HomeMy WebLinkAboutCC Resolution 8111 (Police Department Personnel MOU)RESOLUTION NO. Rjjj
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF SAN RAFAEL AMENDING RESOLUTION NOS. 5929,
6078, 6415, 6689, 7206 AND 7656, PERTAINING
TO THE COMPENSATION AND WORKING CONDITIONS
FOR POLICE DEPARTMENT PERSONNEL
(2 -YEAR AGREEMENT - 7/1/89 - 6/30/91)
WHEREAS, the City of San Rafael Police Association have
met and conferred with regard to wages, hours and working
conditions in accordance with the provisions of the Meyers-Milias-
Brown Act; and
WHEREAS, a Memorandum of Understanding dated February 2,
1990 consisting of twelve pages and Exhibits A, B, C, D, and E has
been executed by duly authorized representatives for both parties.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the
City of San Rafael as follows:
Section 1. From and after the date of adoption of this
Resolution, the City of San Rafael and the San Rafael Police
Association shall utilize the Memorandum of Understanding dated
February 2, 1990, as the official document of reference respecting
compensation and working conditions for Police Department
personnel. Agreement shall be in effect from July 1, 1989 through
and including June 30, 1991.
Section 2. The schedules describing classes of positions
and salary ranges attached in Exhibits A, B, C, and D to said
Memorandum of Understanding, together with the Memorandum of
Understanding itself, are hereby adopted and both shall be attached
hereto and incorporated in full.
I, JEANNE M. LEONCINI, Clerk of the City of San Rafael,
hereby certify that the foregoing resolution was duly and regularly
introduced and adopted at a regular meeting of the Council of said
City the Stn day of February 1990 by the following
vot-e . to w_j t:
AYES: COUNCILMEMBERS: Boro, Breiner, Shippey, Thayer & Mayor Mulryan
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: None
JE 'E -M.. LEONCINI, City Clerk
OMGINn $9///
MEMORANDUM OF UNDERSTANDING (M.O.U.)
BETWEEN THE CITY OF SAN RAFAEL
AND THE SAN RAFAEL POLICE ASSOCIATION
I. TERMS
This agreement shall be in effect from July 1, 1989 through and
including June 30, 1991.
II. SALARY
A. Effective July 1, 1989, a four percent (4%) salary increase
for all represented classifications. (See Exhibit A.)
B. Effective January 1, 1990, a two percent (2%) salary increase
for all represented classifications. (See Exhibit B.)
C. Effective April 1, 1990, a two percent salary equity increase
to all sworn classi.fications. (See Exhibit C.)
D. Effective July 1, 1990, a four percent (4%) salary increase
to all represented classifications. (See Exhibit D.)
III. INSURANCES
A. Accident, Health, Life and Long Term Disability
1. A maximum of $255 per month will be contributed by the
City toward the cost of each eligible employee's health,
accident, life and long term disability (City or
P.O.R.A.C. Plan) insurance package. Selection of
coverage must include the employee's basic health plan
and the $5,000 basic life insurance program offered by
the City.
Effective July 1, 1989 through January 14, 1990, the City
agrees to pay the actual cost of medical insurance
premiums only incurred by any member that exceeds $255
per month, subject to a dollar amount equivalent to the
average premium increase for the family plan option for
the health maintenance organization (H.M.O.) groups, up
to a maximum additional dollar contribution by the City
of $10.00 per month. (See Exhibit E for examples of how
to calculate City contribution.)
2. Effective January 15, 1990, a maximum of $240 per month
will be paid by the City toward the cost of each eligible
active or retired employee's health insurance premium.
Active employees shall have an additional $75 per month
flexible benefits spending account which they may apply
towards the cost of health accident and life insurance
and long-term disability insurance (City or PORAC Plan)
or to receive back through the payback program. (See
Item C of this section.) It is understood that the
flexible benefits spending account does not apply to
retired employees.
3. Effective July 15 1990, the flexible benefits spending
account (see item two of this section) will be increased
by $50 per month to $125 per month.
B. PERS HEALTH INSURANCE BENEFITS
The City will continue to contract with the Public Employees
Retirement System (PERS), Health Benefits Division, in
compliance with all applicable PERS rules and regulations
during the term of this M.O.U. for the purposes of providing
health insurance.
C. PAYBACK
The difference between the total allotted amount for active
employees and the cost of health, accident, life and long-
term disability insurances will be paid back to the employee
up to a maximum of $100 per month.
IV. RETIREMENT CONTRIBUTION
A. The City shall pay one half of the employee's contribution or
seven percent (7%) of the employee's salary, whichever is
less, to the Marin County Retirement System.
B. Effective April 1, 1990, the City will pay the full share of
the employee's contribution, not to exceed seven percent (7%)
of salary, to the Marin County Retirement System. If the full
amount of the employee's contribution is less than seven
percent ( 7%) of salary, then only the full share shall be paid.
C. It is agreed that the San Rafael Police Association will
dismiss with prejudice any pending claims or lawsuits it has
relating to the employee's retirement contribution paid by the
City, (as defined in the grievance of Harold Hutchinson
individually and on behalf of all members dated July 28,
1989), and will not file a grievance claim or lawsuit on this
specific issue. Both parties recognize that the Police
Association has fulfilled its collective and/or individual
fair representation obligations to its members on this subject
through the individual and Class Grievance filed on July 28,
1989.
