A
Response to Larry Cook
GE Attacks Our Medical
Benefits — Again!
There can be no doubt that GE is
sharpening its sword in preparation for what they hope
will be yet another round of medical insurance cost
shifting onto the backs of GE workers and even GE retirees
in the upcoming National Contract negotiations. As part of
the softening up process, GE is actively spreading its
line on our medical plan in company newsletters and other
communications. We can expect this to continue right
through June and beyond.
If you haven’t seen it already, the
company at your location will be distributing a lengthy
"interview" of GE Health Benefits "Program
Leader" Larry Cook. Cook has been a fixture at the
last several sets of negotiations. He can be counted on
every three years to come up with a large list of cost
shifting items which he invariably presents to the union
as part of "GE’s effort to find new
solutions." This process has been ongoing since 1985.
During that time GE workers have absorbed literally dozens
of cost shifting items while managing to beat back scores
more that GE wanted to impose. While our co-pays,
deductibles and contributions (including 9.5 cents in COLA
raises withheld from our paychecks for the rest of our
lives as GE workers) have skyrocketed, GE continues to
search for new ways to get away with dumping even more on
us. But GE workers are not fools. We know that the company
has an embarrassment of riches, and we’re fed up with
eating more and more of the insurance bill. That is the
real problem for which GE is trying to "find new
solutions."
GE’S PROGRAM
What specifically is GE after? We don’t
even have to guess about it. In a presentation made last
fall to UE leaders, GE laid out its intentions very
clearly. The following is taken from that presentation:
GE
Health Benefits |
2000
Union Negotiations |
|
Potential
Options |
|
GE
Health Care Preferred
|
|
GE
Medical Benefits |
|
Both
GEHCP & GEMB |
|
|
Prescription
Drugs
|
-
Increase
co-pays
-
Limit
days supply
-
Reduce/eliminate
coverage for out-of-network pharmacies
-
Reduce
size of network
-
Expand
medical reviews
-
Eliminate
subsidy for brand drugs when generic Rx
available (post 65)
-
Adopt
list of preferred drugs, pay extra for other Rx
in therapeutic class
-
Delay
or limit coverage for new drugs
-
Balance
retail/mail co-pay incentives
|
|
Tough
choices ahead ... need to find new solutions |
This pretty much speaks for itself,
although we would note that GE is zeroing in particularly
on prescription drugs. This despite the fact that the 1997
negotiations saw sharp increases in costs to employees
combined with reductions in coverage for drugs.
Normal prescription dosages were reduced from 30 to 21
days and GE has essentially ceased paying for non-generic
drugs. But like the proverbial dragon GE is back for more
– lots more – this time around.
COOKING UP A
FAIRYTALE
You have to give GE credit for one thing.
They have an ingenious ability to make the outrageous
sound eminently reasonable. Let’s take a closer look at
GE’s arguments.
|
|
|
You have to give GE credit for one thing.
They have an ingenious ability to make the outrageous
sound eminently reasonable |
|
|
GE’s constant refrain is that their
medical costs are increasing. In order for them to make
this claim they always express medical costs on a per
person basis. Thus Cook states that GE spends almost
$7,000 "per employee" on health benefits
for employees and dependents. But of course as we all
know, GE has dumped about a quarter million employees
during the Welch era! By expressing medical on a per
person basis, GE obscures the fact that in aggregate
terms, much of their medical costs have been flat or even declined
in recent years since so many fewer people are employed!
To illustrate, let’s look at GE’s
costs for the basic medical plan including both the
regular Comprehensive Medical Benefits Plan (CMB) and
Health Care Preferred (HCP), as well as its various HMO
arrangements. Using GE’s own figures, aggregate costs
for this insurance peaked in 1992 at $916 million. Last
year, 1999, it cost them just $719 million - nearly $200
million less, which comes to a 21.5% decrease. Why?
There are three reasons: cost shifting to employees; more
employees opting for or in many cases being driven into
HCP which costs less; and the biggest reason — fewer
people covered. In 1992, GE covered 247,000 family units.
Last year they were down to 182,000 family units,
including pre-65 retirees. In other words, GE lays us off
by the thousands thereby saving a bundle on insurance
among other things, and then complains that their per
employee costs are up justifying another round of cost
shifting! GE’s statistical sleight of hand with
insurance costs would make Harry Houdini envious.
THE
HEALTHY AND THE WEALTHY
Another way to view GE’s insurance costs
is to ask how significant they are in the overall health
of the company. GE claims to have spent more than $1
billion for medical, dental, prescription, and vision care
expenses last year which Cook claims is paid directly by
each GE business. (He conveniently forgets to mention that
everything GE pays for medical benefits is completely tax
deductible). But no matter – $1 billion is a big number
to contemplate. But is it a big number for GE? Not really.
