Agenda Item 6
May 3, 2016
Public Hearing
MEMORANDUM
April 29, 2016
TO:
FROM:
County Council
Robert H. Drummer, Senior Legislative Attorney
~
(h,
J
SUBJECT:
Public Hearing:
Bill 17-16, Contracts and Procurement - Equal Benefits for
Domestic Partner - Repeal
Bill 17-16, Contracts and Procurement - Equal Benefits for Domestic Partner - Repeal,
sponsored by Lead Sponsor Councilmember Leventhal, was introduced on April 19, 2016. A
Government Operations and Fiscal Policy Committee worksession is tentatively scheduled for
May 4,2016 at 2 p.m.
Background
Bill 17-16 would repeal the equal benefits law requiring a County contractor to provide
same-sex domestic partner benefits to its employees. Bill 37-09, Contracts and Procurement ­
Equal Benefits, was enacted on February 2,2010 and signed into law on February 16,2010. Code
§
11B-33D(b) provides:
A contractor or subcontractor must provide the same benefits to an employee with
a domestic partner as prOVided to an employee with a spouse.
If
a benefit cannot
reasonably be providedto a domestic partner, the contractor or subcontractor must
pay the employee the cash equivalent.
The legalization of same-sex marriage in Maryland created a new inequity for employers
who provided domestic partner benefits to same-sex couples only. Governor O'Malley resolved
this inequity by eliminating all domestic partner benefits for State employees soon after the State
legalized same-sex marriages. Although Maryland began recognizing same-sex marriages in
2013, many States did not.
Last
year, the U.S. Supreme Court held that the right to marry is a
fundamental right that must be provided to same-sex couples in
Obergefell
v.
Hodges,
135 S.Ct.
2584 (2015). Speaking for the Court, Justice Kennedy said:
These considerations lead to the conclusion that the right to marry is a fundamental
right inherent in the liberty of the person, and under the Due Process and Equal
Protection Clauses of the Fourteenth Amendment couples ofthe same-sex may not
 PDF to HTML - Convert PDF files to HTML files
be deprived of that right and that liberty. The Court now holds that same-sex
couples may exercise the fundamental right to marry. 135 S.Ct. at 2604-2605.
The
Obergefoll
case again changed the legal framework underlying the County's equal
benefits law. The original purpose of the equal benefits law no longer applies because same-sex
couples are guaranteed the right to marry in all States.
Many States have reacted to this change in lawby eliminating all domestic partner benefits.
See the
Stateline
article reviewing these reactions at t08-13. In addition to the State of Maryland,
the Montgomery County Board of Education and Howard County eliminated all domestic partner
benefits for its employees after same-sex marriage was legalized in Maryland. Prince George's
County never provided domestic partner benefits for its employees.
l
In
contrast to this trend to
eliminate domestic partner benefits, the Executive submitted a Bill to the Council, introduced as
Bill 13-16 on April 12, that would provide opposite sex domestic partner benefits to employees
represented by MCGEO and unrepresented employees. Bill 17-16 would follow the trend of
eliminating domestic partner benefits by permitting a County contractor to decide whether or not
to provide domestic partner benefits for their employees.
Lead Sponsor Councilmember Leventhal explained his reasons for introducing this Bill
and related Bill 16-16 that would eliminate domestic partner benefits for County employees and
retirees in an April 13 memorandum at t07.
Council Resolution No. 18-461
On April 26, 2016, the Council adopted Resolution No. 18-461 indicating its intent to
approve or reject provisions of the MCGEO collective bargaining contract subject to Council
review. The Council indicated its intent to reject the provision in the MCGEO agreement that
would require the expansion of domestic partner benefits to opposite sex couples. See
to
14-16.
Technical Correction
Bill 17-16, as introduced, incorrectly referred to an amendment of Code §33-22 in the
heading. The heading should refer to an amendment of Code § 11 B-33D to match the amendments
made in the body of the Bill. This technical correction has been made on the version of Bill 17­
16 at
to
1. The advertisement for the public hearing on Bill 17-16 referred to the correct section of
the Code.
This packet contains:
Bi1117-16
Legislative Request Report
Councilmember Leventhal April 13 Memorandum
Stateline, September 11,2015
Resolution No. 18-461
Circle
#
1
6
7
8
14
The District of Columbia continues
to
provide domestic partner benefits to its employees, including opposite sex
couples.
