The point remains. The typical rank and file Teamster refuses to look past next weeks paycheck. YRC should, for the benefit of all their employees, present a take it or leave it offer in order to remain viable, allow them to pay down debt, return to profitability, provide job security for all employees from CEO on down, expand their customer base and create the ability to hire and retain employees in every classification. Will the YRC employees vote to stay employed or vote to shut it down?
Post # 25 was a series of questions starting with "do you think". Read it again. NEVER did I say $100.00 a week would fund pensions. So I will ask those questions again.
Given a finite amount of money,
What would you cut to restore full pensions?
Will the rank and file accept cuts to healthcare to restore pensions?
Will the members agree to healthcare co-pays and deductibles?
Will the members ratify a contract with a $100.00 a week deduction for insurance premiums?
The answer to those questions are nothing and no.
I will add a question. What are the members willing to accept to secure their future?
Your non union competition doesn't require one size fits all healthcare. Employees have choices. Different co-pays, deductibles and premiums based on their family needs. They offer tax free HSA plans to their employees. Your competition offers matching 401K plans so the employee never has to worry about a third party fund going broke or changing the rules for their retirement.
The real difference is that your competition trusts the employee to make decisions and take personal responsibility for their future. Teamsters reject that common sense approach.