Common use of Conversion of Coverage Clause in Contracts

Conversion of Coverage. The life insurance may be converted from group coverage to private coverage upon termination of employment, or a dependent's loss of eligibility for coverage under the plan. It is the sole responsibility of the employee to notify the County within thirty (30) days of a dependent's loss of eligibility due to marriage or reaching the limiting age for coverage. Upon timely notification, a dependent losing coverage will be offered the opportunity to convert to an individual policy. Failure to notify the County within thirty (30) days of a dependent's loss of eligibility shall result in loss of conversion privileges. a. The County provides an employee assistance program (EAP) for eligible employees. The EAP will provide personal counseling for employees and/or their dependents. The counseling is intended to assist employees and eligible dependents who are experiencing personal problems such as family/marital problems, personal/emotional problems, substance abuse problems, and work- related problems. b. The County pays the cost of short-term counseling, not to exceed six (6) sessions of approximately one (1) hour each per incident per calendar year for each employee and each covered dependent. Participation in the Employee Assistance Program is confidential unless written consent is given by the employee or family member. c. Enrollment of dependents is generally automatic; no enrollment form is required. Domestic partners and/or their dependents must be enrolled as the dependents of an employee in order to be eligible for dependent benefits under this program. d. The County provides EAP services through an independent contractor. The County may from time-to-time in its sole discretion change contractors. Employees have access to the County's flexible spending account program, which provides employees with the options of dependent care assistance benefits with a calendar year contribution maximum of $5,000, and contribution for medical expenses up to the IRS maximum allowance in the prior calendar year. The County maintains this plan in compliance with IRC §125. Employee contributions for flexible spending account benefits are deducted on a pre-tax basis from employee pay. a. The County maintains State Disability Insurance (SDI), at the employee cost, for employees. This section is not valid if the membership elects to withdraw from SDI during the term of this Agreement and the State has approved withdrawal from SDI. b. Employees who are absent from duty because of illness or injury and have been authorized to use County-paid leave benefits, sick leave, vacation, compensating time off, holidays, and holiday-in-lieu time, are eligible to integrate the payment of State Disability Insurance benefits with such County-paid leave benefits. No integration of County-paid leave benefits and State Disability Insurance shall occur unless the appointing authority has approved the use of the County-paid leave benefits by the employee requesting integration. c. Integration of County-paid leave benefits with State Disability Insurance requires detailed procedures which the County, in its sole discretion, implement to ensure the equitable application of the program consistent with this Agreement provision. In accordance with current County policy, integration of County-paid leave balances and State Disability Insurance are not paid in a retroactive manner. d. Integration of County-paid leave balances and State Disability Insurance takes place subject to the following conditions: (1) The intent of this program and contract provision is to insure that those employees who participate in the program comply with all applicable laws, policies, and procedures established to provide integration of County-paid leave balances and State Disability Insurance so as to provide a combined biweekly adjusted net income equivalent to 100% of regular net income - gross income less required deductions, such as taxes, retirement, State Disability Insurance premiums, and other mandatory deductions - as long as such eligible disability qualifies and available leave balances are authorized by the appointing authority. Other employee authorized deductions are deducted from the resultant net pay. (2) Upon approval of the use of County-paid leave benefits by the appointing authority and the employee's established eligibility for State Disability Insurance, the County makes leave accrual payments to the employee in the usual manner except that the net pay, including State Disability Insurance benefits and net County pay, will not exceed 100% of the regular net pay. If State Disability Insurance benefits equal or exceed 100% of the regular net pay, no County payment is made. County-paid leave benefits are used in the following order: sick leave, vacation, compensating time off, and holiday-in-lieu time. (3) Special pay allowances not of a permanent nature, such as overtime compensation, standby, night shift differential, call back or out-of-class pay, is not counted in determining the employee's gross or net pay. (4) Sick leave, vacation, and holiday-in-lieu does not accrue during any pay period in which the employee receives County-paid leave benefits integrated with State Disability Insurance payments, except that the employee will accrue sick leave, vacation, and holiday-in-lieu for any actual hours worked during a pay period in which integration occurs. Service credits toward seniority and step increase eligibility is not affected by any pay period during which an employee is on the integrated leave and State Disability Insurance program. (5) When an employee exhausts all available County-paid leave balances, the employee will either return to work or request an unpaid leave of absence from their appointing authority. Regardless of whether the employee continues to receive State Disability Insurance payments, once all County-paid leave balances are exhausted, County compensation ceases unless the employee returns to work. (6) The County continues its contributions towards the employee's health, dental, life and retirement contributions in accordance with established laws and practices during the pay periods which include County payment for integrated leave balances. The employee is responsible for payment of premiums required to maintain insurance coverage when County contributions cease. (7) Eligible part-time employees are included in this program on a prorated basis. e. In the event the County determines that legislative or judicial determinations cause changes which in any way restrict, reduce or prohibit this program operation, it will immediately and automatically terminate without any further action by either party to this Agreement. The parties agree to work cooperatively in an ongoing joint labor-management health and welfare committee forum to review and address health and welfare issues that are of vital interest to both parties. The health insurance marketplace is constantly changing and it is imperative that they remain engaged in ongoing dialogue and discussions regarding benefits issues. The County does not provide retiree health contributions. a. The parties recognize that during the term of this Agreement, it may be necessary to make changes to Article 10, Health Care, specifically coverage tiers, plan offerings, costs, and changes required by law. When the County finds it necessary to make a one-time change, the County will notify SCMA in writing. The parties agree to meet in good faith pursuant to G.C. 3500 et seq. Current health care benefits and coverage will be maintained to the extent possible. b. Any changes resulting from this section will only be implemented if such change is applied to all bargaining units.

