I left back in September under the TOLA agreement. The company is bridging me over to my 20 year anniversary date, which is December 13, 2019. Under this agreement, the company pays half of my health insurance for six months, and at that time, I have to pay all of the cost. I will be 65 next September so I will qualify for Medicare at that time. So will only have to worry about paying for the wife, who is a year younger. The company is also supposed to be paying me 400 month until I leave the program next Dec. But I have received nothing as of February first. I can't get any answers about why I am not getting paid. Anybody have any insight on this program, and who I can contact to find the answers to my questions about the money, etc. HR-One Stop doesn't have a clue. THANKS!
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From what I've read, the TLOA adds up to 12 or 24 months to your pension service eligibility, and so I guess this would apply to your age or time.
Does transitional leave of absence just bridge your years of service or can it also bridge your age?
Sadly, the rule of 75 doesn't affect all employees.
I hired on as a cable splicer working for SWBT in TEXAS. I still have the surplus package that we were given at the start of the countdown to the surplus. It is in writing about the 400 a month, and that the company dictates that I can work a job another job, while on the TOLA, but I cannot more than one half of my hourly rate that I was paid before going on the TOLA. I have called my old first line, and he is trying to get some answers, but to no avail. I have called my old clerk, and she hasn't a clue either. Any body have and more ideas?
I have a good friend still working in craft who will get me a phone number to a manager in payroll in St Louis. This will probably piss the people in payroll off, but I want some answers. My pension seems to be frozen at Fidelity. The funds in the pension are in mostly AT&T stock, with the dividends being reinvested. BUT, this doesn't seem to be happening. I am not getting the dividends, and the Fidelity website shows that the dividends should be reinvested. I guess I will try calling Fidelity.
Do you have a payroll clerk that you can contact?
Occupational TLA from Legacy T is unpaid. But, it maintains active employee health coverage. The point of it is to bridge to retiree benefits, including pre-Medicare health, as well as a Medigap subsidy once Medicare eligible. Under the retiree plan is pre-medicare coverage for a spouse.
There is not just one plan, or one occupational plan.
In Legacy T, an occupational person can be one year short on service, and 3 years short on age. In those circumstances, they could take Special Leave of Absence (with active employee benefits but no pay) which would take care of 2 years of age. If, at the end of their Special Leave of Absence, they are within one year of age and or service to qualify for retiree benefits, they can take Transitional Leave of Absence, again unpaid, but with active employee benefits.
I would imagine that the management arrangements are more uniform throughout the company, but the devil is in the details of your particular plan. I got a SPD like paper document describing my program.
What legacy company? There are different rules depending on what part of the company you were hired into. I assume you have this agreement in writing. There should be contact info in that agreement as well as appeal procedures.
This is the first I've heard of TLOA. How did you swing them keeping you around for an extra year and a half? And why? If you had 19 years at 60+, you already hit the Rule of 75.