Brothers and Sisters,
I would like to take this time to thank each and everyone of you for your outstanding sacrifice to our Local and the Labor movement. These last few years have been trying on our membership, from the company going through restructures, as well as the greed that comes from the corporate and political Ass Hats.
Our Membership, in my opinion is unsurpassed. CWA Local 3105 is my home and like any family when forced to move it leaves a void in your Heart. I will miss the work we do together and the fighting we have done against greed and injustice to our families and friends.
Each one of you have given to the cause in one way or another, which does not go unnoticed. As I head to another area on a new Journey in the Labor movement, please remember the Union needs U!
I would also like to thank the membership in this fight. Whether you know it or not, being a Union member is being part of something greater than yourself. Our Stewards that continue to watch over the membership day to day As well as Jason Ivey for his work as VP-Gainesville areas and Safety Liaison to the company. David Neher for his work as VP- Lake City areas, Stephanie Rooney for her tireless work as the VP- Mobility. Scott Mackeil for his endless work as Benefits Coordinator, Safety Chair, and now Partnership Rep. A very special thank you to Debi Mishoe for her unfathomable and immeasurable work to our Local as Secretary/Treasurer for the last 24 years. With out her work to the Local we would not be where we are today.
Lastly, I wish to thank Shawn Todd for his dedication and his faithfulness to this Local. Throughout the years Shawn has stood for what is right and fair for this Local. As the President of CWA Local 3105 I have first-hand knowledge of what it takes to run a local. The position goes without gratitude, gratefulness and many migraines. For Shawn to have stepped back into the local as Executive Vice-President during elections, speaks volumes for his devotion and intensity to our Local.
As a going away present, I would like that you continue to utilize your talents of confidence, integrity, inspiration, passion, patience and wisdom. With Shawn Todd reassuming the role as Local President in my absences, it is imperative we continue to fight for our rights. Please take the time to thank your Executive Board as well as each Member in this Local for their persistent dedication.
|
CWA Local 3105's Letter to the Company
Dear AT&T;
I am writing to you regarding the first quarter surpluses of 2018 in the areas of Brooksville through Lake City Florida. It has come to my attention there may have been a potential error in the need for surpluses in these areas. I have written and spoken to your subordinates to no avail or reply.
Forgive me for writing you directly. As I have been told by local management this is above their pay grade, and there is nothing they can do. I realize writing this letter may cause issues, and I am fully aware this may jeopardize my career with the company. As a dedicated employee of the company I must bring this to the attention of someone who will see what matters. It is my belief the Identified Issues below are alone, grounds for suspending the surpluses until further information can be gathered.
Identified Issues
In the situations of TFS Services Techs these are some examples of issues I have identified –
1. April 2017 Bonded Pair was to move back into the Service Tech load. This was not rectified until January 16, 2018 in all wire centers from Chiefland, Gainesville, and Lake City areas.
2. AT&T Gigapower in the areas of Brooksville and Spring Hill, these fiber projects were not all turned up for services until January 18, 2018 for unknown reasons. (potential to add 1 more tech due to the overlays)
3. In Home Solutions, immoral sales practices and under cutting existing work orders.
4. AT&T.com not accurate for the sales of products in these areas.
5. Consistent DSL slow speed and outages (outage teams refuse to send up)
6. Direct TV contractors’ immoral installation and sales practices.
7. Sedgwick is retaining personnel that should be permanently medically restricted.
8. Temporary employees taking over the fiber MDU projects in Florida. ($1-3 million potential loss in the next 2 years), ST’s do not need the training or the need for another manager to oversee them. At the same time, it can be done with smaller crews due to experience and splicing can be done by same tech.
In the Situations of TFS Facility Techs -
1. In the areas of Chiefland, Lake City, and Gainesville, SSIM techs return timed tickets to Facilities. Only to be closed out before working the business failures.
