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Negotiations: Article 24, Medical, Dental and Vision Insurance

Wright State University Chapter

American Association of University Professors

AAUP-WSU proposed the article in the the left column of the table below for inclusion in the first collective bargaining agreement (CBA) for non-tenure-eligible (NTE) faculty. Our negotiating team handed it to the administration at the negotiating session on June 3, 2013. The administration presented the counterproposal in the right column of the table below on June 21, 2013.

Reports about the status of this article will be found below the article itself.

See our CBA Negotiations page for a roster of the AAUP-WSU negotiating team, brief reports about each Monday's negotiation session, and an article-by-article summary table with links to detailed information about each individual article that either the administration or AAUP-WSU proposes to include in the CBA.

Article 26

Medical, Dental and Vision Insurance

26.1 For the duration of this Agreement, the University will provide Bargaining Unit Faculty Members with medical insurance, a prescription drug benefit, dental insurance, and vision insurance with substantially the same level of benefits as provided June 30, 2011 and as specified in the Summary Plan Description or Certificate Booklets and amendatory documents provided to the University by the insurance carriers. These benefits are summarized in Appendix E.

26.2 In 2014, for members electing coverage under the HDHP, the University will make the following contributions to a Health Savings Account (HSA).

Employee Only $1400
Employee and One Dependent $2600
Employee and Two or More Dependents $3000

26.3 The monthly premium contribution to be paid by a Bargaining Unit Faculty Member for the year January 1, 2014 through December 31, 2014 are as shown in the table below. The salary ranges are for academic years. Bargaining Unit Faculty with fiscal year salaries will have their salaries adjusted by taking 9/11ths of their fiscal year salary for purposes of determining their premium contribution using the table below.

26.1 For the duration of this Agreement, the University will provide Bargaining Unit Faculty Members with medical insurance, a prescription drug benefit, dental insurance, and vision insurance with substantially the same level of benefits as provided June 30, 2011 and as specified in the Summary Plan Description or Certificate Booklets and amendatory documents provided to the University by the insurance carriers. These benefits are summarized in Appendix E.

26.2 In 2014, for members electing coverage under the HDHP, the University will make the following contributions to a Health Savings Account (HSA).

Employee Only

$1400

Employee and One Dependent

$2600

Employee and Two or More Dependents

$3000

26.3 The monthly premium contribution to be paid by a Bargaining Unit Faculty Member for the year January 1, 2014 through December 31, 2014 are as shown in the table below. The salary ranges are for academic years. Bargaining Unit Faculty with fiscal year salaries will have their salaries adjusted by taking 9/11ths of their fiscal year salary for purposes of determining their premium contribution using the table below.

Salary Range & Family Status

Premium PPO

Premium HMO

Premium Traditional

Premium HDHP

Single

       

Less than $49,999.99

$47.70

$84.98

$144.10

$32.63

$50,000-$74,999.99

$63.18

$100.76

$159.89

$43.51

$75,000 or more

$78.98

$116.56

$175.69

$54.39

Employee + One

       

Less than $49,999.99

$95.77

$152.58

$241.96

$65.95

$50,000-$74,999.99

$127.68

$184.50

$273.88

$87.93

$75,000 or more

$167.37

$216.43

$305.80

$115.27

Family

       

Less than $49,999.99

$132.52

$202.71

$313.17

$91.27

$50,000-$74,999.99

$176.69

$246.88

$357.35

$121.69

$75,000 or more

$220.86

$291.04

$401.51

$152.11

Salary Range & Family Status

Premium PPO

Premium HMO

Premium Traditional

Premium HDHP

Single

Less than $49,999.99

$47.70

$84.98

$144.10

$32.63

$50,000-$74,999.99

$63.18

$100.76

$159.89

$43.51

$75,000 or more

$78.98

$116.56

$175.69

$54.39

Employee + One

Less than $49,999.99

$95.77

$152.58

$241.96

$65.95

$50,000-$74,999.99

$127.68

$184.50

$273.88

$87.93

$75,000 or more

$167.37

$216.43

$305.80

$115.27

Family

Less than $49,999.99

$132.52

$202.71

$313.17

$91.27

$50,000-$74,999.99

$176.69

$246.88

$357.35

$121.69

$75,000 or more

$220.86

$291.04

$401.51

$152.11

 

Year

Level of Coverage

Anthem “Blue Traditional”

Anthem “Blue Preferred Primary” HMO

Anthem “Blue Access” PPO

HDHP with HSA

2014

Employee Only

$141.42

$127.16

$105.82

$72.87

2014

Employee and One Dependent

$298.03

$269.55

$226.81

$156.21

2014

Employee and Two or More Dependents

$386.12

$348.79

$292.86

$201.70

Pursuant to Ohio House Bill 1, a member who chooses to cover an adult child (or children) from age of 26 and up to the end of the month the child turns age 28 shall pay the following additional monthly premium contribution per covered adult child: Pursuant to Ohio House Bill 1, a member who chooses to cover an adult child (or children) from age of 26 and up to the end of the month the child turns age 28 shall pay the following additional monthly premium contribution per covered adult child:
 

