Any truth to this??? Region Wide???
71 replies (most recent on top)
Threatened me with the experimental jab or else be fired. What kinda cr-p is that?
“ Goes to show how little is understood. Most of our managers are non-exempt and get OT. The fifty plus hours of training either came via OT or at a minimum a reduction in productivity that must be recovered. Again, this is no surprise. Election year, UAW strike, inflation. There is likely nothing the union would have agreed to. This strike was going to happen no matter what was offered.”
This is not true. A vast majority of managers are exempt. Most were not paid any OT to go through contingency training or to work extra hours during the labor stoppage. Non-exempt is few and far between.
“Take your gaslighting else where! Funny, if it was so planned then, why did everyone in my leadership chain sound shocked and said they didn’t think it would happen, two contracts in a row. They were panicking because the reality hit, they were going over the 5 W’s if something happened to the network and trying to implement their contingency plan. I kept advising my manager it was about to happen but of course he knew better so, totally unprepared, LOL!“
If you believe anything your leadership chain says, you’ve got even bigger problems.
@1vpt+1u2G9bR6
Goes to show how little is understood. Most of our managers are non-exempt and get OT. The fifty plus hours of training either came via OT or at a minimum a reduction in productivity that must be recovered. Again, this is no surprise. Election year, UAW strike, inflation. There is likely nothing the union would have agreed to. This strike was going to happen no matter what was offered.
Management here as well. DITTO with the following statements! It’s about d@mn TIME!!! I understand where CWA is coming from. We’re with you. You keep fighting until you get what you want and deserve!! I worked with one of the best group of techs out there in the SE. We look out for and RESPECT each other as each one of us are just trying to make a living! It’s sad what this company has become. You give em h3ll!
“Management here. Fight for what you want AND DESERVE and you give em h*ll! It’s time for Stinky and the clan to be held accountable!!! If we don’t “perform” at our jobs, we’re warned and let go?! Why do they get an exception? I’m sick of hearing the SHEIT they pull and implement to “improve culture.”
Management is salaried so what expense do they need to recover? Watching old outdated videos on PLE/LOD and other useless training that at best is a high overview, definitely not detailed or leader led. Practicing taking a ladder off a vehicle, placing it and taking a few steps up. Nice window dressing.
No, they didn’t know the union would file an ULP and strike so soon because, union officers kept asking members to have faith in the process and let the bargain team to do their job. After 2 months of bargaining and contract expiration, many members wanted to file a ULP and strike the first day after August 3. The company negotiators overplayed their hand beyond the pale, they thought the same script they used with D9 and other units would play out the same. The union representatives tried their best until, the disrespect and bad behaviors was at the point of impasse. So we are now at the point of legal action to get them back to the table and bargain in good faith. D3 leads not follow, we aren’t going to put up with the company not following the law to bargain with our reps in good faith.
Now the company has an opportunity to show labor and customers that we are valued and our hard work is appreciated, by negotiating a fair contract. Get it done and quit stalling so, we want to go back to work but what has happened isn’t helpful.
Post ID: @1kmj+1u2G9bR6
I too believe these are known, planned, and even negotiated. The company has to recover from paying for the managers to get trained. They offset those cost with a few unpaid days for the bargained for employees.
As for management not believing this would happen, anyone with a brain knew it would happen. The UAW set the tone and the inflation caused by the administration has caused a dynamic where these unions have leverage to negotiate better agreements. No doubt that the CWA would follow suit. Higher pay and benefits lead to higher costs to our customers that just adds to inflation. Vicious circle.
“ Anyone who thinks this “strike” wasn’t planned and negotiated with the company ahead of time is delusional.”
Take your gaslighting else where! Funny, if it was so planned then, why did everyone in my leadership chain sound shocked and said they didn’t think it would happen, two contracts in a row. They were panicking because the reality hit, they were going over the 5 W’s if something happened to the network and trying to implement their contingency plan. I kept advising my manager it was about to happen but of course he knew better so, totally unprepared, LOL!
This contract will be settled very quickly, any weak posturing by the company will wilt under the intense pressure of network outages, publicity, etc..
