Guys,
Here is the proposed part (phase I) of the new contract that gets
to the heart of the new contract, retiree benefits (for the new hires after the
arbitration). So far we know that the retirees that were hired before the
arbitration, will receive a 90/10 in benefits upon retiring with 10yrs tenured
(of this I may be wrong), for the Blue Cross medical package and I guess 100%
from Kaiser. Since this according to the company is not the issue, going
forward, just the structure is, and then we need to come up with a way to
supplant their “standard” with one that is fair for both parties. Since their
contention is that a retiree should not get 100% paid medical for life, and
their spouse gets it 10-15 after they pass, this we need to work hard to get
something that will be equal and beneficial to those retiring after the
arbitration date. Here is what I found out, using the west coast transit
agencies, and laying out where we should be, considering that we are better
than those agencies:
In retirement going forward, there will be no 100% paid for
life (this “is” the standard). Starting with early retirement; at age 55 + 8yrs
of tenure (a new standard), a retiree can receive an 85/15 split with BBS, and
90/10 (of 100% if the company would accept) with Kaiser, until the employee
becomes eligible for Medicare/Medicaid. This becomes the new standard for those
who will retire after the date of the arbitration, or they could be placed under the Affordable Care Act, the new
retiree could receive benefits until they reach Medicare and or Social
Security age eligibility (Who can be an Early Retiree?
ANSWER:
Generally, the term early retiree will apply to the early retiree (Subscriber)
and an enrolled spouse, surviving spouse and/or dependent(s) (Members). When
determining ERRP eligibility, all of the following must be true for the
Subscriber before the Subscriber, or associated Member(s), can be considered
for participation in ERRP. The Subscriber must be:
·
Age 55 and
older,
·
Enrolled for
health benefits in the certified employment-based plan identified on the
application,
·
Not eligible
for coverage under Medicare, (which the U.S. Department of Health & Human
Services will verify upon receiving a sponsor's Early Retiree List), and
·
Not an active
employee of the Plan Sponsor identified on the application (in accordance with
the rules of the plan).
For
more detailed information about who can be an early retiree, please see the
early retiree-related Common Questions on the ERRP Public Website at http://errp.gov/faq_eligible.
Also,
this could apply to those who were hired before the Arbitration ruling (those
who are on the 90/10 split) to be cut off at Medicare and or Social security
age eligibility (with exceptions for those employees that have 20yrs or more of
vested service, having 90/10 for their natural lives)
For those who are new hires after the arbitration date, are now
under the standard “Deferred Compensation” package (Deferred Compensation Plan,
a Deferred Compensation Plan Section 457 (a plan for public employees) allows
the employee to build retirement savings with pre-tax dollars to supplement
pension, Social Security and private investment. (http://www.fbfs.com/content/
Lastly, hopefully, the President gets reelected. I say this
because of the “Affordable Care Act”. I researched it, and found that State of
Oregon public employees and Lane Transit has it also as part of an early
retirement plan which is cheaper. http://www.healthcare.gov/law/
p.s. I need your input on this to help us make a better decision
concerning Phase I.
Phase II
Guys,
Phase II, is now what we will tackle. A couple of things to keep
in mind, in this phase “it’s not about what we want”, but what we “need” to
have in a stress free work environments. Some of the things that I have put
down, will have agreements and disagreements from you guys, but overall will
help members in the long run. The company wants to make this about health care
coverage. This will be their “quid pro quo” (something for something). What we
need in this phase is; how many reasons why, we need these changes, the more
reasons why, the better our argument will be for these changes (contractually).
1. Time Loss: will only count for unexcused absences, or pattern
of absences.
Reasons why: Time Loss, forces an employee back to work too soon.
If an employee has sick time, then they should not have time loss. If an
employee is sick for more than 3 days, they have to have a doctor’s note, or
release from a doctor or receive time loss in this case. An employee should not
have to go to a 3rd party (Reed), to get an approval for sick time,
which also may result in time loss. We have sick time bank, which should be
used for sick related absences, without penalties, such as a reduction of
vacation time.
2. Dirty-bus issues: will be addressed as a preventative measure
(for operator, service worker, and mechanics).
Reasons why: reallocate, or hire cleaners, to previous levels.
Clean all in-service buses every 3-4 months. Clean all in service buses duct
work once pre year. Service all H-Vacs every 3 years. This “is” in the best
interest of the general public and bus and train workers, who work in and
around unclean and hazardous work environments.
3. Injury prevention: Operator seats and steering wheels should be
a priority, to prevent unnecessary injuries.
Reasons why: Spinal and neck and shoulder injury prevention. All
seats will be properly maintenanced, as to avoid; jarring the back when a seat
bottoms out, twisting the lower back due to a seat leaning to one side. All
seats need to be maintained or replaced, to prevent injury. Wheels must be
maintenanced to avoid shoulder and neck injuries.
4. Schedules: redone to de-stress operators.
Reasons why: De-stress. A full-time operator should have a
majority of straight shifts to choose from, a full-time operator should not
have to wait 10-15 years to get an A.M. straight with weekends off, while
part-time has no waiting period for the same type of straight. This may mean
fewer straights for part-time and no 3 10’s, and more weekend work. A full time
operator should be able to plan family time, without waiting 10-15 years to do
it.
4a. The Sandy Day rule: Schedules rearrangements.
Reasons why: Operator fatigue (the no.1 safety hazard). An
operator’s greater break shall not be held at the beginning of their shift, but
towards the middle or at the end of the shift. Lunch breaks shall be no less
than 25mins plus. Schedule recovery shall be no less than 14mins (instead 10 minutes
per 1 hour driven). These changes will allow an operator physically and
mentally recover for the next run. This is in the best interest of the public;
an operator at the top of their game, will not exhibit poor safety skills.
Lastly, guys we need “all hands on deck” to collaborate with our
other departments (maintenance, service workers, other work crews, etc.), come
up with their own list of things that will contribute to a healthy and safe
work environment (since I only work on the bus side). Just remember, this is about what we need, not what we
want.
No comments:
Post a Comment