LOCAL 3511
JACKSON, MS
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UPDATES!
Information About the New Contract
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
IMPORTANT NOTICE REGARDING CWA-BST BALLOT
February 24, 2010
When returning your ballot for the CWA-BST Tentative Agreement, please write your
name and Local Number on the STAMPED ADDRESSED WHITE ENVELOPE ONLY
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
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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
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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
Employment Security Commitment
All of these changes give surplus employees additional options in an effort to stay on the
payroll.
Temp/Term and Part-time Employees
New Leveraged Sales Title
Other Items
Your bargaining committee worked hard for you to reach a fair agreement. This list of
accomplishments is a result of your support of the bargaining team and your
mobilization efforts over a very long year of tough bargaining.
YOUR BARGAINING TEAM UNANIMOUSLY RECOMMENDS THIS AGREEMENT.
Don LaRotonda, CWA Chair
Thelma Dunlap, Co-Chair
Matt Gladu, Local 3110, St. Augustine, FL
J.C. Smith, Local 3204, Atlanta, GA
Nicholas Hawkins, Local 3305, Frankfort, KY
Judy Bruno, Local 3406, Lafayette, LA
Kim Sadler, Local 3511, Jackson, MS
Richard Honeycutt, Local 3605, Shelby, NC
Alan Poston, Local 3708, Florence, SC
Rick Feinstein, Local 3808, Nashville, TN
Andrew Gifford, Local 3904, Gadsden, AL CWA
You MUST VOTE for your voice to be heard.
Vote YES for ratification!
CWA-BST Final Bargaining Report
February 18, 2010
Below in PDF format is a copy of the CWA-BST Final Bargaining Report. This is a large
file so it may take some time to download.
CWA-BST TA - Other Significant Changes
February 17, 2010
Tuition Aid
Employees and their jobs continue to be affected by changes in technology, and the
need for ongoing employee development – inside or outside of AT&T – has never been
greater. We maintained the flexibility for you to pursue a career path of your choice.
We also realize the importance of paying for textbooks. This expense has made it a
hardship for some employees to use the Tuition Aid Plan. Now the cost of textbooks
will be included in the plan. The tuition, lab fees, and cost of textbooks will be paid
directly to you.
More information will be provided in the coming weeks on participating in the program.
We encourage you to take advantage of this opportunity.
Aligning For Success
We will continue to work with the Company to ensure the success of our members and
the Company through the Aligning for Success process. We stressed during bargaining
that the success of the Company is built on the knowledge, skills and dedication of you -
our members.
This process gives us a voice and input into the decision making and problem solving
process at all levels of BST. It also guarantees meetings with the Company, on an
ongoing basis, to find solutions on issues that are important to you.
The previous LGPs and Business Unit Boards structure will remain in place. We believe
our ongoing involvement will result in continued improvement in your work and family life.
CWA Representatives and Local Presidents who serve on the boards will continue to be
appointed by the Union.
Time Off
CWA members work hard and deserve adequate time off the job and the flexibility to use
this time when they need it. CWA has made improvements in this area over the years. In
this bargaining session, we ensured continued flexibility by:
Continuing Easy Time – Employees in Consumer will continue to be able to schedule up
to 2 full vacation days to be used in 15 minute increments due to personal needs and/or
family obligations.
Increasing Flexible Excused Work Days – Network employees may now schedule two of
their EWDS to be used flexibly. This time can be taken in one hour increments based on
the employee's personal need to take the time.
Eliminating Days of Local Significance – To give employees the added flexibility to decide
what days they want to schedule for Optional Holidays, we eliminated all "Days of Local
Significance" currently substituted for an Optional Holiday (e.g., Mardi Gras).
Employees may now schedule ANY day of their choice. This does NOT mean that we
gave up the right to substitute a day in the future if locally desired.
Expanding Immediate Family – We have a number of members that have stepbrothers
and/or stepsisters. It is extremely important for our members to be granted time off for
the death of these relatives without it being held against them on their record. We were
successful in adding stepbrother and stepsister to the immediate family definition.
Other
Stand-by Tech – The Company wanted one-day coverage, to move pay to a flat daily rate
and to remove the provision for volunteers only. We were NOT interested! We did
agree to add an extended weekend option for Friday, Saturday and Sunday, keeping the
same pay and restricting to volunteers.
Union Activities
We were successful in negotiating paid time (UAP) for Union Reps to meet with
managers of other AT&T bargaining units. Previously this time was unpaid by the
Company and was a significant expense to the Locals. Although this is a major benefit
to all, it is especially important to our smaller Locals.
In addition, we renewed the agreement that Union Activity (unpaid) time will be counted
towards FMLA eligibility.
Incentive Language
All of our members are NOW eligible to participate in Incentives Plans. This is all above
basic wages. Previously only employees in Network and Customer Markets were
included
CWA-BST - Employment Security
February 16, 2010
EMPLOYMENT SECURITY
Jurisdiction of Work:
The Company came after us hard and proposed eliminating the protections of Article 14.
This would have allowed the Company to contract out our core Network work. There are
no changes and we continue to have the best protection for core Network work of any
District.
Force Adjustment:
We were able to make numerous changes that provide additional options for our
members.
stay on the payroll.
National Card Check
We now have Neutrality and Card Check Recognition which will address future Union
organizing efforts and will be administered on a national basis. In many previous
bargaining sessions, we fought hard but were unsuccessful in obtaining card check and
now we have it to grow the union and jobs.
National Transfer Plan
We will now be able to participate in the Inter-subsidiary Movement (IMF) process and
the CWA Surplus Exchange (CSE) process as defined in the National Transfer Plan for
movement between various AT&T companies. Employees may express their interest in
consideration for jobs in other regions.
•Under the IMF process, eligible employees will receive priority placement before external
hires (after regional contract processes) for any bargaining unit job in participating
companies for which they qualify. Employees that are equally qualified will be offered in
order of seniority. Employees will suffer no break in service for pension eligibility.
•Under the CSE process, surplus employees who express an interest in available
positions in participating companies will receive priority placement before external hires
(after regional contract processes) for any bargaining unit job for which they qualify.
Allows CWA represented surplus employees the right to follow their work should
vacancies exist. Relocation allowance will be paid, if applicable.
Supplemental Screening
Renewed the agreement for supplemental screening process. This allows members use
of their paid time off or unpaid time off to comply with the Florida state statue, known as
the Jessica Lunsford Act. This protects the employee's service with the Company and
allows continued employment. The act requires background screening of anyone who
may be required to be on school premises as part of their regular job.
Safe Load Limits
Renewed the Safe Load Limits MOA which allows employees to elect to participate in the
PARTNERSHIP Job Bank if they are unsuccessful in meeting the weight requirements.
Temp/Term and Part-Time
We were successful in making improvements for temp/term and part-time members as
well.
•Temp and terms can now be converted to regular full-time, prior to hiring.
•Extended the project limits for a term employee to 36 months.
•After a term employee has been in an assignment for 24 months, they can now submit
requests for equal and lower levels jobs and will be considered prior to hiring.
•We bargained a one time conversion process for current temps/terms and part-time in
Network.
◦If there are qualified regular employees who had a request on file as of September 30,
2009, temp and term employees will be converted after 20% of the vacancies in each
exchange have been filled by regular employees. The 20% will include vacancies filled by
return rights, recalled, Article 10 and Article 12.
◦If there is only one vacancy in the exchange, a regular employee will be considered first.
◦Also regular part-time employees in I&R and C&E on a voluntary basis, may be
converted to regular full-time.
◦These conversions will take place within 90 days of ratification.
Bargaining Unit Expanded
BellSouth Long Distance, BellSouth Corporation, and BASC were brought into the BST
contract, expanding their contract provisions. We took care that their rights were
protected.
CWA-BST - Healthcare
February 12, 2010
Below, in PDF format is an information piece on Healthcare in the new TA.
CWA-BST TA - Announcement - Premiums
February 11, 2010
The District along with the bargaining team has continuously had talks with the Company
since the tentative agreement was reached on February 8th. CWA contended that the
rolling of the premiums in 2011 was a cost to our members not neutral as was agreed
and the premiums should be $10.00 and $25.00. The Company maintained it was due to
administrative cost. The bargaining team, along with CWA research, have been working
on the numbers of setting up the HRA’s versus changing the premiums. CWA maintained
it would cost more administratively to set up HRA’s. As of this morning the Company has
agreed and the premiums for 2011 will be $10.00 and $25.00.