V. DENTAL INSURANCE
A. The City will provide a dental insurance program providing
100% coverage for diagnostic and preventative care, $25
deductible on corrective care (80/20) per patient per calendar
year and orthodontic coverage (50/50). The City shall
continue the current or comparable program and shall pay any
- 2 -
increased premium rate increases from the date of the increase
for the term of this M.O.U.
B. Effective February 15, 1990, the dental plan coverage will be
enhanced to provide for an 80/20 cost sharing for casts,
crowns and restorations.
VI. ADDITIONAL PAY
A. Overtime.
All represented employees who are required to work in excess
of their basic work week during any one week shall accrue
compensatory time (C.T.) at the rate of time and one-half.
Upon accrual of forty (40) hours of C.T., employees shall be
paid at the rate of time and one-half of their regular
established hourly rate for all overtime hours worked.
Both parties agree that any changes in the overtime provisions
of this M.O.U. are subject to the meet and confer process.
Compensatory days off are guaranteed when submitted ten (10)
days in advance and approved seven (7) days or more in advance
at the discretion of the Police Chief or his designee.
Requests not submitted ten days in advance may be granted at
the discretion of the department. Compensatory time off can
be cancelled during the seven day period in the event of an
emergency situation.
Department minimum staffing levels should be used as one of
the guidelines to be considered in determining approval of
compensatory time requests. Compensatory time requests shall
not be approved if the time off brings the shift below minimum
staffing levels as set by the department, unless approved by
the Police Chief or his designee.
B. Court Pay
Police employees who are required, in the course and scope of
their official employment, to appear in court or other
official hearings other than during their regular tour of duty
or shift of hours, shall receive a minimum of three (3) hours
pay at overtime rate. If such appearance is required to be
made by a member of the Department on a day off, he/she shall
receive a minimum of four (4) hours pay at overtime rate.
The Police Department will provide appearance information for
Police employees. The Department will be responsible for
having such information available, when known, by 6:00 PM on
the last court day preceding the scheduled appearance date of
employee. Police employees will be responsible for calling
the Department after 6:00 PM. If the trial is not cancelled
by 6:00 PM on the day preceding the appearance date, an
employee shall receive a minimum of three ( 3 ) hours pay at the
- 3 -
C.
F91P
E.
F.
overtime rate. If an employee is subpoenaed to make such
appearance on a day off, he shall receive a minimum of four
(4) hours pay at the overtime rate.
Call -Back Pay
Call-back pay shall be provided at one and one-half times the
regular rate with a two-hour minimum whenever required by the
Department and with the expectation that the full two (2)
hours will be worked.
Stand By
The Chief of Police or his/her designee shall have the
authority to place members on standby status. Standby shall
be used for special events when actual staffing needs cannot
be adequately determined beforehand. The order for standby
shall be in written form. Any standby order may be cancelled
within 24 hours notice. Any order not cancelled within 24
hours of the beginning time will remain in effect as defined
below.
Employees on standby status shall remain fit for duty and
within a maximum forty five (45) minute response time of the
San Rafael Police Department during the time they are on
standby.
Employees shall be compensated at one half (1/2) pay for the
hours they are on standby.
Police Matron
Female employees who are requested to perform the duties of
Police Matron shall receive a minimum of one hour of pay, in
addition to their regular hourly rate of pay, for actual time
served in this capacity during a tour of duty or special duty.
Shift Differential
1. A three percent (3%) shift differential shall be paid for
all represented employees working the swing shift (3:00
PM to 11:00 PM).
2. A five percent (5%) shift differential shall be paid for
all represented employees working the graveyard shift
(11:00 PM to 7:00 AM).
3. To receive the shift differential pay, the employee must
be regularly scheduled and work fifty percent (50%) or
more of their shift between the hours of 5:00 PM and 7:00
AM.
4. Employees assigned to work the swing or graveyard shift
time periods on overtime or in accordance with Section
- 4 -
X, Shift Changes, are excluded from shift differential
pay for those time periods.
5. Shift differential shall not be considered an additional
percentage on salary for personnel involved, but shall
apply only to hours actually worked; e.g., differential
does not apply to sick leave, vacation or compensatory
time, but does include overtime for employees regularly
assigned to the swing or graveyard shifts. The current
operational policies and provisions for shift rotation
and assignment remain in effect.
G. Career Incentive Plan
The City agrees to develop a Career Incentive Plan for all
members of the bargaining unit and to present it to the
Association for meet and confer purposes. The Plan will be
developed no later than July 31, 1990, with a target
implementation date of January 1, 1991.
The plan shall take the form of merit pay cash incentives of
five percent (5%) each. Employees will become eligible for
the first incentive two (2) years after attaining E Step in
their respective pay grade and the following minimum
requirements:
Incentive Minimum Requirements
1 (5%)
Step E
for
2 Years
2 (5%)
Step E
for
5 Years
3 (5%)
Step E
for
7 Years
4 (5%)
Step E
for
10 Years
In all cases, merit increases will be based on recommendation
of supervisor, documented in an evaluation and with the
concurrence of the Chief of Police. The incentive(s) will be
awarded for a period of one (1) year and will be subject to
review at each anniversary date. Incentives will be paid in
a separate check quarterly on March 15, June 15, September 15,
and December 15.
Both parties agree that if such agreement is not attained,
neither party will have the right to any claim against the
other because of failure to reach agreement. It is further
agreed that discussions (meet and confer) will concern
criteria only for this program and will not impact the
previously agreed dollar value of the incentives.