1
2
 PDF to HTML - Convert PDF files to HTML files
Bill No. -:-,-1.:...7--.::1.:::..6-:---:--_--:--_ _ __
Concerning: Contracts and
Procurement - Equal Benefits for
Domestic Partner - Repeal
Revised: April 19, 2016 Draft No.
L
Introduced:
April 19, 2016
Expires:
October 19, 2017
Enacted: _ _ _ _ _ _ _- _
Executive: _ _ _ _ _ _ _ __
Effective: _ _ _ _ _ _ _ __
Sunset Date:
...!N~o~n:.:::.e
_ _ _ _ __
Ch. _ _, Laws of Mont. Co. _ __
COUNTY COUNCIL
FOR MONTGOMERY COUNTY, MARYLAND
Lead Sponsor: Councilmember Leventhal
AN
ACT to:
(1)
(2)
repeal the law requiring the County contractors to provide domestic partner benefits
for certain employees; and
generally amend the procurement law regarding benefits for domestic partners.
By amending
Montgomery County Code
Chapter [[33, Personnel and Human Resources)) lIB. Contracts
and
Procurement
Sections [[33-22)) IIB-33D
Boldface
Underlining
[Single boldface brackets]
Double underlining
[[Double boldface brackets]]
* * *
Heading or defined term.
Added to existing law by original bill.
Deletedfrom existing law by original bill.
Added by amendment.
Deletedfrom existing law or the bill by amendment.
Existing law W1affected by bill.
The County Council for Montgomery County, Maryland approves the following Act:
 PDF to HTML - Convert PDF files to HTML files
Bill No. 17-16
1
Sec. 1. Section IIB-33D is amended as follows:
IIB-33D. [Equal Benefits] Reserved.
2
3
4
5
6
7
[(a)
Definitions.
In
this Section, the following words have the meanings
indicated:
Benefit
means a plan, program, or policy provided or offered by a
contractor or subcontractor to some or all employees as part of the
employer's total compensation package. This may include:
(1)
(2)
(3)
(4)
(5)
(6)
(7)
(8)
8
9
bereavement leave;
family medical leave;
sick leave;
health benefits;
dental benefits;
disability insurance;
life insurance; and
retirement benefits.
10
11
12
13
14
15
16
17
Cash equivalent
means the actual cost to the employer for insurance
benefits to the spouse of a married employee, which are not provided
to a domestic partner, if:
(1)
the benefit would be provided to a domestic partner of an
employee if that person were a spouse of the employee; and
(2)
the employer is unable to provide the benefit to a domestic
partner of an employee after making a reasonable effort to do so.
Contract
means a contract for services subject to Section IIB-33A or a
18
19
20
21
22
23
24
25
contract for construction services subject to Section IIB-33C.
Domestic partnership
means:
2.Docx
G\
U
F:\LAW\BILLS\1617 Procurement - Equal Benefits - Repeal\BiII
 PDF to HTML - Convert PDF files to HTML files
Bill No. 17-16
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
2.Docx
(1)
a relationship between two individuals of the same sex that has
been licensed as a civil union or marriage in a jurisdiction where
such a civil union or marriage is permitted; or
(2)
an unlicensed relationship between two individuals of the same
sex who:
(A)
share a close personal relationship and are responsible for
each other's welfare;
(B)
have shared the same legal residence for at least 12
months;
(C)
(D)
are at least 18 years old;
have voluntarily consented to the relationship, without
fraud or duress;
(E)
are not married to, or in a domestic partnership with, any
other person;
(F)
are not related by blood or affinity in a way that would
disqualify them from marriage under State law if the
employee and partner were opposite sexes;
(G)
(lI)
are each legally competent to contract;
share fmancial and legal obligations; and
legally register the domestic partnership if a domestic
partnership registration system exists
in
the jurisdiction
where the employee resides.
(I)
Employee
means a person who performs work on a contract
in
an
employment relationship with the contractor or a subcontractor.]
[(b)
Equal benefits requirement.
A contractor or subcontractor must
provide the same benefits to an employee with a domestic partner as
provided to an employee with a spouse.
If
a benefit cannot reasonably
Q
V
F:\LAW\BILLS\1617 Procurement ­ Equal Benefits - Repeal\BilI
 PDF to HTML - Convert PDF files to HTML files
Bill No. 17-16
53
be provided to a domestic partner, the contractor or subcontractor must
pay the employee the cash equivalent.]
[(c)
Contract requirement.