CWA-BST Pension Benefits
February 11, 2010
Pensions:
Beginning in 2010, annual pension band increases are effective one month earlier
(moved from July to June). This is particularly helpful to anyone who leaves the payroll
under force adjustment during 2nd quarter, so they don't miss out on the pension
increase.
- The lump sum pension option will be retained for the life of the contract.
Although the Company proposed to eliminate, we fought hard and preserved the pre-
1999 non-decreasing lump sum pension benefit. If you're eligible for a service pension
and are still actively employed on December 31 of each year, the lump sum value of your
pre-1999 pension band benefit is calculated, using the applicable interest rate and your
attained age at that time. At any time in the future, if you choose to take a lump sum of
your pre-1999 benefit, that amount will never be less than the largest lump sum
calculated on any prior December 31. We remain the only district that has this feature in
their pension plan.
Employees who are surplused and demoted will continue to have their Pension Band
protected for 5 years (5 year look back).
Beginning in the last year of the contract (2012), we begin a phased in schedule of 25%
per year to the Pension Protection Act (PPA) rate rather than General Agreement of
Tariffs & Trades (GATT) to calculate lump sum.
New Hires - Pension plan will be the Bargained Cash Balance Program #2 (BCBP2) which
is based on a percent of pay instead of pension bands. New hires will be eligible for
AT&T Retirement Savings Plan (ARSP), which currently has a 80% match.
CWA-BST Understanding Pension Benefits in the new TA
February 11, 2010
Question 1: Which GATT rate will we use? Ex: Legacy S currently use a quarterly
average and BellSouth use the November each year?
Answer: Under the terms of the Tentative Agreement, the change to the interest rate
used to calculate a lump sum form of payment under the Southeast Program and
attributable to the Pre-99 Pension Band Benefit will be based on the Southeast
Program's lookback month and stability period as defined by the Program prior to the
change to the Applicable Interest Rate, meaning that the annual rate will be based on the
rate derived in November of each year preceding.
Question 2: The tentative agreement states that we retain the non-decreasing lump sum
for the life of the contract. Does this mean that if I retire in December of the last year of
the contract, 2012, that I will get the highest pay out on my pre-99, just as it was in the
last contract? That would be if my highest was based on the GATT rate, and for instance
if 2009 was the best year, and I leave in December 2012 I will get that amount based on
2009 and not the 25% PPA that takes effect in 2012?
Answer: The agreement does not change the provisions of the non-decreasing lump sum.
Question 3: What is the current GATT rate?
Answer: The current 30-year Treasury Bond Rate, on which the "GATT" rate is based, is
4.31%
Question 4: A 35 year employee retired and took a lump sum. He has now hired back on
as a term tech in the core contract and subsequently, has been hired permanently. Will
he begin accruing in the BCBP2 or BellSouth Pension Plan?
Answer: Under the Company's proposal, the Converted Temp/Term Employee is eligible
to participate in the Bargained Cash Balance Program 2 (BCB2) effective January 1, 2011.
Question 5: A current employee from another region moves to BST via the NTP. When
the employee retires they would receive the pension benefit for service in the other
region up to the time of transfer and a pension benefit for service while in the Southeast
after the transfer. It would be an A + B pension. What happens if they subsequently
transfer back via the NTP from their previous region?
Answer: Under the Company's proposal, and under this scenario, the employee is still
eligible for an A + B benefit, the "A" piece would be made up of the total pensionable
credited service under the non-BST plan, while the "B" piece would be made up of their
time in the Southeast Program (the "BST plan for Current Employees").
Question 6: A core retiree re-engaged as temp/term and now made permanent – when he
leaves again will he have core pension or BCBP2?
Answer: Under the Company's proposal, the rehired employee would be considered a
New Hire and would be eligible for the BCB2. Their benefit accrued while a New Hire
would be paid out of the BCB2. The rehired employee would retain his vested accrued
benefit from the Southeast Program related to his prior period of employment.
Question 7: From pension perspective, if an employee retires with core pension benefits
and comes back to work:
New Hire and would be eligible for the BCB2, regardless of whether the employee works
more or less than 5 years. The benefit accrued while a New Hire would be paid out of the
BCB2. The rehired employee would retain his vested accrued benefit from the Southeast
Program related to his prior period of employment.
CWA-BST Success Sharing Plan
February 10, 2010
Below is an information piece on the Success Sharing Plan. To view the changes in the
new TA click here
SUCCESS SHARING PLAN
The new Success Sharing Plan will now be a cash payout made directly to our members
and will not be automatically deposited into an HRA. Members can use their money any
way they want. For the first time, Temps and Terms are now eligible to get this cash
payment.
How does this work?
There are three award years:
2010 will be based on the change of AT&T stock price from Oct. 1, 2009 to Sept. 30, 2010.
2011 will be based on the change of AT&T stock price from Oct. 1, 2010 to Sept. 30, 2011.
2012 will be based on the change of AT&T stock price from Oct. 3, 2011 to Sept. 28, 2012
AND the dividends paid from December 2011 to September 2012.
There will be no guessing about what the numbers are for different business units.
Everybody will know and everybody gets the same.
For 2010, let's say the AT&T stock price goes up between October 1, 2009 and
September 30, 2010. The payout would be the increase in stock price X 150.
2011 will be calculated the same way using the difference between the stock price of
October 1, 2010 and September 30, 2011 and multiplying by 150 success units.
In 2012, there are two parts: stock appreciation and dividends.
The stock appreciation is figured the same as for 2010 and 2011 using the difference
between the stock price of October 3, 2011 and September 28, 2012. If AT&T pays
quarterly dividends totaling $1.64 (December 2011, March 2012, June 2012, September
2012), you multiply the dividends by 150 success units.
The total for 2012 in this example would be stock price increase X 150 plus dividends.
$1.64 X 150 Success Units = $246.00.
An additional first time benefit for savings plan participants is that this money is eligible
for savings plan deductions with the company match.
CWA-BST Understanding Success Sharing Plan in the new TA
February 10, 2010
Question 1: Will the dividend portion of the SSP be based on the quarterly results? And
will it be paid yearly?
Answer: For award year 2012, the dividend portion of the SSP will be based on the
divided declared each quarter and combined with the stock appreciation portion of the
SSP and the payment of the lump sum award will be made as soon as practicable after
the award year and will normally occur the payday of the last full pay period in November.
CWA - BST Understanding Leveraged Title in the new TA
February 10, 2010
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.
CWA-BST Success Sharing Plan in the new TA
February 10, 2010
Below is an information piece on the Success Sharing Plan.
To view the changes in the new TA click here
The new Success Sharing Plan will now be a cash payout made directly to our members
and will not be automatically deposited into an HRA. Members can use their money any
way they want. For the first time, Temps and Terms are now eligible to get this cash
payment.
How does this work?
There are three award years:
◦2010: October 1, 2009 to September 30, 2010
◦2011: October 1, 2010 to September 30, 2011
◦2012: October 3, 2011 to September 28, 2012
2010 will be based on the change of AT&T stock price from Oct. 1, 2009 to Sept. 30, 2010.
2011 will be based on the change of AT&T stock price from Oct. 1, 2010 to Sept. 30, 2011.
2012 will be based on the change of AT&T stock price from Oct. 3, 2011 to Sept. 28, 2012
AND the dividends paid from December 2011 to September 2012.
There will be no guessing about what the numbers are for different business units.
Everybody will know and everybody gets the same.
EXAMPLE:
For 2010, let's say the AT&T stock price is $25 on October 1, 2009 and ends up at $30 on
September 30, 2010 our net difference in price would be $5 ($30.00 - $25.00 = $5.00).
That $5 increase in stock price is then multiplied by 150 totaling a payout of $750.
($5.00X150=$750.00)
2011 will be calculated the same way using the difference between the stock price of
October 1, 2010 and September 30, 2011 and multiplying by 150 success units.
In 2012, there are two parts: stock appreciation AND dividends.
