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 Taft-Hartley Trusts Taft-Hartley Plans Benefits That May Be Provided Under a Taft-Hartley Plan

Taft-Hartley Act:

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.

Taft-Hartley Trust:

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.

Taft-Hartley Plans:
All Taft-Hartley Plans Share 5 Basic Characteristics:

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.

Coverage For All Benefits Below Can Be Funded Under A Taft-Hartley Trust:

Apprenticeship / Training Programs Child Care Centers Educational Scholarships 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 Pensions Supplemental Unemployment Vacation, Holiday or Severance Benefits Vision & Dental