Each contract covered by this Section must:
54
55
56
57
(1)
require the contractor and all subcontractors to comply with this
Section; and
58
59
60
61
(2)
specify that an aggrieved employee, as a third-party beneficiary,
may by civil action recover the cash equivalent of any benefit
denied in violation of this Section or other compensable
damages.]
62
63
[(d)
Enforcement.
(1 )
The Director or a designee may perform random or regular audits
and investigate any complaint of a violation of this Section. If
the Director determines that this Section has been violated, the
Director must issue a written decision, including appropriate
sanctions, and may withhold from payment due the contractor,
pending a final decision, an amount sufficient to:
(i)
pay each employee of the contractor or subcontractor the
cash equivalent ofthe benefits denied; and
(ii)
64
65
66
67
68
69
70
71
satisfy a liability ofa contractor for liquidated damages as
72
73
provided in this Section.
(2)
A contractor or subcontractor must not discharge or otherwise
retaliate against an employee for asserting any right under this
Section or for filing a complaint of a violation.
(3)
The
sanctions
of Section
IIB-33(b) which
apply
to
74
75
76
77
noncompliance with nondiscrimination requirements apply with
equal force and scope to noncompliance with this Section.
78
F:\LAW\BILLS\1617 Procurement - Equal Benefits - Repeal\BiIl
2.Docx
 PDF to HTML - Convert PDF files to HTML files
Bill No. 17-16
79
(4)
Each contract subject to this Section may specify the payment of
liquidated damages to the County by the contractor for any
noncompliance with this Section.
80
81
82
83
84
(5)
Each contractor is jointly and severally liable for noncompliance
with this Section by a subcontractor.
(6)
A contractor may appeal a written decision of the Director that
the contractor violated this Section to the Chief Administrative
Officer within 10 working days after receiving a copy of the
decision. The Chief Administrative Officer must designate a
hearing officer to conduct a hearing under Chapter 2A after
receiving a timely appeal. If the contractor does not appeal a
written decision within 10 working days after receipt, the
decision ofthe Director becomes fmal and binding.]
85
86
87
88
89
90
91
92
[(e)
Report.
The Chief Administrative Officer must report annually to the
Council and Executive on the operation of and compliance with this
Section.]
93
94
95
96
97
Sec. 2. Transition.
The amendments to Section IlB-33D made in Section 1 apply to any contract
awarded after the date this Act takes effect.
Approved:
98
99
100
101
Nancy Floreen, President, County Council
Date
102
Approved:
103
Isiah Leggett, County Executive
Date
2.Docx
G
F:\LAW\BILLS\1617 Procurement· Equal Benefits· Repeal\BilI
 PDF to HTML - Convert PDF files to HTML files
LEGISLATIVE REQUEST REPORT
Bill 17-16
Contracts
and
Procurement
-
Equal Benefitsfor Domestic Partner
-
Repeal
DESCRIPTION:
Bill 17-16 would repeal the requirement in the County Procurement
Law that contractors and subcontractors provide same-sex domestic
partner benefits to its employees.
The US Supreme Court recently held that same sex marriage must
be recognized in all 50 States.
Permit County contractors and subcontractors to decide for
themselves if they want to provide domestic partner benefits to their
employees.
PROBLEM:
GOALS AND
OBJECTIVES:
COORDINATION:
Office of Procurement
FISCAL IMPACT:
Office of Management and Budget
ECONOMIC
IMPACT:
EVALUATION:
EXPERIENCE
ELSEWHERE:
Office of Finance
N/A
N/A
SOURCE OF
INFORMATION:
APPLICATION
WITIDN
MUNICIPALITIES:
PENALTIES:
Robert H. Drummer, Senior Legislative Attorney
N/A
N/A
F:\LAW\BILLS\1617 Procurement - Equal Benefits - Repeal\LRRDocx
 PDF to HTML - Convert PDF files to HTML files
MONTGOMERY COUNTY COUNCil
ROCKVI
LLE, MARYLAND
GEORGE
LEVENTHAL
COU
NCI~_MEMBER
AT-LARGE
MEMORANDUM
April 13,
2016
Council members
TO:
FROM:
SUBJECT: .
George L. Leventhal
c,/J-.-­
Bills for introduction re; domestic partner benefits
Dear Colleagues,
I will be introducing the two attached bills and welcome your co-sponsorship.
At the request ofthe County Executive
J
legislation was introduced this week to extend
domestic partner benefits to all county employees.
I
can't go along with this in
2016.
