404 688-1256
May 9, 2023 Please take a look at the list below of things that have gotten members terminated this year.
1. Falsifying obituaries. The company will at times call the funeral home to verify.
2. Workplace Violence. Physical and verbal altercations and threats of violence, in the workplace can lead to termination.
3. Attendance: Patterns of taking off the same time every year, birthdays, holidays, hunting season, Bike Week, calling out 7 days then reporting to work on the 8th then calling out again. Calling in Sick then posting photos on social media while at Disney, Miami, Cruise, etc.
Techs, please make sure you are taking necessary precautions while working. Be on the lookout for snakes, wasp, yellow jackets, and be sure to stay hydrated. Make sure you are in rout and that you are following your workday expectations. As we near the summer load, the company must notify the union before forcing overtime on our core techs. Please feel free to call the Local should you suspect this is not the case. Please be aware of your surroundings as we have had a number of our techs robbed while at work over the past few years.
Wire techs can be scheduled 6 days a week however the contract allows for a guaranteed weekend off each month.
June, July, and August will be virtual Union Meetings. Links will be sent out next month for those of you that registered in the past.
Members can receive $25 for each non-member you get to join the Union. Please contact your steward or the Local for more information.
The Community Services Committee is planning our annual Golf Tournament benefitting the Elizabeth Glaser Pediatric AIDs Foundation. All members are invited to play and or sponsor a hole. Our Job stewards will be out soliciting for players and donations for the Tournament.
March 16, 2023 BST/AT&T Southeast announced a 1st Qtr Surplus affecting 10 Office Assistants in Local 3204. Please take time to review Article 7 of the Contract as it breaks down the entire surplus process. If you’re a more senior Office Assistant that more than likley will not be affected by this surplus (working in Georgia), and concidering retiring in 2023, now would be the best time to consult with a financial advisor and, consider putting in for SIPP. I’ve provided languge below from article 7. SIPP request for 2nd Qtr 2023 must be submitted before midnight March 31, 2022. SIPP request can be put in through Hr One Stop. Local 3204 Members should contact me ASAP should you have question regarding the surpluss process or SIPP. 404 688-1256/ebarlow@cwa3204.org
SIPP as described in 8.03, is granted in seniority order to employees performing essentially the same type work, in the organizational unit, first in the exchange, then in any exchange within 35 miles of the surplus exchange.
THEN
• SIPP is granted in seniority order to employees in title, in the organizational unit, first in the exchange, then in any exchange within 35 miles of the surplus exchange. SIPP in title will not be offered if the employee is not qualified or for whom extensive training in excess of 14 weeks would be required.
THEN
• SIPP is granted in seniority order to employees in title, in any organizational unit, first in the exchange, then in any exchange within 35 miles. SIPP in title will not be offered if the employee is not qualified or for whom extensive training in excess of 14 weeks would be required.
• Employees opting to take SIPP must have at least 1 year of seniority, are not entitled to enter the PARTNERSHIP Job Bank, and do not have recall rights.
Use this link and log in from the company intranet for more information Commonly Asked SIPP/ESIPP Questions To apply click the link, click force adjustments, then click manage SIPP.
October 18, 2022 As discussed during last weeks Virtual Union Meeting. Please make sure the company followed Article 5.07A of the BST contract. If you have not been provided with the 2023 vacation allotment, you should notify your job steward or call our office to file a grievance.
5.07A
Not later than October 15th of the preceding year, the Company shall post a statement showing the available periods within which these days may be taken for the following year.
June 30, 2022 BST Uniform Program Balances
Please see the Labor notice below regarding an error which resulted in incorrect BST Uniform Program balances for some employees. The Company has committed to having these corrected by July 2. If members are aware of discrepancies after that date, they should notify their manager who should contact the appropriate Business Unit Single Point of Contact listed below to resolve the issue.
Regarding the question of the balances being incorrect for some employees, We had a spreadsheet error where backorders were being incorrectly adjusted, causing the employee overall balance to be incorrect.
We are targeting the end of this week for corrections to be made
BST Uniform Program Single Point of Contact (SPOC) for each Business Unit.
Consumer Field Ops (CFO) - Lori Manowski Construction & Engineering (C&E) - Yanely Hernandez
Business Field Services (BFS) - Deneene Roberson Utility Operations - Suzanne Manning
Core Network & Infrastructure Operations (CNIO) - Tonga Gordon
March 9, 2022 Effective February 7, 2022, the U.S. Department of Transportation instituted new federal regulations concerning Commercial Driver’s Licenses (CDLs) which establish a national baseline for training requirements for entry level drivers. Previously, AT&T Southeast has either utilized certified management employees or contracted trainers to teach these types of classes to employees who are required to get a CDL for their position with the company. The District 3 Office has requested that the Company provide the Union with their plan of action under these new regulations, detailing: who will be conducting the training, where the training will take place, length of the training course, etc. The Company has not yet responded to our request for information. AT&T Southeast Labor Relations has stated that this because this is a national issue, it is taking additional time to coordinate across all the different regions of the Company. We have been advised that the Company’s leadership is continuing to develop their plans. Below, I have listed a link to the page describing these new regulations on the U.S. Department of Transportation's website. https://www.fmcsa.dot.gov/registration/commercial-drivers-license/entry-level-driver-training-eldt We will continue pressing the Company for answers to our questions. In the meantime, AT&T Southeast Labor Relations has committed to ensuring that our members are not pressed by management to pursue obtaining a CDL. As soon as additional information concerning this issue becomes available, I will update you.