This manager certainly understands the wage scales and potential for advancement. We know the reality is quite different. The same agreement restricts the best candidate from getting that advancement. The only reason that bargained for employees have been protected from the same fate as management is the grand bargaining agreement, but even that won’t prevent the company from allowing Regular techs to be replaced with temps. As the company starts to invest less, all employees will be impacted. I appreciate the fact the some people like to know what their career looks like after the first six years of employment. I also commend the brotherhood and sacrifice being made by the above average worker.
Here’s the truth.
When word of the strike spread through the company, there was a lot of managers in shock.
A lot of managers scrambling to initiate contingency planning.
Then we began thinking about what this meant for the network. If there is a major outage, who will be dispatching?
If an office loses power, who’s running over there with only minutes to spare before getting a generator to start?
You know what happens if we lose an office?
The strike would be over that minute. We all know our company has been getting a lot of bad press this year, and we know leadership wants to avoid more of that at ALL costs.
If we get severe weather in the Southeast, Stanley will be on his knees begging for you to come back.
No techs, no network, that simple.
One last thing, don’t think for a second that everyone from L3 down doesn’t have your back, because we do. We’ve been treated the same exact way, and we are fed up too. You think managers are really going to be doing the work? Ha! It’s all smoke and mirrors. They couldn’t do your job if they wanted to and everyone knows that. They’ll deploy and sit there and do nothing.
Give em he-l!!!!!!
I agree with the last post, isn’t it nice of them to make so many sudden changes to our software and practices, with off the shelf products? They are poorly developed and supported, it’s laughable how they are supposed to be “developed by techs”. Every time we make suggestions or god forbid, ask to move over some functions we’ve had and used for decades, it’s always, in future development which, will never happen, in my experience. So they have very low participation in the beta stages because they are going to do what they want anyways, suggestion’s are rarely acted upon. Atlas has been in used the field for several years now and a lot of “future developments” still haven’t happened.
Atlas and Orca for technicians is a prime example, they are the opposite of being productive and efficient but it’s all about the $$. Someone showed execs and finance on a power point presentation, how useful and cost effective it would be to use these products and eliminate the support groups for the current systems, that work. The older systems, like GCAS took decades to develop and refine, now we get to rebuild the wheel with inferior products. They never ask managers with technical experience or the employees who use them, it just gets shoved down everyone’s throat, but you better still make metrics because bonuses are counting on it!
And wouldn’t it be nice to know how the craft employees workflow will be affected. What problems they see, what they need to be more efficient. It’s obvious that craft was not asked we already knew that based on how all the changes the company makes cause our work to take longer and are bad for the customer. Leadership does not want to hear how it’ll make things worse because their only concern is money. I know you talk about customer service in these meetings but then do the opposite with layoffs and reducing maintenance on critical network components such as emergency power and building redundant fiber routes the way we always used to.
“I don't recall even once being on a planning, strategy, development, or deployment team that had a line item indicating we needed to ask anyone in Craft for their opinion. The heart of the company? Reality says otherwise. Every single day.”
Heart of the company. That's deep.
I don't recall even once being on a planning, strategy, development, or deployment team that had a line item indicating we needed to ask anyone in Craft for their opinion. The heart of the company? Reality says otherwise. Every single day.
2 hours ago by Anonymous | 9 reactions (+3/-6)
Post ID: @1jpx+1u2G9bR6
Tell me how strategy, development or deployment has worked out for a company that has now over a hundred billion dollars of debt?
Reality says YOU might be part of the problem. Craft did not do that. You might want to try some introspection, that's deep.
August 16, 2024
TO: AT&T Southeast Local Presidents, Staff, & Secretaries
FROM: Nicholas E.M. Hawkins, Assistant to the Vice-President
SUBJECT: ULP Strike Against AT&T SE
Due to AT&T committing unfair labor practices, District 3 Vice-President Richard Honeycutt requested that CWA President Claude Cummings authorize an Unfair Labor Practice (ULP) Strike against AT&T. President Cummings approved this request and CWA District 3 will begin the ULP strike against AT&T at a date and time to be announced later today.
CWA has filed a charge with the National Labor Relations Board (NLRB), alleging that AT&T has committed unfair labor practices by bargaining in bad faith with the Union: by not sending representatives to the bargaining table with the authority to make decisions; for engaging in surface bargaining: for refusing to bargain over mandatory subjects of bargaining: and reneging on agreements made in bargaining. The strike is to protest the Company's unfair labor practices charge.
