Kev3188
Veteran
All the more reason Single Payer is/was the way to go...
Health Insurance Enrollment
- Thread starter AANOTOK
- Start date
-
- Tags
- what raise?
WorldTraveler
Corn Field
- Dec 5, 2003
- 21,709
- 10,662
- Banned
- #47
Single payer won't happen in the US which is why government controls only increase costs
I fully agree with what jcw has written here including that unions are powerless to keep companies from passing on higher health care costs
I fully agree with what jcw has written here including that unions are powerless to keep companies from passing on higher health care costs
WorldTraveler
Corn Field
- Dec 5, 2003
- 21,709
- 10,662
- Banned
- #48
dang... as soon as it becomes clear that a union can't really deliver what it has promised, there is no interest on this board in talking about it any more.
We would never want to highlight that unions can't and won't stop increases in health care costs - any more than increased taxes can be avoided.
We would never want to highlight that unions can't and won't stop increases in health care costs - any more than increased taxes can be avoided.
WorldTraveler
Corn Field
- Dec 5, 2003
- 21,709
- 10,662
- Banned
- #50
Why aren't you willing to do a side by side actual comparison of compensation including profit sharing?
Because you love to pick and choose data to show the worst case scenario for DL and the best for a union.
The simple fact is that many employees do not get their health insurance from their employer. Others use medical benefits at a much lower rate than average. 100% of DL employees get profit sharing - which amounted to two months worth of pay for 2014.
even at AA or other unionized carriers, some employees pay very small out of pocket amounts, esp. younger workers.
The minimal difference in health care costs for a handful of employees at a company - perhaps including DL - do not come close to offsetting the increased compensation that ALL DL employees enjoy.
If you want to drag DL into the discussion, then look at the entire compensation picture. DL is able to reward more employees with more money even though a small subset of employees pay higher health care costs.
Further, DL's target for health care costs is completely in line with what other private companies expect their employees to pay - approximately 25%.
and jcw did get it right that unions have been absolutely powerless to try to stop the increase in health care costs; further, unions only create an illusion of better health care benefits which benefit a small number of employees.
Because you love to pick and choose data to show the worst case scenario for DL and the best for a union.
The simple fact is that many employees do not get their health insurance from their employer. Others use medical benefits at a much lower rate than average. 100% of DL employees get profit sharing - which amounted to two months worth of pay for 2014.
even at AA or other unionized carriers, some employees pay very small out of pocket amounts, esp. younger workers.
The minimal difference in health care costs for a handful of employees at a company - perhaps including DL - do not come close to offsetting the increased compensation that ALL DL employees enjoy.
If you want to drag DL into the discussion, then look at the entire compensation picture. DL is able to reward more employees with more money even though a small subset of employees pay higher health care costs.
Further, DL's target for health care costs is completely in line with what other private companies expect their employees to pay - approximately 25%.
and jcw did get it right that unions have been absolutely powerless to try to stop the increase in health care costs; further, unions only create an illusion of better health care benefits which benefit a small number of employees.
MetalMover
Veteran
- Sep 16, 2013
- 3,543
- 2,410
Maybe this can put things in perspective.
http://kff.org/report-section/ehbs-2014-section-one-cost-of-health-insurance/
http://kff.org/report-section/ehbs-2014-section-one-cost-of-health-insurance/
WorldTraveler
Corn Field
- Dec 5, 2003
- 21,709
- 10,662
- Banned
- #52
thank you, Metal Mover.
and just to cut and paste a couple items from the article. There is a wealth of information in the article and anyone who wants to claim to be conversant in the subject needs to review the data and see how well ALL airline employees do relative to US norms.
- The $16,834 average annual family premium in 2014 is 26% higher than the average family premium in 2009 and 69% higher than the average family premium in 2004 (Exhibit 1.11). The 26% premium growth seen in the last five years (2009 to 2014) is significantly lower than the 34% premium growth seen in the previous five year period, from 2004 to 2009 (Exhibit 1.16).
• For large firms (200 or more workers), the average family premium for covered workers in firms that are fully insured has grown at a similar rate to premiums for workers in fully or partially self-funded firms from 2009 to 2014 (26% in both fully insured and self-funded firms) and from 2004 to 2014 (71% in fully insured firms vs. 73% in self-funded firms)
and just to cut and paste a couple items from the article. There is a wealth of information in the article and anyone who wants to claim to be conversant in the subject needs to review the data and see how well ALL airline employees do relative to US norms.
- The $16,834 average annual family premium in 2014 is 26% higher than the average family premium in 2009 and 69% higher than the average family premium in 2004 (Exhibit 1.11). The 26% premium growth seen in the last five years (2009 to 2014) is significantly lower than the 34% premium growth seen in the previous five year period, from 2004 to 2009 (Exhibit 1.16).
