careful what insurance plan you vote for

Discussion in 'UPS Discussions' started by worried123, Oct 9, 2009.

  1. worried123

    worried123 New Member

    I am very concerned about the health insurance information that is being given.

    Is there a discretionary clause that if a MAJORITY of union workers sign up for this switch over to the "new ups health insurance plan" that this could in fact null and void the existing health benefits we currently hold. No negotiating until the next contract.

    If you have a majority (51%) of workers that enroll for this health insurance plan the company could then say that it is a financial burden to continue the current plan and could null and void the existing healthcare plan.

    If you have a majority of non union and union employees in this plan could that constitute as a majority?

    Is enrolling for this plan literally enrolling us out of our rights under the current union contract?

    Ask questions and becareful as it says once you enroll in this program you CANNOT go back.

    We are not signing up for this. Please ask more questions......don't jump to this and dont let the company scare you into this.

    Kind regards.
     
  2. JonFrum

    JonFrum Member

    Could you tell us more about the situation? Most of us aren't faced with a switch in health care plans so this is the first we've heard of it.

    What are the plans? What Locals does this apply to?

    One thing I do know, is that if a plan and/or its features were negotiated and agreed to, they can't be unilaterally changed by the Company mid-Contract without first bargaining over the change with the Union.

    But if the Contract language allowed the change in the first place, then no further bargaining would be needed.
     
  3. Cezanne

    Cezanne New Member

    Read Article 34 (Master): Monetary weekly increases into either the Pension or Health and Welfare Trusts. This is part of of our negotiated benefit package, any decreases in coverage has to be explained. If Jonfrum can confirm this, I believe that with this last contract that most of our benefit raises went into our pension and health and welfare plans instead of our hourly rate. I am guessing that you will not see any drastic changes in any health and welfare plans over this next contract, probadly small stuff here or there in order to save money.
     
  4. Monkey Butt

    Monkey Butt You can call me Chappy Staff Member

    First off - it's not an insurance plan, it's a health benefit plan. That tells you something there. :wink2:
    I looked at my Tax Return and I paid $16,841 last year for health related costs not covered by my UPS Health plan (note: $3,500 was at pre-tax dollars through the UPS Flex Account reimbursement plan). Probably $8000 was related to dental implant cost.
    I don't know how that compares to other UPSers but 15 years ago, my costs out of pocket would have been much less.
     
  5. upsgrunt

    upsgrunt Well-Known Member

    That's one expensive tooth.
     
  6. UPS Guy 2

    UPS Guy 2 New Member

    are you talking about the new plan for RFD
     
  7. Funfact

    Funfact Well-Known Member

    I don't pay anything but my monthly union dues. No copays except for drugs and we get a $600 allowance for stuff like that or dental that's not covered.
     
  8. Sleeve_meet_Heart

    Sleeve_meet_Heart making the unreadable unreadabler

    (c) During the life of this Agreement, the Employer will continue to make applicable contributions to all
    IBT Health and Welfare Funds and all IBT Pension Funds (or the successor funds in case of merger of
    funds) for full-time and/or part-time employees in all Supplements, Riders and Addenda where the
    Employer was making contributions for full-time and/or part-time employees on May 1, 1982, unless
    stated to the contrary in this Article or changes placing these employees in UPS plans are negotiated
    and agreed to by the National Negotiating Committee.
    (d) In those Supplements, Riders and Addenda where the Employer was providing health & welfare
    and/or pension benefit coverage to employees (either full-time or part-time) on May 1, 1982, the
    Employer will continue to provide health & welfare and/or pension benefit coverage under the Company
    plan(s), with funding under the related trust(s) established by the Employer for this purpose, for the life
    of this Agreement unless specified otherwise in the applicable Supplemental Agreement, Rider, and
    Addendum or this Article.


    ^^ these are key.

    So if and when the IBT and UPS agree to remove this language in 2013 and tell the part-timers to "Vote Yes on this amazing agreement" , such as what happened in 2008, the word needs to be spread quickly that it is a set-up.

    P.S. no part-timers with 1 year or less get holiday pay for Columbus day. Thank you UPS and Teamsters!
     
  9. brownmonster

    brownmonster Man of Great Wisdom

    P.S. no part-timers with 1 year or less get holiday pay for Columbus day. Thank you UPS and Teamsters!


    What a shame. I've been with the company 20 years and never got paid for Columbus day. When is Columbus day?
     
  10. Cezanne

    Cezanne New Member

    (Must of went out of network):greedy:
     
  11. Sleeve_meet_Heart

    Sleeve_meet_Heart making the unreadable unreadabler

    It is probably a New England thing. We get double time and a half Monday, except 1 year or less part-timers.
     
  12. worried123

    worried123 New Member


    We received info from UPS hr in the mail and hr has been holding meetings with drivers asking them to drop our current aetna negotiated plan and enroll in a different aetna plan that has significant changes.

    They are telling the drivers it saves the company money.

    This plan now has us paying for prescription drugs, co pays for dr visits, er visits plus out of pocket expense.

    See, once you opt out you cannot go back and since this is not the plan we negotiated.....anything goes. They are keeping the part where once you opt out you cant go back but it states it in the fine print.

    Just as managements plan changes every year so will this.

    Many young drivers are looking at it as "wow now they pay for well child baby checks and immunizations"......well once signed up you can only pick from selected doctors.

    There is a pre existing clause for "serious illness".

    We are afraid of repercussions. We have a sick kid.

    I have papers that the company has sent. Should we take this to the union hall?

    Thank you for your help.
     
  13. Monkey Butt

    Monkey Butt You can call me Chappy Staff Member

    Management insurance does not pay for implants.

    When she first told me she was getting implants I was excited ... until she told me "dental implants".
     
  14. ups1990

    ups1990 Well-Known Member

    Is this a moot point now that the deadline of October 9th has passed?
     
  15. airbusfxr

    airbusfxr New Member

    Wow, wait till 2013, it will be time to strike when UPS takes health care away from you and pays Scott Davis 5.2 million.
     
  16. airbusfxr

    airbusfxr New Member

    Oh he gets 5.2 this year in 2013 he will be at 12 million.
     
  17. JonFrum

    JonFrum Member

    We New Englanders also get Veterans Day as a paid holiday. (Straight time holiday pay plus time-and-one-half for the hours actually worked, which means double-time-and-one-half for the day.)

    But don't feel too bad. We probably gave up something else in negotiations to keep these two holidays.

    And our pension plan, which has been less than 50% funded for years, is now down to 43.5% funded. :sad-very: