Weekly Outrage: Coast Janitors to be Laid Off - USM Forum -- Message Board

Date: Apr 22, 2005

RE: Weekly Outrage: Coast Janitors to be Laid Off

Date: Apr 22, 2005

I'll have to take issue with the comments about doctors here. Have worked at LSU School of Medicine, and with doctors here. You have excellent medicine being practiced in Hattiesburg. I'm mad at them for not speaking up for our College of Nursing, but I have tons of respect for the ones I know.

Date: Apr 22, 2005

quote:
Originally posted by: thankfully healthy
"There's no way I would have gone with the Mississippi state retirement plan. As a faculty member, I opted for TIAA/CREF. Nor do I have my insurance with the state plan. Too much money for too little service. I have a high deductable BC/BS and contribute to a medical savings account. My chief problem with the state healt plan is that you are limited to MD's in Mississippi. If I get sick, I don't want a doctor educated at that fourth-rate Medical school in Jackson working on me--that's a death wish. I'm headed to Ochsner where I can get an Ivy-league, Duke, or Vanderbilt trained doctor that will actually do me some good. "

You're telling me you get something different than the rest of us because you are faculty! Why! I may just be a secretary, making next to nothing, and stepped on everyday by faculty and administration both, but I should at least be offered the same opportunities! This steams my rear!

Date: Apr 22, 2005

There is a huge problem with the state plan if you move out of state--early retirement, etc. Unlike many other state plans (Texas for one) there are no "in plan" doctors out of the state. So you get very poor coverage on anything that is not critical.

Date: Apr 22, 2005

I think it's common for salaried employees to get a choice of retirement plan options. I was in TIAA at LSU, in the state plan at USM. I agree that ALL employees should get the same choices. Does anyone know why hourly employees don't have the choice?

Date: Apr 22, 2005

quote:
Originally posted by: LVN
"I think it's common for salaried employees to get a choice of retirement plan options. I was in TIAA at LSU, in the state plan at USM. I agree that ALL employees should get the same choices. Does anyone know why hourly employees don't have the choice?"

I am a salaried employee - level 12 - make approx. $31K/year.

Date: Apr 22, 2005

I was also Level 12, salaried. I thought I remembered being offered a choice. Somebody help us out here . . .

Date: Apr 25, 2005

quote:
Originally posted by: LVN
"I was also Level 12, salaried. I thought I remembered being offered a choice. Somebody help us out here . . ."

it sure did get quite . . . I'd still like to know why I'm a second class citizen compared to faculty.

Date: Apr 25, 2005

quiet

Date: Apr 25, 2005

quote:
Originally posted by: Older every day
"There is a huge problem with the state plan if you move out of state--early retirement, etc......you get very poor coverage on anything that is not critical. "

I'm afraid I must disagree with you here. I don't give insurance advice, but I do believe that Russ Willis in Human Resources can provide the facts on matters such as this.

Date: Apr 25, 2005

I believe it was in the late 80s that IHL approved the option for new hires to select PERS vs. TIAA-CREF. There may have been some other private plans besides TIAA-CREF. They did not allow existing members of PERS to switch over to the new system. Oh how I wish I had the option to move to TIAA-CREF since I had been a participant while at another university. I do not know if the option was made available for staff as well as faculty. As we all do we pay little attention to what others do when they are new here on campus in terms of decisions they have made regarding retirement plans. But my general impression is that TIAA-CREF is the plan of choice. Once in PERS we are there for the duration. Having lived in MS for many years I tend to believe that state officials, etc. were aware that a change was needed to continue to attract faculty but there was a fear that giving all current participants-members the option to change would not be in the best interest of all public retirees if PERS had too many leaving the state-wide system would be in financial trouble. Since TIAA-CREF is often viewed as directed toward faculty I also would believe the option was limited to just faculty.

Date: Apr 25, 2005

quote:
Originally posted by: Retirement Header
"I believe it was in the late 80s that IHL approved the option for new hires to select PERS vs. TIAA-CREF. There may have been some other private plans besides TIAA-CREF. They did not allow existing members of PERS to switch over to the new system. Oh how I wish I had the option to move to TIAA-CREF since I had been a participant while at another university. I do not know if the option was made available for staff as well as faculty. As we all do we pay little attention to what others do when they are new here on campus in terms of decisions they have made regarding retirement plans. But my general impression is that TIAA-CREF is the plan of choice. Once in PERS we are there for the duration. Having lived in MS for many years I tend to believe that state officials, etc. were aware that a change was needed to continue to attract faculty but there was a fear that giving all current participants-members the option to change would not be in the best interest of all public retirees if PERS had too many leaving the state-wide system would be in financial trouble. Since TIAA-CREF is often viewed as directed toward faculty I also would believe the option was limited to just faculty. "

