The IBEW & CWA unions reviewed Verizon's comprehensive retrogressive proposals yesterday in Rye, NY. Business manager Ed Starr reported that our bargaining team analyzed the Verizon proposal and is working on information requests related to the proposal as well as preparations for union counter proposals.
Here are the "low lights" of the company's comprehensive proposal:
ELIMINATION OF JOB SECURITY & EXTERNAL EVENT LANGUAGE
ELIMINATION OF COST OF LIVING
CHANGE TO TOUR DIFFERENTIALS – 9PM – 6AM ONLY
ELIMINATE SATURDAY & SUNDAY DIFFERENTIALS, PREMIUM PAY AND EXTRA PAYMENTS
OVERTIME PAY PAID ONLY FOR HOURS IN EXCESS OF 40 HOURS WORKED
ELIMINATION OF DOUBLE-TIME AND OVERTIME CAPS.
SUNDAYS INCLUDED AS REGULARLY SCHEDULED WORKDAY
TECHNOLOGICAL CHANGE NOTICE REDUCED TO 30 DAYS FROM 6 MONTHS
Elimination of Pension Lump Sum cashout
Employees given “irrevocable choice” to remain in Pension plan up to 30 years and capped at 30 years for all service time after. Employees can participate in 401K with no company match.
Employees can opt for the 401K choice, all time accrued for pension will be capped at that point and employees opting for 401K will have 100% match up to the 6% of 401K contributions and also be eligible for company “discretionary” performance related company contributions.
Current employees with 30 years or more are only eligible for the 401K plan with company contributions.
Addition of a “recordkeeping and administrative fee” for employees in 401K plan; $6.25 per quarter and a $50 Loan processing fee on all 401K loans.
STATE & MUNICIPLE PAID LEAVE LAWS
Employees must use EWD days first, then day-at-a-time vacation days
No further time will be allowed if employee used EWD and Vacation time
Note: In Massachusetts, 40 hours, our members can also use them in the manner provided by the Earned Sick Time law: This time “shall be provided by an employer for an employee to:
(1) Care for the employee’s child, spouse, parent, or parent of a spouse, who is suffering from a physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care; or
(2) Care for the employee’s own physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care; or
(3) Attend the employee’s routine medical appointment or a routine medical appointment for the employee’s child, spouse, parent, or parent of spouse; or
(4) Address the psychological, physical or legal effects of domestic violence as defined in subsection (g 1/2) of section 1 of chapter 151A, except that the definition of employee in subsection (a) will govern for purposes of this section.”
Eliminate accident disability
On duty accidents count toward 10 days sick time.
52 weeks of disability benefits pay at 100% (based on years of service) for 5 years. If employee goes on disability more than once during the 5 years the 52 weeks accrues, then reduced to ½ pay (based on years of service).
New 5 year rolling period commences once last disability commenced in previous disability.
“Approved Care” requirements for muscoskeltal, mental health, alcoholism, drug addiction, as a condition for receiving benefits. Mandatory Doctor care requirements for first 14 days of illness and for 30 days and beyond.
Elimination of negotiated call share provisions on centers and protections with management discretion to add change and modify terms.
Addition of IDC, CFS (collections), and LiveSource, in call sharing.
TEMPRARY ASSIGNMENTS TO ANOTHER STATE
Company discretion on assignments out of state with no negotiations and union contractual terms or protections on transfers.
Additional 30 Exclusions and 39 Limitations for tuition assistance.
Elimination of Benefit Coordinators who retire.
WORK AND FAMILY
Reduction of negotiated W&F funds $100,000 per year and the last year of contract; Total of $700,000 reduction of funds.
ELIMINATION OF FAMILY CARE LEAVE (FCL)
Family Care Leaves are eliminated.
ELIMINATION OF EVALUATIVE OBSERVATIONS
ELIMINATION OF PRE-TEST TRAINING
RELEASE OF CLAIMS LETTER FOR MEMBERS WHO TAKE AN IPP/EIPP.
New Work-At-Home conditions with installation of two-way camera and 14 day notice if company chooses to end the program.
ELECTRONIC VERSION OF CONTRACTS ONLY
No contract books will be provided.
Increase monthly Premiums
By 2018 and increase of $65-$105 for Employee only AND
$140-$210 for Family
Increases in co-pays, co-shares, deductibles
Total Discretionary Authority to Verizon Third Party administrators to make changes to dental, vision, and Prescription Drugs.
Elimination of the EPO option
Retiree Negotiated Health Care Plans Eliminated and changed to company sponsored Medicare Advantage Plans with Verizon having “sole discretion” and “full discretionary authority” to designate and changes the insurer(s), the Third-Party Administrator(s) TPA’s of the plan.
Excise tax on Health Care benefits for employers will be passed on to employees to pay. 40% Tax on cost of plan above the government set thresholds.
The tax will be imposed if, in 2018, the total employee and employer shares of the premium—without dental and vision—exceed:
*$10,200 for an individual plan
*$27,500 for a family plan
The tax will be levied at a rate of 40% of the amount of the premium that exceeds these thresholds. For example, if the plan’s individual premium is $11,000 in 2018, the plan will owe .4 X ($11,000?$10,200) = $320.
The thresholds increase annually at a very low rate of inflation (CPI) + 1% in 2018 and 2019, and CPI only thereafter. As
(As a result, more and more plans will be subject to the tax if health care inflation)
In states where Same Sex marriage is legal, couple must be married for partner to receive benefits.