2024-111 Resolution - Laserfiche WebLink

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14, Health/AnciUarr Insurance The parties agreed to add language that the Employer shall determine the costs, terms and conditions, and benefit levels of all plan offerings and any alterative programs, which may be subject to change, provided that such changes are similar from year to year. The parties deleted the existing HSA/HDHP Funding language and instead added: as part of its plan offerings, the City may include HSA or HRAs, which include a city -provided funding level. The parties agree that for the years 2024-2026, the HSA funding level will not be less than 50% of the annual deductible of the individual and family coverage, and that if a HRA is established it will be supplemental to the HSA offering during the term of the Agreement. Prior to establishing an HRA funding structure, the parties will meet and discuss the effects. Under the dental/vision section, the employees will participate in the current AFSCME benefit plan as long as it is available. Should availability change, the parties will meet to identify and select a comparable provider. Article 15, Clothing Allowance The parties added a new Section 1 that states all employees shall maintain duty uniforms as mandated by the Rules and Regulations. In Section 2, the parties agreed to increase the clothing allowance from $725 to $1,000. In Section 6, the patties agreed that the Employer shall pay for all employees' body armor, a minimum threat level NUHG 2. The parties also agreed to increase the body armor allowance from $1,200 to $1,600. Article 16. Sick Leave/Iniury Leave The parties agreed to add the reasons for which sick leave may be utilized to the contract, identifying the same reasons as those that were previously added to the AFSCME and FOP agreements. In Section 5, the parties agreed to delete the non-use incentive language. In Section 9, the parties added Fitness for Duty Examinations/Disability Separation language to explain the process for both. In Section 10, the parties added language stating that if an officer is shot, the initial authorization will be up to one hundred eighty (180) days sicklinjury leave. To be eligible for such leave, the employee must complete any required documentation for the incident, apply to the TPA for medical benefits only, and be certified by a city -approved provider as having a qualified line of duty injury. In Section 11, the parties created a section for non -emergency response injuries. Under this section, if an employee does not qualify for any of the benefits in this article but has sustained a line of duty injury and used his own sick leave during the FML period may opt to tum over BWC 4 4879-19974643, v.1