February 23, 2018 Avaya Members voted 92% in favor to extend there contract until September 21, 2019.
February 16, 2018
As you may already know, a tentative agreement has been reached between CWA District 3 and AT&T Mobility for a new, four-year contract. This agreement contains many improvements to the previous contract that will greatly benefit our members.
The new agreement calls for improvements in the following areas:
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 March 23, 2018. For retail sales consultants and Cricket COS sales advocates, base wages will also be improved by converting a portion of commission or “at-risk” pay to base pay.
General Wage Increases.
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 10, 2018
➔ 3.00% effective February 10, 2019
➔ 2.25% effective February 9, 2020
➔ 2.25% effective February 7, 2021
$1,000 will be paid if the contract is ratified by March 23, 2018. The bonus is available to all employees on the payroll as of the ratification date and the payout date.
When the Company hires a new employee, who has no experience or training at a wage rate higher than current employees in the same title at the same location, those current employees will be raised to the same rate of pay as the new hires.
On Call Duty Pay
The daily rate for on-call pay will be increased from $36 per day to $38 per day. This is in addition to any compensation for the actual duty.
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 employee’s current work location.
Call center call share commitment
AT&T has guaranteed the level of calls coming into call centers covered by the “Black” contract. The company agrees to bring the level of call flow by December 31, 2018. 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.
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.
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 and 2022 only - the last two years 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.
Contract Changes Relating to Retail Workers
Adjustments to “At-risk” Commissions for RSCs
A $2,500 annual wage increase will be added to each step of the Retail Sales Consultants (RSCs) wage table effective 2018 and the “at-risk” commission minimums are reduced by $2,500, from $12,750 to $10,250. The 2018 General Wage Increase will be applied after this adjustment to the wage tables.
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.
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. Observations must be done on the sales floor – not by watching video in the back room.
Contract Changes Relating to Call Center Workers
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.
Calls selected for evaluation shall be selected from those calls that occurred after the employee’s most recent call evaluation.
Calls used for calibration purposes by management and additional customer calls selected for coaching purposes will not be used toward discipline except in cases of misconduct.
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.
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.
Contract Changes Relating to Technicians
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.
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 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.
Protecting Seniority in Workforce Imbalance Situations
Temporary moves will be done by seniority. If a temporary imbalance lasts for more than 6 months, 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.
Other Contract Changes
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.
Flexible Excused Days with Pay Trial
There is an agreement to implement a Flexible Excused Day with Pay trial in three call centers. This is in response to your Bargaining Committee’s demands to address the attendance/quality of work life problems in the call centers.
More details on the new contract will be available soon.
February 7, 2018 The AT&T Mobility contract expires on Friday 2-9-18 11:59pm. Please join us for an informational picket at 575 Morosgo on Friday 12-1pm to show support for our Mobility Bargaining Team.
December 26, 2017 At this time we have not been told when AT&T Employees will receive the special bonus from AT&T. While we are appreciative, the bonus brings little comfort when AT&T declares a surplus then offer up a bonus. Happy Holidays and I Look forward to seeing you at the 2018 Union Meetings.
September 11, 2017 Due to inclement weather, The Local will be closed on Tuesday and the September Union Meeting canceled. This is an election year so please be advised that the election committee will take nominations for office at the October Union Meeting.
August 14, 2017
DexYP Members, please see update below from CWA District 3 Staff Representative Kevin Kimber regarding DexYP. It is believed that the company will be aggressively administrating discipline for performance under DEX. Please check your records to insure you don't have entries that you were not aware of, or may have forgot to grieve. I'm told termination payments will be biweekly rather than monthly. But definitely no lump sum, except for the benefits payout under the print media contract.
DEXYP Union Questions
1. In markets where DEXYP is the incumbent (Fayetteville, Fuquay, Dunn, Johnston County, Durham, Wake Forest, Pittsboro, etc.) will we have some crossover? What happens to our YP reps there?
Crossover is possible. For now, we need the reps to stay focused on serving their customers YP to YP and Dex to Dex.
2. It sounds like DEXYP does not have the Sales Executive (non - billing) position. What happens to reps in those jobs?
Dex does not have “hunters” in the historical locations. To my knowledge, no immediate decision been made regarding the use of the “hunter” role going forward.
3. If we continue to work for DEXYP, will our years of service be bridged, or are we all considered new employees? Some of us have a long time with the company.
Service that was recognized at the closing will continue to be recognized as long as service remains continuous.
4. Will DEXYP honor the commission that we are (GTM) reps earned through acquiring new business, or legally do they have to if we are let go? Remember we got paid over a 16 month period on new business, which was the income plan we were hired under.
Earned commissions will be recognized and paid appropriately.
5. If a position is eliminated will there be severance?
If an employee is notified of layoff/Reduction in Force, appropriate severance or termination pay under CBA provisions under an appropriate CBA will apply.
