Negotiations Proposals 2023-2025

These are the proposals MAPE's Negotiations Team has presented to Minnesota Management and Budget (MMB). 

NOTE: All proposals are what we are asking for from MMB. These are not the final versions of what we are getting in our contract. That will be clearly articulated at the conclusion of bargaining.

Healthcare: Healthcare will be negotiated separately.

More information on bargaining is available at: https://mape.org/bargaining

MAPE PROPOSALS

UNION PROPOSAL #1

TELEWORK

ARTICLE 27: HOURS OF WORK AND OVERTIME
SECTION 1: GENERAL PROVISIONS
ITEM J: TELECOMMUTING PLANS

Section 1. General Provisions. The following provisions apply to all employees covered by the terms of this Agreement.

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J.    Telecommuting Plans. Telework provides a broad array of benefits to state agencies and their employees. Telework can provide state agency employees flexible work environment arrangements that are consistent with business needs. A request for telecommuting shall be approved, unless the Appointing Authority can demonstrate that the position is not suitable to telecommute. An approved telecommuting plan shall not be revoked unless a change in circumstances makes it infeasible for the employee to complete the duties outlined in their position description while teleworking. Employees shall be provided with notice at least sixty (60) days prior to a change or cancellation. If a request to telecommute is denied, upon request of the employee, the Appointing Authority shall provide the employee the reason(s) for the denial of the request. When practicable, the Appointing Authority shall provide the employee fourteen (14) days’ notice prior to changing or cancelling an employee’s telecommuting arrangement.

1. Telecommuting Plan Concerns (Pilot). If an employee has concerns over their telecommuting determination(s), the employee may request shall be granted a meeting to discuss their concerns with the Appointing Authority. A representative of the Association may be present at the request of the employee.

This Telecommuting Plan Concerns Pilot program becomes effective upon this Agreement’s approval by the legislative coordinating commission under M.S. 3.855, subject to ratification by the legislature, and will sunset upon approval under M.S. 3.855 of the parties’ 2023-2025 agreement.

This section is not subject to the grievance procedure.

(NEW).    Office Closure. If an office is closed by the Appointing Authority and the Appointing Authority reassigns an impacted employee to a location more than 35 miles from the closed office the employee was previously assigned to (other contract provisions not withstanding) and puts the employee on a telecommuting arrangement, the following conditions shall apply:

1. Telecommuting arrangements shall not be cancelled unless by mutual agreement.
2. All equipment needed to complete assigned job tasks outlined in an employee position description shall be provided to the employee.
3. Expenses incurred by the assigned job tasks outlined in the employee position description and/or requested by the employer shall be reimbursed by the Appointing Authority. This includes, but is not limited to, hotel stays, mileage, and meal expenses for employees being required to travel outside of their telecommuting location.

UNION PROPOSAL #2

INCLUSIVE DEFINITION OF FAMILY

ARTICLE 12: SICK LEAVE
SECTION 3: SICK LEAVE USE
ITEM B: OTHERS

Section 3. Sick Leave Use. An employee shall be granted sick leave with pay to the extent of their accumulation for absences necessitated by the following conditions:

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B.    Others. Sick leave shall also be granted with pay for the following reasons.

1.   Illness of the following persons: employee’s spouse, dependent children, adult children, stepchildren, foster children, (including wards and children for whom the employee is the legal guardian, parent, or stepparent), parent, grandparent, father-in-law, mother-in-law, brother or sister, or grandchild, extended family, or individuals the employee recognizes as family for such periods as the employee’s attendance may be necessary. Sick leave may also be used for the injury or illness of other family members as provided by state law.

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3.   To accompany the employee’s spouse, minor or dependent children, stepchildren, and foster children (including wards and children for whom the employee is the legal guardian), members of the family as described in paragraph B(1) above to dental or medical appointments for such reasonable periods as the employee’s attendance is necessary.