2. All areas seem to have the FT’s on the ST’s load. There are many cable repairs and failures that are not being corrected. This is causing customers to go elsewhere when we cannot fix the issues.
3. ST’s being told they cannot return facility issues to cable. This is not showing the need for more techs to complete the issues.
In the situations of DLC Techs –
1. The Digital techs are being told they cannot dispatch on alarms but only routines.
2. Fiber projects that have known issues, the DT cannot have tickets created for them to correct it.
3. Inability to receive certain tickets to dispatch on. This is showing the decline of the necessity of this position.
Many techs in these areas have adopted the motto, “Just Do the Right Thing”! The front-line employees in these areas do just that. When I first hired on the motto of the company was “Aiming for Excellence, Operating with Integrity”. We have identified many issues and brought them to managements’ attention, in what consistently feels to be on deaf ears.
These areas have a median career time with the company of 20+ years. These career employees have consistently and reliably taken care of the customers in their areas. Many of our employees have stated they are routinely asked to work overtime and come in on their off days.
In my area alone, we have a high population of elderly and disabled customers. I have seen a major change in the way the sales department is treating its customers in this regard. An example of this is the failure to provide plain old telephone services to customers in areas we do not have any other products to sell. Yet in these areas we do not have consistent cellular coverage to support the wireless home phone, but the sales teams tell the customers there is no difference. Our forces have done all they can to try and retain these types of customers. We also have a high demand of service for the Emergency Services, and its personnel. While FEMA was in our county working there were statements made by several FEMA personnel that our products and services were the cause of its backlog to get help for the public.
We are seeing the In-Home Solutions department give misconceptions of the products being sold to customers, as well as telling the customers they are there to install the phone and internet. This has been a major decline in the installation of phone and Internet services. Not to mention when a wireless store or call center makes a sale, they have come in and changed the packages, which has resulted in multiple losses of revenue throughout the departments.
We are seeing the DTV contractors sell customers immorally. Case in point 5 customers in the same block were told by a contractor they were there to give them a quote. By the time the quote was completed the contractor had installed a dish on the customer’s roof without authorization. The contractor subsequently created phone and Internet orders for these customers. This has caused a potential customer loss. We have also seen many losses due to contractors not wanting to do their jobs or telling customers they don’t install dishes on a mount or bury cable lines. Subsequently loss of the package deal and the customer.
In the areas where we do not have wire techs the DTV contractors have made it extremely hard to try and retain our customers. This is not great customer satisfaction in which we as a company rely on. In my belief, the service techs in those areas should do the work. This in the long run, would be finically responsible.
I have too many reports from customers that they did not know we were in their areas. The reasoning was that att.com did not show any products in their areas, with the exception of DTV.
Business customers are leaving due to operation practices, when special services returns their tickets to facilities and nothing has been done properly with in a timely manner.
In conclusion we believe the work is here, and it would require the forces that are currently working those areas today.
Thank you for your time and understanding,
Joshua Saslovsky
President Local CWA 3105
Jsaslovsky@cwa3105.org
352-247-7125
|
Setting the record straight on AT&T
January 12, 2017
In recent news, there has been statements about AT&T giving out $1000-dollar bonuses to employees if the Tax cut passes. AT&T said they would invest $1billion dollars back into the company. AT&T has stated it will generate 7000 good paying jobs. They have also stated its Legacy services is a loss.
President Trump has stated this Tax cut will increase job wages to the average American by $4000 annually. Communications Workers of America National President Shelton requested, that companies pay this forward to their employees. Through negotiations with AT&T they were able to come to an agreement, of a $1000 bonus. Far cry from $4000 annual wage increases.
AT&T stated that they will generate 7000 good paying jobs. The perception of adding jobs by AT&T, taking call centers closing them in one area and moving them to another or offshore. Without allowing the employees in that unit to move with it. These are the same jobs AT&T is taking the work from and moving it to lower paid job titles.