The
county has provided health benefits to members of the police union who register as non­
married domestic partners (regardless of whether they are straight or gay or lesbian) since
2001,
and to members of the firefighters' union since
2010.
This bHl would expand the benefit
to members of MCGEO, the Montgomery County Government Employee Organization.
I strongly support marriage equality, and it makes perfect sense to me that when mc.rriage
became legal in Maryland for gays and lesbiansj former Governor O'Malley eliminated domestic
partner benefits for aU state employees, and Montgomery County Public Schools eliminated
them for MCPS employees, Mr.
Leggett~s
bill, which I oppose, goes in the opposite direction,
extending health benefits to non-married employees who live together at an estimated cost to
taxpayers of $4.8 million over the next six years.
Domestic partner ben.efits made sense when marriage was iII,egal for gays and lesbians, but
they don't make sense today. We should recognize that times have changed and taxpayers
should not have to continue paying the cost of an historic artifact. I am strongly committed to
universa.1 access to health care but this can be achieved through other means, including getting
married!
The first of the two bills would repeal domestic partner benefits for county employees. The
second bill would repeal the law requiring a county contractor to provide same-sex domestic
partner benefits to its employees,
Please let me know if you have questions or would like to co-sponsor either or both bills.
STELL.A S. WERNER OF'F'JCE BUILDING
tOO MARYLAND AveNUE,6TH F.L.OOR, ROCKVILLE, MARYLAND20S50
240n77-781
I
OR
240n77-7900,
TTY2AM?7-7914,
FAX2401777-7989
WWW.MONTGOMERYCOUNTYMO,GOV/COUNCIL
~PRINTEO
ON
R£CYCLEC
F>AI"El!(
 PDF to HTML - Convert PDF files to HTML files
41712016
After Same-Sex Marriage Ruling. States Reconsider Domestic Partner Benefits
THE
PEW
CHARITABLE
TRUSTS
The Pew Charitable Trusts
I
Research
&
Analysis
I
Stateline
I
After Same-Sex Marriage Ruling, States
Reconsider Domestic Partner Benefits
-
After Same-Sex Marriage Ruling, States
Reconsider Domestic Partner Benefits
September 11, 2015
By Rebecca Beitsch
 PDF to HTML - Convert PDF files to HTML files
41712016
After Same-Sex Marriage Ruling, States Reconsider Domestic Partner Benefits
The U.S. Supreme Court ruling legalizing same-sex marriage has some state and
local governments reconsidering their domestic partner benefits.
Now that the U.S. Supreme Court has legalized same-sex marriage nationwide, some
states that offer health and retirement benefits to their employees' domestic partners
are considering changing those policies, in large part to save money or avoid
discrimination lawsuits.
Before the ruling, 34 percent of state and local governments allowed unmarried same­
sex couples to receive health care benefits, while 28 percent did so for domestic
partners of the opposite sex, according to a study of pu blic sector benefits by the
Bureau of Labor Statistics.
Based on what happened in states that legalized gay marriage on their own, those
numbers are about to dwindle:
Maryland ended domestic partner benefits for state employees, which it offered only to
same-sex couples, just a few months after it legalized same-sex marriage in 2013.
Arizona did the same after its legalization in 2014. Alaska still offers same-sex domestic
partner benefits to the roughly 6,000 state employees it covers, but it is now reviewing
that policy. The majority ofAlaska state employees get their health insurance through
state-funded union health trusts, and the state's largest union, the Alaska State
Employees Association, ended same-sex domestic partner benefits for the more than
8,500 state and municipal employees it covers.
Connecticut and Delaware never offered domestic partner benefits to their workers, but
they did allow those in civil unions to add their partners to their health and retirement
plans. The two states scrapped those benefits once same-sex couples could marry.
 PDF to HTML - Convert PDF files to HTML files
417/2016
After Same-Sex Marriage Ruling, States Reconsider Domestic Partner Benefits
Of the 13 states that prohibited same-sex marriage before the Supreme Court's June
ruling (Arkansas, Georgia, Kentucky. Louisiana, Michigan. Mississippi, Missouri,
Nebraska, North Dakota, Ohio, South Dakota, Tennessee and Texas), only Michigan
offered anything similar to domestic partner benefits, as employees could add to their
plan one adult they were not related to. Matthew Fedorchuk with the Michigan Civil
Service Commission, which oversees state benefits, said the fate of those benefits
could be hashed out in ongoing labor negotiations.