H. Holidays
All represented employees in the Police Department shall
receive straight time compensation for every holiday worked
or which falls on a regularly scheduled day off in each given
year which all other employees receive as time off. Said
- 5 -
compensation shall be paid twice each year on the first pay
period of December and the first pay period of June.
I. Bilingual Pay
1. Full Fluency Program
A five percent (5%) bilingual pay incentive shall be paid
to up to ten (10) designated bilingual employees (sworn
or non -sworn).
2. Conversational Fluency Program
Effective January 1, 1990, a Conversational Fluency
Bilingual Program is established which will entitle up
to thirty five (35) designated employees (sworn or non -
sworn) to a conversational bilingual incentive cf $25 per
month.
The City will pay, in advance, any authorized training
or educational costs as needed to maintain a complement
of up to thirty five employees up to amount equal to the
cost of the One Twelve USA Program. Employees enrolled
in such bilingual training are obligated to reimburse the
City through payroll deductions over a period of three
(3) years for one half the cost of any such education
after the completion of such course. The employee is
obligated to reimburse the City for the full amount of
such education costs if he/she drops out of education
program or does not successfully pass the certification
test. In the event an employee must reimburse the full
amount, reimbursement shall be through payroll deductions
over the course of three (3) years or in full upon
separation.
3. Effective July 1, 1990, the pay incentive for the
Conversational Program will be increased to $35 per
month. All other conditions as outlined in this section
remain the same.
4. Within the limits established in items 1 and 2 of this
section, to qualify for either the Full or Conversational
programs, employees must be certified as proficient in
a language deemed to be of work related value to the
Police Department as determined by the Police Chief and
approved by the City Manager by established standards.
It is agreed that full fluency or conversational
proficiency certification may be obtained by passing a
standardized depart -mental test (to be developed by the
department) or fluency certification issued by an agency
approved by the Police Chief. Conversational proficiency
certification may be obtained by an employee achieving
a Certificate of Completion from One Twelve USA, or
passing a departmental conversational test, or a
- 5
conversational certification issued by an agency approved
by the Police Chief.
Fluency in more than one foreign language does not
entitle an employee to more than the 5% bilingual pay
differential. Both parties agree to annual
recertification of proficiency to continue eligibility
for the bilingual differential.
5. Shift assignments and distribution of bilingual employees
shall be at the discretion of the Police Chief.
J. Special Response Team
Effective July 1, 1989, the City will pay $100 per emergency
call -out to S.W.A.T. members of the Special Response Team
(S.R.T.). The City will pay for the equipment for S.R.T.
members, provided members obtain prior approval of the Police
Chief.
VII. SICK LEAVE ISSUES
A. Upon termination of employment, by resignation, retirement or
death, an employee hired prior to June 30, 1979 who leaves the
City in good standing shall receive compensation for all
accrued, unused sick leave based upon the rate of three
percent ( 3%) for each year of service up to a maximum of fifty
percent (50%).
B.
C.
Sick Leave Incentive Plan (Post - July 1, 1979 Employees)
Effective July 1, 1989, a Sick Leave Incentive Plan for all
classifications represented by the Police Association is
established. The Incentive Plan applies only to employees who
have successfully completed their initial probationary period
and were hired after July 1, 1979. Incentive pay will be
based upon annual sick leave usage with the employee's
anniversary date as the beginning point of any given year.
Incentive pay is as follows:
Yearlv Sick Leave Usaae
None
1-16 hours
17-24 hours
Sick Leave Accrual
Incentive Pav
(Straight Time)
8 hours of pay
6 hours of pay
4 hours of pay
Effective July 1, 1989, accrual of Sick Leave will be
unlimited for usage purposes. A maximum of 1200 hours of Sick
Leave will continue to apply for cash -out purposes at time of
separation for those hired before July 1, 1979. (See Item A
of this section.)
MM
VIII.VACATION SIGN-UP
Vacation sign-up procedure, established in General Order
80-55, is to remain as it is at the present time. After
the second circulation of the vacation roster, there will
be a voluntary sign-up period. If there is a vacancy,
then an employee will be allowed to coordinate his/her
vacation schedule to follow the employee's last day off.
IX. EDUCATIONAL INCENTIVE
A. The Educational Incentive Program for sworn employees of the
Police Department offers monthly payment for POST Intermediate
and Advanced Certificates as follows:
Intermediate Advanced
Classification Certificate Certificate
Police Sergeant $130.00 $180.00
Police Officer and $110.00 $155.00
Police Corporal
B. Effective January 1, 1990, the Educational Incentive Program
for sworn employees of the Police Department offers monthly
payment for POST Intermediate and Advanced Certificates as
follows:
A. Changes in the days or hours of the regular work schedule of
an employee shall entitle such employee to overtime
compensation at the rate of time and one-half for any hours
worked outside the employee's regular work schedule unless the
City has given the employee a minimum of seven (7) days
advance notice of such a change. No advance notice to
employees by the City of shift change shall be required and
no overtime shall be paid when shift changes occur as a result
of work related emergencies; multiple sicknesses, disabilities
or injuries; or at the specific request of an employee. If
a shift change is due to work related illness or accident, it
shall be considered an emergency and no overtime will be paid.
If an employee is called in early to cover shortages due to
non -work related sicknesses or injury, then time and one-half
shall be paid for hours spent outside the regularly assigned
shift.