Conversion of Coverage. The life insurance may be converted from group coverage to private coverage upon termination of employment, or a dependent's ’s loss of eligibility for coverage under the plan. It is the sole responsibility of the employee to notify the County within thirty (30) days of a dependent's ’s loss of eligibility due to marriage or reaching the limiting age for coverage. Upon timely notification, a dependent losing coverage will be offered the opportunity to convert to an individual policy. Failure to notify the County within thirty (30) days of a dependent's ’s loss of eligibility shall will result in loss of conversion privileges. a. The County provides an employee assistance program Employee Assistance Program (EAP) for to each eligible employeesemployee. The EAP will provide provides personal counseling for employees and/or their dependents. The counseling is intended to assist employees and eligible dependents who are experiencing personal problems such as family/marital problems, personal/emotional problems, substance abuse problems, and work- related problems. b. The County pays the cost of short-term counseling, not to exceed six (6) sessions of approximately one (1) hour each per incident per calendar year for each employee and each covered dependent. Participation in the Employee Assistance Program EAP is confidential unless written consent is given by the employee or family member. c. Enrollment of dependents is generally automatic; no enrollment form is required. Domestic partners and/or their dependents must be enrolled as the dependents of an employee in order to be eligible for dependent benefits under this program. d. The County provides EAP services through an independent contractor. The County may from time-to-time in its sole discretion change contractorscontractors for this service. Employees have access to the County's ’s flexible spending account program, which provides employees with the options of dependent care assistance benefits with a calendar year contribution maximum of $5,000, and contribution for medical expenses up to the IRS maximum allowance in the prior calendar year. The County maintains this plan in compliance with IRC §125. Employee contributions for flexible spending account benefits are deducted on a pre-tax basis from employee pay. a. The County maintains State Disability Insurance (SDI), ) at the employee cost, for employeesemployee’s expense. This section is Section will not be valid if the membership elects to withdraw from SDI during the term of this Agreement and the State has approved withdrawal from SDI. b. Employees who are absent from duty because of illness or injury and have been authorized to use County-paid leave benefits, sick leave, vacation, compensating time off, holidays, holidays and holiday-in-lieu time, are will be eligible to integrate the payment of State Disability Insurance benefits with such County-paid leave benefits. No integration of County-paid leave benefits and State Disability Insurance shall will occur unless the appointing authority has approved the use of the County-paid leave benefits by the employee requesting integration. c. Integration of County-paid leave benefits with State Disability Insurance requires detailed procedures which the CountyCounty will, in its sole discretion, implement to ensure the equitable application of the program consistent with this Agreement provision. In accordance with current County policy, integration of County-paid leave balances and State Disability Insurance are will not be paid in a retroactive manner. d. Integration of County-paid leave balances and State Disability Insurance takes will take place subject to the following conditions: (1) The intent of this program and contract provision is to insure that those employees who participate in the program comply with all applicable laws, policies, and procedures established to provide integration of County-paid leave balances and State Disability Insurance so as to provide a combined biweekly adjusted net income equivalent to 100% of regular net income - gross income less required deductions, such as taxes, retirement, State Disability Insurance premiums, and other mandatory deductions - as long as such eligible disability qualifies and available leave balances are authorized by the appointing authority. Other employee authorized deductions are deducted from the resultant net pay. (2) Upon approval of the use of County-paid leave benefits by the appointing authority and the employee's ’s established eligibility for State Disability Insurance, the County makes will make leave accrual payments to the employee in the usual manner except that the net pay, including State Disability Insurance benefits and net County pay, will not exceed 100% of the regular net pay. If State Disability Insurance benefits equal or exceed 100% of the regular net pay, no County payment is will be made. County-paid leave benefits are used in the following order: sick leave, vacation, compensating time off, and holiday-in-in- lieu time. (3) Special pay allowances not of a permanent nature, such as overtime compensation, standby, night shift differential, call back or