In the retail stores AT&T is creating more jobs by shifting employees to part time. All the while adding contractors in stores near were company employees work. Which is causing theses employees lost revenue.
AT&T is also creating jobs by hiring temporary work forces at lower rates of pay. This will oust it’s more senior, more qualified, and highly trained Union employees. AT&T has a contractual Job Offer Guarantee. The only true guarantee is termination!
AT&T’s loss of Legacy products, there has been a decline over the past few years, is not caused by the consumers who wish to have a long lasting service from a company like AT&T. This is caused by pricing. AT&T has traditionally raised the prices of its Legacy services annually, causing customers to go elsewhere. This shows the perception of the product not being cost effective. AT&T is trying to abandon its traditional services in many communities. Customers in these communities are being told that these traditional products are not offered in their areas any longer. At the same time, these same products and services are still in use as well as being installed daily, if you bundle with the right group. This is causing the company to justify an economic reduction in its forces.
AT&T Investing $1 Billion dollars means to AT&T employees, when you are eliminating most of the Unionized work force to suite bigger profits. When a CEO can make a salary 350 times higher than its average employees, and the company continually profits Billions. How does AT&T claim to surplus its employees, due to economic reasoning? AT&T is creating lower paying temporary jobs, at the expense of its Bargained permanent employees. Each movement that AT&T has made is eradicating good paying jobs. Union employees are being tossed to the side to reduce its bargaining power. This is not just a work force reduction of economics; it is a Union Busting Tactic. So how is AT&T actually spending the $1 billion dollars? While hiring a workforce on a temporary basis! Is this considered a long-term employment solution to boost the economy? When these same temporary employees, will be on the street unemployed looking for a job in 2 years.
Joshua Saslovsky- President
Communications Workers of America Local 3105
352-377-3105
|
|
January 11, 2018
|
TO:
|
All Local Presidents and Staff
AT&T Southeast Bargaining Units
|
|
FROM:
|
Richard F. Honeycutt
CWA District 3, Vice President
|
AT&T Executive Level Grievance
In light of the recent AT&T surplus announcement I felt the need to express my extreme displeasure with the company's actions. Two weeks before Christmas AT&T announced a surplus, a surplus that consisted of 275 members in District 3 and a total of 1550 members in the other CWA Districts across the U.S.
This surplus announcement was followed with a press release by AT&T, declaring that all represented employees would receive a $1000 bonus as a result of the 14% reduction to the corporate tax rate. In November 2017, CWA President Chris Shelton issued a letter to AT&T's CEO Randall Stephenson seeking an agreement that the company would honor the statements made by the administration that employees would receive a $4000 annual wage increase due to the corporate tax cut. President Shelton also asked AT&T for a commitment to stop offshoring
work that could be performed by CWA members. AT&T did issue a $1000 bonus; however, they would not sign an agreement to stop the offshoring of our work or commit to ensuring that CWA members would receive the full wage increase touted by the administration.
While I am grateful that our members received a bonus, I am not satisfied with the lack of commitment on AT&T's behalf to stop outsourcing our work overseas and to sub-contractors. In November 2017, AT&T announced that they would invest $1 billion in the United States and followed with the statement that "This tax reform will drive economic growth and create goodpaying jobs". I have to question what is considered to be a "good paying job". To me, a good paying job is not defined strictly by dollars. A good paying job is one where you are able to support your family, a job with with benefits to help cover medical expenses, and one that provides opportunities to spend time with your family. These are the "good paying jobs" that we as a Union fight for and try to improve upon during every cycle of bargaining. These are the type ofjobs that we want to see for every hard-working American.
AT&T has to stop sending our brothers and sisters home while they continue to contract out work and send our jobs overseas. The work is there, CWA members are ready and willing, AT&T just needs to allow us to do it. AT&T needs to do what is right by maintaining the "good paying jobs" that they already have, create new ones, and stop contracting out work which then turns good Union jobs into low wage subpar contractor jobs.