The stock appreciation is figured the same as for 2010 and 2011 using the difference
between the stock price of October 3, 2011 and September 28, 2012. Using the same
example as above of the stock gaining $5 ($25 on 10/3/11 to $30 on 10/28/12) you will get
$750 for the difference ($5.00 X 150 =$750)
In addition, If AT&T pays quarterly dividends (payments to shareholders made by a
company that makes substantial profits throughout the year multiplied by the number of
shares owned and paid in intervals of 4 per year at the end of each fiscal quarter)
totaling $2.00 ($0.50 on December 2011, $0.50 on March 2012, $0.50 on June 2012, &
$0.50 on September 2012), you will then multiply the sum of ALL quarterly dividends
payments by your 150 success units giving you $300.00 in dividend payout.($0.50+$0.50
+$0.50+$0.50=$2.00 X 150 = $300.00)
After all that figuring you would then take the Stock differential payout of $750.00 and
add the dividend payout of $300.00 giving you a potential total payout of $1,050.00 for
year 2012 only.
**PLEASE REMEMBER THAT THIS IS AN EXAMPLE ONLY AND COULD BE MORE OR
LESS**
Also please be advised that any money paid in relation to stock is taxed!
An additional first time benefit for savings plan participants is that this money is eligible
for savings plan deductions with the company match.
CWA-BST Tentative Agreement - Payroll Issues
February 9, 2010
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:
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 over-payments:
•The Company will notify the employee before the first payroll deduction.
•If the over-payment 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 over-payment 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 over-payment 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 over-payments if an employee refuses to cooperate, or if an employee is
about to leave or has left the payroll.
Further discussion concerning these issues may be addressed at the Executive level.
The provisions of this letter may be modified as necessary to comply with the
requirements of any applicable federal or states laws or regulations.
John Trageser
Executive Director
Labor Relations
CWA-BST TA - Leveraged Title
February 9, 2010
Below is the informational piece "Leveraged Title".
Click here to read the letter sent by the Company to District 3 with the job description
and the wages.
Leveraged Title:
There has been some misunderstanding about what the Leveraged Title involves, and
today we will spell out exactly what was agreed to and what it means to you, our
members:
CWA-BST Tentative Agreement - SIPP & SSP
February 9, 2010
Click on the links below for changes to the new TA for SSP and SIPP
•SIPP
••SSP
CWA-BST Tentative Agreement - Employee Security
February 9, 2010
Below is a letter from ATT which makes a change in the previous tentative agreement
regarding term positions and employee security.
February 5, 2010
To:
Mr. Don LaRotonda
Assistantant to the Vice President
Communications Workers of America
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.
ATT
John Tragesar
Executive Director
Labor Relations
CWA - BST Contract - Wages
February 8, 2010
Wages:
The new wage agreement features a 9% compounded general wage increase over the life
of the contract for employees at top step.
3% - 8/9/2009 at top of wage scale*
2.75% 9/4/2011 at top of wage scale*
Compounded Wage Increases
b)In the second year, that $1030 would grow by another 3% to $1060.9, rounded to
$1061.
c)In the third year, that $1061 would increase by 2.75% to $1090.17, rounded to
$1090.
Examples of Progression:
WS 27 in Zone A:
WS 27 in Zone A:
WS 30 in Zone A:
WS 30 in Zone A:
WS 30 in Zone C:
WS 30 in Zone C:
CWA-BST Tentative Agreement - Voting Process
February 8, 2010
Dear Members,
As you know, yesterday we reached a new tentative agreement with AT&T for employees
in BST. The bargaining team worked very hard last week and weekend to negotiate
some changes addressing the concerns you shared with us after the original agreement
did not ratify.
The first thing I want to make sure you know is that YOU MUST VOTE to make your
voice heard. Failure to vote is no vote at all and doesn’t count for or against the
agreement.
The second thing is that we have changed the voting process (for this vote ONLY) and
have made it easier for you to vote. CWA headquarters in Washington has agreed to
mail each of you a ballot to your home and to pick up the cost. Each ballot will contain a
stamped envelope so you can mail your vote to us here in the District office at no cost to
you. This saves both the Locals and the District considerable money and also speeds
up the voting process, Locals have the right to opt out of this process. The District is
paying to have a Local President, chosen from each state, to come to the District office
and count the votes. Also, any other Local Presidents are free to come and observe the
counting process at their expense.
The last thing I need to tell you is to come back to this website often to check for
updates. Every couple of days we will break down a part of the agreement so you
understand what your bargaining team has agreed to. Some of the topics we will
address are Wages, Health-care, Pensions, the Success Sharing Plan, Employment
Security, the Leveraged Sales Title, and more.
We are your source for information so come back to the website as often as you can!!
Today we will be discussing WAGES!!!
I’m proud of what your bargaining team has accomplished and unanimously supports. It
deserves ratification. Now, help finish the job. I urge you to vote YES!!!
Judith R Dennis
Vice President, District 3
Tentative Agreement Update - CWA-BellSouth Telecommunications Inc.
February 8, 2010
As a result of intensive talks a new Tentative Agreement was reached and recommended
unanimously by the bargaining team.
The changes from the previous TA are as follows:
CWA-Bellsouth Telecommunications Inc., Ratification Results
January 29, 2010
CWA-BELLSOUTH TELECOMMUNICATIONS INC, FOR UTILITY OPERATIONS; CWA-
AT&T BILLING SOUTHEAST, LLC; CWA-AT&T ADVERTISING SOLUTIONS, IN DISTRICT 3
RATIFY A CONTRACT.
CWA-BELLSOUTH TELECOMMUNICATIONS INC. (BST) DISTRICT 3 DID NOT RATIFY
Members of Communications Workers of America, AT&T Southeast, did not approve a
new three year contract covering 30,000 plus workers in nine states.
The vote was 60% to 40%, of the votes cast, against ratification.
As I stated during my campaign, “this is not business as usual”. It has not been District
policy in the past to post the numbers for each Local; however in order to dispel any
questions surrounding the count, the numbers are attached by Local.
The staff and I will begin Monday discussing strategy and contacting affected Locals to
determine the next step to obtain a fair and just contact for AT&T Southeast members in
District 3.
Judith R. Dennis
Vice President – District 3
AT&T Southeast
| ATT-BST | BAPCO | BBI | UTIL |
| Yes | No | Yes | No |Yes | No | Yes | No|
Florida Totals: | 1089 | 2179 | 67 | 76 | 0 | 0 | 24 | 6 |
Georgia Totals: | 1003 | 1256 | 144 | 36 | 11 | 2 | 28 | 2 |
Kentucky Totals: | 346 | 401 | 0 | 0 | 0 | 0 | 15 | 1 |
Louisiana Totals: | 391 | 669 | 0 | 0 | 0 | 0 | 24 | 10 |
Mississippi Totals: | 333 | 483 | 0 | 0 | 0 | 0 | 11 | 6 |
North Carolina Totals: | 608 | 765 | 34 | 33 | 1 | 1 | 30 | 9 |
South Carolina Totals: | 302 | 480 | 7 | 8 | 0 | 0 | 22 | 9 |
Tennessee Totals: | 566 | 571 | 0 | 0 | 0 | 0 | 19 | 5 |
Alabama Totals: | 516 | 687 | 31 | 4 | 18 | 3 | 11 | 3 |
GRAND TOTAL: | 5154 | 7491 | 283 | 157 | 30 | 6 | 184 | 51 |
For a more detailed break down of votes by specific Locals click here.
CWA D3 AT&T Southeast Final Bargaining Report
December 14, 2009
Corrected as of 2:00 pm 12/15/2009
We are pleased to announce that we have reached a tentative agreement on a new three
year contract between CWA and AT&T Southeast. In these tough economic times, we
have reached an agreement that achieves our key goals:
There are changes in our health care that will result in increased out of pocket costs.
However, when wages and the new company-funded tax-free Health-care Reimbursement
Accounts (HRAs) are factored in, CWA members—from the highest paid to the lowest—
are better off.
This was a very difficult set of negotiations and we are pleased to have reached such a
positive conclusion. There will be a contract explanation meeting for Local officers this
Friday, December 18, who will then hold local explanation meetings over the next few
weeks. A detailed summary will also be mailed to every member along with their
ratification ballot. This is a tentative agreement until ratified by majority vote of
members voting in a secret ballot election. The Bargaining Committee unanimously
recommends ratification of this agreement.
Meanwhile, here are some of the highlights on the key issues of the new tentative
agreement.
Wages
3% Retroactive to 8/9/09
3% 9/5/2010
2.75% 9/4/2011
Health Care
Maintained Current Plan Rules and Contractual Rights.
Eliminate spousal carve-out premium beginning Jan 1st, 2011
No Co-pays
Individual Basis for deductibles and OOP
Current employees that retire will have multiple options available to them.
