CWA & AT&T Final Bargaining Report, District 9 2016-2020

Ratification ballots will be mailed to members on Monday, June 19, 2017 and will be due in the Post Office box on July 5, 2017 in order to be counted.

If you do not receive a ballot contact your Local Union office.

This agreement has the support of your elected Core and DIRECTV bargaining teams. Read the details of the agreement here and make an informed decision.  

A Message from Your Elected Bargaining Committees and Your District Vice President

Dear CWA District 9 Brothers and Sisters:

After fifteen months of negotiations, your elected bargaining committees achieved an agreement that denies the company the many of the concessions and cuts it sought. As the enclosed summary outlines, we blocked AT&T’s demands for givebacks that would have reduced pay, drastically increased our health care costs and cut sick days for current employees.

We won wage increases averaging $325 a month, with a high of $380 a month. For example, a worker in Appendix E now earning $1,040 a week will receive an additional $85.60 a week. A worker in Wage Schedule X now earning $1,394 a week will receive an additional $83.64 a week.

In addition, we successfully fought to make these increases effective October 1, 2016, and if ratified, members will receive retroactive pay. (The company did not want to pay any retroactivity). The following table provides examples of the amount of retroactive pay for different job titles.

There will be some increase in medical costs, depending on the plan selected. However, the wage increases will leave all members better off. The pension bands will increase by 1% each year over the life of the agreement, and the lump sum option and cash out feature were protected.Under this agreement, every member currently on the payroll will see improvements in his/her standard of living.

The Employment Security Commitment was expanded and we defeated the company’s push to assign surplus workers to the Leveraged Rep position. Surplus workers will not be assigned to the Leveraged Rep position.

Premises Technicians will see a pay increase from $26 to $28.15 an hour on ratification, with a rate of $29.50 at the end of the contract. We also negotiated improvements in work rules. Premises Technicians will have a guaranteed 40 hour workweek and time-in-title was reduced from 30 months to 24 months.

Some additional work will be shifted to Premises Technicians, a provision we fought until the very end of these negotiations. Premises Technicians covered by this agreement will be paid at least $3 an hour more than other AT&T Premises Technicians nationwide.

The 2,200 members in DIRECTV will see improvements in health care, work rules and, for many, the first wage increase in more than two years. DIRECTV employees will transition to new wage schedules in the Core agreement and will receive step increases every six months until reaching the top of their wage schedules.

This agreement has the support of your elected Core and DIRECTV bargaining teams. It’s been a long and tough fight, and it has been an honor to represent our co-workers in these negotiations.

Please be sure to read all the enclosed details of this agreement, and vote.

In Unity,

CORE Bargaining Team:

Ellen West, Bargaining Chair

Art Gonzalez, President, Local 9511

Splicing Technician

Marisa Remski, President Local 9003

Maintenance Administrator

Anthony Velez, Vice President, Local 9413

Combination Technician

Pam Suniga, Area Steward, Local 9505

Service Representative

DIRECTV Bargaining Team:

Lynn Johnson, Bargaining Chair

Alex Blas, Local 9400

Field Operations Technician

Ariel Garcia, Local 9400

Field Operations Technician

William Saipale, Local 9400

Field Operations Technician

Tom Runnion

CWA District 9 Vice President

Final Bargaining Report CWA District 9

CWA & AT&T 2016-2020

A Message from Your District Vice President and Your Elected Bargaining Committees

Dear CWA District 9 Brothers and Sisters:

After fifteen months of bargaining, your elected bargaining committees have achieved the best possible agreement under very difficult conditions.

Together, we fought back against an employer that was determined to get concessions at our expense.

As the enclosed bargaining summary shows, we held the line on AT&T’s demand for givebacks that would have reduced pay, drastically increased our health care costs and cut sick days for current employees.

We held back the company’s demands for major concessions in our health care costs and won wage increases that average $325 a month, with a high of $380 a month. These pay increases are retroactive to October 2016.

Under this agreement, every member currently on the payroll will see improvements in his/her standard of living.

For example, a worker in Appendix E earning $1040.00 will receive an additional $85.60 a week. A worker in Wage Schedule X earning $1394.00 will receive an additional $83.64 a week.