6. If surplused, will our benefits also be cut off?
Benefit treatment with layoff/ Reduction in Force will be treated in accordance with the appropriate CBA or YP policy that was in place at the time of the transaction.
7. In the current DSE rep title, if this position is retained, will they honor salary and unrecoverable draw agreements? If positions are not retained, Will we be given opportunity to become Account managers?
Salaries and recoverable draws in accordance with CBA terms will be honored unless and until the Union and the Company agree to other terms
8. Are they changing Premise reps to SAMS for existing business and DSE for new?
To the best of my knowledge that has not been determined; however, further implementation of the GTM strategy is on hold.
9. Will the new entity (DEXYP)recognize CWA?
10. Will DEXYP assume the contract?
To your questions #9 & #10. Dex acquired the stock and other ownership interests in the YP entities. The Unions’ rights under the CBAs and the law remain unchanged. The same union-represented employees working the day before the transaction were working the day after. Only the ownership of the employers of the represented employees has changed.
11. Will DEXYP retain all current employees?
12. What things will change - (1) territories/markets, (2) method of doing business, (3) merger of business entities?
To your questions #11 & #12. No employees will be laid off “as a result of” the transaction strictly speaking. But, YP has not undergone the kind of rigorous stream-lining that Dex has over the past two years, and we do anticipate that the YP entities will get smaller and experience some eliminations. We are hard at work reviewing the issue
July 26, 2017 Brothers and Sisters, today CWA District 3 held a conference call with all District Presidents to discuss and vote on accepting the second proposed MOA as it relates to Article 24 of the BST Contract, AT&T Billing, and Utility Operations contracts. This MOA will insure that the Job Bank is available for any of our members who are currently affected by the 2017 3rd quarter surplus and any future surplus up to the ratification of the next contracts. Please feel free to call me if you have any additional questions after reading the MOA and I do look forward to seeing you all at future Union Meetings.
This letter confirms the terms under which AT&T (the Company) has agreed to continue funding tuition aid following the exhaustion of the negotiated funding for the PARTNERSHIP program under Article 24 of the BellSouth Telecommunications, LLC (BST) Working Agreement; Article 24 of the AT&T Billing Southeast, LLC (Billing) Working Agreement; and Article 21 of the BellSouth Telecommunications,
LLC for Utility Operations (UO) Working Agreement.
Beginning September 1, 2017, for employees in those three bargaining units, the Company will provide tuition aid through the AT&T Non-Management Tuition
Legacy AT&T, AT&T East, AT&T Midwest, AT&T Southwest and AT&T West CWA and IBEW Represented Employees and ALASCOM, Inc. Represented Employees(referred to below as “AT&T Non-Management TAP”). On September 1, 2017, funding will be suspended for both the AT&T Tuition Aid Policy for Represented Employees – AT&T Southeast (excluding PARTNERSHIP Participants)and the AT&T Tuition Aid Policy for Represented Employees - AT&T Southeast / PARTNERSHIP Job Bank. From that point forward through the end of the 2015 Working Agreements, bargaining unit employees will no longer receive tuition funding through, nor under the terms of, either of those two plans. This agreement expires effective with agreement on a successor PARTNERSHIP program to replace the program specified in Article 24 of the current working agreement, and any changes thereto will be the result of good faith bargaining for the new working agreement.
An employee who as of June 30, 2017 is actively participating in an undergraduate or graduate degree program from an accredited institution that is not on the approved list in the AT&T Non-Management TAP, will be grandfathered for courses in that degree program which begin prior to September 1, 2019 as long as he or she makes consistent progress toward the degree. Consistent progress is defined as completion of one course during each calendar year.
The implementation of the AT&T Non-Management TAP will control all matters concerning tuition assistance. The Company retains the right to modify the list of approved degree programs. The AT&T Non-Management TAP will govern in any instance in which the collective bargaining agreements’ language or PARTNERSHIP Board decisions conflict with the AT&T Non-Management TAP. Notwithstanding any potential conflicts with the AT&T Non-Management TAP, however, the following provisions of the PARTNERSHIP Job Bank will continue (not applicable for UO):
Assistance Plan -
Job Bank participants are retained on the company payroll while receiving their termination allowance and accruing seniority (24.05D1).
Eligibility conditions and weeks of eligibility (24.05D2 chart).
Eligibility for selection into regular jobs.
Temporary job placement (24.05D3b); Job Bank participants will continue to
be paid travel and living expenses in accordance with the agreement for temporary transfers outside their exchange/WRA, however, no Career Transitions Counseling, Internal Job/Career Development Plan or Outplacement Services will be available.
Continuation of Benefits (as described in Article 19), with termination allowance received in bi-weekly payments (24.05D4a).
Continued union membership (24.05D4b).
Priority consideration for equal or lower level vacancies within their home
state within their current bargaining unit, excluding relocation expenses
Any residual termination allowance due will be calculated in accordance with
24.05D5b. Each day in a work assignment, in which an employee performs actual work, will be paid wages in accordance with the applicable Working Agreement. Such work assignment and the wages earned will not reduce any residual termination allowance otherwise owed under 24.05D5b.
