CWA LOCAL 9510 MOBILIZATION
Information Hotline
(714) 978-9510 ext 57
The following information is a brief summary of the tentative agreement reached between CWA and AT&T Mobility.
CWA AND AT&T MOBILITY
FINAL BARGAINING REPORT
March 3, 2009
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.
All Articles, LOA’s and Agreements not mentioned above will carry forward with the exception of LOA 12 (IPO) which has been deleted.
THERE WILL BE A RATIFICATION VOTE
-Details to follow-
www.cwa-attmobility.com
E-mail: 9510mobilize@sbcglobal.net
If you have not read the latest e-mail from Mobility CEO Ralph De La Vega, DON’T BOTHER, It’s all lies!!!
In this missive, Ralph tells us how disappointed he is that AT&T Mobility has not yet reached an agreement with CWA. He said this is surprising because the issues in your “Orange” contract are identical to those addressed less than a year ago in the Mobility District 6 negotiation, when the company and CWA reached an one-time agreement.
What Ralph neglects to mention is that AT&T Mobility settled for a 12% increase and title upgrades in that contract. How dare he compare this to the paltry 6.25% and $850 offered to you over four years? Remember, your increased healthcare coverage costs start to kick in next year, which makes this already ridiculous proposal even weaker.
I know you feel better having read that Ralph, “can count on you to focus on the customer.” This is something you do every day, even when working without a contract. In the unlikely event that you believed De La Vega’s lies, CWA did not walk away from negotiations. After the company mandated 2 ½ weeks of bargaining with no agreement in sight, we asked AT&T Mobility for a 30-day extension to facilitate realistic negotiations. The company said, “No” and bargaining ceased. At that point, Mobility claimed we walked out on negotiations. Thanks to CWA’s efforts to get the true story out, this position backfired. We are now in a cooling off period and awaiting negotiations to restart.
In the e-mail, Ralph mentions several times how fair their proposal is, especially considering how tough the economic environment is. If times are that tough, do you think it’s fair he earned $12,389,944. last year? AT&T is making huge profits - a situation brought about in no small part by your efforts.
In the face of all this corporate greed, you are looking for no more than your fair share. We need you to continue to fight. Wear your wristbands and buttons every day, wear red on Tuesdays and wear any union apparel you may have on Thursdays. This may not seem like much, but believe me, the company notices. Stay informed and be aware of future mobilization activities by visiting our website or calling our hotline (details below.)
Know that your CWA brothers and sisters are with you in this struggle and we will prevail!
CWA LOCAL 9510 MOBILIZATION COMMITTEE
E-mail: 9510mobilize@sbcglobal.net
(714) 978-9510 Ext. 57
www.cwa9510.org |
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