AT&T has plenty of work available, work that our members are already performing today and instead of doing the right thing and canceling these surpluses, the company chooses to continue surplusing our members while at the same time, continuing to contract out work to low wage sub-contractors. As a result, C WA District 3 will be filing an Executive Level Grievance, attempting to ensure that our members will continue to have "good paying jobs."
|
|
September 21, 2017
Mr. Nick Hawkins
Assistant to the Vice President
Communications Workers of America
3516 Covington Highway
Decatur, Georgia 30032
Dear Nick:
Last year prior to the selection for vacation and other time off for Wire Technicians, the Company and CWA agreed to implement a process similar to BST Article 5 for the 2017 Vacation Year. This process appears to have been acceptable to the Techs and managers, so the Company agrees to your request of September 13, 2017 to utilize the following selection process for sections 5.07 and 5.11 of the Addendum for the 2018 Vacation Year for all employees covered by the Network Addendum – U-Verse Field Operations.
2018 Vacation Year Selection Process
1. The work group for selection purposes will be determined by the Company.
2. Selection shall occur in seniority order within the defined work group above.
3. The Company determines the periods available for selection and the number of employees allowed off on vacation and Personal Days Off.
4. Selection shall occur in the following order:
a. Full Week(s), known as a segment, will be selected first with only one segment selected until all other employees have selected a segment. The selection process rotates in seniority order until all employees in the work group have selected their segment(s).
b. Day-at-a-time or individual vacation days, vacation days provided when an authorized holiday falls during a vacation segment (section 5.03 of the Addendum) and Personal Days Off will be chosen in seniority order within the work group defined above with employees choosing all such time off at one time, even though the days selected may not be consecutive.
c. All 2017 Vacation and Personal Days Off that are carried over to the 2018 Vacation Year will be chosen in seniority order within the work group defined above with employees choosing all such time off at one time, even though the days selected may not be consecutive. These days must be scheduled and taken by April 30, 2018.
5. A segment of Vacation is a continuous period of vacation (in full week increments beginning with Sunday of the first week and ending with Saturday of the last week) with no work time between the beginning and end of such vacation period. No more than 3 weeks may be selected as a segment.
6. The week of December 30, 2018 through January 5, 2019 is not available for the 2018 Vacation Year as a vacation segment. However, December 30th and 31st may each be selected as a single vacation or Personal Day Off; the remainder of that week may not be selected until the selection period begins for the 2019 Vacation Year.
7. The Company will post a statement showing the available periods for selection no later than October 24, 2017.
8. The Company will begin contacting employees, in seniority order, on or after November 1, 2017.
9. All scheduling will be completed by December 23, 2017.
10. Employees who are not readily available between November 1, 2017 and December 23, 2017 may express their preference for choices in advance of being contacted, and if available, their choices will be assigned as chosen in accordance with seniority.
11. Employees not making a selection at the time of contact, employees not expressing advance choices, employees whose advance choice is not available, and employees whom the Company was unable to contact after a reasonable effort to do so, shall be passed over but shall have the right to make a selection from the remaining available vacation periods in accordance with their seniority at any subsequent time prior to December 23, 2017.
12. Employees who have not made their selections by December 23, 2017 may select from the remaining available periods insofar as service requirements permit.
13. During the selection period, an employee who has made a selection will not be allowed to change that selection.
14. The “seniority order” shall be determined by the employee’s seniority on January 1, 2018.
15. After December 23, 2017 and prior to January 1, 2018, the Company will post or make available a completed list of selected time-off for each work group, and that list will be available to employees throughout the calendar year.
16. The Company will consider a request of an employee, based upon his/her reason, for a period not included in the posting under “7” above.