Prescription Coverage
Separate OOP max $900 Individual/$1800 Family
Individual Basis for OOP
Formulary - $20
Non-Formulary - $40
Network copay or balance remaining after the plan pays 75%
Formulary - $40
Non-Formulary - $80
* 90 day prescription available at CVS pharmacies at mail order prices.
Dental – Same as today.
Vision – Same as today.
Health Reimbursement Accounts
New Tax-Free Health Reimbursement Accounts (HRA)
Active Employees will get:
0/0 Year 1 (also SSP – see below)
$300/$600 Year 2 (also SSP – see below)
0/0 Year 3 (also SSP – see below)
In Year 1 and 2, stock appreciation portion of SSP applies to HRA.
In Year 3, both dividend portion and appreciation apply to HRA.
HRA Current Retirees prior to 12/31/2009
$850/$1700 Year 1
$150/$300 Year 2
0/0 Year 3
HRA Future Retirees who retiree between 1/1/2010- 11/30/2010
$450/900 Year 2010
$150/300 Year 2011
*HRA Funding levels will be based on healthcare enrollment status as of the 1st of year:
HRA dollars not used in a plan year are rolled over.
Success Sharing Plan (SSP)
*Two parts
Pensions
Pension band increase
2012 – Start transition to PPA rate rather than GATT to calculate lump sum 25%
transitions per year.
New Hires
Same medical.
New Hires BCB2 cash balance pension with lump sum option.
New Hires Future Retirees – ATT will pay 50% Medical.
Employment Security
Maintained all provisions of Article 14
Leveraged Titles
National
Other Items
Retroactivity to 8/9/2009 for Wages and Arbitration rights.
Temps/Terms converted prior to ratification are current employees within 90 days of
ratification. Temps/Terms converted after ratification are classified new employees.
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.
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
IMPORTANT NOTICE REGARDING CWA-BST BALLOT
February 24, 2010
When returning your ballot for the CWA-BST Tentative Agreement, please write your
name and Local Number on the STAMPED ADDRESSED WHITE ENVELOPE ONLY
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).
This is particularly helpful to anyone who leaves the payroll under force adjustment
during 2nd quarter, so they don't miss out on the pension increase. - No change to the provision of the non-decreasing lump sum. If you're eligible for a
service pension and are still actively employed on December 31 of each year after
1999, the lump sum value of your pre-1999 pension band benefit is calculated using
the applicable interest rate and your attained age at that time. At any time in the
future, if you choose to take a lump sum of your pre-1999 benefit that amount will
never be less than the largest lump sum calculated on any prior December 31. We
are the only District that has this benefit. - Ensured we continued lump-sum pension payout option upon retirement. The
Pension Protection Act will be phased-in over a four year period beginning in 2012. - Employees who are surplused and demoted will continue to have their Pension Band
protected for 5 years (5 year look back). - New Hires will be eligible for AT&T Retirement Saving Plan (ARSP) & Bargained Cash
Balance Program #2 (BCB2) beginning 1/1/2011.
Employment Security Commitment
All of these changes give surplus employees additional options in an effort to stay on the
payroll.
- Maintained all protections of Article 14
- ESIPP will always be offered, even in an economic surplus.
- Currently SIPP is granted to employees performing essentially the same type work,
in the organizational unit. We added that SIPP will be offered in title in the
organizational unit. This will ensure that senior SIPP takers are not over looked at
the beginning of the process. - Increased the number of Optional ESIPP requests from one to two.
- Now, before hiring for any term positions, if interested, qualified surplus employees
in the Job Bank will be offered positions in their Family of Skills, in their home
exchange or any exchange within 35 miles. At the end of their Job Bank eligibility,
they can exit the bank, collect their termination pay, and be rehired as a term to
complete the term assignment. - Renewed the Job Offer Guarantee (JOG) agreement which guarantees eligible
surplus employees a job offer within the nine-state region. - Added a title to the Family of Skills list for skill groups 6 & 8.
- 7.01K Return Rights are expanded for surplus employees that transfer to Billing or
Utilities in an equal or lower level job. These employees will still have return rights
back to BST. - To break seniority ties concerning the junior employee to be processed in Article 7
and give every employee an equal chance every quarter, we agreed to use a
software program that creates a list of random numbers. We may have a
representative from the District present when the software generates the random list
of numbers. - District 3 finally has Neutrality and Card Check Recognition which will help us grow
the Union and jobs. - Employees will now be able to participate in the National Transfer Plan so they can
move between participating bargaining units within AT&T companies. - Renewed the agreement for supplemental screening process to allow members use
of their paid time off or unpaid time off to comply with the Florida state statue,
known as the Jessica Lunsford Act. This protects the employee's service with the
company and allows continued employment and benefits. - Renewed the Safe Load Limits MOA which allows employees to elect to participate in
the PARTNERSHIP Job Bank if they are unsuccessful in meeting the weight
requirements. - Bargaining Unit Expanded - BellSouth Long Distance, BellSouth Corporation, and
BASC were brought into the BST contract, expanding their contract provisions.
Temp/Term and Part-time Employees
- Term employees may submit job requests after 24 months in assignment
- Increase Term assignment to 36 months.
- Temporary and Term employees may be converted before hiring new employees.
- Eligible for the Success Sharing Plan.
- On a one time basis and within 90 days of ratification Temp/Term employees in the
Network organization may be reclassified to regular. - Also regular part-time employees in Network I&R and C&E on a voluntary basis will
be converted to regular full-time. These conversions will also take place within 90
days of ratification.
New Leveraged Sales Title
- New sales title, Sales Consultant, created to be paid 60% base guaranteed and 40%
leveraged. - Current regular Sales Associates will not be forced to the Sales Consultant title;
however, they may choose to move to the leveraged title with an opportunity to
move back within 6 months. - Term Sales Associates may be selected for regular Sales Consultant positions or
they may opt to remain as Term Sales Associates. - Applies to new hires after ratification.
- Eligibility for incentive payout when 50% of any objective is exceeded. Incentive pay
can be as much as 300%, allowing for a Sales Consultant to make more when they
sell more. - Enhanced job security by combining Sales Associates and Sales Consultants in the
event of a surplus. - Limited scope - These leveraged title positions are only for Sales Consultants in the
Consumer and Business organizations. If the company wants to expand their use to
other organizations in the future, they will need to get our approval and must
bargain to agreement.
Other Items
- New incentive language allows all departments to create incentive plans for all
employees. These incentives are all above basic wages. - Employees may request an off cycle check for any missed regular pay or for missed
overtime pay equal to or greater than $300. - Improved the process for recovery of wage and benefit overpayments including
advance notification and consideration for alternative payment arrangements. - Renewed Easy Time MOA.
- Renewed Closed Key Time MOA.
- Up to 2 EWD days can now be used flexibly in Network.
- To give employees the added flexibility to decide what day they want to schedule for
their Optional Holiday, we eliminated all "Days of Local Significance" currently
substituted for an Optional Holiday (e.g., Mardi Gras). Employees may now
schedule any day of their choice. - Added stepbrother and stepsister to immediate family for absences excused with
pay. - Cost of textbooks now included as an eligible expense under Tuition Aid Plan.
- Renewed the agreement that Union Activity (unpaid) time will be counted towards
FMLA eligibility. - Certified union reps will suffer no loss of pay when meeting with managers of other
AT&T companies. - No loss of arbitration eligibility after 8/9/2009 contract expiration.
- Establishes a Presidential Council, focused on discussions between key leaders
from CWA and the company on subjects of mutual concern. - We will work with company on national health care reform through a new joint
committee. - Revised Aligning for Success MOA.
Your bargaining committee worked hard for you to reach a fair agreement. This list of
accomplishments is a result of your support of the bargaining team and your
mobilization efforts over a very long year of tough bargaining.
YOUR BARGAINING TEAM UNANIMOUSLY RECOMMENDS THIS AGREEMENT.
Don LaRotonda, CWA Chair
Thelma Dunlap, Co-Chair
Matt Gladu, Local 3110, St. Augustine, FL
J.C. Smith, Local 3204, Atlanta, GA
Nicholas Hawkins, Local 3305, Frankfort, KY
Judy Bruno, Local 3406, Lafayette, LA
Kim Sadler, Local 3511, Jackson, MS
Richard Honeycutt, Local 3605, Shelby, NC
Alan Poston, Local 3708, Florence, SC
Rick Feinstein, Local 3808, Nashville, TN
Andrew Gifford, Local 3904, Gadsden, AL CWA
You MUST VOTE for your voice to be heard.