Traditional

HMO

PPO

HDHP with HSA

2011

$238.50

$208.34

$205.51

$203.00

2012

$238.50

$208.34

$205.51

$203.00

2013

$286.20

$250.00

$246.61

$243.60

2014

$344.44

$300.00

$295.93

$292.32

 

Traditional

HMO

PPO

HDHP with HSA

2011

$238.50

$208.34

$205.51

$203.00

2012

$238.50

$208.34

$205.51

$203.00

2013

$286.20

$250.00

$246.61

$243.60

2014

$344.44

$300.00

$295.93

$292.32

26.4 Eligible dependents for purposes of health care coverage are the Member’s spouse; the Member’s domestic partner; the unmarried child including a stepchild or adopted child of the Member, of the Member’s spouse or domestic partner, or for whom the Member, the Member’s spouse or the Member’s domestic partner is the legal guardian. Determination of dependent eligibility shall be consistent with criteria used beginning January 2007.

26.5 The University will offer each Bargaining Unit Faculty Member the option to enroll in the National Ear Care Plan, or an equivalent plan if available, providing an annual hearing screening and discounts on the cost of hearing aids and certain hearing testing. The Bargaining Unit Faculty Member will pay any enrollment fee for the Plan.

26.6 The University is committed to providing adequate service for faculty through the adopted health care coverage. An individual in Human Resources will be responsible for assisting Bargaining Unit Faculty in any claims disputes or for obtaining coverage from the designated carriers.

26.7 If the University is considering a change in carriers, the AAUP-WSU will be given an opportunity to suggest criteria for RFPs. In the event that the University solicits RFPs, the AAUP-WSU will be given an opportunity to recommend to the University which proposals should be accepted or rejected. The AAUP-WSU acknowledges that such decisions are often made in a very short time frame and agrees to respond promptly with its recommendations so that the University’s processes are not delayed.

26.8 Before implementing a wellness plan, the University will negotiate with AAUP-WSU the provisions of the plan and its availability to Bargaining Unit Faculty Members and their eligible dependents.

26.4 Eligible dependents for purposes of health care coverage are the Member’s spouse; the Member’s domestic partner; the unmarried child including a stepchild or adopted child of the Member, of the Member’s spouse or domestic partner, or for whom the Member, the Member’s spouse or the Member’s domestic partner is the legal guardian. Determination of dependent eligibility shall be consistent with criteria used beginning January 2007.

26.5 The University will offer each Bargaining Unit Faculty Member the option to enroll in the National Ear Care Plan, or an equivalent plan if available, providing an annual hearing screening and discounts on the cost of hearing aids and certain hearing testing. The Bargaining Unit Faculty Member will pay any enrollment fee for the Plan.

26.6 5 The University is committed to providing adequate service for faculty through the adopted health care coverage. An individual in Human Resources will be responsible for assisting Bargaining Unit Faculty in any claims disputes or for obtaining coverage from the designated carriers.

26.7 6 If the University is considering a change in carriers, the AAUP-WSU will be given an opportunity to suggest criteria for RFPs. In the event that the University solicits RFPs, the AAUP-WSU will be given an opportunity to recommend to the University which proposals should be accepted or rejected. The AAUP-WSU acknowledges that such decisions are often made in a very short time frame and agrees to respond promptly with its recommendations so that the University’s processes are not delayed.

26.8 7 Before implementing a wellness plan, the University will negotiate with AAUP-WSU the provisions of the plan and its availability to Bargaining Unit Faculty Members and their eligible dependents.

Status of Negotiations about the Above Article

August 10, 2013 Update

The parties reached tentative agreement on this article, and they initialed the TA'd article on July 30, 2013.

June 21, 2013

The administration presented the counterproposal shown in the right column of the table above, explaining that it was proposing that NTE faculty pay the same health insurance premiums for 2014 that TET faculty will pay. Our team reminded the administration that the single rate -- the blended rate -- paid by TET faculty was predicated upon their substantially higher (70%+) average salaries.

After the parties discussed this article, and also the administration's proposals on the two other major economic Articles 23 (Compensation) and 24 (Minimum Salaries), they had an extended off-the-record negotiation.

June 3, 2013

Our team presented our opening proposal as shown in the left column of the table above. We explained that we were not proposing a blended rate, but simply the status quo. We further explained that our rate table in Section 26.3 did not include salary tiers below $25,000 or above $100,000 since there are no NTE faculty with such salaries.

The administration noted that Section 26.5 on the National Ear Care Plan has been presented in every CBA for the TET faculty since the beginning of collective bargaining at WSU, but that no person had ever opted to join and that neither this plan nor any equivalent was any longer in existence.

The administration also noted that the table referring to past years can be shortened, and our team of course agreed.

In response to our proposal for Articles 23 (Compensation), 24 (Minimum Salaries), and 26, the administration stated that it expected to have a meeting soon that would enable it to reply, probably, by the negotiating session after next, set for Friday, June 21.


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This page was last modified on Saturday, August 10, 2013. Corrections, comments, and suggestions are most welcome. Contact the webmaster for this page (Jim Vance) at jimvance.wsu@gmail.com, telephone 937-775-2206. To contact the chapter, please see our Staff, Officers, and Committees page.