Past Memos

memo

TO: Executive Board
Council Leaders

DATE: December 14, 2005

RE: Possible TWU Strike Against the MTA

A New York State Supreme Court judge on Tuesday issued a preliminary injunction against the Transport Workers Union (“TWU”) prohibiting workers from striking. Regardless of this injunction, the TWU may begin a strike against the Metropolitan Transportation Authority (“MTA) on December 16, 2005. We are therefore providing this advisory to address questions which are likely to arise concerning the obligations of our members should such a strike occur.

While local PEF leaders should rightfully support TWU’s efforts to obtain a fair and just contract, PEF leaders should be careful not to say or do anything to encourage or condone a TWU strike or other illegal job action.

Although we expect that the MTA and the TWU may come to a resolution, we have finally received the attached memo from GOER regarding the possibility of a transit strike in New York City. In accordance with this memo, GOER has indicated the following:

• Employees are expected to make whatever arrangements may be necessary for timely arrival at designated work stations.
• Appointing authorities may excuse tardiness without charge to leave credits where it is established that such tardiness was unavoidable or necessitated by emergency conditions. Agencies may not excuse tardiness in advance of its occurrence.
• Absences, EVEN THOUGH UNAVOIDABLE, may not be excused, They must be charged to annual, personal or other appropriate leave credits.

The GOER memo (Requires Adobe Reader) also advises that appointing authorities may consider adjusting work schedules and work locations in certain circumstances. Please see the attached GOER Memo (Requires Adobe Reader) for more detail on these issues.

PEF members and leaders should also be aware that they can be subject to Taylor Law penalties if it is determined that they participated or encouraged the transit strike by, among other things, refusing to report to work in support of the transit strike.

Obviously, situations which occur during a strike are extremely fluid. Members with questions should, in the first instance, contact their assigned Field Representatives to address such questions.


Roger E. Benson

Attachment (Requires Adobe Reader)

cc: Department Directors
Regions 9-12 Field Offices
 

memo

TO: Executive Board and Council Leaders

FROM: Deborah Stayman and Lorraine Simpkins

DATE: November 18, 2005

RE: 2006 Empire Plan & HMO Premium Rates/Option Transfer Period

The Empire Plan and HMO premium rates for the year 2006 have been approved and are being distributed to state agencies. Pursuant to the authority established in NYS Insurance Law Section 4235 (j) (1), (2) and (3), Empire Plan premiums are adjusted annually based on plan experience. The PEF/NYS contract does not give PEF authority to negotiate premium rates.

Empire Plan premiums will increase 10.3% for individuals and 9.0% for families (increases in dollar amounts are in the table on page two). To put these increases into perspective, the table below shows increases of other large employer health plans, comparing plans similar to the Empire Plan where possible.

*Separate increases for individual and family premiums are only available for the Empire Plan. Increases for other plans represent an average of individual and family premium increases.

The following table shows how the 2005-2006 rate increases compare with Empire Plan rate increases from the previous two years.

Under the terms of the PEF/NYS contract, members have a minimum of 30 calendar days to change health plans after the rates are distributed to the agencies. The option transfer period will run through December 16, 2005. If anyone is considering changing health plans they should consider their options now. New health plan options will begin on January 5, 2006 for Institution Payroll employees and on December 29, 2005 for Administration Lag-Payroll employees

The NYSHIP Rates and Deadlines for 2006 flyer will be mailed directly to employees' homes beginning on November 16, 2005 . In the meantime, members can get option transfer information, including the rates, from their agency health benefits administrator (HBA), who is usually located in the Personnel Office. This information is also available on the Department of Civil Service web site at www.cs.state.ny.us. Click on “Employee Benefits,” then click on “Choosing a Health Plan.” Employees can download, print and complete the PS-404 form required to change health plan options, then bring it to their HBA for processing on or before December 16, 2005 . W e will post the rates in the “Current News” and “ Health Benefits ” sections of the PEF web site at www.pef.org as soon as possible.

The 2006 Empire Plan premium rates are given below. HMO rates are attached to this memo.

