Site Map Icon
RSS Feed icon
 
CWA Local 2336
 
 
April 20, 2018
Member Login
Username:

Password:


Not registered yet?
Click Here to sign-up

Forgot Your Login?
RED on Thursdays

Wearing RED on Thursdays shows our collective support for our Union Contract.

<< April 2018 >>
S M T W T F S
1 2 3 4 5 6 7
8 9 10 11 12 13 14
15 16 17 18 19 20 21
22 23 24 25 26 27 28
29 30
Events Calendar image
Events Calendar
Message Board image
Message Board
Classified Ads image
Classified Ads
Downloads image
Downloads
News Feeds image
News Feeds
Photo Gallery image
Photo Gallery
Weather Report
UnionActive Newswire
 
Join the Newswire!
Updated: Apr. 20 (16:03)

Get Your Application in Today For Entertainment Electrics!!
IATSE Local 488
In Case You Missed It
Teamsters local 570
FROM THE PRESIDENT | Reckless & Irresponsible
IBT Local 1108
In Case You Missed It
Teamsters Local 355
Officers elected by acclamation, April 13, 2018
UAW local 2200
IBEW 21 mourns the loss of our Brother Mark Reczek
International Brotherhood of Electrical Workers, Local Union 21
 
     
Action Center
Breaking! AT&T Mobility Contract Ratified
Updated On: Mar 30, 2018

AT&T Mobility Tentative Agreement

After almost a year of hard bargaining and unprecedented mobilization, we have

reached a groundbreaking tentative agreement for members under the Orange

contract at AT&T Mobility. Never before have we seen this level of mobilization

for a fair contract, and never before have we won so much at the bargaining

table.

This groundbreaking agreement was the result of the unprecedented pressure

you and your coworkers put on the company and you should feel very proud of

what you accomplished .

Together, we showed that we can make improvements at work when we stick

together and mobilize. If you took part in mobilization activities, walked a strike

line, wore a button or a sticker, passed out flyers, or called your managers

demanding a fair contract - this is your victory.

Our bargaining team could not have achieved this breakthrough tentative

agreement without the hard work that you did fighting for a fair contract.

We didn't win everything of course, but we moved forward together and will keep

up the fight.

When We Fight, We Win.

1

Summary of Tentative Agreement

1. Duration of Contract

The terms of the contract will become effective upon ratification and will remain

in effect until 11:59pm on February 12, 2021.

2. Wages and Other Compensation

The combined 4-year wage increase will result in a compounded 10.1% base

wage increase by the end of the contract. A bonus of $1,000 will add to wage

gains if the contract is ratified by January 12, 2018. For retail sales consultants

and Cricket COS sale advocates, base wages will also be improved by converting

a portion of commission or “at-risk” pay to base pay.

This was a major bargaining demand for the union, and a significant

improvement.

a. General Wage Increase.

The increases listed below will be applied to the top in the basic wage

schedules on the date indicated. There will be no increase at the start

rate, and all other steps will be exponentially increased:

? 2.25% retroactive to February 12, 2017

? 3.0% effective February 11, 2018

? 2.25% effective February 10, 2019

? 2.25% effective February 9, 2020

b. Ratification Bonus

$1,000 will be paid if the contract is ratified by January 12, 2018. The

bonus is available to all employees on the payroll as of the ratification

date and the payout date.

c. Relief Differential

The 10-percent relief differential for workers who assist or relieve a

manager will now apply to each hour or fraction thereof that the worker

performs these duties.

d. On Call Duty

The daily rate for on-call pay will be increased $2 per day, from $35 per

day to $37 per day. This is in addition to any compensation for the actual

duty.

2

3. Employment Security

a. Job Guarantee/Employment Security Commitment for Retail and Call

Center Workers

In the event of a layoff or surplus as a result of retail store or call center

closure, or in the event the company eliminates or vacates a job title, the

company will offer affected workers positions available at any Mobility

work location covered by a CWA labor agreement within the continental

U.S.

The offer is available to specific job titles and the affected employees

must meet expectations for current job and must be qualified for the job

being offered.

