PUBLIC POLICY OF COLLECTIVE BARGAINING D.C. Code Section 1-617.01(a) The District of Columbia government finds and declares that an effective collective bargaining process is in the general public interest and will improve the morale of public employees and the quality of service to the public.
EMPLOYEE RIGHTS D.C. Code Section 1-617.01(b) Each employee of the District government has the right, freely and without fear of penalty or reprisal: (1) To form, join, and assist a labor organization or to refrain from this activity; (2) To engage in collective bargaining concerning terms and conditions of employment, as may be appropriate under this law and rules and regulations, through a duly designated majority representative; and (3) To be protected in the exercise of these rights.
LIMITATION OF EMPLOYEE RIGHTS 3 D.C. Code Section 1-617.01(d) Subsection (b) of this section does not authorize participation in the management of a labor organization or activity as a representative of such an organization by a supervisor, or management official or by an employee when the participation or activity would result in a conflict of interest or otherwise be incompatible with law or with the official duties of the employee.
PUBLIC EMPLOYEE RELATIONS BOARD 4 PERB is an impartial, quasi-judicial, independent agency that resolves labor-management disputes between agencies of the District government and labor organizations representing agency employees. The five-member Board was created pursuant to the District of Columbia Comprehensive Merit Personnel Act (CMPA)
AGENCY FUNCTIONS • Certify and decertify exclusive bargaining representatives • Resolve bargaining impasses • Consider appeals from arbitration awards • Decide unfair labor practices • Conduct hearings and mediations • Enforce the standards of conduct for labor organizations
CONCLUSION [email protected] PLEASE SEND US AN EMAIL TO RECEIVE UPDATES ON PERB, INVITATIONS TO THE MONTHLY SECOND TUESDAYS TRAINING
57 2024 BENEFITS NEW HIRE ORIENTATION
EMPLOYEE BENEFITS DC EMPLOYEE HEALTH BENEFITS PROGRAM (DCEHBP) FEDERAL EMPLOYEE HEALTH BENEFITS (FEHB) EMPLOYEES HIRED BEFORE OCTOBER 1, 1987 EMPLOYEES HIRED AFTER OCTOBER 1, 1987
EMPLOYEE BENEFITS The District Government offers a comprehensive benefits package. Our benefits program is designed to support many aspects of your life – from health and wellness to income protection and retirement. Medical, Dental, and Vision Plans Flexible Spending Accounts Wellness Benefits Group Life &Optional Life Insurance Long-Term Disability (LTD), Short-Term Disability (STD) Insurance
BENEFITS ELIGIBILITY Benefits-eligible employees include: Ø All full-time permanent employees. Ø Part-time permanent employees who generally work at least 30 hours per week. Ø Employees with temporary full-time appointments of at least 13 months who are employed by agencies under authority of the Mayor. Ø Temporary and intermittent employees who work for at least 90 days within a 12-month evaluation period and are paid at least 30- hours per week (HMO health care plan only). Work & Life Insurance Savings
EMPLOYEES MAY ENROLL IN OR CHANGE PLANS: Newly hired/rehired employees should submit their benefit elections in the new hire benefit event section prior to making any other PeopleSoft changes All enrollment changes are to be made through Employee Self Service (ESS), which can be accessed at https://ess.dc.gov on any computer with an internet connection. Employees must upload dependent documentation for covered dependents. Please keep your confirmation statement
MEET ALEX, THE VIRTUAL BENEFITS COUNSELOR! Ø ALEX will ask you a few questions about your health care needs (your answers remain anonymous), crunch some numbers, and recommend a plan that’s best for your personal needs. It’s that easy! Ø Visit ALEX online at www.myalex.com/dchr.