For the first time, the 2006 Empire Plan and HMO premiums include a “Medicare adjustment”. The state is changing the way it funds the reimbursement of Medicare Part B premiums to retirees age 65 and over. Until now, the state funded 100% of this liability using monies from the General Fund. Beginning with benefit year 2006, the state intends to reduce its liability by shifting a portion of it to state employees enrolled in the New York State Health Insurance Program (NYSHIP). Instead of monies from the General Fund, the state intends to use monies from the Health Insurance Fund. The Health Insurance Fund contains premium dollars contributed by both the employer and employees.

The Health Insurance Fund includes premium dividends or surplus from prior years that is used to offset rate increases in future years. If the state uses employee premium dividends to reimburse retirees’ Medicare Part B premiums in 2006, the total amount of dividend available to offset future rate increases will be less. The result will be higher NYSHIP enrollee premium contributions beginning with the 2007 benefit year. PEF has been working with other unions to develop a coalition strategy in response to the state’s unilateral decision, including joint legal action.

Fourteen of the HMO options have biweekly premium deductions over $100 for family coverage; two HMO options (Empire BCBS HMO-Mid-Hudson Region and HMO Blue-Utica/ Watertown) will have a biweekly deduction over $200. W e ask that you remind members to check their health plan rates now to avoid an unpleasant surprise in their first bi-weekly paycheck with the new deductions.

While most of the HMOs increased their rates, there were some decreases. Five HMOs decreased their Individual rates and six decreased their Family rates.

Of the fifteen HMOs increasing their Individual rates, four of them increased their Individual rates by more than 30%:

• Empire BCBS (Downstate Region) – 43.1%

• Empire BCBS (Mid-Hudson Region) – 39.3%

• HMO Blue (Utica- W atertown) – 37.5%

• Univera Healthcare – 35.5%

Of the fourteen HMOs increasing their Family rates, three of them increased their Family rates by more than 30%:

• Univera Healthcare – 72.9%

• GHI ( Albany Region) – 34.0%

• Empire BCBS (Upstate Region) – 30.8%

Neither PEF nor the state has the authority to negotiate HMO rates, which are community rated. Community rating means all enrollees in an HMO are pooled and charged the same premium for the same benefits. The HMO premium cap limits the state's contribution to HMO premiums to an amount no greater than the cost of Empire Plan hospital/medical/mental health and substance abuse premiums. Any amount of HMO premium greater than the Empire Plan’s for these components must be paid in full by the enrollee.

It is important to look at more than premium contributions and copayments when selecting or remaining with an HMO. By now, all members enrolled in an HMO should have received side-by-side comparisons illustrating any benefit changes their HMOs will implement for plan year 2005. PEF does not negotiate the level of benefits provided by each HMO. HMOs can change their benefits from year to year and many do. CDPHP enrollees should pay particular attention to the side-by-side comparison they receive because it includes many changes.

Please share this information with your members. Members who have questions about the rates may call Deborah Stayman or Lorraine Simpkins at 1-800-342-4306 or 518-785-1900 ext. 283.

cc: PEF Staff

Attachment

memo

memo

TO: Executive Board
Council Leaders

DATE: October 31, 2005

RE: Free PSTP Online Courses


I am pleased to announce free online courses for PEF represented employees in the PS&T Bargaining Unit.

PEF and the Governor’s Office of Employees Relations (GOER), through the New York State/Public Employees Federation Professional Development Committee (PDC), has partnered with Binghamton University to offer continuing education online courses free of charge to New York State employees in the PS&T Unit. These courses are funded by the Public Service Training Program, Article 15.3 of the State/PEF Agreement.

The online courses selected will meet a wide variety of professional development needs and each provides Binghamton University continuing education units (CEU’s). Employees are free to choose any course and or as many courses that interest them with no requirement that the course be job-related

Many of the Binghamton online courses are an online version of the types of courses in which PEF members currently enroll, pay the tuition and are reimbursed for those tuition costs up to $600 through the Voucher Alternative (VALT) Program. Just like the VALT Program, release time is not available for this program.

