Monday, August 20, 2012

Wanted: EXECUTIVE DIRECTOR Taft-Hartley Benefit Funds

Position Location/Title 

Benefit funds located in New York City are currently seeking an Executive Director, reporting directly to three Boards of Trustees.

Funds Description
There are seven separate plans that provide health, pension, annuity, vacation, and job training benefits, and one charity fund. The combined assets of the Funds exceed $4 billion. The names of the Funds are as follows:
  1. New York City District Council of Carpenters Welfare Fund
  2. New York City District Council of Carpenters Pension Fund
  3. New York City District Council of Carpenters Annuity Fund
  4. New York City District Council of Carpenters Apprenticeship, Journeyman Retraining, Educational and Industry Fund
  5. New York City District Council of Carpenters Relief and Charity Fund
  6. Hollow Metal Pension Fund
  7. Hollow Metal Trust Fund
  8. Retirement and Pension Plan for Officers and Employees of the NYDCC and Related Organizations
The Funds currently have 136 employees, of which 82 work at the Fund Office and 54 are employed at the Labor Technical College which is operated by the New York City District Council of Carpenters Apprenticeship, Journeyman Retraining, Educational and Industry Fund.

The Funds are in the process of significant structural changes affecting many areas of their operations, including implementation of a Compliance and Ethics Program, health benefit plan changes for participants, implementation of a new benefit administration computer system, and commencement of a major office space renovation. 

Job Responsibilities
The Executive Director oversees all aspects of the Funds. He or she has primary responsibility for implementing all decisions of the Funds’ Trustees. The Executive Director is expected to exercise active leadership to improve the Funds’ operations, including setting goals for directing and motivating Fund Office staff, informing the Board of Trustees of operating conditions, and maintaining effective relationships with participants, collective bargaining parties, professional advisors, and a Federal court- appointed Review Officer on behalf of the Funds. 


The successful candidate will possess the following qualifications. All qualified candidates will be considered. 
  • 10 to 15 years of broad-based experience in benefit plan administration, including significant senior-level Taft-Hartley management experience and experience with deficit-reduction programs
  • bachelor’s degree (advanced degree and/or CEBS certification preferred)
    highest level of integrity
    excellent judgment
  • excellent interpersonal and communication skills experience in managing employees
  • solid knowledge of employee benefit plans and government related/legislative regulations
    strong project management skills
    highly organized
  • experience in dealing with governmental investigations familiarity with the construction industry
Annual salary will be determined by previous experience and qualifications. Benefits include health coverage and employer contributions to the New York City District Council of Carpenters Annuity Fund.


Submit (i) a letter describing your interest in the position and why you believe you are an excellent candidate for the position, (ii) your resume, (iii) a minimum of five references, and (iv) your salary requirements via e-mail at 

All finalists for the position will be subject to a thorough background search. Applications must be received by September 14, 2012. 

The Funds are an affirmative action, equal opportunity employer and encourage applications from all qualified candidates regardless of gender, race, ethnicity, age, sexual orientation, marital status, religion, or disability.


  1. For starters:

    136 Employees, say at an average wage & benefit package of $75k a year would equate to $10.2M.

    Lopping 25% off the top would yield a direct savings of $2.55 Million dollars which would bring it down to $7.65M per year.

    No. 1 - get rid of the dead weight.

    No. 2 - The D.C. should try hiring a Corporate Executive instead of another hack/bureaucrat who comprehends dollars & cents & turning around troubled Organizations. (although that would require thinking outside the Box).

    No. 3 - The person hired should have a thorough knowledge of the entire Construction Industry.

    Leaders Lead; and, they know how to delegate and get results. Hire another non-performer from within the Healthcare Industry and you will get another Obama type hack who can't run a lemonade stand and someone who is content with the status-quo.

    Translated, the NYCDCC needs an individual who will not be content gaming the system & abusing the 10-year F.I.P.'s and one who is content making excuses for their performance. Instead, the D.C. should focus on an individual who can turn these funds around in one third of that time.

    That will require someone to come in & within the first 6-months cleaning house and firing the non-performing investment advisers.


  3. Health benefits it would be very interesting to exactly what kind of health benefits we are paying for him and if they are equal to the shit they are giving us please look into this John I'm sure you would be curious too and the membership would llove to know this

  4. Benefit Funds employees get the same benefits that the rank-and-file members do, but the director clears more than $200K/year to do whatever the Trustees tell them to do. Is that money well spent?

  5. KMM is counsel's office. Guess they are in charge of the hiring process.

  6. How many of these people are even qualified for overseeing ANYTHING? If you FIRE 50 % OF THEM you would loose NOTHING & save a ton of money.
    Guarantee you that these people are PARACITES for the most part that don't do anything but ANALIZE HORSESHIT....NOTHING.

  7. F.I.P.'s = Funding Improvement Plans (see post above) in those related to the Pension & Welfare Funds. Under the Pension Protection ACT OF 2006 (PPA 2006) and the subsequent Amendments made thereto by the Senate's Joint Committee on Taxation in December 2010, plans such as those under the NYCDCC umbrella have up to 10-years to turn the sinking ship around the government bloodhounds, or leaches if you prefer come running in.

    The government screws up most everything it lays its hand to, therefore their preference would be 10 more years of cheap accounting tricks to balance the Funds portfolios vs. having the Pension Benefit Guarantee Corporation (PBGC) step in.

    Should that occur, it is akin to a death sentence much like those with large assets who die intestate. The Probate Court takes over and the sharks & thieves come running. They will summarily bleed the Funds of the remaining assets and run like hell when they dry up.

    It's who they are and it's what they do!

    Meanwhile, back at the ranch (the NYCDCC), given the fact that the DC is distracted by alleged Contract Negotiations and relative inexperience and ineptitude, they have punted the ball and have yet to even address or consider terminating the service of Non-Performing Fund Managers.

    In lieu of accountable & aggressive actions toward the above, they are simply going to hope for change like Obama and pray like hell that the man-hours go up. That's their only Plan; well, short of signing more PLA's for reduced wages & benefits.

    Funny thing though - with greater than 135 PLA's signed to date (remember the plan & the lies/spin), Man-Hours have yet to go up, now have they?

    All one has to do is follow the bouncing ball and the International Plan to increase man-hours (put forth by McCarron & Spencer) which is now being followed by the newly elected administration is an utter an dismal failure.

  8. Maybe this time around we can get someone in there who keeps his dick to himself and doesn't harass the female employees!!

  9. Creative post - I am thankful for the facts . Does anyone know if my business might obtain a template CA DMV REG 195 document to use ?


I would ask that if you would like to leave a comment that you think of Local 157 Blogspot as your online meeting hall and that you wouldn’t say anything on this site that you wouldn’t, say at a union meeting. Constructive criticism is welcome, as we all benefit from such advice. Obnoxious comments are not welcome.