BENEFITS ELIGIBILITY Legal spouse State-registered domestic partner or legal union Foster children Dependent children under age 26 Dependent children under age 21 for Life Insurance (Option CFamily) Adult children with disabilities
DEPENDENT ELIGIBILITY VERIFICATION Ø If you add family members to your coverage, you are required to provide documentation to verify coverage eligibility for the dependents that you add during the Open Enrollment process or for a qualifying life event. When you enroll online, you must also submit dependent eligibility verification. Ø Failure to comply will result in a cancellation of health care coverage for that dependent. Ø DCHR has the authority to determine whether the documentation satisfies the plan’s requirements. Any fees associated with obtaining documents are the employee’s responsibility. Ø Please Note: You are not required to provide annual verification for dependents currently covered by any DC Government health plan; however, DC Government reserves the right to request supporting documentation at any time. ü Birth Certificate ü Divorce Decree ü Marriage Certificate
EMPLOYEE BENEFITS For employees hired on or after October 1, 1987. The cost is shared by the employee and the District Eligible employees have a choice of the following plans: Aetna Healthcare HMO, PPO or CDHP Health Savings Account (Aetna CDHP Only) Kaiser Permanente HMO UnitedHealthcare Choice HMO and PPO CareFirst HMO and PPO
MEDICAL PLAN 2024 BI-WEEKLY PREMIUM RATES For detailed plan information, please see the 2024 DCHR Benefits Guide Available online at https://dchr.dc.gov/publication/dc-government-benefits-guide Aetna HMO Aetna CDHP Aetna PPO Kaiser Permanente HMO United Healthcare HMO United Healthcare PPO CareFirst HMO CareFirst PPO Self Only $123.12 $48.79 $118.65 $89.36 $106.73 $105.21 $94.16 $102.04 Self + 1 $242.02 $95.90 $233.23 $170.68 $203.85 $200.95 $185.49 $194.90 Family $355.79 $140.99 $342.87 $261.82 $312.70 $308.27 $272.11 $298.98
DENTAL PLANS Ø Provider: Cigna Dental Ø DHMO: District pays 100% of premium costs. Ø DPPO: Employee pays a portion of premium costs. Ø 2024 Bi-weekly Premium Rates:
VISION PLANS Ø Provider: VSP Vision Care Ø Vision coverage is available at no cost to eligible employees. Ø The District pays 100% of the vision premium. Ø For detailed plan information, please see the 2023 Vision Summary Plan Description, available online athttps://dchr.dc.gov/sites/default/files/dc/sites/DCHR/public ation/attachments/VSP_Benefit%20Summary.pdf .
COVERAGE EFFECTIVE DATES Ø Health benefits coverage begins the pay period after the election has been submitted and during the pay period that a payroll deduction was made to pay for the benefit. Ø For Flexible Spending Accounts (FSA), including Health Care FSA and Dependent Care FSA, coverage begins after your first payroll deduction.
Health Care FSA You may contribute: • Maximum Annual Contribution: $3,200 • If you enroll in the CDHP plan you are not eligible to elect a health care FSA Rollover Limits: • Maximum $640 Eligible Expenses: • Out of pocket medical, prescription, dental or vision expenses • Copays, deductibles, and co-insurance Enrollment Periods: • Open Enrollment • 31 days from New Hire • 31 days from Qualified Life Event EMPLOYEE BENEFITS
Dependent Care FSA You may contribute: • Maximum Annual Contribution: $5,000 • $2,500 if married and you and your spouse file a separate tax return Rollover Limits: • No rollover limit (forfeit) Eligible Expenses: • Expenses to care for dependent children under the age of 13 Enrollment Periods: • Open Enrollment • 31 days from New Hire • 31 days from Qualified Life Event Ø DAY CAMPS Ø BEFORE OR AFTER SCHOOL PROGRAMS EMPLOYEE BENEFITS
EMPLOYEE BENEFITS Commuter Benefits Program You may contribute: • Maximum Monthly Contribution: $315 • Mass Transit • Parking Rollover Limits: • All unused funds rollover Eligible Expenses: • Transit and parking services for commuting expenses to and from work Enrollment Periods: • Option to enroll, disenroll, increase, or decease their annual election at any time throughout the year Ø Metro Bus & Train Ø Shared Rides § Uber Pool § Lyft Sharded Rides
EMPLOYEE BENEFITS: GROUP & OPTIONAL LIFE INSURANCE Life Insurance Coverage Cost Group Life Annual salary rounded to the next thousand, plus and additional $2,000 You pay two-thirds of the total cost and the government pays one-third Option A – Standard Optional Per $10,000 coverage Based on your age Option B – Additional Optional Insurance Additional optional life insurance (multiples from 1x -5x basic salary) Based on your age Option C – Family Optional Insurance Spouses and dependent children under the age of 21 Based on your age
EMPLOYEE BENEFITS: DISABILITY INSURANCE Short-Term Disability (STD) Long-Term Disability (LTD) Policy Type Group Group Benefit Salary Replacement Up to 66.7%; between $15 -$1,154 Income replaced at 66 2/3 percent of your pre-disability earnings Elimination Period 20 days 180 days Premium Based on age Based on age • Standard Insurance Company is the District Government disability insurance provider. • Deductions for both disability programs are deducted on an after- tax basis.