Registration forms and additional information are available on a Binghamton University web site at https://ceo.binghamton.edu/pstp or can be accessed through the PEF web site at www.pef.org, on the Professional Development page or the Governor’s Office of Employee Relations web site at http://www.goer.state.ny.us/train/pst/index.html, click on PSTP Online Courses.

Attached is a flyer describing this program and the current course offerings. Please share this information with all the PEF represented PS&T Bargaining Unit employees throughout your constituency. If you have any questions regarding these courses, please contact Cliff Merchant, at extension 328 or by email at cmerchant@pef.org.
 

Roger E. Benson

memo

TO:                 Executive Board Members, Statewide L/M Chairs, & Council Leaders

DATE:            August 26,2004

RE:                 Approved Reallocations for Pharmacist, Nurse Practitioner and Physician’s Assistant Titles

            As we notified you last week the Division of Budget has approved significant reallocations for all Pharmacist (Requires Adobe Reader), Nurse Practitioner and Physician’s Assistant (Requires Adobe Reader) titles. In the case of the Nurse Practitioner and Physician’s Assistant titles some salary differentials were rescinded and new salary differentials were created.  In addition, a new statewide geographic differential was created for some Pharmacist titles. In order to fit all this information on one page we have attached charts with all the important information that members need to ascertain what their approximate salaries will be.  Each member’s exact salary is a complex calculation depending on what step they currently are at, whether they receive various salary differentials, and how long they have been at job rate in their current title.  In making individual salary determinations members should keep in the mind the following factors:

• The salary calculation for a reallocation is done in accordance with Article 7.10 of the PEF contract that provides that employees will receive the higher of the hiring rate or a 7.5% increase for a four grade reallocation, 9% increase for five grades, 10.5% for six grades, 12% for seven grades, and 13.5% for eight grades.  After applying the percentage increase, if the new salary falls below job rate or is at the hiring rate, AND the employee has not had a performance advance in the lower grade for more than one year (i.e. have been at job rate for at least one year), a performance advance is added immediately upon reallocation.
• If you currently receive a longevity payment that payment is included in the salary calculation that determines what step you will go to at your new salary grade.  After you reach the job rate of your new salary grade you will automatically re-qualify for a new separate longevity payment.  For example, if you are currently at the job rate of a SG-23 and receive the maximum longevity payment and are reallocated to a SG-29; you take the job rate of the SG-23 ($68,866), add the $2500 longevity payment ($68,866 + $2,500 = $71,366), multiply it by 10.5% ($7,493), add that to your current job rate ($71,366 + $7,494 = $78,860) and add the performance advance for a SG-29  ($2,365 + $78,860) for a salary of $81,225 (which is below the SG-29 job rate of $93,252).
• The State has rescinded the increased hiring rate which put all employees in the Pharmacist 1, 2, 3, and 4 titles at the job rate of their old salary grade.  However, State agencies, at their discretion, are authorized to make appointments above the hiring rate of the new salary grade, not to exceed the job rate, for candidates having advanced pharmaceutical experience substantially beyond the minimum qualifications (as provided in Civil Service Law Section 131.1a). This authorization extends to existing employees in these titles as well as new appointments.
• Members in Nurse Practitioner and Physician’s Assistant titles in Broome and Chenango counties are losing their current geographic differentials. However, due to a new advanced hiring rate these members at a minimum will automatically be placed at step 5 of their new salary grade which will still represent a significant salary increase for those members.
• Members in Nurse Practitioner and Physician’s Assistant titles in Bronx, Kings, New York, Queens, Richmond, Nassau, Suffolk, Westchester, Rockland, and Putnam counties will also receive a new advanced hiring rate and at a minimum will automatically be placed at step 3 of their new salary grade
• The reallocation and new salary differentials for the seven Pharmacist titles will be effective September 1, 2005 for the Institutional payroll and September 8, 2005 for the administrative payroll. The reallocation and new salary differentials for the Nurse Practitioner and Physician’s Assistant tiles will be effective January 5, 2006 for the Institutional payroll and January 12, 2006 for the Administrative payroll. 

