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Thread: CESA - Current Health Care

  1. #1
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    Current Health Care: CSEA

    Current Health Care: CSEA

    Section25.2: Dental Coverage
    The employer shall provide the GHI Preferred Dentil Plan with 100% orthodonture and 100% prosthetics coverage for each employee covered under this contract in accordance with the type of coverage (single or family) desired by the employee. The employer shall pay the full cost of single coverage and 90% of the cost of family coverage. Any premium cost in this section shall be paid by the employee on a bi-weekly payroll deduction.



    Section25.3 Payment for health Insurance
    a) The employer shall contribute (100%) of the monthly cost of the Core Plan for all employees.
    d) The employees will bear the expense , through bi-weekly payroll deductions, of any amount in excess of the employer contribution.
    e) The amount payable to employees who waive health insurance coverage as follows:
    Family - $100.00 per month
    Single - $67.00 per month

    Section 25.5
    a) For employees who retire after 12/31/02
    1)Pre-65 Retirees:The employer shal pay one hundred percent (100%) of the monthly premium single rate for the Core Plan for eligible employees sho retire fom the county until age 65. The employer shall pay one hundred percent (100%) of the monthly family rate for the Core Plan for families of eligiable employees who retire from county service until the age of 65, upon written proof of family status. In addition, a pre -65 may choose the pre-65 D plan. Pre-65 retiree who choose Option D shall pay the differance in the cost between the Core Plan and the pre-65 Option D Premium.

    Now all we need to know is what do the Core Plan and Option D plan cover? Most importantly. How much do we pay for this?


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  2. #2
    iecharlie
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    they'll tell you how much.

  3. #3
    Member Smiley's Avatar
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    If you look at the information you posted, the answer is right there. If th employee chooses the D plan, which I would imagine has some type of increased benefits, the employee pays the difference and the County pays no additional costs.

  4. #4
    Tony Fracasso - Admin
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    I want to know why isn't there a fixed amount towards the insurance. It's leaves the tax payer open to getting boned and at the mercy of what ever the insurance companies want to charge.


    Would you give someone a contract that would say you will cover all cost without a set amount given?

    Who were public officials that were looking out for our best interest? What are thier names?

  5. #5
    Member buffy's Avatar
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    Originally posted by WNYresident
    I want to know why isn't there a fixed amount towards the insurance. It's leaves the tax payer open to getting boned and at the mercy of what ever the insurance companies want to charge.


    Would you give someone a contract that would say you will cover all cost without a set amount given?

    Who would the public officials that were looking out for our best interest? What are thier names?
    DENNIS GORSKI, most recently, HE negoitiated the last CSEA contract. It was supposed to win him the election. You can thank him.

  6. #6
    Tony Fracasso - Admin
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    Anyone here know Dennis Gorski well enough to ask him what the hell was he thinking when he gave this clause in the contract.

    I heard there are a lot of other clauses in the contract which bone the tax payer rather well. Those are going to be posted here too.

    Election time is coming. It's time to expose this crap to the people that pay the bills.

  7. #7
    Member Smiley's Avatar
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    Cool

    If you really want to know exact costs of the plan, you can file a "Freedom of Information Request." That will get you the cost of the plan. The Union saved the County "BIG" bucks by going to a single health care provider. The Health Insurance Companies love being the exclusive provider, so they offer plans at a greatly reduced cost. Sure they get fully paid coverage, but in an effort to negotiate a "fair" deal, The fully paid basic plan costs the County an equal amount of bucks to a better plan, cost wise, as that is offered else where by other employers that have the employees pay a %. If the County employee wants to sweeten their coverage, because of their specific needs, they can, but they pay the difference. Not the tax payer. Is this fair? Sounds fair to me ! This saved the County hundreds of thousands of dollars in an effort to close the gap and because of this movement, it allowed the County to carelessly spend more money elsewhere and look at the mess we are in now. The Unions fault ? I think not !

  8. #8
    Tony Fracasso - Admin
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    Either way we still spend too much. You word it one way I'll word it another. In the end we are spending too much period.