Government workers are likely to see more changes than those in the private sector.
Bruce Elliott, manager of compensation and benefits for the SOCiety for Human
Resource Management (SHRM), cited a survey of 153 companies by Mercer, a health
care advocacy group, which found that although some companies had plans to get rid of
their domestic partner benefits, many were not planning changes.
Of
the 19 percent that
offered domestic partner benefits to same-sex couples, 23 percent said they would drop
the option in the next year, while another 23 percent said they would do so over the next
two or three years. The majority of companies offered domestic partner benefits to both
homosexual and heterosexual couples, and 62 percent of those said they were not
planning any changes.
Elliott said domestic partner benefits may be more vulnerable within state and local
government, where competition over employees isn't as fierce as in the private sector
and where leaders have been under pressure to keep finances in check since the
recession.
A Question of Fairness
Cathryn Oakley, senior legislative counsel for the Human Rights Campaign, a gay rights
advocacy group, said the group is encouraging public and private employers to keep
offering domestic partner benefits. But she said employers that offer domestic partner
 PDF to HTML - Convert PDF files to HTML files
41712016
After Ssme-Sex Marriage Ruling. States Reconsider Domestic Partner Benefits
benefits exclusively to same-sex couples should extend them to heterosexual couples
to avoid discrimination lawsuits.
That risk is part of the reason the capital city of Annapolis, Maryland, decided to end its
domestic partner benefit program.
'We had added it because the law didn't treat people equally," Paul Rensted, former
human resources manager for the city, said of the program, created in 2010. Now all city
employees must be married to add an adult to their benefits package, and Rensted said
couples were given six months' notice, with four employees ultimately marrying.
Many in the gay rights community say keeping domestic partner benefits would
continue to benefit some in the gay community as well as other non-traditional families.
But straight couples would continue to be the biggest user of the benefits, they say.
"Millennials are waiting longer to get married, but that doesn't mean they're not living
together-they're not all living with mom and dad," said SHRM's Elliott.
Nancy Polikoff, a family law professor at American University Washington College of
Law, said she likes "plus one" policies that allow employees to take care of their
families, whether it be a spouse, a partner or an aging relative.
"The purpose of providing benefits is to help employees fund the 'financial and
emotional obligations in their homes, and marriage is not always a part of that, she
II
said.
She pointed to Salt Lake City's plan as a model. City employees can add any adult to
their plan as long as they live together.
Jodi Langford, who oversees the benefits program for the city, said it has been used to
cover parents, siblings and unmarried children older than 26 who would otherwise age
out of their parents' health insurance plans. Of the 60 people on the plan before same­
 PDF to HTML - Convert PDF files to HTML files
41712016
After Same-Sex Marriage Ruling, States Reconsider Domestic Partner Benefits
sex marriage was made legal, only about 10 have switched to spousal benefits.
"If we stop, we would have parents, siblings, boyfriends and girlfriends who would be
without benefits," Langford said. While the program is secure for now, she said there's
been some talk about reviewing it within the next year.
In Florida, public universities are planning to review their domestic partner benefits.
Because only spouses are eligible for state-funded benefits, state universities had to
come up with creative solutions to offer benefits to gay employees' domestic partners. It
was an anonymous gift that covered the additional cost of adding an adult beneficiary to
a health plan at Florida State University (FSU) starting in 2014, while the University of
North Florida (UNF) began covering the additional cost to employees through its
fundraising foundation in 2006.
Spokesmen for both universities said the programs played a role in attracting talent.
UNF is winding down its program, which had only been offered to same-sex couples,
said Vice President and Chief of Staff Tom Serwatka.
'When we went to this, we did so on the basis that heterosexual couples had a choice
whether they wanted to marry and understood the full implication of that choice.
Homosexual couples didn't have that choice." Now that they do, SelWatka said, it
makes less sense for the university to raise private funds to pay for the benefits .
. l'The university wasn't trying to change the idea of marriage as the policy for the state,
and state funding required marriage," he said.
FSU is reviewing its program, which only paid for health insurance for domestic partners
who could not get insurance through their work, said spokesman Dennis Schnittker.
"The gitt was made under the belief of the donor that the state would be funding the
benefit in the near future," he said.
@
 PDF to HTML - Convert PDF files to HTML files
41712016
After Same-Sex Marriage Ruling. States Reconsider Domestic Partner Benefits
No
Change?
In some states, however, domestic partner benefits are likely to continue.