            In addition to the attached charts the Civil Service Enforcement/Research Department have prepared we have attached a copy of the August 24, 2005 memos from the Director of Classification and Compensation to agency Directors of Human Resources/Personnel describing the specific adjustments and additions.  If you have any questions please call or e-mail the Civil Service Enforcement/Research Department. Please note that the department cannot calculate individual members’ promotion calculations which will be calculated by their agencies.  If members believe that their agencies have improperly calculated their new salary they should contact their Field Representative, Council Leader, or Executive Board Member who will refer appropriate cases to the Civil Service Enforcement/Research Department for investigation.

            All our members in these titles and their elected leaders should be commended for their hard work, mobilization and effective lobbying of their area legislators to get the Division of the Budget to approve these salary differentials.  It is also important to note that these reallocations would not have occurred without the advocacy of the agency management in which these titles exist including OMH, OMRDD, SUNY, DOCS, OASAS, OCFS, SED, DOH as well as the Department of Civil Service, particularly the Division of Classification and Compensation. The combination of a significant grassroots mobilization, combined with effective staff and Central PEF effort again demonstrates the value of our coordinated effort.  Our work is still not done.  PEF will continue to push for even more competitive salaries for all PEF titles.

Roger E. Benson

Attachments

Cc:       Statewide Nurses Committee
             Field Directors

memo

TO: Executive Board
Council Leaders

DATE: September 12, 2005

SUBJ: Mileage Reimbursement & Hurricane Katrina


Please find attached two important new pieces of information:

1. Expansion of the mileage reimbursement rate effective September 1, 2005 to 48.5 cents per mile.

2. A lengthy informational memo from GOER regarding employee activities related to Hurricane Katrina. This memo deals with assignment to duty and emergency volunteers.

Both of these memos will be posted on PEF’s website on Thursday, September 15.



Roger E. Benson


Attachments

cc: PEF Delegates
PEF Staff
 

memo

TO: Executive Board
Council Leaders

DATE: September 12, 2005

SUBJ: Immediate Increase in Mileage Reimbursement

In response to the recent escalation in gas prices, the IRS has just announced a very rare mid-year increase in the maximum reimbursement rate for personal car mileage. Effective September 1, 2005, the rate will increase from 40.5 cents to 48.5 cents per mile. Unsure of the future trends in prices, the IRS has not yet announced the rate for 2006.

Article 8.2 of the PEF Contract ties our reimbursement rate to the IRS Maximum so we expect that the State will soon announce the applicability of the increase. Reimbursement for PEF-related travel will also be adjusted retroactively to September 1, 2005.

The rate for reimbursement will be determined by the date on which the travel occurred, not the date the mileage was claimed. Please encourage members to report mileage pre post September in separate vouchers, if possible. This should facilitate the processing of the payments and reduce mistakes in calculations for both State and PEF-related travel expenses.

Any questions about this memo should be addressed to Contract Administration at 1-800-342-4306, ext. 223.


Roger E. Benson


cc: PEF Delegates
PEF Staff
 

memo

TO:                 Executive Board
                        Council Leaders
                        PEF Staff

DATE:           September 6, 2005

SUBJ:            Hurricane Katrina Relief Fund

We have all watched over the weekend, the catastrophic conditions that have resulted in Louisiana as a result of Hurricane Katrina and the breach of the levees in New Orleans.  Many of us have felt angry at the slowness of the federal relief efforts, and it is clear that others must also be involved including the labor movement.

Both AFT and SEIU have created relief funds and it is the intention of this memo to provide an opportunity for PEF divisions and regions to make appropriate donations.  PEF Central will be contributing $1,000 today.

AFT is seeking donations to the AFT Disaster Relief Fund and is working with local and state leaders to direct those funds to fill the immediate needs of members.  Contributions should be made payable to the AFT with “disaster relief” written in the memo portion of the check, and sent to:  AFT Disaster Relief Fund, Attn: Connie Cordovilla, 555 New Jersey Avenue, N.W., Washington, DC  20001.

