Movement from Management into Bargained Positions

Time Line
Move Date – 11/8/2009
Mobility Organization:
Vermont Retail

1. 11/08/2009: Employees are moved into bargained job titles under the 2009 Labor Agreement - Orange Contract. Note: Employees on Leave of Absence or Disability will not be moved. Upon return to active status, the business unit will need to issue an ePCR to move employee into the new title.

2. 11/08/2009: Employees continue entering time into MyTime –Kronos System.

3. 11/08/2009: Employees will be mapped into the 2009 wage column of the 2009 Labor Agreement.

* Employees’ existing annual salaries will be converted to weekly equivalents. This wage rate will be used to slot employees into the bargained wage step that is closest to, but not less than, their current weekly wage.

* Employees will be eligible to receive applicable step increases six months from the date the employee was placed into the bargained job title, in accordance with wage progression rules.

4. 11/08/2009: Employees will become eligible for pay differentials under Article 19, as appropriate (i.e., RD pay, on-call pay).

5. 11/15/2009: Enrollment kits will be mailed to employee’s home address about a week after the change in status in payroll.

Note: Employees moving into the bargaining unit are moving to different benefit plans. Eligibility rules – for all plans (retirement, health/welfare, etc) – could be changing under the bargained benefits.

* Employee has 31-days to enroll into bargained benefits; enrollment kit will give the enrollment timeframe. It’s important to get enrolled by the end of the month, though, so there will be no gap in coverage. If enrollment kit is not received by 11/22, call the benefits center (877-722-0020) and speak with a representative about enrollment.

* There will be a second enrollment for 1/01/2010 bargained benefits coverage (annual enrollment). The Benefits Service Center Representative can advise when this needs to be completed.

* 401K /Pension Information - Fidelity will NOT send information about any changes to their existing pension Plan. Only 401K enrollment information will be mailed to these participants.

* Vacation time and PDO (Personal Days Off) conversion information attached.

* Any monies in the HSA are still accessible / spendable by the employee; though employee can no longer contribute to the HSA. Employee should call vendor with questions or to inquire how to get to their monies.

* Savings plan loan deductions will be deducted from all three checks in November.

6. 11/21/2009: Employees receive last management check for pay period 11/1 to 11/07/09.

7. 11/25/2009: Employees will receive their first pay check as bargained employees for the full pay period of 11/08 to 11/21/2009.

8. 11/30/2009: Management Benefits expire.

9. 12/01/2009: Non-management - Bargained Benefits begin.

To get a copy of your 'Orange Contract' please go to the link on the left side of our Website: CWALOCAL1400.ORG

We will get a printed copy to you once they are supplied to us by AT&T. As always e-mail me with any concerns, I will do my best to get back to you the same day. If you have a question that requires immediate attention, please call YOUR Local at 603-436-4388 or leave a message on my cell 802-233-1501. Also, the local has an e-mail address you can send questions to and the officers reply to them that day. The address is : CLOCAL1400@AOL.COM. You have all also been invited to join the CWA Local 1400 Facebook page where the officers are able to post updates as they become available in realtime.

Please share this message with colleagues who are not on the email list and have them contact me or the local to be added to the list for crucial updates.

In Solidarity,

Mike O'Day

DVP District 7 VT

 

The AT&T Mobility Labor Agreement is now available.  You will need pdf software installed like Adobe Reader to read the document.  Adobe Reader is free & can be obtained here.

Contract Ratified

CWA members covered by the AT&T Mobility "Orange" contract ratified a new agreement that provides real gains for workers, including improvements in the retail store compensation plan and the creation of a new career path for customer service representatives.

CWA Executive Vice President Annie Hill said this contract broke new ground, especially in the areas of compensation for retail store worker s and expanding career opportunity in customer service, two top priorities for Mobility members.

"For customer service workers, this first-ever career path shows that skill and experience will begin to be recognized and rewarded by AT&T Mobility. For retail sales workers, a new, minimum at-risk monthly commission payout provides a floor for earnings," Hill said.  "Mobility workers will be building on these gains as we go forward," she added.

The proposed settlement provides for a compounded wage increase of 8.8 percent over the four-year contract term, along with a $500 bonus. More than 11,000 retail sales consultants now will earn a minimum monthly commission of $1,000 if targeted sales goals are met. In addition, some 500 consumer care workers will receive job upgrades and additional pay increases, as will 50-70 wireless technicians. Other important improvements addressed monitoring and quota relief.