Members from three (3) different bargaining units will be on strike: BellSouth Telecommunications (BST) or AT&T Southeast, AT&T Utility Operations, and BellSouth/AT&T Billing. Please contact your Local for instructions.
cc: Richard Honeycutt, Vice-President, CWA District 3
William O'Dell, Administrative Director to the Vice-President Kelvin Banks, Administrative Director to the Vice-President Robert Weaver, District 3 Legal Counsel
"How you gonna walk out and drive off in the company vehicle?”
The truck is safe and secure. You’re more than welcome to go get it and show us all your skills. Desk jockey!
4 hours ago by Anonymous | 10 reactions (+9/-1)
Post ID: @ccv+1u2G9bR6
Very easy. We stop what we were doing, return to our report location. Leave company vehicle at same. It is not rocket science. Might be confusing for you.
Unbeknownst to a lot of management, there are varying positions and skill levels for craft, from entry, mid to top levels. Same goes for wage compensation. Each position has a defined job description and qualifications. It’s without, all the politics, nepotism and identity role it takes for advancement within the management ranks. How many highly compentent and meritorious managers you know are stuck without any opportunity of advancement?
It's for this reason I come in and quietly do my job and let the ignorant managers hang themselves if they weren't truly qualified for the job. I'm not going to be the assistant to the manager without serious compensation.
Bad storm going through tonight too lmao. Oof. Already have several outages in the area 😂😂😂😂
Last post is exactly right, I would rather have a 30+ year career as a bargained employee vs management and never knowing what day you will get the call. I have had many co-workers who took management and now no longer work for the company. It was for various reasons and not of their doing, most were either “retired” or involved in a layoff. Several have not done well after T.
Managers that have real advancement opportunities without, identity politics or nepotism is, getting fewer and fewer each year. Human capital!
Unbeknownst to a lot of management, there are varying positions and skill levels for craft, from entry, mid to top levels. Same goes for wage compensation. Each position has a defined job description and qualifications. It’s without, all the politics, nepotism and identity role it takes for advancement within the management ranks. How many highly compentent and meritorious managers you know are stuck without any opportunity of advancement? A lot. There are pros and cons for each but these days it’s much more secure and beneficial to be on the bargained side.
“Hilariously, first it was, you won’t strike then, it’s only the weekend, we don’t care. Watch how quickly good faith bargaining happens now, sycophants. Watch and learn grasshopper’s, how 9 state unity is a means to an end, whether it’s one day, the weekend or a month. Easy to break one stick vs. a bundle of sticks, age old advice. Not a bad thing to have good faith bargaining, result is a contract that has work rules, benefits, wage increases, etc.. that can’t be changed at a whim
“What leverage does management have below the c-suite? Yet you are carrying the water for them. Relocate to your destination, y’sir! Now, relocate again, y’sir! RTO, y’sir! We are increasing your scope of work, y’sir! We are eliminating retiree healthcare, y’sir! We are reducing employee discounts, y’sir! We are changing PTO y’sir! We are selling your pension to an insurance company, y’sir! We are changing the severance policy, y’sir! We are changing time off payroll to two weeks, y’sir! We are rebadging you, y’sir! We are offshoring your position and you need to train your replacement, y’sir! Etc.. Get the picture now, waterboys/girls”
What are we learning? Learn how to be mediocre. Make what everyone else makes. Have no opportunity for advancement. No ability to earn more for being better, knowing more, or working harder than the guy next to you. The inability to have pay adjusted annually based on market demand. I don’t blame the players, I blame the game, the union and the company for continuing these contracts. The company has vendors lined up to come in. They should exercise that option.
Honestly we should be asking people in craft things… I don’t know, maybe the people out there in the field know a few things about how the work actually gets done?
Heart of the company. That's deep.
I don't recall even once being on a planning, strategy, development, or deployment team that had a line item indicating we needed to ask anyone in Craft for their opinion. The heart of the company? Reality says otherwise. Every single day.