March 1, 2022 Greeting CWA members, as we move passed the Covid-19 policy there’s still many issues facing our members each day in the work place. Some of which we are aware of and others that our members have not brought to our attention. If you have concerns that you would like CWA to look into, please speak with a Local Job Steward or call our office (404 688-1256 ext 3332).
By now you should have been covered on your 2021 annual appraisal. Please do not take this appraisal lightly as it could cause you to get overlooked for a transfer and or promotion. If you received a below satisfactory ratting on your appraisal, you have the right to file a grievance.
Many of our members have raised concerns regarding issues with uniforms. There’s an arbitration scheduled this month regarding the uniforms. In the mean time, please be sure to contact our office so we can assist you on an individual basis to address any issues you have regarding uniforms.
If you are called into a meeting (in person/virtual) that you know or feel may lead to discipline, please request a Job Steward and call our office immediately. Lots of members continue to go into meetings without union representation and this often times make things worse. Even if the meeting has started you have the right to stop and ask for a Job Steward.
Please make plans to attend the next virtual Union meeting scheduled March 9, 2022 at 7:00. Your voice is important and therefore we would like to hear from you.
February 5, 2022
The new Covid Vaccine Policy went into effect February 1st and 72 AT&T employees were suspended including 39 from Local 3204. Please be advised that those suspension will remain in file for 36 months for BST employees regardless of future compliance with the policy. I strongly advise you to file a grievance if you were disciplined for violating the policy and or any other disciplines you have received recently. Disciplinary entries can and will prevent you from getting other jobs and transfers. Entries cannot be removed prior to the contractual time limits unless documented with grievance settlements.
Our Job Stewards are trained and ready to meet with management to handle grievances and issues in the workplace. If you have questions or concerns, please do not hesitate to contact CWA.
Managers will soon begin covering employees with the 2021 performance appraisals. Below satisfactory ratting and attendance can prevent you from transfers and job bids. You have the right to file grievances for below satisfactory appraisals and any disciplinary entries you have received.
Lots of jobs are being posted daily so be sure to visit Hr OneStop if you are interested in transferring or bidding on other jobs.
Members present during the December Union meeting voted to continue virtual Union meeting for the first quarter of 2022. Please scan the QR code to visit our website and to register for the virtual Union Meetings. Lots of information will be distributed during our Virtual Union meetings so be sure set reminders and register in advance.
I look forward to seeing you soon.
December 21, 2021
OSHA vaccine deadline upheld in federal court
Please see the attached notification that we received from AT&T Labor Relations. This information will be distributed to AT&T employees later today. To say the least, this situation has been very confusing. Therefore, please take note that this notification applies to the OSHA standard for all employers with more than one-hundred (100) employees. Distribution of this information does not constitute an agreement or acceptance on behalf of the Union.
To: All unattested union-represented employees and level 1 and level 2 frontline managers, with a copy to their supervisors
As we continue to see, the COVID situation remains fluid, and updates continue to come in on a near-daily basis – some that are encouraging and others that are worrisome. We’ll continue to adjust and adapt how we live and work in this ever-changing environment, because as we know by now, COVID is not going away anytime soon. We appreciate everything you're doing to continue to serve your customers and each other – and for how you continue to help us navigate this pandemic.
With that, you may have heard last month that the Occupational Safety and Health Administration (OSHA) announced a new standard and deadline for the COVID-19 vaccine – and that the standard had been temporarily paused by a federal court.
However, on Friday, Dec. 17, the court lifted that pause, meaning the OSHA deadline is now enforceable across the U.S., superseding all state and local laws.
We understand that this process has been confusing and that national and state laws have been changing regularly. However, today’s news is clear. All employers with over 100 employees (including AT&T) must enforce a vaccine deadline for U.S.-based employees.
That means that all employees who come into a work location, temporarily work from home or attend a company event – regardless of state laws – must be fully vaccinated* or have an approved job accommodation by Feb. 1, 2022.
As we begin to approach our Feb. 1, 2022, vaccination deadline, we want to remind you that, in order to be fully vaccinated by that date, you must receive your vaccine doses no later than:
• Dec. 21: For first dose of Moderna
• Dec 28: For first dose of Pfizer
• Jan. 18: For second dose of Pfizer or Moderna
• Jan. 18: For single dose of Johnson & Johnson
While the federal government’s vaccine requirements continue to be the subject of court proceedings - and states continue to consider legislation relating to vaccinations - we will continue to enforce our policies wherever it is lawful.
Remember, you are required to get the vaccine unless you get an approved job accommodation. You must also attest to your vaccinated status and upload an image of your vaccine card. You won’t be considered fully compliant with our policy until you upload an image of your vaccine card.
For questions, visit our COVID-19 portal on HR OneStop, review our revised FAQ, or reach out to the HR COVID-19 Task Force Team.