Participants selected for a vacancy will be paid a lump sum in lieu of any general wage increase or progression increase that occurred while in the Job Bank. Any future termination allowance will be adjusted by this lump sum amount (24.05D5c).
PARTNERSHIP Field Representatives may continue to attend surplus meetings. Regular time spent in the meetings will be paid. No time or expenses will be paid for travel to attend the meetings.
All other provisions of Article 24 of the BST and Billing contracts and Article 21 of the UO contract will be suspended for the life of the Agreements.
July 24, 2017
To: TFS Technicians
Re: Executive Level Grievance/Scheduling
The past couple months I have been in communications and discussions with District 3 trying to get a resolution for our technicians in TFS regarding the changes they made to the way our members are being scheduled. Below is the settlement for technicians in TFS. This is a huge win for our Technicians that were affected by changes the company made in TFS pertaining to scheduling.
BellSouth Telecommunications, LLC (“BST”) and Communications Workers of America (“CWA”) agree to resolve their dispute over scheduling rules under Article 3 of the BST Working Agreement that apply to outside core field technicians working in the Technical Field Services organization (“TFS”) but does not apply to technicians in Business Services. In settlement of this dispute:
CWA agrees it will withdraw all grievances and NLRB charges challenging the scheduling practices and their on sequences, including but not limited to NLRB Charge Nos. 10-CA-197376 and 10-CA-202283. BST agrees that effective September 1, 2017, it will implement the following scheduling rules for the technicians identified above:
1. Employees will not be scheduled to work back to back Sundays
2. Employees will not be scheduled to work back to back Saturdays
3. Employees will not be scheduled to work Sunday and Saturday in the same week
4. Employees scheduled to work on Sunday will be scheduled off the following Friday
5. Employees who have a contractual day off "VP, DP, HO" on Monday, will not be scheduled to work the preceding Sunday
6. Employees who have a contractual day off "VP, DP, HO" on Friday, will not be scheduled to work the following Saturday
7. Employees who have four (4) contractual days off "VP, DP, HO" during a holiday week, will not be scheduled to work the holiday
8. Employees who have five (5) contractual days off through a combination of "VP, DP, HO, or Company Recognized Holiday", will not be scheduled to work the weekend before or after the five (5) days off
9. Saturdays schedules are rotated evenly amongst all employees in the work group
10. Sundays schedules are rotated evenly amongst all employees in the work group
11. Employees on an approved leave of absence "STD, Military Leave, Maternity/Paternity Leave" are not required to catch up on Saturday/Sunday rotation once they return to work
12. Employees scheduled to work on Sunday are selected from the employees who were scheduled to work the preceding Saturday (Sunday picked from Saturday)
13. Employees are allowed one special request per quarter for a Monday through Saturday, e.g., blocking a weekend, or requesting to work a Saturday and be scheduled off another day during the week. Sundays and Holidays are excluded from Special request due to the way the “premium time” language operates. Nevertheless, the field manager has the ability to input a special request for ANY circumstances via the EASE RSC tool.
The Union is aware that the Company reserves the right to make changes to the officially posted weekly work schedules, in accordance with the limitations set forth in the collective bargaining agreement. Additionally, the Union is aware that in order to meet the needs of the business, the Company reserves the right to schedule in accordance with the limitations contained within the collective bargaining agreement, even if such schedule conflicts with 13 rules listed above. There may also be similar occasions where it is impossible to comply with every rule. For example, if business needs require more than half of technicians to work Saturdays, it will be impossible to comply with a rule that technicians cannot be scheduled to work back-to-back Saturdays.
Finally, BST will make good faith efforts to comply with these rules, but in the event of an error, the employees must work the posted schedules; employees may not refuse to work posted schedules on the grounds that the Company has allegedly violated this Agreement. CWA does not waive its right to grieve on behalf of someone who is scheduled in violation of this Agreement and seek an appropriate remedy.
July 19, 2017 As discussed at the July Union Meeting AT&T advised CWA District 3 that as soon as the contractual negotiated funding (Article 24.01D) for Partnership is exhausted, starting September 1, 2017 they would no longer fund AT&T Tuition Aid Policy for Represented Employees -AT&T Southeast (excluding Partnership participates) and the AT&T Tuition Aid Policy for Represented Employees- AT&T Southeast / Partnership Job Bank. From that point forward, bargaining unit employees will no longer receive tuition funding through, nor under the terms of, either of those two plans. This is in regards to BST, AT&T Billing, And Article 21 of the Utility Operations Working Agreement.
The company offered to implement an AT&T Non- Management tuition aid plan that was voted down by majority of District 3 Local Presidents for a number of reasons.The District will be meeting with the company in an attempt to come up with a better solution. as soon as we have an update, I will post it.