Go union. I’m management but fully support you all. This company is a toilet. Stick it to Stank and his sycophants.
lmao weekend strike rofl...that will show them
Hilariously, first it was, you won’t strike then, it’s only the weekend, we don’t care. Watch how quickly good faith bargaining happens now, sycophants. Watch and learn grasshopper’s, how 9 state unity is a means to an end, whether it’s one day, the weekend or a month. Easy to break one stick vs. a bundle of sticks, age old advice. Not a bad thing to have good faith bargaining, result is a contract that has work rules, benefits, wage increases, etc.. that can’t be changed at a whim
What leverage does management have below the c-suite? Yet you are carrying the water for them. Relocate to your destination, y’sir! Now, relocate again, y’sir! RTO, y’sir! We are increasing your scope of work, y’sir! We are eliminating retiree healthcare, y’sir! We are reducing employee discounts, y’sir! We are changing PTO y’sir! We are selling your pension to an insurance company, y’sir! We are changing the severance policy, y’sir! We are changing time off payroll to two weeks, y’sir! We are rebadging you, y’sir! We are offshoring your position and you need to train your replacement, y’sir! Etc.. Get the picture now, waterboys/girls!
"they'll perform better.."
LMAO! That's precious!!
Tech work through their lunch, get off at 3 on Friday and don’t miss a minute of work . Doesn’t sound like a strike to me.
Hopefully
You will stand strong until next Friday, after Dist 9 vote on TA.
Then maybe Dist 9 will standup with you, and walk out.
Nice long Holiday weekend
See ya at the beach
“ the heart of the company”??? Lol
We’re all replaceable. Every last one. To believe otherwise is complete folly. Prepare yourselves for what comes after T.
Gotta love these re--rds here trying to do these wild mental gymnastics to justify their hate for techs.
Bro I'm in IHX, but I see these techs go through it. They deserve so much better. How are ya'll gonna treat the heart of the company like sh-t? They're out there in this dog sh-t heat melting and having to deal with crazy customers, while those of you who talk sh-t are chilling in a store or office somewhere.
Why tf would you wanna see the company win and not the workers? If nothing else, they're happier, they'll perform better and likely make your job better too.
Walk out at 3pm on a Friday right before the weekend when a vast majority of employees are off anyway? Limit the impact on member pocketbooks? Who is running your sh-tshow? You really know how to stick it to the man. The company is playing chess while your union leadership is playing checkers. I would be very mad if I were you. Couldn’t you have walked out… I don’t know… on a Monday? Nobody cares about this. Your work will be waiting for you when you get back. I’ll enjoy my pizza party while I watch Tik Tok videos and play Bejeweled for 12 hours a day.
Strike on a weekend? That's hilarious! Boat goes in the water at 8am tomorrow. You Red Shirts stay hydrated and we'll see you in the office on Monday.
The timing is no coincidence. The DNC convention starts on Monday and after the union mafia boss shook things up at the RNC, Kamala needs some new topics to laugh about.
Anyone who thinks this “strike” wasn’t planned and negotiated with the company ahead of time is delusional. Enjoy a few days on the picket line while the company saves money on wages and come back before too much damage is done. This has happened many times before. It’s laughable how people on this board going on strike think that all of a sudden the company cares about you, customer service, or public perception. They don’t. This is all a strategic money play.
Oh and by the way, we will see you all back in the office on Wednesday. Stay hydrated.
All mid/lower management can thank the C-suite and John Stankey for not bargaining in good faith and causing a ULP strike. I feel that may go much longer this time because they live in an encapsulated bubble but reality is about to kick them in the butt if, they don’t start negotiating seriously.
I’m actually excited about having some extra time off, won’t hurt my feelings.
Give ‘em he-l.
But I hope they don’t deploy me, because I know it’s all bullsh-t and the training they gave me is nowhere near sufficient to be able to do your jobs.
Management here. Fight for what you want AND DESERVE and you give em h*ll! It’s time for Stinky and the clan to be held accountable!!! If we don’t “perform” at our jobs, we’re warned and let go?! Why do they get an exception? I’m sick of hearing the SHEIT they pull and implement to “improve culture.”
I'm a "manager" give em he-l CWA!! Give those Dallas a--holes some grief.
The company doesn’t give a crp about its employees whether you are union or management. BellSouth treated everyone like family. That is gone forever. Fight for what you can get.
Managers ain't going to be doing squat. We are on the Union's side. Dallas sociopaths can enjoy the bad press. Never been a better time for the Union to approach 1st levels with no direct reports to join up.