Whats 20 Percent Of 600 – If you’ve been involved in any conversation about the City of Warwick’s financial situation, chances are you’ve heard at least some talk about “profits”. But what exactly are these benefits?
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Whats 20 Percent Of 600
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*Editor’s Note: It has been determined that the weekly cost of insurance for fire department members has increased since the last contract. IAFF members now pay about $90 a week for an individual health plan
If you’ve been involved in any conversation about the City of Warwick’s financial situation, chances are you’ve heard at least some talk about “profits”. At the simplest level, “benefits” is an umbrella term that refers to the health care options provided to city employees and retirees, and the lifetime pensions provided to members after their retirement – mostly at the taxpayer’s expense. The cost is paid. , and all of these are subject to a litany of different qualifications and subcategories.
In hopes of creating a greater understanding of this complex and important topic, the first part of this three-article series will delve into an objective analysis of the benefits afforded to members of the City’s three collective bargaining units. Municipal aspect. – Both for active employees and once they retire.
Unions representing the city’s employees are International Association of Firefighters Local 2748 (IAFF), Warwick Lodge No. 7, Fraternal Order of Police (FOP), and Council 94, AFSCME Local 1651 for Municipal Employees.
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A follow-up section will further examine the health care and pension benefits provided to the Warwick Union of Teachers and the Warwick Union of Independent School Employees (WISE), and compare them to municipal unions. This section will also examine the financial implications of these benefits, including the costs associated with each union’s total membership and health care and pension provision. The third and final paper will solicit comments on the feasibility of these benefits and explore measures that may have potential costs for the city and its taxpayers.
Hopefully, by the end of this series in mid-November, readers will have a clearer picture of what benefits city workers enjoy, what those benefits cost, and the ability to advocate for those benefits. Make your own decision or not. Missing, fair, or excessive – and whether anything is required by local government authorities to address the costs created by these benefits.
The City of Warwick uses a self-insured method for its health care. The City Council approved an agreement in June with WB Community Health, which serves as the health coverage administrator to process claims. Using this method means that Warwick is responsible for paying the sum of all insurance claims each year – essentially, the town is insuring itself with money from its budget instead of going through an insurance company. If there are fewer requests than the budget, the city can get that money back. If there is more demand than anticipated, the city may be on the hook — depending on how other communities that also benefit from WB have done.
Three municipal collective bargaining units are provided with a choice of plans for individual or family coverage. This insurance can also be paid to the member’s spouse, unless they have comparable care of their own.
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Members can choose primary coverage (Healthmate Coast to Coast Equivalent) or Blue Cross Classic Blue Equivalent coverage as a secondary insurance option. Delta Dental is currently the negotiated dental benefit for all union employees in Warwick.
The city covers most of its health care costs, with IAFF and FOP members paying a 20 percent co-payment for their health care, and Council Employee 94 paying an 18 percent co-payment. For IAFF and FOP, it costs about $65 per week for the family plan and $27 per week for the individual plan, or $260 per month and $108 per month for coverage, respectively.
Health care plans in Rhode Island vary in cost, but the cheapest plan for an individual purchase only, recommended for comparison, is the Neighborhood Health Economy plan, which is a monthly plan for an individual. Costs about $200. However, this plan also comes with a $6,000 deductible. Other types of neighborhood have lower deductibles, but higher monthly premiums – the lowest deductible for their Platinum plan is $500, but it costs an average monthly premium of $446 for an individual.
For the sake of limited space and hopefully to maintain clarity on this complex topic, we will only go over a selection of primary city coverage for this article. Under this plan, members have a deductible of $1,500 for individual plans and $3,000 for family plans.
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For the most part, the co-payments for this plan are low. There is a co-pay of $10 for visits to network physician offices, outpatient treatment and preventive services for children and general practitioners. Employers also pay a $15 co-pay for all outpatient medical and surgical care, up to 20 visits per year. Things like lab tests, X-rays, physical and occupational therapy, home care and hospital and inpatient mental health care are covered at 100 percent when the deductible is met.
Health care plans also cover things like inpatient substance abuse treatment, up to 30 days of rehab per year and 90 days over the life of the policy. Outpatient substance abuse coverage comes with a co-pay of $15 for individual care and $10 for group care. A complete list of covered services and applicable co-payments can be found at this link.
(Note: This is from the IAFF Collective Bargaining Agreement from 2015-18, which provides a complete list of health services not provided for in the FOP or Council 94 contracts)
It should be noted that a special provision made available only to members of the FOP Association – which began under the Scott Avedisian administration on January 1, 2013 – gives access to a health care savings account maintained by the city. Funding is $2,000 per year. an individual And $4,000 a year for a family plan, which can be used to pay for the above deductible and copayments. It cost the city about $500,000.
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Another benefit given to the three unions is a 20 percent co-pay on prescription drugs, which is limited to an out-of-pocket cost of $300 for individuals and $600 for a family plan. This means that after paying a $300 co-pay for a drug, an employee with individual health care can get all of their prescriptions for free for the rest of the year, regardless of the cost of that drug. FOP and IAFF members also receive this benefit when they retire, while Council 94 members do not, according to Council 94 spokesperson Alexis Lehman.
Health care coverage continues contractually for members of all three unions after retirement until they reach age 65, when they are eligible for Medicare. IAFF and FOP members can retire and receive medical benefits after 20 years of service – or at any time if they apply for a disability pension after a work-related injury. 94 Council members need only 10 years of service to be eligible for post-retirement health care coverage.
However, once a member turns 65, they and their spouse are automatically eligible to enroll in a Blue Cross supplemental plan called Plan 65, which is the majority of co-pays for services provided through Medicare. Covers – at the expense of -city. For example, a Medicare recipient usually has to pay a deductible and co-payment of $792 if they are hospitalized for 1-60 days. With the Plan 65 supplement, however, there is no cost to the retired member, and the city pays that cost.
An important point to note is that during the negotiations for the contract period covering 2015-2018, all three municipal unions agreed to grant the concession that all those hired after July 1, 2015 Employees only have access to individual medical cover at retirement – not family or spouse cover. However, these employees will still have access to Medicare Plan 65 Supplement for themselves.
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Plan 65 coverage is broad but has some exceptions. A full list of what is covered by Plan 65 can be found here.
(Note: This is from the IAFF Collective Bargaining Agreement from 2015-18, which provides a complete breakdown of Plan 65 coverage not provided for in the FOP or Council 94 contracts)
To provide a broad summary, Tri-Municipal Union provides the highest quality health care with lower deductibles, lower co-pays and lower monthly co-payments than other health plans in the state. They get benefit limits for out-of-pocket costs on prescription drugs, and insurance that covers their health care — for them, their spouses.
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