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UPS Union Issues
UPS Air Hub Move - From Louisville to Memphis?
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<blockquote data-quote="PiedmontSteward" data-source="post: 1201476" data-attributes="member: 42270"><p>I'm not an actuary or an accountant by any means; I'm just a guy that spent way too much money in students loans on a liberal arts degree and slings cardboard for five hours a day at UPS but I'll still take a stab at it: TeamCare is not simply a plan for UPS employees -- there are literally thousands of other workers in different industries covered by what was formerly known as CS H&W. The plan is run by union and employer trustees and those trustees has a fiscal/ethical responsibility to ensure the future survival of the plan. One of the greatest assets of TeamCare are the enormous cash reserves on hand (18+ months); the trustees were asked by IBT if they could "enhance" the coverage for new UPS members. They likely consulted the paid actuaries/accountants/number genies/financial wizards/etc. to do the math on the benefits and realistically/ethically that was the best they could come up with without potentially jeopardizing the same level of reserves moving forward. </p><p></p><p>Is it perfect? No. Is it a concession? Well.. sort of. It's not the same level of coverage (there are some reductions here-and-there along with the deductible) but I personally feel that it gives us greater leverage not just in 2018 but going forward with UPS. UPS can't try to "tweak" concessions out of our healthcare in the future; the only way they could do so would be by proposing a reduction in their H&W contributions, which would essentially be a net pay cut in total compensation. Additionally, if we ever go on strike, we would maintain our coverage under TeamCare without having to place the burden of COBRA payments on individual locals or on the members in smaller locals that couldn't pick up the tab. This <img src="http://*" alt="" class="fr-fic fr-dii fr-draggable " style="" /><img src="http://*" alt="" class="fr-fic fr-dii fr-draggable " style="" /><img src="http://*" alt="" class="fr-fic fr-dii fr-draggable " style="" /><img src="http://*" alt="" class="fr-fic fr-dii fr-draggable " style="" /> is chess, it ain't checkers.</p><p></p><p>All that being said, I wish people would have flipped out about the <img src="http://*" alt="" class="fr-fic fr-dii fr-draggable " style="" /><img src="http://*" alt="" class="fr-fic fr-dii fr-draggable " style="" /><img src="http://*" alt="" class="fr-fic fr-dii fr-draggable " style="" /><img src="http://*" alt="" class="fr-fic fr-dii fr-draggable " style="" />ing four year progression like they did about TeamCare.</p></blockquote><p></p>
[QUOTE="PiedmontSteward, post: 1201476, member: 42270"] I'm not an actuary or an accountant by any means; I'm just a guy that spent way too much money in students loans on a liberal arts degree and slings cardboard for five hours a day at UPS but I'll still take a stab at it: TeamCare is not simply a plan for UPS employees -- there are literally thousands of other workers in different industries covered by what was formerly known as CS H&W. The plan is run by union and employer trustees and those trustees has a fiscal/ethical responsibility to ensure the future survival of the plan. One of the greatest assets of TeamCare are the enormous cash reserves on hand (18+ months); the trustees were asked by IBT if they could "enhance" the coverage for new UPS members. They likely consulted the paid actuaries/accountants/number genies/financial wizards/etc. to do the math on the benefits and realistically/ethically that was the best they could come up with without potentially jeopardizing the same level of reserves moving forward. Is it perfect? No. Is it a concession? Well.. sort of. It's not the same level of coverage (there are some reductions here-and-there along with the deductible) but I personally feel that it gives us greater leverage not just in 2018 but going forward with UPS. UPS can't try to "tweak" concessions out of our healthcare in the future; the only way they could do so would be by proposing a reduction in their H&W contributions, which would essentially be a net pay cut in total compensation. Additionally, if we ever go on strike, we would maintain our coverage under TeamCare without having to place the burden of COBRA payments on individual locals or on the members in smaller locals that couldn't pick up the tab. This [IMG]*[/IMG][IMG]*[/IMG][IMG]*[/IMG][IMG]*[/IMG] is chess, it ain't checkers. All that being said, I wish people would have flipped out about the [IMG]*[/IMG][IMG]*[/IMG][IMG]*[/IMG][IMG]*[/IMG]ing four year progression like they did about TeamCare. [/QUOTE]
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