2011 SEBAC Agreement: Health Insurance “pooling” planned (originally sustinet) “long ago” & pensions will change again in 2022

Part 1

The health plan part of the 2011 SEBAC Agreement was planned long before union “talks”  began. This is not a new concept, just new to most of us! 

 …See the below links

http://www.ct.gov/malloy/lib/malloy/6-Health_Care.pdf

 This is a very long report but well worth a scan (on page 49 you’ll find a letter regarding Healthcare System Change by Executive director of CSEA SEIU Bob Rinker). See how much went on “when you weren’t  looking”  …read through it  it…and you will no longer wonder why the media fills our heads  with reality shows ,talk shows, and junk news.  This is going on nationwide..”for better, or worse”

other links:

http://www.progressivestates.org/news/dispatch/obama-ready-public-health-insurance-plans-approved-ct-house

http://www.housedems.ct.gov/olson/pubs/CHP_clips_4-24-08.pdf

http://www.cga.ct.gov/2011/JFR/H/2011HB-06308-R00INS-JFR.htm

 Part 2

Anyone in tier 2 needs to say ABSOLUTELY NO to this agreement. Forget paying  3% begining in 2 years ! They are going to at minimum raise the age in 2022, and in order to have the deal in this agreement you will have to “buy back” 3 years, but will have to start doing so by 2013. wtf! So now it’s 3% plus( retiree health benies…plus an amount to be determined to buy into your retirement age… unless you want to work until at least 63!? 

from the agreement 

 4.” Current employees who retire after July 1, 2022 – The following changes do not
apply to individuals who retire under the Hazardous duty provisions of the plan.
Normal Retirement eligibility increases from Age 60 and 25 Years of Benefit Service
or Age 62 and 10 Years of Benefit Service to Age 63 and 25 Years of Benefit Service
or Age 65 and 10 Years of Benefit Service. This change affects all years of benefit
service earned on or after July 1, 2011. By July 1, 2013, current employees may
make a one-time irrevocable election to begin paying the actuarial pension cost of
maintaining the normal retirement eligibility that exists in the present plan which is
scheduled to change effective July 1, 2022. The cost shall be established by the
Plan’s actuaries and shall be communicated to employees by the Retirement
Division. Such election shall be made on a form acceptable to the Retirement
Commission and shall indicate the employee’s election to participate or not to
participate. In the event the employee fails to make an election, he/she shall not be
eligible to participate. In the event the employee makes a successful claim to the
Retirement Commission of agency error, the employee shall make payments in
accordance with usual practice.
5. Tier II, MA and Tier III Breakpoint – The parties will meet and discuss a modification
to the Breakpoint that will be effective for service earned on and after July 1, 2013.
The revised breakpoint will be designed so that the pension amount for individuals
earning under the current breakpoint will be increased. The cost of such change in
Breakpoint shall not increase the Employer Normal Cost more than .5% of payroll in
any year. The formula change and costs shall be provided by the Plan’s Actuaries. In
the event the parties are unable to agree on the revised Breakpoint, the matter shall
be referred to the arbitrator appointed under the terms of the Pension Agreement
and governed by the provisions of CGS sec. 5-278a and the terms of this agreement”.

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