ATPA provides employee benefit plan administration services for its clients, which fall into the Taft-Hartley Trust category.
The following provides a brief overview of:
The Taft-Hartley Act
Benefits That May Be Provided Under a Taft-Hartley Plan
Passed by Congress in 1947.
Also known as the Labor-Management Relations Act.
Followed the National Labor Relations Act [NLRA] or Wagner Act of 1935.
Added list of prohibited actions or unfair labor practices, on the part of unions, to the NLRA, which had previously
only prohibited unfair labor practices committed by employers.
More clearly detailed rights & duties of unions.
Is one way private sector unionized employees can obtain health & other benefits through a Taft-Hartley Multi-employer
Health & Welfare Plan.
Plan can be formed by a single employer, but this is unusual.
Multi Employer fund is almost always set up under Section 302(c)(5) of the Taft-Hartley Act.
All Taft-Hartley Plans Share 5 Basic Characteristics:
Coverage For All Benefits Below Can Be Funded Under A Taft-Hartley Trust:
1 or > employers contribute to the plan
The Plan is collectively bargained with each participating employer
The Plan & its assets are managed by a joint Board of Trustees equally represented by labor & management
Assets are placed in a Trust Fund
Employees can change employers without losing health / pension coverage, provided the new job is with an employer who participates in the same Fund.
Apprenticeship / Training Programs
Child Care Centers
Legal Services & Financial Assistance For Employee Housing
Life, Disability / Sickness or Accident Insurance
Medical / Hospital & Prescription Drugs
Mental Health Services & Behavioral Risk Management
Occupational Illness / Injuries
Vacation, Holiday or Severance Benefits
Vision & Dental