• For large firms (200 or more workers), the average family premium for covered workers in firms that are fully insured has grown at a similar rate to premiums for workers in fully or partially self-funded firms from 2009 to 2014 (26% in both fully insured and self-funded firms) and from 2004 to 2014 (71% in fully insured firms vs. 73% in self-funded firms)
MetalMover
Veteran
- Sep 16, 2013
- 3,543
- 2,410
I think the anger on the part of us airline workers, especially those of us who are older, is that we went from paying NOTHING for medical. Then again, workers in other industries also had the same benefit.WorldTraveler said:
But as airline workers, we have had a slew of benefits taken away without any substantial increase in compensation over the years.
MetalMover
Veteran
- Sep 16, 2013
- 3,543
- 2,410
Yet........It might very well be in the future.AirwAr said:
right...things that insurance companies should have already done.jcw said:
1) No maximum benefit
2) allow pre-existing conditions
3) include annual check-ups.
Also...are you absolutely sure that the ACA hasn't reduced the increase in healthcare costs? Who knows...maybe without it...we would have been paying 15% more rather than just 10%.
WorldTraveler
Corn Field
- Dec 5, 2003
- 21,709
- 10,662
- Banned
- #58
the growth in insurance costs has indeed slowed but the cost has not gone down.
and ACA does require preventive checkups as well as limits on pre-existing conditions.
but all of that does cost money... whether it be from a private insurance company or the government.
The notion that a single payer system is going to reduce costs is simply flawed because taxpayers in other countries do not see the enormous costs of medical care because it is part of their taxes.
and many, many people in those countries acknowledge that Americans have more choice including more ability to get high cost care than people in those countries - but it comes at a cost.
There are a lot of reasons why health care in the US is so expensive and why a single payer system won't make it any cheaper - unless there are changes to the legal system and the amount of medical tests that are routinely done here using the most advanced technology. There simply is little incentive for health care providers to be careful in their use of care in the US compared to in other countries - and until that changes, the costs will be higher.
A single payer system won't make costs come down but it will push the quality of care down and insert the government in the health care decision process even more than exists already in the US. Very few Americans are willing to give up that freedom.
and ACA does require preventive checkups as well as limits on pre-existing conditions.
but all of that does cost money... whether it be from a private insurance company or the government.
The notion that a single payer system is going to reduce costs is simply flawed because taxpayers in other countries do not see the enormous costs of medical care because it is part of their taxes.
and many, many people in those countries acknowledge that Americans have more choice including more ability to get high cost care than people in those countries - but it comes at a cost.
There are a lot of reasons why health care in the US is so expensive and why a single payer system won't make it any cheaper - unless there are changes to the legal system and the amount of medical tests that are routinely done here using the most advanced technology. There simply is little incentive for health care providers to be careful in their use of care in the US compared to in other countries - and until that changes, the costs will be higher.
A single payer system won't make costs come down but it will push the quality of care down and insert the government in the health care decision process even more than exists already in the US. Very few Americans are willing to give up that freedom.
WorldTraveler said:
Agreed...and in my opinion...those are benefits worth paying for.
WorldTraveler said:
I think the VA medical system is a good example of what it could be...shameful how our troops are taken care of. This system has government run hospitals.
However, in the case of our seniors...I don't hear a lot of complaining from them on Medicare. Which is a single payer system giving them access to private care.
Complicated topic.
[SIZE=10pt]My comments in bold italics[/SIZE]
[SIZE=10pt]Generated by American Airlines on 2015-09-09-07:00[/SIZE]
[SIZE=10pt]1[/SIZE]
[SIZE=24pt]A message about this year’s Annual[/SIZE]
[SIZE=24pt]Enrollment[/SIZE]
[SIZE=10pt] [/SIZE]Dear Team,
[SIZE=10pt]It’s that time of the year (not the holidays, but those are fast approaching, too) … Annual Enrollment Season![/SIZE]
[SIZE=10pt]Selecting medical and retirement benefits is truly the most wonderful time of the year. [/SIZE]
[SIZE=10pt]Really? For whom? [/SIZE]Being reminded that we have to pay out thousands of dollars for medical coverage on top of drastically reduced compensation?