September 29, 2021 CWA/AT&T – Wireline COVID Vaccination Bargaining Update #9 – Final Report
Brothers & Sisters,
On August 26, 2021, AT&T informed the Communications Workers of America (CWA) that it intended to implement a COVID-19 Vaccination Policy requiring all Wireline employees represented by CWA in Districts 3, 4, 6, 9 & CWA T&T, be vaccinated against COVID-19 as a condition of employment. Utilizing the Union’s legal authority, in an effort to prevent the Company’s proposed mandate, and to provide additional protections for our members, CWA demanded that AT&T bargain over their decision to implement the policy.
CWA’s National Bargaining Committee entered into negotiations with AT&T. Throughout the course of these discussions, the Union held firmly to our position against vaccinations being a mandatory requirement as a condition of employment. AT&T was just as adamant that the Company would not agree to any proposal that did not include a mandate. As a result, the parties were unable to come to terms on an agreement and reached an impasse in “Decisional Bargaining”.
CWA then utilized the full extent of authority under federal labor law governing the bargaining process and impasse, by immediately demanding that the Company enter into “Effects Bargaining” with the Union. Our National Bargaining Committee commenced negotiations with the Company over the terms of their proposed policy, its implementation, and its effects in the workplace. During the course of these negotiations both parties have affirmed their unwillingness to move off their respective positions relative to the issue of mandatory vaccinations as a condition of employment.
As it stands today, the Company has presented the Union a “last, best, and final offer”, which incorporated certain modifications to their proposed policy, based on CWA’s bargaining demands. The deadline for the Company's vaccination requirement has now been pushed back from January 1, 2022, to February 1, 2022. The Company will provide employees who are not vaccinated by February 1, 2022, with a 60-day unpaid reconsideration period. Any employee who is discharged by the Company for violating their policy will be marked as rehireable. Additionally, the Company's policy will provide a process for employees to request an exemption from the vaccination requirement for both religious and/or medical reasons. However, because AT&T’s last, best, and final offer still included mandatory vaccinations as a condition of employment, the CWA Bargaining Committee rejected their proposal. As a result, the parties have now reached a second impasse.
Under federal labor law, a Union and a company are required to bargain until they reach agreement or until they reach an impasse. If an impasse is reached, a Company is, by law, entitled to implement its final proposal as long as it is bargained with the Union. To summarize these negotiations, because CWA would not agree to the Company’s insistence on a COVID-19 vaccine mandate, the parties inevitably reached an impasse and the company intends to invoke their legal right under federal labor law, to implement their COVID-19 Vaccination Policy.
September 22, 2021 CWA/AT&T - Wireline COVID Vaccination Bargaining Update #8
As previously reported, the CWA bargaining committee has passed numerous proposals and counter proposals across the bargaining table relative to AT&T's plans to implement a rigid COVID-19 Vaccination Policy. The ball remains in the company's court as the Union committee continues to await AT&T's response to our most recent bargaining demands. At this time, there is nothing new to report.
The CWA bargaining committee will remain on standby awaiting a response from the Company. We will distribute additional updates once there is new information to report.
September 15, 2021 CWA/AT&T - Wireline COVID Vaccination Bargaining Update #4
Brothers & Sisters,
The CWA bargaining committee met with AT&T. The parties discussed the Union’s counter proposal to the Company’s proposed policy. The Union counter, which included incentives and an alternative to mandatory vaccination, was ultimately rejected by the Company. The CWA bargaining committee made it clear that our intent is to continue bargaining with the Company to reach an agreement that supports and encourages our members to be vaccinated on a voluntary basis, while providing an alternative testing option that our bargaining unit members can utilize.
In response to the Union’s position, the Company expressed that any future Union proposals that include anything other than a mandate will likely receive the same response as our previous proposal. Based upon the Company’s statements and our discussions at the table, it is clear to the bargaining committee that the Company will not agree to any proposal that does not include a mandate. Given CWA's position against mandates, and the Company's position that it will not agree to any proposal that does not include a mandate, we are effectively at an impasse in the negotiations. Under federal labor law governing the effect of impasse, the Company intends to implement its policy. The committee will continue negotiations with the Company over the terms of the policy, its implementation and its effects in the workplace. We will be making proposals about implementation and its effects in the workplace. We will be making proposals about implementation and effects of the policy.
September 13, 2021 CWA/AT&T - Wireline COVID Vaccination Bargaining Update #3 9-13-21
Today, the CWA bargaining committee met with AT&T and rejected the company's proposed mandatory vaccination policy for Union represented employees. Our committee further emphasized that CWA supports voluntary vaccination programs and opposes mandatory vaccination as a condition of employment. Our committee then introduced a counter proposal which provides incentives to employees who volunteer to be vaccinated, as well as those who have already been vaccinated. The Union's counter proposal also includes a testing option for employees who choose not to be vaccinated.
After going through the counter proposal and answering the company's questions, the company stated they would give it further review and consideration. The parties agreed to reconvene negotiations tomorrow morning. Additional updates will be distributed as they become available.
