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The Western Conference and Local 177 H&W DISASTER!
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<blockquote data-quote="LagunaBrown" data-source="post: 1214178" data-attributes="member: 29765"><p><strong>Re: The Western Conference and Local 177 H&amp;W DISASTER!</strong></p><p></p><p><span style="color: #ff0000">Since some internet sites are saying the "TDU staff" is trying to take claim for my notes so I am </span></p><p><span style="color: #ff0000">posting this here and letting you know TDU sucks. Talk to your local officials that you voted </span></p><p><span style="color: #ff0000">for because they are the true source of information.</span> </p><p></p><p>Healthcare, GWI and Pension Breakdown</p><p></p><p> These are personal notes from the Health Care workshop at Local 952 on </p><p>10/19/13. They are intended as a guide for Irvine Center until official </p><p>information is distributed to members. Please ask your Stewards or Business </p><p>Agents questions on any issue so you are confident in your knowledge on the </p><p>details of the package.</p><p> This was the first meeting anywhere regarding the "Carve-Out" for the 11 </p><p>Western States and Local 177 which will cover 32,000 Teamster Members in the </p><p>plan. It will be a seamless transition since most coverage is the same. <span style="color: #ff0000">All </span></p><p><span style="color: #ff0000">official information other than local/Parking lot meetings are planned to be </span></p><p><span style="color: #ff0000">mailed out with a Health Care 1-800 phone number, website, and Health Care </span></p><p><span style="color: #ff0000">conference calls. Detailed material is slated to be given out to members before </span></p><p><span style="color: #ff0000">the vote so they can be fully educated before casting their ballot.</span></p><p> This is a huge win in getting the Healthcare package in the S.W.P.R. and </p><p>having a direct vote on issues. The creation of the plan and it being </p><p>controlled by our own trustees in the West puts our future in our own hands. </p><p>Andy M says 99% of <span style="color: #ff0000">health care is basically the same only 2 items less </span></p><p><span style="color: #ff0000">than UPS plan and they are:</span></p><p><span style="color: #ff0000"></span></p><p><span style="color: #ff0000">1</span>) Prescriptions - $5 dollars for generics or brand name if no generic is </p><p>equivalent and Free for mail in generics or brand name if no generic is </p><p>equivalent.</p><p></p><p>(No change for Kaiser)</p><p></p><p><span style="color: #ff0000">2</span>) Annual deductible - 100/200 annual deductible <span style="color: #ff0000">only In last year of contract</span> </p><p>(last 7 months in the 5th year) and <span style="color: #ff0000">ONLY for MAJOR MEDICAL.</span></p><p><span style="color: #ff0000"></span></p><p>They also added to a 5 year benefit to coverage:</p><p></p><p> <span style="color: #ff0000">If you die your family is covered at no cost for 5 years </span>(instead of 6 months </p><p>followed by 30 months COBRA<span style="color: #ff0000">) This is a major upgrade.</span></p><p><span style="color: #ff0000"></span></p><p>-10 dollar co-pay</p><p></p><p>- <span style="color: #ff0000">Same Providers - Blue Cross/Kaiser for a seamless transition into Taft </span></p><p><span style="color: #ff0000">Hartley.</span></p><p></p><p>- Vision, Dental and Life insurance all the same. No cap on Dental.</p><p></p><p>-No monthly Premiums </p><p></p><p>- Dependent coverage intact</p><p></p><p>- Surviving Spouse coverage till 65 or remarried. This is for death and spousal </p><p>coverage for retired members. Medicare will take over at 65 for spouse and post </p><p>supplemental insurance can be purchased for 50/100.</p><p></p><p>- <span style="color: #ff0000">Golden 80 still intact</span></p><p></p><p>- Post 65 supplemental insurance 50/100</p><p></p><p>- Retiree Medical is an 80/20 Plan same as company and will ladder up.