AT&T Southeast Tentative Agreement Q&A

Updated: 8/29/2012

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Questions and Answers

Q1: Why did CWA agree to accept a Company Proposal on Prem Techs?

The Company’s proposal on Article 14, “Work Jurisdictions,” which was clearly related to the Prem Tech issue, was a mandatory subject for bargaining.

Q2 How can a non dues paying person vote on the settlement?

The answer is yes. Prem Techs (who will become Wire Techs under the new agreement) can participate in the upcoming ratification vote, as long as they are members as of the time of the vote. This is consistent with Executive Board policy. This is also consistent with our practice here in District 3. you may recall that when other groups have been added to the Core agreement they have also been permitted to vote (e.g., BBS, BBI, BCS/CPE).

As to the membership status of Prem Techs/Wire Techs, consistent with CWA’s longstanding policy, they are considered “members” even though they have not started paying dues, as long as they have followed the procedures set forth in Local bylaws. This policy was recently reaffirmed by the CWA Executive Board in connection with the successful Piedmont organizing campaign. While this policy is “subject to” Local bylaws” it does not supersede same. For example, if Local bylaws have a provision that requires the Local membership to vote on membership applications, such a provision still applies. However, if a Local attempts to manipulate the process to block membership to prevent Prem Techs/ Wire Techs from voting on ratification, the Local’s could have significant legal exposure in the event of charges filed with the NLRB, complaints filed with the Department of Labor, or lawsuits filed by individuals.

Q3 How do you calculate that we came out ahead in this contract?

Let me give a few calculations for different wage schedules to make this point. Someone under schedule 16 over the life of the contract will receive $7,742 in wage increases when we subtract the health care increases someone under schedule 16 is still ahead $5,408 during life on contract. Someone in wage schedule 27 will receive $8,606 in wages increase over the life of the contract when we subtract out increases in healthcare they still come out ahead by $6,272. This is thru across the board.

Q4: Are there any changes to article 14?

The Company made a number of proposals, however, Article 14 is completely untouched. The bargaining team was not willing to compromise on any Article 14 protections.

Q5: Can an OPT bump to an ST if they held title before?

Since the ST is in a higher wage scale they may not. Just as presently you cannot bump up in a surplus to a higher wage scale you previously held. This has remained consistent.

Q6: Don’t you think there will be a blood bath in grade 32 if they change all of us ST’s there?

No, This change will expand options of WS32’s especially ST’s. Any surplus would be driven to the least senior members in the Organizational Unit. Also, the addition of the Wire Tech to our contract provides an additional place for a surplus technician to land in event of layoff. It should also be noted that without Wire Tech in our last agreement. The total Service Tech population fell from 6498 to 3900 as of July 18, 2012. These new changes will provide additional job security options for a involved Core employees.

Q7: What kind of security, if any, does the OPT have after 12 months are up

If an Outside Plant Tech was to become surplus or bumped they would now have many more options than before.

They could accept jobs or bump into many more positions. Dispatch Assistant, Drafting Assistant, Engineering Assistant, Facilities Assignment Specialist, Line Translations Specialist, Maintenance Administrator, Network Attendant, Office Assistant, Special Assistant, Wire Tech.

They would be wage protected for thirty-six months after moving into these jobs.

Q8: The Company is going to cut service techs eventually. The wire techs get a pay raise, but the core employees get the shaft. Why didn’t the bargaining committee see this coming?

The Bargaining Team was deeply concerned that we had lost 1/3 of our Service Technicians over the last 3 years. We were able to win some unprecedented protections for ST’s and OPT’s, including no layoffs for one year, as well as increasing ST’s wages from a wage scale 30 to a wage scale 32. Our goal during this round of negotiations was obtain economic and work rule improvements, for all of our members. We believe this tentative agreement accomplishes these goals.

Q9: I am currently FT with seniority, will ST be able to bump me out, do they get same rights?

When ST’s are upgraded to WS 32 Article 7 will be used. The surplus will be declared in the exchange essentially the same type work. The ESTW is now gone for bumping replace unit. Bump lists are made first in the title in org unit then by family of skills in org unit. If we get to family of skills this may happen.

Q10: Did we keep 49 hour rule for Overtime?

Yes, the 49 hour remained the same.

Q11: What are the responsibilities added to Service Techs?

Service techs will do FT duties as assigned. They must have the training and tools to safely perform those duties. The installers vans are not expected to be changed.

Q12: What portion of the plant will wire techs be working in?

The Wire Techs will work only on IP enabled services at the serving area interface and from the serving distribution terminal to the house. They will not work in the cable, make pair changes or work on fiber drops. They will not be dispatched on POTS DSL or voice services.

