>In other words: the benefits and costs were always determined by the insurance companies, while HR would theoretically shop around and negotiate with providers to find a reasonable deal that offered coverage to our employees' liking.
Right. I was told by a quite trans-aware HR person that our current provider was chosen partially due to their customization potential. So does that mean we can theoretically direct the insurance company to cover specific stuff if we, as a company, formally tell them to do so? I'm kinda betting not in this case since, as far as the provider is concerned, we're asking for company-wide free boob-jobs.
So the tasks at hand would then be:
a) convince our co-workers to prioritize access to trans therapies from our provider, and
b) so much so that whatever the insurance company doesn't cover, the company will pick-up.
My workplace makes financial decisions democratically so both of these (moreso the second one) require conversations I'm not excited about. I really don't dig talking trans shop with non-trans folks. Even supportive folks. Add to that asking them to pay for it. I know there are companies that have full coverage type situations for trans employees, but how do you approach that kind of conversation for a smaller business? Do you have experience negotiating specifically for trans therapies? Or you know any stories? How should one pitch this to a work force that votes on things democratically? That kind of sounds like hell to me.
Anyway, I admire the hell out of union works so thanks for your perspective!
Yeah, you've surmised the tasks at hand pretty well with a) and b). If HR is that friendly, you might even ask them about approaching your insurance provider directly, but I'm pretty sure that's a no-go.
I don't have any experience on navigating democratic financial decisions, though -- nor do I with "small" businesses. Our union had ~125 employees, the other ~50, plus another 50 or so non-Union people at my workplace. We were also a non-profit with a Board of Trustees controlling the financial strings, so our processes sound pretty far removed from yours.
One suggestion I have: consider taking a broad-based approach to your proposal. I.e. instead of proposing "trans health services" be covered, maybe try gunning for "complete coverage of any medically necessary service." Yes, insurance and doctors often disagree as to what is "medically necessary," but in MN at least they can usually be coerced into accepting doctors' recommendations. That way you're potentially benefitting anyone in your company in need of expensive medical care (e.g. certain cancer treatments etc.), which also sidesteps the whole "talk trans shop to cis people." That could get broader buy-in with your colleagues.
You could also consider calling up local unions for related industries in your area and see if you can meet with a rep for an informational interview. They, or other stewards, might have other ideas to try, and might be able to share some of their experiences.
Of course, you know your workplace, current coverage, and processes FAR better than I could from a LJ thread :) About all the more I can do is wish you the best of luck in expanding coverage!
>In other words: the benefits and costs were always determined by the insurance companies, while HR would theoretically shop around and negotiate with providers to find a reasonable deal that offered coverage to our employees' liking.
Right. I was told by a quite trans-aware HR person that our current provider was chosen partially due to their customization potential. So does that mean we can theoretically direct the insurance company to cover specific stuff if we, as a company, formally tell them to do so? I'm kinda betting not in this case since, as far as the provider is concerned, we're asking for company-wide free boob-jobs.
So the tasks at hand would then be:
a) convince our co-workers to prioritize access to trans therapies from our provider, and
b) so much so that whatever the insurance company doesn't cover, the company will pick-up.
My workplace makes financial decisions democratically so both of these (moreso the second one) require conversations I'm not excited about. I really don't dig talking trans shop with non-trans folks. Even supportive folks. Add to that asking them to pay for it. I know there are companies that have full coverage type situations for trans employees, but how do you approach that kind of conversation for a smaller business? Do you have experience negotiating specifically for trans therapies? Or you know any stories? How should one pitch this to a work force that votes on things democratically? That kind of sounds like hell to me.
Anyway, I admire the hell out of union works so thanks for your perspective!
~c
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I don't have any experience on navigating democratic financial decisions, though -- nor do I with "small" businesses. Our union had ~125 employees, the other ~50, plus another 50 or so non-Union people at my workplace. We were also a non-profit with a Board of Trustees controlling the financial strings, so our processes sound pretty far removed from yours.
One suggestion I have: consider taking a broad-based approach to your proposal. I.e. instead of proposing "trans health services" be covered, maybe try gunning for "complete coverage of any medically necessary service." Yes, insurance and doctors often disagree as to what is "medically necessary," but in MN at least they can usually be coerced into accepting doctors' recommendations. That way you're potentially benefitting anyone in your company in need of expensive medical care (e.g. certain cancer treatments etc.), which also sidesteps the whole "talk trans shop to cis people." That could get broader buy-in with your colleagues.
You could also consider calling up local unions for related industries in your area and see if you can meet with a rep for an informational interview. They, or other stewards, might have other ideas to try, and might be able to share some of their experiences.
Of course, you know your workplace, current coverage, and processes FAR better than I could from a LJ thread :) About all the more I can do is wish you the best of luck in expanding coverage!
Reply
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