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SAPOA Proposal
July 10, 2015
SAPOA
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SAPOAs Negotiating Guidelines
Public Safety will stay 66% of the General Fund.
Sustainable growth at affordable cost.
Members will not take a reduction to their total compensation package.
Members will have a zero premium plan option.
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May 13,2015 : City of San Antonio
Five Year Forecast
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Five Year Forecast Reports
Structural Balance
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Public Safety
Estimated FY15
Expenditures :
$697,986,581
6 + 6 Reports Public
Safety Under Budget
(as usual)
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Public Safety
Amended FY15
Budget :
$699,635,581
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72015
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82015
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2019
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OMBs Cost of the Contract (09/14)
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Wages 158,363,554$
Certification Pays 5,152,440
High Class Pay 27,083
Shift Differential 6,027,000
Language Skill Pay 316,200
Longevity Pay 13,131,279
Field Officer Train. 352,980
Special Assigment Pay 207,084
Education Pay 4,517,880
Overtime 13,406,779
Clothing Allowance 3,338,400
Buy-backs 7,301,000
Retiree Payouts 1,356,667
Retiree Payouts 2,042,533
Tuition Reimbursement 487,830
Legal Benefits 887,808
Dental & Optical 2,483,088
Medicare & Life Insurance 2,973,964
Uniform Health Care Benefits 29,861,008
Pension Contributions 45,784,445
Pre-Funded Uniform Retiree Health Fund 15,719,629
Police Patrol Vehicles (Maint. & Replacement) 7,636,000
Total 321,374,651$
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Wages Affected by Raises (09/14)
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OMB
Regular Salaries $1,583,636
Overtime $134,068
Longevity $131,313
HighClass Pay $220
Retiree Payout $33,992
Leave Buyback & Bonus Day $73,010
Medicare $28,156
Life Insurance $1,584
Pre-Paid Healthcare $162,406
Pension $422,563
Total 1% $2,570,947
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Wages Affected by Raises (03/15)
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Rational Upper Boundaries
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Public Safety 66.3% 698.1 724.0 747.6 774.1 798.6 821.0 66.3%
SAPD Budget 38.4% 404.4 419.3 433.0 448.3 462.6 475.5 38.4%
SAPOA Contract 30.5% 321.4 333.3 344.1 356.3 367.6 377.7 30.5%
PD Wages 24.2% 255.2 264.7 273.3 283.0 292.0 300.2 24.2%
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Current Healthcare Benefits
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AFFORDABLE CARE ACT ELIMINATED LIFETIME MAXIMUMSReference
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7/10/2015 16
Note the $0 cost CDH Plan
October 7, 2014
Staff Medical
Proposal
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March 17, 2015 Proposal
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In-Network
Open Access PPO
OON In-Network
Open Access PPO
OON
Individual Annual Deductible $500 $1,000 $3,500 $5,000
Family Annual Deductible $1,000 $2,000 $7,000 $10,000
Coinsurance Percentage 20% 40% 0% 30%
Maximum Individual Out-of-Pocket
(includes Deductibles and Co-Pays$2,500 $5,000 $3,500 $7,000
Maximum Family Out-of-Pocket
(includes Deductibles and Co-Pays)$5,000 $10,000 $7,000 $14,000
Office Visit Co-Pay $25 PCP - $50 SP 40% after deductible 0% after deductible 30% after deductible
Emergency Room Co-Pay $250 40% after deductible 0% after deductible 30% after deductible
Urgent Care Center Co-Pay $50 40% after deductible 0% after deductible 30% after deductible
Separate Brand Drug Deductible or
Out of Pocket Cap$100 40% after deductible 0% after deductible 30% after deductible
RX - 30 day Tier 1/ Tier 2 /Tier 3 $10/$25/$40
0% After Ded, Preventive
Drugs Subject to Co-Pays
$10/$25/$40
RX - 90 day Tier 1/ Tier 2 /Tier 3 $20/$50/$80
0% After Ded, Preventive
Drugs Subject to Co-Pays
$20/$50/$80
Monthly DeductionAnnualized H.S.A
Contribution From City
EE Only $0 $2,000
EE & Spouse $0 $2,000
EE & Child(ren) $0 $2,000
EE & Family $0 $2,000
$51.00
$127.50
$0.00
VALUE PLAN CONSUMER DRIVEN HEALTH PLAN
Monthly Deduction
$76.50
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City Staffs March 20th Proposal
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NO CHANGE TO CDHP
July 2015 Medical Proposal
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July 2015 Proposal Highlights
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NO CHANGE TO CDHP
10% lower than 3/17
out of pocket max
18% higher premiums
than 3/17 SAPOA
Proposal
50% higher deductibles
than 3/17
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Value plan changed to increase CoSA desired migration to premium
based plan. Employee remains covered 100%
Out of Network benefits to be corrected, no claims will be paid at a
greater cost than in network, usual, and customary rate.