Q13: Do we still have the non decreasing lump sum?

Yes for pre 99 employees.

Q14: Is this bonus actually money in my pocket?

Yes and it will be locked in so we will guarantee a payout of $1323 based on the stock price on June 29, 2012. The remainder of the dividend and any increase in the stock price on September 30, 2012 will be paid out in November.

Q 15: Did you bargain for retirees Health Care

No, benefits for those already retired are not a mandatory subject for bargaining. We tried to bargain for retirees but Bellsouth and now AT&T refused to bargain over existing retirees benefits, health care, and pension increases since legally they don’t have to. We did bargain for future retiree benefits because the law puts it in a different category and the company is required to bargain with us on it.

Q 16: What are some of the differences in the Wire Techs benefits?

1. The difference in annual deductibles:  In Network Family will go from $2,400 to $1000 and in Network Individual from $1,200 to $500. Also, note in their current plan no benefits are paid until the family deductible is met.  In the MAP with family coverage, benefits are payable on an individual level once the individual deductible is satisfied.
2. The difference in Out of Pocket Maximums:  Just looking at Option 1 the Family in network OOP is $8,250 and goes down to $3,000 on April 1, 2013.
3. The third biggest win is they are moving from the management short term disability plan with max 26 weeks of benefits to the BST short term disability plan with a max of 52 weeks.

Q 17: Does it matter if I retire before or after ratification?

If an employee who was on the payroll as of August 4, 2012 retires prior to ratification or on one of the other dates indicated (12/1/12, 2/1/13 or 5/1/13), would the retiree participate in the same medical plan as a current retiree or would the retiree participate in the same medical plan as a current active employee (active level of benefits)?
 
The following examples outline what retiree benefits an employee would receive if the employee retires prior to ratification, after ratification, after January 1, 2013 and after the effective date of the provisions for eligible retired employees, April 1, 2013.

• Employee retires September 1, 2012 (Before ratification) - The employee would be eligible to participate in the same plan as a similarly situated Current Retiree under the terms of the 2009 Collective Bargaining Agreement. After April 1, 2013, they will move to active level of benefits.

• Employee retires December 1, 2012 (After ratification and before April 1, 2013) - The employee would be eligible to participate in the same plan as a similarly situated Current Retiree under the terms of the 2009 Collective Bargaining Agreement. After April 1, 2013, they will move to active level of benefits.

• Employee retires February 1, 2013 (After ratification and before April 1, 2013) - The employee would be eligible to participate in the same plan as a similarly situated Current Retiree under the terms of the 2009 Collective Bargaining Agreement. After April 1, 2013, they will move to active level of benefits.

• Employee retires May 1, 2013 (After effective date of provisions for eligible retired employees, April 1, 2013) - The employee would be eligible to participate in the same plan as a similarly situated active Current Employee.

Q18. Is the Company’s ability to deny a surplus tech a wire tech position due to being “unsatisfactory”? Does this only apply to those in the 5th quintile?

The language regarding satisfactory job performance is stated in JOG, “Employee must meet expectations of the current job and must be satisfactory on the most recent six month or yearly performance evaluation”. The letter that addresses ST rights to displace a Wire Tech states “Such a displacement opportunity will be considered a valid job offer for purposes of the Job Offer Guarantee”. Quintiles are not mentioned.

Q19. How does the upfront SIPP play into the closure/follow work surplus situation?

The Company may extend an upfront Supplemental Income Protection Plan (SIPP) offer to employees prior to adjusting forces and outside of the force adjustment process. This language is found in 7.01A3 which precedes follow your work. The upfront SIPP is before any other actions in Article 7. Should a center close, the employee who has locked into upfront SIPP can rescind their lock and become eligible for termination pay.!!

Q20. Do surplus core to Wire Tech folks keep right of refusal at 52 hours?

No. Article 4.06 will not be applicable.

Q21. Will they  be in a separate work unit in regards to schedules, vacations, OT equalization, etc.?

No, they will not be a separate work unit. They will have some different economic rules but they will be in the same work unit.

Q22. In situations where we have combo crews (CIM, ST and FT) are they now considered 1 work unit or are they separate?

There were no changes to work unit or work group language. The movement of the ST title from WS30 to WS32 has no impact on work units or work groups.

Q23. Why didn’t the Wire Techs receive Article 14 rights?

All Article 14 work is protected for all titles in the agreement. Work performed on the customer side of the NID cannot be protected work due to the legal rulings at divestiture, however we did secure a letter that states “the Company recognized the CWA’s concern and also desires to utilize Company forces in the appropriate circumstances” and “the Company will strive to use bargaining unit employees to perform customer work currently performed by contractors…”.