Tom Searles says in part... Michael Hohmann wrote, "They are in for sticker shock when they find what types of family coverage are available for $400-$500 per month; what deductible and co-pays are required, etc."
[TMS] Michael was a little low in his estimate. Here are the healthcare costs as they appear on the union's web site. It's not entirely clear, but I believe this is for 2 months of coverage. Ouch. I hope the striking workers are aware of how much this could cost them. It does not include dental coverage. http://www.atu1005.com/Contract%20Updates.htm "If a strike was to go beyond the first month, under Cobra Law, you would be responsible for the entire premium amount plus 2%. *Family coverage is $1,131.10 plus 2% for a total of $1153.72. *Single coverage is $452.43 plus 2% for a total of $461.47." ~~~~~~~~ [MH] First- I believe the costs Tom quotes above are for a one month period, yes, over a thousand dollars a month on a group plan... a real Cadillac of coverage to be sure! Evidently I wasn't clear in my earlier statement. I believe the $400-$500 amount I referenced, is close to what is being proposed to the union as their monthly cost for family coverage under the settlement provisions-- in the ballpark anyway. And, there are options being offered that would reduce those monthly fixed costs in exchange for the employee assuming more risk (or potential upside costs, in terms of deductibles and co-pays). Contrast the coverage available to employees from Metro Transit at that settlement cost (plus the employer's contribution), with what would be available to the employee for the same price ($400-$500/mo) in the open market, with no employer contribution- no group plan. The value of the employer contribution remains significant even under terms of settlement-- in terms of the family group coverage received. As far as dental insurance, the cost to transit workers to maintain family dental coverage under COBRA (existing coverage) is $85 per month; and, I'm assuming that's for excellent coverage in terms deductibles and co-pays. Dental insurance gets very expensive very quickly without a good group plan. Granted, it will cost the transit employee more out of pocket under terms of settlement -- but, welcome to the real world; the world outside of union contracts. That's my point. What's fair and where is the parity with what the majority of workers have-- in terms of coverage; monthly fixed cost premiums, deductibles and co-pays? It should not be the role of the taxpayer to subsidize 'excessive benefit levels' for a select few public employees. As I said before, the outrageous cost of healthcare is an issue that transcends individual employment contracts, and it should be addressed at the appropriate state/federal level if fairness and parity are to be achieved. Michael Hohmann Linden Hills REMINDERS: 1. Think a member has violated the rules? Email the list manager at [EMAIL PROTECTED] before continuing it on the list. 2. Don't feed the troll! Ignore obvious flame-bait. For state and national discussions see: http://e-democracy.org/discuss.html For external forums, see: http://e-democracy.org/mninteract ________________________________ Minneapolis Issues Forum - A City-focused Civic Discussion - Mn E-Democracy Post messages to: mailto:[EMAIL PROTECTED] Subscribe, Un-subscribe, etc. at: http://e-democracy.org/mpls