=:=
Intermediate
Advanced
Classification
Certificate
Certificate
Police Sergeant
$140.00
$190.00
Police Corporal
$130.00
$177.50
Police Officer
$120.00
$165.00
X. SHIFT CHANGES
A. Changes in the days or hours of the regular work schedule of
an employee shall entitle such employee to overtime
compensation at the rate of time and one-half for any hours
worked outside the employee's regular work schedule unless the
City has given the employee a minimum of seven (7) days
advance notice of such a change. No advance notice to
employees by the City of shift change shall be required and
no overtime shall be paid when shift changes occur as a result
of work related emergencies; multiple sicknesses, disabilities
or injuries; or at the specific request of an employee. If
a shift change is due to work related illness or accident, it
shall be considered an emergency and no overtime will be paid.
If an employee is called in early to cover shortages due to
non -work related sicknesses or injury, then time and one-half
shall be paid for hours spent outside the regularly assigned
shift.
=:=
XI. ALTERNATIVE WORK SCHEDULES
Both parties agree that at the discretion of the Police Chief,
alternative work schedules which include a total of 2080
annual working hours if mutually agreed to may be implemented
for designated periods of time for all represented employees
for the lifetime of this M.O.U.
XII. UNIFORM ALLOWANCE
Each of the following represented classifications will receive
a uniform allowance for each six ( 6 ) months of service ending
June 30 and December 31 as follows:
A. Uniformed, sworn employees, Police Service Aide II's and
Parking Enforcement Officers:
1. July 1, 1989 through December 31, 1989: $225 ($450/year)
2. January 1, 1990 through June 30, 1990: $250 ($500/year)
3. July 1, 1990 through June 30, 1991: $275 ($550/year)
B. Administrative/Service and Investigation employees:
1. July 1, 1989 through December 31, 1989: $150 ($300/year)
2. January 1, 1990 through June 30, 1990: $175 ($350/year)
3. July 1, 1990 through June 30, 1991: $200 ($400/year)
C. All other represented employees:
1. July 1, 1989 through December 31, 1989: $200 ($400/year)
2. January 1, 1990 through June 30, 1990: $225 ($450/year)
3. July 1, 1990 through June 30, 1991: $250 ($500/year)
D. A pro -rated portion of the allowance may be given for the
first and last six (6) months of service upon recommendation
of the Police Chief and approval of the City Manager or their
designees.
XIII. PATROL BRIEFING PERIODS
A. Effective within thirty (30) days of ratification of this
M.O.U. or sooner, if mutually agreed, Patrol briefing periods
will be conducted within Patrol employees designated eight
(8) hour shifts.
B. It is agreed that the San Rafael Police Association will
dismiss with prejudice any pending claims or lawsuits it has
relating to the Patrol briefing periods (as outlined in the
grievance of Richard Knuth and President Hutchinson on behalf
of all members dated July 31, 1989), nor will the Association
file a grievance, claim or lawsuit on this specific issue.
Both parties recognize that the Police Association has
fulfilled its collective and/or individual fair representation
obligations to its members on this subject through the
individual and Class Grievance filed on July 31, 1989.
Mos
XIV. EMPLOYEE BREAK AND MEAL PERIODS
Police Employee break and meal periods are as follows:
A. Patrol employees: One 15 minute break in first half of
shift and one 45 minute meal period as scheduled and
approved by the designated supervisor.
B. All other employees: One 15 minute break to be taken in
the first half of the shift, one fifteen minute break to
be taken in the second half of the shift, and one 30 minute
meal period as scheduled and approved by the designated
supervisor. Combination of meal and break periods must
have prior supervisory approval.
C. No changes will be made in break and meal periods that
would alter an employee's regularly scheduled working time
without the advance approval from the employee's
supervisor.
D. Break and meal periods are paid time and, as such,
departmental needs will take priority. In the event that
work demands preclude an employee from taking his or her
break and/or meal period, the employee will not be eligible
for overtime compensation.
XV. PERSONNEL RULES
Both parties agree to meet and confer over the Personnel Rules
and Regulations revision project currently underway.
XVI. DRUG AND ALCOHOL POLICY
The City and the Association both support a drug and alcohol
free work place and agree to continue to meet and confer over
a comprehensive Drug Policy.
XVII.MEDICAL STANDARDS
Both parties agree to meet and confer over Medical Standards as
they may relate to non -placement issues.
XVIIILIGHT DUTY POLICY STATEMENT
Both parties agree to meet and confer over a departmental Light
Duty Policy.
XIX. UNION RELEASE TIME
One hundred (100) hours per year shall be provided for union
release time, apart from MMB activity, with ten days advance
notice and approval of the Department Head. Any additional
hours shall be granted only with 10 days advance notice and
approval of the Department Head.
- 10 -
XX. EXISTING LAWS, REGULATIONS AND POLICIES
This M.O.U. is subject to all applicable laws.
XXI. STRIKES AND LOCKOUTS
During the term of this M.O.U., the City agrees that it will not
lock out employees, and the Association agrees that it will not
encourage or approve any strike or slowdown growing out of any
dispute relating to the terms of this Agreement. The
Association will take whatever lawful steps are necessary to
prevent any interruption of work in violation of this Agreement,
recognizing with the City that all matters of controversy within
the scope of this Agreement shall be settled by established
procedu-'es set forth in the City's charter, ordinances, and
regulations, as may be amended from time to time.