[SIZE=10pt]2015 is especially important because we’re merging 401(k) programs, meaning everyone will need to make new investment choices. It’s equally important because you’ll be selecting your medical coverage for 2016, and with medical costs continuing to rise, we have to continue educating ourselves on becoming smarter consumers of the[/SIZE]
[SIZE=10pt]medical system at large.[/SIZE]
[SIZE=10pt]First, the facts: [/SIZE][SIZE=10pt]Annual Benefits Enrollment will run Oct. 12 through Oct. 23. We’ll have numerous on-site Benefit Fairs (the schedule is available [/SIZE][SIZE=10pt]here[/SIZE][SIZE=10pt]). Our service center partner, Aon Hewitt, also runs a call center based right here in Texas (yee haw pardners!) and in Charlotte (home of some of the best pulled pork BBQ anywhere). We’re moving in the right direction on improving our service center quality, and this will remain a goal for us into 2016 and beyond.[/SIZE]
[SIZE=10pt]Next up, the costs: [/SIZE][SIZE=10pt]They’re rising (FOR EMPLOYEES, despite record profits in the BILLIONS , lowest wages in the industry, worst pension, worst retiree medical , and only major carrier without profit sharing in the industry, they are passing additional medical costs on to us) . No other way to say it. The increase is a byproduct of the experience within each plan (meaning how much usage the plans get). American continues to pay about 80% of the total cost,[/SIZE]
[SIZE=10pt]while employees pay the remaining 20%. [/SIZE]
[SIZE=18pt]Thats a Lie. [/SIZE]
[SIZE=18pt]AA may pay 80% of the claims submitted and accepted* but not 80% of the "Total Cost", not even close. Much of that 80% they cover is with money paid by employees for coverage. In some cases not only does AA pays nothing but they make money that they use to offset costs for very ill employees and dependants because the employees contributions for coverage exceed the claims they put in. [/SIZE]
[SIZE=18pt]Lets say an employee used a total of $5000 in medical services in a year, without even factoring in the deductible, the most AA would be paying is $4000, are any of the plans offered by AA less than $4000 per year? If not then in reality AA paid zero for medical because they collected money from the employee to pay those bills. [/SIZE]
[SIZE=18pt]Sure some employees have massive bills, but there are also many employees that have very little medical expenses. While the company may still be writing out checks for hundreds of millions of dollars much of that money comes from premiums paid by employees to American Airlines. Then they use the money employees pay for premiums to American Airlines as part of their 80%, in fact much of that money comes out of employees pockets. [/SIZE]
[SIZE=18pt]So the fact is that AA never pays 80% of the "Total cost", they may pay 80% of the claim they accept but even if someone had $1million in Total Medical costs that AA accepted AA would not have paid 80% of Total costs after the Premiums, deductibles, copays etc are factored in. [/SIZE]
[SIZE=18pt]*[/SIZE][SIZE=13pt]As anyone who has ever submitted medical bills associated with a serious illness knows the company often rejects claims and the employee has to fight to get them to pay, and are not always successful as the company will claim that the expense, even when incurred upon the advice of the Doctor picked from AA's list, is not a "covered expense". [/SIZE]
[SIZE=10pt]The cost share ranges depend on what plan you’re in. Our cost share[/SIZE]
[SIZE=10pt]percentages are extremely competitive and indeed much better than what most companies offer. [/SIZE]
[SIZE=10pt]But they are the worst in this Industry. We pay more for less than any other major carrier.[/SIZE]
[SIZE=10pt]Even so, our increases this year are 8 percent for the Standard and Core plans, which is slightly below the national average for plans offered by companies our size. [/SIZE]
[SIZE=10pt]But much more than other airlines.[/SIZE]
[SIZE=10pt]For those in the Value plan or who remain in the legacy US Airways[/SIZE]
[SIZE=10pt]plans, the increases are 10-12 percent – mostly due to high utilization and specialty drugs.[/SIZE]
[SIZE=10pt]Herein lies the key question: [/SIZE][SIZE=10pt]How can you manage in a world where costs continue to increase at a pace higher than inflation? [/SIZE]
[SIZE=10pt]Good question, because that’s exactly what the company has expected us to do with our reduced compensation. Our real compensation has decreased by around 50%, meaning that in order to maintaion our standard of living we would need to work twice as many hours. And despite record profits how is the company trying to help us? By jacking up medical another 12%!!!! So as the company's profits continue to soar, profits they do not share with us, please tell us how to manage in a world where costs continue to rise at a pace much much higher than our compensation from the most profitable carrier ever? [/SIZE]
[SIZE=10pt]First[/SIZE][SIZE=10pt], read your benefits information. Don’t toss those mailers in the trash or toggle over[/SIZE]
[SIZE=10pt]to Words with Friends when the e-mail comes in – read that stuff to see which plans are right for you and your family. I would also check out the Benefit Service Center before enrollment to see what plans you’re enrolled in today as you make your new selections. That part is easy – just go to [/SIZE][SIZE=10pt]my.aa.com[/SIZE][SIZE=10pt].[/SIZE]
[SIZE=10pt]Second[/SIZE][SIZE=10pt], research your provider and facility to ensure they’re in-network. That’s also on [/SIZE][SIZE=10pt]my.aa.com [/SIZE][SIZE=10pt]in the Health[/SIZE]
[SIZE=10pt]Resources section. Once you’re there, go to your administrator’s website (either Blue Cross/Blue Shield or[/SIZE]
[SIZE=10pt]UnitedHealthcare depending on the state you live in). From that site, you can research preferred providers.[/SIZE]
[SIZE=10pt](You can also call your plan administrator – Blue Cross/Blue Shield at 877-235-9258, or UnitedHealthcare at[/SIZE]
[SIZE=10pt]800-955-8095 – [/SIZE][SIZE=10pt] [/SIZE]and they will help you determine if your provider is in-network.)