Vote YES for ratification!
CWA-BST Final Bargaining Report
February 18, 2010
Below in PDF format is a copy of the CWA-BST Final Bargaining Report. This is a large
file so it may take some time to download.
CWA-BST TA - Other Significant Changes
February 17, 2010
Tuition Aid
Employees and their jobs continue to be affected by changes in technology, and the
need for ongoing employee development – inside or outside of AT&T – has never been
greater. We maintained the flexibility for you to pursue a career path of your choice.
We also realize the importance of paying for textbooks. This expense has made it a
hardship for some employees to use the Tuition Aid Plan. Now the cost of textbooks
will be included in the plan. The tuition, lab fees, and cost of textbooks will be paid
directly to you.
More information will be provided in the coming weeks on participating in the program.
We encourage you to take advantage of this opportunity.
Aligning For Success
We will continue to work with the Company to ensure the success of our members and
the Company through the Aligning for Success process. We stressed during bargaining
that the success of the Company is built on the knowledge, skills and dedication of you -
our members.
This process gives us a voice and input into the decision making and problem solving
process at all levels of BST. It also guarantees meetings with the Company, on an
ongoing basis, to find solutions on issues that are important to you.
The previous LGPs and Business Unit Boards structure will remain in place. We believe
our ongoing involvement will result in continued improvement in your work and family life.
CWA Representatives and Local Presidents who serve on the boards will continue to be
appointed by the Union.
Time Off
CWA members work hard and deserve adequate time off the job and the flexibility to use
this time when they need it. CWA has made improvements in this area over the years. In
this bargaining session, we ensured continued flexibility by:
Continuing Easy Time – Employees in Consumer will continue to be able to schedule up
to 2 full vacation days to be used in 15 minute increments due to personal needs and/or
family obligations.
Increasing Flexible Excused Work Days – Network employees may now schedule two of
their EWDS to be used flexibly. This time can be taken in one hour increments based on
the employee's personal need to take the time.
Eliminating Days of Local Significance – To give employees the added flexibility to decide
what days they want to schedule for Optional Holidays, we eliminated all "Days of Local
Significance" currently substituted for an Optional Holiday (e.g., Mardi Gras).
Employees may now schedule ANY day of their choice. This does NOT mean that we
gave up the right to substitute a day in the future if locally desired.
Expanding Immediate Family – We have a number of members that have stepbrothers
and/or stepsisters. It is extremely important for our members to be granted time off for
the death of these relatives without it being held against them on their record. We were
successful in adding stepbrother and stepsister to the immediate family definition.
Other
Stand-by Tech – The Company wanted one-day coverage, to move pay to a flat daily rate
and to remove the provision for volunteers only. We were NOT interested! We did
agree to add an extended weekend option for Friday, Saturday and Sunday, keeping the
same pay and restricting to volunteers.
Union Activities
We were successful in negotiating paid time (UAP) for Union Reps to meet with
managers of other AT&T bargaining units. Previously this time was unpaid by the
Company and was a significant expense to the Locals. Although this is a major benefit
to all, it is especially important to our smaller Locals.
In addition, we renewed the agreement that Union Activity (unpaid) time will be counted
towards FMLA eligibility.
Incentive Language
All of our members are NOW eligible to participate in Incentives Plans. This is all above
basic wages. Previously only employees in Network and Customer Markets were
included
CWA-BST - Employment Security
February 16, 2010
EMPLOYMENT SECURITY
Jurisdiction of Work:
The Company came after us hard and proposed eliminating the protections of Article 14.
This would have allowed the Company to contract out our core Network work. There are
no changes and we continue to have the best protection for core Network work of any
District.
Force Adjustment:
We were able to make numerous changes that provide additional options for our
members.
- Expanded SIPP will always be offered, even in an economic surplus.
- SIPP has been granted to employees performing essentially the same type work, in
the organizational unit, we added that it will be offered in title in the organizational
unit. This will ensure that senior SIPP takers are not over looked at the beginning of
the process. - Increased the number of Optional ESIPP requests from one to two.
- Now, before hiring for any term positions, if interested, qualified surplus employees
in the Job Bank will be offered positions in their Family of Skills, in their home
exchange or any exchange within 35 miles. At the end of their Job Bank eligibility,
they can exit the bank, collect their termination pay, and be rehired as a term to
complete the term assignment. - Renewed the Job Offer Guarantee (JOG) agreement which guarantees eligible
surplus employees a job offer within the nine state SE region. - Added a title to the Family of Skills list for skill group 6 & 8.
- 7.01K Return Rights are expanded for surplus employees that transfer to Billing or
Utilities in an equal or lower level job. These employees will still have return rights
back to BST. - For several bargaining cycles we have attempted to come to some agreement on
how to break seniority ties concerning the junior employee to be processed in Article
7. The union wanted every employee to have an equal chance every quarter (similar
to drawing a name out of a hat). We found a software program that creates a list of
random numbers. The Union may have a representative from the District present
when the software generates the random list of numbers.
stay on the payroll.
National Card Check
We now have Neutrality and Card Check Recognition which will address future Union
organizing efforts and will be administered on a national basis. In many previous
bargaining sessions, we fought hard but were unsuccessful in obtaining card check and
now we have it to grow the union and jobs.
National Transfer Plan
We will now be able to participate in the Inter-subsidiary Movement (IMF) process and
the CWA Surplus Exchange (CSE) process as defined in the National Transfer Plan for
movement between various AT&T companies. Employees may express their interest in
consideration for jobs in other regions.
•Under the IMF process, eligible employees will receive priority placement before external
hires (after regional contract processes) for any bargaining unit job in participating
companies for which they qualify. Employees that are equally qualified will be offered in
order of seniority. Employees will suffer no break in service for pension eligibility.
•Under the CSE process, surplus employees who express an interest in available
positions in participating companies will receive priority placement before external hires
(after regional contract processes) for any bargaining unit job for which they qualify.
Allows CWA represented surplus employees the right to follow their work should
vacancies exist. Relocation allowance will be paid, if applicable.
Supplemental Screening
Renewed the agreement for supplemental screening process. This allows members use
of their paid time off or unpaid time off to comply with the Florida state statue, known as
the Jessica Lunsford Act. This protects the employee's service with the Company and
allows continued employment. The act requires background screening of anyone who
may be required to be on school premises as part of their regular job.
Safe Load Limits
Renewed the Safe Load Limits MOA which allows employees to elect to participate in the
PARTNERSHIP Job Bank if they are unsuccessful in meeting the weight requirements.
Temp/Term and Part-Time
We were successful in making improvements for temp/term and part-time members as
well.
•Temp and terms can now be converted to regular full-time, prior to hiring.
•Extended the project limits for a term employee to 36 months.
•After a term employee has been in an assignment for 24 months, they can now submit
requests for equal and lower levels jobs and will be considered prior to hiring.
•We bargained a one time conversion process for current temps/terms and part-time in
Network.
◦If there are qualified regular employees who had a request on file as of September 30,
2009, temp and term employees will be converted after 20% of the vacancies in each
exchange have been filled by regular employees. The 20% will include vacancies filled by
return rights, recalled, Article 10 and Article 12.
◦If there is only one vacancy in the exchange, a regular employee will be considered first.
◦Also regular part-time employees in I&R and C&E on a voluntary basis, may be
converted to regular full-time.
◦These conversions will take place within 90 days of ratification.
Bargaining Unit Expanded
BellSouth Long Distance, BellSouth Corporation, and BASC were brought into the BST
contract, expanding their contract provisions. We took care that their rights were
protected.
CWA-BST - Healthcare
February 12, 2010
Below, in PDF format is an information piece on Healthcare in the new TA.
CWA-BST TA - Announcement - Premiums
February 11, 2010
The District along with the bargaining team has continuously had talks with the Company
since the tentative agreement was reached on February 8th. CWA contended that the
rolling of the premiums in 2011 was a cost to our members not neutral as was agreed
and the premiums should be $10.00 and $25.00. The Company maintained it was due to
administrative cost. The bargaining team, along with CWA research, have been working
on the numbers of setting up the HRA’s versus changing the premiums. CWA maintained
it would cost more administratively to set up HRA’s. As of this morning the Company has
agreed and the premiums for 2011 will be $10.00 and $25.00.
