Mr. Chairman, I thank the gentleman for yielding me time. I want to agree in most part with what the chairman said about this issue. It probably is not the appropriate time to have a big debate about pension policy, but I come to a…
Mr. Chairman, I thank the gentleman for yielding me time.
I want to agree in most part with what the chairman said about this issue. It probably is not the appropriate time to have a big debate about pension policy, but I come to a completely different conclusion.
He said this amendment does not belong on this bill. It is a shame that we have to talk about this amendment on this bill, because it really is about pension policy, and it is about age discrimination, and it is about one company in particular. Now, I do disagree with the gentleman from Vermont (Mr. Sanders). I do not think all of these cash balance plans are inherently evil. And, frankly, there have been a number of companies that have converted their pension plans working with the collective bargaining units, working with their employees, giving employees their choice that have done things the right way. So these are not inherently evil things in terms of pension.
As we go forward as a society, as people change jobs more often, the idea of a cash balance plan may make some sense; but it does not make sense when you have a system that works the way it did in the IBM employees' case, and that is where they were given no choice, they were given no say. These were people with vested benefits.
Let me remind Members about what vested says about things. This is the quotation from Webster's Collegiate Dictionary. It says: ``Fully and unconditionally guaranteed as a legal right, benefit, or privilege.''
Now, these employees showed up for work one day, and they thought they had a pension benefit plan that was vested, that was theirs, that was fully and unconditionally guaranteed; and all of the sudden they found out that day that vested does not mean what they thought it meant. And they finally wound up getting this case before a Federal judge in a Federal court. And the Federal court, and I believe the Federal court in this case was absolutely right, said, wait a second. You cannot do this because the way pensions accrue value is you get most of the benefit.
There is sort of an ascending curve in pension benefits, and it is toward the end of your working career when you get the most benefit. So people who had worked for IBM for 20 years and were going to retire in 5 or 6 years, and I will say that IBM under enormous pressure did rescind the original package that they put in front of the employees, they made it a little better for older workers.
But it did not change the basic facts. First of all, the employees were given no choice even if they were vested. What it did and the reason why IBM and a lot of other employees wanted to convert to these cash balance plans is because they understood that it was a way to shave off those benefits for older workers in the last 5 or 6 years that they might be working for the company.
The bottom line is this: what they were really trying to do is get their hands in the pension funds, because they realized and their actuaries realized that most of these pension funds were overfunded, and they could literally move that money from the pension fund to their bottom line by making these conversions.
Companies are now coming and saying, gee whiz, this is going to cost us billions of dollars. Well, yes, it is going to cost billions of dollars because that was the employees' money. It did not belong to the employer. In fact, in some respects pension funds do not belong to the employee or employer. It is money being held in trust. And one company broke that trust, and the
Federal courts have come down on them very heavily.
I agree with the chairman, we should not have to be offering this amendment today because it is just outrageous for us to think that our own Federal Government would attempt to intervene in a case in which they are not a party to try and overturn a hard-won victory for the employees of IBM. This is an outrage. This is where we, whether Republicans or Democrats, ought to stand together and say it is wrong to steal from pension funds.
Support the Gutknecht-Sanders amendment.
I come to the floor as a cosponsor of this important amendment. IBM employs about 5000 people in my district and there are close to 5000 IBM retirees across the state of Minnesota. Their employees are also my constituents and I, therefore, have a vested interest in ensuring IBM employees are treated fairly.
Fifty years ago a salary was the most important thing to workers. Times have changed. today pensions and other benefits are the main reasons workers choose a particular company. It is important we encourage employers to keep their promises to their employees and not change their pension plans in midstream.
When an employee becomes vested in a pension plan he or she expects to receive those benefits. ``Vested'' according to my Webster's Collegiate Dictionary means ``fully and unconditionally guaranteed as a legal right, benefit, or privilege.'' These expected benefits should not be taken away.
Unfortunately, IBM did just that. Perhaps IBM received bad business advice, but the method by which IBM went about switching to a cash balance pension plan was far from exemplary. Let me remind you we're not talking about a company in dire fiscal straits. We're talking about a very healthy company.
