LOCAL 3511
JACKSON, MS
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UPDATES!
Information About the New Contract
Here's the TRUTH about at&t's priorities & why they 'can't afford' to pay our health carde
Peter Svensson, AP Technology Writer, On Thursday March 11, 2010, 4:56 pm EST
NEW YORK (AP) -- The frugality of the recession eased in the 2009 pay package for
AT&T Inc. CEO Randall Stephenson, who resumed taking a bonus and saw his
compensation rise by one-third to $20.2 million, according to Associated Press
calculations on a regulatory filing Thursday....
Last year Stephenson accepted a bonus of $5.85 million, according to the filing with the
Securities and Exchange Commission.
AT&T said Stephenson received a $1.45 million salary in 2009, a 2 percent increase over
2008.
Most of his compensation was in the form of options and performance-based stock
incentives valued at $12.1 million. (Who's performance do you think attributed to this?
OURS..THAT'S WHO!!!)
He accumulated more than $864,000 in perks, including nearly $216,000 in club
memberships and $200,000 in life insurance premiums. He also got $140,576 in "tax
gross-ups," which compensate for the taxes he pays on other benefits...
The Associated Press' calculations of total pay includes salary, bonus, incentives, perks,
above-market returns on deferred compensation and the estimated value of stock
options and awards granted during the year. The calculations exclude changes in the
present value of pension benefits, and they sometimes differ from the totals companies
list in the summary compensation table of proxy statements filed with the SEC....
Stephenson also had $6.9 million worth of stock vest in 2009. He didn't exercise any
options, according to the filing.
For all of 2009, AT&T earned $12.5 billion, or $2.12 per share, on revenue of $123 billion.
That compared to 2008 earnings of $12.9 billion, or $2.16 per share, on revenue of $124
billion.
(COURTESY OF THE ASSOCIATED PRESS' ARTICLE POSTED ON YAHOO FINANCE)
CLICK HERE FOR THE FULL ARTICLE
"It makes me sick to think how much b.s. they shoveled during bargaining about how
broke they were and just couldn't afford to pay for health care yet almost $1 million was
spent just for golf & country club memberships for "Moneybags" Stephenson, and not to
mention how much was made in dividends off that nearly $7million in stock every
quarter."
CWA-BST Contract - What AT&T Wanted
March 19, 2010
At the District 3 meeting in Jacksonville, Florida, there was a lot of discussion on what
we gained from this contract. Everyone knows what was gained and lost. However,
there were also a number of things that the company wanted and your Bargaining Team
fought against successfully. Those are listed below.
AT&T Wanted
•Health Care
•Pay:
■Company could force junior employees if needed
■Make it a flat $20/day rate
•Job Security:
•Temps/Terms:
•Work Jurisdiction
•Leverage Title
•Time Off
•Grievance Procedure
•Performance Terminations
•Call Sampling and Service Observing
•Other Work Rules:
•Additional
RETRO PAY:
The new rates of pay and the retro pay adjustment back to August 9, 2009 will be
reflected on the following pay days:
A general communication is scheduled to be sent out March 16 to employees covered by
the BST contract and their supervisors .
Please feel free to share this information.
Judith R. Dennis
Vice President
CWA District 3
3516 Covington Highway
Decatur, GA 30032
404-296-5553
CWA-ATT SE Contract Ratified
March 5, 2010
This District is proud to announce that the ATT SE Contract ratified today. The results
were 65% YES 35% NO.
In Unity,
Judy Dennis
Vice President
CWA District 3
CWA-BST DRAFT CONTRACT
February 24, 2010
It is the 2004 contract with the bolded changes made at bargaining except for those
negotiated for the 2nd TA.
The changes in the 2nd TA were as follows:
Below is a copy of a letter from AT&T SE regarding a change in the previous tentative
agreement as to how benefits will be repaid
In Unity,
Judy Dennis
Vice President - CWA District 3
########################
ATT
John Tragesar
Executive Director
Labor Relations
February 5, 2010
Dear Ms. Dennis,
There was extensive discussion during bargaining regarding Payroll issues. The CWA
expressed concern that employees receive appropriate pay for time worked in a timely
manner. The Company recognizes these concerns and seeks to address them.
The Company will modify internal procedures concerning off-cycle payments:
on an as-needed basis to address payroll related issues.
The Company will utilize the following procedures concerning the collection of wage or
benefits overpayments.
The provisions of this letter may be modified as necessary to comply with the
requirements of any applicable federal or states laws or regulations.
/s/John Trageser
Executive Director
Labor Relations
regarding term positions and employee security.
In Unity,
Don LaRotonda
Assistant to the Vice President
########################
ATT
John Tragesar
Executive Director
Labor Relations
February 5, 2010
Dear Don,
During 2009 Bargaining, the Company and the Union discussed in depth the loss of
access lines in our business and its effects on employees. In an effort to provide
additional employee security, the Company makes the following commitment.
Before hiring any term positions, the Company will first offer, to qualified surplus
employees in the Partnership Job Bank (PJB), vacancies in their Family of Skills. These
vacancies will be limited to the exchange or an exchange within 35 miles. The surplus
employee must indicate, when entering the PJB, their interest in these positions.
This copy is a draft only due to the contract not being ratified. It has been proofed by
the bargaining team.
In Unity,
Judy Dennis
Vice President
CWA District 3
CWA - BST Understanding Leveraged Title in the new TA (2/22)
February 22, 2010
Updated - Questions 4, 5, 6 added 2/22/10
Question 1:Under the BellSouth Savings and Security Plan and under the AT&T Savings
and Security Plan what is included in eligible compensation for leveraged titles?
Answer: Under the Company proposal, the only change to the already existing definition
of eligible compensation under both savings plans for Leveraged Titles is to include the
Target Incentive payments in the definition of eligible compensation. Specifically in the
banded savings plans (the BSSP and the ASSP) the Target Incentive payment will be
used in the determination of the band amount at which the participant is eligible to
contribute.