out-of-class pay, is are not be counted in determining the employee's ’s gross or net pay. (4) Sick leave, vacation, and holiday-in-lieu does do not accrue during any pay period in which the employee receives County-paid leave benefits integrated with State Disability Insurance payments, except that the employee will accrue accrues sick leave, vacation, and holiday-in-lieu for any actual hours worked during a pay period in which integration occurs. Service credits toward seniority and step increase eligibility is are not affected by any pay period during which an employee is on the integrated leave and State Disability Insurance program. (5) When an employee exhausts all available County-paid leave balances, the employee will either return to work or request an unpaid leave of absence from their appointing authority. Regardless of whether the employee continues to receive State Disability Insurance payments, once all County-paid leave balances are exhausted, County compensation ceases unless the employee returns to work. (6) The County continues its contributions towards the employee's ’s health, dental, life and retirement contributions in accordance with established laws and practices during the pay periods which include County payment for integrated leave balances. The employee is responsible for payment of premiums required to maintain insurance coverage when County contributions cease. (7) Eligible part-time employees are included in this program on a prorated basis. e. In the event the County determines that legislative or judicial determinations cause changes which in any way restrict, reduce or prohibit this program operation, it will immediately and automatically terminate without any further action by either party to this Agreement. The parties agree to work cooperatively in an ongoing joint labor-management health and welfare committee forum to review and address health and welfare issues that are of vital interest to both parties. The health insurance marketplace is constantly changing and it is imperative that they remain engaged in ongoing dialogue and discussions regarding benefits issues. The County does not provide retiree health contributions. a. The parties recognize that during the term of this Agreement, it may be necessary for the County to make changes to reopen this Article 10, Health Care, specifically coverage tiers, plan offerings, costs, and changes required by lawof the contract for the exclusive purpose of negotiating health benefit changes. When Where the County finds it necessary to make a one-time changesuch changes, the County will notify SCMA the Association in writing. The Association will request to meet and confer over any proposed change within ten (10) days. The parties agree to meet and confer in good faith pursuant to G.C. 3500 et seq. Current and Charter Article XIX, Sections 91-95. It is the intent of the parties to utilize this process to maintain to the extent permissible the health care benefits and coverage will be maintained to the extent possiblecurrently provided. b. Any changes agreement resulting from such negotiations will become an addendum to this section Agreement. Employees hired between September 27, 1981, and June 26, 1993, who did not convert some or all service credits to Miscellaneous Tier 3 receive Miscellaneous Retirement Tier 2 – 2% at age 55.5 formula with a final compensation based on the highest three-year average compensation. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after June 26, 1993, and before January 1, 2012, receive Miscellaneous Retirement Tier 3 – 2% at age 55.5 formula with a final compensation based on the highest three-year average compensation and have a two percent (2%) post-retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after December 31, 2011, who are not classified as a new member pursuant to California Public Employees’ Pension Reform Act of 2013 receive Miscellaneous Retirement Tier 4 – 1.92% at age 60 formula with a final compensation based on the highest three-year average compensation and have a maximum of two percent (2%) post-retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after December 31, 2012, who are classified as a new member pursuant to California Public Employees’ Pension Reform Act of 2013, receive Miscellaneous Retirement Tier 5 – 2% at age 62 formula with a final compensation based upon the highest three-year average compensation and have a maximum of two percent (2%) post- retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the total normal cost as defined in the County Employees’ Retirement Law of 1937. A person who formerly held permanent status in a civil service class from which such person was placed on disability retirement, who is subsequently determined by the retirement board to not be incapacitated and who is eligible for reinstatement as provided in Government Code Section 31730, and who is returned to County civil service, will only have permanent status in a position comparable to that held at the time of retirement. The returned person’s seniority and benefits will be implemented if such change is applied to all bargaining unitsbased on service at the time of retirement.