Perhaps I'm one of the lucky ones because I have both TIAA-CREF and PERS and I have been able to follow the performance of both. TIAA-CREF is a great organization and they have a fine retirement plan, but for my own particular circumstance if I had a choice I would go with PERS without blinking an eye. During the pre-retirement years, CREF does very well when the investments one selects are doing well (i.e., when the market is "up." But when the market is "down" then CREF does not do as well. My monthly PERS checks have increased each year, and my "13th check" has kicked in (and it should increase each year also). Different strokes for different folks, I suppose, but I like the Mississippi Retirement System (PERS). But then I am not keen on the privitization of social security (and I don't intend to discuss here the several reasons for my position on that issue).

Date: Apr 25, 2005

PERS is great if you are going to stay in Mississippi for the duration of your career. But for in the "in and outers" (more of those nowadays, huh?), TIAA/CREF is the only sensible choice. Most people choose it (or a clone of it) because they have no idea how long they will be at a place. But PERS (for the long term folks) has been great.

Date: Apr 25, 2005

quote:
Originally posted by: Retiree
"PERS is great if you are going to stay in Mississippi for the duration of your career. But for in the "in and outers" (more of those nowadays, huh?), TIAA/CREF is the only sensible choice. Most people choose it (or a clone of it) because they have no idea how long they will be at a place. But PERS (for the long term folks) has been great."

There are many factors to be considered. One size probably doesn't fit all. One should be fully informed when there is a choice. My guess is that most of those with TIAA-CREFF will say that is best, while those with PERS will say that is best.

Date: Apr 25, 2005

quote:
Originally posted by: Retiree
"PERS is great if you are going to stay in Mississippi for the duration of your career. But for in the "in and outers" (more of those nowadays, huh?), TIAA/CREF is the only sensible choice. Most people choose it (or a clone of it) because they have no idea how long they will be at a place. But PERS (for the long term folks) has been great."

When you say TIAA/CREF and PERS, I assume you are referring to retirement. How could whether one lives in or out of Mississippi possibly be a relevant factor? Isn't the monthly retirement check precisely the same for those living in- state as for those living out-of-state? Moving to Timbuctoo in no way changes the amount of the monthly retirement check does it?

Date: Apr 25, 2005

I am not referring to whether you stay in MS after you retire. I am talking about the benefit to those folks who work in the system for the full 25 years rather than moving to another state after 8-10.

Date: Apr 25, 2005

It looks like a little confusion between retirement benefits and medical insurance benefits is involved here. The med insurance IS a problem if you leave MS, even on a trip. (However, I have that same problem with TRICARE, so it's not unique to BC/BS. I've started buying trip insurance.)

Has anyone ever answered the questions about faculty having more retirement choices than staff? I'm pretty sure I got the chance to choose, but I could be thinking of my employment at LSU instead.

Date: Apr 25, 2005

quote:
Originally posted by: Retiree
"I am not referring to whether you stay in MS after you retire. I am talking about the benefit to those folks who work in the system for the full 25 years rather than moving to another state after 8-10."

One does not have to work in the system for 25 years before vesting. Read all of the written guidelines and read them carefully. You may be surprised.

Date: Apr 25, 2005

here's a link to the university's benefit handbook (summary).

http://www.usm.edu/hr/onlineforms/Benefit_Summary.pdf

Date: Apr 25, 2005

Thanks SCM, that was quite helpful. (When in doubt, look it up.)
However, now I wonder how most employees afford health insurance!! Whew!

We probably know why staff really are not given retirement options, but I wonder what the stated reason is.

Date: Apr 25, 2005

quote:
Originally posted by: stinky cheese man
"here's a link to the university's benefit handbook (summary). http://www.usm.edu/hr/onlineforms/Benefit_Summary.pdf"

Page 6 of the site SCM posted gives a nice comparison (advantages, disadvantages) of PERS vs. the optional retirement plans (e.g., TIAA/CREF).

Date: Apr 26, 2005

The question still remains - why am I being treated differently!!!

I move, am a professional, would like to work elsewhere in the future. So why am I not as worthy as you faculty?

Date: Apr 26, 2005

I suspect the "real" reason is that PERS needs you to participate to keep its funding up. I agree that it's very unfair, and it's surprising in light of the fact that other states make this option available to salaried employees. Then the question becomes, why salaried only??

Date: Apr 26, 2005

http://www.studentprintz.com/vnews/display.v/ART/2005/04/26/426dbc81992aa

Date: Apr 26, 2005

quote:
Originally posted by: Printz&Malone
"http://www.studentprintz.com/vnews/display.v/ART/2005/04/26/426dbc81992aa"

“Professionally managing the custodial services is not a core competency for a university,” said Malone.

