CWA D3 ATT SE Tentative Agreement - Additional Highlights

Highlights of other issued agreed upon in the new Tentative Agreement

• Renewed the Letter of Agreement affording demoted pension eligible employees a 5 year look Back for SIPP payment amount

• Renewed the Letter making non-paid Union hours count toward FMLA eligibility

• Renewed the Memorandum of Understanding to have the Company maintain Union dues deduction

• Renewed the Memorandum of Agreement to maintain payroll deduction for CWA-COPE. Eliminated Language allowing the Company to collect a fee for that service

• Renewed the Letter of Understanding to pay employees who return to work from an approved STD to modified duty if no modified duty assignment is available

• Removed Article 25.07 BST and BBI and Article 17G of UO contract which allowed the Company to charge CWA a fee for maintaining dues deduction

• Made necessary change in Article 1.27 to capture seniority bridge for those transferring from other regions under NTP

• Changed BCB2 Pension benefit plan to allow all Bellsouth service to be bridged in 3 years

• Tuition aid, Books and fees will be reimbursed upon successful completion of approved courses

• Renewed CVS 90 day prescription plan

• Renewed MOA allowing a Sales Associate 9 months prior to a Performance Termination

• Renewed MOA to allow a flexible Vacation in Repair Centers

• Renewed the MOA on Safe Load Limits

• Renewed the MOA on JLA

• Renewed the SSP including Wire Techs

• Renewed MOA Aligning for Success

• Renewed MOA to retain the CWA Appointee for process improvement

• Letter of Understanding to utilize bargaining unit employees to perform customer premise work currently performed by contractors when qualified employees are available

• Renewed letter on closed Key Time with a commitment from management to retrain supervisors on the original intent of closed Key Time

• Letter of Understanding committing to offer ST’s in the Partnership Job Bank to return to work as a Wire Tech with Economic Protection

• Consumer & Small Business may schedule one additional EWD to be used flexibly

• Only managers who previously held a craft position will be eligible to claim a job in the bargaining unit based on selection criteria

• Renewed easy time

• Removed essentially the same type of work criteria from the 35 miles Bump

• Allows paid time for a Union Representative to be present during an Asset Protection interview

• Penalty paid hours will be counted toward 49 hours

• A Letter of Understanding giving consideration to all requesting MLK Jr. day off as one of their paid days

• Allow two vacation days to be used in one hour or more increments in Consumer Services

• Remove the restriction of another state when Temporary Transfers mandates the offer of a 6th day

• Increase the Split tour differentials by $1 per day and multilingual by $.50 per session ($1 per day)

• All training opportunities formal or OJT will be offered by seniority

• Increase allowed UA Time to 150 days plus 30 day extension for Local Presidents. All others exceeding 120 days will be placed on leave.

• Added spouses grandparents to immediate family for Bereavement time

• Eliminate Term employees and increases Temps to 24 months (Terms on payroll will be allowed to complete term of employment)

• Eliminate CPE paycheck delivery to the work location and emphasize paycheck stub delivery upon request

• Allows MSCs to opt out of Uniform program

• Allows Service Consultants and SCs in CPE to opt out of PVR program

• Vacation payout for those who resign or are Terminated for Performance will be based on an accrual schedule

• Random number program will be used for all issues involving surplus and selection

• Provides for an up front SIPP offer to alleviate surplus

• Renewed over and underpayment letter adding a process of recovering sales incentive overpayments

• OPT’s

o Guaranteed no layoff for one year

o Expanded bump rights to lower titles in their organizational unit with 36 months pay protection regardless of Seniority or surplus classification

o Allowed to bump a Wire Tech if placement does not exceed 12 % of the employees in the exchange and an exchange within 35 miles that have economic protections, guarantees, pay and other economic protection of the core contract

• Retained full time CWA Claims Facilitator & full time Managed Care Specialist

• Payment for scheduled days missed due to illness and injury before STD has been changed. The waiting days have been lowered and the number of paid days has been modified:

Those prior to 3 years have 2 unpaid waiting days with 5 paid.

Those with 3 to 5 years have 5 days all paid

Those with 6 to 10 years have 7 days all paid

Those with 11 to 24 years have 10 days all paid

Those with over 25 years have no maximum paid

Additional days may be added once during the contract. Members who have exhausted their maximum number of paid days or will exhaust them leading to an approved disability will be paid for the otherwise unpaid days.