[SIZE=10pt]Third , take advantage of preventative care. Every one [/SIZE]of our plans offers free or extremely-low-flat-fees for
[SIZE=10pt]preventive visits and wellness screenings. Use them. (Men, I’m talking to you here. )[/SIZE]
[SIZE=10pt] [/SIZE]
[SIZE=10pt]Lastly , and most obviously, take control of your own health. [/SIZE]
[SIZE=10pt]Yes you need to take better care of yourself as you have to now work 80 hours to pay for what 40 hours used to get you. AA has so much money they dont know what to do with it, one thing for sure though is they are doing their best to make sure it doesnt end up in our pockets. [/SIZE]
[SIZE=10pt]Much of this counsel (of which I have to remind myself daily) is about eating healthy stuff, managing portion control, moving our bodies some way, every day; you know, all the basics that thwart some of the longer-term chronic health issues that drive up costs for everyone.[/SIZE]
[SIZE=10pt]Hmm, studies show that shift work leads to chronic and often fatal ailments such as heart disease, Diabetis, and even Cancer (all of which are driving up costs as our workforce ages and decades of abuse come to bare) but there is no move whatsoever by this management team to deal with the destructive effects on our bodies [/SIZE]by working these odd hours as the lease out space to venders peddling junk food and move to ekiminate things such as 4-10s which allow our bodies more recovery time.
[SIZE=10pt] [/SIZE]
[SIZE=10pt]To that point, at the last State of the Airline I talked about some of the wellness programs we’re bringing online to help. One of those is a test program called Naturally Slim. We have more than 1,000 employees signed up to participate in this program that educates and creates an accountability process on how to eat smart and lose weight … and in return, reduce your chances of developing serious, chronic diseases. If it goes as well as we think it will, we’ll roll it out more broadly during Annual Enrollment 2016. So come on beta group, we’re all rooting for you![/SIZE]
[SIZE=10pt]And now, the administrative stuff. [/SIZE][SIZE=10pt]We’re making some administrator changes to simplify the maze of[/SIZE]
[SIZE=10pt]confusion that is healthcare administration. Within the legacy US Airways plans, Blue Cross and Blue Shield of[/SIZE]
[SIZE=10pt]Texas will administer all medical coverage instead of Anthem. There isn’t going to be any significant disruption to the service providers, though, as the two companies share the same national network of facilities and providers. We’re also consolidating all pharmacy administration under Express Scripts. This will include Express Scripts Smart 90 program, which allows you to refill your 90-day prescriptions through mail order or at your local CVS- or Safeway-owned retail pharmacy – all at the same low cost. Vision coverage will also move to EyeMed with lower premiums and out-of-pocket costs, and a larger network than our previous administrators.[/SIZE]
[SIZE=10pt]I will not eat green eggs and ham; I will not eat them Sam-I-Am. [/SIZE]That was just to see if you were still
[SIZE=10pt]reading. Our 2016 Core plan, which is the high-deductible plan, has some new offerings. These include a set amount to assist with in vitro fertilization, an option for cryopreservation (egg freezing), [/SIZE]
[SIZE=10pt](really? Then you complain about costs going up? Most of our members are over 50, no point in freezing those eggs.)[/SIZE]
[SIZE=10pt] [/SIZE][SIZE=10pt]and assistance with Applied Behavioral Analysis (ABA) for children with autism spectrum disorders. All of these are programs designed to adjust our coverage as science progresses and allows for new and tested treatments. [/SIZE][SIZE=10pt]There’s an app for that. [/SIZE]
[SIZE=10pt]I’m confused, how does adding treatments for infertility reduce costs for treating health problems? [/SIZE]
[SIZE=10pt]We’re introducing Doctor on Demand, which gives you the ability to visit a doctor[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]24/7 using your camera-enabled computer, smartphone or tablet. The program provides affordable diagnoses[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]and access to prescriptions for a wide range of medical conditions including colds, flu, headaches and sinus[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]infections. Doctor on Demand will come in handy for times when you can’t see your regular doctor – like when[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]you’re traveling or your child is sick during the night or on weekends. And because we’ve gone tech crazy ([/SIZE][SIZE=10pt]have you hugged your technology partner today?)[/SIZE][SIZE=10pt], we’re starting a partnership with WebMD (it’s more than just a[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]symptom checker) for our wellness program that will include rewards for exercising, eating healthy, losing weight[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]and more.[/SIZE]