California's domestic partner benefit statutes remain intact, and in Massachusetts the
policy is part of a
still~standing
executive order. Maine and Vermont, which was the first
state to offer domestic partner benefits,' are not planning to change their programs.
'We wouldn't just get rid of it because
same~sex
marriage has come about," said Tom
Cheney, deputy commissioner for Vermont's Department of Human Resources. "The
state of Vermont has long seen the value in offering domestic partner benefits to
couples of all types. It's a useful recruitment and retention tool for the state as an
. employer."
Elliott believes it's too early to know what most employers-both public and private­
will do with domestic partner benefits.
"Once we get past this year into next year's open enrollment, we're going to see some
real change. The tea leaves haven't dried yet," he said.
NEWER)
Editor's Picks From Around the Web
<OLDER
Editor's Picks From Around the Web
PLACES
United States
TAGS
Business of Government, Justice, Labor, Social Issues
@
 PDF to HTML - Convert PDF files to HTML files
Resolution No.: 18-461
~~~---------------------
Introduced:
April 19. 2016
Adopted:
April 26. 20i6
COUNTY COUNCIL
FOR MONTGOMERY COUNTY, MARYLAND
Lead Sponsor: Government Operations and Fiscal Policy Committee
SUBJECT:
Collective Bargaining Agreements
with
Municipal
&
County Government
Employees Organization
.
Background
1.
Section 511 of the County Charter authorizes the CoUnty Council to provide by law for
collective bargaining. with arbitration or other impasse resolution procedures. with
authorized representatives of County Government employees.
Chapter 33. Article
vn
of the County Code implements Section 511 of the Charter and
provide.s for collective bargaining by the County Executive with the certified
representatives of County employees and for review ofthe resulting contract by the County
Council.
On April 1. 2016. the County Executive submitted
to
the Council a collective bargaining
agreements between the County government and Municipal and, County Government
Employees Organization effective July 1, 2016 through June 30. 2017. A copy of the
Agreement is attached
to
this Resolution.
The Executive has submitted to the Council the terms and conditions of the Agreements
that
require or may require an appropriation of funds or changes
in
any County law or
regulation.
The joint Government Operations and Fiscal Policy Committee and Education Committee
.
considered the Agreements and made recommendations on April 21. 2016.
The County Council
has
considered these terms and conditions and is required by law to
indicate on or before May I its intention regarding the appropriation of funds or any
legislation or regulations requirelil to implement the agreements.
2.
3.
4.
s.
6.
 PDF to HTML - Convert PDF files to HTML files
Page 2
Resolution No.: 18-461
Action
The County Council for Montgomery County, Maryland appro.ves
the
following
resolution:
. The County Council intends
to
approve the' following provisions for FY17:
1.
2.
3.
4.
5.
0.5% general wage adjustment payable on the first pay period
after
July
1, 2016.
0.5% general wage adjustment payable on the :first pay period after January
1, 2017.
3.5% service increments for
all
eligible bargaining unit members on their
anniversary
date.
3% longevity increment for eligible
bargainin~
unit members.
1% lump
for each eligible bargaining unit member
who
is
at the top of grade
and not eligible for a longevity
step,
payable on the first pay period after July 1,
2016.
Tuition Assistance up
to
$150,000.
25 individual and 7 job class classification studies.
Inclusion of a Pharmacy Benefit Management Programs.
Additional $0.25 per hour for seasonal employee.
sum
6.
7. .
8.
9..
The County Council intends
to
reject the following provisions for FYI7:
1.
3.5% seivice increment for each bargaining unit member whose service increment
was deferred during FYll, FYI2, or FY13, and who
is
otherwise eligible, effective
.
the:first pay period after May
1,2017.
Domestic partner benefits for an opposite sex domestic partner, effective January
1,2017.
The Council intends
to
reject the
group
insurance benefits in the agreement. The
Council intends
to
approve the group insurance provisions as they were included in
the Executive's Recommended
FY16
operating budget, including a Medicare Part
D Employer
Group
Waiver Prescription Drug
Plan
for Medicare-eligible retirees.
To the extent that this approval is inconsistent with any provision ofthe collective
bargaining agreement, that provision is disapproved.
2.
3.
 PDF to HTML - Convert PDF files to HTML files
ilL
I. .
Page 3
Resolution No.: 18-461
The Council intends to approve all other provisions ofthe Agreement subject to Council review.
.1
This is a correct copy of Council action.
Linda M. Lauer, Clerk ofthe Council