XXII.FULL UNDERSTANDING, MODIFICATION, WAIVER
A. The parties jointly represent to the City Council that this
M.O.U. sets forth the full and entire understanding of the
parties regarding the matters set forth herein.
B. Except as specifically otherwise provided herein, it is
agreed and understood that each party hereto voluntarily and
unqualifiedly waives its right, and agrees that the other
shall not be required, to meet and confer with respect to any
subject or matter covered herein, nor as to wages or fringe
benefits during the period of the term of this M.O.U. The
foregoing shall not preclude the parties hereto from meeting
and conferring at any time during the term of this Agreement
with respect to any subject matter within the scope of
meeting and conferring for a proposed M.O.U. between the
parties to be effective on or after July 1, 1989.
XXIIIPREVAILING RIGHTS
All matters within the scope of meeting and conferring which
have previously been adopted through rules, regulations,
ordinance or resolution, which are not specifically superseded
by this M.O.U., shall remain in full force and effect
throughout the term of this Agreement.
XXIV.SEVERABILITY
If any article, paragraph or section of this M.O.U. shall be
held to be invalid by operation of law, or by any tribunal of
competent jurisdiction, or if compliance with or any
enforcement of any provision hereof be restrained by such
tribunal, the remainder of this M.O.U. shall not be affected
thereby, and the parties shall enter into meet and confer
11 -
sessions for the sole purpose of arriving at a mutually
satisfactory replacement for such article, paragraph or
section.
XXV. July 1, 1991 M.O.U. NEGOTIATIONS
Both parties agree to begin the meet and confer process no
later than April 1, 1991, regarding the terms and conditions
applicable to a M.O.U. effective July 1, 1991. The process
will be initiated by the San Rafael Police Association through
the submittal of upcoming contract requests it wishes to be
considered.
SAN RAFAEL POLICE ASSOCIATION
By
game/Title
By
` Name/Tit-le
By
gfame%itle
B �+r� 2
Name Title
By
Name/Title
Dated: February 2, 1990
- 12 -
CITY OF SAN RAFAEL
By
Name/Title
Name/Title
NN1-'I-- C)wwOIOIw W NOl•ANNCJI V V
OO U1Nr'OOto Vr-I-At0V0:)0NOO
�
o
O1
-X::
M
1--' NNNNNNNNNNIVNN
RI IL
00.- CD CD 00000000000
Lf) Lo
w
W N O L.D -,1 00 M " W r -i M M Ln
to M
"S
rD
r+ m
N
�l
rD ' fi
= rD
C-+ n
r+
a to
rD <
-1 rD
1 I I 1 1 1 I 1 1 -•< 1 1 I I 1 I 1
:.O J
N
W A CJI 01 01 V V
rD 4+
O 1✓
annnan 00 a1- AALn��
.
J
.. HJ
1�
O -i 0 0 0 0 0 0 4 -s O O O O w 0 0 0 0
co
----I J J J J
J J J J J J •"S ('�
r+
to
n M n n n n n n rD C n n n n n n n
rD
fD fD fD rD rD rD rD = -S = rD m rD ;am m rD rD
r+
{.O r+ J. O1
=r
M
-1r-) --- i;ocncn 'G =5 O
M cv L< J'< M r+ M m a r r a cn � 0 = rD
n m -o n mo =3c ) r. n -s m -n Z Ln Z
-o -0
-n
0
J. ...s - O = -1 -.h J - 0 < J. -1 J. Lo
t< J.
C v, = 7r = -s O m O rD 0 n— n O M rD
J
J. rf In (M C�L 14 r+ -1 -1 = Q n J. rD -1 n G7
-1
J
0
r+ N Z w n 7r Ln (n rD N
c O
r=-.
LO
'S 'S M rD = (n rD a r+
77 7c -S 'S r l -0 'S M --
n
Di 7r <
J
.. .. O r+n rD
Di
S D
(n
J. J.
(n
n a
M
M M
Ln
O
O
Ln
r+
0
0
N N .-' I -I I-� 1-+ 1--' •-' 1--' N N 1--' .-� N N IV
N
CTI Ln Ln M 01 V V O V O O CTI CO W Ul CJI
1-+ 1-, W O V Ul CJI W MIt. -Pb V W W 1'- •-
UlCJtCJIUlNN W ONNV W 0cn Ln
D
=
V VNV IDO1011'�ODODW
0 00 lD V N .-+ .-r Ul O O O CJI Vl 1D co co
N
01
J
Di
-s
N N 1--' 1--' h-' 1-' F-+ .- N N N 1--' 1-' N N N
<<
01010101 V070o1007�Q110A010)
W W O V Ul W W .-+ V W W A .--I •A W W
-1
W W 1- CTI N W W 1--' 0 0 0 10 W W
W
_
Co
101O VNLn Ulrlj
M
Ell
a
NNS -'.-'1--' 1--' N. -•'NNS NNNNNW W
V V M V 00 to 10 O 10 N N V O Ul V V O N N
Ul Cil V U7 W r+ O Cr . W C3 N O Ul Ln Ln CO I--1�
�
N N Ul N W V tD tD O V to N N CJI Ol M
r")
rD
'-S
NNIDOIr-'.--'�--' O�-'0101O0NNNNW W
O
O 0 N 1--' Ul N N 1--' 01 V V /•-+ .•'' 0 0 W N N
n
NNNNNNNNI-- NNNN W W W
M
0000 V OtDOOOOW W 00O01O000W W
w
co CO Ul W 1•-•' O O to .A W W O t0 V 00 O N V V
r+
CTI CJI N W 1--' V V N of 00 01 F- •A CT1 U-1 W V V
O
rD
CDL
NN 011--1--'00 W 000 W W ;Q �o W W
W WUiN1--'- OOkot.o 01 W WOtDtD
O
'S
O
W W 1+�NNNNNNNNNW W W W w
-'
OOOtDOOO1--'1-�•ACC) �- VOO�-LnLTI
N N W -' O t O t o Co W. p. A CO 00 I.D N N 0 -9�—
n•
W W W 1-+ V .-•+ I-- •A 0 t0 10 N-L-� -A W W O w 0
m
rD
NN1-'I-- C)wwOIOIw W NOl•ANNCJI V V
OO U1Nr'OOto Vr-I-At0V0:)0NOO
I
n
a
1--NNNNNNNNNNNNN�-'1'1''1"'
0C:) I- ��O000000000000
to
w
lDl-' W NOlD-4wMLlJ�1-WN00 VO1CT?