May 15, 2017
Dear Fellow CWA Local 3204 Member,
In accordance with Article IX of the CWA Local 3204 Bylaws and Article VIII of the CWA Constitution, nominations for 1 Delegate and 1 Alternate for the 2017 CWA National Convention will be held on Tuesday June 13, 2017 at the regular membership meeting held at 279 Logan St SE, Atlanta GA 30312 beginning at 6:30pm. Nominations will be taken shortly after the meeting is called to order. The 2017 CWA Convention will be held in Pittsburgh, PA. August 7-8, 2017.
There's a lot of things going on throughout the companies we represent. We've had more security investigations than usual. Many around FMLA Fraud. Please be advised the company has a department that investigates what they believe to be FMLA abuse and we have had a number of members terminated this year alone for FMLA abuse.
We have managers who feel it's ok to do craft work. This needs to be brought to our attention immediately if you know or suspect this to be going on. We can not afford to allow managers to do work that we have bargained for our members to do.
I want to encourage you to make sure you participate in Net Promoter Surveys (NPS). However we ask that you not make suggestions on automating you work, doing away with weekend and holiday schedules. Those type of comments have lead to the Company creating automation programs that have in returned showed the lack of need for employees in certain departments. We must do everything we can to preserve jobs in Atlanta. Attendance and performance continues to top the Companies we represent list of metrics they consider when deciding to add or decrease head count. We ask that you reframe from using E-Time when it is offered. Allow them to pay you for sitting at you desk or pulling No Jobs Available. E-Time can be used to determine the lack of need for employees within your work group.
Wire techs please be advised that managers are coercing tech into resigning left to right. If you are called into a meeting with management where they threaten to terminate your employment unless you resign. Call us immediately. managers are saying you can be rehired in 6 months if you resign or they will terminate you. Again request/demand a job steward be present for a meeting relating to your employment.
If you are having issues getting benefits claims approved, please don't hesitate to call the Local for assistance. Your newly appointed VP Yolanda Pearson (404 614-3714) continues to handle all benefits issues and can assist members in getting them approved or assist with the appeal process.
There are opportunities for many of you to take classes paid for by the company. I would like to make sure you're taking advantage of those opportunities. We must not leave any free money on the table as the company will try to reduce it during the next round of negotiations. Depending on which contract you're in, classes can be set up at you job sites during the week or weekends to fit the needs of our members. Call the Local to get more information on setting up classes. We have a Steward/Partnership Field Rep (Vanessa Jackson 404 614-3230) handling all Partnership and Tuition Aid classes.
I want to also encourage you to make it your business to become more active in your Union this year and going forward. CWA can only be as strong as our members want it to be. Schedules of events can be found on our website and FaceBook Page.
If there's anything I can do to further assist you please don't hesitate to call me (404 688-1256).
April 19, 2017 Greeting Brothers and Sisters, it has been brought to my attention that in many departments managers are doing craft work and very few are grieving this. A lot of our work has been moved to other states and in some case automated. we can not afford to sit back and allow managers to do our work. Please report this to the Local if it is occurring in you department.
We are looking for new stewards so please attend the next meeting for more information.
Please join with Local 3204 on May 20, 2017 8:30am to 3pm at Sweet Water Creek Park for Family Fun Day/Cat Fish Rodeo. There will be food, Games, Boat Rides, Moon Walks, many other things to do. Everything Free. Fishing rods, bait, and tackle are provided to kids to fish in a small pond that will be filled with catfish the night before. Assistance with baiting the hook and removing the fish will be provided, just bring your cooler.
January 18, 2017
Dear Fellow CWA Local 3204 Member,
In accordance with Article IX of the CWA Local 3204 Bylaws and Article VIII of the CWA Constitution, nominations for delegates for the 2017 CWA District 3 Meeting will be held on Tuesday February 14, 2017 at the regular membership meeting held at 279 Logan St SE, Atlanta GA 30312 beginning at 6:30pm. Nominations will be taken shortly after the meeting is called to order. The 2017 District 3 Meeting will be held in New Orleans, LA. April 9-12, 2017.
I want to also encourage you to make it your business to become more active in your Union this year and going forward. CWA can only be as strong as our members want it to be. There is a lot of things going on throughout the companies we represent. We have managers discriminating against our female members who are field technicians. This needs to be brought to our attention immediately as we will not tolerate any managers who seeks to discriminate or treat our women different. We have managers who feel it's ok to do craft work. This needs to be brought to our attention immediately if you know or suspect this to be going on. We can not afford to allow managers to do work that we have bargained for our members to do.
If you are having issues getting benefits claims approved, please don't hesitate to call the Local for assistance. We have a Steward (Yolanda Pearson 404 614-3714) handling all benefits issues who can assist members in getting them approved or assist with the appeal process.
