2008 Woodie Awards
Proposed health care changes stir concern among faculty, staff
Matt Twillman
Issue date: 11/17/05 Section: News
- Page 1 of 1
Changes to Central's employee health care plan could lead to drastically-rising costs for certain faculty and staff members.
While Central will continue to cover 100 percent of the premium for health care for University employees, under the new plan set to start in the middle of December, faculty and staff members with dependents covered by Central's health care will see significantly increased monthly costs.
Employees who have spouses covered by the plan may see their monthly rate increase by $79. Employees with a child will see a $55 per month increase and family coverage will go up as much as $125 a month.
The increases have caused some Central employees to seek outside health care for their spouses and children. While the premiums are smaller, so is the coverage they receive. Others are forced to contemplate the necessity for an additional job.
There has been talk about eliminating future employee raises to help make dependent health care cheaper. This idea has been met with some resistance, noting the ever-increasing costs of energy and living expenses and the impact even small raises would have on them.
Some think Central should use health care plans similar to other universities. Compared to other universities, Central's coverage for employees and retirees is above average, however, the coverage for employees' dependents is below average. Central pays only for the employee and nothing for dependents, while most universities cover about 70 percent of family health care costs. About five percent of universities go as far as paying the entire family cost.
"I would be happy if we could be competitive with other universities. "It would make a difference for the retention of faculty and staff, and would make them much happier and healthier," Odin Jurkowski, an assistant professor with Library Sciences and Information Services, said.
Another alternative would be for Central to allot the same amount of money to every member of the faculty and staff. Those with dependants could then use the money to help cover health care costs and those without could use at their discretion.
"I just think that all of us employees should all have the same opportunities," Fran Krangas, academic coordinator, said.
Richard Dryden, the coordinator in the Multimedia Classroom Services, has another idea.
"We have a nursing school on campus with students who need experience," Dryden said. "Perhaps there would be some way we could tie our CMSU community's health care and the Nursing School to the benefit of us all."
Some employees believe if health care premiums do not become more affordable, it may affect the recruitment of new, young faculty members.
One thing is for sure; by mid-December, employees with already tight budgets may see them get even tighter.
For faculty and staff responses to the proposed health care changes, see Letters to the Editor on page 6.
While Central will continue to cover 100 percent of the premium for health care for University employees, under the new plan set to start in the middle of December, faculty and staff members with dependents covered by Central's health care will see significantly increased monthly costs.
Employees who have spouses covered by the plan may see their monthly rate increase by $79. Employees with a child will see a $55 per month increase and family coverage will go up as much as $125 a month.
The increases have caused some Central employees to seek outside health care for their spouses and children. While the premiums are smaller, so is the coverage they receive. Others are forced to contemplate the necessity for an additional job.
There has been talk about eliminating future employee raises to help make dependent health care cheaper. This idea has been met with some resistance, noting the ever-increasing costs of energy and living expenses and the impact even small raises would have on them.
Some think Central should use health care plans similar to other universities. Compared to other universities, Central's coverage for employees and retirees is above average, however, the coverage for employees' dependents is below average. Central pays only for the employee and nothing for dependents, while most universities cover about 70 percent of family health care costs. About five percent of universities go as far as paying the entire family cost.
"I would be happy if we could be competitive with other universities. "It would make a difference for the retention of faculty and staff, and would make them much happier and healthier," Odin Jurkowski, an assistant professor with Library Sciences and Information Services, said.
Another alternative would be for Central to allot the same amount of money to every member of the faculty and staff. Those with dependants could then use the money to help cover health care costs and those without could use at their discretion.
"I just think that all of us employees should all have the same opportunities," Fran Krangas, academic coordinator, said.
Richard Dryden, the coordinator in the Multimedia Classroom Services, has another idea.
"We have a nursing school on campus with students who need experience," Dryden said. "Perhaps there would be some way we could tie our CMSU community's health care and the Nursing School to the benefit of us all."
Some employees believe if health care premiums do not become more affordable, it may affect the recruitment of new, young faculty members.
One thing is for sure; by mid-December, employees with already tight budgets may see them get even tighter.
For faculty and staff responses to the proposed health care changes, see Letters to the Editor on page 6.