The wage increases will more than pay for increased medical costs, depending on the plan a member selects.

The pension bands were increased by 1% each year over the life of the agreement, and we retained the lump sum option and cash out feature.

The Employment Security Commitment was expanded and we rejected the company’s push to assign surplus workers to the Leveraged Rep position.

Premises Technicians will see a pay increase from $26.00 to $28.15 an hour onratification, with a rate of $29.50 at the end of the contract. Work rules were improved – for example, a guaranteed 40 hour Workweek and Time-in-Title from 30 months to 24 months. Some additional work will be shifted to Premises Technicians, a provision we fought until the very end of these negotiations. However Premises Technicians covered by this agreement will be paid at least $3 an hour more than others nationwide.

For the 2,200 members in DIRECTV that the Company was holding hostage, this tentative agreement improves health care, work rules and for many of these members, provides the first wage increase in more than two years. DIRECTV employees will transition to new wage schedules in the Core agreement and will receive step increases every six months until they reach the top of theirwage schedules.

Finally, this agreement has the support of all of the Core bargaining team and the DIRECTV bargaining team. Please be sure to read all the details of this agreement, andto vote.

In Unity,

Tom Runnion

CWA District 9 Vice President

CORE Bargaining Team:

Ellen West- Bargaining Chair

Art Gonzalez

Marisa Remski

Anthony Velez

Pam Suniga

DIRECTV Bargaining Team:

Lynn Johnson- Bargaining Chair

Alex Blas

Ariel Garcia

William Saipale

Final Bargaining Report CWA District 9-AT&T

Term of Contract

The Four-year contract is effective April 10, 2016 through April 4, 2020.

Wages and Other Compensation

The general wage increase will be effective on the following dates:

October 1, 2016 3%

July 6, 2017 3%

April 8, 2018 2.25%

April 7, 2019 2.5%

For a compounded wage increase of 11.19%

The wage schedules will be modified to reflect this increase, exponentialized with no change in the start rate.

Appendix D

The general wage increase will be effective on the following date: (Unpopulated)

October 1, 2016 3%

July 6, 2017 3%

April 8, 2018 2.25%

April 7, 2019 2.5%

For a compounded wage increase of 11.19%

The wage schedules will be modified to reflect this increase, exponentialized with no change in the start rate.

Appendix E Premises Technician

Will receive a one-time .55 cents per hour increase applied to all weekly wage steps before the 2017 General increase.

The general wage increase will be effective on the following date:

October 1, 2016 3%

July 6, 2017 3%

April 8, 2018 2.25%

April 7, 2019 2.5%

For a compounded wage increase of 13.47%

The wage schedules will be modified to reflect this increase, exponentialized with no change in the start rate.

Retroactive Wage Payment

Schedules will be effective on October 1, 2016 and payment for retroactive wages back to October 1, 2016 will be made as soon as practicable after ratification.

Employment Security

Retained and broadened Job Security provisions:

Extended the Guaranteed Job Offer provision. Includes that qualified surplus employees hired prior to April 10, 2016 (extended from April 8, 2012) will now be offered a job opportunity with AT&T

Continuation of uncapped Enhanced Severance Benefits (ESB)

Pension Benefits

Current Employees that continue to participate in the West Program will be eligible for the following pension band increase:

1.0% effective January 1, 2017

1.0% effective January 1, 2018

1.0% effective January 1, 2019

1.0% effective January 1, 2020

Lump Sum

Lump sum distributions of monthly pension benefits were maintained.

Bargained Cash Balance Program #2 (BCB2) of the AT&T Pension Benefit Plan

Bargained Cash Balance (BCB) No change

Benefit Changes for Active Employees Effective 01/01/2018

Kaiser Plan

Provide that the same terms and conditions as provided by Kaiser to Current Employees who are Eligible California Employees in plan year 2016, subject to changes in law and the exception below. If the cost of the Kaiser Plan to AT&T under the Kaiser Arrangement for a Plan Year is less than or equal to the cost to AT&T of the Company self-insured medical plan Option 1 is available to Eligible California Employees, the following monthly contributions will apply to Eligible California Employees who are enrolled in the Kaiser Plan during the Plan Year.

