10 replies (most recent on top)
We were railroaded into this. No vote. No say!!!! Promised no changes. Read the agreement on the District 6 CWA website. There are changes to the insurance. Liars!!!!!
Did the dues paying membership get to vote on this agreement? It’s called an extension but it spans the same about of time as a new contract?
Why the rush? Negotiations typically go past the end of current contract. Seems like some shady business going in here.
This is a done deal. There are no more negotiations.
Job offer guarantee?
Is TLOA still on the contract?
Layoff protection left off the agreement. Get ready union folks you are about to be canned in the masses?
As long as CWA 6 fights for all! Last two contracts, the union folded way too soon and had NO bite. And a higher up in District 6 was more worried about a stupid cartoon drawing of himself, then the actual content of the agreement. It always seems there are little subtle changes that change without any notice until after it gets ratified.
So let's get some good stuff this time around. Like two more authorized holidays, say MLK and Juneteenth off. Put in a restriction that no more than 12 hrs overtime can be worked in a work week, and no increase in health care cost to the employee, put back the language that states if a holiday falls on a Saturday its observed the Friday before, period.
Too bad we can't negotiate on if the company calls a surplus then it activates no bonuses/payout clause for any member of management or Board.
Do you think, with all contracts in place AT&T could by any chance selling the wireline of business/legacy products. I could be wrong but from what hearing from the Town halls is more 50% will work from home, saving money for AT&T ON REAL ESTATE COST, all so we need to spend on wireless and BUSINESS FIBER. All the rest is what we need to look at, an force customers to what we want for them...
• Annual Wage Increases – CWA-represented workers covered by the contract will receive wage increases in each year of the contract term as follows: 3% effective May 2, 2021, 3%, effective May 1, 2022, 2.5% effective April 30, 2023, and 2.25% effective April 28, 2024.
• Success Sharing Plan Extension.
• Benefit Agreements Extension.
• Health Care – No change to employee cost share and 2017 new hires will be rolled into the 29% health care cost share.
• Retiree Health Care Coverage – All employees who retired or will retire during the term of the 2017 Agreement will be able to maintain active employee coverage through April 12, 2025.
• National Transfer Plan Extension.
On the surface it looks good. They know they are going to lose a lot of dues payers in the next 5 years.