This process applies only to the selection for the 2018 vacation year and sets no precedent or binding practice for future vacation selections by employees covered by the Network Addendum – U-verse Field Operations. The parties will revert back to the contract language for the 2019 vacation year selection, unless the parties agree otherwise. If you agree, please concur below and return a copy for our records.
|
|
Communications Alabama, Florida, Georgia 3516 Covington Highway
Workers of America Kentucky, Louisiana, Mississippi Decatur, Georgia 30032
District 3 North Carolina, South Carolina Phone: 404-296-5553
AFL-CIO Tennessee, Puerto Rico Fax: 404-299-6165
September 13, 2017
TO: AT&T Southeast Local Presidents, District Staff & Secretaries
CWA District 3
FROM: Nicholas E.M. Hawkins, Assistant to the Vice President
CWA District 3
SUBJ: Uniforms “Outerwear” — 2017 New Hire Wire Technicians
Members and Locals alike have brought forth a concern to the District 3 office. Wire Technicians who were newly hired or transferred into the position in 2017 have, up to this point, only been provided with five (5) shirts and five (5) pants but no outerwear such a coat and/or toboggan. With the fall and winter months fast approaching, members are concerned about their safety in the colder weather. We have brought this concern to AT&T Labor Relations and received the following commitment today: The Outerwear Program should be rolled out within the next week or so. The vendor is finalizing their website and our employee data feeds. Once an outerwear order is placed, it will take 7-10 business days for the employee to receive the jacket. If an employee is in immediate need of outerwear due to low temperatures, the employee should contact his/her supervisor who can expedite the process for receiving suitable outerwear.
As always, should you have any questions or concerns surrounding this issue, please feel free to contact me
|
Communications Alabama, Florida, Georgia 3516 Covington Highway
Workers of America Kentucky, Louisiana, Mississippi Decatur, Georgia 30032
District 3 North Carolina, South Carolina, Phone: 404-296-5553
AFL-CIO Tennessee, Puerto Rico Fax: 404-299-6165
July 21, 2017
TO: AT&T SE Local Presidents, District 3 Staff & Secretaries
FROM: Nicholas E.M. Hawkins, Assistant to the Vice President
CWA District 3
SUBJ: Core Technician Scheduling – TFS Department | Settlement
As previously communicated, AT&T made a unilateral change, in past practice in early 2017, with regard to the scheduling practices for Core Technicians within the TFS department. Subsequently, the CWA District 3 Office filed charges with the NLRB citing a unilateral change in past practice without giving notice to the Union or providing the Union an opportunity to bargain. Over the last few months, the District 3 Office has been in discussion with AT&T Labor Relations concerning the pending board charge. As a result of these discussions, the District 3 Office has agreed to the attached settlement. This settlement provides that the following scheduling rules will be instituted for Core Technicians within the TFS department, effective September 1, 2017:
• Employees will not be scheduled to work back to back Sundays.
• Employees will not be scheduled to work back to back Saturdays.
• Employees will not be scheduled to work Sunday and Saturday in the same week.
• Employees scheduled to work on Sunday will be scheduled off the following Friday.
• Employees who have a contractual day off "VP, DP, HO" on Monday, will not be scheduled to work the preceding Sunday.
• Employees who have a contractual day off "VP, DP, HO" on Friday, will not be scheduled to work the following Saturday.
• Employees who have four (4) contractual days off "VP, DP, HO" during a holiday week, will not be scheduled to work the holiday.
• Employees who have five (5) contractual days off through a combination of "VP, DP, HO, or Company Recognized Holiday", will not be scheduled to work the weekend before or after the five (5) days off.
• Saturdays schedules are rotated evenly amongst all employees in the work group.
|
• Sundays schedules are rotated evenly amongst all employees in the work group.
• Employees on an approved leave of absence "STD, Military Leave, Maternity/Paternity Leave" are not required to catch up on Saturday/Sunday rotation once they return to work.
• Employees scheduled to work on Sunday are selected from the employees who were scheduled to work the preceding Saturday (Sunday picked from Saturday).