w (D
-1
(D
r+ m
LA
� --b
(D --h
O (D
r+ n
C-+
70
-0-.
a N
(D <
O d
-1 (D
1 1 1 I I 1 I 1 1 1 1 I 1 1 I I
tO —
N
w? cn Ol m V V 1-
rD W
-1
O V
0;
:x-.. Dr.. CD C:) D> 4t.Ul V V
O
aan
z1<
= :3
O
(D c
FJ
V
O -1 0 0 0 0 0 0 W 'i O O O O d O O O O
J.
----I J J J J
r+
H�
7r
n fD n n n n n n— rD c n n n n n n n
(D
lD
O
(D (D (D rD (D (D (D 7 -1 rD rD rD ;0 (D (D (D rD
10 r+ �. w
��-Im-i;acn(n < n ;o(na=3 CDM L/)
rD n, 1< —'< (D r+ (D m Di (D (D O. cO -h O rD
r+
n -0 CD -0 n (D n O n r+ n 'i rD -h -1 1n Z
S
I J. -5 J. O O -S '--h J — O < J. "S J. -a -0 to
CD
c VI J 7r O i O rD O rD O n --'• c n 0 (D (D
— r+ tO cO d tO r+ Z -1 = C]. n rD 'S n pi
-h
O
r+ In -s 0) n 77 In In rD In -5 0) r+
C-) n a -S rD r+ J O (+
J
J J n-0 1< B p n n i -1
J
rD (D J S (D J. J J. pj
O
1 -S rD (D 7 fn (D d r+
X" 7r -5 'S r+ -1 rD
C
O
7r w >r <
1--+ 1--1 O r+ rDrD
cO
-1 n.
�!
a
CD rD
LA
N
(D
N
O
fi
O
N
r+
N N
U7UlUlMV V VmmOOmmW Ln Ln
O
OI QI m W C> m m m N m m CD O1 0O 01 m
m m M W1OV V104z-W Woo 1O -P Ql OI
n
In
�-' f-+ O Oo .A rn Ql 00 r•-� Ql Ol 10 00 0o I I
w
CDCDCD •:�-MM vrnMCDI- cn00
a
N N N N I-' 1--' N N N
J
m m m V V 00 00 LO 10 I-- 1-- Ol 1D ? M M
a
O7m W C:)MMaI•AOCC) 00OD-P 1OCC) 0O
"S
mm W 1OV 1D 1O 10 V1--'F-+N 10mmm
W
1<
O O 00 ? Ol 07 47 W Ol DD W W O O
'S
Ql Ql .A Ol .A F-+ -P- .A .p 4�- O Ol M
W
fn
(D
Ln
NNNN W W
mCC V VOOIOIOOIONN V C:)mm m1.ONN
a
000 co Ol_P.A100000 CTM--' 000000
-ON
V V1OV1.D1O1D VOi��-P-VOV VNOO
. . . . . .
n
(D
. . . . . . . . . . . . .
W WX100 W Wim-' W •A•A 411--'�W W lO OI QI
S
W W-P.QlF-+A.PUlOmOlh--CnNW W W Ln Ln
(D
I
(D
S
NN1--'1-'1-'NNNNNNI--NNNNW W W
1010V071000h-SOW WCC) I.- VLo10OAp
n
_p. p.M M_p. �-,.AW 000000? W Np4�:-00•A?
S
NNV1Dl0V VW W -P -PNW VNNW�•P
W
. . . . . . . . . . . . . . . . . .
L.0 10 61 00 W OJ � N OO 1.D 1D V 1D lO
r+
P Ln Ln I-- O) (.n U7 .P 1-- O W W (.n .A •P
(D
d
O
W NNNNNNNI--'NNW Wwww
0 0 07 10 0 1-`1-'N r+4:::.dh1ON0000NCr) M
07 Co M -P. ? W W N OO 1O 1D I-- N Ul 47 CO -P- h- 1-+
O
W W 1D 1O V W W OO I--' 00 CO 1D OD O W W � 1D 1D
m
-�
J.