Monthly Contribution for 2009 New Hires, 2012 New Hires, and Current Employees:

Plan Year 2018 2019 2020

Individual $104 $113 $123

Family $224 $247 $273

Monthly Contribution for those hired after 7/6/2017:

Plan Year 2018 2019 2020

Individual $127 $131 $135

Family $273 $287 $300

If the cost of Kaiser Plan to AT&T for the Plan Year is in excess of the cost to AT&T of the Company self-insured medical plan Option 1 available to Eligible California Employees, monthly contributions will apply to Eligible California Employees who are enrolled in the Kaiser Plan during the Plan Year equal to the contributions outlined above, plus the cost difference between the Kaiser Plan and the Company self insured plan Option 1 for the coverage tier elected.

HCN Plan

Monthly Contribution for 2009 and 2012 New Hires and Current Employees:

Monthly Contribution for those hired after 7/6/2017:

Annual Deductibles:

Option 1:

Annual Deductible Provisions:

No change from current program.

Note: The Annual Deductible will be included in the Out-Of-Pocket Maximums

Option 2:

Annual Deductible Provisions:

No change from current program except as provided below:

• If the coverage tier is Family, no individual can receive benefits until the Family Annual Deductible is met. The Family Annual Deductible can be met by one or a combination of covered family members.
• The following costs paid by the participant also apply toward the applicable Network/ONA or Non-Network Deductible amounts:

Outpatient prescription drug allowable charges of eligible expenses.

Note: The Annual Deductibles are included in the Out-Of-Pocket Maximums

Prescription Drug Program (RX Plan):

2016, 2012 and 2009 New Hires and Current Employees

The following provisions will continue to apply to Option 1 and Option 2:

• Mandatory mail order for maintenance Rx – Applies after second fill at retail.
• Specialty pharmacy program
• Personal Choice – 100% participant-paid
• Mandatory Generic
• Compound medication limitation

The following provisions also apply to Option 1 Option 2:

• Advanced Control Specialty Formulary
• New Standard Prescription Drug Formulary
• Generic Step Therapy

Disability Benefits:

Program

2012 and 2009 New Hires and Current Employees

No Change from current program

2016 New Hires

Effective the day following Ratification Date, AT&T Disability Income Program as described in the Summary Plan Description as these provisions change from time to time except as provided below:

Short-Term Disability (STD):

2012, and 2009 New Hires and Current Employees

No Change from current program

2016 New Hires

Benefits: Short-Term Disability Benefits and the other sources of income received are designed to replace 60 percent or 100 percent of Pay, based on your service as shown below:

Long-Term Disability

2012 and 2009 New Hires and Current Employees

No Change from current program

2016 New Hires

The AT&T Disability Income Program as described in the Summary Plan Description as these provisions change from

time to time except that Temporary and Term employees are not eligible for Long-Term Disability benefits.

Dental:

2016, 2012, 2009 New Hires and Current Employees

AT&T Dental Program (Bargaining Employees) except as provided below.

• Dental PPO
• DHMO (available at the discretion of the company)

Eligibility for coverage:

Eligibility for coverage continues to begin on first day of the month in which 6 months net credited service (NCS) is attained (also referred to as term of employment (TOE)).

Eligible for Company Subsidy:

Company Subsidy continues to begin on first day of the month in which 6 months net credited service (NCS) is attained (also referred to as term of employment (TOE)).

2016,2012,2009 New Hires and Current Employees

Active (Full Time) Monthly Contributions

2016, 2012, 2009 New Hires and Current Employees

Active (Part-Time) Monthly Contributions:

Based on Scheduled hours/week, part-time contributions continue to be:

• Greater than or equal to 20 hours = 50% of Premium Equivalent Rate. *
• Less than 20 hours = 100% of Premium Equivalent Rate. *

*Note Premium Equivalent Rate is subject to annual adjustment.