Question 2:Under our current proposal where a current Sales Associate can go to the
Leveraged Title and then return back to a regular Sales Associate non-Leveraged within
6 months – how would their pension be handled?
Answer: Under the Company proposal, a Current Employee who is a Sales Associate
and moves to a Leveraged Title will continue to be eligible for their legacy pension plan
(not the BCB2). If that employee then returns to a non-Leveraged Title position, they will
continue to be eligible for their legacy pension plan so there would be no change to their
pension plan eligibility under this scenario.
Question 3: Can you tell me how an employee in a Leveraged Title would be paid while
on Short Term Disability benefits?
Answer: Eligible compensation under the BellSouth Short Term Disability Plan for
employees in Leveraged Titles will be based on base wages plus the Target Incentive
amount.
Updated February 22, 2010
Question 4: If I am a surplus employee from network, and I accept a ready taker offer
from sales associate WS27 would I become leveraged?
Answer: No, the employee would be a sales associate.
Question 5: Does a leveraged employee have to meet 50% of all components to get a pay
out?
Answer: No. Pay out of incentive compensation for a leveraged employee begins when
50% of their target is exceeded on their individual components. Each component has its
own target, so it would be possible to receive a pay out on one component when 50% of
that objective is exceeded but not on other components when the 50% target is not
exceeded.
Question 6: What is the time-in-title for Sales Consultant?
Answer: It is the same as for a Sales Associate, 24 months time-in-title and 24 months
time-in- exchange.
CWA-BST Understanding Wages in the new TA (2/22)
February 22, 2010
Question 1: Will an employee who was surplused or retired during the 4th quarter
receive retro pay up until the time they left?
Answer: Under the revised tentative agreement, these employees would receive retro pay
from August 9, 2009 to their separation date. This retroactive wage increase as well as
the other provisions of the revised tentative agreement is expressly conditioned on
ratification of the agreement by March 5, 2010.
Question 2: An employee in CVSG accepts a position in BAPCO effective 2/22/10; how
will this affect retro pay, if the BST contract ratifies?
Answer: Under the revised tentative agreement, this employee would receive retro pay
from August 9, 2009 through their last day on the BST payroll (2/21/10). This retroactive
wage increase as well as the other provisions of the revised tentative agreement is
expressly conditioned on ratification of the agreement by March 5, 2010.
Question 3: Are Term employees eligible for retro pay?
Answer: Yes, under the revised tentative agreement, the retroactive pay adjustment
applies to all employees. This retroactive wage increase as well as the other provisions
of the revised tentative agreement is expressly conditioned on ratification of the
agreement by March 5, 2010.
CWA-BST Understanding Employment Security in the new TA (2/22)
February 22, 2010
Question 1: If a current employee (hired prior to 8/9/09 is surplused and claims a term
job while in the job bank, works the term and then is offered a regular full-time position
(while still in the job bank) will they be considered a new hire?
Answer: Under the terms of the agreement, if the current employee is surplused and
enters the PARTNERSHIP Job Bank (PJB), is loaned to a term position and before the
employee exits the PJB they are selected for a regular full-time position the employee in
this scenario would remain eligible for the benefits described for Current Employees
because the employee stayed on company payroll and was never terminated.
CWA-BST Understanding Healthcare in the new TA (2/22)
February 22, 2010
Updated Question 28 added 2/22/10
Question 1: Please provide some examples of 2009 covered procedures under the
CarePlus Program.
Answer: Below are examples of 2009 Covered Procedures:
Cancer Therapies which include, but are not limited to:
Question 2: Why is the Managed Competition provision under the BellSouth Medical
Assistance Plan being discontinued?
Answer: The Managed Competition provision will not be utilized as it is redundant to the
AT&T review process.
Question 3: If a member retires on 02-12-2011 will they be a future retiree who has to
pay for 50% of his/her medical coverage.
Answer: If an employee who retires during the term of the agreement was classified as a
Current Employee while actively employed, he/she will be eligible to participate in the
BellSouth Retiree Medical Assistance Plan (RMAP) as described in Exhibit 2 of the
Benefits Article, and will be subject to the contribution required as a result of the Current
Retiree DDB Cap provisions, unless the former employee elects coverage under the
alternative plan option or is Medicare eligible. A Current Employee who retires during the
term of this agreement and is either Medicare eligible or elects the alternative medical
plan option would not be charged retiree medical contributions for the term of this
agreement for the RMAP coverage.
However, if an employee who retires during the term of the agreement was classified as
a New Hire or Converted Temp/Term while actively employed, he/she will be eligible to
participate in the BellSouth Retiree Medical Assistance Plan (RMAP) as described in
Exhibit 2 of the Benefits Article with the following exceptions which are described in
Exhibit 1:
Question 4: Will medical premiums be deducted bi-weekly or monthly?
Answer: Under current administrative practices, medical contributions are expressed as
monthly totals to be deducted bi-weekly from active employee paychecks.
Question 5: List of covered preventive health care?
Answer: The list of covered preventive health care items did not change and are the
same as they are today but do not represent an all inclusive list.The preventive care
guidelines of each respective medical carrier will be followed and may change from time
to time based on industry-wide prevailing medical guidelines and procedural changes.
Question 6: Under the Prescription Drug plan changes for 2011. If the doctor prescribes
a brand name drug, and this drug is on preferred/formulary drug list for the copay of $20
retail/$40 mail order or would they be required to take the generic if a generic is
available? Or would the member have to pay the difference between the generic and
brand?
Answer: An individual who purchases a brand name drug at a network retail or Mail
Order pharmacy when a generic is available, will be required to pay the generic copay
plus the cost difference between the brand name drug and the generic drug, even if the
physician has indicated Dispense as Written. If the individual cannot take the generic
drug for medical reasons, an appeal may be filed with the prescription drug claims
administrator. If the appeal is approved, the participant will receive the Formulary or Non-
Formulary Brand Name Drug for the applicable Formulary or Non-Formulary Brand Name
Drug Copayment and not be responsible for the cost difference between the generic and
the brand name drug.