Affected employees have 1 working day to accept the job offer. Testing

for the new job may be required, but the re-test waiting period is waived

for employees acting under this ESC.

The company will try to provide job offers as close as possible to the

employees current work location.

This is a new item in our contract, and a major improvement. No

wireless worker in the country has this kind of employment security.

b. Call center call share commitment

In a first-ever agreement in the wireless industry, AT&T has guaranteed the

level of calls coming into call centers covered by the Orange contract.

During the course of our negotiations, it was determined that currently

orange contract call centers handle 5 percent of all Mobility calls.

3

The company agrees to bring the level of call flow to at least 7% through

2018 and to no less than 9% beginning in 2019. The company will provide

quarterly reports to CWA so that the union can ensure compliance. If the

call flow percentage should fall below the agreed upon levels, there will be

no involuntary surpluses declared unless there is an extraordinary drop in

total call volume or other adverse economic reasons for the decline.

This is a new item in our contract, and a major improvement. No

wireless worker in the country has this kind of employment security .

c. Force Adjustment Article for All Employees

Previously in the event of surplus, it was up to the company whether

employees would have the opportunity to resign and receive a severance

payment. Under this agreement it will be mandatory for the company to

offer this option. The offer is made based on seniority up to the number

needed to alleviate the surplus.

If the surplus remains, the company will eliminate temporary workers and

contractors. This step is unchanged from the current agreement. If the

surplus still remains, the company is now required to give priority

placement rights for lateral and downgrade job vacancies.

In addition, the maximum severance payments have been increased to

$18,000 from $17,000.

4. Healthcare

The terms of the health care plan for the years 2017 - 2020 were bargained and

ratified in 2016 as part of the National Benefit Bargained Plan (NBBP). It applied

to all CWA Mobility contracts across the country. That agreement included an

“unwinding” provision which returned bargaining over all benefit plans to each

mobility contract.

This agreement covers the plan in 2021 only – the last year of the contract.

Under this agreement the plan design in 2021 remains unchanged from the

previous year for both the Option 1 and Option 2 plans. Employee contributions

increased $1 – 3 per month for single coverage and $3 – 7 per month for family

coverage.

4

Option 1 Plan Option 2 Plan

Ratified in 2016

under the NBBP

Proposed

Agreement

Ratified in 2016

under the NBBP

Proposed

Agreement

2018 2019 2020 2021 2018 2019 2020 2021

Monthly Contributions for Current Employees

Employee Only 88 98 110 111 44 57 70 73

with Child(ren) 150 168 188 191 75 97 120 125

with Spouse 241 269 302 305 121 156 193 200

with Sp & Ch(s) 256 286 321 324 128 166 205 212

Monthly Contributions for Employees hired after January 1, 2017

Employee Only 121 126 132 134 77 85 93 96

with Child(ren) 207 215 226 230 132 145 159 164

with Spouse 333 346 362 368 211 233 255 263

with Sp & Ch(s) 352 368 384 391 224 247 271 279

Monthly Surcharges

Tobacco Use 50 60 50 60

Working Spouse 0 100 100 0 100 100

Annual In-Network Medical Deductible

Employee Only 650 700 750 750 1,300 1,300

All Other Tiers 1,300 1,400 1,500 1,500 2,600 2,600

In-Network Medical Coinsurance

All Tiers 10% 10% 10% 10%

Annual In-Network Medical Out-of-Pocket Maximum (Includes Deductible)

Employee Only 3,250 3,500 3,750 3,750 6,450 6,450

All Other Tiers 6,500 7,000 7,500 7,500 12,900 12,900

Annual Prescription Drug Deductible

Employee Only None None Shared w/

Medical

Shared w/

All Other Tiers None None Med

Prescription Drug Copays (30-day Retail, 90-day Mail Order)

Generic 10, 20 10, 20 9, 18 9, 18

Preferred Brand 35, 70 35, 70 35, 70 35, 70

Non-Preferred 60, 120 70, 140 70, 140 70, 140 70, 140

Annual Prescription Drug Out-of-Pocket Maximum

Employee Only 1,200 1,200 Shared w/

Medical

Shared w/

All Other Tiers 2,400 2,400 Med

Tobacco Surcharge: Smokers will self-identify in open enrollment. The surcharge

will be waived if the employee enrolls in a free smoking cessation program.

