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Winter Motorcycle Storage

Community and Family StorageImage result for motorcycles

Winter Motorcycle Storage

$50 Per Month

Your Storage Needs Can Help Those In Need

Who are we? Community and Family Storage is a joint venture between Community Support Services and Family Promise of Summit County.

Community and Support Services, Inc. (CSS) is a private, not-for-profit Corporation providing comprehensive behavioral and primary health services to Summit County adults living with severe and persistent mental illnesses who are most in need of on-going support so they can live as independently as possible in the community. 

Family Promise of Summit County (FP) is a not-for-profit program whose purpose is to alleviate the trauma of homelessness and assist families with children stay together and secure a stable home environment.

Why store with us?  If you have storage needs, and you need off-site storage, you are going to pay to store your items. When you store with us, you are directly assisting homeless families with children and adults with behavioral concerns get back to stable lives.  Imagine your storage needs helping someone with behavioral health needs or homeless families with children get back into a home.

What do we offer?  The facility has a covered loading dock to service customers free from any weather conditions. It is heated, sprinkled for fire prevention and is alarmed for secure storage.  Individual pods or multiple pods may be rented to store items or open square footage is available at very competitive rates.  Hazardous materials and munitions of any type are not permitted.

111 E Voris St.

Akron, OH  44311

Phone-330-535-1754

www.communityandfamilystorage.com

Union Press Release on Retirement Health Care

***** Press Release*****

September 16, 2016

In response to Mayor Horrigan’s introduction of legislation to Akron City Council’s Budget and Finance Committee, proposing immediate changes to the healthcare benefits coverage for all retired employees of the City of Akron, the City’s four bargaining groups (Civil Service Personnel Association, Inc., AFSCME Local 1360 and AFSCME Ohio Council 8, International Association of Firefighters Local 330 and the Fraternal Order of Police, Akron Lodge #7), collectively issue the following response.

The collective labor groups are shocked and dismayed that the City of Akron would enter legislation to City Council concerning healthcare reform not more than two months after ratifying labor contracts with all concerned.  After many months of meetings between the City of Akron and the labor unions discussing the financial impact of the City’s archaic healthcare plan and the need to incorporate a plan acceptable to the Federal Government’s healthcare reform act, the labor unions collectively hired, at their own expense, a national company familiar with the new federally mandated healthcare regulations while taking into account the City’s need for financial savings.

One year ago in the summer of 2015, the unions collectively met with the Segal Group and identified 8 key objectives for a new healthcare plan for all active and retired City employees.  These 8 objectives were:

  1. Modernize the medical plan to allow for competitive bidding
  2. Maintain a highly competitive plan while preserving the value of the benefit for City of Akron employees
  3. Simplify plan design for more effective and efficient use
  4. Produce substantial savings for the City
  5. Improve employee health and consumerism
  6. Defer any excise taxes
  7. Simplify the retiree healthcare benefit
  8. Negotiate health plan changes with wages

On September 11, 2015, the labor groups presented a comprehensive healthcare package proposal to the City of Akron, which met all of the above-mentioned objectives.  After reviewing the labor unions proposal, the City of Akron bargaining representatives threw out their own consultants plan and negotiated a plan for Akron employees with plan design savings of 12 to 15 million dollars, adjusted for inflation, over a 3 year period.  The newly agreed to plan was ratified by all four bargaining groups at the beginning of 2016 with an effective change date of April 1, 2016.

Unfortunately, while the unions were actively engaged in contract talks with the City regarding retiree healthcare (a mandatory subject of bargaining), the City engaged in “bad faith” negotiations by secretly forming a select group of people tasked with formulating legislation to reform retiree healthcare, circumventing the negotiating process as defined by Ohio state law.  Our retirees have earned, at the very least are owed, an acceptable benefit plan that has been agreed upon and signed by the City without unfair, unrecognized and modifications that are a clear violation of all four union’s collective bargaining agreements recently signed by the City.

The Unions have a long history of willingness to listen and engage in conversation on matters of mutual concern for the purpose of promoting cooperation and harmonious relations between the City of Akron Administration and the collective bargaining groups. 