  9. #9
    Member Smiley's Avatar
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    "Spending too Much?" I guess you would have to define "Too Much," What would be reasonable ? or "not too much?" Everyone has different opinions on that. As far as benefits go,
    I think what the employees recieve is reasonable. Maybe the spending too much should be aimed, not at what the employees recieve, but rather what the Legislative body spends on luxury/unnecessary items/people. We still have office furniture sitting in storage.

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    so smily feels the city and county control boards are due to too much furniture, not union corrupted and extremely excessive labor costs.

  11. #11
    Tony Fracasso - Admin
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    I think what the employees recieve is reasonable. Maybe the spending too much should be aimed, not at what the employees recieve, but rather what the Legislative body spends on luxury/unnecessary items/people.

    Look at the end of your sentence smiley. "People" Are not employees the people we are refering to?

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    Health Insurance Continued:

    Section 25.5

    2) Post-65 Retirees: Employees who retire under this agreement, and their eligible spouse shall be require to select the designated Medicare Wraparound product That includes prescription drug coverage and basic out-of-network benefits,at age 65. Any employee who retires under this agreement, and his/her eligigble spouse who is under 65, will be provided with a single Core Plan for the non aged 65 member. A post-65 retiree, and his/her eligible spouse age 65, may choose from Option A,B, or C as referenced on the matrix. Both memebers must select the same option and the employer will pay one hundred percent(100%) of the monthly premium for the Single or double rater for option A, B, or C. In addition a post-65 retiree who chooses option D shall pay the diference in cost between the highest premium of Option A, B, or C, and the Option D premium. Health care coverage will be provided for the lifetime of the retiree. The County shall provide one hundred percent (100%) of the Core Plan monthly premium for single, double or family coverage. Family coverage will be provided upon written documentation. All other employer contributions shall be eliminated.

    b) Employees Who Retire Prior to 1/1/03:
    1) Retired employees shall continue to recieve any health contributions currently enjoyed. Upon retirement, employes shall have the option of selecting the three-dollar($3.00) co-pay prescription plan. Should a retired employee expire, the employee's spouse may continue the health insurance coverage, upon payment each month, at the group rate to the Personnel Department.
    (2) Employees who retire with a minimum of thenty (20) years of service (10 years with the County) will recieve $20.00 per month above the 50%, towards their health insurance. Employees who retire with a minimum of twenty-five (25) years of service (15 with the County) will recieve $30.00 per month above the 50%, toward their health insurance. Employees who retire with a minimum of thirty (30) years of service (20 years with the County) will recieve $40.00 per month above the 50%, towards their health insurance.

  13. #13
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    Health Insurance continued:

    section 25.6:
    Employees who retire from County Service with ten (10) years of County service sahll be eligible for the following:
    (1) Employees who have aminimum of eight hundred (800) hours of accumulated sick leave as of the date of retire ment shall recieve two thousand dollars ($2000) cash or insurance coverage paid at one hundred percent (100%) until the two thousand dollars ($2000) is exhausted, for reirees who choose other than fully paid plan.
    (2) Employees who have a minimum of twelve hundred (1200) hours of accumulated sick leave as of the date of retirement shall recieve three thousand dollars ($3000) cash or insurance coverage paid at one hundred percent (100%) until the three thousand dollars ($3000) is exhausted, for retirees who choose other than the fully paid plan.
    (3) Employees who have a minimum of eighteen hundred (1800) hours of accumulated sick leave as of the date of retirement shall recieve five thousand dollars ($5000) cash or insurance coverage paid at one hundred percent (100%) until the five thousand dollars ($5000) is exhausted, for retirees who choose other than the fully paid plan.

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    Here is a kicker for those who keep preaching that the union has saved the county (we the taxpayers) millions, by going to a single health care provider.
    Part of your contract states that you do so.

    Section 25.12:
    The Union agrees to participate in all future efforts by the County to reduce the cost of health insurance.

  15. #15
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    Section 25.12:
    The Union agrees to participate in all future efforts by the County to reduce the cost of health insurance.

    This is a bad thing ????

    It sounds to me, and maybe I don't know all of the ins and outs, but the Union has agreed to "work" with the County to "Help reduce" the cost of Health Insurance.

    Am I missing something?

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