Originally IBM offered only those employees within five years of retirement a choice between the old and new pensions plans. While I am pleased they expanded this choice to cover more employees after the employees rightly expressed their outrage, I believe the court case brought against IBM should proceed without intervention by the U.S. Treasury Department.
I wish IBM had adopted models used by other companies when they switched to alternatives to traditional defined benefit pension plans.
For example, Honeywell, another company with many employees in Minnesota, across America, and around the world, switched to a pension equity plan in 2000. Honeywell offered all their employees a choice between remaining in the old plan and switching to the new plan. This is the model of how I feel companies should proceed in this area.
The Director of Benefits for Eaton Corporation, Ellen Collier, testified in front of the House Education and Workforce Committee this year that her company has given employees the choice between two retirement plans. Motorola, Deloitte & Touche, Northern States Power, Eastman Kodak and many other companies have all given their employees choice between old and new plans.
I understand that cash balance plans are a reality of the modern world and we should not discourage companies from offering them. I, however, do feel there are right and wrong ways to go about converting from one plan to another.
IBM handled this inappropriately and I believe the court case should proceed without federal government involvement.
This amendment overwhelmingly passed the House last year by a vote of 258 to 160 with strong support from both sides of the aisle. It is supported by the AARP. I urge my colleagues to support the Sanders/ Gutknecht Amendment.
Hon. Gil Gutknecht,
House of Representatives,
Washington, DC.
Dear Representative Gutknecht: AARP supports the Gutknecht-
Sanders amendment to the Transportation, Treasury and
Independent Agencies Appropriations Act for Fiscal Year (FY)
2005 to ensure that the Internal Revenue Service (IRS) does
not use any funds in contravention of current law
prohibitions on age discrimination in pension plan funds and
to specifically prohibit the IRS from issuing regulations or
implementing any other measure that would conflict with the
July 31, 2003, federal court ruling in Kathi Cooper, et al.
v. IBM Personal Pension Plan, et. al.
AARP has long been concerned with the legal basis for the
hybrid cash balance formula and the significant age
discriminatory issues that arise when employees convert
defined benefit pension plans to a cash balance formula. We
believe that a careful review of the legal distinction
between defined benefit and defined contribution plans such
as was conducted by the federal court in Cooper makes clear
that the most common designs for hybrid cash balance plans do
not fit within the current legal framework of the Internal
Revenue Code (IRC), the Age Discrimination in Employment Act
(ADEA), and the Employee Retirement Income Security Act
(ERISA).
As the court concluded in Cooper, the cash balance plan
formula discriminates against older workers, and older
workers are particularly disadvantaged when an employer
converts from a defined benefit pension plan to a cash
balance plan. These longer-term employees have given up wages
and accepted a lower pension in the early years of their
employment in exchange for the larger future benefits from
their employer's traditional defined benefit pension plan.
Without adequate protection, older workers will now lose some
of the benefits they were promised. Older workers generally
have less time to accumulate benefits under a new cash
balance formula, have a harder time leaving their current job
if compensation and benefits are cut, will have fewer
prospects of finding a new job, and are less able to adjust
to the changes that may dramatically reduce their retirement
security (for example, they have less time to adjust by
increasing their savings for retirement).
In September 1999, the IRS imposed a moratorium on
corporate plans that convert traditional defined benefit
plans to a cash balance formula so the agency could review
the matter. The moratorium suspended consideration of
approximately 300 pending applications submitted by
corporations to convert an existing plan to a cash balance
formula. The Treasury initially proposed regulations in
December 2002 that would have lifted the moratorium and
permitted corporations to establish cash balance plans.
However, the IRS withdrew the proposed regulations in July of
this year.
In its FY 2005 budget, the Administration proposed
legislation that would have addressed some of the concerns
related to cash balance plan conversions. AARP was pleased
that the legislative proposal recognized the problem with so
called ``wear-away'' and recommended a ban on the wear-away
of any benefits at any time after a cash balance plan
conversion. In recognition of the transition problem faced by
workers, the Administration's proposal also included a five-
year ``hold harmless'' period after each cash balance plan
conversion.
While the proposal is a step in the right direction, it
does not go far enough. More can be done to ensure that older
workers are adequately protected from the impact of a
``pension pay cut'' in any conversion to a cash balance plan.