Question 7: If spousal carve out is eliminated will an employee be allowed to cover
his/her spouse under the family plan even if the spouse works for a company who offers
insurance?
Answer: Yes. However, if the spouse elects their company's coverage then the
Coordination of Benefits provisions will continue to apply as described in the Summary
Plan Description.
Question 8: Will full time union presidents on leave have their health care paid for by the
company?
Answer: Coverage may be continued for those employees covered by Article 26.02 in the
applicable company medical plan pursuant to the same conditions and to the same
extent as a comparable employee on the active payroll during the Union leave.
Question 9: What is the definition of eligible/allowance expenses under MAP? How does
this relate to R&C?
Answer: Benefit payments for covered services are based on the amount of the
provider's charge that we recognize for payment of benefits. This amount is limited to
the lesser of the provider's charge for care or the amount of that charge that is
determined by the carrier to be allowable depending on the type of provider utilized.
Reasonable and Customary (R&C) are the amount of the charges that the carrier
recognizes for payment of Non-Network/Non-PPO benefits.
Question 10: Are R&C rates dictated or negotiated?
Answer: R&C rates are determined by each carrier.
Question 11: Are R&C amounts Industry Standard or does the company negotiate R&C?
Answer: Each carrier is responsible to determine allowable charges using industry
standards and fee data.
Question 12: Do you have to be admitted to the hospital or have a life threatening injury
for Emergency Room benefits to be paid?
Answer: No, under MAP an individual does not have to be admitted or have a life
threatening injury in order to be covered for Emergency Room benefits. A penalty may
apply if non-emergency care is obtained in a non-network emergency facility.
Question 13: Please provide a list of eligible Preventative Test under MAP?
Answer: Under the Company's proposal, the preventive care guidelines of each
respective medical carrier will be followed (See response to Question #5). Examples of
preventive tests that could be covered under the MAP:
Question 14: What happens if an employee cannot take a "generic" drug?
Answer: Under the Company's current proposal the individual would be required to pay
the generic copay plus the cost difference between the generic and the brand name
drug. (Please refer to Question #6 for additional information.)
Question 15: Specialty Pharmacy – does that cover compounded drugs?
Answer: Yes, however, generally compound drugs are not considered specialty drugs.
Question 16: Since managed competition is going away, what POS plans will be offered,
where will they be offered and what costs are associated with those plans (e.g.,
deductible, OOP, Co-Pay, etc.)? How often will the Company evaluate possible POS
options (e.g., annually, semi-annually)?
Answer: The Company will continue to offer the POS plans as modified under the
Company proposal and there are no immediate changes in medical carriers planned for
2010. The Company will annually review carrier capabilities for accessibility and
efficiency, as well as customer service.
Question 17: What drugs are listed on the formulary? How often does the formulary list
change? How are employees advised of the list of drugs on the formulary and how will
they be notified of changes to the formulary?
Answer: The individual would receive a letter from the pharmacy benefits manager if they
were taking a formulary drug and that drug was being taken off the formulary drug list.
The formulary (preferred brand) drugs are listed on the Caremark web site, and are
available for participant viewing at any time. These drugs are reviewed at least quarterly
by the pharmacy benefits manager. This means that the list will change from time to time.
Question 18: Does the birthday rule still apply?
Answer: There is no change to the birthday rule in the Company proposal.
Question 19: If we have two employees that are either married or domestic partners do
they have to have individual coverage or can they have family coverage? What if one is
management and one is craft? If one of the employees retirees does the one retiring
have to go on retiree benefits or can he/she remain on his/her spouses active coverage?
Answer: If two employees of the Company are also married to each other or are Eligible
Domestic Partners they are eligible to either enroll separately or as a family; however,
they cannot be enrolled as both an employee and as a dependent. If one is retired and
the other active, whether management or craft, the same elections apply – they may
enroll separately or as a family.
Question 20: In regards to the CVS pharmacy letter – if the Company decides to
discontinue this benefit of allowing employees to purchase RX at CVS instead of through
mail order would their be sufficient notice to employees to begin ordering through mail
order?
Answer: Should the Company decide to discontinue the provisions of the CVS pharmacy
letter, the Company would provide reasonable notice to employees.
Question 21: Is the VEBA Trust for active and retirees?
Answer: There are 2 VEBAs in place for SE Bargained Retirees. One for Health and
Welfare benefits and one for Life Insurance benefits.
Question 22: What expenses come out of the VEBA trust?
Answer: Health Care expenses for current retirees are paid from the Health and Welfare
VEBA and Basic/Accidental Death & Dismemberment benefits are paid from the Life
Insurance VEBA.
Question 23: Define the Health VEBA Trust
Answer: The Health VEBA Trust was first established in 1990 as a means of funding post-
retirement medical costs paid by the Company.
Question 24: Will the VEBA money remain in the VEBA trust?
Answer: Yes, VEBA money is kept in the VEBA until used to pay benefits incurred by the
covered population.
Question 25: What happened to SE Long Term Care Plan?
Answer: The SE Long Term Care Plan was renamed the AT&T Consolidated Long-Term
Care Insurance Plan and the Union was informed of this name change post-merger.
Question 26: If a former retiree comes back on the payroll as a temp/term do they need
to leave prior to 1/1/2011 or how will their benefits be handled? (Will they pay 50% of
total cost of coverage or will they be the same as full time current?)
Answer: If the retired employee is rehired after August 8, 2009 as a Temp or Term (or
Regular) Employee, they will be treated as a New Hire Employee while active, and upon
subsequent termination will pay 50% of total cost of coverage if they bridge service.