Conversion of Coverage. The life insurance may be converted from group coverage to private coverage upon termination of employment, or a dependent's ’s loss of eligibility for coverage under the plan. It is the sole responsibility of the employee to notify the County within thirty (30) days of a dependent's ’s loss of eligibility due to marriage or reaching the limiting age for coverage. Upon timely notification, a dependent losing coverage will be offered the opportunity to convert to an individual policy. Failure to notify the County within thirty (30) days of a dependent's ’s loss of eligibility shall will result in loss of conversion privileges. a. The County provides an employee assistance program Employee Assistance Program (EAP) for to each eligible employeesemployee. The EAP will provide provides personal counseling for employees and/or their dependents. The counseling is intended to assist employees and eligible dependents who are experiencing personal problems such as family/marital problems, personal/emotional problems, substance abuse problems, and work- related problems. b. The County pays the cost of short-term counseling, not to exceed six (6) sessions of approximately one (1) hour each per incident per calendar year for each employee and each covered dependent. Participation in the Employee Assistance Program EAP is confidential unless written consent is given by the employee or family member. c. Enrollment of dependents is generally automatic; no enrollment form is required. Domestic partners and/or their dependents must be enrolled as the dependents of an employee in order to be eligible for dependent benefits under this program. d. The County provides EAP services through an independent contractor. The County may from time-to-time in its sole discretion change contractorscontractors for this service. Employees have access to the County's ’s flexible spending account program, which provides employees with the options of dependent care assistance benefits with a calendar year contribution maximum of $5,000, and contribution for medical expenses up to the IRS expense reimbursement benefits with a calendar year maximum allowance in the prior calendar yearof $2,500. Employee contributions are pre-tax. The County maintains this plan in compliance with IRC §125. Employee contributions for flexible spending account benefits are deducted on a pre-tax basis from employee pay. a. The County maintains State Disability Insurance (SDI), ) at the employee cost, for employeesemployee’s expense. This section is Section will not be valid if the membership elects to withdraw from SDI during the term of this Agreement and the State has approved withdrawal from SDI. b. Employees who are absent from duty because of illness or injury and have been authorized to use County-paid leave benefits, sick leave, vacation, compensating time off, holidays, holidays and holiday-in-lieu time, are will be eligible to integrate the payment of State Disability Insurance benefits with such County-paid leave benefits. No integration of County-paid leave benefits and State Disability Insurance shall will occur unless the appointing authority has approved the use of the County-paid leave benefits by the employee requesting integration. c. Integration of County-paid leave benefits with State Disability Insurance requires detailed procedures which the CountyCounty will, in its sole discretion, implement to ensure the equitable application of the program consistent with this Agreement provision. In accordance with current County policy, integration of County-paid leave balances and State Disability Insurance are will not be paid in a retroactive manner. d. Integration of County-paid leave balances and State Disability Insurance takes will take place subject to the following conditions: (1) The intent of this program and contract provision is to insure that those employees who participate in the program comply with all applicable laws, policies, and procedures established to provide integration of County-paid leave balances and State Disability Insurance so as to provide a combined biweekly adjusted net income equivalent to 100% of regular net income - gross income less required deductions, such as taxes, retirement, State Disability Insurance premiums, and other mandatory deductions - as long as such eligible disability qualifies and available leave balances are authorized by the appointing authority. Other employee authorized deductions are deducted from the resultant net pay. (2) Upon approval of the use of County-paid leave benefits by the appointing authority and the employee's ’s established eligibility for State Disability Insurance, the County makes will make leave accrual payments to the employee in the usual manner except that the net pay, including State Disability Insurance benefits and net County pay, will not exceed 100% of the regular net pay. If State Disability Insurance benefits equal or exceed 100% of the regular net pay, no County payment is will be made. County-paid leave benefits are used in the following order: sick leave, vacation, compensating time off, and holiday-in-in- lieu time. (3) Special pay allowances not of a permanent nature, such as overtime compensation, standby, night shift differential, call back or out-of-class pay, is are not be counted in determining the employee's ’s gross or net pay. (4) Sick leave, vacation, and holiday-in-lieu does do not accrue during any pay period in which the employee receives County-paid leave benefits integrated with State Disability Insurance payments, except that the employee will accrue accrues sick leave, vacation, and holiday-in-lieu for any actual hours worked during a pay period in which integration occurs. Service credits toward seniority and step increase eligibility is are not affected by any pay period during which an employee is on the integrated leave and State Disability Insurance program. (5) When an employee exhausts all available County-paid leave balances, the employee will either return to work or request an unpaid leave of absence from their appointing authority. Regardless of whether the employee continues to receive State Disability Insurance payments, once all County-paid leave balances are exhausted, County compensation ceases unless the employee returns to work. (6) The County continues its contributions towards the employee's ’s health, dental, life and retirement contributions in accordance with established laws and practices during the pay periods which include County payment for integrated leave balances. The employee is responsible for payment of premiums required to maintain insurance coverage when County contributions cease. (7) Eligible part-time employees are included in this program on a prorated basis. e. In the event the County determines that legislative or judicial determinations cause changes which in any way restrict, reduce or prohibit this program operation, it will immediately and automatically terminate without any further action by either party to this Agreement. The parties agree to work cooperatively in