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ARTICLE 12: SICK LEAVE
SECTION 3: SICK LEAVE USE
ITEM E: BEREAVEMENT LEAVE

Section 3. Sick Leave Use. An employee shall be granted sick leave with pay to the extent of their accumulation for absences necessitated by the following conditions:

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E.   Bereavement Leave. The use of a reasonable amount of sick leave shall be granted in cases of death of the spouse, the domestic partner (same and opposite sex), parents and grandparents of the spouse or parents/step parents, grandparents, guardian, children, grandchildren, brothers, sisters, stepbrothers, stepsisters, wards, or stepchildren, extended family of the employee, or individuals the employee recognizes as family.of the employee. In addition, sick leave, limited to eight (8) hours, shall be granted in the case of the death of a parent of the employee’s minor child. The supervisor shall make a reasonable effort to adjust the hours of an employee in order to permit their attendance at the funeral of a co-worker.

UNION PROPOSAL #3

TEMPORARY UNCLASSIFIED

ARTICLE 16: VACANCIES, FILLING OF POSITIONS
SECTION: NEW

Section (NEW). Temporary Unclassified Appointments. The Appointing Authority shall only designate a position to be temporary unclassified if the work of the position is short-term in nature and is fully anticipated to not exceed three (3) years.

ARTICLE 8: DISCIPLINE AND DISCHARGE
SECTION 6: UNCLASSIFIED EMPLOYEES

Section 6. Unclassified Employees. The termination of unclassified employees is not subject to the arbitration provisions of this Agreement, unless otherwise specified in this Agreement. When practicable, tThe Appointing Authority shall notify a temporary unclassified employee a minimum of twenty-one (21) days prior to the scheduled end of their appointment as to whether the position will be: ended as scheduled, ended early, converted to classified, or extended in accordance with the contract and statute. In the event an employee’s appointment is terminated early, the employer shall provide the employee at least twenty-one (21) days’ notice, except in the cases of discharge for cause. However, such provision shall not be grievable or arbitrable.

ARTICLE 14: LEAVES OF ABSENCE
SECTION 3: UNPAID LEAVES OF ABSENCE

ITEM F: MEDICAL

Section 3. Unpaid Leaves of Absence. Statutory leaves are listed in Appendix M.

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F.    Medical. Upon the request of a permanent employee who has exhausted all accrued sick leave, a leave of absence without pay shall be granted by the Appointing Authority for up to one (1) year because of sickness or injury to the employee. Upon the request of a temporary unclassified employee who has exhausted all accrued sick leave, a leave of absence without pay shall be granted by the Appointing Authority for up to six (6) months because of sickness or injury to the employee. At the request of the employee, this leave may be extended at the discretion of the Appointing Authority. An employee requesting a medical leave of absence shall be required to furnish evidence of disability to the Appointing Authority. When the Appointing Authority has evidence that an employee's absence from duty is unnecessary or if the employee fails to undergo an evaluation or furnish such reports as are required by the Appointing Authority, the Appointing Authority shall have the right to require the employee to return to work on a specified date.

UNION PROPOSAL #4

LENGTH OF SERVICE CREDIT

ARTICLE 10: VACATION LEAVE
SECTION 2: ACCRUALS

Section 2. Accruals. All eligible employees shall accrue vacation in accordance with the following rates:

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At the discretion of the Appointing Authority, Employees who are hired into State service from another public sector employer, including the United States Armed Forces, tribal government, or from a private sector employer, contracting work, or from self-employment in a position directly related to the employee’s current State position, and who were in a vacation eligible position with that employer may shall be granted a length of service credit in an amount up to equal to the length of time employed by the previous employer(s), contracting work, or self-employment.

Length of service credit shall be subject to the following conditions:

1. There must be The employee must submit evidence to the Appointing Authority to establish that the employee was employed by another public sector employer, tribal government, or by a private sector employer, contracting work, or self-employment in a position directly related to the employee’s current State position within four (4) years of the date the State hired the employee; current bargaining unit employees may request consideration for previous employment as described in this paragraph; submit as described herein.
2. The employee must have been in a vacation eligible position with the previous employer;
3. The employee must provide the necessary documentation demonstrating their previous vacation eligibility status;
4. The amount of the length of service credit granted is at the discretion of the Appointing Authority.

The Appointing Authority shall notify the employee if their submission is incomplete, and provide details of what information is required for the submission to be complete.

Changes in the accrual rate shall become effective the beginning of the next payroll period following the Appointing Authority’s approval of the adjusted rate and shall not be retroactive.

