Tentative Contract- CWA from NY

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Re: Tentative Contract- CWA from NY

Postby goingback on Tue May 31, 2016 4:12 pm

I got this info from The 1101 CWA Retirees website : http://local1101rmc.org/

It says enrolled into medicare advantage "plans" then goes on to say the "new medicare advantage "plan"

You can browse the 1101rmc site and then try to contact someone in the council to get answers--I am sure they will help . there is a Retiree Benefits tab on the left that explains other retiree plan changes but nothing on the new proposed changes.


From Details of baragaining:

5. Retiree Health Benefits

a. Retirees with a Net Credited Service Date on or after August 3, 2008.
Annual benefit towards coverage in retirement will continue at $480 for each year of Net Credited Service (up to 30 years).

b. Retirees with Net Credited Service before August 3, 2008--

i. Medicare-eligible Retirees
 Beginning 2017, Medicare-eligible retirees currently covered by the MEP PPO or HCN plans will be enrolled into new Medicare Advantage plans.
 Unlike traditional Medicare and the Verizon supplemental plan, the Medicare Advantage plan will provide full coverage under one card and one administrator.
 Deductibles under Medicare Advantage MEP/PPO plan will decrease between $4 and $33 annually depending on retirement date. There will be no deductible for the Medicare Advantage HCN plan.
 Plan designs are the same as the current Medicare Plans except the carryover deductible will not apply and a $15 specialist copay in the MEP plan.
 All doctors that accept Medicare will be covered as in-network.
 The Company and Union will work together to educate retirees about this change and ensure a smooth transition with a communications and outreach program funded by the company.
 There will be no premium contributions for covered retirees enrolled in Medicare Advantage programs.

ii. Pre-Medicare Retirees
 Post January 1, 2013 Pre-Medicare retirees will have their premium contributions frozen at the 2016 level for the life of this contract and are subject to any additional contributions as a result of piercing the caps on the company’s contribution for retiree health care.
Over the term of the contract the following terms will apply to Pre-Medicare retirees enrolled in the MEP PPO plan or HCN plan:2016:

 Pre-Medicare retirees enrolled in the MEP plan who are currently paying premium contributions as a result of piercing the caps on the company’s contribution for retiree health care will not be required to pay premium contributions when the new plan goes into effect.

 Pre-Medicare retirees who enroll in either the MEP plan or the HCN plan will be required to pay contributions in excess of the caps on the company’s contributions towards retiree health care, if any.
 The HCN plan is currently projected not to exceed the caps on the company’s contributions towards retiree health care.
 The Union and the Company will negotiate a “new” plan option that will not exceed the caps on the company’s contributions for retiree health care.

2018

 Pre-Medicare retirees will have three options:
(1) Enroll in the MEP and be required to pay premium contributions equal to the amount in excess of the caps on the company’s contributions toward retiree health care
(2) Enroll in the “new” plan that will be negotiated in 2017 that will not exceed the caps on the company’s contribution toward retiree health care which replaces the HCN option.
(3) Elect to receive an HRA in the amount of the caps on the company’s contribution to health care which will be $15,447 for retiree coverage, $30,893 for retiree + 1 coverage, and $38,639 for family coverage. The retiree then will purchase health insurance on the open market. Any excess funds in the HRA after purchasing a plan can be used for health care expenses incurred during that calendar year (ex. copays, deductible, etc.).

2019

 Pre-Medicare retirees will have the same options that were available in 2018 except that the union has the right to bargain the “new” plan design on a yearly basis to keep the cost of the plan below the caps on the company’s contribution toward retiree health care.
When you become eligible for Medicare you will be transitioned back into Verizon’s Medicare Advantage plans.
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Re: Tentative Contract- CWA from NY

Postby banshee on Sun Jun 05, 2016 2:03 pm

We were notified in my area that a breakthrough was made on Friday, May 27th, and it was decided that the picketers were to disband immediately and that striking union members would report back to work five days later, on the following Wednesday, June 1st.

I imagine an effort was made by some party or parties not to drag things on until June 2nd, as that would have triggered an unemployment payment implication in some locales. Seems logical enough.

However I'm still confused as to why a decision was made that previous Friday to return to work not on Tuesday, as would have been expected but, instead, one day later on Wednesday, June 1st. My assumption was that the day after Memorial Day, Tuesday, May 31st, would have been the logical report back date. Anyone know what was the rationale behind delaying the return one additional weekday until Wednesday?

I ask because there was a pay implication that was injurious to craft. By virtue of craft coming back one day earlier, the result would have been two days pay for that single day's work (8 hours work = 16 hour pay).

By not returning the day immediately following the holiday, the pay for Memorial Day was forfeited, I believe, was it not?

Am I understanding this correctly, or will the guaranteed promise of the number of contractual holidays be respected regardless? Perhaps, as no contractually guaranteed vacation time was lost due to the stoppage, the same goes for Holidays contractually?

