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<blockquote data-quote="Inthegame" data-source="post: 3614831" data-attributes="member: 37112">No. Lots of Teamsters don&#039;t work at UPS. Some UPSers aren&#039;t dues payers so not Teamsters but still are participants of benefit plans.Not sure what you&#039;re referring to when you state &quot;monetary contribution&quot; plan, unless you&#039;re mixing terms with a defined contribution plan, such as a 401Ktype plan. For participants in the UPS defined benefit plans, the company contributes the same negotiated rate. Some supplements and riders differ from the UPS plan with their negotiated contribution amounts, but generally they&#039;re all close.&nbsp;Do more research. Participating Employers must contribute their negotiated amounts according to the terms of their Trust Agreements, usually monthly. Failing to make the required contributions timely opens the door for penalties on the delinquent party. Plans do not adjust their monthly benefits payout to their members annually according to plan performance.You&#039;re describing a defined benefit plan. Some plans pay $ per hour capped at 40, some pay the negotiated weekly rate at the first punch.Who&#039;s blaming the rank and file for funding issues? Full time positions did grow in the 80&#039;s and 90&#039;s. And the 22.3 combo jobs were created in the &#039;97 CBA, adding many UPS&#039;ers to full time contributory status. Remember the stock market tripled in value in the 90&#039;s, far outpacing the recent gains. All plans were riding high.The law at the time required plans to improve benefits under those conditions.The worst thing plan admins and trustees did was not checking their crystal balls.</blockquote>

[QUOTE="Inthegame, post: 3614831, member: 37112"] No. Lots of Teamsters don't work at UPS. Some UPSers aren't dues payers so not Teamsters but still are participants of benefit plans. Not sure what you're referring to when you state "monetary contribution" plan, unless you're mixing terms with a defined contribution plan, such as a 401K type plan. For participants in the UPS defined benefit plans, the company contributes the same negotiated rate. Some supplements and riders differ from the UPS plan with their negotiated contribution amounts, but generally they're all close. Do more research. Participating Employers must contribute their negotiated amounts according to the terms of their Trust Agreements, usually monthly. Failing to make the required contributions timely opens the door for penalties on the delinquent party. Plans do not adjust their monthly benefits payout to their members annually according to plan performance. You're describing a defined benefit plan. Some plans pay $ per hour capped at 40, some pay the negotiated weekly rate at the first punch. Who's blaming the rank and file for funding issues? Full time positions did grow in the 80's and 90's. And the 22.3 combo jobs were created in the '97 CBA, adding many UPS'ers to full time contributory status. Remember the stock market tripled in value in the 90's, far outpacing the recent gains. All plans were riding high. The law at the time required plans to improve benefits under those conditions. The worst thing plan admins and trustees did was not checking their crystal balls. [/QUOTE]

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