Question 27: Can retiree vision be paid yearly or quarterly instead of monthly?
Answer: Yes, retiree vision contributions may be made in advance.
Updated February 22, 2010
Question 28: If an employee retires as "current" and then comes back to work and leaves
again do they pay as "current" or future retiree?
Answer: A retiree who is rehired and then subsequently retires would normally be
treated as a future retiree (Eligible Retired Employee) during the term of the agreement,
unless they did not bridge service with eligibility for postretirement benefits.
Furthermore, if the retiree was re-hired on or before 08/08/09, they would be eligible for
benefits provided to "Current Employees", however, if the retiree was rehired after
08/08/09, they would be eligible for benefits provided to "New Hire", as provided in
Exhibit 1, in the "Medical" subsection of the "Retiree Provisions" section.
CWA-BST TA - Putting It All Together
February 19, 2010
We have reviewed individual parts of the tentative agreement on this website. We have
now put it all together. Take a look at what has been accomplished by your bargaining
committee on your behalf.
Wages
Retroactive to August 9, 2009 3% (If ratified by March 5, 2010)
September 5, 2010 3%
September 4, 2011 2.75%
For example: If an employee is currently paid $50,000 a year and has no negotiated wage
increase over the next 3 years, the employee would make $150,000 for the 3 years.
With the negotiated increases of 3%, 3%, 2.75%, the employee will make $159,049
($51,500 - year 1, $53,045 - year 2, $54,504 - year 3). The employee will make $9,049
more for the three years. At the end of the contract, the $54,504 is 9.01% more than
$50,000.
Health Care
Individual: $10 $35
Family: $25 $75
Prescriptions
■Mail Order (up to 90-day supply): $20 generic, $40 formulary, $80 non-formulary
■Allows for prescription pick-up at CVS pharmacies for maintenance prescriptions
required to be filled by mail order at no additional charge.
■Out-of-pocket maximums for prescription drugs will be $900 for individuals and $1,800
for families.
■No increases in 2012.
Dental and Vision
Success Sharing Plan
Retirement
ATT SE - Tenative Agreement
December 14, 2009
This is to announce a tentative agreement has been reached. Continue to check this
website.
Anticipate contract coverage for Local Presidents only on Friday, December 18, 2009.
Details to follow.
Peter Svensson, AP Technology Writer, On Thursday March 11, 2010, 4:56 pm EST
NEW YORK (AP) -- The frugality of the recession eased in the 2009 pay package for
AT&T Inc. CEO Randall Stephenson, who resumed taking a bonus and saw his
compensation rise by one-third to $20.2 million, according to Associated Press
calculations on a regulatory filing Thursday....
Last year Stephenson accepted a bonus of $5.85 million, according to the filing with the
Securities and Exchange Commission.
AT&T said Stephenson received a $1.45 million salary in 2009, a 2 percent increase over
2008.
Most of his compensation was in the form of options and performance-based stock
incentives valued at $12.1 million. (Who's performance do you think attributed to this?
OURS..THAT'S WHO!!!)
He accumulated more than $864,000 in perks, including nearly $216,000 in club
memberships and $200,000 in life insurance premiums. He also got $140,576 in "tax
gross-ups," which compensate for the taxes he pays on other benefits...
The Associated Press' calculations of total pay includes salary, bonus, incentives, perks,
above-market returns on deferred compensation and the estimated value of stock
options and awards granted during the year. The calculations exclude changes in the
present value of pension benefits, and they sometimes differ from the totals companies
list in the summary compensation table of proxy statements filed with the SEC....
Stephenson also had $6.9 million worth of stock vest in 2009. He didn't exercise any
options, according to the filing.
For all of 2009, AT&T earned $12.5 billion, or $2.12 per share, on revenue of $123 billion.
That compared to 2008 earnings of $12.9 billion, or $2.16 per share, on revenue of $124
billion.
(COURTESY OF THE ASSOCIATED PRESS' ARTICLE POSTED ON YAHOO FINANCE)
CLICK HERE FOR THE FULL ARTICLE
"It makes me sick to think how much b.s. they shoveled during bargaining about how
broke they were and just couldn't afford to pay for health care yet almost $1 million was
spent just for golf & country club memberships for "Moneybags" Stephenson, and not to
mention how much was made in dividends off that nearly $7million in stock every
quarter."
CWA-BST Contract - What AT&T Wanted
March 19, 2010
At the District 3 meeting in Jacksonville, Florida, there was a lot of discussion on what
we gained from this contract. Everyone knows what was gained and lost. However,
there were also a number of things that the company wanted and your Bargaining Team
fought against successfully. Those are listed below.
AT&T Wanted
•Health Care
- Wanted to start on January 1, 2010
- Wanted top premiums right away
•Pay:
- Eliminate Sunday Premium
- Night Differential – only pay for hours worked inside the time window
- Standy-by Tech
■Company could force junior employees if needed
■Make it a flat $20/day rate
- Double Time – move trigger threshold from 49 to 55 hours
- Term Pay – eliminate scale and only pay one week per year of service
- Increase the unpaid waiting periods for illness
•Job Security:
- Disallow SIPP or term pay for PMRs who decline equal or lower level jobs within 35
miles - Surplus declared by VP organization and eliminate tie-backs
- RIPP – eliminate pay protection scale for technological change and PMR for
employees with greater than 15 years of service. This would eliminate the 36 month
protection.