• Employees are allowed one special request per quarter for a Monday through Saturday, e.g., blocking a weekend, or requesting to work a Saturday and be scheduled off another day during the week. Sundays and Holidays are excluded from Special request due to the way the “premium time” language operates. Nevertheless, the field manager has the ability to input a Special request for ANY circumstances via the EASE RSC tool.
As always, should you have any questions or concerns surrounding this issue, please feel free to contact me
|
Communications Alabama, Florida, Georgia 3516 Covington Highway
Workers of America Kentucky, Louisiana, Mississippi Decatur, Georgia 30032
District 3 North Carolina, South Carolina, Phone: 404-296-5553
AFL-CIO Tennessee, Puerto Rico Fax: 404-299-6165
June 28, 2017
TO: AT&T SE Local Presidents, District 3 Staff and Secretaries
FRO: Nicholas E.M. Hawkins, Assistant to the Vice President
CWA District 3
SUBJ: AT&T SE Construction and Engineering Added Steps
On June 15, 2017, the District 3 Office was notified by AT&T SE Labor that the Construction and Engineering Department had conducted a trial to eliminate added steps to work orders. As part of this trial, C&E technicians were not permitted to have steps added to a job unless it was records effecting. The Company now plans to adopt this procedure throughout the District, effective 07/01/2017. The results of this trial showed that the inability to have steps added to jobs and accurately report the technicians work activity, resulted in lower ESM efficiency numbers for technicians. Specifically, a 6.82% reduction in overall efficiency; 6.16% for Outside Plant Technicians (OPTs), and 7.42% for Facility Technicians (FTs).
The Company now plans to implement this process across the entire southeast, with full knowledge that the new process will lower technician’s ESM efficiency numbers. As such, the District 3 Office inquired as to whether or not the Company planned to lower the ESM efficiency targets for the impacted technicians. Today, we were informed by AT&T SE Labor that the Company’s plan is not to modify the performance objective at the time of roll-out, but to instead monitor and make any modification, if needed, during the typical annual performance efficiency modification period.
It is imperative that in the event any of our impacted members are disciplined over ESM efficiency numbers, or receive a less than satisfactory evaluation, we challenge the Company’s actions through the grievance process. Additionally, the District 3 Office will be consulting with CWA’s legal department to determine whether or not the Company’s actions violate the legal provisions of the Sarbanes-Oxley Act.
As always, should you have any questions or concerns surrounding this issue, please feel free to contact me
| 
C&E Added Steps |
Communications Alabama, Florida, Georgia 3516 Covington Highway
Workers of America Kentucky, Louisiana, Mississippi Decatur, Georgia 30032
District 3 North Carolina, South Carolina, Phone: 404-296-5553
AFL-CIO Tennessee, Puerto Rico Fax: 404-299-6165
June 29, 2017
TO: AT&T SE Local Presidents, District 3 Staff and Secretaries
FROM: Nicholas E.M. Hawkins, Assistant to the Vice President
CWA District 3
SUBJ: Core Technician Scheduling — TFS Department
During the 2017 CWA District 3 Meeting, we discussed the Company’s unilateral change in scheduling practices for Core Technicians within the TFS Department. Currently the District 3 Office has a pending board charge with the National Labor Relations Board (NLRB), as it is our belief that the Company’s actions constitute a unilateral change in past practice without notifying the Union or giving the Union an opportunity to bargain. I myself have given a sworn affidavit to the board agent, along with an additional affidavit being given by one of our members, a Maintenance Administrator (MA), who works in the scheduling office. We have outlined to the board agent the following thirteen (13) scheduling rules that were in place prior to the change.
#1 – Employees will not be scheduled to work back to back Sundays.
#2 – Employees will not be scheduled to work back to back Saturdays.
#3 – Employees will not be scheduled to work Sunday and Saturday in the same week.
#4 – Employees scheduled to work on Sunday will be scheduled off the following Friday.