Does anyone know how these things work or who might be capable of adding clarity to the timing of wrapping up the strike that unfolded?
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Re: Tentative Contract- CWA from NY

Postby rsn04 on Sun Jun 05, 2016 3:36 pm

my guess banshee, would be that if we returned on May 31, the company would've been on the hook to reimburse us for COBRA payments or any health insurance we may have purchased on our own since if you work just 1 day in a month, they are responsible for your benefits...
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Re: Tentative Contract- CWA from NY

Postby banshee on Sun Jun 05, 2016 7:14 pm

Thanks for the input. My understanding was that very few applied for COBRA. Seems to me more was saved in not paying 37,000+ people for the holiday than was on any potential COBRA reimbursement, but I definitely could be wrong.
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Re: Tentative Contract- CWA from NY

Postby maggiekate on Sun Jun 05, 2016 7:30 pm

when I did a 3 month strike it was who blinks first I never did apply for cobra but was young then.
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Re: Tentative Contract- CWA from NY

Postby banshee on Wed Oct 18, 2017 11:42 pm

goingback wrote:banshee, on pages 22 & 23 of the MOU I took any category and did the math form the monthly premiums yr to yr and came up with 15% yr ...


Hey goingback, some time ago you talked something about a 15% year over year increase in weekly medical contributions that you had calculated using the MOU. Were you talking 15% a year increase in what would be taken out of our paychecks each week, or was it a 15% increase based on something else?

I ask because 15%, for me, would have been about a $3 increase the first year (in comparison to what I was paying pre-strike), and maybe $4 more the following year, yet I'm already currently paying over $15 dollars more weekly now.

Also, my understanding is my co-pays went up, and I believe I'm paying a lot more out of pocket than I ever recall paying before, even though I consistently stay within my assigned network providers. During 2017, for instance, I'm already out almost a few thousand dollars total now in doctor bills and copays, and that's in addition to the weekly charges to my paycheck, and the year's not even over yet.

Was the wording presented within the MOU that the union provided somewhat unclear, or did I simply misunderstand when you responded to my original fears regarding skyrocketing medical contributions?

Also, there's murmurings we may have taken a hit in terms of the mortality calculation. Any clarification would be appreciated, as you have a deeper handle on the MOU than most.

Thank you for your continued assistance in understanding, and for your interpretation work, goingback. It can be so confusing at times, so I appreciate your ability to slice through the fog.
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Re: Tentative Contract- CWA from NY

Postby goingback on Thu Oct 19, 2017 7:52 am

Hi banshee,
Pages 22 and 23 indicate what the costs will be for 2017,2018 and 2019. It is a 15% increase yr over yr in medical contibutions . Copays have gone up . (no surprise there). Dr billing groups are now billing for procedures that are separate from the dr visit that are done in the same office visit , increasing copays and costs out of pocket. You can pay two copays for one office visit. How a medcal group bills and procedures that were covered before but not covered in the same way now is no fault of the plan. Its an imaginary game that we are forced to play. Insuranse companies and Dr's will do what it takes with smoke and mirrors to complicate and confuse everyone, and companies will continue to pass on costs to employees.

I have also questioned billing groups , in some instances there was a miscommunication between billing and the insurance company, incorrect billing code, miscalculation and corrected, and in some I have not heard back, and have not paid more out of packet . I also question my dr about billing . I know that is hard to do when facing a medical procedure, but it is necessary .

If i find out anything on the mortality rate hit I will share. I am sure with the track record of Verizon/ companies it's not good.

No need to thank me, I come here as many do to get information to fill in the gaps. This is a good site , I wish more would contibute. So much knowledge out there and many employees / retirees that need help sorting through all the @#$%..........................Take away the company and then the union all that is left is "you"............
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Re: Tentative Contract- CWA from NY

Postby banshee on Thu Oct 19, 2017 10:34 pm

goingback, it's worth examining your old pay stubs if you have kept them. If you have, you'll notice that, yes, while reality bears out that a bit over the 15% (closer to 16%, I believe) year over year (for 2017) weekly medical contribution referred to in the MOU presented by the Union occurred, there appears to have also been an additional pricey upfront tack-on to the weekly cost of medical coverage.

To my spouse's dismay, I have retained every single pay stub since I was hired and, in looking them over, I noticed that in the remainder of 2016 that was post strike, my weekly medical contribution rose over 38% from what I was paying weekly immediately pre-strike. Then, when 2017 rolled around, my weekly contribution went up the additional 15 and 1/2 +%.

I am currently paying a total of 60% more per week in medical contributions than I was in pre-strike 2016. BTW, I have no memory of initiating any plan changes since my pre-strike 2016 situation, so I believe this to be an apples to apples comparison.

So, it appears, yes, while I am paying over 15% more this year (just shy of 16%) than I was at the end of 2016, there was a large jump upon ratification, meaning these 15% or so's, going forward, were based on larger weekly outlay than I had been paying pre-strike.

I hope I have not made a mistake in my calculations but, if I have, my apologies. I'm no accountant, nor a lawyer. I have made a good faith effort to examine what I was looking at in a fair manner, based on what I remember and the records I've kept.
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Re: Tentative Contract- CWA from NY

Postby goingback on Sun Oct 22, 2017 7:39 pm

banshee, The MOU indicates what the contract guidelines are. I don't understand your 60% increase. My paystubs are inline with the MOU for 2016 and 2017. I know you are more than capable of breaking your pay down and can give a more accurate account of your medical expenses. You should talk to your union steward and he can explain your group and your title guidelines are for medical. If there is a problem then the union can address it. Sorry I can't provide a better explanation...............
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