UNION PROPOSAL #5

VACATION ACCRUALS

ARTICLE 10: VACATION LEAVE
SECTION 2: ACCRUALS

Section 2. Accruals. All eligible employees shall accrue vacation in accordance with the following rates:

Length of Service Requirement                          Rate Per Full Payroll Period

0-53 years                                                        45 working hours

After 5-83-6 years                                             56 working hours

After 6-8 years                                                  6 ½ working hours

After 8-12 years                                                7 working hours

After 12-18 years                                              7 ½ working hours

After 18-25 years                                              8 working hours

After 25-30 years                                              8 ½ working hours

After 30 years                                                   9 working hours

UNION PROPOSAL #6

DEFERRED COMPENSATION

ARTICLE 24: WAGES
SECTION 15: DEFERRED COMPENSATION PLAN

Section 15. Deferred Compensation Plan. The Employer agrees to provide employees with a State-paid contribution to the deferred compensation program under Minn. Stat. 352.96. The State-paid contribution shall be in an amount matching the employee's contribution on a dollar-for-dollar basis as permitted by Minn. Stat. 356.24 not to exceed two hundred fifty dollars ($250.00) five hundred dollars ($500.00) per employee in each fiscal year of the Agreement.

An employee may choose to convert some or all of their compensatory time bank one time during each fiscal year at a time of their choosing so long as the total hours converted in a fiscal year do not exceed forty (40) one hundred twenty (120).

UNION PROPOSAL #7

MEAL REIMBURSEMENT

ARTICLE 18: EXPENSE ALLOWANCES
SECTION 5: MEAL ALLOWANCES
ITEM D: REIMBURSEMENT AMOUNT

Section 5. Meal Allowances. Employees assigned to be in travel status between the employee’s temporary or permanent work station and a field assignment shall be reimbursed for the actual cost of meals including a reasonable gratuity. Employees must meet the following conditions to be eligible for meal reimbursement:

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D.   Reimbursement Amount.

Except for the metropolitan areas listed below, tThe maximum reimbursement for meals including tax and gratuity, shall be: determined by the following, as defined by the location of where the reimbursement occurs:

1. The United States General Services Administration per diem rates set each federal fiscal year for the contiguous forty-eight (48) United States (https://www.gsa.gov/travel/plan-book/per-diem-rates).
2. The United States Department of Defense per diem rates set each federal fiscal year for Alaska, Hawaii, and U.S. Territories (https://www.travel.dod.mil/Travel-Transportation-Rates/Per-Diem/Per-Diem-Rate-Lookup/).
3. The United States State Department per diem rates set each federal fiscal year for locations outside of the United States (https://aoprals.state.gov/web920/per_diem.asp).

Breakfast                      $9.00

Lunch                           $11.00

Dinner                          $16.00

For the following metropolitan areas the maximum reimbursement shall be:

Breakfast                      $11.00

Lunch                           $13.00

Dinner                          $20.00

The metropolitan areas are:

Atlanta                                                 Baltimore

Boston                                                  Chicago

Cleveland                                             Dallas/Fort Worth

Denver                                                 Detroit

Hartford                                               Houston

Kansas City                                           Los Angeles

Miami                                                  New Orleans

New York City                                       Philadelphia

Portland, OR                                         San Diego

San Francisco                                        Seattle

St. Louis                                                Washington D.C.

See Appendix L for details related to the boundaries of the above-mentioned metropolitan areas.

The metropolitan areas also include any location outside the forty-eight (48) contiguous United States.

Employees who meet the eligibility requirements for two (2) or more consecutive meals shall be reimbursed for the actual costs of the meals up to the combined maximum reimbursement amount for the eligible meals.

UNION PROPOSAL #8

STUDENT LOAN REIMBURSEMENT

ARTICLE 24: WAGES
SECTION: NEW

Section (NEW). Student Loan Payment Reimbursement.