There are opportunities for many of you to take classes paid for by the company and I would like to make sure you are taking advantage of those opportunities. We must not leave any free money on the table as the company will try to reduce it during the next round of negotiations. Depending on which contract you're in, classes can be set up at you job sites during the week or weekends to fit the needs of our members. Call the Local to get more information on setting up classes. We have a Steward (Vanessa Jackson 404 614-3230) handling all Partnership and Tuition Aid classes.
If there's anything I can do to further assist you please don't hesitate to call me (404 688-1256).
January 3 2017 Happy New Year!!! Please start the year off by attending the 1 Union Meeting of the year 1-10-17 6:30pm. Its my hope that we will continue to provide you with the very best representation possible. Please be advised the nominations for delegates to the District 3 convention will be held at the February Union Meeting. Please join us on Monday January 16 11am for the MLK March. Members can park at the Local for free and transportation will be provided to and from the March.
December 15, 2016 UPDATE!!!! Surplus List was updated to change the surplus function of some ST'sfrom Cable Repair & Maintenance, to Construction.
BST 2017 1st QTR Surplus List is posted under the Files tab. Those affected will get an official coverage From HR and CWA will be present for that meeting
December 2, 2016 Do you know of a member, whose family could use some help during the Holiday Season? If so please be sure to attend the December Union Meeting so that you can submit the name of the family. A Family's name will be drawn from a hat under Good and Welfare. The Next Union Meeting will be Tuesday December 13th 6:30pm. Take a look at our Website to stay up-to-date on other events.
October 26, 2016 Hello, Election Day is fast approaching and I want to encourage each of you to vote early if possible. Many of our members will soon be asking you what rights they have contractually as it pertains to voting. So I wanted to make sure you know what you're entitled to contractually and by law. And furthermore the Jurisdiction of Law Articles (BST Article 22). Jurisdiction of Law Articles pretty much state that Law supersedes our contracts. So especially in the case of Mobility, and Avaya members, we could make sure the company abide by the law.
At the end of the day if you would like to vote on Election day. Now would be the time to give reasonable notice to your managers if your work schedules don’t allow 2 hours prior to or 2 hours after work to go vote. Also note that per the law the company can decide what hours to allow the employee to go vote.
If you are excused from work to go vote. Make sure you vote.
Language in the contracts varies however the Law supersedes our contracts.
BST Article 6.04A5
5. Voting. If reasonable notice is given to his/her supervisor,
an employee shall suffer no loss of regular pay for time
necessarily consumed in voting in any Federal, State,
Municipal, County or Parish elections.
YP Article 6.04A5
5. Voting. Voting employees who are scheduled to work and
cannot reach the polls to vote due to their work schedule during
he time the polls are open will be allowed reasonable time off
to vote with no loss of pay.
Print Media Article 6.4A5
5. Voting. Voting employees who are scheduled to work and
cannot reach the polls to vote due to their work schedule
during the time the polls are open will be allowed reasonable
time off to vote with no loss of pay.
Utilities Operations Article 5D1e
e. Voting. If reasonable notice is given to his/her supervisor,
an employee shall suffer no loss of regular pay for time
necessarily consumed in voting in any Federal, State,
Municipal, County or Parish elections.
Mobility & Avaya – No Language refer to GA Law copied below.
GA Law below
21-2-404. Affording employees time off to vote
Each employee in this state shall, upon reasonable notice to his or her employer, be permitted by his or her employer to take any necessary time off from his or her employment to vote in any municipal, county, state, or federal political party primary or election for which such employee is qualified and registered to vote on the day on which such primary or election is held; provided, however, that such necessary time off shall not exceed two hours; and provided, further, that, if the hours of work of such employee commence at least two hours after the opening of the polls or end at least two hours prior to the closing of the polls, then the time off for voting as provided for in this Code section shall not be available. The employer may specify the hours during which the employee may absent himself or herself as provided in this Code section.
Tech's please be advised there have been a number of techs ticketed for passing school buses. Please make sure we are paying attention as many of our members are being disciplined for these driving violations.
October 7, 2016 The 2017 vacation availability are starting to be posted. They should all be posted no later than October 15, 2016. If not please notify your job steward or call the Local. Stay tuned for exciting news about this year's Holiday Party.
October 1, 2016
SSP/Success Sharing Plan for BST employees
Info can be found in the back of the BST contract
Note. This is not to be considered official as it is the math of Ed Barlow based on language in the contract along with my personal research. I encourage you all to look it up and verify this information yourself.
AT&T stock closed October 1, 2015 at $32.53
AT&T stock closed September 30, 2016 at $40.61
The difference is $8.08
You multiply that by 150 success shares giving those eligible a pay out of $1,212
Eligible employees also get a payout from the dividends as well.
September 2015 .47
December 2015 .48
March 2015 .48
June 2015 .48
You add them up and multiply the total ($1.91) times 150 giving those eligible an additional $286.50
Grand total payout for 2016 Award year is $1,498
This is the largest payout I can recall since going to the SSP IN 2009.
The award payment will be made as soon as practicable after the award year and will normally occur the payday of the last full pay period in November.