From the Akron Beacon Journal

Akron wants city retirees to pay toward health care and end the benefit altogether for new workers

By Rick Armon 
Beacon Journal staff writer
Published: September 12, 2016 - 07:46 PM
Akron wants city retirees to start paying toward their supplemental health insurance and would like to eliminate the perk altogether for new workers.
Mayor Dan Horrigan introduced a series of proposed ordinances to City Council on Monday, saying that the community can no longer afford to offer the free benefit, which is expected to cost the city just over $6 million this year and grow to more than $11 million in 10 years if left untouched.
“We are one of the few remaining governmental entities both within the state and across the nation that offer this level of supplemental health benefit to retirees,” Horrigan’s chief of staff James Hardy said.
There are 2,406 retirees covered by the city now, with the health care extended to an additional 1,648 dependents.
City leaders estimate that the changes would save $1.8 million the first year.  The council, which was briefed Monday afternoon, plans to take its time studying the proposal. Members will get together at 3 p.m. Thursday to review it.
The legislation calls for retirees to pay $30 a month for health plans for singles and $60 for families. That would fall in line with what current employees pay.  It also would mirror the plan offered to current workers and require spouses who are eligible for health care elsewhere to take it, in most cases, or pay a surcharge.
As part of the effort, the city would do an eligibility audit.  New employees hired after Dec. 31 wouldn’t be eligible for the retirement benefit at all.  The plan is still generous and competitive for retirees, the administration said.
Several city union representatives attended the council presentation. They were briefed on the proposal earlier in the day by the mayor.  The union leaders declined to comment until they discussed the issue with their members.  Horrigan said the proposal doesn’t need approval by the unions. But union leaders said their contracts protect benefits for retirees.
The supplemental health benefit was designed to serve as a backup to Medicare. But with many city workers retiring well before the age of 65 and state pension systems adjusting their plans, the city has become the primary insurance in many cases, especially for dependents, said Diane Miller-Dawson, the city finance director.
Private companies and the public sector have been cutting back on retiree benefits for decades as they try to reel in costs.
“That has led to employers increasing contributions, reductions in benefits and in some cases employers are terminating benefits, but when they do, they tend to start with new hires,” said Tricia Neuman, senior vice president at the Kaiser Family Foundation.
A Kaiser survey last year found that only 23 percent of firms that offer benefits to active employees and have more than 200 workers extended benefits to retirees.  The figure was 73 percent for state and local governments.  A new Kaiser benefits survey is expected to be released this week.  Hardy said few public sector retiree plans are as generous as Akron’s, with its lack of a contribution and extended coverage for dependents.
Horrigan expects complaints from retirees.  “Is it probably going to upset some people? Of course it is,” the mayor said. “I absolutely know it is. I know we’ll get flooded by calls.”  But he and others said the city cannot continue offering it. The mayor has been trying to reduce expenses and grow revenue since he took office this year.
A blue ribbon task force set up by the mayor had recommended that the city look at those long-term benefits, also called “legacy costs.”  Councilwoman Linda Omobien, who was part of the task force, said other members were surprised at the health benefits offered by the city.  “The fact of the matter is we cannot sustain this,” she said.  Councilman Mike Freeman noted that many people refer to the city’s health care plan as a “Cadillac plan,” referring to the upscale car brand, but he said it’s more like a luxury Maserati in this case.

Rick Armon can be reached at 330-996-3569 or rarmon@thebeaconjournal.com. Follow him on Twitter at @armonrickABJ

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Sick Leave Policy Change!

To:  City of Akron Employees 
 
From:  Donald Rice, Director of Human Resources 
 
Date:  August 18, 2016 
 
Re:  Citywide Sick Leave Policy Medical Certification Requirements 
 
 
Effective immediately, the Citywide Sick Leave Policy Certification Requirements are as follows: 
 
With the exception of the Fire Fighters Local 330 bargaining unit, wherever in a bargaining unit contract or City policy where it refers to medical certifications or medical slips being required upon return to work after an absence of two (2) or more days, it shall immediately be changed to three (3) or more days. Therefore, it is now required that those employees, both bargaining and non-bargaining will be required to bring in medical certifications or medical slips after three (3) or more days of absence instead of two (2).  
 Please discuss this policy/contract revision with your staff.     
 If you have any questions, please contact the Human Resources Department at 330-375-2720 or Labor Relations at 330-375-2280. 
 
 
Sincerely, 
 Donald Rice

Director of Human Resources 

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