1. Employee Request and Discretionary Approval. An employee may request and the Appointing Authority may approve reimbursement for an employee’s student loan payments, which were paid to outstanding student loan balances and were paid by the employee prior to requesting the reimbursement.
2. Exclusion. Student loan reimbursement payments cannot be applied to Continuing Education Units that are required to maintain an employee’s license or credentials.
3. Payment Amounts. Student loan reimbursement payments shall not exceed five thousand dollars ($5,000) per calendar year per employee, up to twenty-five thousand dollars ($25,000) in total payments issued to any employee.
4. Payment Reimbursement. Student loan reimbursement payments may be reimbursed in accordance with a disbursement schedule determined by the Appointing Authority.
5. Employee Length of Service Requirements. Employees must have been employed by the State of Minnesota at least one (1) year in a part-time or full-time position and be anticipated to work at least one thousand forty-four (1,044) hours per year.
6. Employee Retention Requirement. Employees who voluntarily separate from the State of Minnesota sooner than one (1) year after receiving such reimbursement payment may be required to repay the student loan reimbursement payment received the previous year. If the Appointing Authority requires repayment, such repayment shall be on a prorated, monthly basis. The repayment requirements may, under special circumstances, be waived by the Commissioner of Minnesota Management and Budget. Such waiver must be requested in writing by the Appointing Authority. Retention and repayment requirements do not apply in the case of termination, death or layoff.
7. Documentation of Student Loan Payments Made Required. The employee must provide documentation of actual student loan payments made within the twelve (12) months immediately prior to requesting student loan payment reimbursement.
8. Failure to provide required documentation of payments. If the employee does not fulfill the reporting requirement as described in G. above, the employee may be required to repay the total amount from the previous year.

UNION PROPOSAL #9

ACROSS-THE-BOARDS

ARTICLE 24: WAGES
SECTION 3: FIRST-YEAR WAGE ADJUSTMENT
SECTION 4: SECOND-YEAR WAGE ADJUSTMENT

Section 3. First Year Wage Adjustment. Effective July 1, 20213, all salary ranges and rates for classes covered in this Agreement shall be increased by two and a half percent (2.5%)eleven percent (11%), rounded to the nearest cent. The compensation grids for classes covered by this Agreement are contained in Appendix E-1. Employees shall convert to the new compensation grid as provided in Section 2. Conversion to the new compensation grid shall not change an employee’s eligibility for step progression increases.

Section 4. Second Year Wage Adjustment. Effective July 1, 20224, all salary ranges and rates shall be increased by two and a half percent (2.5%)ten percent (10%), rounded to the nearest cent. Salary increases provided by this Section shall be given to all employees including those employees whose rates of pay exceed the maximum rate for their class. The compensation grids for classes covered by this Agreement are contained in Appendix E-2. Conversion to the new compensation grid shall not change an employee’s eligibility for step progression increases.

MMB proposals are available in word doc form.

Union Healthcare Coalition Proposals

SECTION 1 – STATE EMPLOYEE GROUP INSURANCE PROGRAM (SEGIP) 

No changes. 

SECTION 2 – ELIGIBILITY FOR GROUP PARTICIPATION 

1. Deletion of language regarding the ineligibility for other medical coverage. 

Spouse. The spouse of an eligible employee (if legally married under Minnesota law). For the purposes of health insurance coverage, if that spouse works full time for an organization employing more than one hundred (100) people and: 

(1) elects to receive either credits or cash in place of health insurance or health coverage or towards some other benefit in place of health insurance, then they are not eligible for the comparable coverage or insurance under this Article; or 

(2) is enrolled in a high deductible medical insurance plan (as defined by the IRS) that includes a contribution to a health savings account (HSA) through their employing organization, then they are not eligible for medical coverage under this Article.  When both spouses work for the State, or another organization participating in the State Employee Group Insurance Program, a spouse may be covered as a dependent by the other, but when covered as a dependent they may not carry their own coverage (members may only be covered once). 

2. Extend dependent child eligibility to age 30. 

1. Health and Dental Coverage: A dependent child is an eligible employee’s child to age twenty-six (26) thirty (30). 

SECTION 3 – ELIGIBILITY FOR EMPLOYER CONTRIBUTION 

3. Change eligibility for full employer contribution to 40% time (this proposal includes one technical change to Section 2 that is not referenced in this summary) 

1.   Employees covered by this Agreement who are scheduled to work at least seventy five (75) forty (40) percent of the time are eligible for the full Employer Contribution. This means:

Employees who are scheduled to work at least eighty (80) thirty-two (32) hours per pay period for a period of nine (9) months or more in any twelve (12) consecutive months. 

