Why we negotiated this agreement:
The Union and our members face a situation where the work being done by the Communications Technicians who provision and maintain the network is going away. Technology is being retired. The legacy systems that are in place today will be retired as quickly as possible, example all 4ESS machines will be retired by 2006. Almost all of the company’s investment is going toward IP based technology. Unfortunately, that work is mainly non-Union and our members had no access to either those jobs or that training.
Under current contract language (and reinforced by an arbitrator in a recent case in Chicago) the company can bring in contractors as long as no one is laid off. What we knew was the company would keep offering VTP and backfilling with contractors until the work disappeared.
We were approached by the company and queried if we would consider bargaining new language for the OSWF and OSP technicians in Robin Bienfaits organization. The Company was interested in combining titles, Comm Techs and the CNRP people responsible for LNS, IP and Web Hosting and creating certified technicians while controlling costs. The union has been trying to expand into the non-union jobs to gain training and job opportunities in the new technologies such as routers, VOIP, Web Hosting and Local Services.
These were very tough negotiations and the Union was able to push back on some of the worst company proposals and grandfather the current techs on others. It should also be noted, upon reaching a tentative agreement, the company pulled back a planned surplus of 400 people. The bargaining committee felt that the concessions we made were more than made up for by the access to this new work, the training in the new technologies and the job protection provided by this agreement.
New Agreement/Key Points
The agreement creates an Article, 43, with two titles. One will include those technician currently in web hosting. The second will include current OSWF Technicians (including outside plant) and the LNS field techs. The Communications Techs who work for Joseph Mon and Chris MsDermott will move over. This does not include building techs, operations mechanics, construction technicians or anyone who works on the “business side” (ie. NMCs, private line maintenance and provisioning.)
There is a “watermark” of 1,000 jobs in the new titles. The company CANNOT go below that number for the duration of the agreement.
In the next 120 days the Union and company will bargain a variable workforce agreement. These agreements in the past have given our former members (like our retirees) access to work as Union contractors.
In the next 120 days the Union and AT&T will bargain certification language. These agreements in other CWA contracts provided base pay increases for possessing different certifications in different technologies. (These will not be “basic qualifications” for the jobs.)
The following are the changes we agreed to arrive at this agreement. We needed to look at the changes as part of a total package that we felt was in the best interest of our members. As you will see some Article 41 language has been “grandfathered” for the Communications Technicians who are being moved into this title now or who are moved into it via Article 16, rebalancing or job claiming.
Unless something was specifically changed in the new Article, all the other white and yellow pages remain the same and the practices and history of Article 41 prevail.
Changes in Article 43
1. Split tours on a voluntary basis. For example: On an occasional basis the company may request that a technician work 8:00 AM to Noon and then 4:00 to 8:00 for a particular project. It is strictly voluntary.
2. 24 hour notice for change in schedule, must be verbal “their mouth to our ear,” no shifted tour language. Under Article 41 there must be 36 hours notice. There is also no shifted tour differential in this agreement.
3. Overtime: a. No double time; b. No double time and a half after 8 hours on a holiday.
4. Call-Up: Nearest ½ hour at overtime rate.
5. Call-in:
No 2 ½ over 8 hours on a holiday
6. Off-tour differentials
New language. (The current Comm Techs grandfathered)*
4:00 pm midnight 10%
Midnight & 8:00 am 15%
If 50% of the hours worked are in the above periods the tech gets the off tour rate. (example Noon to 8 PM – 10%)
If it is in two off tour periods the tech gets the higher rate. (8 PM to 4 AM – 15%)
If less than 50% is in these off tour periods, the tech does not get a differential (example: 11 AM to 6 PM, no differential.)
Must work 50% of tour to be paid off tour rate
7. On-Call: Still voluntary; $30 a day (non-scheduled)
$15 a day (scheduled day)
8. Sunday differential
Eliminated (current CT’s grandfathered)
9. Force Adjustment
the company may chose to pick 3%, regardless of seniority to protect a needed skill , twice during the life of the contract, once for the remainder of this contract --Minimum 1 person if the company choses to protect and 3% does not equal a full number. .
(Current CT’s remain in CT surplus universe for duration of this contract )
10. Termination pay
There is a new schedule that is higher up to 10 years but the maximum rate is 45 weeks.
(Current CTs grandfathered for the 104 week schedule including VTP)
11. Article 16
Temporary transfers may be up to 50 miles. The employee will receive mileage at highest IRS amount, no flat amounts. As in the current contract, the company cannot require an employee to use their personal vehicle to get to the new location. There is no change in the language on permanent transfers.
12. No expense allowance (41, 12 (a) and (b)
Letters:
Recognition – The company can give recognition awards up to $250 (with advance notifications) and then must bargain with Union.
As explained above, the Union/AT&T will bargain a certification plan within 120 days. Training by seniority. This can mean additional money for those who get certified.
Union/AT&T bargains variable workforce agreement (explained above)
Letter strengthening subcontracting committee – high level participation, quarterly meetings, improved information sharing.
*Grandfathered: CommTechs initially moved into the new title; Comm Tech’s later moved into the title via Art. 16, job claiming and rebalancing, not ATS.