•Temps/Terms:
- Increase temps to 24 months and terms to 36 months
- Eliminate the “project” requirement for terms
•Work Jurisdiction
- Eliminate Article 14 and allow contracting based on “needs of the business”
•Leverage Title
- Ability to create and change plan and incentive whenever Company wanted
- 40 hour week
- No incentive in initial training
- Convert temps and/or terms whenever Company wanted
- 12 month probationary period
•Time Off
- To expand the request for time off from immediate supervisor to any designee
- Discontinue ability to carry over “other time off”
- Reduce the percentage of work group off in Easy time from 25% to 20% off
- Company could substitute paid time off for time covered under FMLA
•Grievance Procedure
- Eliminate Panel Process
•Performance Terminations
- Any title, if less than 9 months, could not arbitrate the termination
•Call Sampling and Service Observing
- Eliminate provisions and replace with Call Monitoring
- Allow company to monitor at any time
- No notification
- Discipline on first occurrence
•Other Work Rules:
- Increase length on Counseling in personal record from 6 months to 12 months
- Increase ability to choose tours from 13 to 26 weeks and eliminate rotation of
furlough days - Make all daily tours 8 hours – eliminate 7.5 hours
- Change 15 minute daily closed key time in Consumer to one hour per week
- Split transcript costs 50/50 instead of 75/25
- Take PVR away from Service Consultants in Large Business
•Additional
- Eliminate all Partnership; Process Improvement; and Benefit positions
RETRO PAY:
The new rates of pay and the retro pay adjustment back to August 9, 2009 will be
reflected on the following pay days:
- A1 (primarily 40 hr / week) March 19 for August 9, 2009 through March 13, 2010
pay period
- B1 (primarily 37.5 hr / week) March 26 for August 9, 2009 through March 20, 2010
pay period
A general communication is scheduled to be sent out March 16 to employees covered by
the BST contract and their supervisors .
Please feel free to share this information.
Judith R. Dennis
Vice President
CWA District 3
3516 Covington Highway
Decatur, GA 30032
404-296-5553
CWA-ATT SE Contract Ratified
March 5, 2010
This District is proud to announce that the ATT SE Contract ratified today. The results
were 65% YES 35% NO.
In Unity,
Judy Dennis
Vice President
CWA District 3
CWA-BST DRAFT CONTRACT
February 24, 2010
It is the 2004 contract with the bolded changes made at bargaining except for those
negotiated for the 2nd TA.
The changes in the 2nd TA were as follows:
- ESIPP - Up-front SIPP will be offered to all in title in Organizational Unit regardless
of the type work performed - Letter to VP Dennis regarding Payroll Issues:
Below is a copy of a letter from AT&T SE regarding a change in the previous tentative
agreement as to how benefits will be repaid
In Unity,
Judy Dennis
Vice President - CWA District 3
########################
ATT
John Tragesar
Executive Director
Labor Relations
February 5, 2010
Dear Ms. Dennis,
There was extensive discussion during bargaining regarding Payroll issues. The CWA
expressed concern that employees receive appropriate pay for time worked in a timely
manner. The Company recognizes these concerns and seeks to address them.
The Company will modify internal procedures concerning off-cycle payments:
- Off-cycle processing of missing Regular pay at the employee's request;
- Off-cycle processing of Extra pay for amounts of $300.00 or greater at the
employee's request.
on an as-needed basis to address payroll related issues.
The Company will utilize the following procedures concerning the collection of wage or
benefits overpayments.
- The Company will notify the employee before the first payroll deduction.
- If the overpayment is $4,000 or less, the deduction will be the greater of $100 or 10%
of the employee's gross wages per pay period, until the overpayment is recouped. - If the overpayment is more than $4,000, the deduction will be the greater of $100 or
20% of the employee's gross wages per pay period, until the overpayment is
recouped. - The Company will consider employee requests for alternative payment arrangement
when there are extenuating personal circumstances. Such alternative arrangements
may be implemented, when in its sole discretion, the Company determines the
arrangement to be appropriate and reasonable under the circumstances of each
case. The employee may be represented by the Union in discussing alternate
payment arrangements with the Company, but the Company's decision on whether
to implement such a proposed alternative payment arrangement will be final and
binding and will not be subject to further challenge. - The Company is not precluded from exercising any rights it may have under
applicable law to recover overpayments if an employee refuses to cooperate, or if an
employee is about to leave or has left the payroll.
The provisions of this letter may be modified as necessary to comply with the
requirements of any applicable federal or states laws or regulations.
/s/John Trageser
Executive Director
Labor Relations
- Letter to Don LaRotonda regarding Term Positions Employee Security:
regarding term positions and employee security.
In Unity,
Don LaRotonda
Assistant to the Vice President
########################
ATT
John Tragesar
Executive Director
Labor Relations
February 5, 2010
Dear Don,
During 2009 Bargaining, the Company and the Union discussed in depth the loss of
access lines in our business and its effects on employees. In an effort to provide
additional employee security, the Company makes the following commitment.
Before hiring any term positions, the Company will first offer, to qualified surplus
employees in the Partnership Job Bank (PJB), vacancies in their Family of Skills. These
vacancies will be limited to the exchange or an exchange within 35 miles. The surplus
employee must indicate, when entering the PJB, their interest in these positions.
- After the completion of the bank time, if still needed in the assignment, the employee
will be rehired into the term position. - When exiting the PJB the employee will be paid the balance of their termination pay
in a lump sum. - The provisions of Article 9 will not apply.
- During term status the employee will retain their 7.02 Recall Rights.
This copy is a draft only due to the contract not being ratified. It has been proofed by
the bargaining team.
In Unity,
Judy Dennis
Vice President
CWA District 3
CWA - BST Understanding Leveraged Title in the new TA (2/22)
February 22, 2010
Updated - Questions 4, 5, 6 added 2/22/10
Question 1:Under the BellSouth Savings and Security Plan and under the AT&T Savings
and Security Plan what is included in eligible compensation for leveraged titles?
Answer: Under the Company proposal, the only change to the already existing definition
of eligible compensation under both savings plans for Leveraged Titles is to include the
Target Incentive payments in the definition of eligible compensation. Specifically in the
banded savings plans (the BSSP and the ASSP) the Target Incentive payment will be
used in the determination of the band amount at which the participant is eligible to
contribute.