"Professionally managing the custodial services" is not one of our core competencies - so we outsource.

And professionally managing food services is not one of our core competencies - so we outsource.

And professionally managing the bookstore is not one of our core compentencies - so we outcourse.

Who will be next? Are secretarial services among our core compentencies - or should be outsource to a temp service?

And how about accounting services? Maybe we should outsource to H&R Block

And the library? How about outsourcing to a Bookmobile ("Books-on-Wheels.")

Buildings and Grounds? Outsource to the Home & Garden Center.

Whatever your role on campus, it can be outsourced.

You too, faculty members, can be outsourced. We refer to that as online instruction taught by hoards of part-time adjuncts.

If this continues USM will be but a shell of its former self.

Date: Apr 26, 2005

Where's "once again"? He/she discounted this thread from the beginning and it turns out to be true (like alot of things).

Date: Apr 26, 2005

quote:
Originally posted by: in maderation
"Where's "once again"? He/she discounted this thread from the beginning and it turns out to be true (like alot of things)."

I am here. It came to pass - I was wrong. I stand by my statement though that most (90%) rumors started on this board are just that, baseless rumor.

The questions to ask are about the bid process.

Date: Apr 26, 2005

once again, I'll remind you "once again" that anyone can post to this board. A lot of "FUD" gets posted. Early on, we had trolls and other disrupters who enjoyed personal attacks on the regular posters (I loved the person who kept accusing me of wasting the taxpayers' money by posting during the work day. Finally I suggested he report me to HR -- end of that.) Anyway, that tactic seems to have been abandoned in favor of trying to stir up the board by posting rumors which frequently are untrue. I have always suspected that some rumors get posted in an effort to flush out the identity of posters by seeing who has what information. Most of the time, however, it just seems to be an effort to cause a commotion and to distract from the real issues. Most of us know now to take everything with a grain of salt (or more.)

Date: Apr 26, 2005

quote:

Originally posted by: Outsourced out of business
" “Professionally managing the custodial services is not a core competency for a university,” said Malone.

"Professionally managing the custodial services" is not one of our core competencies - so we outsource.

And professionally managing food services is not one of our core competencies - so we outsource.

And professionally managing the bookstore is not one of our core compentencies - so we outcourse.

Who will be next? Are secretarial services among our core compentencies - or should be outsource to a temp service? And how about accounting services? Maybe we should outsource to H&R Block And the library? How about outsourcing to a Bookmobile ("Books-on-Wheels.") Buildings and Grounds? Outsource to the Home & Garden Center.

Whatever your role on campus, it can be outsourced. You too, faculty members, can be outsourced."

I recall the days when Staff Service Awards were presented at USM convocations. USM non- faculty personnel would proudly amble down the aisles to receive their 5, 10, 15, and 20 year service pins or other tangible signs of appreciation. They felt as if they were "part of the university." And indeed they were. A very meaningful part. They didn't work for Barnes and Noble, or Aramark, or Ajex Janitorial Service. They worked for USM. They were proud of USM and we too took pride as they received those awards. We clapped and cheered. Just as enthusiastically as when the Faculty Service Awards were presented. They were very much like "family." They imparted this sense of being a part of the USM family into the community-at-large. A loyal group. The move toward "outsourcing" those and other services is going to be a tremendous loss to USM. Not in terms of money, perhaps, but in terms spirit. Money can't buy the kind of loyalty displayed by our non- faculty co- workers.

Date: Apr 26, 2005

quote:
Originally posted by: A tribute to our co- workers
"I recall the days when Staff Service Awards were presented at USM convocations. USM non- faculty personnel would proudly amble down the aisles to receive their 5, 10, 15, and 20 year service pins or other tangible signs of appreciation. They felt as if they were "part of the university." And indeed they were. A very meaningful part. They didn't work for Barnes and Noble, or Aramark, or Ajex Janitorial Service. They worked for USM. They were proud of USM and we too took pride as they received those awards. We clapped and cheered. Just as enthusiastically as when the Faculty Service Awards were presented. They were very much like "family." They imparted this sense of being a part of the USM family into the community-at-large. A loyal group. The move toward "outsourcing" those and other services is going to be a tremendous loss to USM. Not in terms of money, perhaps, but in terms spirit. Money can't buy the kind of loyalty displayed by our non- faculty co- workers. "

It would surprise me if these outsourced service personnel were jerked around from facility to facility as the need arose. They would possibly be on temporary call to whichever agency had a contract with the outsourcer.