Below copied from contract
B. EligibilityEmployees eligible for payments as described above are those regular, temporary and term employees who are on the payroll on both the beginning and ending dates of the award year and who works for a minimum of three (3) months within the award year in a position covered by this Collective Bargaining Agreement. Eligible employees who are on approved leaves of absence, short-term disability absence or partial disability absence and meet the other eligibility requirements on the ending date of the award year shall receive a payment, provided they return to duty on or before December 31 of the year in which the payment is made.An eligible employee who transfers between AT&T Companies participating in the SSP will be eligible to receive a payout under the terms of the SSP applicable to the employee’s current bargaining unit at the time of a payout, so long as the combined service in both AT&T Companies satisfies the above eligibility provisions.
I personally miss the old system but will gladly accept our CWA negotiated bonus. Now remember to ask the non members to donate this money back to the union being they do not need us.
July 23, 2016 Todays First Annual Car and Bike show was a success. Congrats to the Community Services Committee along with The Pioneers Lakeside Council for putting the event together raising money for the Pediatric AIDS Foundation.
Please make plans to attend the next Union Meeting August 9, 2016. It is extremely important that all members get involved.
May 13, 2016 I'm meeting with all the Directors over the Techs next week so please email me any issues your having prior to Thursday 10am, so that i may get them address during the meetings. No issue is to small.
May 12, 2016 The Executive Board voted to not Back fill the Vacated Position of VP Melody Piper. We have since certified 3 new Mobility Stewards. Along with them EVP Corey wells will over see the grievances and issues and Tony Barlow and Yolanda Pearson will continue to help with grievances and get the new Stewards up to speed.
April 13, 2016The Executive board voted to not back fill the vacated CVP position of Tony Maronski. Sec. Treasurer Tracy Duncan will be handling all YP and Print Media Grievances going forward. Please remember to make a clear request for Union Representations before or during meetings with management if you feel it could lead to discipline.
CVP Melody Piper has resigned from her position and will also be resigning from AT&T Mobility. In the mean time please, call the local for representation and to file grievances. 404 688-1256 Ext 3332 We are currently accepting Job Steward apps for the next Steward Training. Apps can be found under the files tab.
The June Union Meeting will be the first Tuesday in June.
March 9, 2016 "Due to several issues, the Company will be extending the surplus disposition date from March 19th to April 2nd, the next A1 payroll close date. This will be for the declared surpluses in the title of Electronic Technician, Digital Technician and Systems Technician in the states of Florida, Georgia and North Carolina."
February 29, 2016 Outside Technicians please be read info below received 2-17-16 from District 3 and do as instructed by management until we have this issue resolved.
Wire Technicians Scope of Work
During 2015 negotiations, in exchange for several upgrades, our bargaining team agreed to expand the wire technician scope of work to include the fiber drop. This expanded scope of work would allow the Wire Technician to place a connector on the end of a fiber drop and plug the connector into an existing LGX port. Recently we were informed that the company had begun training Wire Technicians to splice a fiber drop directly to the fiber cable. This is an absolute clear violation of the 2015 Scope of Work agreement. Upon receiving this news, we immediately expressed our intentions to file NLRB charges and take this issue to arbitration. Our bargaining team worked hard to secure concrete language, in hopes of preventing this type of situation. The team took extensive bargaining notes which support our position and we are confident that we will prevail in arbitration. We met with the company yesterday (2-16-16) to discuss this issue. We have advised the company that we are willing to settle this dispute outside of arbitration, only in the event that they are willing to agree to our position. We are currently awaiting a response from the company’s senior leadership as to whether or not they would prefer to agree to our position or move forward to arbitration. As with any other grievance situation, our members will have to follow instructions until the dispute is resolved. We will notify the Local Presidents as soon as further details become available.
February 4, 2016 Click the Link for YP Tentative Agreement. We will schedule a meeting to cover the agreement prior to taking ratification vote. https://cwa3204.squarespace.com/s/2016-CWA-YP-Bargaining-Summary-PDF.pdf
January 29, 2016 "The Workforce 2020 web site will launch Tuesday, February 2. The site will provide non-management employees an understanding of Workforce 2020, information on education and training resources from AT&T University, the Non-management Tuition Aid Policy and career opportunities. Employees will have access to the site from inside and outside of the ATT Network. Taking these courses is strictly voluntary and must be done on employees’ personal time, outside their regular working hours. http://www.att.com/workforce2020
January 4, 2016 Greeting Brothers and Sisters, please be advised that a vacancy exist in the office of Executive Vice President of CWA Local 3204. As announced at the December 2015 Union Meeting, there will be nominations taken at the January 12, 2016 Union Meeting for the Office of Executive VP. The election will be done online the same as it was for the 2014 elections. Please contact the Local ASAP to insure we have your correct mailing address and email address being the entire process may be done online.