CWA-BST Pension Benefits
February 11, 2010
Pensions:
Beginning in 2010, annual pension band increases are effective one month earlier
(moved from July to June). This is particularly helpful to anyone who leaves the payroll
under force adjustment during 2nd quarter, so they don't miss out on the pension
increase.
- 2% - effective June 1, 2010
- 2% - effective June 1, 2011
- 2% - effective June 1, 2012
- The lump sum pension option will be retained for the life of the contract.
Although the Company proposed to eliminate, we fought hard and preserved the pre-
1999 non-decreasing lump sum pension benefit. If you're eligible for a service pension
and are still actively employed on December 31 of each year, the lump sum value of your
pre-1999 pension band benefit is calculated, using the applicable interest rate and your
attained age at that time. At any time in the future, if you choose to take a lump sum of
your pre-1999 benefit, that amount will never be less than the largest lump sum
calculated on any prior December 31. We remain the only district that has this feature in
their pension plan.
Employees who are surplused and demoted will continue to have their Pension Band
protected for 5 years (5 year look back).
Beginning in the last year of the contract (2012), we begin a phased in schedule of 25%
per year to the Pension Protection Act (PPA) rate rather than General Agreement of
Tariffs & Trades (GATT) to calculate lump sum.
New Hires - Pension plan will be the Bargained Cash Balance Program #2 (BCBP2) which
is based on a percent of pay instead of pension bands. New hires will be eligible for
AT&T Retirement Savings Plan (ARSP), which currently has a 80% match.
CWA-BST Understanding Pension Benefits in the new TA
February 11, 2010
Question 1: Which GATT rate will we use? Ex: Legacy S currently use a quarterly
average and BellSouth use the November each year?
Answer: Under the terms of the Tentative Agreement, the change to the interest rate
used to calculate a lump sum form of payment under the Southeast Program and
attributable to the Pre-99 Pension Band Benefit will be based on the Southeast
Program's lookback month and stability period as defined by the Program prior to the
change to the Applicable Interest Rate, meaning that the annual rate will be based on the
rate derived in November of each year preceding.
Question 2: The tentative agreement states that we retain the non-decreasing lump sum
for the life of the contract. Does this mean that if I retire in December of the last year of
the contract, 2012, that I will get the highest pay out on my pre-99, just as it was in the
last contract? That would be if my highest was based on the GATT rate, and for instance
if 2009 was the best year, and I leave in December 2012 I will get that amount based on
2009 and not the 25% PPA that takes effect in 2012?
Answer: The agreement does not change the provisions of the non-decreasing lump sum.
Question 3: What is the current GATT rate?
Answer: The current 30-year Treasury Bond Rate, on which the "GATT" rate is based, is
4.31%
Question 4: A 35 year employee retired and took a lump sum. He has now hired back on
as a term tech in the core contract and subsequently, has been hired permanently. Will
he begin accruing in the BCBP2 or BellSouth Pension Plan?
Answer: Under the Company's proposal, the Converted Temp/Term Employee is eligible
to participate in the Bargained Cash Balance Program 2 (BCB2) effective January 1, 2011.
Question 5: A current employee from another region moves to BST via the NTP. When
the employee retires they would receive the pension benefit for service in the other
region up to the time of transfer and a pension benefit for service while in the Southeast
after the transfer. It would be an A + B pension. What happens if they subsequently
transfer back via the NTP from their previous region?
Answer: Under the Company's proposal, and under this scenario, the employee is still
eligible for an A + B benefit, the "A" piece would be made up of the total pensionable
credited service under the non-BST plan, while the "B" piece would be made up of their
time in the Southeast Program (the "BST plan for Current Employees").
Question 6: A core retiree re-engaged as temp/term and now made permanent – when he
leaves again will he have core pension or BCBP2?
Answer: Under the Company's proposal, the rehired employee would be considered a
New Hire and would be eligible for the BCB2. Their benefit accrued while a New Hire
would be paid out of the BCB2. The rehired employee would retain his vested accrued
benefit from the Southeast Program related to his prior period of employment.
Question 7: From pension perspective, if an employee retires with core pension benefits
and comes back to work:
- If the rehired employee works less than 5 years or
- If the rehired employee works 5 or more years is he eligible for new hire pension
benefits?
New Hire and would be eligible for the BCB2, regardless of whether the employee works
more or less than 5 years. The benefit accrued while a New Hire would be paid out of the
BCB2. The rehired employee would retain his vested accrued benefit from the Southeast
Program related to his prior period of employment.
CWA-BST Success Sharing Plan
February 10, 2010
Below is an information piece on the Success Sharing Plan. To view the changes in the
new TA click here
SUCCESS SHARING PLAN
The new Success Sharing Plan will now be a cash payout made directly to our members
and will not be automatically deposited into an HRA. Members can use their money any
way they want. For the first time, Temps and Terms are now eligible to get this cash
payment.
How does this work?
There are three award years:
- 2010 from October 1, 2009 to September 30, 2010
- 2011 from October 1, 2010 to September 30, 2011
- 2012 from October 3, 2011 to September 28, 2012
2010 will be based on the change of AT&T stock price from Oct. 1, 2009 to Sept. 30, 2010.
2011 will be based on the change of AT&T stock price from Oct. 1, 2010 to Sept. 30, 2011.
2012 will be based on the change of AT&T stock price from Oct. 3, 2011 to Sept. 28, 2012
AND the dividends paid from December 2011 to September 2012.
There will be no guessing about what the numbers are for different business units.
Everybody will know and everybody gets the same.
For 2010, let's say the AT&T stock price goes up between October 1, 2009 and
September 30, 2010. The payout would be the increase in stock price X 150.
2011 will be calculated the same way using the difference between the stock price of
October 1, 2010 and September 30, 2011 and multiplying by 150 success units.
In 2012, there are two parts: stock appreciation and dividends.
The stock appreciation is figured the same as for 2010 and 2011 using the difference
between the stock price of October 3, 2011 and September 28, 2012. If AT&T pays
quarterly dividends totaling $1.64 (December 2011, March 2012, June 2012, September
2012), you multiply the dividends by 150 success units.
The total for 2012 in this example would be stock price increase X 150 plus dividends.
$1.64 X 150 Success Units = $246.00.
An additional first time benefit for savings plan participants is that this money is eligible
for savings plan deductions with the company match.
CWA-BST Understanding Success Sharing Plan in the new TA
February 10, 2010
Question 1: Will the dividend portion of the SSP be based on the quarterly results? And
will it be paid yearly?
Answer: For award year 2012, the dividend portion of the SSP will be based on the
divided declared each quarter and combined with the stock appreciation portion of the
SSP and the payment of the lump sum award will be made as soon as practicable after
the award year and will normally occur the payday of the last full pay period in November.
CWA - BST Understanding Leveraged Title in the new TA
February 10, 2010
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.
CWA-BST Success Sharing Plan in the new TA
February 10, 2010
Below is an information piece on the Success Sharing Plan.
To view the changes in the new TA click here
- SUCCESS SHARING PLAN
The new Success Sharing Plan will now be a cash payout made directly to our members
and will not be automatically deposited into an HRA. Members can use their money any
way they want. For the first time, Temps and Terms are now eligible to get this cash
payment.
How does this work?
There are three award years:
◦2010: October 1, 2009 to September 30, 2010
◦2011: October 1, 2010 to September 30, 2011
◦2012: October 3, 2011 to September 28, 2012
2010 will be based on the change of AT&T stock price from Oct. 1, 2009 to Sept. 30, 2010.
2011 will be based on the change of AT&T stock price from Oct. 1, 2010 to Sept. 30, 2011.
2012 will be based on the change of AT&T stock price from Oct. 3, 2011 to Sept. 28, 2012
AND the dividends paid from December 2011 to September 2012.
There will be no guessing about what the numbers are for different business units.
Everybody will know and everybody gets the same.
EXAMPLE:
For 2010, let's say the AT&T stock price is $25 on October 1, 2009 and ends up at $30 on
September 30, 2010 our net difference in price would be $5 ($30.00 - $25.00 = $5.00).
That $5 increase in stock price is then multiplied by 150 totaling a payout of $750.
($5.00X150=$750.00)
2011 will be calculated the same way using the difference between the stock price of
October 1, 2010 and September 30, 2011 and multiplying by 150 success units.
