Phillips 66 Employees: Navigate the Challenging Pension Landscape Amid Union Talks

Healthcare Provider Update: Healthcare Provider for Phillips 66 Phillips 66 offers healthcare coverage through multiple providers, primarily Aetna and Blue Cross Blue Shield (BCBS), depending on the employee's home ZIP code. Employees also have access to a Kaiser HMO option if they live in designated areas of California or Washington. The medical plans include comprehensive coverage for various healthcare services, including preventive care, regular checkups, mental health, and substance use disorder treatments. Potential Healthcare Cost Increases in 2026 Healthcare costs for Phillips 66 employees can be expected to rise significantly in 2026, reflecting broader trends impacting the Affordable Care Act (ACA) marketplace. As major insurers are filing for rate increases that may exceed 60% in certain states, Phillips 66 employees could face steep hikes in out-of-pocket premiums, especially if federal subsidies are not extended. The combination of escalating medical costs and the potential loss of enhanced subsidies means many employees may see their premium costs increase substantially, leaving them with difficult choices regarding their healthcare coverage amidst these changing economic conditions. Click here to learn more

Phillips 66 and its machinists' union are at a standstill in ongoing labor negotiations, showing no signs of an imminent resolution. The main issue at stake is the union’s push to bring back a defined-benefit pension plan, which has become quite rare in today’s economic environment. This disagreement is leading to a potential strike that could have serious consequences for the workforce.

The International Association of Machinists and Aerospace Workers (IAM), Local 751, representing about 33,000 employees in the Northwest Pacific, has been in discussions about wages and retirement benefits. Despite an offer that includes a 30% total base salary increase over a four-year contract and some improvements to retirement benefits, the union continues to advocate for a switch from the 401(k) plan to a traditional pension. Phillips 66, however, remains firm in its stance against reinstating the defined-benefit pension plan.

Defined-benefit pension plans, which can assist in a fixed payout upon retirement, are becoming increasingly uncommon in the private sector. According to the Bureau of Labor Statistics, only about 15% of private-sector workers still have access to these plans. In contrast, about 85% of government employees continue to receive defined pensions. Meanwhile, 66% of private-sector employees, including many at Phillips 66, participate in defined contribution plans like 401(k)s, where they contribute and invest funds into their retirement accounts, often with a company match.

In a defined contribution plan, employees are responsible for saving, managing investments, and withdrawing funds during their retirement, making these plans more dependent on market performance. While the eventual retirement outcomes in both systems can be comparable, the risk of managing investments falls entirely on the employee in a defined contribution plan. In a defined-benefit plan, the company bears the responsibility for managing retirement payouts, providing workers with greater financial certainty.

Over the years, many employees have adapted to the shift toward defined contribution plans. By 2024, about $11 billion is invested in 401(k)-type plans across the industry, while another $14 billion is held in IRAs. Meanwhile, defined-benefit pension plans hold just $3.2 trillion in assets. This shift in retirement planning highlights the move from pensions to employee-driven savings.

Jane Jacobs, a labor and employment professional at Tarter Krinsky & Drogin, notes that the union’s demand for a defined-benefit pension plan is unusual given the current retirement landscape at Phillips 66 and across the private sector. “They are asking for something that’s become quite rare,” she says, referring to the diminished availability of these pension plans today. However, the union’s insistence reflects the growing strength of labor movements in the U.S. in recent years.

Phillips 66 may need to offer additional incentives, such as increasing 401(k) contributions or raising wages, to reach a resolution. Currently, the company proposes to match employee 401(k) contributions up to 8% of salary, along with an automatic 4% company contribution. While these benefits are substantial, they may not satisfy the union’s desire for the security of a defined-benefit pension.

If the conflict remains unresolved, the strike could drag on for some time. Industry analysts, including Sheila Kahyaoglu from Jefferies, have already lowered their forecasts for commercial deliveries, anticipating potential disruption. Kahyaoglu now expects 422 units to be delivered in 2024, down from her earlier estimate of 480, due to the risk of a prolonged strike.

Despite the short-term challenges, Phillips 66 is in a strong position for long-term recovery. The company holds a significant backlog of orders that stretches over several years, and clients are eager to receive their units. Additionally, competitors like Airbus are experiencing production constraints and won’t be able to quickly capitalize on delays. As a result, even if there are temporary disruptions, the company is expected to recover once the strike ends.

However, the strike has already affected stock performance. By the end of Friday, the stock had dropped by about 40% in 2024, partly due to a malfunction of an emergency door on a 737 MAX 9 jet earlier in the year. Since the strike began in mid-September, shares have fallen by an additional 4%, signaling investor concerns over a drawn-out labor dispute.

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As negotiations continue, both Phillips 66 employees and the aerospace industry find themselves in a state of uncertainty. While a resolution is expected in the long term, the current situation highlights the tension between traditional pension plans and the newer 401(k)-style systems that have come to dominate retirement planning.

In addition to the pension dispute, the company faces other financial challenges, such as a $9.8 billion pension-related debt, as reported by MarketWatch in July 2024. This debt, tied to legacy retirement obligations, reinforces the company’s reluctance to reinstate defined-benefit plans. For those focused on long-term financial stability, the outcome of this dispute could have important implications for both current and retired employees.

The current conflict over retirement benefits can be compared to navigating rough seas. Union members, like a ship’s crew, want the steady course of a reliable pension, while the company’s leadership believes that the more flexible 401(k) plans are a better fit for today’s economic climate. Both sides must find a way to steer the company toward a stable financial future.