December 30, 2016 Due to weather conditions AT&T Southeast has declared Service Difficulties for the NIBs and SDA departments. During this time they will be forcing off days and requiring 10 hours. The Union advised that all relievers should be back in the load and no one should be loaned out. The company will work with the Union to honor scheduled vacation. Please work safe and use your FVD
December 29, 2016 BST Surplus information will be discussed at the January 2016 Union Meeting. The change to Article 7 did not effect the way the bump list are built. It only increased the chances for employees affected by the surplus to remain on payroll. The Organization Units are still defined in the contract. The entire surplus process can be found by reading Article 7 of the BST contract. Please make plans to attend and get answers to any questions you may have.
December 21, 2016 Local 3204 members raised money at the last membership meeting to help 2 families from within our Local this Holiday season. Please email me the name of the family, and some information about them that we may use to help them for the Holidays. I need this info ASAP as we plan to make a special delivery on December 24th.
Please make plans to attend the January Union Meeting. we will answer questions about the recently announced surplus and other concerns you may have. The changed in Article 7 does not effect the way the bump list are built.
Members that attended Mobilization Training should have received their retro pay from CWA on December 17th. you will also receive a W-2 from CWA in January.
Plant retro pay will be on the 25th Pay check and Plant will be on the 31st.
November 24, 2015 Contract coverage for the Print Media contract will be held on Tuesday December 1, at 6:30PM at the CWA District Office. The address is 3516 Covington Highway, Decatur, GA 30032 Directions: From Northlake take I 285 south (towards Augusta) Exit at Memorial Drive and turn right. Go to Covington Highway and turn left. CWA will be on the left. (across from O'Reilly Auto Parts)
October 22, 2015 Contract Explanation at the November 10th Union Meeting. Ratification vote will be mailed out some time next month and due back prior to December 4th. The votes will be counted on December 4th. I'll post exact dates when I have them.
October 20, 2015 CWA District 3 and ATT Southeast reached Tentative Agreements last night around 9:15pm for AT&T Core, Utilities, And AT&T Billing. Information can be found on the District 3 Website or by clicking on the link here http://district3.cwa-union.org/news/entry/att_southeast_summary_2015_tentative_agreement#.ViZRw6SFOM8
No date set yet for ratification. Please stay posted on the website as we may elect to do a special meeting if the vote comes before the next union meeting.
September 25, 2015 Below is Bargaining report # 73 Remember to wear BLUE on Monday!!!!
Your bargaining team met with AT&T once more after yesterday’s report.
At the conclusion of that meeting we informed them that we would look at their latest proposal and get back with them next week. Shortly thereafter, their corporate spin machine sent an email to employees professing that they wanted to bargain and we did not. They also touted their “fair” offers and their desire to improve employees’ lot in life.
Perhaps the authors of their minutia should read the results of corporate surveys which indicate the lack of trust the employee body has in the leadership. Maybe they should look at the corporate earnings and how the leadership compensates themselves before using the word FAIR.
Is it FAIR that a Wire Technician does not have scheduled work hours?
Is it FAIR that the Sales forces are held to unrealistic performance quotas?
There are too many UNFAIR policies and procedures, which your team is trying to correct, to list in this report.
The corporate spin doctors in Dallas have also failed to report details of the FAIR monetary package they offered.
Does a five and one half percent (5.5 %) pay increase and a ninety percent (90%) increase in healthcare premiums over the life of the contract seem FAIR to you?
It certainly does not seem FAIR or JUST to your bargaining team and we are preparing to send that message to Dallas when we meet next week.
In the interim please let them know that they cannot erode your loyalty to CWA or your family and their needs with emails from the corporate spin machine.
We hope everyone has a safe weekend and that those who are scheduled or unfortunately forced to work do so safely and with professionalism. Please wear BLUE on Monday and continue letting AT&T know your feelings.
WE WILL NOT BACK DOWN!
September 8, 2015 Union meeting is this evening. I look forward to seeing you there.
August 19, 2015 GET READY!!! Picket Captain will be posted soon for different locations. Get with your Shop Steward to make sure you have signed up.
August 13, 2015 Join us on Saturday August 15, 2015 for a Informational Picket and Rally at AT&T Headquarters Building located at 675 West Peachtree Street NW, Atlanta GA 30312. We are in the fight of our lives and need everyone present for this event. If you are willing to STRIKE, for Healthcare, Job Security, Pensions, Safety, and a Better Quality of Life, for all Members. Providing we do not have a contract, this is the place to be. Our National President Chris Shelton who has the authority to call a STRIKE will be with us. For those that say you are ready, come out and show it. Bring your personalized signs and banners. Send your family and friends in your place if you are not able to attend. EVERY MEMBER OF LOCAL 3204 SHOULD BE THERE. Here's why
Right now AT&T forces many of their employees to work unlimited amounts of overtime. Some employees who start to work at 8am are forced to work until midnight. That is excessive and prevents parents from spending time with their children. Many employees are struggling to balance their work and family lives.