</p><p></p><p>January 1, 2014 -$50 Single/$100 Family</p><p>January 1, 2015 - $100 Single/$200 Family</p><p>January 1, 2016 - $150 Single/ $300 Family till end of contract. (2018)</p><p></p><p></p><p></p><p>- Total Compensation by end of contract: <span style="color: #ff0000">$37.03 dollars ($55.55 overtime)</span></p><p></p><p>GWI - $3.90 (70,70, 70, 40/40 split, 50/50 split)</p><p></p><p>H/W and pension - $5.00 ($1.00 a year)</p><p>Total combined per year</p><p>2013- $1.70</p><p>2014- $1.70</p><p>2015 - $1.70</p><p>2016 - $1.80</p><p>2017 - $2.00</p><p></p><p><span style="color: #ff0000">Total compensation: $8.90 an hour by end of Contract</span>. (That .30 cents less than </p><p>last contract where GWI was $4.20 and H/W was $5.00 totaling $9.20 by end of </p><p>contract.)</p><p></p><p>Pension increases: <span style="color: #ff0000">This is more than minimum wage going into your pension per hour and no better time to put money into to a start up health care plan</span>.</p><p></p><p>2013 - .25 cents to $9.85 an hour (.75 cents to H/W) so $9.85 x 2080 = <span style="color: #ff0000">$20,488 a year pension contributions</span></p><p>2014 - 0 cents - same $9.85 (1.00 to H/W) so $9.85 x 2080 = <span style="color: #ff0000">$20,488 a year in pension contributions</span></p><p>2015 - 0 cents - same $9.85 (1.00 to H/W) so $9.85 x 2080 = <span style="color: #ff0000">$20,488 a year in pension contributions</span></p><p>2016 - .50 cents to - $10.35 (.50 to H/W) so $10.35 x 2080 = <span style="color: #ff0000">$21,528 a year in pension contributions</span></p><p>2017 - .50 cents to - $10. 85 (. 50 to H/W) so $10.85 x 2080 = <span style="color: #ff0000">$22,568 a year in pension contributions</span><span style="color: #ff0000"></span></p><p><span style="color: #ff0000"></span></p><p><span style="color: #ff0000">For a total of </span><span style="color: #ff0000">$105,560 per full timer into the plan for the new proposal.</span></p><p> </p><p>*Any pension contribution may be diverted to Health Care if needed as in any Taft Hartley This does NOT mean it will.</p><p></p><p>.05 cents from Legal Trust to H/C each year (over funded)</p><p></p><p></p><p><em><span style="color: #ff0000">So a $3.90 cent raise to $37.03 ($55.55 0vertime)</span></em></p><p><em><span style="color: #ff0000"></span></em><em><span style="color: #ff0000">Pension contributions in a secure and 90% funded plan to the tune of $105,560 per full timer (5 years of contract).</span></em></p><p><em><span style="color: #ff0000">and a platinum </span></em><em><span style="color: #ff0000">90/10 heath coverage that is 99% the same. </span></em></p><p><em><span style="color: #ff0000"></span></em></p><p><em><span style="color: #ff0000">How is this a "Bad" contract? I mean maybe if you are rich you can say it is ok.... but to call it bad or a disaster? Really?</span></em></p></blockquote><p></p>
[QUOTE="LagunaBrown, post: 1214178, member: 29765"] [b]Re: The Western Conference and Local 177 H&W DISASTER![/b] [COLOR=#ff0000]Since some internet sites are saying the "TDU staff" is trying to take claim for my notes so I am posting this here and letting you know TDU sucks. Talk to your local officials that you voted for because they are the true source of information.[/COLOR] Healthcare, GWI and Pension Breakdown These are personal notes from the Health Care workshop at Local 952 on 10/19/13. They are intended as a guide for Irvine Center until official information is distributed to members. Please ask your Stewards or Business Agents questions on any issue so you are confident in your knowledge on the details of the package. This was the first meeting anywhere regarding the "Carve-Out" for the 11 Western States and Local 177 which will cover 32,000 Teamster Members in the plan. It will be a seamless transition since most coverage is the same. [COLOR=#ff0000]All official information other than local/Parking lot meetings are planned to be mailed out with a Health Care 1-800 phone number, website, and Health Care conference calls. Detailed material is slated to be given out to members before the vote so they can be fully educated before casting their ballot.