International Brotherhood of DuPont Workers

 

Jim Flickinger - President      Tony Davis - Vice President

Donny Irvin- Secretary/Treasurer 

Kenneth Henley - General Counsel 

"Workers Representing DuPont, Bemis and INVISTA Workers"

 

2004 HEALTH CARE CHANGES

DuPont and DuPont Dow recently announced its health care changes for 2004.  Although the increase in health care premiums for employees increased only 5 percent , the increase to pensioners and survivors was much more significant.

Employee Health Care Options And Amount Of Increase:

Point of Service (options P or B) - Cigna

Plan Employee Only Employee Plus One Employee Plus Family
Current Premium $51.75 $103.50 $155.25
Amount of 2004 Increase $2.50 $5.00 $7.25
2004 Premium $54.25 $108.50 $162.50

 

Consumer Choice (option U) - Aetna

Plan Employee Only Employee Plus One Employee Plus Family
Current Premium $38.50 $77.00 $115.50
Amount of 2004 Increase $2.00 $4.00 $6.00
2004 Premium $40.50 $81.00 $121.50

 

Preferred Provider (not offered at all sites) - Anthem/Blue Cross

Plan Employee Only Employee Plus One Employee Plus Family
Current Premium $65.75 $131.50 $197.25
Amount of 2004 Increase $3.25 $6.50 $9.75
2004 Premium $69.00 $138.00 $207.00

 

Pensioners who are Medicare Eligible - premiums will increase 9%.

Premiums will increase from $43.50 to $47.50

 

 

Pre-Medicare pensioners - premiums will increase 30%.

Premiums will increase from $63.50 to $83.00

 

For 2004 - there will be NO STOP-LOSS or CO-PAY CHANGES for employees or pensioners.

According to DuPont's PlainTalk - October 2003 Edition: 

Employee medical premiums will be increasing 5 % for 2004.  Compared to the double-digit medical plan cost increases reported nationally, this is great news. The two principal factors that helped us beat the national averages were (1) careful use of health care dollars by employees and their dependents and (2) plan design changes made during 2002 -2003 that increased the incentives for consumerism.

Employees' actions are helping to suppress medical plan cost increases.  As a group, employees are becoming knowledgeable users of health care.

 

Last year was the first year where SURVIVORS were actually put into a position where instead of receiving a spouse survivor benefit from the Company - they now have to pay the Company for their health care benefits.

So What Is The Answer? 

To Learn More Click On The Following.

Back Home..      History Of DuPont's Managed Care

Send mail to jimflickinger@dupontworkers.com with questions or comments about this web site.