SEIU has also established the SEIU Hurricane Relief Fund.  Contributions should be sent to SEIU in Washington, DC.  Indicate “Attention: SEIU Hurricane Relief Fund” on the outside of your envelope.  Local SEIU leaders in Louisiana have expressed their need for volunteers with expertise in websites and updating content.  If your division has members with this expertise who can assist them, contact Anne Pfimmer at 202-898-3206.  Please send an e-mail to Hurricanerelief@seiu.org if your division has members who are interested in assisting in any of the following ways. 

·        Nurses, doctors, EMTs and other health care professionals who wish to volunteer to assist in providing emergency care and services;

·        Trained and experienced counselors who would like to volunteer to provide grief and trauma counseling.

In addition to the tens of thousands of American citizens who have been so desperately impacted by this tragedy, there are also AFT and SEIU members who remain at risk. 

Thank you in advance for your support and generosity.

Roger E. Benson

memo

TO:                 Executive Board Members
                        Council Leaders

DATE:            June 24, 2005 

RE:                 Dependant Care Advantage Account
                        Increase in Employer Contribution for 2006
                        Change in Status Enrollment for Summer Camp

Increase in Employer Contribution for 2006

            I am pleased to report that PEF recently reached agreement with the State on an increase in the 2006 Employer Contributions to PS&T Unit members who are enrolled in the Dependant Care Advantage Account (DCAA).    This agreement will increase the amount of the 2006 Employer Contribution to the DCAAccounts of PS&T Unit members as outlined below.  

            2005 DCAA Contribution Rates                   2006 DCAA Contribution Rates

            Employee’s                  Employer                      Employee’s                  Employer

            Salary                           Contribution                 Salary                           Contribution

            If a PS&T Unit member pays for care for a child, elderly parent or disabled spouse while they work, they can set aside up to $5,000 per year in pre-tax salary to help pay these dependent care expenses by enrolling in DCAA. Examples of expenses eligible for DCAA reimbursement include child care expenses (for dependant children up to age 13), summer day camp, before/after school programs, adult day care, home aides, housekeepers or cooks (the last two must also provide custodial care to be considered eligible expenses).

            The annual employer contribution to DCAA is funded with monies provided in Article 42 of the PEF/State Agreement to help PS&T Unit members with dependent care needs.   The increased employer contribution will be available to employees who enroll in DCAA for 2006. 

Change in Status DCAA Enrollment for Summer Camp

               As a general rule, employees must enroll in DCAA during the fall open enrollment period for the next plan year.  However, if employees experience a qualifying “change in status” during the calendar year they may enroll in DCAA, and receive the Employer Contribution to their DCAAccount at that time.   One type of qualifying “change in status” is a change in day care provider or a necessary expansion of hours of care.  This type of change in status includes enrollment of school age children (up to age 13) in summer day camp.  Thus, PS&T Unit members who are not yet enrolled in DCAA but have school age children starting summer day camp have an opportunity now to enroll in DCAA and receive the 2005 Employer Contribution.

            The attached Summer Camp for 2005 Q&A (Requires Adobe Reader) was prepared by NYS Family Benefits Program staff to answer the most common questions regarding charge in status enrollment in DCAA for summer day camp.  We encourage you to post this on PEF bulletin boards or otherwise distribute it to your members.   Members who are interested in enrolling in DCAA for summer camp may do so by calling 1-800-358-7202 (press 2) or visiting the DCAA website www.flexspend.state.ny.us .

Roger E. Benson 

Attachment

Contract Update (Number 05-04)

May 4, 2005

TO: Executive Board
Council Leaders
PEF Field Offices

FROM: Contract Administration Department

RE: Travel Reimbursement – Change in Meal and Lodging Per Diem Rates


The General Service Administration (GSA) has reviewed the per diem lodging and meal reimbursement rates for federal government employees for 2005 and concluded that there were some areas that needed to be increased. These changes take effect May 6, 2005.

Broome County, with Binghamton as its most notable city within it, now has its own lodging reimbursement rate. It is seasonal and increases during the May 6th through September 30th period of the year from the $60 base rate to $76. West Point had one rate previously and is now divided seasonally. Its base rate of $88 from October 1st through May 5th increases to $94 during the May 6th through September 30th time period. The only other change is in Nassau County. The lodging rate for the January 10th through September 30th time period has increased $18 from $141 to $159.