#5 – Employees who have a contractual day off "VP, DP, HO" on Monday, will not be scheduled to work the preceding Sunday.
#6 – Employees who have a contractual day off "VP, DP, HO" on Friday, will not be scheduled to work the following Saturday.
#7 – Employees who have four (4) contractual days off "VP, DP, HO" during a holiday week, will not be scheduled to work the holiday.
#8 – Employees who have five (5) contractual days off through a combination of "VP, DP, HO, or Company Recognized Holiday", will not be scheduled to work the weekend before or after the five (5) days off.
#9 – Saturdays’ schedules are rotated evenly amongst all employees in the work group.
#10 – Sundays’ schedules are rotated evenly amongst all employees in the work group.
#11 – Employees on an approved leave of absence "STD, Military Leave, Maternity/Paternity Leave" are not required to catch up on Saturday/Sunday rotation once they return to work.
#12 – Employees scheduled to work on Sunday are selected from the employees who were scheduled to work the preceding Saturday (Sunday picked from Saturday).
#13 – Employees are allowed one special request per quarter (Blocking a weekend, requesting to work a Sunday and be scheduled off the following Friday, requesting to work a Saturday and be scheduled off another day during the week).
We are working diligently in our attempts to correct this problem for our members. In addition to working through the NLRB, we have been in discussions with AT&T SE Labor Relations and TFS Leadership concerning this issue. One complexity to this dilemma is that the Company has now declared all of the employees in the Southeast TFS Scheduling Office as surplus. Some of the scheduling work, prior to the change, was performed manually by these employees. As the situation develops, we will distribute any new updates to District 3 Staff and Local Presidents.
Should you have any questions or concerns surrounding this issue, please feel free to contact me
|
Core Technician Scheduling - TFS Department |
Communications Alabama, Florida, Georgia 3516 Covington Highway
Workers of America Kentucky, Louisiana, Mississippi Decatur, Georgia 30032
District 3 North Carolina, South Carolina, Phone: 404-296-5553
AFL-CIO Tennessee, Puerto Rico Fax: 404-299-6165
June 29, 2017
TO: AT&T SE Local Presidents, District 3 Staff and Secretaries
FROM: Nicholas E.M. Hawkins, Assistant to the Vice President
CWA District 3
SUBJ: Wire Technicians — Four-Ten Work Schedules During Holiday Weeks
Section 4.02, Four-Ten Schedules, Paragraph 5, of the U-Verse Addendum states: "If the employee wishes to be paid the remaining two (2) hours, the employee may use available vacation, personal days off, or absence time." This language was adopted in 2012 and predates the language agreed to in 2015, Section 4.01, Paragraph 2, which states: "All employees will have the opportunity to work forty (40) hours in a week". As such, the Sections conflict with one another.
Management’s recent application of this contract language violates Section 4.01, in that employees were paid 8 hours for the recent holiday, and then only given the opportunity to work an additional 30 hours that week. Of course this resulted in employees only having the opportunity to work thirty-eight (38) hours that week. We brought this concern to the AT&T Labor Relations and the Company has agreed to the following:
When Wire Technicians are on four-ten work schedules and are scheduled off on the holiday, the Company will decide to either offer them the ability to work the remaining two (2) hours on the other three (3) remaining scheduled work days in that week, or the Company can revert back to five eight hour days for that week.
This agreement ensures that Wire Technicians, who are on four-ten work schedules, will have the opportunity to work forty (40) hours during a holiday week. As always, should you have any questions or concerns surrounding this issue, please feel free to contact me
|
4-10 Wire Tech Pay |
7/3/2017
"Due to a system error, some participants over contributed to the BSSP between 2010 and 2016. The BSSP plan states that employee before-tax and/or after-tax contributions have a limit where employees cannot contribute more than 70% of their eligible compensation. Most of these over contributions were as a result of retro activity such as a change in disability status.