In 2012, there are two parts: stock appreciation AND dividends.
The stock appreciation is figured the same as for 2010 and 2011 using the difference
between the stock price of October 3, 2011 and September 28, 2012. Using the same
example as above of the stock gaining $5 ($25 on 10/3/11 to $30 on 10/28/12) you will get
$750 for the difference ($5.00 X 150 =$750)
In addition, If AT&T pays quarterly dividends (payments to shareholders made by a
company that makes substantial profits throughout the year multiplied by the number of
shares owned and paid in intervals of 4 per year at the end of each fiscal quarter)
totaling $2.00 ($0.50 on December 2011, $0.50 on March 2012, $0.50 on June 2012, &
$0.50 on September 2012), you will then multiply the sum of ALL quarterly dividends
payments by your 150 success units giving you $300.00 in dividend payout.($0.50+$0.50
+$0.50+$0.50=$2.00 X 150 = $300.00)
After all that figuring you would then take the Stock differential payout of $750.00 and
add the dividend payout of $300.00 giving you a potential total payout of $1,050.00 for
year 2012 only.
**PLEASE REMEMBER THAT THIS IS AN EXAMPLE ONLY AND COULD BE MORE OR
LESS**
Also please be advised that any money paid in relation to stock is taxed!
An additional first time benefit for savings plan participants is that this money is eligible
for savings plan deductions with the company match.
CWA-BST Tentative Agreement - Payroll Issues
February 9, 2010
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:
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 over-payments:
•The Company will notify the employee before the first payroll deduction.
•If the over-payment 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 over-payment 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 over-payment 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 over-payments if an employee refuses to cooperate, or if an employee is
about to leave or has left the payroll.
Further discussion concerning these issues may be addressed at the Executive level.
The provisions of this letter may be modified as necessary to comply with the
requirements of any applicable federal or states laws or regulations.
John Trageser
Executive Director
Labor Relations
CWA-BST TA - Leveraged Title
February 9, 2010
Below is the informational piece "Leveraged Title".
Click here to read the letter sent by the Company to District 3 with the job description
and the wages.
Leveraged Title:
There has been some misunderstanding about what the Leveraged Title involves, and
today we will spell out exactly what was agreed to and what it means to you, our
members:
- First and most importantly, its use will create NEW jobs in the Southeast. New jobs
= increased job security! - NO Sales Associate will be forced into the leveraged title.
- Current Sales Associates will remain on their current wage scale and not have a cut
in pay. Additionally, as with our other members, Sales Associates will receive a
general wage increase. - Current Sales Associates can volunteer to try out the leveraged title and return to
their former Sales Associate job and pay within 6 months if they feel it's not right for
them. Also, if you are covered by the AT&T Pension Plan Benefit-Southeast
Program and move to a leveraged compensation plan, you will keep the same
pension band you have today. - Term Sales Associates will have the choice to remain as term Sales Associates until
their term is completed or may be considered for selection for regular full time Sales
Consultant positions. - New Hires after ratification will be hired into the Sales Consultant job title which will
have a 60% base wage and 40% incentive component. Payout of incentive begins
when 50% of objective is exceeded and may be paid out up to 300%. What this
means is that Sales Consultants have an opportunity for greater earnings potential.
The more you sell, the more your make. - Job security will be enhanced for existing Sales Associates because both Sales
Associates and Sales Consultants will be combined in the event of a surplus. As
always, seniority will prevail, and in the event a Sales Associate bumps a Sales
Consultant, they will retain their Sales Associate title and pay. - Limited scope. These leveraged title positions are only for Sales Consultants in the
Consumer and Business organizations. If the Company wants to expand their use to
other organizations in the future, they will need to get our approval and must
bargain to agreement. - Employees in initial training are guaranteed 100% of the target incentive amount
during initial training and for the 4 weeks following. This allows our new Sales
Consultants the time necessary to get up to speed and become proficient. - Sales Consultants will reach the top of wage scale in only 36 months, 12 months
earlier than a Sales Associate would reach top pay. - We will have a voice. We will establish a regional joint committee, called the
Leveraged Compensation Committee, which will meet twice a year to discuss the
status of and suggestions regarding additional leveraged compensation plans. In
addition, if 70% of the employees on leveraged compensation do not qualify for an
incentive payout in any given month, the Company will meet to review the leveraged
compensation plan. - Employees on approved Short Term Disability will be paid base plus 100% of the
target incentive.
CWA-BST Tentative Agreement - SIPP & SSP
February 9, 2010
Click on the links below for changes to the new TA for SSP and SIPP
•SIPP
••SSP
CWA-BST Tentative Agreement - Employee Security
February 9, 2010
Below is a letter from ATT which makes a change in the previous tentative agreement
regarding term positions and employee security.
February 5, 2010
To:
Mr. Don LaRotonda
Assistantant to the Vice President
Communications Workers of America
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.
ATT
John Tragesar
Executive Director
Labor Relations
CWA - BST Contract - Wages
February 8, 2010
Wages:
The new wage agreement features a 9% compounded general wage increase over the life
of the contract for employees at top step.
3% - 8/9/2009 at top of wage scale*
- Retroactive to 8/9/2009 if ratified by March 5, 2010
2.75% 9/4/2011 at top of wage scale*
Compounded Wage Increases
- While these increases add up to 8.75%, the effect on wages will be compounded as
the second and third increases are applied to the wage which had already been
increased in the prior year. - For example, a weekly wage of $1000
b)In the second year, that $1030 would grow by another 3% to $1060.9, rounded to
$1061.
c)In the third year, that $1061 would increase by 2.75% to $1090.17, rounded to
$1090.
- The net increase in wages, then, is 9% from $1000 to $1090 per week over the term
of the contract. - The progression steps will be increased between the existing start rate and the new
top rate. There will be no change in the start rates. - 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
progessing 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 approx 38.5% increase over the life of the agreement, which includes
both wage progression and general wage increase.
Examples of Progression:
WS 27 in Zone A:
- An employee at the Start rate in Aug 2009 will make $654.00
- At the end of the contract, they will be at Step 36 making $943.50
WS 27 in Zone A:
- An employee at the 12 month step in Aug 2009 will make $728.50
- At the end of the contract, they will be at Top making $1066.00
WS 30 in Zone A:
- An employee at the 12 month step in August 2009 will make $778.00
- At the end of the contract, they will be at Step 48 making $1090.50
WS 30 in Zone A:
- An employee at the 24 month step in Aug 2009 will make $857.50
- At the end of the contract, they will be at Top making $1215.50
WS 30 in Zone C:
- An employee at the 24 month step in Aug 29 will make $747.00
- At the end of the contract, they will be at Top making $1177.50
WS 30 in Zone C:
- An employee at the 36 month in Aug 2009 will make $853.00
- At the end of the contract, they will be at Top making $1177.50
CWA-BST Tentative Agreement - Voting Process
February 8, 2010
Dear Members,
As you know, yesterday we reached a new tentative agreement with AT&T for employees
in BST. The bargaining team worked very hard last week and weekend to negotiate
some changes addressing the concerns you shared with us after the original agreement
did not ratify.
The first thing I want to make sure you know is that YOU MUST VOTE to make your
voice heard. Failure to vote is no vote at all and doesn’t count for or against the
agreement.
The second thing is that we have changed the voting process (for this vote ONLY) and
have made it easier for you to vote. CWA headquarters in Washington has agreed to
mail each of you a ballot to your home and to pick up the cost. Each ballot will contain a
stamped envelope so you can mail your vote to us here in the District office at no cost to
you. This saves both the Locals and the District considerable money and also speeds
up the voting process, Locals have the right to opt out of this process. The District is
paying to have a Local President, chosen from each state, to come to the District office
and count the votes. Also, any other Local Presidents are free to come and observe the
counting process at their expense.
The last thing I need to tell you is to come back to this website often to check for
updates. Every couple of days we will break down a part of the agreement so you
understand what your bargaining team has agreed to. Some of the topics we will
address are Wages, Health-care, Pensions, the Success Sharing Plan, Employment
Security, the Leveraged Sales Title, and more.
We are your source for information so come back to the website as often as you can!!
Today we will be discussing WAGES!!!
I’m proud of what your bargaining team has accomplished and unanimously supports. It
deserves ratification. Now, help finish the job. I urge you to vote YES!!!
Judith R Dennis
Vice President, District 3
Tentative Agreement Update - CWA-BellSouth Telecommunications Inc.
