Welcome to your new Local 7898 Website

 New information is now on the President's Blog page.

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to find even more useful information.

November 4, 2009
I have been officially notified that we have been certified for the TAA benefit program.  This is great news.  Our petition number is #71205 and the certification was posted on the Department of Labor Website.

October 15, 2009

Attention All ArcelorMittal USA Active Employees:

(Employees of Columbus, I/N Tek, I/N Kote, Minorca Mine, Monessen, Piedmont, LaPlace, Harriman and Tubular Products, please disregard).

Open Enrollment for 2010 is scheduled to begin Monday, Oct. 19, 2009, and continue through Friday, Nov. 13, 2009. Open Enrollment materials are being mailed this week to reach your homes on or before Oct. 19, 2009.

Open Enrollment is an opportunity for you to annually review your choices (and make changes for the coming year) regarding healthcare coverage (including who is covered under that coverage); enrolling or re-enrolling in a Flexible Spending Account and Optional Life and AD&D coverage levels (if any).

Watch for additional announcements, reminders and tips throughout the Open Enrollment period.

Sincerely,

Employee Benefits
ArcelorMittal USA

Click below for the link to Workforce Center.

Georgetown Workforce Center

We want the membership to know that this website is to help them better understand the unemployment process and also to assist them with their training options.  On the Workforce Center page, click on the button on the left titled “Workforce Investment” under the training button.

Important Information for Laid Off Steelworkers:
Key Changes Make COBRA Health Care Continuation
More Accessible  

Healthcare is a critical issue for anyone in a job loss situation, and finding affordable coverage is often incredibly difficult.  Federal law allows workers who experience certain types of job loss – including a layoff – the right to continue an employer’s group health benefits under a program called COBRA.  Individuals normally have to pick up the cost of the entire premium.  For this reason, COBRA is often out-of-reach for people getting by on an unemployment check.  A new change in the law is making COBRA more accessible.

Key Change in Recently-Passed Economic Recovery Act Makes COBRA More Affordable

The federal government will pay 65 percent of COBRA premiums for individuals (and their eligible dependents) who (1) are eligible due to an involuntary job loss occurring between September 1, 2008 and December 31, 2009, and (2) make less than $125,000 a year. Those who elect COBRA must pay the remaining 35 percent (the employer collects) and include the value of the 65 percent subsidy in their taxable income. The subsidy will last nine months, ending sooner if the individual becomes eligible under another group plan or Medicare. 

How Do Individuals Take Advantage of the Subsidy?

Employers must notify eligible individuals who lose or lost their jobs between September 1, 2008 and December 31, 2009 of the new COBRA information and provide eligibility forms.  Notices should be sent out before mid-April.  Individuals who did not elect COBRA coverage when they first lost their jobs or who stopped making premium payments and lost coverage will be given another 60-day period to elect COBRA after the notice arrives. 

Are There Any Special Circumstances?

Yes.  For instance, if an employer went out of business and terminated the health care plan, leaving employees ineligible for COBRA, those individuals still would not be eligible. Or, if a laid-off individual’s spouse has family coverage, the individual could still elect COBRA, but would not be eligible for the subsidy.  For more information on these circumstances and other details on the subsidy, please see the “COBRA Subsidy Info” section on the Make Our Future Work site at www.makeourfuturework.org.

Other Resources Available for Laid Off Workers

For an updated version of the Resource Guide for Laid Off Steelworkers click HERE or visit the Make Our Future Work site at www.makeourfuturework.org.   

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