September 9, 2021 CWA/AT&T - Wireline COVID Vaccination Bargaining Update #1
Our national CWA bargaining committee met with the company's bargaining team to start the bargaining process. The company presented a proposal that would require employees to be vaccinated. The Union responded to the company's proposal by submitting a detailed request for information (RFI). The RFI seeks detailed information about the company's vaccine mandate proposal, the reasons for the proposal, and how the company proposes to administer a mandate. We now await the company's response.
August 12, 2021
CWA District 3 response to AT&T Covid-19 mandatory vaccination.
CWA has been made aware that AT&T is considering mandating that employees receive the COVID vaccination before entering an AT&T workplace, and has suggested that it plans "to begin discussions" with CWA about such a mandate. Let me be perfectly clear: while CWA encourages all members to educate themselves about the COVID vaccines, and encourages all members to get vaccinated (if their health or religious beliefs allow), CWA is opposed to any vaccine mandates. Below, I have pasted a link to the CWA Executive Board's statement on the COVID vaccines, which emphasizes CWA's opposition to vaccine mandates. https://cwa-union.org/cwa-executive-board-covid-19-vaccine-position-statement As for AT&T "plans" and "discussions" with CWA, the only discussions CWA is interested in having with AT&T about mandatory COVID vaccines is across the bargaining table. "Mandatory" vaccines are a "mandatory" subject of collective bargaining. We will demand bargaining over any plans AT&T has to mandate vaccines, and take legal action to enforce that demand. Whatever AT&T's plans might be, remember that CWA (and not AT&T) is the only source of accurate information about CWA's position, about CWA's actions, and about the steps that CWA is taking to represent our members.
June 15, 2021 Click Here for BST 3rd QTR Surplus Declaration or use the files tab.
April 5, 2021 The company has begun hiring in many of our departments. I encourage all members to apply if you are looking to transfer to other locations or other positions. Each month on the 15 the company/BST is required to post a list showing all selections made for the previous month. A copy of this list (Selection Activity Report) can be viewed under the files tab. Use this list to determined if you were in fact overlooked for a job and call the local to file a grievance.
The current agreement which allows members to work from home is due to expire June 30, 2021. A copy of this agreement can be found under the files tab. It’s my hope that we will extend this agreement with the company prior to its expiration.
December 15, 2020 12:30pm click here or on the Files Tab for the 1Qtr BST 2021 Surplus Declaration. Unfortunately AT&T has decided to continue to lay off CWA members in the mist of the Corona Virus Pandemic. A total of 8 MSC’s are effected by this surplus from Local 3204 out of a total of 154 employees in the Southeast. Some time in January or February, the company will have a meeting with MSC’s for which they are not able to place into vacancies, or Upfront SIPP Takers jobs. This meeting will also include employees that can possibly be bumped. This is the meeting where employees will received options if available to bump, select from available vacancies for which they qualify, or relieve SIPP Ready takers. During this meeting CWA will be on the call to answer contractual questions and make sure your are provided with all contractual options. Look for the notice to be sent out late January or February with the meeting taking place inf February to early March. Members should also read Article 7 for step by step contractual process outline of the surplus process.
November 24, 2020 The next Union Meeting is scheduled for December 10, 2020 at 7:00pm Via Zoom. Click Here to register.
November 6, 2020 Annual enrollment ends soon. Please be sure to review your benefits so that you do not incure any additional fees. The next Union meeting is scheduled for November 10, 2020 6:30pm at the Local. Please make plans to attend. CWA 3204 Election results will be provided at the Union Meeting.
October 27, 2020 It’s now time for Open Enrollment. Please be sure to log in HR OneStop and complete your enrollment. Pay close attention to the smoker and working spouse options. These options are preselected and could cost you an additional $200 a month.
Per Article 5.07 of the BST Contract. Everyone should be able to view the 2021 Vacation Availability. If you have not been provided the 2021 vacation availability please notify your manager then call the Local. Selections should begin on November 1, 2020. If you will not be available during the selection period, please notify your manager via email of your picks and provide a good contact number.
There are Job Openings in the FT, FST, OPT (BST), and CSR1 title for Mobility.
September 25, 2020 Notice below emailed to all members today from our Elections Committee. Please check your email and call the local if you did not receive the email.
Nomination of Officers and Vice Presidents for CWA Local 3204 Executive Board
Nominations for the office of President, Executive Vice-President, Secretary-Treasurer and Entity Vice Presidents of Local 3204 shall be conducted at the membership meeting of CWA Local 3204 on:
Date: October 13, 2020 Time: 6:30pm
Place: 279 Logan Street SE. Atlanta, GA 30312
The election committee will open nominations from the floor. Any member in good standing may nominate, provided the nominee is a member in good standing and agrees to be a nominee.
The nominations of a person for the office of President (and other offices) shall also constitute the nominations of the same person as a delegate to CWA conventions held during the term of office for which the election is being conducted.
Tesia King, Chair, Elections Committee
September 16, 2020 AT&T announced the 4th quarter surplus on yesterday which included 12 employees from Local 3204. At a later date the company will cover the affected employees with their options. During this meeting myself and Yolanda Pearson will be present. The surplus process is outlined in Article 7 of the contract.
September 15, 2020 during the last Union Meeting the questions was asked how many techs too the buyout. 424 people received the offer District wide.