A list of all the GSA rates for locations in New York State is attached (Requires Adobe Reader). Absent additional clarification, the rates listed in the chart will apply to all locations within the county, not just the key city listed. The only exception from this is for White Plains and Tarrytown. Each are in Westchester County but Tarrytown has been listed as the prevailing rate for Westchester County and White Plains is listed separately with a different rate.

For locations outside of New York State and a compete listing of per diem rates at the GSA, Travel and Transportation Management Policy Division’s website go to:
http://www.gsa.gov/Portal/gsa/ep/contentView.do?contentId=17943&contentType=GSA_BASIC.
This site provide the latest information on rates (they can and do change during the year) and there are other important resources for your use. For example, you can obtain a list of lodging establishments that honor the per diem rates. You can also advise the federal government of those locations where the per diem is inadequate and in need of increase.

Should you have any questions regarding this bulletin, contact Contract Administration at 1-800-342-4306 ext. 223.
 

memo

TO: Executive Board
Council Leaders

DATE: April 28, 2005

SUBJ: DOL Hudson Street Closure Fight Back

As you all know from my memo of April 13, the Department of Labor (DOL) is planning to close the Hudson Street telephone call center by the end of 2006 and relocate the 200 plus employees to Troy and Endicott. This closure will prevent multilingual availability to New York City’s unemployed and will also dramatically and negatively impact our members by forcing their relocation from their families, homes, and communities in the downstate area.

I have consulted with both DOL leaders and PEF staff and the following fight back activities will be occurring over the next several weeks.

• PEF will be exploring legal recourse regarding a Municipal Labor Consent order to assure Hispanic unemployment services.

• PEF will be analyzing DOL and Federal budgets to determine if greater Federal funds may be available.

• The PEF President will write to the Commissioner of Labor strongly objecting to this closure and relocation presenting significant questions, concerns and objections regarding this proposal.

• The PEF President will communicate with the New York State Legislature alerting them to this proposed cut in DOL services to downstate unemployed workers.

• The PEF President will communicate with all the affected DOL PEF members informing them of our very strong opposition to this closure and relocation and asking them to rewrite the enclosed letters to their legislators objecting to the closure.

• PEF will publish advertisements in the Albany and New York City markets opposing the above.

• PEF will produce stickers opposing the above and distribute them to all DOL PEF Division members and the Regions 10 and 11 offices.

• PEF will produce a fact sheet identifying the issue and the major objections to the proposal and make it available to legislators, the press and coalition partners.

• In coordination with Central PEF, the DOL Agency L-M Chair and Division 245 Council Leader, the Region 10 Coordinator will convene an Ad Hoc Regional Fight Back Committee that will explore and plan local activities to oppose the proposed closure and forced relocation.

If there is any good news in the above proposal, it is that the first wave of forced transfers is not scheduled until early September 2005 with the majority of forced transfers occurring in late 2006. This timeframe gives us the opportunity to work against this ill advised proposal. Our goal is simple. Preserve State DOL services in the downstate area and prevent forced transfers.

Any questions regarding the substantive matters of this proposal should be referred to Tom Cetrino at ext. 280. Questions regarding mobilization and public relations should be directed to Margaret Messer at ext. 287 and Steve Chamberlain at ext. 211, respectively.

PEF has gained valuable experience in preventing closures and forced transfers over the last eight years and, while we expect this to be a difficult fight back because of the loss of Federal funding, I can assure all our members in DOL that PEF will make preventing this closure and forced relocation a top priority.

My appreciation to DOL Agency Labor-Management Chair Frank Besser, PEF Division 245 Council Leader Bernice Jones and Region 10 Coordinator Jennifer Faucher for their leadership on this matter.



Roger E. Benson


Enclosure
cc: PEF Field Offices
DOL Work Group
 

memo

TO: PEF Field Offices

DATE: April 13, 2005

SUBJ: Potential Layoffs in DOL

PLEASE IMMEDIATELY SHARE WITH PEF OFFICERS & ALL STAFF

We were just informed, first informally and then formally by GOER, that a DOL TCC office located at 345 Hudson Street, Manhattan is being closed by the end of 2006 which will result in significant employee relocations. Based on the very preliminary information we have accumulated, it appears that:

• 46 hourly, non-permanent employees, including 4 PEF-represented employees, will be given their two-week notice today.

