I heard our healthcare is being turned off… does the union provide supplemental?
21 replies (most recent on top)
I believe there was a post in another thread that suggested the “14-day notice” of a “qualifying event” would be either 9/13 or 9/16. The individual appears to know the rules, and is good at math. Here is the logic for this scenario. Once the strike was called, at that point, the company had no obligation to provide pay or non-accrued fringe benefits. The company would have to give the “Plan” a 30-day notice that there would be a “qualifying event”. In addition, the company would need to give the employees a “14-day notice”. Since premiums are due on the first of every month, from an administrative perspective, it makes sense to make the “qualifying event” date 9/30/2024.
Once again, assuming the hypothetical scenario “qualifying event” date 9/30/2024, employees will be responsible from 10/1 until the next “qualifying event”. Remember, you have 60 days to decide to select COBRA, but you are responsible from 10/1. Typically, COBRA requires automatic payments from a checking account. Remember, the employee will be responsible for BOTH the employer AND employee contributions. Check your last W-2, Box 12, code DD, to get an idea of the total health insurance premiums paid for the year. Lastly, COBRA allows for an extra 2% fee for administrative costs. Remember, the company is getting a group discount to provide premium plans. COBRA allows for individuals to keep the group discount for 18 months, or 36 months for special circumstances.
So there will be a bill coming for the medical benefits you are receiving and haven’t paid for.
Union has created bargaining leverage for the company with that one. "Forgiving" the missed premiums could now be a monetized benefit.
Company gaslighters/trolls try scare tactics but here are facts;
IF the company decided to notify,14 days (2 weeks) to do so then once notified, the employee has 60 days (2 months) to elect continuing Cobra coverage. 45 days (1 month 2 wks) to make payment which continues coverage all the way back to the company coverage discontinuation. It also is a lot of administrative work and cost for the company because upon the union returning to work, there is another qualifying event to reenroll.
It is a leverage play for the company but also a potential publicity black eye when, striking members hit the media/news with stories of chronic medical needs (cancer/diabetes, etc). They will be speaking to how the company is being punitive during a ULP strike with charges filed with the NLRB and waiting on a General Counsel’s ruling.
To summarize;
Even if the company decided to discontinue healthcare benefits there is a long window of opportunity to decide for employees, 2 months. A total of 3 and half months from start of notification before the first premium payment would even become due.
CWA/AT&T strike history shows that a TA would be settled long before the first premium is due. The most likely case is the company continues coverage and deducts 10% per pay period till the employee’s premium cost is repaid, after the union returns back to work.
So there will be a bill coming for the medical benefits you are receiving and haven’t paid for.
This is leverage for the company. They could cut off healthcare and force the members to go without or get Cobra, which makes whatever increase you are looking at seem like peanuts. Cobra is very expensive. It would seem that the company is offering an olive branch but not cutting it off. It is a shame the union negotiators continue to act as though the company is not making concessions. The hyperbole needs to stop.
ULP Strike. LMFAO!!! ULP!!! 🤣🤣🤣
Not one of you shitheads can even articulate outside or inside a court of law how this strike adequately and reasonably qualifies as ULP.
Anybody can just say ULP ULP ULP because you know it affords you all kinds of protections. But as I see it (and I do see crystal, chronologically, and factually clear, that this strike is nothing more than a “gimme more or I will walk” strike.
You’ve been played. The plays have been devised well before the contracts ever expired. Your moves were predictable, your walkout was instigated, and you took the bait.
How could you not know every single word is accounted for in chronological order?
So yes, your healthcare will likely be shut off.”AT&T Employees” do not keep their benefits or their job when they take an extended vacation and refuse to come to work at their own adult discretion. That is all. Enjoy your bbq.
Try not to get a grabber over the weekend.
"the medical benefits we have negotiated will not take effect, and the 2024 medical benefits will roll over."
That just means whatever medical benefits you have in 2024 continue as is.
We usually pay the premiums out of our paychecks. So no paychecks whose paying those premiums.
Why would customers pay? You don't pay for intermittent excellence and data breaches.
Good luck all
Why would you still receive healthcare?
Thats a benefit for working. It’s part of your compensation for working.
You are not working. You should have been cut off the day you didn’t show up for work.
Which district? D3 is still okay for now, but the D9 update yesterday indicated that coverage might be in jeopardy.
" Furthermore, we have been informed that if an agreement is not reached by the end of business on Friday, 9/13, the medical benefits we have negotiated will not take effect, and the 2024 medical benefits will roll over. " D9 Site.
August 30, 2024
TO: AT&T SE Local Presidents District 3
FROM: Richard Honeycutt, Vice President District 3
SUBJECT: AT&T ULP Strike - Healthcare Benefits
As the ULP strike against AT&T continues towards September 1st, many CWA members want to know the company’s intentions regarding their health care benefits. We have asked the company repeatedly to answer if and when they intend to cancel striking employees' healthcare benefits and provide the required COBRA notice, but did not receive a response until this afternoon.
The company's response to the question of if and when they intend to cancel healthcare benefits and provide the COBRA notice is, in their words:
“The company has not decided to discontinue healthcare benefits for employees on strike at this time."
As of this time the company has not cancelled healthcare benefits, and therefore the 60 day COBRA opt-in period has not started to run. As soon as CWA gets more information or different information, we will notify members immediately.
If I heard wrong then what is the status or rule on benefits?
Ask your union.
Stop fear mongering, they made a comment about D9 healthcare.
Ask your superiors. You have plenty.
If I heard wrong then what is the status or rule on benefits?
No Cobra notice yet, Stankey still bluffing until that happens .
Grab your lotion and Kleenex and wait for it.
The high blood pressure and diabetic medication companies will go out of business...lol
You heard wrong.