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MEMORANDUM OF UNDERSTANDING <br />Between City of Everett <br />And <br />Everett Police Officers Association (EPOA) <br />Medical and Benefit Changes 2021 <br />I. PURPOSE: <br />II. This Memorandum of Understanding (MOU) outlines the mutual understanding between the <br />parties regarding changes in medical, dental, and voluntary benefits for 2021 through 2022. <br />SCOPE: <br />This agreement is applicable to all EPOA employees. <br />III. AGREEMENT: <br />WHEREAS, the EPOA collective bargaining agreement for 2020-2022 with the City is negotiated <br />and the employee share of medical premiums have been negotiated, the Union has agreed to <br />increase its employee share of healthcare premiums for 2021 through 2022, <br />WHEREAS, the City and Union seek to find solutions to address the budget; <br />NOW, THEREFORE, the parties agree that: <br />• <br />• <br />• <br />• <br />• <br />• <br />• <br />Effective January 1, 2021, employees that elect the HMA traditional plan or Kaiser Plan <br />will pay 15% of the medical premium for themselves and their dependents. <br />Effective January 1, 2021, employees that elect the HMA Consumer Driven Healthcare <br />Plan (CDHP) will pay 7 5% of the medical premium for themselves and their dependents. <br />Effective January 1, 2021, EPOA employees will have the option to enroll in Willamette <br />Dental or Delta Dental for themselves and their dependents. The City shall pay 100% of <br />the premium for both dental plans. <br />If the City does not comply with the terms of the agreement, the EPOA employee share <br />of medical premiums will revert to the current premiums stated in the 2020-2022 <br />collective bargaining agreement. <br />Any dispute and/or difference as to the meaning and/or interpretation of any portion of <br />this MOU shall be resolved through the grievance -arbitration provisions of the CBA. <br />This MOU will become effective upon the final signature being affixed to the MOU. <br />The EPOA employee medical premium increases outlined herein, and this MOU will <br />sunset/terminate on and shall no longer be in effect as of 11:59 pm on June 1, 2022. If <br />the parties have not negotiated and agreed upon the EPOA employee share of medical <br />premiums for 2023 by June 1, 2022, then the employee share of medical premiums for <br />2023, shall be the premium share set forth in Article 25 of the parties' 2020-2022 <br />collective bargaining agreement. <br />