Bargaining 2009

October 28, 2008

AT&T/Midwest Bargaining Resolution

October 9, 2008

As CWA prepares to enter negotiations with AT&T/Midwest Region over the contract that expires on April 4, 2009 we must make sure AT&T addresses our members’ key issues. Will AT&T work with CWA as it develops strategies to meet a changing competitive and technological environment or will it take the low road of layoffs and outsourcing?

The communications industry has grown rapidly over the last decade and continues to grow in many areas. The wireless, broadband and video segments of the industry continue to expand significantly.

AT&T is the most successful company in the industry in large part because it has chosen a strategy which depends upon those products and technologies which can best be brought together in bundled offerings, and not incidentally, relying on union members to carry out the plan. A quality workforce needs quality benefits, pension, wages and employment security.

A critical issue in this coming round of bargaining will be to address Regular Limited Term Employee issues which include regular full time employment, elimination of difficult working conditions and commission based pay plans. We need to improve our employment security language and work to move all employees into the main body of the CORE Agreement. We need to protect employment by expanding opportunities to work in those areas which continue to grow and new business ventures that AT&T may enter. We also need to protect the benefits, pensions and wages that we have achieved over many years.

Benefits and Pension Improvements

Member bargaining surveys reflect continued frustration when attempting to utilize the benefits that the union has negotiated in good faith. This can best be addressed by clear contract language that protects our right to utilize the benefits that we have negotiated. Our intent is that benefits once bargained will be available without question to our members.

In addition, increased health care costs have led many employers to shift cost increases onto their employees. A company the size of AT&T can leverage its size to obtain the best health care arrangements available, balancing benefits and access with cost. The financial benefits of such arrangements should be shared with our members by continued quality benefits without premium sharing.

We also need to improve the quality of benefit delivery through union oversight and authority over health plans, building on the mechanisms that are already in place including arbitration.

Pensions are a critical concern in this round of bargaining as many of our members are nearing the age of retirement eligibility. We need significant pension improvements to insure that all of our members regardless of their job title can retire with dignity. The lump sum pension option is selected by the vast majority of our members when they retire. Therefore, we must continue to assure that our members can choose this option. We must be sure the savings plans offered to our members incorporate effective options and protections which will ensure that savings are there when members retire. We must continue to guarantee retirees will have the health benefits they have earned without additional cost.

Employment Security Means Access to the Jobs of the Future

Access to high quality job opportunities in the new communications industry including broadband, wireless and video is the key to maintaining our members’ employment. This is critical to maintain our power to negotiate wages, benefits and pensions in the future.

We must also eliminate obstacles that exist when exercising our rights under the hometown jobs provisions in the contract. We need access to the jobs of the future and improved voluntary transfer rights to all entities within AT&T. The “Jobs” program must be strengthened to assure it provides opportunities to every employee.

To insure employment security we must eliminate subcontracting and temporary hires as replacements for regular full time employment opportunities.

Improved Standard of Living

AT&T is the largest and most profitable company in the communications industry. In 2007 AT&T recorded profits of 11.95 billion on revenues of 119 billion. For the twelve months ending June 30, 2008 profits of 13.43 billion on revenues of 122 billion.

As the dominant force in the industry AT&T is unsurpassed in market value and revenue. AT&T’s profitability and standing in the industry is a result of our hard work and productivity. We deserve our fair share in the form of a significant base wage increase for all CWA members commensurate with company profits and executive compensation.

Justice on the Job

AT&T/Midwest has received approval in all five states to offer video services to the region’s customers. This provides additional regular full time job opportunities and allows the company to effectively compete with the cable industry. The critical link between AT&T’s bundling strategy and its successful execution is the workforce of CWA members.

The elimination of mandatory overtime is critical to reduce stress on our members. Elimination of such overtime would also create additional job opportunities.

The misuse of performance management in all departments is a serious problem. Mandatory overtime, inflexible schedules, pressure to sell, monitoring, GPS, harsh attendance and adherence policies continue to plague our members. When attempting to resolve on the job problems through the grievance procedure we are frustrated by delays and managers lacking the authority to resolve problems or settle grievances.

RESOLUTION

WHEREAS:

The company’s future success is tied to their effort to retain current customers and attract new customers in the communication, wireless, broadband and video service markets. The ability to attain that success is predicated on the dependable, high quality service provided by regular full time and well trained CWA members.

THEREFORE:

As AT&T/Midwest grows and changes job opportunities will increase. Our members must have access to those jobs which must be union jobs with good wages, benefits and working conditions.

Management shall not hire contractors or temporary workers to perform our work, nor shall they move bargaining unit work from place to place, nor shall they assign our work to non-bargained for employees, nor shall they outsource any bargaining unit work.

All benefits for active and retired members must be improved including health care and disability benefits. We reject “premium-sharing” as an option. There can be no difference between the benefits that we negotiate and the benefits that we receive.

Our current pension plan must be increased and extended to all members to assure a secure retirement. The lump sum option must be continued.

AT&T profits from our labor and we must receive our fair share of those profits.

THEREFORE, BE IT RESOLVED: We pledge to each other to mobilize our members to do whatever is necessary to support our Bargaining Committee and achieve our goals.

Posted on October 28, 2008 11:38 AM

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