an ongoing joint labor-management health and welfare committee forum to review and address health and welfare issues that are of vital interest to both parties. The health insurance marketplace is constantly changing and it is imperative that they remain engaged in ongoing dialogue and discussions regarding benefits issues. The County does not provide retiree health contributions. a. The parties recognize that during the term of this Agreement, it may be necessary for the County to make changes to reopen this Article 10, Health Care, specifically coverage tiers, plan offerings, costs, and changes required by lawof the contract for the exclusive purpose of negotiating health benefit changes. When Where the County finds it necessary to make a one-time changesuch changes, the County will notify SCMA the Association in writing. The Association will request to meet and confer over any proposed change within ten (10) days. The parties agree to meet and confer in good faith pursuant to G.C. 3500 et seq. Current and Charter Article XIX, Sections 91-95. It is the intent of the parties to utilize this process to maintain to the extent permissible the health care benefits and coverage will be maintained to the extent possiblecurrently provided. b. Any changes agreement resulting from such negotiations will become an addendum to this section Agreement. Employees hired between September 27, 1981, and June 26, 1993, who did not convert some or all service credits to Miscellaneous Tier 3 receive Miscellaneous Retirement Tier 2 – 2% at age 55.5 formula with a final compensation based on the highest three-year average compensation. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after June 26, 1993, and before January 1, 2012, receive Miscellaneous Retirement Tier 3 – 2% at age 55.5 formula with a final compensation based on the highest three-year average compensation and have a two percent (2%) post-retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after December 31, 2011, who are not classified as a new member pursuant to California Public Employees’ Pension Reform Act of 2013 receive Miscellaneous Retirement Tier 4 – 1.92% at age 60 formula with a final compensation based on the highest three-year average compensation and have a maximum of two percent (2%) post-retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after December 31, 2012, who are classified as a new member pursuant to California Public Employees’ Pension Reform Act of 2013, receive Miscellaneous Retirement Tier 5 – 2% at age 62 formula with a final compensation based upon the highest three-year average compensation and have a maximum of two percent (2%) post- retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the total normal cost as defined in the County Employees’ Retirement Law of 1937. A person who formerly held permanent status in a civil service class from which such person was placed on disability retirement, who is subsequently determined by the retirement board to not be incapacitated and who is eligible for reinstatement as provided in Government Code Section 31730, and who is returned to County civil service, will only have permanent status in a position comparable to that held at the time of retirement. The returned person’s seniority and benefits will be implemented if such change is applied to all bargaining unitsbased on service at the time of retirement.

Conversion of Coverage. The life insurance may be converted from group coverage to private coverage upon termination of employment, or a dependent's ’s loss of eligibility for coverage under the plan. It is the sole responsibility of the employee to notify the County within thirty (30) days of a dependent's ’s loss of eligibility due to marriage or reaching the limiting age for coverage. Upon timely notification, a dependent losing coverage will be offered the opportunity to convert to an individual policy. Failure to notify the County within thirty (30) days of a dependent's ’s loss of eligibility shall will result in loss of conversion privileges. a. The County provides an employee assistance program (EAP) for eligible employees. The EAP will provide personal counseling for employees and/or their dependents. The counseling is intended to assist employees and eligible dependents who are experiencing personal problems such as family/marital problems, personal/emotional problems, substance abuse problems, and work- related problems. b. The County pays the cost of short-term counseling, not to exceed six (6) sessions of approximately one (1) hour each per incident per calendar year for each employee and each covered dependent. Participation in the Employee Assistance Program is confidential unless written consent is given by the employee or family member. c. Enrollment of dependents is generally automatic; no enrollment form is required. Domestic partners and/or their dependents must be enrolled as the dependents of an employee in order to be eligible for dependent benefits under this program. d. The County provides EAP services through an independent contractor. The County may from time-to-time in its sole discretion change contractors. Employees have access to the County's ’s flexible spending account program, which provides employees with the options of dependent care assistance benefits with a calendar year contribution maximum of $5,000, and contribution for medical expenses up to the IRS expense reimbursement benefits with a calendar year maximum allowance in the prior calendar year. The County maintains this plan in compliance with IRC §125of $2,500. Employee contributions premiums for flexible spending account benefits are deducted on a pre-tax basis from employee pay. a. The County maintains State Disability Insurance (SDI), at the employee cost, for employees. This section is not valid if the membership elects to withdraw from SDI during the term of this Agreement and the State has approved withdrawal from SDI. b. Employees who are absent from duty because of illness or injury and have been authorized to use County-paid leave benefits, sick leave, vacation, compensating time off, holidays, and holiday-in-lieu time, are eligible to integrate the payment of State Disability Insurance benefits with such County-paid leave benefits. No integration of County-paid leave benefits and State Disability Insurance shall occur occurs unless the appointing authority has approved the use of the County-paid leave benefits by the employee requesting integration. c. Integration of County-paid leave benefits with State Disability Insurance requires detailed procedures which the CountyCounty will, in its sole discretion, implement to ensure the equitable application of the program consistent with this Agreement provision. In accordance with current County policy, integration of County-paid leave balances and State Disability Insurance are not paid in a retroactive manner. d. Integration of County-paid leave balances and State Disability Insurance takes place subject to the following conditions: (1) The intent of this program and contract provision is to insure that