[SIZE=10pt]American goes smoke free. [/SIZE][SIZE=10pt]This change is huge, be forewarned. Many of you will remember reading about American Flight Attendant Patty Young who started a campaign to create a smoke-free environment more than 50 years ago. Patty’s work to eliminate smoking began on the airplane, and her advocacy was a driving force behind legislating the smoke-free environment we all enjoy today when we fly. Patty was a pioneer long before the science and corporate America supported her, but today is a different and new day. Continuing to carry[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]Patty’s vision forward, American will become a smoke-free company in 2016. That means smoking on our[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]campuses, including our training centers, headquarters, support buildings, call centers, etc. will no longer be[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]facilitated. We will no longer have designated smoking areas on our campuses. While this is a new policy for[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]American, it is a rapidly growing trend and many companies such as Alaska Airlines, AT&T, Boeing and IBM have[/SIZE]
[SIZE=10pt]gone smoke-free as well. [/SIZE]
[SIZE=10pt]And I bet all those companies have better, less out of pocket cost medical plans than AA does. [/SIZE]
[SIZE=10pt]This April, [/SIZE][SIZE=10pt]the National Institute for Occupational Safety and Health [/SIZE][SIZE=10pt] [/SIZE]noted the trend
[SIZE=10pt]and recommended that all workplaces become tobacco-free immediately. T[/SIZE][SIZE=10pt]o aid those who desire assistance with smoking cessation, we’ll have additional resources available during Annual Enrollment for you. I have more to share on this, so please visit [/SIZE][SIZE=10pt]Jetnet[/SIZE][SIZE=10pt] .[/SIZE]
[SIZE=10pt]We’re not channeling our inner Beyoncé “put a ring on it” quite yet. Following the historic[/SIZE]
[SIZE=10pt]Supreme Court decision to extend full marriage rights to same-sex couples in all states, we’ve been reviewing our benefits, policies and procedures to thoughtfully determine what changes we need to make as a result. Our current policy of offering benefits coverage for same-sex domestic partners was put in place to provide fair coverage for those that could not legally marry. Since same-sex marriage is now legally-recognized in all states, we’ve decided to use a phased approach to changes that will occur to same-sex domestic partner medical, dental, vision, AD&D and life coverage. This coverage will continue in 2016 but will be discontinued January 1, 2017. This approach will allow time to make any personal arrangements given this historic change. As easy as it might be to think same-sex couples will be lining up for marriage, the reality is discrimination and negative bias[/SIZE]
[SIZE=10pt]still exist and unfortunately, as we can see in the news, full equality is not yet covered by law across the nation. We are mindful of that reality as we transition to full equality for opposite- and same-sex spouses across the board. All domestic partners, regardless of gender, will still have travel privileges at the same level as a spouse, with proper documentation of the domestic partner relationship.[/SIZE]
[SIZE=10pt]Wayfinding. [/SIZE]If you have questions about any of this, visit [SIZE=10pt]my.aa.com [/SIZE][SIZE=10pt] [/SIZE]or contact the American Airlines Benefits Service Center at 888-860-6178, Monday through Friday from 9 a.m. to 6 p.m. CT.
[SIZE=10pt]In closing, I know this is a ton of information to absorb, and if you’re still reading, I thank you. I also know I’ve laid out some controversial changes and delivered not great news on premium increases. Your leadership team and the HR team are here to answer questions and explain these decisions further if you desire. If you walk away with nothing else, know our team is working hard for each of you to make American’s benefits the best in the business and to make it easy to navigate the best benefits for you and your family. We work for you.[/SIZE]
[SIZE=10pt]Now drop, hold plank for a full minute, and think about Annual Enrollment. It’ll be here before you know it.[/SIZE]
[SIZE=10pt] [/SIZE]Elise
[SIZE=10pt]It really is a disgrace that the largest, most profitable carrier in the world can be so greedy and so glib about how they screw over their employees. Not only does AA have the worst health benefits plan in the industry, a fact they skirt around by saying they are “competitive with companies around the same size”, like Walmart or McDonalds, but they also have the lowest pay in the industry and they are the only major carrier that does not offer their employees profit sharing, on top of all this they add plans that very few of its employees need and use that as a pretext to raise everyones costs by up to 12%. [/SIZE]
[SIZE=10pt]Yep this merger is sure working out great isn't it? [/SIZE]
[SIZE=10pt]Generated by American Airlines on 2015-09-09-07:00[/SIZE]
[SIZE=10pt]1[/SIZE]
[SIZE=24pt]A message about this year’s Annual[/SIZE]
[SIZE=24pt]Enrollment[/SIZE]
[SIZE=10pt] [/SIZE]Dear Team,
[SIZE=10pt]It’s that time of the year (not the holidays, but those are fast approaching, too) … Annual Enrollment Season![/SIZE]
[SIZE=10pt]Selecting medical and retirement benefits is truly the most wonderful time of the year. [/SIZE]
[SIZE=10pt]Really? For whom? [/SIZE]Being reminded that we have to pay out thousands of dollars for medical coverage on top of drastically reduced compensation?
