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@Michael - you do not know the facts regarding the compensation between city and school employees and the overall city vs, school budget.

The WISE Union employees were the first to pay a 20% co-pay. The teachers soon followed by voluntaryly paying the 20% co-pay even though the contract did not require them too. The legacy costs associated with retired city employee for healthcare only is 5 times greater then for retired school employees.

Here are some of the facts I posted in February:

facts regarding financial aspects of the teacher contract compared to city contracts over the same 2003 - 2009 time period.

School teacher contact

1) 18.5 percent increase in pay.

2) No cap on out of pocket prescription drug cost.

3) Retirement healthcare benefit for teacher only after 30 years of service.

4) Retiree healthcare benefit terminates at age 65. NO future cost to city.

5) For the first time ever in city history, retired school employees pay for health benefits. No other contract to this day on the city side has that provision.

City employee’s contract 2003 - 2009

1) 21.25 percent increase in pay.

2) Cap of $600 on annual out of pocket prescription drug cost. City healthcare experts testified at the time that this cost over $1 million annually.

3) Retirement healthcare for both employee and spouse after working for only 10 years of service.

4) Retirement healthcare benefit for LIFE.

5) Retiree Healthcare benefit is free.

According to expert actuarial reports, based on these contract stipulations: CITY HEALTHCARE future cost is over $300,000,000 or 5 TIMES greater than school cost. This is the real financial time bomb driving up taxes every year.

From: Now the hard school choices

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