2016, 2012, 2009 New Hires and Current Employees

Deductibles:

Network and ONA: $25 per individual per year

Non-Network: $50 per individual per year

Annual Maximum Benefit:

Network and ONA: $1,750 per individual per year *

Non-Network: $1,300 per individual per year *

*Not to exceed $1,750 combined Network/Non- Network

Orthodontic Lifetime Maximum:

Network and ONA: $2,000 per individual per year *

Non-Network: $1,400 per individual per year *

*Not to exceed $2,000 combined Network/Non- Network

Coverage Levels:

2016, 2012, 2009 New Hires and Current Employees

Dental PPO Co-Insurance

Class I (Diagnostic/Preventive):

Network and ONA*: 100%, Ded. Waived

Non-Network**: 100%, Ded. Waived

Class II (Basic restorative – fillings, extractions, periodontal treatment/maintenance):

Network and ONA*: 90%, after deductible

Non-Network**: 70%, after deductible

Class III (Major restorative – crowns, dentures, bridgework):

Network and ONA*: 80%, after deductible

Non-Network**: 50%, after deductible

Class IV (Orthodontia):

Network and ONA*: 80%, after deductible

Non-Network**: 50%, after deductible

Notes:

*For ONA paid at Network contracted rate (see below)

**For Non-Network paid based on reasonable and customary amounts.

Outside Network Area (ONA):

• ONA benefits provided to employees who reside in a zip code which does not meet the network standards.
• ONA benefits are equivalent to PPO Network benefits.
• Enrollees who are in Network will be offered the PPO Option only.
• Enrollees who are located outside the Network zip code criteria will be offered the ONA Option only.

Vision:

2016, 2012, 2009 New Hires and Current Employees

AT&T Vision Program (Bargained Employees) except as provided below:

Eligibility for Coverage:

Eligible for coverage continues to begin on the first day of the month in which 6 months net credited service (NCS) is attained (also referred to as term of employment (TOE)).

Eligibility for Company Subsidy:

Company subsidy continues to begin on the first day of the month in which 6 months net credited service (NCS) is attained (also referred to as term of employment (TOE)).

2016, 2012, 2009 New Hires and Current Employees

Active (Full-Time) Monthly Contributions

Active (Part-Time) Monthly Contributions:

Based on scheduled hours/week, part-time contributions continue to be:

• Greater than or equal to 20 hours = 50% of cost of coverage.*
• Less than 20 hours = 100% of cost of coverage.*

*Note Calculation of cost of coverage is subject to annual adjustment.

2016, 2012, 2009 New Hires and Current Employees

Coverage Levels:

Exam: 1 exam per 12 months

• Network: $0 copay
• Non-Network: $28 allowance towards exam cost

Frame Allowance: 1 allowance per 12 months

• Network: $130 allowance towards frame cost
• Non-Network: $30 allowance towards frame cost

Lenses Allowance: 1 set per 12 months

• Network: $0 copay

Covers std. plastic lenses: Single, Bi-focal, Tri-focal, Lenticular, Progressive, Polycarbonate at 100%; Progressives ($112 allowance)

• Non-Network: $30-$80 allowance towards lenses

Contact Lenses Allowance: Allowance per 12 months

• Network: $150 allowance: Allowance towards contact lenses
• Non-Network: $150 allowance towards contact lenses

2nd pair Benefit: Network Only: Allows for a 2nd pair of glasses or contact lenses allowance after the first pair benefit is utilized, per 24 months.

Flexible Spending Account:

No Change from current plan, except those that are mandated by health care reform legislation (PPACA).

CarePlus Program:

A Supplemental Benefit Program.

No Change from current Program.

Life Insurance:

2016, 2012, 2009 New Hires and Current Employees

AT&T Group Life Insurance Program for Active Employees*

*Provisions as they change from time to time

This program includes Supplemental Life Insurance and Dependent Life Insurance provisions.

Long-Term Care:

No Change from Current Program

Adoption:

No Change from current Program

Commuter:

No Change from current Program

Benefit for Future Retirees Effective 1/1/18

Applicable for the term of the Agreement to Eligible Employees who terminate during the term of this Agreement

Medical

Current Employees

The contribution shall continue to be the same as for similarly situated active Current Employee.

2009 New Hires

Eligible Retired Employees who are Non-Medicare eligible will continue to pay 50% of full cost of coverage.*

Eligible Retired Employees who are Medicare eligible will continue to be ineligible for coverage.

2012 New Hires

Eligible Retired Employees who are Non-Medicare eligible will continue to pay 100% of full cost of coverage* with no Company subsidy.

Eligible Retired Employees who are Medicare eligible are ineligible for coverage.