Working Spouse/Legal Partner Surcharge: The surcharge will be waived if

employee attests that their partner does not have access to other

employer-based coverage.

5

5. Contract Changes Relating to Retail Workers

a. Adjustments to “At-risk” Commissions for RSCs

Effective in 2018, base wages for Retail Sales Consultants (RSCs) will be

increased by $2,500 per years and the “at-risk” commission minimums are

reduced by $2,500 per year, from $12,750 to $10,250. The increase will be

applied to each step of the wage schedule. In 2018, the negotiated

general wage increase will be applied after the commission adjustment is

made.

This is a significant improvement in the standard-of-living for retail

members. This money will be guaranteed from now on and will

accumulate base wage increases in the future.

b. Adjustment to Wage Table for COS Sales Advocate

A $500 annual wage increase will be added to each step of the COS Sales

Advocate wage table effective 2018 and the at-risk target amount will be

decreased by an equal amount. The 2018 general wage increase will be

applied after this adjustment to the wage tables.

This is a significant improvement in the standard-of-living for Cricket

members. This money will be guaranteed from now on and will

accumulate base wage increases in the future.

c. Monitoring on the Sales Floor

Monitoring of employees to ensure high quality sales performance is

allowed, but the number of evaluative observations that may be observed

is limited to six per month. Management determines the method of

evaluation and what is observed.

This new agreement restricts evaluative observations members can

be subjected to, and is a significant improvement.

6

d. Improved retail and call center attendance plans

The attendance policy is changed. Points will be assessed to unexcused

absences in the following manner: one point for the first day of unexcused

absence and one-half point for each subsequent day of the same

occurrence (example: for an unexcused absence of three consecutive

days, an employee will be assessed two points). This policy will remain in

effect for at least 3 years.

Individuals in stores and call centers who are on final written warning for

attendance will have their total points reduced by one point upon the

ratification of the contract in January 2018.

This will result in less points for members who take consecutive sick

days. Members who fall under these attendance policies who are on a

final written warning will have their total points reduced by 1 point upon

ratification. Big win here!

6. Contract Changes Relating to Call Center Workers

a. Call Center Monitoring

The Letter of Agreement regarding monitoring limits the number of

evaluative observations that can be observed in a month to 8. Selection of

calls to be observed will alternate between management and the

employee, with management selecting the first call. Management

determines the method of evaluation. Any additional calls observed

cannot be used for discipline except in cases of misconduct.

This is a major first-time achievement. Our contract will now restrict

evaluative monitoring in the call centers. This will mean less stress in the

workplace and an improvement in day-to-day life for call center workers.

b. Rules for Employees Performing MI60 Duties

MI60 duties will be performed by bargaining unit employees only on a

voluntary basis and subject to final selection by management. Such

assignments will be rotated quarterly and aligned with shift bids. A shift

differential will be paid. Duties will include assisting management with

floor support, chat support and handling escalations. No other

management duties are included – not coaching, observing, or any other

documentation of performance.

7

c. Call Center “Mini Shift Bids”

In order to protect seniority and scheduling, when new hires are brought

into a center; management will initiate a process to place them in open

slots after existing employees have had an opportunity to bid on the open

slots based on seniority order. Any slots available after the “mini-shift bid”

will be filled with New Hires.

Preserving seniority rights has been top issue for union members.

This provision protects employees during interim shift-bidding when new

hires are scheduled.

d. Improved Retail and Call Center Attendance Plans

The attendance policy is changed. Points will be assessed to unexcused

absences in the following manner: one point for the first day of unexcused

absence and one-half point for each subsequent day of the same

occurrence (example: for an unexcused absence of three consecutive

days, an employee will be assessed two points). This policy will remain in

effect for at least 3 years.

Individuals in stores and call centers who are on final written warning for

attendance will have their total points reduced by one point upon the

ratification of the contract in January 2018.