those employees who participate in the program comply with all applicable laws, policies, and procedures established to provide integration of County-paid leave balances and State Disability Insurance so as to provide a combined biweekly adjusted net income equivalent to 100% of regular net income - gross income less required deductions, such as taxes, retirement, State Disability Insurance premiums, and other mandatory deductions - as long as such eligible disability qualifies and available leave balances are authorized by the appointing authority. Other employee authorized deductions are deducted from the resultant net pay. (2) Upon approval of the use of County-paid leave benefits by the appointing authority and the employee's established eligibility for State Disability Insurance, the County makes will make leave accrual payments to the employee in the usual manner except that the net pay, including State Disability Insurance benefits and net County pay, will not exceed 100% of the regular net pay. If State Disability Insurance benefits equal or exceed 100% of the regular net pay, no County payment is made. County-paid leave benefits are used in the following order: sick leave, vacation, compensating time off, and holiday-in-lieu time. (3) Special pay allowances not of a permanent nature, such as overtime compensation, standby, night shift differential, call back or out-of-class pay, is not counted in determining the employee's gross or net pay. (4) Sick leave, vacation, and holiday-in-lieu does not accrue during any pay period in which the employee receives County-paid leave benefits integrated with State Disability Insurance payments, except that the employee will accrue sick leave, vacation, and holiday-in-lieu for any actual hours worked during a pay period in which integration occurs. Service credits toward seniority and step increase eligibility is not affected by any pay period during which an employee is on the integrated leave and State Disability Insurance program. (5) When an employee exhausts all available County-paid leave balances, the employee will either return to work or request an unpaid leave of absence from their appointing authority. Regardless of whether the employee continues to receive State Disability Insurance payments, once all County-paid leave balances are exhausted, County compensation ceases unless the employee returns to work. (6) The County continues its contributions towards the employee's health, dental, life and retirement contributions in accordance with established laws and practices during the pay periods which include County payment for integrated leave balances. The employee is responsible for payment of premiums required to maintain insurance coverage when County contributions cease. (7) Eligible part-time employees are included in this program on a prorated basis. e. In the event the County determines that legislative or judicial determinations cause changes which in any way restrict, reduce or prohibit this program operation, it will immediately and automatically terminate without any further action by either party to this Agreement. The parties agree to work cooperatively in an ongoing joint labor-management health and welfare committee forum to review and address health and welfare issues that are of vital interest to both parties. The health insurance marketplace is constantly changing and it is imperative that they remain engaged in ongoing dialogue and discussions regarding benefits issues. The County does not provide retiree health contributions. a. The parties recognize that during the term of this Agreement, it may be necessary to make changes to Article 10X , Health Care, specifically coverage tiers, plan offerings, costs, and changes required by law. When the County finds it necessary to make a one-one time change, the County will notify SCMA in writing. The parties agree to meet in good faith pursuant to G.C. 3500 et seq. Current health care benefits and coverage will be maintained to the extent possible. b. Any changes resulting from this section will only be implemented if such change is applied to all bargaining unitsunits Employees hired between September 27, 1981, and June 26, 1993, who did not convert some or all service credits to Miscellaneous Tier 3 receive Miscellaneous Retirement Tier 2 – 2% at age 55.5 formula with a final compensation based on the highest three-year average compensation. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after June 26, 1993, and before January 1, 2012, receive Miscellaneous Retirement Tier 3 – 2% at age 55.5 formula with a final compensation based on the highest three-year average compensation and have a two percent (2%) post-retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after December 31, 2011, who are not classified as a new member pursuant to California Public Employees’ Pension Reform Act of 2013 receive Miscellaneous Retirement Tier 4 – 1.92% at age 60 formula with a final compensation based on the highest three-year average compensation and have a maximum of two percent (2%) post-retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after December 31, 2012, who are classified as a new member pursuant to California Public Employees’ Pension Reform Act of 2013, receive Miscellaneous Retirement Tier 5 – 2% at age 62 formula with a final compensation based upon the highest three-year average compensation and a maximum of two percent (2%) post- retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the total normal cost as defined in the County Employees’ Retirement Law of 1937. A person who formerly held permanent status in a civil service class from which such person was placed on disability retirement, who is subsequently determined by the retirement board to not be incapacitated and who is eligible for reinstatement as provided in Government Code Section 31730, and who is returned to County civil service, will have permanent status in a position comparable to that held at the time of retirement. The returned person’s seniority and benefits will be based on service at the time of retirement. Employees who are members of the Sacramento County Employees Retirement System and who are granted a non-service connected disability retirement have benefits for non- service connected disability computed as prescribed by Section 31727.7 of the County Employees' Retirement Law of 1937. a. An employee who is not a member of, or currently earning benefits under, the Sacramento County Employees' Retirement System become a participant in the Deferred Compensation Plan set forth in County Code Sections 2.83.200 through 2.83.360. b. The employee contributes 3.75% of their compensation for any period of service performed for the County while a participant in this plan. The County credits an amount equal to 3.75% of the employee's compensation to the investment account maintained for each participant. c. The Deferred Compensation Plan and participation by the County and specified employees described above is in lieu of each party paying FICA taxes as permitted by IRC Section 3121(b)(7)(f).