[/COLOR] This is a huge win in getting the Healthcare package in the S.W.P.R. and having a direct vote on issues. The creation of the plan and it being controlled by our own trustees in the West puts our future in our own hands. Andy M says 99% of [COLOR=#ff0000]health care is basically the same only 2 items less than UPS plan and they are: [/COLOR] [COLOR=#ff0000]1[/COLOR]) Prescriptions - $5 dollars for generics or brand name if no generic is equivalent and Free for mail in generics or brand name if no generic is equivalent. (No change for Kaiser) [COLOR=#ff0000]2[/COLOR]) Annual deductible - 100/200 annual deductible [COLOR=#ff0000]only In last year of contract[/COLOR] (last 7 months in the 5th year) and [COLOR=#ff0000]ONLY for MAJOR MEDICAL. [/COLOR] They also added to a 5 year benefit to coverage: [COLOR=#ff0000]If you die your family is covered at no cost for 5 years [/COLOR](instead of 6 months followed by 30 months COBRA[COLOR=#ff0000]) This is a major upgrade. [/COLOR] -10 dollar co-pay - [COLOR=#ff0000]Same Providers - Blue Cross/Kaiser for a seamless transition into Taft Hartley.[/COLOR] - Vision, Dental and Life insurance all the same. No cap on Dental. -No monthly Premiums - Dependent coverage intact - Surviving Spouse coverage till 65 or remarried. This is for death and spousal coverage for retired members. Medicare will take over at 65 for spouse and post supplemental insurance can be purchased for 50/100. - [COLOR=#ff0000]Golden 80 still intact[/COLOR] - Post 65 supplemental insurance 50/100 - Retiree Medical is an 80/20 Plan same as company and will ladder up. January 1, 2014 -$50 Single/$100 Family January 1, 2015 - $100 Single/$200 Family January 1, 2016 - $150 Single/ $300 Family till end of contract. (2018) - Total Compensation by end of contract: [COLOR=#ff0000]$37.03 dollars ($55.55 overtime)[/COLOR] GWI - $3.90 (70,70, 70, 40/40 split, 50/50 split) H/W and pension - $5.00 ($1.00 a year) Total combined per year 2013- $1.70 2014- $1.70 2015 - $1.70 2016 - $1.80 2017 - $2.00 [COLOR=#ff0000]Total compensation: $8.90 an hour by end of Contract[/COLOR]. (That .30 cents less than last contract where GWI was $4.20 and H/W was $5.00 totaling $9.20 by end of contract.) Pension increases: [COLOR=#ff0000]This is more than minimum wage going into your pension per hour and no better time to put money into to a start up health care plan[/COLOR]. 2013 - .25 cents to $9.85 an hour (.75 cents to H/W) so $9.85 x 2080 = [COLOR=#ff0000]$20,488 a year pension contributions[/COLOR] 2014 - 0 cents - same $9.85 (1.00 to H/W) so $9.85 x 2080 = [COLOR=#ff0000]$20,488 a year in pension contributions[/COLOR] 2015 - 0 cents - same $9.85 (1.00 to H/W) so $9.85 x 2080 = [COLOR=#ff0000]$20,488 a year in pension contributions[/COLOR] 2016 - .50 cents to - $10.35 (.50 to H/W) so $10.35 x 2080 = [COLOR=#ff0000]$21,528 a year in pension contributions[/COLOR] 2017 - .50 cents to - $10. 85 (. 50 to H/W) so $10.85 x 2080 = [COLOR=#ff0000]$22,568 a year in pension contributions[/COLOR][COLOR=#ff0000] [/COLOR] [COLOR=#ff0000]For a total of [/COLOR][COLOR=#ff0000]$105,560 per full timer into the plan for the new proposal.[/COLOR] *Any pension contribution may be diverted to Health Care if needed as in any Taft Hartley This does NOT mean it will. .05 cents from Legal Trust to H/C each year (over funded) [I][COLOR=#ff0000]So a $3.90 cent raise to $37.03 ($55.55 0vertime) [/COLOR][/I][I][COLOR=#ff0000]Pension contributions in a secure and 90% funded plan to the tune of $105,560 per full timer (5 years of contract). and a platinum [/COLOR][/I][I][COLOR=#ff0000]90/10 heath coverage that is 99% the same. How is this a "Bad" contract? I mean maybe if you are rich you can say it is ok.... but to call it bad or a disaster? Really?[/COLOR][/I] [/QUOTE]
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