• 61 permanent DOL employees will be reassigned to Troy or Glendale in early September 2005. If they decline the reassignment, they will be placed on a preferred list. We believe of the 61, 40 are in Clerk titles.

• We also believe that before the end of 2006, 148 adjudication staff will also be reassigned. If they decline the reassignment, they will be placed on a preferred list.

Obviously, we will use all of PEF’s resources to prevent all forced transfers of PEF members. We have already been in communication with both GOER and the Governor’s Office on this matter and will make it a top priority issue.

Job security is job one! As more information becomes available, it will be immediately shared.



Roger E. Benson


cc: Executive Board
Council Leaders
PEF Staff
 

memo

TO:                 Executive Board
                        Council Leaders
                        Agency & Local Health & Safety Chairs                                                   

DATE:            February 14, 2005 

SUBJ:            Oppose the Elimination of the Hazard Abatement Board

The New York State Public Employees Federation is vehemently opposed to the Governor’s proposal to eliminate the Hazard Abatement Board (HAB) and the Capital Abatement Program and add a Compliance Assistance component to the existing Office of Safety and Health Training and Education Program. The HAB was established by the legislature in 1986 with support from organized labor and its allies in the public health community. We are calling on all PEF activists to defend this important worker protection program.

The proposed elimination of the HAB will damage existing occupational safety and health programs that have helped reduce on-the-job accidents, injuries, and illnesses. The program has experienced nineteen years of success and deserves to be continued.  In 2004/05, the HAB has awarded $5,472,782 in grants to 143 organizations to provide safety and health education and training. Of the current grants, eighty-nine go to businesses, twelve to community organizations, thirteen to local government agencies, and twenty-three to labor unions. Many of these organizations are in high hazard industries and rely on HAB funding to conduct critical training. The proposed legislation will reduce the amount of funding available and will allow only one person, the politically-appointed Commissioner of Labor, to allocate all of the remaining training resources. 

The proposal to increase compliance assistance is flawed in that it occurs at the expense of the training grants described above.

• Many of the unions, private sector, non-profits, and community organizations that have received grants have scarce resources and depend on the grants.
• They are in a better position than the Commissioner of Labor to understand their unique needs for health and safety training.
• The legislation shifts the responsibility for complying with health and safety standards away from employers and turns the Department of Labor into more of a consultant than a regulatory enforcement body. This could actually reduce employer efforts to address workplace hazards as well as jeopardize the PESH program.

For these reasons, PEF strongly urges you to oppose this legislation. Please send a memo of opposition to key legislators listed below (see attached memo of opposition, available on the PEF web site).  Also please include dialogue on this topic in your contacts with your local state legislators.

 1.                  Joseph L. Bruno, NYS Senate Majority Leader

909 Legislative Office Building
Albany, New York 12247

2.                  George D. Maziarz, Chairman, Senate Labor Committee

Room 805 Legislative Office Building
Albany, NY 12247 

3.                  Sheldon Silver, Assembly Speaker

LOB 932
Albany, NY 12248 

4.                  Susan John, Chair Assembly Labor Committee

LOB 522
Albany, NY 12248

memo

TO: Executive Board
Council Leaders
PEF Field Offices

FROM: Bob Carrothers, Director of Contract Administration

RE: 2005 Mileage Reimbursement Rates

The Internal Revenue Service has just released the 2005 mileage allowance for use of personal vehicles for business related travel. Effective January 1, 2005 the rate will increase from its current 37.5 cents per mile to 40.5 cents per mile. The three cent increase is the largest ever annual increase.

As of this time, the federal government has not yet announced if they will be changing the reimbursement rate for use of personal motorcycles. If and when that amount is changed, we will issue a separate memo.