Question 2:Under our current proposal where a current Sales Associate can go to the
Leveraged Title and then return back to a regular Sales Associate non-Leveraged within
6 months – how would their pension be handled?
Answer: Under the Company proposal, a Current Employee who is a Sales Associate
and moves to a Leveraged Title will continue to be eligible for their legacy pension plan
(not the BCB2). If that employee then returns to a non-Leveraged Title position, they will
continue to be eligible for their legacy pension plan so there would be no change to their
pension plan eligibility under this scenario.
Question 3: Can you tell me how an employee in a Leveraged Title would be paid while
on Short Term Disability benefits?
Answer: Eligible compensation under the BellSouth Short Term Disability Plan for
employees in Leveraged Titles will be based on base wages plus the Target Incentive
amount.
Updated February 22, 2010
Question 4: If I am a surplus employee from network, and I accept a ready taker offer
from sales associate WS27 would I become leveraged?
Answer: No, the employee would be a sales associate.
Question 5: Does a leveraged employee have to meet 50% of all components to get a pay
out?
Answer: No. Pay out of incentive compensation for a leveraged employee begins when
50% of their target is exceeded on their individual components. Each component has its
own target, so it would be possible to receive a pay out on one component when 50% of
that objective is exceeded but not on other components when the 50% target is not
exceeded.
Question 6: What is the time-in-title for Sales Consultant?
Answer: It is the same as for a Sales Associate, 24 months time-in-title and 24 months
time-in- exchange.
CWA-BST Understanding Wages in the new TA (2/22)
February 22, 2010
Question 1: Will an employee who was surplused or retired during the 4th quarter
receive retro pay up until the time they left?
Answer: Under the revised tentative agreement, these employees would receive retro pay
from August 9, 2009 to their separation date. This retroactive wage increase as well as
the other provisions of the revised tentative agreement is expressly conditioned on
ratification of the agreement by March 5, 2010.
Question 2: An employee in CVSG accepts a position in BAPCO effective 2/22/10; how
will this affect retro pay, if the BST contract ratifies?
Answer: Under the revised tentative agreement, this employee would receive retro pay
from August 9, 2009 through their last day on the BST payroll (2/21/10). This retroactive
wage increase as well as the other provisions of the revised tentative agreement is
expressly conditioned on ratification of the agreement by March 5, 2010.
Question 3: Are Term employees eligible for retro pay?
Answer: Yes, under the revised tentative agreement, the retroactive pay adjustment
applies to all employees. This retroactive wage increase as well as the other provisions
of the revised tentative agreement is expressly conditioned on ratification of the
agreement by March 5, 2010.
CWA-BST Understanding Employment Security in the new TA (2/22)
February 22, 2010
Question 1: If a current employee (hired prior to 8/9/09 is surplused and claims a term
job while in the job bank, works the term and then is offered a regular full-time position
(while still in the job bank) will they be considered a new hire?
Answer: Under the terms of the agreement, if the current employee is surplused and
enters the PARTNERSHIP Job Bank (PJB), is loaned to a term position and before the
employee exits the PJB they are selected for a regular full-time position the employee in
this scenario would remain eligible for the benefits described for Current Employees
because the employee stayed on company payroll and was never terminated.
CWA-BST Understanding Healthcare in the new TA (2/22)
February 22, 2010
Updated Question 28 added 2/22/10
Question 1: Please provide some examples of 2009 covered procedures under the
CarePlus Program.
Answer: Below are examples of 2009 Covered Procedures:
Cancer Therapies which include, but are not limited to:
- ◦Autologous Stem Cell Transplant for Breast Cancer,
- ◦Allogeneic Stem Cell Transfer for Advanced Melanoma,
- ◦Gene Transfer Therapy for Cystic Fibrosis
- ◦Interferon Therapy for AIDS-Related Complex
- ◦Occipital nerve injection to treat headache
Question 2: Why is the Managed Competition provision under the BellSouth Medical
Assistance Plan being discontinued?
Answer: The Managed Competition provision will not be utilized as it is redundant to the
AT&T review process.
Question 3: If a member retires on 02-12-2011 will they be a future retiree who has to
pay for 50% of his/her medical coverage.
Answer: If an employee who retires during the term of the agreement was classified as a
Current Employee while actively employed, he/she will be eligible to participate in the
BellSouth Retiree Medical Assistance Plan (RMAP) as described in Exhibit 2 of the
Benefits Article, and will be subject to the contribution required as a result of the Current
Retiree DDB Cap provisions, unless the former employee elects coverage under the
alternative plan option or is Medicare eligible. A Current Employee who retires during the
term of this agreement and is either Medicare eligible or elects the alternative medical
plan option would not be charged retiree medical contributions for the term of this
agreement for the RMAP coverage.
However, if an employee who retires during the term of the agreement was classified as
a New Hire or Converted Temp/Term while actively employed, he/she will be eligible to
participate in the BellSouth Retiree Medical Assistance Plan (RMAP) as described in
Exhibit 2 of the Benefits Article with the following exceptions which are described in
Exhibit 1:
- Eligible Retired Employees who are Non-Medicare eligible will pay 50% of total cost
of coverage - Eligible Retired Employees who are Medicare eligible are ineligible for coverage.
Question 4: Will medical premiums be deducted bi-weekly or monthly?
Answer: Under current administrative practices, medical contributions are expressed as
monthly totals to be deducted bi-weekly from active employee paychecks.
Question 5: List of covered preventive health care?
Answer: The list of covered preventive health care items did not change and are the
same as they are today but do not represent an all inclusive list.The preventive care
guidelines of each respective medical carrier will be followed and may change from time
to time based on industry-wide prevailing medical guidelines and procedural changes.
Question 6: Under the Prescription Drug plan changes for 2011. If the doctor prescribes
a brand name drug, and this drug is on preferred/formulary drug list for the copay of $20
retail/$40 mail order or would they be required to take the generic if a generic is
available? Or would the member have to pay the difference between the generic and
brand?