July 16, 2020 8am Per the BST Serverance MOA. Certain Wire Techs will be offered an opportunity to express an interest in leaving the payroll voluntarily with a payment equivalent to what the employee would be eligible for had they been involuntarily laid off per the provisions of Section 6.04 of the Network Addendum for U-Verse Field Operations, plus an additional $5,000 (net of applicable withholding taxes). I received the list and there are NO garages within Local 3204 jurisdiction that will be affected by this offer. The list includes Bainbridge, Brunswick, Columbus, Valdosta, and Waycross Georgia.
July 13, 2020 2:12pm Labor just advised that an email will be going out this evening to everyone who put in for the buyout that wasn't selected. The individuals who will be reassigned should begin to be notified this week and that it will be up to the losing/receiving departments to determine the impacted individuals report date. There will not be a blanket report date so it will vary.
June 27, 2020 4:58pm Presumptive Positive Covid-19 test at 3380 Buford Dr AT&T retail store. Employee last worked on Tuesday and received positive test results today. Reaching out to the company to see what procedures they have in place for other employees and the public.
4:40pm Presumptive Positive Covid-19 test at 3891 N Peachtree garage. Employee was last at work Wednesday and received postive test results today. The company has been notified however movement appears to be very slow. Please do what you can to be safe. Stay out the buildings if at all possible.
June 26, 2019 An employee was sent home June 24 on quarantine due to feeling ill and coming in contact with someone who tested positive for Covid-19. The employee works at 754 Peachtree on the 2 floor. The company has quarantined the employees work area and will do an extensive level 3 cleaning to that area. Please wear your mask, continue to practice social distancing, and wash your hands on a regular basis. Management has insured us that they are following CDC guidelines and will do everything possible for the safety of all employees. Management also advised they are considering giving employees an opportunity to work from home should they find a workable solution for that department.
June 22, 2020 Presumptive positive Covid 19 test at 754 Peachtree. The employee (Customer Service Rep 1) last day at work was June 22. The employee was sent home within an hour of arriving at work and tested the same day. Results came back presumptive positive the next day. Another employee who had come in close contact was sent home to self quarantine. The area the employee sit was deep cleaned. The employee advised the company that they begin feeling ill on the June 22. After speaking with management, we feel certain that the company have and will take proper steps to keep employees safe.
June 15, 2020 click here for the SE Voluntary List or go to the files tab. The Company has advised District 3 there will be no 3rd quarter 2020 surplus declared in AT&T Southeast.
June 12, 2020 Today, we have received numerous questions about the notification of locations where the Voluntary Severance Premium will be offered. As of this afternoon, the company has advised me that they are still working on the final locations/numbers and will notify the District Monday morning. I also received an example of where management was telling techs that they would be receiving the offer on Monday. It appears that some managers who were involved in submitting recommendations for possible surplus titles and locations in their area decided to tell technicians in some of those areas that they would be receiving an offer on Monday. Labor advised me that management has not been notified of the final locations and numbers and will not be until Monday morning. Monday 6/15: 7 am Eastern – Labor will send District 3 a document outlining the titles and exchanges where employees will be canvassed 8 am Eastern – The SE Voluntary Acceptance Form will be emailed to employees and their supervisors Following 8 am Eastern – Supervisors will ensure each tech is aware of the offer in their email (will be done via calls, texts.) Monday 6/22: 5 pm Central – For those interested in the offer, the completed form should be returned via email to severance_ops@mailil.custhelp.com Tuesday 6/23: Matching and where needed testing process will begin Friday 7/17: Planned schedule for separations
June 8, 2020 BST Voluntary Severance Premium MOA
Due to extraordinary circumstances, the company will offer certain Communications Technicians, Digital Technicians, Facility Technicians, Services Technicians, Outside Plant Technicians, Systems Technicians, and certain Electronic Technicians performing work in a Central Office an opportunity to express an interest in leaving the payroll voluntarily with a payment equivalent to what the employee would be eligible for had they accepted Voluntary SIPP/ESIPP per the Payment Table (8.03A3a), plus an additional $50,000 (net of applicable withholding taxes). This severance premium is not a SIPP/ESIPP offer, and employees choosing to accept it are not entitled to SIPP/ESIPP or any associated benefits.
The Company will offer certain Wire Technicians an opportunity to express an interest in leaving the payroll voluntarily with a payment equivalent to what the employee would be eligible for had they been involuntarily laid off per the provisions of Section 6.04 of the Network Addendum for U-verse Field operations, plus an additional $5,000 (net of applicable withholding taxes).
The signing of this MOA will alleviate a massive surplus that was planned for outside technicians in the 3rd qtr.
The offer(s) will occur after July 1,2020 and off payroll dates will be no later than September 1,2020.
May 20, 2020 As you know, we have an arbitration hearing scheduled on 06/17/2020 to address the numerous problems with the AT&T Southeast Uniform Program for core employees. One of the many problems that will be addressed at this hearing is the company's complete failure to meet their obligation to provide our members with uniforms in a timely manner. In an effort to collect as much information as possible, we are asking that you fill out the form "which can be filled out electronically", and then return the completed forms to us. We plan to paint a clear picture to the arbitrator that the company has failed to provide our members with uniforms for a period of time that extends well beyond what is acceptable. Please return the completed forms to me via email or fax: ebarlow@cwa3204.org or 404 688-6236. Form can be found under the Files Tab.