2016 New Hires

Eligible Retired Employees who are Non-Medicare eligible will continue to pay 100% of full cost of coverage* with no Company subsidy.

Eligible Retired Employees who are Medicare eligible will continue to be ineligible for coverage.

*Note Calculation of the full cost of coverage is subject to change from time to time at the Company’s discretion.

Medicare Part B

Current Employees

No change from current plan.

2016, 2012, and 2009 New Hires

Not eligible

Life Insurance

Current Employees, 2012, and 2009 New Hires

No Change from Current Plan

2016 New Hires

$15,000 Retiree Basic Life

Benefit Changes for Current Retirees

No improvements. Your Union Bargaining Committee requested to bargain for current retirees, but ATT was very consistent with their response that they were not willing to bargain for current retirees, as current retiree benefits are not a mandatory subject of bargaining.

Articles

Article 1: No Change

Article 2: No Change

Article 3:

• Modify the language in 3.02 to include employees from all of the Companies’ affiliates who are represented by CWA
• Remove the reimbursement language for union stewards and replace it with $42 per diem

Article 4:

• Move Appendix D employees into Appendix A, System Technician title
• With the movement of Appendix D employees to the Systems Technician title in Appendix A, any System Technician in Appendix A will be able to perform the work currently performed by Appendix D employees

Article 5:

• Employees hired with an effective date after April 9, 2017, with at least one (1) year of service, shall be paid a maximum of five (5) paid illness absence days per calendar year.
• Employees working in geographical locations with paid sick leave laws effective after April 9, 2016 will be advanced Personal Days Off to comply with the paid sick leave laws.

Article 6: No change

Article 7: No Change

Article 8: No Change

Article 9:

• Added Communications Technician and Facilities technician to Works Boots MOA
• Change the language in 9.01A to reflect one (1) JCOSH Committee that will include Pacific Bell, Nevada Bell and Union.
• Change the number of Union appointed representatives from three (3) to five (5).

Article 10: Conclusion – Date changes

Appendices

Appendix A

• Add Appendix D to Appendix A

Appendix D

• Move into Appendix A as Systems Technicians
• All Appendix A Contractual Language and Agreements will apply to the Moved Appendix D Employees
• Employees will transition to new wage schedules and be placed at the step closest to, but not less than the employee’s current weekly wages
• Moved Appendix D employees will move to the Core medical benefits
• Moved Appendix D Employees will keep their current pension plans
• Appendix D will remain as an unpopulated Appendix in the Collective Bargaining Agreement

Appendix E

• $0.55 per hour increase in addition to general wage increase
• 40 hours guaranteed work week
• Decrease time in title requirement from 30 months to 24 months
• Reduce mandatory overtime cap to 14 hours
• Personal Days Off (PDO) count towards the 40 hour work week
• Improve layoff provisions:

• Increase severance table from 4 to 6 weeks
• Increase layoff notification to three weeks
• Layoffs by inverse means of seniority

• Joint Union and Company Committee on Premises Technicians Overtime
• MOA 89-29 Long Term Disability
• MOA 09-08 Documentation
• Scope of Work Changes

• Install CD/downloads, etc. and follow prompts on customer computer to initiate high speed internet/DSL services
• Install all necessary Network Interface Devices or equivalent regardless of technology or materials used and make necessary connections tocustomer network
• Place, replace and repair Customer Premise Equipment (CPE) up to and including the network interface devices or equivalent
• Perform all necessary field connections (except for fusion fiber splicing and any F2 bare fiber splicing at the serving terminal) at or in all types of cross connects and serving terminals when installing or maintaining IP enabled products and services including fiber cross-connects and fiber drops
• Verification that the network interface devices or equivalent /drop are bonded and grounded and if necessary place a ground rod and/or replace the network interface devices or equivalent
• Place, replace and removal of bridged tap cancellation devices as needed including in ready access terminals, excluding splicing the bridged tap cancellation device into the cable pair
• Except as specified, for all current and future products and services, regardless of the technology (e.g., copper, wireless, fiber, etc.) or equipment involved: (1) place, replace, remove and rearrange (swing) cross-connects including but not limited to performing pair changes when installing and maintaining IP enabled products and services; (2) place,replace, remove, repair and rearrange the drop (s) at the Serving Terminal; and, (3) perform all work at and/or in the customer premises.
• Perform all necessary field connections, at or in all types of cross-connects and serving terminals, required to install and maintain all current and future IP enabled products and services, including but not limited to IPDSLAM and all fiber splicing except for fusion fiber splicing and any F2 bare fiber splicing at the serving terminal. IP enabled products and services are all current and future products and services delivered over the IP network, including but not limited to IPDSLAM, whether installed separately (e.g., stand-alone VDSL installations) or in any combination.
• Tone back into the network while performing installation or maintenance work for all current and future IP enabled products and services.