[SIZE=10pt]2015 is especially important because we’re merging 401(k) programs, meaning everyone will need to make new investment choices. It’s equally important because you’ll be selecting your medical coverage for 2016, and with medical costs continuing to rise, we have to continue educating ourselves on becoming smarter consumers of the[/SIZE]
[SIZE=10pt]medical system at large.[/SIZE]
[SIZE=10pt]First, the facts: [/SIZE][SIZE=10pt]Annual Benefits Enrollment will run Oct. 12 through Oct. 23. We’ll have numerous on-site Benefit Fairs (the schedule is available [/SIZE][SIZE=10pt]here[/SIZE][SIZE=10pt]). Our service center partner, Aon Hewitt, also runs a call center based right here in Texas (yee haw pardners!) and in Charlotte (home of some of the best pulled pork BBQ anywhere). We’re moving in the right direction on improving our service center quality, and this will remain a goal for us into 2016 and beyond.[/SIZE]
[SIZE=10pt]Next up, the costs: [/SIZE][SIZE=10pt]They’re rising (FOR EMPLOYEES, despite record profits in the BILLIONS , lowest wages in the industry, worst pension, worst retiree medical , and only major carrier without profit sharing in the industry, they are passing additional medical costs on to us) . No other way to say it. The increase is a byproduct of the experience within each plan (meaning how much usage the plans get). American continues to pay about 80% of the total cost,[/SIZE]
[SIZE=10pt]while employees pay the remaining 20%. [/SIZE]
[SIZE=18pt]Thats a Lie. [/SIZE]
[SIZE=18pt]AA may pay 80% of the claims submitted and accepted* but not 80% of the "Total Cost", not even close. Much of that 80% they cover is with money paid by employees for coverage. In some cases not only does AA pays nothing but they make money that they use to offset costs for very ill employees and dependants because the employees contributions for coverage exceed the claims they put in. [/SIZE]
[SIZE=18pt]Lets say an employee used a total of $5000 in medical services in a year, without even factoring in the deductible, the most AA would be paying is $4000, are any of the plans offered by AA less than $4000 per year? If not then in reality AA paid zero for medical because they collected money from the employee to pay those bills. [/SIZE]
[SIZE=18pt]Sure some employees have massive bills, but there are also many employees that have very little medical expenses. While the company may still be writing out checks for hundreds of millions of dollars much of that money comes from premiums paid by employees to American Airlines. Then they use the money employees pay for premiums to American Airlines as part of their 80%, in fact much of that money comes out of employees pockets. [/SIZE]
[SIZE=18pt]So the fact is that AA never pays 80% of the "Total cost", they may pay 80% of the claim they accept but even if someone had $1million in Total Medical costs that AA accepted AA would not have paid 80% of Total costs after the Premiums, deductibles, copays etc are factored in. [/SIZE]
[SIZE=18pt]*[/SIZE][SIZE=13pt]As anyone who has ever submitted medical bills associated with a serious illness knows the company often rejects claims and the employee has to fight to get them to pay, and are not always successful as the company will claim that the expense, even when incurred upon the advice of the Doctor picked from AA's list, is not a "covered expense". [/SIZE]
[SIZE=10pt]The cost share ranges depend on what plan you’re in. Our cost share[/SIZE]
[SIZE=10pt]percentages are extremely competitive and indeed much better than what most companies offer. [/SIZE]
[SIZE=10pt]But they are the worst in this Industry. We pay more for less than any other major carrier.[/SIZE]
[SIZE=10pt]Even so, our increases this year are 8 percent for the Standard and Core plans, which is slightly below the national average for plans offered by companies our size. [/SIZE]
[SIZE=10pt]But much more than other airlines.[/SIZE]
[SIZE=10pt]For those in the Value plan or who remain in the legacy US Airways[/SIZE]
[SIZE=10pt]plans, the increases are 10-12 percent – mostly due to high utilization and specialty drugs.[/SIZE]
[SIZE=10pt]Herein lies the key question: [/SIZE][SIZE=10pt]How can you manage in a world where costs continue to increase at a pace higher than inflation? [/SIZE]
[SIZE=10pt]Good question, because that’s exactly what the company has expected us to do with our reduced compensation. Our real compensation has decreased by around 50%, meaning that in order to maintaion our standard of living we would need to work twice as many hours. And despite record profits how is the company trying to help us? By jacking up medical another 12%!!!! So as the company's profits continue to soar, profits they do not share with us, please tell us how to manage in a world where costs continue to rise at a pace much much higher than our compensation from the most profitable carrier ever? [/SIZE]
[SIZE=10pt]First[/SIZE][SIZE=10pt], read your benefits information. Don’t toss those mailers in the trash or toggle over[/SIZE]
[SIZE=10pt]to Words with Friends when the e-mail comes in – read that stuff to see which plans are right for you and your family. I would also check out the Benefit Service Center before enrollment to see what plans you’re enrolled in today as you make your new selections. That part is easy – just go to [/SIZE][SIZE=10pt]my.aa.com[/SIZE][SIZE=10pt].[/SIZE]
[SIZE=10pt]Second[/SIZE][SIZE=10pt], research your provider and facility to ensure they’re in-network. That’s also on [/SIZE][SIZE=10pt]my.aa.com [/SIZE][SIZE=10pt]in the Health[/SIZE]
[SIZE=10pt]Resources section. Once you’re there, go to your administrator’s website (either Blue Cross/Blue Shield or[/SIZE]
[SIZE=10pt]UnitedHealthcare depending on the state you live in). From that site, you can research preferred providers.[/SIZE]
[SIZE=10pt](You can also call your plan administrator – Blue Cross/Blue Shield at 877-235-9258, or UnitedHealthcare at[/SIZE]
[SIZE=10pt]800-955-8095 – [/SIZE][SIZE=10pt] [/SIZE]and they will help you determine if your provider is in-network.)
