IFPTE 21 Header Image
Join Local 21
Retirement Resources for Local 21 Members and Public Employees spacer

page (1), 2, (3)

graphic
CCSF Subpage on Retirement and GASB
Menu down graphic The City and County of San Francisco is attempting to use the implementation of GASB 45 as a pretext for a cost saving strategy which aims to cut important retiree medical benefits.

CCSF made no secret of its plans to introduce a charter amendment that would go before voters in June 2008 and slash retiree health benefits for new employees, despite the fact that it already has one of the worst pension plans in the State and major difficulties in recruiting and retaining employees.

While the City argued the necessity of such drastic measures because GASB's new reporting requirements could potentially impact bond ratings, Local 21 has always maintained that across the board cuts hurt employees, the City, and San Francisco residents. CCSF's liability was accrued over many decades, and it is naive of the City to believe that short term fixes and blind cuts will provide a sustainable solution to the City's problems.

This convergence of events presented a unique opportunity for labor to take the lead on reducing retiree health care costs through a responsible, sustainable approach that upholds the commitment CCSF has made to its career employees. In September 2007, Local 21 played a leadership role in the development of the Coalition for Pension Reform (CPR), a coalition of San Francisco labor groups dedicated to examining and addressing both retiree health care and pension reform as a single, inter-related challenge and opportunity. The coalition - which is led by San Francisco Labor Council's Tim Paulson, includes all of the affiliated public employee unions and employee associations in San Francisco including IAFF Local 798, IBEW Local 6, IFPTE Local 21, Machinists Local 1414, MEA, Plumbers Local 38, POA, SEIU 1021, SFBTC, TWU Local 200, and TWU Local 250-A.

Local 21 and CPR are continuing to ensure that any changes to retiree medical benefits occur alongside a pension enhancement, and that both are a part of any GASB-related charter amendment that does before voters in June 2008. After negotiations with CCSF came to a stand-still, CPR submitted an alternative ballot measure that proposes moderate improvements in city employee retirement benefits to offset temperate reductions in new employee health benefits after retirement. By making pension modifications that encourage longer service, Local 21 and CPR are advancing good public policy that is also good for workers. Local 21 is dedicated to its role as a Coalition member and as a leader in the struggle for maintaining retirement benefits earned by public employees in all its Bay Area chapters.

The battle Local 21 is fighting in San Francisco will undoubtedly set the climate for how other public employers in the Bay Area begin to approach GASB 45 and retirement issues. As a union dedicated to protecting the rights of public servants and simultaneously promoting good governance, we firmly believe that any changes and cost savings need to occur without resorting to givebacks. Providing sustainable health care to career employees - active and retired - is an obligation.

This page contains further information and research conducted by Local 21, Local 21 on behalf of CPR, and other groups across the country working to address cutbacks in pension and retiree medical benefits.

 How does CCSF's retiree medical and pension benefits compare to other public employers in the Bay Area? What does the final Charter Amendment language say?
What did earlier versions of the opposing CPR's charter amendment and CCSF's amendment look like? How do these two ballot measures compare?
 Stay updated on Local21's work with CPR
graphic
Safeguarding Public Employees' Pension Benefits
Menu down graphic CCSF employees have one of the lowest pension benefits in the state (2% @ 60). Largely due to its sub-par retirement, it has also had major difficulties in recruiting and retaining highly skilled employees - many of whom opt for positions at other public agencies and private employers who are more equipped to equitably compensate their employees for the highly specialized and needed skills they offer. Local 21 believes that recruiting and retaining Professional and Technical workers is of the utmost importance in building a stronger and more efficient City, and this can only be done by safeguarding the retirement benefits so many individuals forgo higher private sector salaries for.

CCSF has one of the state's most unique retirement plans. The San Francisco Employees Retirement System (SFERS) was created in 1880, and its current structure was adopted through the City Charter in 1932. Any changes to retirement benefits must be approved by San Francisco voters. Since 1928, votes have considered 114 proposals to retirement benefit modifications. Of these 114, 75 modifications have been adopted (39 rejected). In June 2008, voters will once again be asked to decide the future of San Francisco's public employees through completing ballot measures put forth by the Coalition for Pension Reform (CPR) and CCSF.

Among Local 21's other chapters, most offer retirement benefits through CalPERS, except for Alameda County, the City of San Jose, Contra Costa Water District, and East Bay Municipal Utilities District, which each have their own retirement systems.
graphic
Pension links and resources
    Where does CCSF's pension benefit stand in comparison to other Bay Area employers?
    What types of service requirements do these same employers have for retiree medical?
    External Pension Links
graphic

page (1), 2, (3)

 

back
spacer