Mobilization by Mobility workers throughout the "Orange" territory – Districts 1, 2, 4, 7, 9 and 13 – made a tremendous difference as did support from CWA Mobility members in the Southeast and Southwest covered by separate contracts and CWA members at the core AT&T company.

 

April 2, 2009 

Subject:   "Orange" Contract

Dear Colleagues: 

All of the ballots have been counted and we are pleased to announce the Tentative Agreement has been ratified by a vote of 73 percent. 

Thank you for all of your support and hard work throughout this round of bargaining.  You never waivered and we sincerely appreciate your true solidarity. 

Special thanks to the Bargaining Committee for all of their hard work!

In Unity,

Annie Hill
Executive Vice President
CWA National

 

CWA AND AT&T MOBILITY
FINAL BARGAINING REPORT

The following information is a brief summary of the tentative agreement reached between CWA and AT&T Mobility.

A more comprehensive summary will follow along with specific information on a contract ratification vote. Date to be determined.

WAGES/ECONOMIC ISSUES:

1. The General Wage Schedules for all employees will be increased as follows:

TOP BOTTOM

2009 1% 1%

2010 2.5% 2.5%

2011 2.5% 2.5%

2012 2.5% 2.5%


All employees will also receive a $500.00 lump sum payment upon ratification

2. Job Upgrades for the following titles:

*Wireless Technician I and Wireless Technician II titles will be eliminated. All existing employees will move into the Wireless Technician title at the wage schedule associated with the current Wireless Technician II title.

*CSR 1 reps in the Technical Support Group will be upgraded to a new title of Customer Support Specialist with a new maximum rate of $683.00 for year 2009. Current employees in the Technical Support Group above the new maximum rate will receive the general wage increase based on existing wage rates.

*CSR I reps in the Office of the President will be upgraded to a new title of Client Service Specialist with a new maximum wage rate of $672.50 for year 2009.

*CSR I reps and Clerks in the Workforce Operations group will be upgraded to a new title of Workforce Administrator with a new maximum rate of 632.50 for year 2009.

*Care Function Evaluation—Company to evaluate the CSR functions to see if
additional titles should or could be created.

3. On-call pay—increased from $28 to $32 for each day of such assignment

4. Relief Differential—Employees assigned the duty of performing managerial opening and/or
closing (Key Holder) will receive a 10% differential payment for each hour the employee
performs this work.

5. Severance Payment—Increased from a maximum payment of $12,000 to $15,000

6. Travel Payment—Travel time exceeding normal commute time when on a temporary
assignment will be paid as work time. Mileage reimbursement for use of personal vehicles will be reimbursed at the IRS Standard.

7. Sales Compensation Plan

*Minimum at-risk commission pay of $12,000/year for years 2009 and
and 2010 and $12,500/year for years 2011 and 2012 for those reaching 100% of their
targeted goal *National Sales Compensation Committee –to be reestablished

8. Quota Relief—quota relief for 8 hour increments of time (8 aggregate hour in a calendar
month) has been added for discipline purposes only.

OTHER ISSUES:

1. Definition of Employees—If the Company reclassifies from Full Time to Part Time, they will seek
volunteers first and then force in reverse order.

2. Seniority—seniority will apply to all Articles and LOA’s and the middle two digits of SSN will be
used as tie breaker when employees have same NCS date and same last 4 of SSN

3. Work Assignments—Laid off employees will be given priority placement for rehire

4. Non-Discrimination—Company will not discriminate against an employee because of ones
position or membership or non membership in the union

5. Company-Union Relationship—increase in union time from 240 hours to 300 hours and up to
20 reps may take or pool up to 960 hours each/year. (20 X 960= 19,200 hours)

6. Vacations—Company will maximize the allotment of vacation weeks during the most desirable vacation periods.

7. Holidays—holiday schedules to be posted by Friday at noon 2 weeks prior to the Holiday

8. EWP’s—change in hour increment availability from 2 hours to 1 hour.

9. Personnel Records—employees will be provided a copy of all disciplinary write-ups

10. Subcontracting—Original language to remain with understanding that within 60 days of
ratification, subcontracting reports and data requests will be provided to bargaining chair
and going forward quarterly reports on subcontractors will be provided

11. Alliance Committee—new language to explore the possibility of the Alliance.

12. Strategic Alliance Committee—Establishment of Committee to explore innovative methods of operation

13. Scheduling Trial—Retail Sales Group trial to explore more effective methods of scheduling.
Company will review results with Union and consider input.

14. Job Satisfaction (Monitoring)—Company to review call observations within 2 days of the
employee’s next two (2) scheduled workdays with the understanding the coverage is to be done
in a private area.