[SIZE=10pt]Third , take advantage of preventative care. Every one [/SIZE]of our plans offers free or extremely-low-flat-fees for
[SIZE=10pt]preventive visits and wellness screenings. Use them. (Men, I’m talking to you here. )[/SIZE]
[SIZE=10pt] [/SIZE]
[SIZE=10pt]Lastly , and most obviously, take control of your own health. [/SIZE]
[SIZE=10pt]Yes you need to take better care of yourself as you have to now work 80 hours to pay for what 40 hours used to get you. AA has so much money they dont know what to do with it, one thing for sure though is they are doing their best to make sure it doesnt end up in our pockets. [/SIZE]
[SIZE=10pt]Much of this counsel (of which I have to remind myself daily) is about eating healthy stuff, managing portion control, moving our bodies some way, every day; you know, all the basics that thwart some of the longer-term chronic health issues that drive up costs for everyone.[/SIZE]
[SIZE=10pt]Hmm, studies show that shift work leads to chronic and often fatal ailments such as heart disease, Diabetis, and even Cancer (all of which are driving up costs as our workforce ages and decades of abuse come to bare) but there is no move whatsoever by this management team to deal with the destructive effects on our bodies [/SIZE]by working these odd hours as the lease out space to venders peddling junk food and move to ekiminate things such as 4-10s which allow our bodies more recovery time.
[SIZE=10pt] [/SIZE]
[SIZE=10pt]To that point, at the last State of the Airline I talked about some of the wellness programs we’re bringing online to help. One of those is a test program called Naturally Slim. We have more than 1,000 employees signed up to participate in this program that educates and creates an accountability process on how to eat smart and lose weight … and in return, reduce your chances of developing serious, chronic diseases. If it goes as well as we think it will, we’ll roll it out more broadly during Annual Enrollment 2016. So come on beta group, we’re all rooting for you![/SIZE]
[SIZE=10pt]And now, the administrative stuff. [/SIZE][SIZE=10pt]We’re making some administrator changes to simplify the maze of[/SIZE]
[SIZE=10pt]confusion that is healthcare administration. Within the legacy US Airways plans, Blue Cross and Blue Shield of[/SIZE]
[SIZE=10pt]Texas will administer all medical coverage instead of Anthem. There isn’t going to be any significant disruption to the service providers, though, as the two companies share the same national network of facilities and providers. We’re also consolidating all pharmacy administration under Express Scripts. This will include Express Scripts Smart 90 program, which allows you to refill your 90-day prescriptions through mail order or at your local CVS- or Safeway-owned retail pharmacy – all at the same low cost. Vision coverage will also move to EyeMed with lower premiums and out-of-pocket costs, and a larger network than our previous administrators.[/SIZE]
[SIZE=10pt]I will not eat green eggs and ham; I will not eat them Sam-I-Am. [/SIZE]That was just to see if you were still
[SIZE=10pt]reading. Our 2016 Core plan, which is the high-deductible plan, has some new offerings. These include a set amount to assist with in vitro fertilization, an option for cryopreservation (egg freezing), [/SIZE]
[SIZE=10pt](really? Then you complain about costs going up? Most of our members are over 50, no point in freezing those eggs.)[/SIZE]
[SIZE=10pt] [/SIZE][SIZE=10pt]and assistance with Applied Behavioral Analysis (ABA) for children with autism spectrum disorders. All of these are programs designed to adjust our coverage as science progresses and allows for new and tested treatments. [/SIZE][SIZE=10pt]There’s an app for that. [/SIZE]
[SIZE=10pt]I’m confused, how does adding treatments for infertility reduce costs for treating health problems? [/SIZE]
[SIZE=10pt]We’re introducing Doctor on Demand, which gives you the ability to visit a doctor[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]24/7 using your camera-enabled computer, smartphone or tablet. The program provides affordable diagnoses[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]and access to prescriptions for a wide range of medical conditions including colds, flu, headaches and sinus[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]infections. Doctor on Demand will come in handy for times when you can’t see your regular doctor – like when[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]you’re traveling or your child is sick during the night or on weekends. And because we’ve gone tech crazy ([/SIZE][SIZE=10pt]have you hugged your technology partner today?)[/SIZE][SIZE=10pt], we’re starting a partnership with WebMD (it’s more than just a[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]symptom checker) for our wellness program that will include rewards for exercising, eating healthy, losing weight[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]and more.[/SIZE]