• The Core Technician will continue to perform the following:

• Installation and maintenance work for TDM enabled voice service (POTS), including station and inside wire installation and maintenance of POTS service
• Initial installation work for ATM enabled DSL service, excluding any or all vertical or enhanced products or services at the customer premises
• A Premises Technician may, however, perform any of this work from the Serving Terminal up to and including the customer premises if he/she has already been dispatched to the premises for work not covered by the two (2) bullets immediately above
• Cable Repair Work
• Fusion Fiber Splicing in the network

DIRECTV Field Services

• DIRECTV West Field Services employees become part of Appendix E in the Core agreement effective July 23, 2017
• $250.00 lump sum at the effective date in addition to the general wage increase
• Employees will transition to a new wage schedule and placed at the step closest to, but not less than the employees’ current weekly wages
• Employees not at the top step of their wage schedule will receive a wage increase every six months until progressed to the top step
• Health and Welfare Benefits the same as Appendix E
• Work rules the same as the Premises Technicians
• Grievance and Arbitration Procedure
• Horizon’s Training/Retraining Program
• Automated Upgrade and Transfer System (AUTS) Access
• DTV employees will transition with their seniority
• DTV employees will be eligible for the Success Sharing Plan (SSP) in future years
• Access To the National transfer Plan
• Guaranteed 40 hour work week
• 52 weeks Disability Benefits
• BCB2 Pension for all
• ARSP Savings Plan
• 14 hour per week Overtime Cap
• Guaranteed Weekend Off

Title Transition from DTV to Appendix E

Leveraged Title

• 100% Daily Target Incentive during: Initial Training, Nesting, Company-Approved STD and each day relief differential is paid as described in Article 5, Section 5.02
• Monthly performance/scorecard will be reduced for volume metrics if absent due to a military leave or approved FMLA absence.
• Monthly Sales Target will be reduced when an entire office is closed for 2 or more consecutive days due to extreme situations.
• Performance scorecard is reduced when an employee is on union paid/unpaid time.
• Maintained: The Companies will not assign a surplus employee into a Leveraged Title position.

Monitoring

Establish a Monitoring Committee to address issues regarding Ultra Recording MOA

Joint training on the Ultra Recording MOA

MOA’s

Maintained all letters except those that had expired or completed

Retained ESB

Retained Card Check

Retained Successorship

Retained GIIT

Retained Success Sharing Plan

Retained Horizon’s Training/Retraining Program

Retained Tuition Aid

Retained National Transfer Plan (NTP)

Retained Pooling

Retained Sunday Plus Four

Retained Presidential Council

Retained that Leveraged Title is not a Job Offer Guarantee (JOG)

Modify/Improve Relocation Benefits

Modify Company Paid Union Appointed Representative (B-Help)

Expand Wellness Program

Improved Wage Credit

Improved Office Closure MOA

Added Clarifying Article 2 Letters

Established Joint Union and Company Committee on Premises Technician Overtime

Established Joint Union and Company Committee on Monitoring

Joint Training on Monitoring MOA

Leveraged Title Target Relief

2020 Career Path Meeting

Respectfully Submitted,

Bargaining Committee Members

Ellen West- Chair, Anthony Velez, Marisa Remski, Art Gonzalez, Pam Suniga

Lynn Johnson- Chair, Ariel Garcia, Alex Blas, William Saipale

*** See the wage schedules here: 

DOCUMENT

cwa_d9_att_west_tentative_agreement_wage_schedules.pdf

Jun 9, 2017

cwa_d9_att_west_tentative_agreement_wage_schedules.pdf

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