April 15, 2020 Mid Year enrollment is underway. Please log in to HrOneStop to review your tobacco surcharge status. Effective June 1, 2020 employees who are tobacco users may be subject to a medical premium tobacco surcharge of $50 per month (up to $350 for the remainder of the year, $600 annually).
You can avoid the tobacco surcharge by enrolling in the mobile tobacco cessation program that AT&T offers with 2Morrow Health through Castlight. For more information on how you can download the 2Morrow Health app and complete the tobacco cessation program to remove the tobacco surcharge, see information below.
If you are a tobacco user: Download the 2Morrow Health app and complete the tobacco cessation program by:
Open the Castlight app. Text APP to 35925 to download the Castlight app or log in to your account if you have already registered.
Starting April 16, from the Castlight app, open the 2Morrow app from the Castlight home screen.
Create your user profile.
Complete the core lessons and meet additional program requirements as described in the 2Morrow app.
To eliminate the full surcharge for 2020, the tobacco cessation program must be completed by June 30, 2020. Refer to the Health and Wellness section of your medical plan SPD regarding the timeline to eliminate the tobacco surcharge.
March 25, 2020 12pm
Important Information - COVID-19 Time Off
We received the below correspondence from the company this morning. Please note that they are changing their guidelines to match the new CDC High Risk Age which was changed to 65. I expect as the CDC adds, alters or changes its High Risk List, so will AT&T. Members on leave for 60+ and they are under 65, their leave will end. If someone was on the 60+ leave, and their office was canvassed to work from home, now they will no longer meet the age for leave and they should be able to set up to work from home. I bring this up because we have received reports that a manager in a center was telling reps once on leave the rep can't work from home in the future. Temporary excused, paid leave will end on Friday, March 27 – and will be paid through this date – if the following apply: If your higher risk leave was based solely on age 60-64, AND You do not have other higher risk conditions OR You do not qualify for other temporary leave types You do not need to provide written clearance from a medical provider to return to work. Please contact your supervisor to coordinate returning to work either at the workplace or from home beginning on Saturday, March 28, or Monday, March 30, based on your work schedule. In returning to work, you’ll be expected to observe CDC guidelines including social distancing (stay 6 feet away from others), washing hands frequently and following all good health hygiene practices. If you have further concerns about your health and COVID-19 – and are not able to report to work at this time – you may elect to use your available PTO, sick time, or other leaves for which you may qualify, including higher risk status based on other CDC criteria. You may also reach out to Human Resources for help if needed.
March 22, 2020 11pm
Work from Home agreements have been reached with BST and Mobility for call center employees. It’s now up to the different departments to implement them.
March 20, 2020, 4:45pm
I have spoken with the alleged employee at 754 Peachtree from the 8th Floor. The employee advised that he nor his mother has tested positive. They have not even been tested. We will not spend any additional time chasing rabbits. Should we get advised of a positive test or situation which warrants some sort of notice to our members. We will post it on the website and Face Book Page.
March 19, 2020 10:10pm
Our Tech is home doing good and healing all in good spirits. He wants everyone to know that this virus is real and for everyone to protect themselves.
It’s my hope that EVERY employee at Ralph McGill is utilizing HR OneStop to be excused from work with pay.
For the safety of our Executive Board, Members and Job Stewards, the Local will be closed next week until further notice. I will be in and out the office so all calls to the office may not be answered. For representations please contact your shop stewards. Grievance should be faxed in during this time and we will contact you ASAP to confirm that we received it. Should you need any of the Executive Board members, our cell phone numbers are listed under the Executive Board tabs. Please only call if you have a serious situation. All other matters should be channeled through your steward.
We are devoting every available resource to make sure that employers are doing everything possible to protect and support CWA members during this pandemic.
March 19, 2020 12:15pm
I have been advised that one of our technicians working at Ralph McGill Blvd located in Atlanta GA. has tested positive for the Coronavirus. I urge every employees working at that location to visit HR OneStop to fill out the form to be excused from work immediately. Advised you manager that you have done so and leave work. Then contact your medical provider. Regardless of the Company’s position, safety should be your own personal responsibility.
I want to give you all an update as to where we stand with protections for our members who work inside. AT&T approached other CWA Districts with a program that would allow our members to work from home. Since we were not approached with the same program we have been working on one that we feel will address the concerns that our members are facing due to COVID-19 crisis.
March 11, 2020
Many Locals have reached out to the District 3 Office with questions regarding AT&T Southeast’s plans for addressing employee absences, quarantines, and other issues related to the Coronavirus. Below, I have listed some of the information that we have received the company concerning the impact or the potential impact to our membership. One important thing to note, is that our members in Utility Operations have no contractual limit to the amount of paid time off work due to being quarantined. Should you have any questions or concerns surrounding this issue, please feel free to contact me at the District 3 Office.
