitted to work provided the attending physician approves and so advises in writing. Such employee shall be entitled to the use of earned and accumulated sick leave during the time prior to the expected date of confinement and for one month after the actual date of birth. Additional sick leave beyond the one month shall be granted upon presentation of a doctor's certificate(s) setting forth the necessity therefore.
Section 2:
(a) Each employee shall be entitled to sick leave credits at the rate of one day per month from the date of employment to the end of the calendar year of hire. If separation from employment occurs before the end of said year and the employee has used more sick leave than appropriate on a pro rata basis, he shall have an amount equal to his daily rate of pay deducted from his final pay for each day of sick leave in excess of the number to which he was entitled. Sick leave shall be prorated to the nearest half-day during the year in which a suspension for major discipline or leave without pay occurs using 260 yearly employee workdays as a constant.
(b) Each employee will be credited with 15 days sick leave annually for each succeeding calendar year of full time employment, which is cumulative. Upon termination of employment supplemental compensation for accumulated unused sick time is permitted pursuant to the provisions of Section 5 below. If upon termination after a year's service an employee has used more sick leave than that to which he is entitled, he shall have deducted from his final pay an amount equal to his daily rate of pay for each day of sick leave taken in excess of the number of sick leave days to which he is entitled. Sick leave benefits shall be available to both provisional and permanent employees in accordance with law.
Section 3: Each employee is required to notify the Employer Office immediately after 8:30 A.M.. but no later than 9:30 A.M., giving the specific reason for the absence. Failure to give notification without valid reason as required will result in loss of sick leave for that day and may constitute cause for disciplinary action. Failure to report without approval of authorized leave from duty for five consecutive business days shall constitute a resignation pursuant to Civil Service Rules and Regulations. The procedure for notifying the Employer referred to above shall be as follows. The employee shall first call the office reception desk, and after notifying the receptionist shall then request to transfer the call to the employee's supervisor in order to provide any information required by the supervisor or answer any questions which the supervisor may have. The employee's responsibility is limited to asking the receptionist to transfer the call to the supervisor, and if the supervisor cannot be reached, that will not be held against the employee.
Section 4:
(a) A certificate from a licensed physician in attendance may be required as sufficient proof of need of leave of absence or the need of the employee's attendance upon a member of the employee's immediate family. Where an employee is absent from duty due to illness less than five days at one time, the Employer may require production of the physician's certificate. However, in the event of absence from duty due to illness for five consecutive working days or more at one time, the employee shall be required to submit an application for leave of absence form signed by a physician to justify payment of sick leave.
(b) Employees, absent on sick leave for periods totaling fifteen (15) days in one calendar year, consisting of periods of less than five days, shall submit acceptable medical evidence for any additional sick leave in that year, unless such illness is of a chronic or recurring nature requiring recurring absences of one day of less, in which case only one certificate shall be necessary for a period of six months.
(c) Worker’s Compensation Insurance and Sick Leave Injury Insurance:

1. The Employer agrees to purchase and maintain in force sick leave injury insurance to cover all employees for work loss due to injuries received on the job.
2. When an employee is absent on a work related injury or illness, the employee shall retain his or her Worker’s Compensation disability checks and receive an addition thereto a salary differential from which normal deductions shall be taken. The salary differential shall be paid during the period that the temporary disability benefits are received and all adjustments shall be made after the employee returns to work in the event of an overpayment/underpayment. In this fashion, the employee shall be able to receive the Worker’s Compensation check and salary differential such that the full salary shall be paid during this period, but to comply with the IRS and Division of Pension regulations, the normal withholding shall be taken only on the salary difference.
3. Sick leave injury will not be charged to the employee’s sick leave. Worker’s Compensation and workplace accident reports must be filed with the designated County workers comp. official within twenty-four (24) hours of a workplace accident. The department head should also be notified immediately following a workplace accident or after hours accident when on County business.
4. The insurance carrier will issue the Worker’s Compensation checks to the employee and the Employer will issue to the employee, the portion representing the difference between the compensation payment and the employee’s full salary.
5. The Employer or the sick leave insurance carrier at their discretion may, at any time, require the employee on sick leave injury time to submit to a physical examination by a physician of the Employer’s or insurance carrier’s choice.
6. If workers comp sick leave is not approved by the Employer and/or insurance carrier after examining all evidence submitted by the employee, witnesses to the accident, or examining physician if requested, the time involved during which the employee was absent shall be charged to his sick leave balance, or vacation balance, if any, otherwise the employee shall suffer loss of pay for such time loss.
7. A total amount of up to one (1) year’s compensation shall be paid by the sick leave injury insurance for work loss caused by an injury received on the job, provided the aforesaid requirements are complied with.
8. A doctor’s certificate authorizing an employee to return to work shall be required upon returning to work from sick leave injury or after receiving Worker’s Compensations.