February 8, 2010
As a result of intensive talks a new Tentative Agreement was reached and recommended
unanimously by the bargaining team.
The changes from the previous TA are as follows:
- The Company's contribution to the HRA's will be used to reduce premiums in 2011 to
$15 individual and $30 family per month. - HRA's have been eliminated for active employees.
- The SSP will be distributed in the 4th quarter of each contract year. *SSP is
predicated on the performance of the stock. - New job security provisions have been agreed upon.
- Up-front SIPP will be offered to all in title in Organizational Unit regardless of the
type work performed.. - Surplus employees will be given preferential rights to claim term vacancies.
- Over-payment of benefits will now be collected in the same manner as overpaid
wages.
CWA-Bellsouth Telecommunications Inc., Ratification Results
January 29, 2010
CWA-BELLSOUTH TELECOMMUNICATIONS INC, FOR UTILITY OPERATIONS; CWA-
AT&T BILLING SOUTHEAST, LLC; CWA-AT&T ADVERTISING SOLUTIONS, IN DISTRICT 3
RATIFY A CONTRACT.
CWA-BELLSOUTH TELECOMMUNICATIONS INC. (BST) DISTRICT 3 DID NOT RATIFY
Members of Communications Workers of America, AT&T Southeast, did not approve a
new three year contract covering 30,000 plus workers in nine states.
The vote was 60% to 40%, of the votes cast, against ratification.
As I stated during my campaign, “this is not business as usual”. It has not been District
policy in the past to post the numbers for each Local; however in order to dispel any
questions surrounding the count, the numbers are attached by Local.
The staff and I will begin Monday discussing strategy and contacting affected Locals to
determine the next step to obtain a fair and just contact for AT&T Southeast members in
District 3.
Judith R. Dennis
Vice President – District 3
AT&T Southeast
| ATT-BST | BAPCO | BBI | UTIL |
| Yes | No | Yes | No |Yes | No | Yes | No|
Florida Totals: | 1089 | 2179 | 67 | 76 | 0 | 0 | 24 | 6 |
Georgia Totals: | 1003 | 1256 | 144 | 36 | 11 | 2 | 28 | 2 |
Kentucky Totals: | 346 | 401 | 0 | 0 | 0 | 0 | 15 | 1 |
Louisiana Totals: | 391 | 669 | 0 | 0 | 0 | 0 | 24 | 10 |
Mississippi Totals: | 333 | 483 | 0 | 0 | 0 | 0 | 11 | 6 |
North Carolina Totals: | 608 | 765 | 34 | 33 | 1 | 1 | 30 | 9 |
South Carolina Totals: | 302 | 480 | 7 | 8 | 0 | 0 | 22 | 9 |
Tennessee Totals: | 566 | 571 | 0 | 0 | 0 | 0 | 19 | 5 |
Alabama Totals: | 516 | 687 | 31 | 4 | 18 | 3 | 11 | 3 |
GRAND TOTAL: | 5154 | 7491 | 283 | 157 | 30 | 6 | 184 | 51 |
For a more detailed break down of votes by specific Locals click here.
CWA D3 AT&T Southeast Final Bargaining Report
December 14, 2009
Corrected as of 2:00 pm 12/15/2009
We are pleased to announce that we have reached a tentative agreement on a new three
year contract between CWA and AT&T Southeast. In these tough economic times, we
have reached an agreement that achieves our key goals:
- 1. Maintained and improved our Standard of Living
- 2. Protected Retirees
- 3. Improved language concerning work rules
There are changes in our health care that will result in increased out of pocket costs.
However, when wages and the new company-funded tax-free Health-care Reimbursement
Accounts (HRAs) are factored in, CWA members—from the highest paid to the lowest—
are better off.
This was a very difficult set of negotiations and we are pleased to have reached such a
positive conclusion. There will be a contract explanation meeting for Local officers this
Friday, December 18, who will then hold local explanation meetings over the next few
weeks. A detailed summary will also be mailed to every member along with their
ratification ballot. This is a tentative agreement until ratified by majority vote of
members voting in a secret ballot election. The Bargaining Committee unanimously
recommends ratification of this agreement.
Meanwhile, here are some of the highlights on the key issues of the new tentative
agreement.
Wages
3% Retroactive to 8/9/09
3% 9/5/2010
2.75% 9/4/2011
Health Care
Maintained Current Plan Rules and Contractual Rights.
- Monthly Premium - $35 single/$75 family beginning Jan 1st, 2011
Eliminate spousal carve-out premium beginning Jan 1st, 2011
- Preventative – no deductible, no coinsurance
- Deductible - $350 Individual/$700 Family
- Co-Insurance – 10% In-Network/40% Out of Network
- Out of Pocket Maximum - $1000 Individual In -Network/$3000 Individual Out of
Network
No Co-pays
Individual Basis for deductibles and OOP
Current employees that retire will have multiple options available to them.
Prescription Coverage
Separate OOP max $900 Individual/$1800 Family
Individual Basis for OOP
- Retail – Network Copays (up to 30 days supply)
Formulary - $20
Non-Formulary - $40
- Retail – Non-Network Copays (up to 30 days supply)
Network copay or balance remaining after the plan pays 75%
- Mail Order Copays (up to 90 days supply)
Formulary - $40
Non-Formulary - $80
* 90 day prescription available at CVS pharmacies at mail order prices.
Dental – Same as today.
Vision – Same as today.
Health Reimbursement Accounts
New Tax-Free Health Reimbursement Accounts (HRA)
Active Employees will get:
0/0 Year 1 (also SSP – see below)
$300/$600 Year 2 (also SSP – see below)
0/0 Year 3 (also SSP – see below)
In Year 1 and 2, stock appreciation portion of SSP applies to HRA.
In Year 3, both dividend portion and appreciation apply to HRA.
HRA Current Retirees prior to 12/31/2009
$850/$1700 Year 1
$150/$300 Year 2
0/0 Year 3
HRA Future Retirees who retiree between 1/1/2010- 11/30/2010
$450/900 Year 2010
$150/300 Year 2011
*HRA Funding levels will be based on healthcare enrollment status as of the 1st of year:
HRA dollars not used in a plan year are rolled over.
Success Sharing Plan (SSP)
*Two parts
- a)Dividend x 150
- b)Appreciation in stock price, year over year x 150
Pensions
Pension band increase
- 2% - effective June 1, 2010
- 2% - effective June 1, 2011
- 2% - effective June 1, 2012
2012 – Start transition to PPA rate rather than GATT to calculate lump sum 25%
transitions per year.
New Hires
Same medical.
New Hires BCB2 cash balance pension with lump sum option.
New Hires Future Retirees – ATT will pay 50% Medical.
Employment Security
Maintained all provisions of Article 14
Leveraged Titles
- Provide protections to assure existing Sales Associates are not forced to become
“leveraged” as well as provide enhanced employment security for existing Sales
Associates through combining of titles in a surplus.
- Limited scope. If Management wants to expand “leverage” program to any other
title, they must bargain to agreement (not impasse).
- Sales Associate can try Leverage title for up to 6 months with return rights at same
location.
- Leverage formula – 60% base wages guaranteed and 40% base wages leveraged.
National
- Card Check Agreement
- Recognition for Video Hub Technicians (National Internet Contract)
- Negotiated Presidents Council (Replaces Operations Board)
- National Transfer Plan – The Company has agreed to modify the external job posting
system to provide, for employees who choose to participate, a National Transfer
Plan.
Other Items
Retroactivity to 8/9/2009 for Wages and Arbitration rights.
Temps/Terms converted prior to ratification are current employees within 90 days of
ratification. Temps/Terms converted after ratification are classified new employees.
- Retained 1 Managed Care Specialists and 1 Claims Facilitator
- Retained 1 Partnership Representative
- Language that will allow 2 EWD days to be flexed
- Retained 2 flexible EWD in Customer Markets
- Added stepbrother and stepsister to immediate family
- 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.
Thanks to Connecticut Local 1298 of District 1, you can CLICK HERE for details explaining how the
failure to execute the pre-planned strategies in this 'supposedly' coordinated bargaining process
has brought us to where we are today and why we simply CAN NOT accept the same terms as
District 4.
failure to execute the pre-planned strategies in this 'supposedly' coordinated bargaining process
has brought us to where we are today and why we simply CAN NOT accept the same terms as
District 4.