4. Technical deletion of partial employer contribution eligibility. [tied to proposal #3] 

5. Technical change to Quarterly Look Back language:  [tied to proposal #3] 

1. are anticipated to work at least sixty (60) thirty-two (32) hours per pay period in an insurance eligible appointment for three (3) months or who have worked for at least sixty (60) thirty-two (32) hours per pay period in an insurance eligible appointment for three (3) months and who are anticipated to continue to work at that level in an insurance eligible appointment shall be eligible for the full Employer Contribution. 

6. Technical deletion of 40-60 hours per pay period language. [tied to proposal #3] 

7. Addition of Temporary Unclassified appointments that have ended abruptly to Special Eligibility. 

Special Eligibility. 

2. Temporary Unclassified. A temporary unclassified worker whose appointment is ended early, and who receives an Employer Contribution remains eligible for an Employer Contribution and all other benefits provided under this Article for an extended benefit eligibility of three (3) months from the date the appointment ends. 

8. Removal of MAPE language regarding the amount the employer paid portion of the premium. 

Corrections Early Retirement Incentive. 

The eligible employee shall receive the Employer-paid portion of medical and dental insurance paid by the Employer in the pay period of their retirement for themselves and their enrolled dependents until the employee attains the age of sixty-five (65). However, the monthly Employer-paid portion of the medical/dental premium shall not increase by more than fifty dollars ($50) above the monthly amount paid by the Employer at the time of their retirement in the pay period the employee is receiving the Corrections Early Retirement Incentive. Increases to the Employer-paid portion of the medical/dental premium that exceed fifty dollars ($50) shall be paid by the employee.  (MAPE ONLY) 

9. Addition of maintaining eligibility for dependents who would have otherwise been covered by a CERP eligible employee in the event of their death.  

c)   Employees eligible to receive an Employer contribution for health and dental coverage immediately prior to taking advantage of the Correctional Employees Retirement Plan (M.S. §§352.91 and 352.911) shall continue to receive an Employer contribution for themselves and their enrolled dependents until the employee attains the age of sixty-five (65). In the event that an employee who has elected dependent healthcare dies, the dependent spouse and/or child(ren) shall be eligible for the employer contribution for health and dental coverages.  

10. Removal of requirement for 5 years immediately preceding retirement in a CERP eligible position for insurance eligibility.  

b)  The employee must have been employed in a classification covered by the Correctional Employees Retirement plan (MS §§352.91 and 352.911) for a minimum of five (5) years immediately preceding their date of retirement. 

11. Addition of employer contribution for health and dental coverage until age 65 for employee with 10 years of service who retires at age 55. 

6. Retiree Health Care 

Employees who have achieved ten (10) or more years of continuous service with the State of Minnesota, and who retire at the age of fifty-five (55) or older, shall be eligible for the employer contribution for employee only health and dental coverage until age sixty-five (65).  

SECTION 4 – AMOUNT OF EMPLOYER CONTRIBUTION 

No changes. 

SECTION 5 – COVERAGE CHANGES AND EFFECTIVE DATES 

No changes 

SECTION 6 – BASIC COVERAGES 

12. Lower office visit co-pays by $5 for employees and adult dependents; lower office visit co-pays by $10 for dependent children for each benefit level. 

13. Change durable medical equipment to 10% for members, with 90% coverage for benefit levels 1-3 

14. Deletion of Wellbeing Incentive & Program 

b. Incentive. Employees will receive a $70 first dollar credit to their individual deductible (regardless of whether the employee is enrolled in single or family coverage), conditional upon completion of qualifying wellbeing program by the deadline. 

15. Covered out of network specialists in the event that a patient is unable to see an in-network specialist for three (3) months or more.  

16. Bundling of co-payments so that only one office visit co-pay is required for continued treatment. 

17. Addition of medically necessary dental procedures due to injury, illness, or disease shall be covered by the medical plan.  