[SIZE=10pt]American goes smoke free. [/SIZE][SIZE=10pt]This change is huge, be forewarned. Many of you will remember reading about American Flight Attendant Patty Young who started a campaign to create a smoke-free environment more than 50 years ago. Patty’s work to eliminate smoking began on the airplane, and her advocacy was a driving force behind legislating the smoke-free environment we all enjoy today when we fly. Patty was a pioneer long before the science and corporate America supported her, but today is a different and new day. Continuing to carry[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]Patty’s vision forward, American will become a smoke-free company in 2016. That means smoking on our[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]campuses, including our training centers, headquarters, support buildings, call centers, etc. will no longer be[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]facilitated. We will no longer have designated smoking areas on our campuses. While this is a new policy for[/SIZE][SIZE=10pt] [/SIZE][SIZE=10pt]American, it is a rapidly growing trend and many companies such as Alaska Airlines, AT&T, Boeing and IBM have[/SIZE]
[SIZE=10pt]gone smoke-free as well. [/SIZE]
[SIZE=10pt]And I bet all those companies have better, less out of pocket cost medical plans than AA does. [/SIZE]
[SIZE=10pt]This April, [/SIZE][SIZE=10pt]the National Institute for Occupational Safety and Health [/SIZE][SIZE=10pt] [/SIZE]noted the trend
[SIZE=10pt]and recommended that all workplaces become tobacco-free immediately. T[/SIZE][SIZE=10pt]o aid those who desire assistance with smoking cessation, we’ll have additional resources available during Annual Enrollment for you. I have more to share on this, so please visit [/SIZE][SIZE=10pt]Jetnet[/SIZE][SIZE=10pt] .[/SIZE]
[SIZE=10pt]We’re not channeling our inner Beyoncé “put a ring on it” quite yet. Following the historic[/SIZE]
[SIZE=10pt]Supreme Court decision to extend full marriage rights to same-sex couples in all states, we’ve been reviewing our benefits, policies and procedures to thoughtfully determine what changes we need to make as a result. Our current policy of offering benefits coverage for same-sex domestic partners was put in place to provide fair coverage for those that could not legally marry. Since same-sex marriage is now legally-recognized in all states, we’ve decided to use a phased approach to changes that will occur to same-sex domestic partner medical, dental, vision, AD&D and life coverage. This coverage will continue in 2016 but will be discontinued January 1, 2017. This approach will allow time to make any personal arrangements given this historic change. As easy as it might be to think same-sex couples will be lining up for marriage, the reality is discrimination and negative bias[/SIZE]
[SIZE=10pt]still exist and unfortunately, as we can see in the news, full equality is not yet covered by law across the nation. We are mindful of that reality as we transition to full equality for opposite- and same-sex spouses across the board. All domestic partners, regardless of gender, will still have travel privileges at the same level as a spouse, with proper documentation of the domestic partner relationship.[/SIZE]
[SIZE=10pt]Wayfinding. [/SIZE]If you have questions about any of this, visit [SIZE=10pt]my.aa.com [/SIZE][SIZE=10pt] [/SIZE]or contact the American Airlines Benefits Service Center at 888-860-6178, Monday through Friday from 9 a.m. to 6 p.m. CT.
[SIZE=10pt]In closing, I know this is a ton of information to absorb, and if you’re still reading, I thank you. I also know I’ve laid out some controversial changes and delivered not great news on premium increases. Your leadership team and the HR team are here to answer questions and explain these decisions further if you desire. If you walk away with nothing else, know our team is working hard for each of you to make American’s benefits the best in the business and to make it easy to navigate the best benefits for you and your family. We work for you.[/SIZE]
[SIZE=10pt]Now drop, hold plank for a full minute, and think about Annual Enrollment. It’ll be here before you know it.[/SIZE]
[SIZE=10pt] [/SIZE]Elise
[SIZE=10pt]It really is a disgrace that the largest, most profitable carrier in the world can be so greedy and so glib about how they screw over their employees. Not only does AA have the worst health benefits plan in the industry, a fact they skirt around by saying they are “competitive with companies around the same size”, like Walmart or McDonalds, but they also have the lowest pay in the industry and they are the only major carrier that does not offer their employees profit sharing, on top of all this they add plans that very few of its employees need and use that as a pretext to raise everyones costs by up to 12%. [/SIZE]
[SIZE=10pt]Yep this merger is sure working out great isn't it? [/SIZE]
