One of the major initiatives in my platform is Tier 6 Reform, focused on creating realistic and impactful improvements to move Tier 6 members closer to Tier 4 equity. While some progress has been made—achieving 25/55 retirement eligibility, implementing a best 3 years Final Average Salary calculation, and reducing the vesting period to 5 years—there is still so much work to be done. My plan builds on these efforts with specific, actionable reforms that will bring Tier 6 members even closer to the benefits enjoyed by Tier 4 members.

Why Tier 6 Reform Matters

• Closing the Gap with Tier 4: While progress has been made, there is still a significant gap between the benefits provided to Tier 6 employees and those in Tier 4. Many employees in Tier 6 are subject to higher contribution rates and an overtime cap that limits their ability to fully benefit from the system. This reform aims to close that gap by addressing these issues and bringing more equity to the retirement system for all MTA employees.

• Eliminating or Raising the Overtime Cap: One of the most significant issues facing Tier 6 members is the overtime cap, which limits how much overtime can be included in calculating retirement benefits. My plan is to raise or eliminate the overtime cap entirely. This would ensure that employees who put in long hours—often under difficult conditions—are fully compensated for their work when it comes to calculating retirement benefits. By eliminating this cap, we can create a fairer, more equitable system that rewards hard work and dedication.

• Fixing Contribution Rates: Currently, Tier 6 employees face a graduated contribution system, where they pay higher percentages of their salary into the retirement system as they earn more. This creates a financial burden, particularly for those earning middle-income wages. My plan would involve capping contribution rates at a reasonable percentage—more in line with Tier 4 members—so that employees can keep more of their hard-earned money while still contributing to their retirement. This reform would ensure that no one is unfairly penalized for earning higher wages, making the system fairer for all.

Additional Realistic Reforms

• Increased Pension Multiplier for Long-Term Employees: One way to bring Tier 6 closer to Tier 4 is to implement an increased pension multiplier for employees who have served longer periods of time. For example, after 20 years of service, employees could see a higher pension multiplier to reflect their dedication and long-term contributions. This reform would help close the gap between the two tiers and reward employees for their long-term service.

• Simplified Final Average Salary Calculation: While the move to the best 3 years Final Average Salary calculation is a step forward, we can simplify the process further by eliminating penalties for high-earning years or capping salary growth in the calculation. This would ensure that employees who experience career advancement or a promotion late in their careers are not penalized in their retirement calculations. By creating a more transparent and fair calculation method, we can bring Tier 6 even closer to Tier 4 standards.

• Allow Earlier Retirement Options for High-Risk Jobs: Many MTA employees work in physically demanding and high-risk jobs. To align Tier 6 with Tier 4, my plan would allow earlier retirement options for those in these roles, particularly for employees in safety-sensitive positions. This reform would recognize the unique demands of these jobs and provide more flexible retirement options for those who have dedicated years of service in difficult conditions.

The Economic Impact

• Reducing Financial Burdens on Employees: By addressing the overtime cap and contribution rates, this initiative will reduce the financial burden on Tier 6 employees. Lowering contribution rates and allowing employees to fully benefit from their overtime work ensures that they can save more for retirement while still being fairly compensated for their efforts. This will increase take-home pay and financial security for thousands of MTA workers.

• Ensuring Long-Term Financial Security: Tier 6 employees deserve the same level of financial security in retirement that Tier 4 members have enjoyed for years. By implementing fairer pension multipliers, simplified salary calculations, and increased retirement options for high-risk jobs, this reform will bring Tier 6 employees closer to Tier 4 equity, ensuring that they can retire with dignity after years of service.

• Reducing Employee Turnover and Boosting Morale: Employees who feel supported by a fair retirement system are more likely to stay with the MTA long-term. By making these improvements, we can reduce turnover rates and boost employee morale, knowing that their hard work will be fairly compensated in retirement. This is particularly important in an industry where retaining experienced, skilled employees is essential to maintaining operational efficiency and safety.

Why This Matters Now

• Addressing the Growing Inequality Between Tiers: The difference between Tier 4 and Tier 6 has created growing dissatisfaction among newer employees, many of whom feel that the system is stacked against them. By implementing these reforms, we can address these concerns head-on and create a more equitable system that works for everyone. Now is the time to take action to ensure that all MTA employees—regardless of their tier—are treated fairly in their retirement planning.

• A Fairer System for Future Generations: Reforming Tier 6 isn’t just about current employees—it’s about ensuring that future generations of MTA workers are treated fairly. By aligning Tier 6 benefits more closely with Tier 4, we are creating a sustainable and fair system that supports the long-term financial well-being of MTA workers. This is essential for the future of the workforce and for maintaining the trust and dedication of MTA employees.

A Commitment to Fairness and Equity

Tier 6 Reform  is about creating realistic, meaningful improvements that will bring Tier 6 employees closer to the benefits enjoyed by Tier 4 members. By eliminating or raising the overtime cap, fixing contribution rates, increasing the pension multiplier for long-term employees, simplifying the Final Average Salary calculation, and providing earlier retirement options for high-risk jobs, we can create a fairer, more equitable retirement system for all MTA workers.

This initiative reflects a commitment to fairness, financial security, and equity. Together, we can push for these reforms to ensure that Tier 6 employees receive the retirement benefits they deserve after years of dedicated service. Let’s take this next step toward achieving true equity across all retirement tiers and build a stronger future for every MTA employee.