2018 EUTF Health Benefits and PCP Open Enrollment:

The Hawai’i Employer-Union Health Benefits Trust Fund (EUTF) and Premium Conversion Plan (PCP) open enrollment period is from April 2, 2018 through April 30, 2018, for coverage effective July 1, 2018 through June 30, 2019. To be eligible for health benefits, employees must be employed on a half-time basis or more and have an appointment at least 3 months duration. Should you have questions regarding your eligibility, please contact your designated HR Office.

During open enrollment, eligible employees have the opportunity to make changes to health coverage and PCP (PCP is a voluntary program that allows employees to deduct health plan premiums on a pre-tax basis). For more Information, view the announcement “2018 EUTF Health Benefits and PCP Open Enrollment” at

The 2018 EUTF Reference Guide for Active Employees has:

  • Wellness Programs and Money Saving Tips
  • Health plan information
  • Premium and employer contribution amounts

If you have any questions or need assistance, please contact your designated HR Specialist.

New Tuberculosis Screening Procedure:

Starting today, March 19, 2018, the State of Hawai‘i Department of Health (DOH) will begin new TB screening procedures. Individuals seeking TB clearance for employment may no longer require a tuberculosis (TB) skin test. Individuals will now be asked to complete a TB risk assessment questionnaire. Based on the responses to the questions and other observations, a physician may determine the individual does not have any risks or symptoms and issue a TB clearance without a skin test. New hires may be referred to their physician or the Lanakila Health Center for the TB risk assessment questionnaire, and if necessary, the skin test. Individuals may request a blood test from their healthcare provider in lieu of a skin test.

Until the new updated TB screening procedures are widely disseminated, please have your employees bring the following with them to receive a TB assessment and clearance from their physician:

You may visit: DOH Tuberculosis Control Program website

If you have any questions or need assistance, please contact your designated HR Specialist.

Overview of Pay Increases:

The following presentations were given at the AOG meeting held on September 12.

  • Overview of Pay Increases for Bargaining Units: PPT presented by Kathy Matsumoto summarizing the pay increases for BU 1, 3, 7, and 8
  • Synopsis of 2017 Pay Increases: This overview, created by System OHR and updated on September 6, 2017, reflects current events at that time with regard to Bargaining Units 1, 2, 3, 4, 7, 8, 9, 10, and 13. This document contains a synopsis of salary increases for each of the BUs mentioned previously; a copy of the actual salary article of the relevant contract as amended; and a copy of the relevant Tentative Agreement executed by parties codifying the mutual “intent” of the amendments (except for units 7, 8, and 13).

APT Performance Evaluations:

This is a reminder that the APT standard performance evaluation period ends on October 31, 2017.  We request your assistance to ensure the following:

  • Expectations are created for each APT employee for the period of 11/01/16 to 10/31/17.
  • At the end of the evaluation period, encourage your supervisors of APT employees to start completing the performance evaluations.

To facilitate the process of creating performance expectations, the system “carries over” expectations that were certified during the previous rating period.  Supervisors may follow one (1) of the following options:

  • Utilize the same expectations;
  • Use the previous expectations as guides to create new expectations and/or edit previous expectations;
  • Delete the previous expectations and create new expectations; or
  • Request subordinate(s) to initiate the creation of expectations.

Regardless of which approach is used to create performance expectations, a discussion must first occur between the supervisor and subordinate.

The APT Performance Evaluation System link:

Performance Evaluation System Tutorial:

If you have any questions or need assistance, please contact your designated HR Specialist.

Revised Form I-9, Employment Eligibility Verification:

On July 17, 2017, the United States Citizenship and Immigration Services (USCIS) released a revised version of Form I-9, Employment Eligibility Verification.   Employers may use the revised version or continue to use Form I-9 with a version date of 11/14/16 N (printed on the lower left corner) until September 17, 2017.  On September 18, all new hires and re-verification of rehires must use the revised form with a revision date of 07/17/17 N.
Revisions to the Form I-9 instructions:
  • The name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices has been changed to its new name, Immigrant and Employee Rights Section.
  • In the phrase “you must present documentation no later than the end of the first day of employment – “the end of” was removed.
Revisions related to the List of Acceptable Documents on Form I-9:
  • The Consular Report of Birth Abroad (Form FS-240) was added to List C. Employers completing Form I-9 on a computer will be able to select Form FS-240 from the drop-down menus available in List C of Sections 2 and 3. E-Verify users will also be able to select Form FS-240 when creating a case for an employee who has presented this document for Form I-9.
  • All the certifications of report of birth issued by the Department of State (Form FS-545, Form DS-1350, and Form FS-240) were combined into selection C #2 in List C.
  • All List C documents were renumbered except the Social Security card. For example, the employment authorization document issued by the Department of Homeland Security on List C changed from List C #8 to List C #7.
USCIS included these changes in the revised Handbook for Employers: Guidance for Completing Form I-9 (M-274).
If you have saved the Form I-9 with the version date of 11/14/16 N on your computer, please replace it with the new revised version date of 07/17/17 N (printed on the lower left corner).  As a reminder, the Form I-9 cannot be electronically signed.  Therefore, the form must be printed and signed by the employee and employer.
More information on the Form I-9 is available on the USCIS website.


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