2015 ATT Puerto Rico Mobility Bargaining - Tentative Agreement Reached

TENTATIVE AGREEMENT REACHED

Your Bargaining Committee has met with the Company and we have reached a Tentative Agreement subject to our member’s ratification. Your Bargaining Committee unanimously recommends ratification of this agreement.

Meanwhile, here are some of the highlights on the key issues of the new tentative agreement.

Wages:

Ratification Bonus of $1,000.00

Wage Increase of:

• 02/21/2015 -- 2%
• 02/21/2016 -- 2.5%
• 02/19/2017 -- 2.25%
• 02/18/2018 -- 3%

Pensions and Benefits

No changes to the pensions or no regressive change to the Disability Plans.

Upgrades: Job Upgrades on the Network Department

Article 3:Classification of Employees

New language when the Company reclassifies from full time to part time employees

New language that addresses Temporary Employees.

Article 7:Grievance Procedure

New language that addresses the delay in the Step 1 meetings.

Article 12: Hours of Work

Section 1 - changed the scheduling of 40 hours over 5 days instead of 6

Section 2 (c) - schedule change to be notified with one week advance for retail only (This will allow the full implementation of MyTime in Stores)

Section 2 (d) - increase scheduling change to 48 hours.

New section 5 - tour bids in Call Centers will be at least every 6 months.

Article 14: Forced Adjustment

Improved language in section 2 and 3 and increase the floor from $12,000.00 to $17,000.00

Article 16: Safety

Added new language covering State of Emergency

Article 19: Basis of Compensation

Added language regarding new hires with no experience being hired with more wages than current employees

New language on voluntary change of title

Increase the on call to $36.

Included retail in both the Sunday Pay and Night differential

Changed Management relief differential to be paid for each hour assigned or fraction thereof. Also added language stating Observation will not be used for discipline when performed by an assigned management relief.

Added the multilingual differential for both full time employees of $25 per week and $15 per week to part time when assigned by management to speak in a foreign language.

Article 20:

New language on temporary location changes to be done by voluntary first and inverse seniority. Seniority need not be follow in particular instances where business needs requires (this is an exception)

Article 21:

No change to current sick time process.

Section 5: Funeral leave may be used from the day of the death up to two days beyond the funeral. Two additional days without pay if the death is 200 miles away for certain family members.

Article 22:

New Section 5: Vacation for part time employees at a rate of ½ day for each month in which they work 86 – 114 hours each month. The payment will be based on the employee’s equivalent workday.

New Section 6: Employees will accrue the vacation they have proportionately during the year but they can selected and take it within the year.

Section 11: A maximum of one (1) week of carryover per year to every employee.

Article 24: (New) Exchange Time

This will give the employees the flexibility to request time off during a scheduled workday to be made up within the workweek. (Same language as in Black Contract)

LOA’s

LOA on Subcontracting:

New letter with a language that states the Company’s general policy that there will not be any subcontracting if this will lead to layoffs and part timing of our members.

LOA 2 on Personnel Records:

The Company will provide any copy of disciplinary actions.

LOA on Timely Discipline: Renewed.

LOA on At Risk Commission:

The Company agreed to guarantee a $12,750.00 minimum at-risk pre-chargeback commission for all the employees during the life of the Agreement, same as in every CWA Contract.

LOA on Monthly Sales Quota:

Quota Relief for vacation, Company mandated training and Union Time in 8 hour increment instead of 40 hours.

LOA on Call Quality Observation:

This letter will address Sales observations as well.

LOA on Joint Committees:

New joint committees in the Contract to address Surplus, Job Satisfaction and Job Title/Job Upgrades

LOA on SAC Meeting: Renewed

National Transfer Plan

Separate Letters

New letter that addresses the mandatory meetings in Retail Sales

Health Care Letter – Even when it’s not part of this bargaining the parties addressed this issue (details will come at a later time).

Chargeback Letter – To address the problem with prepaid chargebacks in the Retail Organization in Puerto Rico.

Compensation Committee – With this letter, a representative of Puerto Rico will sit in the National Compensation Committee. This will give our local union the opportunity to meet face to face with retail sales HQ operations management to discuss this.

Fast Track Trial Resolution – This is a new process to handle discipline arbitrations in a more flexible and faster way.

Christmas Bonus Protection – The Company agreed to pay a Christmas Bonus of 600.00 per year even if the law changes and eliminates the benefit or reduces it. This will be for the duration of the Agreement.

Puerto Rico Laws Protection – The Company also agreed to continue to honor the obligation of every PR labor law during the life of the Agreement even if the law is eliminated.

Card Check and Neutrality – this MOU was renewed.

Thank you for mobilizing behind us all this time.

In unity,

Your Bargaining Committee.