V 4 7o L, - NNW -PW W OOW W V�l�al Ql
n
Cntnt-,.Ull--1r-07-A.C)C)mmmLnLnW V V
rD
I
n
C7{
O
Cn
J L
m
I- N N N N N N N N N N N N N
ooH, f., I-- I-- 000000000000o
Inco
Cu
101--'wr%) c) ZD -,j w oNui PA WN 00VOlUl?
In m
Z
m
r+ m
N
S -h
m -h
0 m
C-+ n
C+
-0-.
Qj (A
rD <
=3 w
Z m
1 I 1 I 1 I 1 1 1 I 1 1 1 I 1 1
CO J
Ln
W 4A- LYI M M -,J -,J V F-
rD cv
O n
nnnnnn C:) CD n~nnnVV
z�
��
O
.
rD
J J
0 -1 0 0 0 0 0 0 a Z o 0 0 0 Qj 0 0 0 0
J.
lO
1.0
0 a J J J -•5 —J--
— J.
I-+
J
O
2-z- -0 E3 J. �. — F — J.
n n n
rD
n m n n n n n n rD c o n n n
rDnmmmmmmO- mmm;ammmm
�o--qm--1rnrn�k< n =cnn= CDm LA
�
s
an d << —a< m c+ m m W m m a (O -h o O m
m
n --o m -0 n m n O r7 r+ n -1 m -h -5 In -1
•'S l< — -5 J. O =5 -5 --h J J. 0 < J. -1 —.-0 -0 Lo
1
cv+=3 2v, =3-50m0m0n�.nomm
-1 -5 n 0)
o
--�
-�. r+ rn co a IO r+ Z =3 a n (D
C+ vI •1 Q1 n X, In In m In -1 w I•+ 0
0
m n a -5 m r+ -' 0 r+
m m S m
n -1 m m 0 In m a r+
Co
X* 7C -1 i r+ -0 -1 rD J•
�- W 7r <
o r+ m
n
J. rD J.
N
n 'S a
In
m m
m
I
N
0
-h
0
J.
C -+
J.
NNI-`1-'f-' f-'F'1-'1"'NNH-'h-'NNN
O
U7 Ln Ln Ol V �I V OO m C OC) 0 w m m
N
O1mm W C)wm m N)mmCDmmt-- I--
C11MMW cO�1�!f.0•AW WoocO��1�l
n
w
��000�rnrnoo�rnrnc000co A a
a
OC)CD P.OlOil-'vO1O C:) UINN
LA
Qi
J
Q,
NNNN
n
m m m V V 000010kOf-+I--' 011O41 --vv
1<
OOOOW 000C11Ci1.?C)m00CC) P.LOw W
Dl m W l0 V lO lO 1.0 V N lO 00 lO l0
W
'S
Qj
CT) I-' .A CT) �' .P �--+ .J� 0 00 OD
LoCil
m
In
Di
NNh-`h-'h-'h-'h-'Nh-`NNI--NNNNLI) W W
-5
00m V V 00I'D l0Ol0N N V 0000000 W W
m
OOOOOCi1J9 A 4�btO0000CTt-Ob I- MCT) 0A -Ph
v-Ij t.01010VC+1 Pp•AVOLI) LI) O1Ql
n
S
. . . . . . . . . . . . . . . . .
m
W W•ACilOOW W I--' W��AF-'�J�A�1NN
�
W W •A OI I- 4z- UI O OI QI Ul N 00 O:) 1-0 M M
m
n
NNh-'ISNNNNNNh-'NNW W W W W
-1
LO LO -I OJ 1.0 O O I-- O W W 00 I- V O O I- U1 Ul
m
.p. A 00 01 .A 4�. .P W 00 Op 0D ? W N U1 U1 4--- I- A I-+
Q,
NNVtOlO V VW LI) -7_l?NW VtOlOUIW W
c•+
m
1O 100100 JIDo0o
a
W WOlI-'4p-LnLtM UIUI4C)MM W 4A -P-
0
'S
W W f••` I -' N N N N N N N r- N N W W W W W
0
000OtO01-•'SNI-+-P-A- 1ON00r'I- W 0101
OD OO OI?-9� W W NM101Or-N U1 A.AO 101O
-'•
W W IOIOV W W OOI--00001O000U7Unt0NN
m
n
. . . . . . . . . . . . . . . .
. . .
m
V V 00 W I-' N N W -A W W W W W 0 0 0
Ul Ln I.- .A U7 I--' r- Co -P O O 00 CO Cil W W I"' M M
n
w
'S
NN1--' -+1-'NNN NNN1--'NNNN W W W
C")c
C3
Z
—:E:
rD
N N N N N N N N N N N N N0.- 1-` N 1- '
11 a
_0
OOh-1- �-A C)CDCD0CDCD0CDCD000CD
In c0
w
1D1--' W NI•--'OlO V m Ln•AW Nw-VjM Ln -P.
N rD
Z
l<
rD
c+ m
N
F3 "h
rD -h
O
O rD
-'
N N l0 O 1- N N W N Cn CTI lO W l0 N N .? O O
C+ n
O O -P N N 1.- h -A I-- 0) ko k0 l0 1-' Ch V V F W W
n
C+
rD
w N
rD <
"0-0_0-0-0"0-0-0"C7-10-0-0'0
= w
'S rD
1 I I 1 1 1 I I I-< 1 I 1 1 1 1 1
c0 —
N
w.AcnrnrnVV►- �-- V�-I.-
rD a
0 C�
nnnnnn 00 n~nnnv"
=c
z-1
0
rD '<
J
.