This will result in less points for members who take consecutive sick

days. Members who fall under these attendance policies who are on a

final written warning will have their total points reduced by 1 point upon

ratification. Big win here!

7. Contract Changes Relating to Technicians

a. Trial of Small Cell Aerial Work

In 2018, the company will conduct a trial of small cell work requiring aloft

and/or bucket trucks. The trial will include training of the workers,

determining the scope of the trial, meeting with CWA to discuss

expectations before the trial and meeting quarterly with CWA as the trial

progresses. The first meeting is set for 90-days after ratification or

sooner.

b. Safety Equipment for Supply Chain Employees

Supply Chain employees are now eligible for safety glasses and safety

footwear under similar terms to Wireless Technicians: one pair of clear

lens prescription safety glasses for use indoors; or, if duties are performed

8

outdoors, one pair of clear lens and one pair of dark lens or one pair of

photocromatic lens glasses; one pair of safety footwear per calendar year.

c. Protecting Seniority in Workforce Imbalance Situations

Temporary moves will be done by seniority. If a temporary imbalance lasts

for more than 6 month, the move will be made permanent with another

canvas by seniority. Anyone reassigned will have the right to retreat to

previous position if it opens up within a year of reassignment.

8. Provisions Relating to New Hires

Keeping in line with other AT&T core bargaining tables, the following changes are

made for new hires.

a. Paid Sick Time

For employees hired after January 1, 2018, the amount of paid sick leave

has been reduced to a maximum of five paid days per year. These

amounts are pro-rated for part-time workers.

b. Short-Term Disability Plan

Employees hired after January 1, 2018 will also be enrolled in a reduced

short-term disability program which will replace pay for up to 26 weeks

based on length of service, as follows:

Employee Service 100% of Pay 60% of Pay

6 mos to less than 2yrs 0 weeks 26 weeks

2 yrs to less than 5 yrs 4 weeks 22 weeks

5 yrs to less than 15 yrs 13 weeks 13 weeks

15yrs or more 26 weeks 0 weeks

After 26 weeks of disability absence, pay will be replaced under AT&T’s

long-term disability plan at 50%.

9. Other Contract Changes

a. Hours of Work Under Temporary Conditions

In the event the company determines emergency business conditions

require a change in schedules of hours worked, management may adjust

schedules on a temporary basis, but a new provision requires

management to explain the business needs and the expected duration of

the temporary condition so that workers can better prepare and plan for

the temporary schedule change.

9

b. Non-Discrimination

The language regarding non-discrimination has been expanded to include

gender identity and expression among the protected classes in our

collective bargaining agreement.

c. Right to Pay for Unused Vacation or EWPs

The agreement includes a waiver for employees in States that require

payment of unused vacation time who are dismissed for Code of Conduct

violations. Currently, California is the only State that required these

payments. Under this waiver, all employees will be treated uniformly

throughout the country.

Employees who leave for any other reason retain their right to payment in

lieu of vacation. The same principle holds for treatment of cash in lieu of

Excused Days With Pay (EWP).

10. Improvements in Union Administration of the Contract

a. Time Off for Union Activities

Current language allowing paid time off for union activists and officers in

order to enforce the contract or advance union programs has been

improved to allow for up to 2 representatives per local to be paid up to 960

hours per year for union activities. If the Local Union president is also

covered by the contract, then the local may have up to three

representatives per year off for up to 960 hours each.

b. Grievance Process

In an effort to streamline the grievance procedure, the company and union

agree to implement a two-step procedure, down from three-steps. This

new procedure will be effective for grievances brought under the 2017

labor agreement.

10


Organize Today
Learn more about organizing your workplace!

Click Here
Contact Elected Officials!
Newsletter Sign-up
Sign-up for newsletter & email updates
Blog Topics
General
Blog Updates
Important Links
Union Built PC
Motor Vehicle Certification Program
DotComPrinting.inc
Union Plus
 
 
Communications Workers of America Local 2336
Copyright © 2018, All Rights Reserved.
Powered By UnionActive™
Visit Unions-America.com!

Top of Page image