"substantial increases in out-of-pocket health care costs"?
As a manager at the company, my healthcare cost is $201/month in premiums, plus the SAME co-pays as the union. The union only has co-pay...no premium. The company asked for an increase in co-pay...no premium. Unlike me, where I pay whether or not I use it, the union members pay a little more WHEN they use it. It still wouldn’t add up to the $2400/year plus co-pay and deductible that I pay. I’m not complaining about my healthcare, it’s a really good deal considering those that pay for all of it and other plans. I’m sorry, but it’s about time to share the costs. the rest of the nation is.
Also, the union doesn’t want to have to schedule all of their vacation in the current year...no carry over. Managers had to adjust to this a couple years back. We have to schedule all of our vacation for the year before end of 1Q...every year. It’s a major pain, but we do it. No carry over...use it or lose it.
Also, the union gets full concession on the phone, and will be moving to a new concession plan in June ’05. That’s $20/mo for a fully loaded phone w/unlimited LD. Managers moved to this last year.
Now I’ve used "manager" quite a bit here. Understand, the "managers’ have NOTHING to do with the negotiations. No supervisor has input. Those of us in IT have even less input, if that’s possible. So when they think that wearing certain colors, or speaking ill of management is helping...it isn’t. It’s just wasted efforts. They talk about us "taking their jobs", as if we are scabs. Believe me...we don’t want the jobs. Managers have had to train as best they can do backfill, only to keep service going. That training is in ADDITION to the normal duties, which means 16 hour days for many, and weekends, with no additional pay. It’s not about taking a job, it’s about continuing to provide service to the customers, who are not to blame for any of this. Who in their right mind wants to work 12 hours a day, 7 days a week...no exceptions. People had to cancel wedding plans not made prior to the initial message. Vacations, etc...cancelled. My wife and I both work for the company and are managers. We will not see our kids for the better of two weeks, working 8am to 8pm EVERY DAY! Gone before they get up, and home when they are in bed. No guarantee of pay for any of it, since we are exempt.
Can you believe that some members trashed a company garage and vehicles in Chicago?! Others disconnected 100 customer’s lines and emergency service in Connecticut?! What were they thinking? They are fighting for retiree benefits. Most are young with the company. Anything settled on retirees and pensions will come around again in 3-5 years. They will sacrifice themselves for retirees and probably never see any of the rewards themselves. I understand unity, but that’s a shame. And if they strike, they lose 1.9% of a years wages for every week on strike, at least for the first two. The number goes down on week 3/4. They don’t get paid strike pay until day 15, and that’s only $200/week. Morton Bahr and the company can agree before day 15, and the union member loses 3.8% of their yearly wages, which will actually end netting less than had they agreed in the first place. In the meantime, Morton Bahr will avoid paying out any of the almost $400 million they have.
"substantial increases in out-of-pocket health care costs"?
As a manager at the company, my healthcare cost is $201/month in premiums, plus the SAME co-pays as the union. The union only has co-pay...no premium. The company asked for an increase in co-pay...no premium. Unlike me, where I pay whether or not I use it, the union members pay a little more WHEN they use it. It still wouldn’t add up to the $2400/year plus co-pay and deductible that I pay. I’m not complaining about my healthcare, it’s a really good deal considering those that pay for all of it and other plans. I’m sorry, but it’s about time to share the costs. the rest of the nation is.
Also, the union doesn’t want to have to schedule all of their vacation in the current year...no carry over. Managers had to adjust to this a couple years back. We have to schedule all of our vacation for the year before end of 1Q...every year. It’s a major pain, but we do it. No carry over...use it or lose it.
Also, the union gets full concession on the phone, and will be moving to a new concession plan in June ’05. That’s $20/mo for a fully loaded phone w/unlimited LD. Managers moved to this last year.
Now I’ve used "manager" quite a bit here. Understand, the "managers’ have NOTHING to do with the negotiations. No supervisor has input. Those of us in IT have even less input, if that’s possible. So when they think that wearing certain colors, or speaking ill of management is helping...it isn’t. It’s just wasted efforts. They talk about us "taking their jobs", as if we are scabs. Believe me...we don’t want the jobs. Managers have had to train as best they can do backfill, only to keep service going. That training is in ADDITION to the normal duties, which means 16 hour days for many, and weekends, with no additional pay. It’s not about taking a job, it’s about continuing to provide service to the customers, who are not to blame for any of this. Who in their right mind wants to work 12 hours a day, 7 days a week...no exceptions. People had to cancel wedding plans not made prior to the initial message. Vacations, etc...cancelled. My wife and I both work for the company and are managers. We will not see our kids for the better of two weeks, working 8am to 8pm EVERY DAY! Gone before they get up, and home when they are in bed. No guarantee of pay for any of it, since we are exempt.
Can you believe that some members trashed a company garage and vehicles in Chicago?! Others disconnected 100 customer’s lines and emergency service in Connecticut?! What were they thinking? They are fighting for retiree benefits. Most are young with the company. Anything settled on retirees and pensions will come around again in 3-5 years. They will sacrifice themselves for retirees and probably never see any of the rewards themselves. I understand unity, but that’s a shame. And if they strike, they lose 1.9% of a years wages for every week on strike, at least for the first two. The number goes down on week 3/4. They don’t get paid strike pay until day 15, and that’s only $200/week. Morton Bahr and the company can agree before day 15, and the union member loses 3.8% of their yearly wages, which will actually end netting less than had they agreed in the first place. In the meantime, Morton Bahr will avoid paying out any of the almost $400 million they have.
It’s all just plain disturbing..