Quarantined due to the COIVD-19 exposure - No Personal Illness If a bargained employee is absent from his/her scheduled workday(s) due to a mandated quarantine associated with the Coronavirus, the following will apply:
• The employee will be allowed to use their remaining contractual paid illness time, which will be considered excused. • In the event the employee does not have contractual paid illness time either remaining or allotted to meet the mandatory order, they will be granted up to 10 days of paid illness time to accommodate the quarantine. • If more than 10 days of paid illness time are necessary, the employee may utilize other remaining contractual paid time off and/or excused unpaid time.
Quarantined due to the COIVD-19 exposure - With Personal Illness If a bargained employee is absent from his/her scheduled workdays due to testing positive for the Coronavirus and mandated to quarantine, the following will apply:
• The employee will be allowed to use their contractual paid illness time, which will be considered excused due to Coronavirus. • In the event the employee does not have contractual paid illness time either remaining or allotted to care for the sickness and accommodate the quarantine, they will be granted up to 10 days of paid illness. • Eligible employees may seek disability benefits under their contractual short-term disability plan. • In the event the employee is not eligible for disability benefits, they may utilize other remaining contractual paid time off and/or excused unpaid time.
March 2, 2020
AT&T Southeast/BST Uniform Grievance Update
As each of you already know, we have been dealing with a number of issues regarding the AT&T Southeast Uniform Program for quite some time now. An Executive Level Grievance was filed last year on this issue but unfortunately had to be put on hold during contract negotiations. Time after time, Labor Relations has made commitment after commitment to the District 3 Office that the issues brought to our attention by the membership will be addressed, and that the problems will be corrected. On numerous occasions we have been provided with a firm date and a promise that the issues our members are facing will be resolved on that date. Again, and again, this date would come and go, nothing would change, and our members still could not order a uniform, or if they could, it was on back order with an expected delivery date of six months down the road. Needless to say, our Members, our Local Leaders, and the District 3 Office have all had enough.
We are in the process of scheduling an arbitration over the issues with the AT&T Southeast Uniform Program, and have tentative dates scheduled for either 03/27/2020, 04/09/2020. Below, I have summarized many of the issues that we have been working on with regard to the uniform program, and where we are at currently with that particular issue:
The annual cap or maximum availability for jackets and outerwear were being combined. This has been corrected in accordance with the terms and conditions of the 2019 collective bargaining agreement.
The annual allowance for 2020 was not being added to the maximum annual carryover balance. This has been corrected in accordance with the terms and conditions of the 2019 collective bargaining agreement
Employees did not yet receive their 2020 allowance in a timely manner, which has historically always been applied on January 1st of each year. This has been corrected in accordance with the terms and conditions of the 2019 collective bargaining agreement.
The annual cap or maximum availability for coats/jackets is being combined with hoods and liners. The company claims that this issue will be corrected by Friday 03/06/2020.
Employees and/or Job Titles who were removed from the uniform program as a result of 2019 bargaining were not able to order uniforms and utilize their existing balance before the implementation date. This issue will be addressed in the upcoming arbitration.
Many employees have not been able to order uniforms for more than 18 months. This issue will be addressed in the upcoming arbitration.
January 28, 2020
Please make plans to attend the next Union Meeting on February 11th. Local 3204 will have the new voting machines at the Union Meeting and RMC Meeting for members to get familiar with prior to the March 24 elections. We will also do a voter registration drive at the Union Meeting. We look forward to seeing you there. New contracts and 1st qtr. Sipp Ready Taker list can be found under the files tab. The Company has opening in the WT positions for core, and Customer Service Reps in the Mobility contract.
October 4, 2019 The 4th Qtr. SIPP Ready Taker and Seniority Tie Breaker List are posted under the files tab.
If you're a tech and have or know of an issue(s) that affects techs. Please forward them to VP S. Moss or President Barlow to be discussed with AT&T Directors and VP's during the week of October 13.
The Annual Holiday Party is Scheduled for Saturday December 14. More info will be announced at a later time.
The Community Services and Women's Committees will have there next meeting on October 23 at the Local. Please contact EVP Yolanda Pearson at 404 614-3714 or cwabenefits@yahoo.com for more info if you would like to attend the meetings or volunteer. All members are able to join all committees and we could use some help.
As you know the BST and Utility Operations contracts was ratified on October 1. The new pay increase (3%) went into affect on the date of ratification per the tentative agreements.
2019 SSP Bonus
Stock closing Oct 1 2018 = $33.49
Stock closing Sep 30 2019= $37.84
Diff $4.35
150 x 4.35 = $652.50
Dividend.50 .51 .51 .51 = 2.03 x 150 = $304.50
Total = $957.00 minus taxes to be paid by the last pay date in November.
Employees eligible for payments as described above are those regular, temporary and term employees who are on the payroll on both the beginning and ending dates of the award year and who works for a minimum of three (3) months within the award year in a position covered by this Collective Bargaining Agreement. Eligible employees who are on approved leaves of absence, short-term disability absence or partial disability absence and meet the other eligibility requirements on the ending date of the award year shall receive a payment, provided they return to duty on or before December 31 of the year in which the payment is made. An eligible employee who transfers between AT&T Companies participating in the SSP will be eligible to receive a payout under the terms of the SSP applicable to the employee’s current bargaining unit at the time of a payout, so long as the combined service in both AT&T Companies satisfies the above eligibility provisions.