If you have any questions about this memo, please contact Contract Administration at 800-342-4306, ext 223.
 

memo

TO:           Executive Board and Council Leaders

FROM:    Deborah Stayman and Lorraine Simpkins

DATE:      November 5, 2004

RE:           Empire Plan and HMO Premium Rates for 2005/Option Transfer Period

The Empire Plan and HMO premium rates for the year 2005 have been approved and are being distributed to state agencies. (See rate chart) Pursuant to the authority established in NYS Insurance Law Section 4235 (j) (1), (2) and (3), Empire Plan premiums are adjusted annually based on plan experience. The PEF/NYS contract does not give PEF authority to negotiate premium rates.

Empire Plan premiums will increase 7.7% for individuals and 7.5% for families (increases in dollar amounts are in the table on page two). To put these increases into perspective, the table below shows increases of other large employer health plans.

*Separate increases for individual and family premiums are only available for the Empire Plan. Increases for other plans represent an average of individual and family premium increases.

  The 2005 rates also compare favorably with Empire Plan rate increases from the previous two years, as summarized in the following table.

Under the terms of the PEF/NYS contract, members have a minimum of 30 ca len dar days to change health plans after the rates are distributed to the agencies. The option transfer period will run through December 17, 2004. If anyone is considering changing health plans they should consider their options now. New health plan options will begin on January 6, 2005 for Institution Payroll employees and on December 29, 2004 for Administration Lag-Payroll employees.

The Rates & Deadlines for 2005 flyer will be mailed directly to employees' homes beginning on November 18, 2004. In the meantime, members can get option transfer information including the rates from their agency health benefits administrator (HBA), who is usually located in the Personnel Office. This information is also available on the Department of Civil Service web site at www.cs.state.ny.us. Click on “Employee Benefits,” then click on “Choosing a Health Plan.” Employees can download, print and complete the PS-404 form required to change health plan options, then bring it to their HBA for processing on or before December 17, 2004.

The 2005 Empire Plan premium rates are given below. Click here for HMO rates.

Eleven of the HMO options have biweekly premium deductions over $100 for family coverage; two HMO options (HMO Blue-Utica/Watertown and HMO Blue-CNY) will have a biweekly deduction over $200. We ask that you remind members to check their health plan rates now to avoid an unpleasant surprise in their first bi-weekly paycheck with the new deductions. In contrast, 5 of the HMO options have lower premiums for family enrollment. For individual enrollees, 16 HMO options have higher biweekly premiums and 5 HMO options have lower premiums.

Neither PEF nor the state has the authority to negotiate HMO rates, which are community rated. Community rating means all enrollees in an HMO are pooled and charged the same premium for the same benefits.  The HMO premium cap limits the state's contribution to HMO premiums to an amount no greater than the cost of Empire Plan hospital/medical/mental health and substance abuse premiums. Any amount of HMO premium greater than the Empire Plan’s for these components must be paid in full by the enrollee.

By now, all members enrolled in an HMO should have received side-by-side comparisons illustrating any benefit changes their HMOs will implement for plan year 2005. PEF does not negotiate the level of benefits provided by each HMO. HMOs can change their benefits from year to year and many do. CDPHP enrollees should pay particular attention to the side-by-side comparison they receive because it includes many changes.

Please share this information with your members. Members who have questions about the rates may call Deborah Stayman or Lorraine Simpkins at 1-800-342-4306 or 518-785-1900 ext. 283.

cc: PEF Staff

memo

TO: Executive Board
Council Leaders

DATE: November 5, 2004

SUBJ: Extended Military Leave Benefits

We are pleased to announce that we have reached agreement with the State on a new Memorandum of Understanding (MOU) regarding military leave benefits for PS&T unit members who have been or will be activated for military duty related to the war on terror.

This MOU extends existing military leave benefits, which would have expired in December 2004, to activations which continue into or begin in 2005 and/or 2006. Key among these benefits are the continuation of military leave at reduced pay and the continuation of contribution free health insurance for dependent family members through the conclusion of the employee’s active duty or December 31, 2006 whichever occurs first.

Further details about these continuing benefits may be found in the FAQ on Military Leave From State Service which is posted on the PEF website, www.pef.org. In addition, please feel free to contact the Contract Administration Department, ext. 223, if you have any questions about these benefits.