-oc-)�v-ovvv-v-�C-»v-vv-vv-v�
-I
l0
O-1 O O O O O O w "i 0 0 0 0 w 0 0 0 0
-+•
lO
0 a J J J J J J J
r+
C)
B - - J. 7\
n rD n n n n n n -+• rD C n n n n n n n
rD
M rD rD rD rD rD 'i = M rD (D ;C rD (D rD rD
n c0 c+ —. w
s
=3 -IC)-i;10NN << 0 =(/In O CDC -)-4(A
rD
rD w << —t< rD c+ rD m w rD rD CZ IO -h 0 =3 rD
n J -O rD -0 n rD n 7 C7 c+ n -5 =-3 rD -h 'i In 'T
-h
..I -< — -S — O =3 -S ...h J — 0 < J. -1 J. -a -0 to
O
C N O 7c O -1 O rD 0 rD 0 "S -• O n 0 rD rD
—
�• c+ CO CO O_ LO c+ 'Z -1 O 0. C) rD -1 n w
-'
c+ In -S w n 7r Ln tw rD N -5 w rh =
0
C) C7 w -5 CD c+ 0 r+
f
J J C7-0 c< B O n n -S "'S
�•
rD rD ---' S rD — J J. w
1 -3 (D M LA rD O_ c+
1O
X' 7C" "j i C+ -0 -S (D —
7� w 7r <
n
O r+ CD
J
�--� ►--� -}� n
J. rD J.
V1
n -5 O_
rD
CD rD
V)
-S
0
0
J.
r+
0
NNI-1-•F-'1-'1-'h'N)r%) 'NNN
N
m m m m V 00O 10 00 1-- ml041. V V
MMN)t.OVLnLTI4z- koM0)V•P0ONN
w
000000IO�l10104P V V Vw.AONN
n
CL
V V6:_OF-+1-' Ch 1 --'OO NCT N1-'1--'
?•?4�:bOIN V V CD -PN, --'ChO.PNN
In
w
J
w
NN1-11.-1-+I--N NI-- N)N) -'NNNN
<<
V VChVOl0l0OlDNN V OCnOO
lOIDID V Cn.A�N mm mmNIDCnCn
"S
W W LO -,J lO .A ? V W O O O V O W W
co
w
. . . . . . . . . . . . . . . .
O
CnCnI-�O1-�ChCTW lDV V1�WNV V
CO
O O m N V O O 1-- I-- O O r 7l 1-- W U) f.J)
rD
LA
w
'S
NN1--' -+1-'NNN NNN1--'NNNN W W W
rD
Lo to VOtDOO1--' OW W 001--' VkoQDr'-P4�:-
Z
h- I-- V Cn.AN N N V V V N N1- V V N0000
S
l0 LDV %,D 4:- V V l0ChCnCn.At04�-OO1-+OO M
CD
. . . . . . . . . . . . . . . . . . .
"S
ChOlO1 'Ch W W 01--'OOUl0000001-'1 '
rD
NNN V C) 4:�- Lr, •P4�%ID?-PNrl-3M `1-'
Q'
Ch Ch1 -'CT W 002,1 D 1-CnlD��N W W
l<
1-'--mWOCnCnCn VNNChCnwNNW V �!
0001--4.'b4�:-4AN Ow W ON V Ln Ln V4: --P
I
n
Z
W W�-'I--NNNNNNNI-'NNW W W W W
CD
OOOt0O1-'h-N 1--�-C-%IDNOF''►- N3MM
w
Ch Ch LnNNNI- Ch 0000h -'1-+W O00 V CnCn
c++
OOI.D_p• V 101DO V OOM000) I -' O
CD
. . . . . . . . . . . . . . . . . .
Q_
Ch Ch1 -'CT W 002,1 D 1-CnlD��N W W
Ln Ln V 01-+4:-- 4::--}:•P-P3k-Ph -AI--'NNCnIOIO
O
"D
O
W W 1-•+NNNNN NNNI--NNw W W W W
-'
N N l0 O 1- N N W N Cn CTI lO W l0 N N .? O O
�•
O O -P N N 1.- h -A I-- 0) ko k0 l0 1-' Ch V V F W W
n
V V .P V Lo O 00 V O 00 Co M V .Ca I --A I--' I--+ lD \0 m
rD
1-'--mWOCnCnCn VNNChCnwNNW V �!
0001--4.'b4�:-4AN Ow W ON V Ln Ln V4: --P
I
EXHIBIT "E"
'.Example of Calculating Average H.M.O. Increase
(Example uses a sample increase of 10%. These plans and rates
may or may not be applicable when actual average is calculated.)
Impact for
Plan/Rates 10% Increase
1. Kaiser (w/prescription)
Single
$ 75.20
$ 7.52
2 -Party
150.40
15.04
Family
207.63
20.76
$43.32
divided by 3= $14.44
average increase
2. Take Care
,
Single
$ 88.95
$ 8.90
2 -Party
176.60
17.66
Family
235.40
23.54
$50.10
divided by 3= $16.70
average increase
3. Health Plan of the Redwoods
Single $ 89.00 $ 8.90
2 -Party 185.00 18.50
Family 245.00 24.50_
$51.90 divided by 3= $17.30
average increase
4. Overall Average of Individual Plan Averages:
Kaiser $14.44
Take Care 16.70
Health Plan of the Redwoods 17.30
$48.44 divided by 3= $16.15
overall average