18. Gender affirming care shall be covered by the medial plan.  

b. Services Received From, or Authorized By, a Primary Care Physician within the Primary Care Clinic. Under Advantage, the health care services outlined in the benefits charts above shall be received from, or authorized by a primary care physician within the primary care clinic. Preventive care, as outlined in the Summary of Benefits, is covered at one hundred (100) percent for services received from or authorized by the primary care clinic. The primary care clinic shall be selected from approved clinics in accordance with the Advantage administrative procedures. Unless otherwise specified in 6A2, services not received from, or authorized by, a primary care physician within the primary care clinic may not be covered. Unless the individual has a referral from their primary care clinic, there are no benefits for services received from providers in Benefit Levels that are different from that of the primary care clinic in which the individual has enrolled. In the event that a primary care physician has authorized services from a specialist, but the in-network specialist is unable to see a patient for three (3) months or more, an out - of - network specialist shall be referred at no additional cost to the member.  

When a treatment plan requires more than one office visit, only one office visit co-pay will be charged for continuation of the treatment until the treatment regimen is completed.  

Medically necessary dental procedures related to injury, illness or disease shall be covered by the medical plan. 

Gender affirming care shall be covered by the medical plan. 

19. Inclusion of retinal imaging for eye exams.  

20. Prescription lenses and eyewear shall be covered up to $500 annually. 

c. Services Not Requiring Authorization by a Primary Care Physician Within the Primary Care Clinic. 

1. Eye Exams. Limited to one (1) routine examination per year for which no copay applies, inclusive of retinal imaging. Eye injury or illness at an in-network provider will be covered as an office visit based on the benefit level in which the individual is enrolled. Prescription lenses and eyewear shall be covered up to $500 annually.  

21. Addition of no-cost mental health services for victims of workplace violence. 

22. Inclusion of fertility services in Special Networks, as well as defining full and half cycles. 

e. Special Service Networks. The following services must be received from special service network providers in order to be covered. All terms and conditions outlined in the Summary of Benefits apply. 

1. Mental health services – inpatient or outpatient. 

Where mental health treatment has been indicated due to workplace violence, services received from an in-network mental health practitioner are not subject to a copayment in each year of the agreement. First dollar deductibles are waived for such care. 

2. Chemical dependency services - inpatient and outpatient. 

3. Chiropractic services. 

4. Transplant coverage. 

5. Cardiac services. 

6. Home infusion therapy. 

7. Hospice. 

8. Fertility Services. 

Fertility Services shall be offered by all Plan Administrators. Cycles shall be defined as follows: 

23. Establish a Health Reimbursement Arrangement Account.  

k. Health Reimbursement Arrangement Account. The Employer shall establish a Health Reimbursement Arrangement account for each insurance eligible employee, and at the beginning of each calendar year, shall contribute $400 on behalf of each insurance eligible employee who elects employee only coverage, and $800 on behalf of each insurance eligible employee who elects family coverage. 

24. Establish a moratorium on clinic  or clinic system benefit levels changing for the next three years, if the designation has changed three or more times in the last five years.  

3. Benefit Level Two Health Care Network Determination. Issues regarding the health care networks for the 2022 insurance year shall be negotiated in accordance with the following procedures, except when a clinic or clinic system designation has changed levels three (3) times for plan years 2019, 2020, 2021, 2022, and 2023, the designation for plan year 2023 shall remain in effect through plan year 2026. 

25. Technical change to JLM requirement to develop an incentive program. [tied to proposal #14] 

d. Health Promotion Incentives. The Joint Labor-Management Committee on Health Plans shall may develop a program which provides incentives for employees who participate in a health promotion program. The health promotion program shall emphasize the adoption and maintenance of more healthy lifestyle behaviors and shall encourage wiser usage of the health care system. 

26. Establish a Health Club Members Reimbursement 

e. Health Club Membership. The employer shall reimburse employees who have a health club membership up to $25 per month. This reimbursement shall be available for any fitness or health related activity.  