Even accepting GE’s $1 billion figure as
correct, this comes to only about 6.4% of GE’s
gross profits (before taxes) of $15.5 billion for 1999. Let’s
compare this with a decade earlier in 1989. In 1989 GE had
gross profits, of $5.7 billion or about a third of what
they grossed last year. According to GE figures, their
medical and dental costs for that year came to about $778
million, which in 1989 amounted to about 13.6% of gross
profits. Thus as a percentage of profits, GE’s medical
costs have declined by over 50% from 13.6% to 6.4%
in the last decade! Moreover GE’s insurance bill comes
to less than 1% of its gross revenues.
So it turns out that GE’s complaints
about rising medical costs are not even half truths. In
terms of actual dollars spent and expressed as a
percentage of profits and revenues, GE’s medical costs
have sharply declined. Even if they hadn’t, who is in a
better position to pay the medical bill? Is it hard
pressed GE workers, or is it a company that has spent over
$50 billion acquiring other companies in the last three
years alone?
CURRENT
CONTRIBUTIONS
A
DISGRACE
The average GE hourly paid worker with
dependents, in the $37,500 to $50,000 wage bracket, is
paying about $700 per year in contributions alone for HCP.
This does not count various co-pays. For those in CMB it’s
even worse. There the average is over $900 a year. Add in
deductibles and it’s over $1,300! We know GE is famous
for squeezing ever more juice out of the lemon, but we’re
bone dry now. We need lower, not higher
contributions, deductibles and co-pays, GE’s complaints to the
contrary notwithstanding.
MORE COOKED UP DATA
The Cook interview piece contains a number
of other inaccuracies and outright distortions. Not the
least of these is the statement that "on average,
employees of our competitors pay medical contributions
that are nearly twice those paid by our employees."
We have no idea what alleged
"competitors" GE is talking about. In fact we
have asked them to supply the list, and as yet they have
been unable or unwilling to do so.
One thing is for sure — GE can’t be
talking about foreign competitors. The U.S. is nearly
alone in the world in having a primarily private health
care delivery system. Most of the rest of the world enjoys
medical care as part of their country’s "social
contract." In Western Europe for example,
comprehensive cradle to grave medical care generally is
the rule for all citizens. Thus the employees of GE
European competitors Siemens (power generation), Rolls
Royce (aircraft engine) and Philips (lighting) to cite
just three examples have superior medical care without
even having to worry about it when they negotiate their
labor contracts.
Closer to home, the employees of GE’s
chief competitor in locomotives, the EMD division of
General Motors in Canada do not contribute to pay for
their medical insurance either. And costs to U.S.
aerospace industry workers are also way below those of GE
employees. So we don’t know who GE is talking about, and
we suspect they don’t know either. What we do know is
that in scores of UE contracts with much smaller firms,
workers are not contributing anywhere near what GE workers
do. We should be correcting this miserable state of
affairs, not making it worse.
CATASTROPHE IN THE
MAKING
The last point we will deal with concerns
the myth that GE insurance coverage is primarily for
"catastrophic" medical expenses. Cook notes that
up to $1.5 million of coverage is available per individual
and states as follows: "We can budget for the small
stuff, but the catastrophic coverage is really
important."
Coverage for expensive medical
catastrophes is important. But across the large GE
population, those who run up huge medical bills constitute
a small percentage. Typically, every three years, the
number of people who use the maximum amount of lifetime
benefits can be counted on the fingers of one hand.
The place where GE has concentrated its
cost shifting efforts is not surprisingly where the real
costs are — that is the initial or early dollar
payments for medical expenses. That’s why GE wants an
in-hospital deductible, deductibles for HCP, and bigger
co-pays for prescriptions and doctor visits, among other
items on their wish list. This is what Cook is referring
to when he says "We [meaning employees] can budget
the small stuff." This "small stuff" isn’t
small at all. If GE gets their way, it means several
hundred more dollars per year out of our pockets and many
millions back into theirs.
Our insurance is neither designed nor
intended to be merely a catastrophic plan. The basic plan,
negotiated in 1969-70 provided for first dollar
coverage of in-hospital expenses with no deductible, as
well as first dollar coverage for surgeons and diagnostic
procedures. Up through 1985, the total contribution for GE
workers was $100 per year for dependents, nothing for
individual insurance. Deductibles were $50 individual and
$125 family. The fifteen years since that time have been
by far the most profitable in GE history. They have also
been years of enormous cost shifting to employees.
Moreover while there have been very few improvements in
the Plan, we have also seen the erosion of many of our
benefits. Our dental, vision and Short Term Disability
benefits are lagging badly behind inflation. Close to 80%
of GE employees are enrolled in a medical option (HCP)
which is not even fully negotiable by the Union! Our
insurance is not a "catastrophic" Plan, but it
is in fact GE’s intention to impose what amounts to a
catastrophe on us come June.
GET UP - STAND UP!
We have between now and June 25 to raise
our voices and let GE know that we have no intention of
letting them Cook our goose on medical insurance yet
again. If you’re not involved in this struggle yet — it’s
time! |