Benefits will remain constant over the life of the contract. Monthly
payroll deduction amounts increase :
10 % for CY 17
10 % for CY 18
10 % for CY 19
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Calendar Year ES EC EF
2016 (FIRST YEAR) 90 60 150
2017 (YEAR TWO) 99 66 165
2018 (YEAR THREE) 108.90 72.60 181.50
2019 (YEAR FOUR) 119.79 79.86 199.65
Proposal Details
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Proposal Details
Premiums 18% higher than previous offer.
Value Out of Pocket Maximums reduced from 3/17 offer to make more
attractive to risk adverse employees.
Deductibles are double the current plan.
Out of network deductibles are tripled.
Out of pocket maximums 2 - 2 times higher than current plan.
Out of network cost share is triple the current plan.
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FY 2016 FY 2019
July 10, 2015
SAPOA
Payroll Proposal
Longevity Transition
24 Year Schedule
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Payroll Calendar
Date of Execution:
2 % Base Pay Raise (FY 15 NO RETRO)
Elimination of Probationary Pay, Probationary Officers will be paid as a Step A
Patrolman
Transition and simplification of Longevity
October 1, 2015 : 2 % Base Pay Raise FY 16
January 1, 2016 : 2 % Base Pay Raise FY 16
October 1, 2017 : 3% Base Pay Raise FY 18
October 1, 2018 : 3% Base Pay Raise FY 19
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Longevity Transition
Section 4. Longevity Pay.
In addition to wages as set forth in the pay schedule, each Officer's base pay shallbe increased by three percent (3%) for each five (5) years of his longevity, to a maximumof thirty (30) years, i.e., a thirty year veteran would receive an additional eighteen percent(18%). On each Officer's anniversary date which is not a multiple of five, he shall receivean eight dollar ($8.00) increase in his longevity pay per month, provided, however, that heshall no longer receive monthly longevity pay of $4.00 per year of service, to a maximumof twenty-five (25) years as is set forth in State law, and that the eight dollar ($8.00) interimmonthly adjustments will not increase any fifth year level.
Effective date of contract ratification, Section 4. Longevity, is amended to read as follows:
In addition to wages as set forth in the pay schedule, each Officer's base pay shallbe increased by three quarters of one percent (0.75%) for each year of his longevity, to amaximum of twenty-four (24) years, i.e., a twenty-four year veteran would receive anadditional eighteen percent (18%). Officers shall no longer receive monthly longevity payof $4.00 per year of service, to a maximum of twenty-five (25) years as is set forth in Statelaw, TX LGC Sec. 141.032.
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15 Est CoSA 16 CoSA 17 CoSA 18 CoSA 19
Expenditures 1053.0 1092 1127.6 1167.5 1204.6
Public Safety 66.3% 698.1 724.0 747.6 774.1 798.6
SAPD Budget 38.4% 404.7 419.7 433.3 448.7 462.9
SAPOA Contract Boundary 30.5% 321.4 333.3 344.1 356.3 367.6
Upper Boundaries 11.9 22.8 34.9 46.3
Wages and Medical Change 0.8 7.2 19.1 30.1 41.5
New Wages 2 + L 2 2 3 3
Wage Costs 0.8 14.3 23.0 30.6 38.1
cumulative medical savings 7.1 3.9 0.5 -3.4
projected medical cost 38.7 31.6 34.8 38.2 42.1
projected contract cost 322.2 328.5 340.5 351.5 362.9
% General Fund 30.6% 30.1% 30.2% 30.1% 30.1%
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SAPOA proposes $1.13 in new money for
every $1 in Medical change.
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March 20th staff proposal forces a pay cut on all uniform employees, the sick and injured employees risk losses in excess of 20% of pay.
A 30 year lieutenant is the junior most officer who is whole at the end of the March 20th staff proposal , after three years of a pay cut.
Police officers who were recruited with medical enticement are now being demanded to risk an additional 13% of their pay according to the March 20th
staff proposal .
This proposal includes SUBSTANTIAL and reasonable systemic change in medical coverage to address the citys desires.
This proposal maintains an officers total compensation package in the black throughout the transition. Wages are exchanged for new risk and cost in medical.