27. Change the amount for Basic Life and Accidental Death and Dismemberment Coverage to two times the employee’s salary.  

1. Employee Life Coverage. 

Basic Life and Accidental Death and Dismemberment Coverage. The Employer agrees to provide and pay for the following term life coverage and accidental death and dismemberment coverage for all employees eligible for Employer Contribution, as described in Section 3 in an amount equal to two (2) times the employee’s salary. Any premium paid by the State in excess of fifty thousand dollars ($50,000) coverage is subject to a tax liability in accord with Internal Revenue Service regulations. An employee may decline coverage in excess of fifty thousand dollars ($50,000) by filing a waiver in accord with Minnesota Management and Budget procedures. The basic life insurance policy will include an accelerated benefits agreement providing for payment of benefits prior to death if the insured has a terminal condition. 

SECTION 7 – OPTIONAL COVERAGES 

A. Employee and Family Dental Coverage.  

28. Add coverage for sedation excluding general anesthesia, to service coverage matrix.  

29. Change Annual Maximum to $3000. 

c. Annual Maximums. State Dental Plan coverage is subject to a two thousand dollar ($2000)  three thousand dollar ($3000) annual maximum benefit payable (excluding orthodontia and preventive services) per person. "Annual" means per insurance year. 

30. Change Orthodontia Lifetime Maximum to $5000. 

31. If an employee elects dental benefits on their own policy, dollars spent when the employee was a dependent of another policy holder shall not be applied toward a new policy’s lifetime maximum.  

d. Orthodontia Lifetime Maximum. Orthodontia benefits are subject to a three thousand dollar ($3000)  five thousand dollar ($5000) lifetime maximum benefit. If an employee elects dental benefits on their own policy, dollars spent when the employee was a dependent of another policyholder shall not be applied toward the new policy’s lifetime maximum.  

B. Life Coverage 

32. Change the Paid Up Life Policy from 15% to 20%. 

1. Paid Up Life Policy. At age sixty-five (65) or the date of retirement, an employee who has carried optional employee life insurance for the five (5) consecutive years immediately preceding the date of the employee’s retirement or age sixty-five (65), whichever is later, shall receive a post-retirement paid-up life insurance policy in an amount equal to fifteen (15) percent twenty (20) percent of the smallest amount of optional employee life insurance in force during that five (5) year period. The employee’s post-retirement death benefit shall be effective as of the date of the employee’s retirement or the employee age sixty-five (65), whichever is later. Employees who retire prior to age sixty-five (65) must be immediately eligible to receive a state retirement annuity and must continue their optional employee life insurance to age sixty-five (65) in order to remain eligible for the employee post-retirement death benefit. 

An employee who has carried optional spouse life insurance for the five (5) consecutive years immediately preceding the date of the employee’s retirement or spouse age sixty-five (65), whichever is later, shall receive a post-retirement paid-up life insurance policy in an amount equal to fifteen (15) percent twenty (20) percent of the smallest amount of optional spouse life insurance in force during that five (5) year period. The spouse post-retirement death benefit shall be effective as of the date of the employee’s retirement or spouse age sixty-five (65), whichever is later. The employee must continue the full amount of optional spouse life insurance to the date of the employee’s retirement or spouse age sixty-five (65), whichever is later, in order to remain eligible for the spouse post-retirement death benefit. 

Each policy remains separate and distinct, and amounts may not be combined for the purpose of increasing the amount of a single policy. 

C. Disability Coverage 

33. Removal of requirement that short-term disability kicks in from the eighth day of a disabling sickness. 

34. Short term disability enrollment on an annual basis.  

1. Short-Term Disability Coverage. An employee may purchase short-term disability coverage that provides benefits of from three hundred dollars ($300) to five thousand dollars ($5,000) per month, up to two-thirds (2/3) of an employee's salary, for up to one hundred eighty (180) days during total disability due to a non-occupational accident or a non-occupational sickness. Benefits are paid from the first day of a disabling injury or from the eighth day of  a disabling sickness. For a new employee, coverage applied for by the initial effective date of coverage as defined in this Article, Section 5C does not require evidence of insurability. For an employee who becomes eligible for insurance, coverage applied for within thirty (30) days of the initial effective date does not require evidence of insurability. An employee who is insurance eligible and moves from a temporary position to a permanent position will be allowed to enroll in short-term disability coverage within thirty (30) days of the event without providing evidence of insurability. A short-term disability open enrollment will be offered five every years.