EMPLOYEE BENEFITS: RETIREMENT PROGRAM Plan Type Employer Contribution Employee Requirements 401(a) Defined Contribution Pension Plan • 100% Employer-Funded: 5% of the base salary (5.5% for Corrections Officers) • Begins the first pay period after one year of service • Must have one year of continuous service to participate • Fully vested after five years of continuous service. 457(b) Deferred Compensation Plan n/a Open to all employees who can contribute the minimum of $20 per pay period.
EMPLOYEE BENEFITS: EMPLOYEE ASSISTANCE PROGRAM Inova’s 24/7 EAP hotline and convenient online resources provide employees with easy, confidential access to professionals and resources, including: Confidential counseling Legal services, financial services, Savings Center Identity theft services Webinar training Work-life referral services Lactation support Visit Inova online at http://www.inova.org/eap Online account login information: Ø Username: DCGOV Ø Password: DCGOV
FAMILY & MEDICAL LEAVE Eligibility Family & Medical Leave DC Family and Medical Leave Act was effective October 1, 1990, for employees whose actual work location is in the District of Columbia as of April 1, 1991. To be eligible you must work at least 1,000 hours (DCFMLA) or 1,250 hours (FMLA) for one (1) year with no break in service during the 12-month period immediately preceding the request for leave DCFMLA Statutory Medical Leave Allows up to 16 weeks of unpaid leave in any 24-month period for specified reasons, as prescribed by DCFMLA. Medical certification/documentation is required. DCFMLA Statutory Family Leave of Absence Allows up to 16 weeks of unpaid leave in any 24-month period for specified reasons, as prescribed by DCFMLA. Medical certification/documentation is required. DC Family Leave Program Effective October 1, 2014, employees may receive up to eight (8) weeks of paid leave for the birth of adoption of a child or to care for a family member with a serious health condition.
ANNUAL & SICK LEAVE Years of Service Hours Accrued Number of Days 0-2 Years 4 hours per pay period 13 Days 3-15 Years 6 hours per pay period 20 Days 15+ Years 8 hours per pay period 26 Days Eligible employees accrue annual leave each pay period: All regular full-time employees annually accrue 13 days of sick leave (4 hours per pay) period regardless of employment.
PART-TIME & EXECUTIVE SERVICE EMPLOYEES Ø Part-Time employees who work at least 40 hours per pay period earn annual leave and sick leave at a proportional rate. Ø Executive Service employees receive 26 days of universal leave per calendar year to be used for any purpose (prorated depending on start date).
ANNUAL LEAVE BANK Ø A fund of accumulated annual leave donated by employees for the use of other leave bank members. Ø To become a member and receive leave from the bank, an employee must donate a minimum of four hours of annual leave each year.
HOLIDAYS Employees receive 12 paid holidays per year: Ø New Year’s Day Ø Martin Luther King, Jr. Birthday Ø Washington’s Birthday Ø DC Emancipation Day Ø Memorial Day Ø Juneteenth Ø Independence Day Ø Labor Day Ø Indigenous Peoples' Day Ø Veterans Day Ø Thanksgiving Day Ø Christmas Day
DISCOUNTS Health & Fitness: Ø Capital Bikeshare Ø Department of Parks and Recreation Fitness Centers Ø MINT Health Club Wireless Discounts: Ø AT&T Discount Ø Sprint Discount Ø T-Mobile Advantage Ø Verizon FiOS Apple Employee Purchase Program Ø All District of Columbia Government employees (full-time, part-time, and contractors) may now purchase Apple products at a reduced price. http://dchr.dc.gov/page/discount-programs-district-employees
BENEFIT ENROLLMENT RECAP Ø Employees may enroll in/change plans: Ø During the annual Open Enrollment period. Ø Within 31 days of their initial employment. Ø Within 31 days of a qualifying life event. Ø Newly hired/rehired employees should submit their benefit elections in the new hire benefit event section prior to making any other PeopleSoft changes Ø All enrollment changes are to be made through Employee Self Service (ESS), which can be accessed at https://ess.dc.gov on any computer with an internet connection. Ø Employees must upload dependent documentation for covered dependents. Ø Please keep your emailed confirmation statement from PeopleSoft. Ø Benefits coverage begins the period after you make your elections.
UNDERSTANDING MY PAYCHECK Log into Employee Self Service (ESS) at https://ess.dc.gov.
HOW TO LOCATE YOUR PAYCHECK IN PEOPLESOFT Ø Log in to Employee Self Service (ESS) at https://ess.dc.gov. Ø From the Main Menu, select Self Service. Ø Select Payroll & Compensation. Ø Select View Paycheck. Ø Your paychecks will be listed in descending order. Select the paycheck you wish to view.