Answer: An individual who purchases a brand name drug at a network retail or Mail
Order pharmacy when a generic is available, will be required to pay the generic copay
plus the cost difference between the brand name drug and the generic drug, even if the
physician has indicated Dispense as Written. If the individual cannot take the generic
drug for medical reasons, an appeal may be filed with the prescription drug claims
administrator. If the appeal is approved, the participant will receive the Formulary or Non-
Formulary Brand Name Drug for the applicable Formulary or Non-Formulary Brand Name
Drug Copayment and not be responsible for the cost difference between the generic and
the brand name drug.
Question 7: If spousal carve out is eliminated will an employee be allowed to cover
his/her spouse under the family plan even if the spouse works for a company who offers
insurance?
Answer: Yes. However, if the spouse elects their company's coverage then the
Coordination of Benefits provisions will continue to apply as described in the Summary
Plan Description.
Question 8: Will full time union presidents on leave have their health care paid for by the
company?
Answer: Coverage may be continued for those employees covered by Article 26.02 in the
applicable company medical plan pursuant to the same conditions and to the same
extent as a comparable employee on the active payroll during the Union leave.
Question 9: What is the definition of eligible/allowance expenses under MAP? How does
this relate to R&C?
Answer: Benefit payments for covered services are based on the amount of the
provider's charge that we recognize for payment of benefits. This amount is limited to
the lesser of the provider's charge for care or the amount of that charge that is
determined by the carrier to be allowable depending on the type of provider utilized.
Reasonable and Customary (R&C) are the amount of the charges that the carrier
recognizes for payment of Non-Network/Non-PPO benefits.
Question 10: Are R&C rates dictated or negotiated?
Answer: R&C rates are determined by each carrier.
Question 11: Are R&C amounts Industry Standard or does the company negotiate R&C?
Answer: Each carrier is responsible to determine allowable charges using industry
standards and fee data.
Question 12: Do you have to be admitted to the hospital or have a life threatening injury
for Emergency Room benefits to be paid?
Answer: No, under MAP an individual does not have to be admitted or have a life
threatening injury in order to be covered for Emergency Room benefits. A penalty may
apply if non-emergency care is obtained in a non-network emergency facility.
Question 13: Please provide a list of eligible Preventative Test under MAP?
Answer: Under the Company's proposal, the preventive care guidelines of each
respective medical carrier will be followed (See response to Question #5). Examples of
preventive tests that could be covered under the MAP:
- Venipuncture, Urinalysis, Lipid Panel, Cholesterol, Lipoprotein, Triglycerides
- TB Skin Test when provided in conjunction with an office visit
- Routine Immunizations
- Routine Pap Smears
- Routine Mammogram
- Routine Prostate Specific Antigen (PSA)
- CBC and SMA20/Chemistry Profile
- EKG, Basic Metabolic Panel, General Health Panel, Comprehensive Metabolic Panel,
Renal Function Panel - Colorectal Cancer Screening – Ages 50 and Over
Question 14: What happens if an employee cannot take a "generic" drug?
Answer: Under the Company's current proposal the individual would be required to pay
the generic copay plus the cost difference between the generic and the brand name
drug. (Please refer to Question #6 for additional information.)
Question 15: Specialty Pharmacy – does that cover compounded drugs?
Answer: Yes, however, generally compound drugs are not considered specialty drugs.
Question 16: Since managed competition is going away, what POS plans will be offered,
where will they be offered and what costs are associated with those plans (e.g.,
deductible, OOP, Co-Pay, etc.)? How often will the Company evaluate possible POS
options (e.g., annually, semi-annually)?
Answer: The Company will continue to offer the POS plans as modified under the
Company proposal and there are no immediate changes in medical carriers planned for
2010. The Company will annually review carrier capabilities for accessibility and
efficiency, as well as customer service.
Question 17: What drugs are listed on the formulary? How often does the formulary list
change? How are employees advised of the list of drugs on the formulary and how will
they be notified of changes to the formulary?
Answer: The individual would receive a letter from the pharmacy benefits manager if they
were taking a formulary drug and that drug was being taken off the formulary drug list.
The formulary (preferred brand) drugs are listed on the Caremark web site, and are
available for participant viewing at any time. These drugs are reviewed at least quarterly
by the pharmacy benefits manager. This means that the list will change from time to time.
Question 18: Does the birthday rule still apply?
Answer: There is no change to the birthday rule in the Company proposal.
Question 19: If we have two employees that are either married or domestic partners do
they have to have individual coverage or can they have family coverage? What if one is
management and one is craft? If one of the employees retirees does the one retiring
have to go on retiree benefits or can he/she remain on his/her spouses active coverage?
Answer: If two employees of the Company are also married to each other or are Eligible
Domestic Partners they are eligible to either enroll separately or as a family; however,
they cannot be enrolled as both an employee and as a dependent. If one is retired and
the other active, whether management or craft, the same elections apply – they may
enroll separately or as a family.
Question 20: In regards to the CVS pharmacy letter – if the Company decides to
discontinue this benefit of allowing employees to purchase RX at CVS instead of through
mail order would their be sufficient notice to employees to begin ordering through mail
order?
Answer: Should the Company decide to discontinue the provisions of the CVS pharmacy
letter, the Company would provide reasonable notice to employees.
Question 21: Is the VEBA Trust for active and retirees?
Answer: There are 2 VEBAs in place for SE Bargained Retirees. One for Health and
Welfare benefits and one for Life Insurance benefits.
Question 22: What expenses come out of the VEBA trust?
Answer: Health Care expenses for current retirees are paid from the Health and Welfare
VEBA and Basic/Accidental Death & Dismemberment benefits are paid from the Life
Insurance VEBA.
Question 23: Define the Health VEBA Trust
Answer: The Health VEBA Trust was first established in 1990 as a means of funding post-
retirement medical costs paid by the Company.
