2018/2019 Negotiations – CSEA 262 agreed to a 1.29% on salary schedule raise effective January 1, 2019 and $292,952 onetime bridge funds to lower the medical premium liability for members who are paying out of pocket.
The agreement committed CSEA 262 and the District to mutually develop criteria for selecting a third-party healthcare administrator for the 2020 benefit year.
* Note: In the event an agreement cannot be reached the District's contribution toward health care premiums will be decreased down to the 2017/2018 rate of $10,946.
With the help of CSEA Negotiations team and the CSEA Employee Benefits Committee members, the District requested proposals from third-party health care administrators.
CSEA 262 Negotiations team met with the District in December 2018 and identified mutually agreed to criteria through the Interest Base Bargaining (IBB) process.
The criteria established is:
Ability to Grandfather in existing opt-outs into new third-party vendors.
Ability to offer a variety of plans and providers as part of the health and welfare package, to include at least Kaiser and one additional medical provider.
Provide evidence of stable and competitive rate history.
Provide evidence of working with higher education institutions.
Ability to offer medical, dental, and vision to active employees and retirees.
Ability to offer transition assistance.
Provide evidence of being contracted with local provider networks.
Provide evidence that plan coverage meets or exceeds current CalPERS plan coverage, i.e. durable medical equipment.
Ability to offer lifetime medical benefits, equivalent or better than CalPERS.
Ability to allow participation for unit members less than 50%.
Ability to allow participation for unit members in out-of-class assignments.
Ability to offer tiered and composite premiums.
Provide medical plans that can work with a Section 125, HSA, FSA, and HRA options.
Provide flexibility to work within the parameters of the Collective Bargaining Agreement (CBA).
Ability to provide unit utilization data.
Provide uniform rates for all employees regardless of employees declared place of residence.
Ability to provide friendly and simple plan administration.
Provide assistance and wellness incentives.
Ability to offer a variety of HMO and PPO plans as part of the health and welfare packages, including low premium and low deductible plans.
Ability to offer in-network world-wide coverage.