AT&T Bargaining Information
Negotiations with AT&T Midwest will begin on February 29,2012. Continue to check for updates.
Resolution adopted unanimously at bargaining council meeting January 18, 2012
As CWA prepares to enter negotiations with AT&T/Midwest Region over the contract that expires on April 7, 2012, we must make sure AT&T addresses our members’ key issues. Will AT&T work with CWA and its members as it develops strategies to meet a changing competitive and technological environment or will it take the low road of layoffs and outsourcing?
The communications industry has grown rapidly over the last decade and continues to grow in many areas. The wireless, broadband and video segments of the industry continue to expand significantly.
AT&T is the most successful company in the industry, in large part, because it has chosen a strategy which depends upon products and technologies which can best be brought together in bundled offerings, relying on union members to carry out the plan. A quality workforce needs quality benefits, pension, wages and employment security.
A critical issue in this coming round of bargaining will be to address issues which include regular full-time employment in the United States, elimination of difficult working conditions including; discriminatory management expectations, unrealistic work rules and unfair discipline by managers. We need to improve our employment security language and work toward eliminating appendices (F) and (G) and move all employees into the main body of the CORE Agreement. We need to protect employment by expanding opportunities to work in those areas which continue to grow and new business ventures that AT&T may enter, while protecting the benefits, pensions and wages we have achieved over many years.
Health Care, Pension and Benefit Improvements
Member bargaining surveys reflect continued frustration when attempting to utilize the benefits that the union has negotiated in good faith. This can best be addressed by clear contract language that protects our right to utilize the benefits that we have negotiated. Our intent is that benefits, once bargained, will be available, without question, to our members.
In addition, increased health care costs have led many employers, including AT&T, to shift more and more cost to their employees. A company the size of AT&T can leverage its size to obtain the best health care arrangements available, balancing benefits and access with cost. The financial benefits of such arrangements should be shared with our members, not added to the profits of AT&T.
We also need to improve the quality of benefit delivery through additional union oversight and authority over health plans, building on the mechanisms that are already in place, including arbitration.
Pensions are a critical concern in this round of bargaining, as many of our members are nearing the age of retirement eligibility. We need significant pension improvements to insure that all of our members, regardless of their job title. can retire with dignity. The lump sum pension option is selected by the vast majority of our members when they retire. Therefore, we must continue to assure that our members can choose this option. We must be sure the savings plans offered to our members incorporate effective options and protections which will ensure that savings are there when members retire. We must continue to guarantee retirees will have the health benefits they have earned without additional cost.
Employment Security Means Access to the Jobs of the Future
Access to high quality job opportunities in the new communications industry, including broadband, wireless and video, is the key to maintaining our members’ employment. This is critical to maintain our power to negotiate wages, benefits and pensions in the future.
We must also eliminate obstacles that exist when exercising our rights under the employment security provisions in the contract. We need access to the jobs of the future and improved voluntary transfer rights to all entities within AT&T with seniority, benefit and pension protection. The transfer systems must be strengthened to assure it provides opportunities to every employee.
To insure employment security, we must eliminate subcontracting, outsourcing and temporary hires as replacements for regular full-time employment opportunities.
Improved Standard of Living
AT&T is the largest and most profitable company in the communications industry. In 2010, AT&T recorded profits of $19.86 billion on revenues of $124 billion. For the twelve months ending September 30, 2011, profits of $11.71 billion on revenues of $126 billion.
As the dominant force in the industry, AT&T is unsurpassed in market value and revenue. AT&T’s profitability and standing in the industry is a result of our hard work and productivity. We deserve our fair share in the form of a significant base wage increase for all CWA members commensurate with company profits and executive compensation.
Justice on the Job
AT&T/Midwest has approval in all five states to offer video services to the region’s customers. This should provide additional regular full-time job opportunities and allow the company to effectively compete with the cable industry. The critical link between AT&T’s strategy and its success is the workforce of CWA members.
The elimination of mandatory overtime is critical to reduce stress on our members and their families. Elimination of such overtime would also create additional job opportunities.
The misuse of performance management plans in all departments is a serious problem. Mandatory overtime, inflexible schedules, pressure to sell, monitoring, GPS, harsh attendance and adherence policies continue to plague our members. When attempting to resolve on the job problems through the grievance procedure, we are frustrated by delays and managers lacking the authority to resolve problems or settle grievances.
Click Here To Add Your Name to Support the Resolution.
AT&T MIDWEST MEMBERS
Contract Expires April 7,2012
START SAVING NOW!!!!!!!!!!! Start saving and trim your budget. It is always better to be Prepared and Proactive instead of Unprepared and Reactive. |  |
Breaking News: CWA and IBEW Reach Agreement on Bargaining with Verizon.
Members of CWA and IBEW at Verizon Communications will return to work on Tuesday, Aug. 23, at which time the contract will be back in force for and indefinite period.
An agreement has been reached with Verizon on how bargaining will proceed and how it will be restructured. The major issues remain to be discussed, but overall, issues now are focused and narrowed.
We appreciate the unity of our members and the support of so many in the community. Now we will focus on bargaining fairly and moving forward.
As of now all public demonstrations will cease at this time.
Please pass the word
CWA District 1 & IBEW started bargaining with Verizon
In all of CWA's bargaining team experience never have they seen such an aggressive agenda as the package of proposals the Company brought to the table.
Verizon has made it clear they want to take away almost every protection the workers have as Union workers. Now more than ever we need to mobilize.
Outrageous proposal from Verizon
Verizon wants to:
Wages:
Wages - both annual and progression increases will be tied to yearly evaluation. If they receive a “Does Not Meet Position Requirements” they will not receive an increase.
Eliminate Night and Saturday Differential
Eliminate Sunday premium pay.
Eliminate Double Time for hours worked past 49 in a week
Eliminate all Overtime Caps.
Eliminate city allowances.
Create new job titles for the consumer and business call centers that would work on a commission based wage schedule.
Pensions:
Eliminate pension accruals. For anyone currently on the payroll their pension will be frozen as ofDecember 31, 2011 and after that, there will be no more pension plan.
Eliminate the Pension Cash-Out option.
Modify the 401(k) Plan and the CPS.
Eliminate the Sickness Death Benefit.
Benefits:
Eliminate the current health care, prescription, dental, and vision plans and offer plans with high deductibles and contributions.
Eliminate accident disability benefits.
Cut in half the sickness disability benefits.
Reduce sick time pay to 5 days per year for those members with 20 or more years, 4 days for those with 15 - 20 years, 3 days for those with 7- 15 years, 2 days for those with 2 – 7 years and 0 days for those with less than 2 years.
Reduce Paid Holidays to seven.
Job Security:
Eliminate the Job Security Provisions for all employees.
Eliminate the Movement of Work Protection
Eliminate the 35 mile transfer provision
Eliminate provisions in Force Adjustment Plan
Eliminate New Contracting Initiatives agreement – which would allow them to increase the level of contracting
Other:
Eliminate the Next Step Program
Eliminate the half day on Christmas Eve
Reduce the notice to the Union on Major technological changes from 6 months to 30 days
Eliminate the Dependent Care Reimbursement Fund
Now more than ever we need to mobilize.
Districts 1, 2, and 13 as well as the IBEW in New York, New England,New Jersey and Pennsylvania stand unified and ready to fight. District 4 and Local 4100 will stand unified and fight for the middle class standard of living that you have earned and rightfully deserve to keep.
The Company we work for is not facing a financial crisis. They are extremely profitable. We need to send a very clear message that this type of bargaining is not acceptable, that we will not be passive if they try to gut our contract.
Now more than ever we need to
Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize! - Mobilize!