Question 24: Will the VEBA money remain in the VEBA trust?
Answer: Yes, VEBA money is kept in the VEBA until used to pay benefits incurred by the
covered population.
Question 25: What happened to SE Long Term Care Plan?
Answer: The SE Long Term Care Plan was renamed the AT&T Consolidated Long-Term
Care Insurance Plan and the Union was informed of this name change post-merger.
Question 26: If a former retiree comes back on the payroll as a temp/term do they need
to leave prior to 1/1/2011 or how will their benefits be handled? (Will they pay 50% of
total cost of coverage or will they be the same as full time current?)
Answer: If the retired employee is rehired after August 8, 2009 as a Temp or Term (or
Regular) Employee, they will be treated as a New Hire Employee while active, and upon
subsequent termination will pay 50% of total cost of coverage if they bridge service.
Question 27: Can retiree vision be paid yearly or quarterly instead of monthly?
Answer: Yes, retiree vision contributions may be made in advance.
Updated February 22, 2010
Question 28: If an employee retires as "current" and then comes back to work and leaves
again do they pay as "current" or future retiree?
Answer: A retiree who is rehired and then subsequently retires would normally be
treated as a future retiree (Eligible Retired Employee) during the term of the agreement,
unless they did not bridge service with eligibility for postretirement benefits.
Furthermore, if the retiree was re-hired on or before 08/08/09, they would be eligible for
benefits provided to "Current Employees", however, if the retiree was rehired after
08/08/09, they would be eligible for benefits provided to "New Hire", as provided in
Exhibit 1, in the "Medical" subsection of the "Retiree Provisions" section.
CWA-BST TA - Putting It All Together
February 19, 2010
We have reviewed individual parts of the tentative agreement on this website. We have
now put it all together. Take a look at what has been accomplished by your bargaining
committee on your behalf.
Wages
- Base wages will be increased at the top rates of pay:
Retroactive to August 9, 2009 3% (If ratified by March 5, 2010)
September 5, 2010 3%
September 4, 2011 2.75%
- This increase compounded over the three year term of the tentative agreement is
more than 9 percent.
For example: If an employee is currently paid $50,000 a year and has no negotiated wage
increase over the next 3 years, the employee would make $150,000 for the 3 years.
With the negotiated increases of 3%, 3%, 2.75%, the employee will make $159,049
($51,500 - year 1, $53,045 - year 2, $54,504 - year 3). The employee will make $9,049
more for the three years. At the end of the contract, the $54,504 is 9.01% more than
$50,000.
- The progression steps will be increased between the existing start rate and the new
top rate.
- Employees in progression receive significant annual increases due to moving to a
higher rate of pay every six months. These employees receive an increase due to
progressing up the wage scale and an increase due to the change in the wage scale
rate. For example, a wage scale 30 employee at beginning of progression on
8/9/2009 would get an approximate 40% increase over the life of the agreement,
which includes both wage progression and general wage increase.
Health Care
- No bargained changes to health care in 2010.
- Changes in health care plans that would go into effect on January 1, 2011:
- Monthly Premiums – prorated on biweekly basis
Individual: $10 $35
Family: $25 $75
- Working spouse contribution (spousal carve out) will no longer apply in 2011 and
2012. An employee will be allowed to cover his/her spouse under the family plan
even if the spouse works for a company who offers insurance. This could save
employees up to $167.48 per month. - The company will pay 100% of the cost of all network preventive care, including
items such as annual physicals and well-child care. - Annual deductibles for network providers will be $350 for individuals and $700 for
families. - Coinsurance will be 10 percent for network providers which means after the
deductible is met, the plan pays 90% until you reach the out-of-pocket maximum
then the plan pays 100% of eligible charges. Coinsurance will be 40 percent for non-
network providers. - Annual medical out-of-pocket maximums for network providers will be $1,000 for
individuals and $3,000 for families. - Adds a "CarePlus" option for 100% benefit coverage for specific approved
treatments and conditions which are not standard coverage under health care plans
but are promising or investigational treatments. For employees who choose to
participate, the projected monthly contributions in 2011 are $1 for individual and $2
for families. - Employees may now participate in AT&T Flexible Spending Accounts allowing
employees to pay eligible contributions and out-of-pocket health care expenses on a
pre-tax basis.
Prescriptions
- No bargained changes in 2010.
- Changes in prescription plan that would go into effect on January 1, 2011:
- Employees will pay the following co-pays for prescription drugs in 2011 and 2012:
■Mail Order (up to 90-day supply): $20 generic, $40 formulary, $80 non-formulary
■Allows for prescription pick-up at CVS pharmacies for maintenance prescriptions
required to be filled by mail order at no additional charge.
■Out-of-pocket maximums for prescription drugs will be $900 for individuals and $1,800
for families.
■No increases in 2012.
Dental and Vision
- No bargained changes for life of agreement.
Success Sharing Plan
- This is a new cash bonus plan tied to the company's performance
- In additional to regular employees, this cash bonus also covers temporary and term
employees for the first time. - Employees will receive a cash payout based on the stock appreciation value in 2010,
2011 and 2012. - In 2012, in addition to the stock appreciation, employees will have an opportunity to
gain an additional cash payout based on annual dividend equivalent payments. - An additional benefit for savings plan participants is that this money is eligible for
savings plan deductions with the company match.
Retirement
- Pension band increases of 2% in each of the three years of the agreement.
- Effective 2010, moved pension increase date one month earlier to June (from July).
No loss of pay to attend meetings in any AT&T Company represented by CWA - 1 additional optional E-SIPP
- BASC, CORP and BSLD were added to the Core Contract
ATT SE - Tenative Agreement
December 14, 2009
This is to announce a tentative agreement has been reached. Continue to check this
website.
Anticipate contract coverage for Local Presidents only on Friday, December 18, 2009.
Details to follow.