If they understand the issue properly, I think they will. Thanks to unions, every Ohio citizen owes government workers $6,150!
Given that just a few short years ago (pre-market meltdown) Ohio’s taxpayers were on the hook for $46.5 billion due to its underfunded retirement system, one would think that November 8th’s decision to Vote YES on Issue 2 would be a no brainer.
After all, if you’ve got a system where union bosses have been able to put every single Ohio citizen (now) $6150 in debt, why would you want to keep it?
Moreover, if you’ve successfully ridden yourself of the system, why would you want to return to it?
Yet, that’s the issue that Ohioans have to decide when they go to the polls on November 8th to vote on Issue 2: Do . . .
Issue 2 on Ohio’s November 8 ballot poses a simple question to voters: Should SB5, Ohio’s government reform effort to get control back from union bosses, be allowed to go into effect?
As fellow RedState contributor Kevin Holtsberry explains:
Issue 2 is a result of a union led attempt to repeal Senate Bill 5 – legislation which brought much needed reform to Ohio’s collective bargaining laws. A yes vote allows these important reforms to go into effect which will give much needed flexibility to government at all levels and will remove barriers to merit based management.
A YES vote on Issue 2 gives Ohio’s taxpayers the ability to see SB 5 go into effect. And, in the words of Building a Better Ohio:
It allows an employee’s job performance to be considered when determining compensation, rather than just awarding automatic pay increases based only on an employee’s length of service.
It asks that government employees pay at least 15 percent of the cost of their health insurance premium. That’s less than half of what private sector workers are currently paying.
It requires that government health care benefits apply equally to all government employees, whether they work in management or non-management positions. No special favors.
It asks our government employees to pay their own share of a generous pension contribution, rather than forcing taxpayers to pay both the employee and employer shares.
It keeps union bosses from protecting bad teachers and stops the outdated practice of laying off good teachers first just because they haven’t served long enough.
Finally, it preserves collective bargaining for government employees, but it also returns some basic control of our schools and services to the taxpayers who fund them, not the union bosses who thrive on their mismanagement.