Conversion of Coverage. The life insurance may be converted from group coverage to private coverage upon termination of employment, or a dependent's ’s loss of eligibility for coverage under the plan. It is the sole responsibility of the employee to notify the County within thirty (30) days of a dependent's ’s loss of eligibility due to marriage or reaching the limiting age for coverage. Upon timely notification, a dependent losing coverage will be offered the opportunity to convert to an individual policy. Failure to notify the County within thirty (30) days of a dependent's ’s loss of eligibility shall will result in loss of conversion privileges. a. The County provides an employee assistance program (EAP) for eligible employees. The EAP will provide personal counseling for employees and/or their dependents. The counseling is intended to assist employees and eligible dependents who are experiencing personal problems such as family/marital problems, personal/emotional problems, substance abuse problems, and work- related problems. b. The County pays the cost of short-term counseling, not to exceed six (6) sessions of approximately one (1) hour each per incident per calendar year for each employee and each covered dependent. Participation in the Employee Assistance Program is confidential unless written consent is given by the employee or family member. c. Enrollment of dependents is generally automatic; no enrollment form is required. Domestic partners and/or their dependents must be enrolled as the dependents of an employee in order to be eligible for dependent benefits under this program. d. The County provides EAP services through an independent contractor. The County may from time-to-time in its sole discretion change contractors. Employees have access to the County's ’s flexible spending account program, which provides employees with the options of dependent care assistance benefits with a calendar year contribution maximum of $5,000, and contribution for medical expenses up to the IRS maximum allowance in the prior calendar year. The County maintains this plan in compliance with IRC §125. Employee contributions for flexible spending account benefits are deducted on a pre-tax basis from employee pay. a. The County maintains State Disability Insurance (SDI), at the employee cost, for employees. This section is not valid if the membership elects to withdraw from SDI during the term of this Agreement and the State has approved withdrawal from SDI. b. Employees who are absent from duty because of illness or injury and have been authorized to use County-paid leave benefits, sick leave, vacation, compensating time off, holidays, and holiday-in-lieu time, are eligible to integrate the payment of State Disability Insurance benefits with such County-paid leave benefits. No integration of County-paid leave benefits and State Disability Insurance shall occur occurs unless the appointing authority has approved the use of the County-paid leave benefits by the employee requesting integration. c. Integration of County-paid leave benefits with State Disability Insurance requires detailed procedures which the CountyCounty will, in its sole discretion, implement to ensure the equitable application of the program consistent with this Agreement provision. In accordance with current County policy, integration of County-paid leave balances and State Disability Insurance are not paid in a retroactive manner. d. Integration of County-paid leave balances and State Disability Insurance takes place subject to the following conditions: (1) The intent of this program and contract provision is to insure that those employees who participate in the program comply with all applicable laws, policies, and procedures established to provide integration of County-paid leave balances and State Disability Insurance so as to provide a combined biweekly adjusted net income equivalent to 100% of regular net income - gross income less required deductions, such as taxes, retirement, State Disability Insurance premiums, and other mandatory deductions - as long as such eligible disability qualifies and available leave balances are authorized by the appointing authority. Other employee authorized deductions are deducted from the resultant net pay. (2) Upon approval of the use of County-paid leave benefits by the appointing authority and the employee's established eligibility for State Disability Insurance, the County makes will make leave accrual payments to the employee in the usual manner except that the net pay, including State Disability Insurance benefits and net County pay, will not exceed 100% of the regular net pay. If State Disability Insurance benefits equal or exceed 100% of the regular net pay, no County payment is made. County-paid leave benefits are used in the following order: sick leave, vacation, compensating time off, and holiday-in-lieu time. (3) Special pay allowances not of a permanent nature, such as overtime compensation, standby, night shift differential, call back or out-of-class pay, is not counted in determining the employee's gross or net pay. (4) Sick leave, vacation, and holiday-in-lieu does not accrue during any pay period in which the employee receives County-paid leave benefits integrated with State Disability Insurance payments, except that the employee will accrue sick leave, vacation, and holiday-in-lieu for any actual hours worked during a pay period in which integration occurs. Service