PAYCHECK ISSUES, QUESTIONS, ETC. For specific questions regarding your paycheck, pay discrepancies, etc., contact the Office of Pay and Retirement Services at (202) 741-8600.
CONNECT & LEARN MORE DCHR’s Benefits & Retirement Administration: Phone: (202) 442-7627 Email: [email protected] Web: http://dchr.dc.gov Office: DCHR 1015 Half Street, 9th Floor Washington, DC 20003
Your 401(a) Your 457(b) Deferred Compensation Plan District of Columbia ICMA-RC does not provide tax or legal advice. This presentation is the property of ICMA-RC and may not be reproduced or redistributed in any manner. 42858-0619
89 How Your 401(a) Retirement Plan Works Eligibility District employees who were hired for the first time on or after October 1, 1987, are automatically enrolled after completing one year of creditable service Contributions The District will contribute an amount equal to 5% of base salary (5.5% for detention officers) annually. Investments You control how your account is invested Learn more about the fund lineup at www.DCRetire.com
90 Your 457(b) Plan — Save for Your Future Convenient payroll deduction You control contributions, investments Contribution options: pre-tax (no taxes due until you withdraw), or Roth/after-tax (pay taxes now so you don’t have to later) You control withdrawals at separation from service No 10% early withdrawal penalty* * 10% penalty tax never applies to withdrawals of original 457 plan contributions and associated earnings. But penalty may apply to non-457 plan assets rolled into a 457 plan and subsequently withdrawn prior to age 59½.
91 Get the Most from Your Account Online www.DCRetire.com
92 Questions? THANK YOU For over 40 years, Mission Square Retirement has focused exclusively on helping public sector employees build a well-deserved retirement – www.missionsq.org/about.
Welcome
New DC Government employees… Aflac group insurance is available for whatever life may throw at you! Available plans - Benefits include, but are not limited to, the following: • Hospital Indemnity (2 plan options – Mid and Low) o Hospital Admission, Hospital Confinement, Hospital Intensive Care, Intermediate Intensive Care Step-Down Unit, Emergency Room Observation, Telemedicine Services, Outpatient Doctor’s Office Visit, Inpatient / Outpatient Surgery and Anesthesia, and more o Riders: Building Benefit; Dependent Child Neonatal and Pediatric Hospital ICU This is a brief product overview. The plans have limitations and exclusions that affect benefits payable. Please refer to the plans for complete details, limitations and exclusions. Continental American Insurance Company (CAIC), a proud member of the Aflac family of insurers, Is a wholly-owned subsidiary of Aflac Incorporated and underwrites group coverage. CAIC is not Licensed to solicit business in New York, Guam, Puerto Rico, or the Virgin Islands. Continental American Insurance Company • Columbia, South Carolina AGC2400124 EXP 2/25 • Accident (2 plan options – High and Mid) o Hospital Admission and Confinement, Ambulance, Emergency Treatment, Major Diagnostic Testing, Medical Appliances, Fractures and Dislocations, Burns and Lacerations, Therapy, and more o Riders: Gunshot Wound; Accidental Death; Line of Duty o $60 Wellness Rider For more information, scan the QR code or contact the Open Enrollment Call Center at 877-651-3601.
New DC Government employees… Aflac group insurance is available for whatever life may throw at you! Available plans - Benefits include, but are not limited to, the following: • Critical Illness o Cancer (Internal / Invasive / Non-Invasive), Skin Cancer, Heart Attack, Stroke, Major Organ Transplant, Coronary Artery Bypass Surgery, Bone Marrow Transplant (Stem Cell Transplant), Kidney Failure (End-Stage Renal Failure), Coma, Severe Burns, and more o Riders: Heart Event, Optional Benefits, Progressive Diseases, Childhood Conditions o $50 Health Screening Benefit AGC2400124 EXP 2/25 • BenExtend® o Features commonly-used benefits from three different types of insurance – Group Accident, Group Critical Illness, Group Hospital Indemnity: v Accident benefits: Initial Treatment, Ambulance, Major Diagnostic Testing, Lacerations, Fractures, Appliances v Critical Illness benefits: Cancer (Internal, / Invasive / Non-Invasive), Heart Attack, Major Organ Transplant, Kidney Failure (End-Stage Renal Failure), Stroke, Bone Marrow Transplant, Sudden Cardiac Arrest, Coronary Artery Bypass Surgery v Hospital Indemnity benefits: Hospital Admission, Hospital Confinement o $50 Health Screening This is a brief product overview. The plans have limitations and exclusions that affect benefits payable. Please refer to the plans for complete details, limitations and exclusions. Continental American Insurance Company (CAIC), a proud member of the Aflac family of insurers, Is a wholly-owned subsidiary of Aflac Incorporated and underwrites group coverage. CAIC is not Licensed to solicit business in New York, Guam, Puerto Rico, or the Virgin Islands. Continental American Insurance Company • Columbia, South Carolina For more information, scan the QR code or contact the Open Enrollment Call Center at 877-651-3601.