C. The employee healthcare benefits are as follows:

	PPO Plan
Benefit	In-NetworkOut-of-Network
Deductible	None$200/$400
Coinsurance	100%80%
Out-of-Pocket Maximum	$300/$600<25K $400/$1,200 & >25K $800/$2,400
Inpatient Hospital Copay (Room & Board)	100%80% after the deductible
Outpatient Services	100%80% after the deductible
Surgical Charges (includes assistant surgeon and anesthesia)	100%80% after the deductible
Office Visit	$10 copay80% after the deductible
Specialists	$10 copay80% after the deductible
Lab & X-ray	100%80% after the deductible
Durable Medical Equip.	100%80% after the deductible
Emergency Room (waived if admitted)
True Emergency	$10 copay$10 copay
Non-Emergency	$50 copay$50 copay
Skilled Nursing Facility (120 days total confinement)	100%80% after the deductible
Mental/Nervous/ Sub Abuse
In-Patient (30 days)	100%80% after the deductible
Out-Patient (20 visits)	$10 copay 80% after the deductible
Non-Notification Deductible (Applicable only if Care Coordination is not notified as required. It does not count towards the Out-of-Pocket Max).	<25K $300 & >25K $500

	Schedule 05		3.50% Increase
STEP	Range 8	Range 9	Range 11	Range 14	Range 16	Range 18Range 19Range 22
1	21184.00	22244.00	24524.00	28390.00	31299.00	34507.0036233.0041944.00
2	22244.00	23356.00	25751.00	29808.00	32863.00	36233.0038046.0044042.00
3	23303.00	24468.00	26976.00	31229.00	34429.00	37958.0039856.0046139.00
4	24362.00	25580.00	28203.00	32647.00	35995.00	39684.0041667.0048235.00
5	25422.00	26693.00	29429.00	34067.00	37559.00	41408.0043480.0050333.00
6	26480.00	27805.00	30655.00	35488.00	39125.00	43134.0045292.0052430.00
7	27540.00	28917.00	31881.00	36906.00	40689.00	44860.0047103.0054528.00
8	28599.00	30029.00	33107.00	38326.00	42254.00	46585.0048914.0056625.00
9	29658.00	31141.00	34333.00	39745.00	43819.00	48311.0050726.0058722.00
10	30718.00	32254.00	35560.00	41165.00	45385.00	50036.0052538.0060820.00
11	31777.00	33365.00	36786.00	42573.00	46949.00	51761.0054349.0062917.00
12	32835.00	34478.00	38012.00	44003.00	48514.00	53487.0056161.0065015.00

	Schedule 06		3.00% Increase
STEP	Range 8	Range 9	Range 11	Range 14	Range 16	Range 18Range 19Range 22
1	21,820.00	22,911.00	25,260.00	29,242.00	32,238.00	35,542.0037,320.0043,202.00
2	22,911.00	24,057.00	26,524.00	30,702.00	33,849.00	37,320.0039,187.0045,363.00
3	24,002.00	25,202.00	27,785.00	32,166.00	35,462.00	39,097.0041,052.0047,523.00
4	25,093.00	26,347.00	29,049.00	33,626.00	37,075.00	40,875.0042,917.0049,682.00
5	26,185.00	27,494.00	30,312.00	35,089.00	38,686.00	42,650.0044,784.0051,843.00
6	27,274.00	28,639.00	31,575.00	36,553.00	40,299.00	44,428.0046,651.0054,003.00
7	28,366.00	29,785.00	32,837.00	38,013.00	41,910.00	46,206.0048,516.0056,164.00
8	29,457.00	30,930.00	34,100.00	39,476.00	43,522.00	47,983.0050,381.0058,324.00
9	30,548.00	32,075.00	35,363.00	40,937.00	45,134.00	49,760.0052,248.0060,484.00
10	31,640.00	33,222.00	36,627.00	42,400.00	46,747.00	51,537.0054,114.0062,645.00
11	32,730.00	34,366.00	37,890.00	43,850.00	48,357.00	53,314.0055,979.0064,805.00
12	33,820.00	35,512.00	39,152.00	45,323.00	49,969.00	55,092.0057,846.0066,965.00

	Schedule 07		3.50% Increase
STEP	Range 8	Range 9	Range 11	Range 14	Range 16	Range 18Range 19Range 22
1	22,584.00	23,713.00	26,144.00	30,265.00	33,366.00	36,786.0038,626.0044,714.00
2	23,713.00	24,899.00	27,452.00	31,777.00	35,034.00	38,626.0040,559.0046,951.00
3	24,842.00	26,084.00	28,757.00	33,292.00	36,703.00	40,465.0042,489.0049,186.00
4	25,971.00	27,269.00	30,066.00	34,803.00	38,373.00	42,306.0044,419.0051,421.00
5	27,101.00	28,456.00	31,373.00	36,317.00	40,040.00	44,143.0046,351.0053,658.00
6	28,229.00	29,641.00	32,680.00	37,832.00	41,709.00	45,983.0048,284.0055,893.00
7	29,359.00	30,827.00	33,986.00	39,343.00	43,377.00	47,823.0050,214.0058,130.00
8	30,488.00	32,013.00	35,294.00	40,858.00	45,045.00	49,662.0052,144.0060,365.00
9	31,617.00	33,198.00	36,601.00	42,370.00	46,714.00	51,502.0054,077.0062,601.00
10	32,747.00	34,385.00	37,909.00	43,884.00	48,383.00	53,341.0056,008.0064,838.00
11	33,876.00	35,569.00	39,216.00	45,385.00	50,050.00	55,180.0057,938.0067,073.00
12	35,004.00	36,755.00	40,522.00	46,909.00	51,718.00	57,020.0059,871.0069,309.00