credits toward seniority and step increase eligibility is not affected by any pay period during which an employee is on the integrated leave and State Disability Insurance program. (5) When an employee exhausts all available County-paid leave balances, the employee will either return to work or request an unpaid leave of absence from their appointing authority. Regardless of whether the employee continues to receive State Disability Insurance payments, once all County-paid leave balances are exhausted, County compensation ceases unless the employee returns to work. (6) The County continues its contributions towards the employee's health, dental, life and retirement contributions in accordance with established laws and practices during the pay periods which include County payment for integrated leave balances. The employee is responsible for payment of premiums required to maintain insurance coverage when County contributions cease. (7) Eligible part-time employees are included in this program on a prorated basis. e. In the event the County determines that legislative or judicial determinations cause changes which in any way restrict, reduce or prohibit this program operation, it will immediately and automatically terminate without any further action by either party to this Agreement. The parties agree to work cooperatively in an ongoing joint labor-management health and welfare committee forum to review and address health and welfare issues that are of vital interest to both parties. The health insurance marketplace is constantly changing and it is imperative that they remain engaged in ongoing dialogue and discussions regarding benefits issues. The County does not provide retiree health contributions. a. The parties recognize that during the term of this Agreement, it may be necessary to make changes to Article 10X , Health Care, specifically coverage tiers, plan offerings, costs, and changes required by law. When the County finds it necessary to make a one-one time change, the County will notify SCMA in writing. The parties agree to meet in good faith pursuant to G.C. 3500 et seq. Current health care benefits and coverage will be maintained to the extent possible. b. Any changes resulting from this section will only be implemented if such change is applied to all bargaining unitsunits Employees hired between September 27, 1981, and June 26, 1993, who did not convert some or all service credits to Miscellaneous Tier 3 receive Miscellaneous Retirement Tier 2 – 2% at age 55.5 formula with a final compensation based on the highest three-year average compensation. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after June 26, 1993, and before January 1, 2012, receive Miscellaneous Retirement Tier 3 – 2% at age 55.5 formula with a final compensation based on the highest three-year average compensation and have a two percent (2%) post-retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after December 31, 2011, who are not classified as a new member pursuant to California Public Employees’ Pension Reform Act of 2013 receive Miscellaneous Retirement Tier 4 – 1.92% at age 60 formula with a final compensation based on the highest three-year average compensation and have a maximum of two percent (2%) post-retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the combined employee and employer normal cost as defined in the County Employees’ Retirement Law of 1937. Employees hired after December 31, 2012, who are classified as a new member pursuant to California Public Employees’ Pension Reform Act of 2013, receive Miscellaneous Retirement Tier 5 – 2% at age 62 formula with a final compensation based upon the highest three-year average compensation and a maximum of two percent (2%) post- retirement cost of living adjustment factor pursuant to Government Code Section 31870. These employees pay fifty percent (50.0%) of the total normal cost as defined in the County Employees’ Retirement Law of 1937. A person who formerly held permanent status in a civil service class from which such person was placed on disability retirement, who is subsequently determined by the retirement board to not be incapacitated and who is eligible for reinstatement as provided in Government Code Section 31730, and who is returned to County civil service, will have permanent status in a position comparable to that held at the time of retirement. The returned person’s seniority and benefits will be based on service at the time of retirement. Employees who are members of the Sacramento County Employees Retirement System and who are granted a non-service connected disability retirement have benefits for non- service connected disability computed as prescribed by Section 31727.7 of the County Employees' Retirement Law of 1937. a. An employee who is not a member of, or currently earning benefits under, the Sacramento County Employees' Retirement System become a participant in the Deferred Compensation Plan set forth in County Code Sections 2.83.200 through 2.83.360. b. The employee contributes 3.75% of their compensation for any period of service performed for the County while a participant in this plan. The County credits an amount equal to 3.75% of the employee's compensation to the investment account maintained for each participant. c. The Deferred Compensation Plan and participation by the County and specified employees described above is in lieu of each party paying FICA taxes as permitted by IRC Section 3121(b)(7)(f).