If an employee goes on an approved LOA, please notify Aflac Group within 30 days. If premiums are not remitted during the LOA period, the coverage will lapse due to nonpayment of premium. It is the insured’s responsibility to contact Customer Service to continue to remit payment. Please make checks payable to Aflac Group Insurance and send payments to the following address: Aflac Group Insurance P.O. Box 641629 Pittsburgh, PA 15264-1629 Be sure to include your certificate number and employers name on the check • If premiums are not maintained while on leave, and you return within 90 days from the approved leave date, payroll deductions should resume and your coverage will remain active. However, there will be a gap in coverage for the time that you were on leave. This gap of coverage is a period where coverage is not in force no claims would be payable. • If premiums are not maintained while on leave and you do not return within 90 days from the approved leave date, your coverage will terminate on the 91st day. • If you return after 90 days then you must wait until the next annual open enrollment to reapply for coverage. • If you are on military leave and return within 5 years, your coverage can be reinstated. Leave of Absence Policy
DC Government Short Term Disability, Long Term Disability, and Group Life Insurance Highlights
Short Term Disability (STD) & Long Term Disability Highlight (LTD) Short Term Disability All benefits-eligible employees may enroll in the Short Term Disability Insurance Program. Short term disability insurance provides income replacement that may be used in conjunction with your annual or sick leave. This program has a 20-day elimination period and coverage lasts for six months. Income is replaced at 66 2/3 percent of the employee’s base pay reduced by deductible income. Deductions for both disability programs are done on an after-tax basis. This assures that any payments you receive from the program are not taxed. This program is designed to lessen the financial burden employees may incur from an extended non-work-related injury or illness. Short term disability insurance specifically addresses absences from work due to one’s own healthrelated reasons. If you have a qualifying medical condition, this insurance provides a partial replacement of your income. Key Features: vWeekly disability benefits of $15-$1,385 vIncome coverage of up to 66 2/3 percent of your salary vWorldwide coverage vWaiver of premium while disabled Long Term Disability All benefits-eligible employees may enroll in the Long Term Disability (LTD) Insurance Program. Long term disability insurance provides income replacement that may be used in conjunction with your annual or sick leave. This program has a 180-day elimination period. Income is replaced at 66 2/3 percent of your pre-disability earnings, reduced by deductible income. If you become disabled before age 62, LTD benefits may continue during disability until you reach age 65. If you become disabled at age 62 or older, the benefit duration is determined by your age when disability begins as indicated in the Standard Insurance Long Term Disability table. Deductions for both disability programs are done on an after-tax basis. This assures that any payments you receive from the program are not taxed. Key Features: vMonthly LTD benefit of $100-$6,000 v180-day elimination period vWorldwide coverage vWaiver of premium while disabled
Group Term Life Insurance Coverage Highlight Basic Life Insurance You may elect Basic Life Insurance equal to 1 times your Annual Salary rounded to the next higher $1,000, plus additional $2,000. The minimum amount is $10,000. An extra benefit is provided for loss of life before age 45. The cost of the monthly premium is shared with the District. You pay two-thirds of the total cost, and the government pays one-third. Optional Life Insurance In order to enroll in Optional Life insurance, you must participate in Basic Life insurance. Optional life insurance is available at a low cost for employees and their dependents, but employees pay 100 percent of the cost of optional life insurance. You may apply for any or all of the following Optional Life options, except that your dependents may be insured under only one option. v Option A: $10,000 v Option B: 1, 2, 3, 4 or 5 times your annual earnings as of last January 1. The amount of insurance elected under Option B is determined by multiplying your annual salary, rounded to the next higher $1,000, by the option you elect. v Option C: You may apply for one of the following Dependents Life insurance options: § $10,000 for eligible spouse and $10,000 for your eligible child(ren) § $25,000 for eligible spouse and $10,000 for your eligible child(ren) § $50,000 for eligible spouse and $10,000 for your eligible child(ren) Please Note: Dependents up to age 21 (age 24 for students) may be eligible for Life Insurance Option C Coverage.
Learning how to save is easy For use only by authorized registered representatives of Ascensus Broker Dealer Services, LLC. Not intended for print or distribution. Current as of January 2021. See plan website for more info.