CWA has proposed numerous ways to partner with AT&T in order to improve workers safety on the job but AT&T has rejected every proposal.
AT&T has proposed that all of their new employees will be given zero days of sick time each year. This is completely unrealistic, as we are all human beings.
AT&T is an extremely profitable company, posting a record net profit of 6.5 Billion in 2014, yet they have proposed to increase employee’s family healthcare premiums by 225%. We are advocating for affordable healthcare, not only for our members, but for all working Americans.
AT&T’s continues to refuse recognition of Martin Luther King Jr. Day as an official company holiday.
AT&T has refused to discuss any issues related their retirees.
At this point AT&T has refused to even begin discussing employee’s wages.
August 11, 2015 August Union Meeting is tonight at 6:30pm. Please make plans to attend. As of today the Union and the Companies (BST, YP, PM, and Utilities) are continuing to meet.
August 10, 2015 Although the contract was not extended- we will continue to work under the terms and conditions of the expired contract. The Company and the Union has agreed to continue negotiations at this time. Employees will continue to receive the same pay, you will continue to have the same benefits, the grievance process remains in place except for the arbitration procedures. Working without a contract allows CWA to call a strike at anytime. Continue to mobilize and check for updates. The Mobilization Trainings will continue so if you haven't signed up, please call the Local to be added to the schedule. Participates in the class will be paid loss wages by the Union and provided with lunch. For more info see your local Steward or call the Local 404 688-1256 Ext 3332.
August 9, 2015 12:30amWe are Working Without a contract- conference call scheduled tomorrow, I will update the site afterwards.
August 9, 2015 1204am Still no word
August 8, 2015 11:52pm message below from District 3
**This message is being sent to All ATT Local Presidents, District 3 Staff and Secretaries and posted to the D3 Website**
As our contract nears expiration, we are carefully considering our options.
Please stand by for further instructions.
We Are Ready
August 8, 2015 11:30pm no word yet
August 8, 2015 11:10pm No word yet stay posted
August 8, 2015 7:30pm Doors to the Local are now open and members are starting to gather for the Contract Watch Party. Please come out and socialize with us as we wait and prepare for a possible Strike. You can get the latest updates here or on our FaceBook Page.
IT'S OUR TURN
August 8, 2015 430pm I need as many people as possible to meet me at 122 E Lake Dr, Decatur, GA 30030 for an Informational Rally. It's important that we let the Company know we are serious about getting a fair Contract. I'm calling on every member that's near by to meet me there at 5:45pm today. If your not call every person you know in Atlanta to come out on your behalf.
There's parking at the East lake Marta station right next to the location.
IT'S OUR TURN!!!
August 7, 2015 As we approach the last hours of the 2012-2015 Contracts, it is important that we show solidarity for CWA and our Bargaining Teams. There are informational rallies planned for every work location today (8-7-15) either before work and manly immediately after work. Please contact your local Steward to get information as how you can participate at your work location. I want to thank all the new Members who has joined with us so far this year, and especially the ones that has joined just the past couple weeks. From the bargaining updates it is clear that without representation we stand to loose everything. As members you were able to submit bargaining suggestions for the new contracts, and you will be the ones who vote on accepting the next contract. Thank you all for your continued support of Local 3204 and our Bargaining Teams. Please send me your photos and videos so that I may post them to the WEBSITE.
IT'S OUR TURN!!!!!!!!!!!!!!
Mobilization classes are being held every week. Call the local to get scheduled for the next available class and excused from work. You will be paid for the day and lunch is provided.
BST and YP Strike Votes will be taken at the July Union Meeting on Tuesday 7-14-15.
Click the link for the latest BST Bargaining updates. http://district3.cwa-union.org/
June 26 2015 Meetings scheduled with MA's at 575 to address the issues around staffing errors. The meetings are scheduled to take place between the hours of 9-11am on Wednesday 7-1-15. I have invited Robin Owens, James Riley, and Ouida to attend.
June 23 2015 Currently many of our members are experiencing problems with the Holiday schedule. I have been advised from a number of members in various departments that the 2015 vacation selection showed July 3rd as the observed Holiday. This should have ONLY been the case for employees in groups who are not normally subject to work on Saturdays. For groups that have employees scheduled on Saturdays, Saturday should have been the observed Holiday. This issue is affecting our members district wide and therefore District 3 is working with the company to come up with a resolution/settlement to the issues at hand. Contract language can be found under Article 5.03 of the contract. As soon as I'm updated with a resolution I will post here and send a message to all job stewards.
Michael Keith, Assistant Vice President-Network Services, AT&T Services, Inc. is appointed Vice President-Labor Relations, AT&T Services, Inc., replacing Mike Matthews whose retirement was previously announced. Mike will be located in Atlanta and report to Mark Royse, Executive Vice President-Labor Relation AT&T Services, Inc.
Michael Keith will play a roll in negotiating the contract on behalf of the Company.