In fact, many of the recent pension conversions--recognizing
the harm to older workers--have provided older and longer-
service workers with more generous transition relief,
including a choice to remain in the old plan rather than move
to the new cash balance plan. This is further confirmation
that business can and should do the right thing for their
older, longer-service employees.
AARP believes that Treasury should not take any action that
would encourage companies to change their pension plans in a
manner that is contrary to the age discrimination laws and
the federal court ruling. Rather, Congress should act to
ensure that older workers are protected in any cash balance
conversion. We urge adoption of this amendment.
Thank you for your leadership and dedication to
strengthening the private pension system and protecting the
pension benefits of workers. Please let me know, or have your
staff call Frank Toohey (202-434-3760) of our Federal Affairs
office, if we can be of further assistance.
Sincerely,
Michael Naylor,
Director of Advocacy.
Mr. Chairman, I hate to rise and oppose two of my good friends, but I thank the gentleman from Texas (Mr. Sam Johnson), who has just given a speech; and I just want to contradict a couple of things he said.
First of all, if the IBM company had given IBMers all they wanted, they would not be in court; and if there were not age discrimination, they would not have won; and if it were not for the IRS and the Department of Treasury wanting to get involved in this case, we would not have to offer this amendment.
This is wrong. As my friend said, this is not a matter of right versus left. It is right versus wrong. It is wrong for employers to steal from pension funds. It is that simple.
The reason we are here today is to try and keep this administration from doing something incredibly stupid, and that is, getting involved in this case which the workers have already won, and they are right, because it is the age discrimination.
Cash balance plans are not intrinsically evil. I said that earlier; but when you do it in such a way so that you shave off the end where people really accrue benefits, the courts have correctly ruled.
Mr. Chairman, I rise in opposition to the Norton amendment. Just a few minutes ago, I was here on the House floor arguing about a pension issue because employees were not given a choice. The essence of the Norton amendment is to not give Federal employees this choice.
The idea that Federal employees and public employees in general do not want to have the choice of a health savings account is simply not true. It may not work as we think it will. I have heard of the study in Idaho, but I have also heard studies from private employers that these programs provide as good or better quality health care, and they do something we must do, they save money.
But do not take my word for it. Public employees in the State of Minnesota have studied these, and they want access. I have letters, and I will submit them for the Record, from the Minnesota Teamsters Local 320, Minneapolis Police Relief Association, Minnesota Firefighters' Relief Association, Minnesota State Retirement System and from the Public Employees Retirement Association in the State of Minnesota representing over a quarter of a million people in Minnesota, public employees, who want to have access to health savings accounts.
Will they work as well as some people think they will, we do not know. But putting this as part of the Federal Employees Health Benefits Program is one way to find out. The Norton amendment is one small step in chipping away at the option that Federal employees ought to have to find out whether health savings accounts work as well as many of us believe. Public employees from the State of Minnesota have studied this issue. They want to have that opportunity. We should not deny that opportunity for Federal employees.
Minnesota Teamsters Public & Law Enforcement Employees'
Union, Local No. 320,
Minneapolis, MN, July 1, 2004.
Congressman Gil Gutknecht,
Washington, DC.
Dear Congressman Gutknecht: We are writing to you seeking
your continued leadership in addressing Health Savings
Accounts (HSA's). As you are well aware, in the 2003 Medicare
Act, individuals over the age of 65 were excluded from
participating in the newly created HSA's.
It is important that not only do the changes to the
Medicare Reform Act of 2003 include participation for those
over age 65 in the HSA's but the language which ties Medicare
ineligibility to HSA participation must also be removed. HSA
participation would provide a very modest way in which our
over 65 retiree's could tax defer some of their financial
resources.
Our public safety retirees put in their time and duty and
had planned on living out their retirement years with not
having to face financial difficulties. However, health care
costs for those over 65 years of age have increased
dramatically over the last decade. Supplemental insurance to
Medicare can cost a retired couple up to $8,000 per year.
We strongly encourage you to work with other members of
Congress and the Bush Administration to correct his
discrimination against our retirees.
Again, thank you for all your support and past leadership
in the HSA's. Please continue to assist us in this battle for
affordable health care.
Sincerely,
Sue Mauren,
Secretary-Treasurer,
Teamsters Local #320.