Affected individuals will be notified to inform them of the exact dollar amount and that we will be returning the excess contribution and earnings from their BSSP by mid-July 2017. If applicable, company match on these excess contributions will be forfeited. I have attached a copy of the letter that will be sent to those affected.
We will continue to monitor and review participant data 2 – 4 times per year until a long-term system fix can be made."
Please Contact your Local's Benefits Coordinator for questions. You may also contact Fidelity.
|
BSSP Error Regarding Over Contributions |
˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜
"
The payout for eligible employees for the 2016 Success Sharing Plan is $1500.00.
The closing stock price on September 30th marked the end of the 2016 SSP Award Year. The stock price closed at $40.61 which is higher than the $32.53 closing stock price on October 1, 2015 at the beginning of the award year. As a result, the stock price appreciation component of the SSP for this award year will pay out. Additionally, the award also includes a dividend equivalent component for dividends declared during the award year, the last of which was just declared on Friday, Sep 30th and was for $0.48 per share. That makes four dividend declarations during the Award Year with each declaration being for $0.48 per share.
˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜
The calculation per employee is:
Stock Appreciation $40.61 – $32.53 = $8.08
150 units x $8.08 = $1212
Dividend $0.48 x 4 quarters = $1.92
150 units x $1.92 = $288
Total Award $1212 + $288 = $1500.00
For A1 pay cycle it will be paid on the 11/18/16 paycheck.
For B1 pay cycle it will be paid on the 11/23/16 paycheck."
˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜˜
|
On 3/12/09, AT&T Mobility auto-enrolled employees who were not participating in the 401K savings plan who did not respond to their correspondence.
Employees who do not want to be auto-enrolled and desire to opt out now need to call Fidelity at 1-800-416-2363.
If you have further questions or concerns, please call me at 404-296-5553.
In Unity,
Betty J. Witte
|
To get the employee discount to purchase a vehicle from GM:
www.gmsupplierdiscount.com
The company discount code to use is 877457
The a userid and password will be aquirred, print out the form(s) and take to the salesman.
|
|
Communications Workers of America
AFL-CIO, CLC
Mary K. O'Melveny, General Counsel
101 Third Street, N.W. Washington, D C. 20001-2797
202-434-1 21 3 Fax 202-434-1 21 9
MEMORANDUM
TO: CWA Executive Board
FROM: Mary K. O'Melven
RE: COBRA Changes
DATE: March 5, 2009
I am writing to give you brief overview of the recent changes to COBRA, the law
addressing continuation of health benefit coverage after employment termination. These
changes were included as part of the American Recovery and Reinvestment Act, which
President Obama signed into law on February 17, 2009. Guidance about this law is still
being formulated and this memo is intended to briefly summarize the recent COBRA
changes so that you and your Districts and Locals will be able to monitor employer
compliance with these new obligations.
Generally speaking, the main change in COBRA benefits covered by the new law
is that all individuals who became or become eligible for COBRA due to an involuntary
termination of employment between September 1, 2008 and December 31, 2009 willreceive a 65% reduction in their COBRA premium.
Other aspects of the new law worth noting:
The COBRA subsidy is not retroactive. This means that eligible individuals who
were laid off between September 1, 2008 and February 17, 2009 will only receive
subsidies going forward from the February 17, 2009 enactment date.
Employers must issue a notice on this matter to all eligible individuals no later
than 60 days after the law was enacted. The due date for this notice will probably
be April 20, 2009. The Department of Health and Human Services must, by 30
days after enactment (probably March 19)' issue a model notice. Most employers
will probably not issue notices until after they have reviewed the DHHS model
notice.
COBRA eligibility will not be extended due to this law but eligible individuals
who did not elect COBRA coverage previously will receive another opportunity
to do so at the reduced rate.
Individuals with an income over $125,000 or joint filers with an income over
$250,000 will not be eligible for the full subsidy, but may be eligible for a
reduced subsidy.
|
|
