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<blockquote data-quote="InsideUPS" data-source="post: 1196127" data-attributes="member: 31414"><p>Inthegame, I believe it's only fair to evaluate all aspects of an issue and people should know that the UPS plan as written was not without it's concerns. </p><p></p><p>As you know, this healthcare issue has been extremely difficult for many people to accept, including myself. Most of my concerns were for my part-time co-workers and not myself. I am more than fairly compensated and will have the opportunity to receive the same retiree coverage with TeamCare as my full time co-workers across the country. The TeamCare retiree coverage is actually significantly better than the UPS Part-time Retiree coverage. (Dental, Vision, $200,000 yearly max instead of $150,000 max to name a few)</p><p></p><p>We have a unique situation at our Local where the FT bargaining unit employees have their H&W with an independent provider in our area (Ohio - Not Medical Mutual). We have a transitioning BA situation where our long time BA is retiring this month. The retiring BA attempted to get the part-timers in our Local in the same plan as the FT in our area. A significant effort was made on his part........and on our part, as all of us PT'ers signed a petition that was sent to Ken H.....</p><p></p><p>After talking with our new BA and understanding more about the contribution amounts that UPS is making to TeamCare for the part-timers H & W benefits, I have a different understanding why all Part-timers need to be included in TeamCare..... It was always obvious to me that the greater number of part-timers we have in the TeamCare plan, the more fiscally sound the plan would be. What was not clear to me were the economics behind the issue. Our new BA indicated that UPS will be paying the amounts outlined below to TeamCare on behalf of each part-time employee. The amounts that UPS pays for the full-time employees is also listed below.</p><p></p><p>No reasonable person could expect the company to pay approximately $130 more per week for each and every part-timer so that they could receive the same benefits as their full-time co-worker in our area when TeamCare was offering similar benefits for less. The retiree coverage in our area is fixed at $267 for the retiree and his or her spouse. Our local retiree coverage does not cover children of retirees. There is however no maximum on yearly medical costs.... A risk that our full timers take by not being in TeamCare is that this locally negotiated H&W package is subject to change every 3 years. If for example, this healthcare insurance provider decides to change benefits levels......our BA will be in a difficult situation and will have to "shop" for a better deal. As you can see, our Local has always negotiated it's own H&W package by using all of our IBT members as a "carrot" for these local hospital based H & W plans.... </p><p></p><p>I personally have moved on past this issue and accept and appreciate the TeamCare program for the benefits that it does offer. My only regret is that the improvements we gained in TeamCare by voting NO to the supplements and rider came from the TeamCare fund and not come from the company. A new age....a new company....and an ever changing Union environment to deal with global economics.... </p><p></p><p>Peace to you....peace to 407....peace to Stink.......and last but not least......peace to TOS.... all of you have made my last contract with UPS an interesting one.... </p><p> </p><p></p><p><strong><u>Part Time/week</u></strong></p><p></p><p></p><p>213.77 - Year 1</p><p></p><p></p><p>229.79 - Year 2</p><p></p><p></p><p>234.77 - Year 3</p><p></p><p></p><p>269.77- Year 4</p><p></p><p></p><p>296.57 - Year 5</p><p></p><p><u><strong>Full-Time/week</strong></u></p><p></p><p>343.82 - Year 1</p><p></p><p></p><p>363,82 - Year 2</p><p></p><p></p><p>384.07 - Year 3</p><p></p><p></p><p>421.16 - Year 4</p><p></p><p></p><p>461.00 - Year 5</p></blockquote><p></p>
[QUOTE="InsideUPS, post: 1196127, member: 31414"] Inthegame, I believe it's only fair to evaluate all aspects of an issue and people should know that the UPS plan as written was not without it's concerns. As you know, this healthcare issue has been extremely difficult for many people to accept, including myself. Most of my concerns were for my part-time co-workers and not myself. I am more than fairly compensated and will have the opportunity to receive the same retiree coverage with TeamCare as my full time co-workers across the country. The TeamCare retiree coverage is actually significantly better than the UPS Part-time Retiree coverage. (Dental, Vision, $200,000 yearly max instead of $150,000 max to name a few) We have a unique situation at our Local where the FT bargaining unit employees have their H&W with an independent provider in our area (Ohio - Not Medical Mutual). We have a transitioning BA situation where our long time BA is retiring this month. The retiring BA attempted to get the part-timers in our Local in the same plan as the FT in our area. A significant effort was made on his part........and on our part, as all of us PT'ers signed a petition that was sent to Ken H..... After talking with our new BA and understanding more about the contribution amounts that UPS is making to TeamCare for the part-timers H & W benefits, I have a different understanding why all Part-timers need to be included in TeamCare..... It was always obvious to me that the greater number of part-timers we have in the TeamCare plan, the more fiscally sound the plan would be. What was not clear to me were the economics behind the issue. Our new BA indicated that UPS will be paying the amounts outlined below to TeamCare on behalf of each part-time employee. The amounts that UPS pays for the full-time employees is also listed below. No reasonable person could expect the company to pay approximately $130 more per week for each and every part-timer so that they could receive the same benefits as their full-time co-worker in our area when TeamCare was offering similar benefits for less. The retiree coverage in our area is fixed at $267 for the retiree and his or her spouse. Our local retiree coverage does not cover children of retirees. There is however no maximum on yearly medical costs.... A risk that our full timers take by not being in TeamCare is that this locally negotiated H&W package is subject to change every 3 years. If for example, this healthcare insurance provider decides to change benefits levels......our BA will be in a difficult situation and will have to "shop" for a better deal. As you can see, our Local has always negotiated it's own H&W package by using all of our IBT members as a "carrot" for these local hospital based H & W plans.... I personally have moved on past this issue and accept and appreciate the TeamCare program for the benefits that it does offer. My only regret is that the improvements we gained in TeamCare by voting NO to the supplements and rider came from the TeamCare fund and not come from the company. A new age....a new company....and an ever changing Union environment to deal with global economics.... Peace to you....peace to 407....peace to Stink.......and last but not least......peace to TOS.... all of you have made my last contract with UPS an interesting one.... [B][U]Part Time/week[/U][/B] 213.77 - Year 1 229.79 - Year 2 234.77 - Year 3 269.77- Year 4 296.57 - Year 5 [U][B]Full-Time/week[/B][/U] 343.82 - Year 1 363,82 - Year 2 384.07 - Year 3 421.16 - Year 4 461.00 - Year 5 [/QUOTE]
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