October 1, 2019, 2:45pm The ratification results are as follows: AT&T Southeast (BST) – Yes (65%) AT&T Southeast (Utilities) – Yes (59%) AT&T Southeast (Billing) – Yes (95%)
September 5, 2019 11:21pm The Results of the Ratification vote on the Tentative Agreement with DEX/YP (now Thryv). Today was the last day for the ballots to be in our office and we had our last Mail run at 12:15.
The TA Overwhelmley Passed. 36 percent of our members participated. Thanks
11:20pm The ratification date for the tentative agreements covering the BST, Utilities, and Billing bargaining units has been set as Tuesday, October 1st 2019.. The results will be announced by 5:00 P.M. Eastern.
12:39pm C&E has moved the off payroll date for the 3rd quarter surplus to November 23, 2019. The date was moved as a result of delaying the Master Ranking Sheet deadline for all surplus employees to August 23. The reason provided for continuing on with the C&E surplus was the capital budget was not increased. Surplussed C&E employees will receive another surplus coverage meeting which will require new bump lists. The Company will include 4th quarter SIPP ready takers as options for surplus employees.
Please see notification from Labor Relations below:
As a follow up to our conversation, the TFS leadership team will be notifying their employees today that the Q3 2019 surplus of Facilities Technicians and Services Technicians in TFS has been canceled. This only impacts those FT's and ST's in TFS, the remaining surplus will be moving forward with a new off payroll date of November 23, 2019 as we will need to redo all of the bump lists and hold new coverage calls beginning the first week of October. All options that have been already granted will be honored, everyone who is currently receiving SIPP will be honored and we are going to include the Q4 SIPP ready taker list as an option to the remaining surplus employees so we can match as many of them as possible. Hopefully this is received as great news for the impacted TFS folks;
August 30 2019, 12:50pm Wage calculations and detailed Tentative Agreements for BST and Utility Operations can be found under the files tab.
August 29, 2019 11:23pm
CWA District 3 – AT&T Southeast
2019 Tentative Agreement Highlights
August 29, 2019
Wages:
• 5 year agreement
• 3%, 3%, 2.25%, 2.25%, and 2.75% increase for all employees.
2019 increase effective on Ratification Date.
Benefits:
• Maintained a 29% cost-share on healthcare for the life of the agreement
• Added a Company vendor-sponsored Health Savings Account, with contributions through payroll deductions
• Added an additional step to the Bellsouth Savings & Security Plan (401k)
• 1% pension increase each year of the agreement
BST:
• Stopped Company proposals on:
o Eliminating Article 14
o Eliminating the panel process
o Capping illness days for employees with over 25 years of service
o Mandatory stand-by
o Eliminating pay protections for employees moved into the NA-UFO as a result of surplus
o Requiring employees moved into the NA-UFO as a result of surplus to perform their core job duties
o Increasing Wire Technician scope of work
o Eliminating termination pay
o Increase double-time threshold
o Reducing relocation pay
• Items agreed to:
o Improvements in Partnership options
o Improvements in Service Observing language
o Guarantee of additional jobs in Consumer
o Surplus by seniority for NA-UFO employees
o Pooling of ST/OPT/DT/FT for bumping in a surplus
o Expanded SIPP offers in a surplus
o Defined surplus process for dedicated Systems Technicians
o No receipts for meals for employees in the NA-UFO
o Improved guaranteed personal day off language for NA-UFO
o Renewed DTV MOA
o Added core Military Service language to the NA-UFO
o Increased layoff allowance for NA-UFO employees
o Language to address disciplinary entries for NA-UFO employees
Billing:
o Expanded SIPP to BST in a surplus
Utility Operations:
o Increased boot allowance
o Option for 30 minute lunch
o Adding carry-over of vacation
o Improved Short Term Disability
o Added Long Term Disability
August 29, 2019 11:19pm
CWA/AT&T Bargaining – Tentative Agreements
Brothers & Sisters,
I am pleased to announce that we have reached tentative agreements with AT&T Southeast, Utility Operations, & AT&T Billing. I would like to congratulate our bargaining team for their success at the bargaining table. As you know, this round of negotiations was very challenging and it took all of you standing together in unity, on picket lines across the District to force the company to actually bargain with us.
Tomorrow we will be sending out additional details on the tentative agreements. In summary, this agreement will provide us a five (5) year contract, a 13.25% wage increase, increased job security for Core employees, improvements to monitoring language for call center employees, seniority protections and other upgrades for Wire Technicians.
Once again, I would like to thank all of you for what you have sacrificed and for making it possible for us to reach an agreement. I have never been more proud of being a CWA member, than I have been over these last few days.
August 29, 2019 4:47pm
AT&T Southeast Bargaining Report #51
We have spent the last two days tediously combing through every single word, figure, and calculation that will ultimately be put together to make up an agreement. We understand that it is important to have this information distributed to our membership as soon as possible but more importantly, we must ensure that every single issue that has been discussed, is properly documented and that there is no confusion about the meaning or intent. Rest assured, we are moving forward.
Our bargaining team and District 3 leadership will be working late tonight. We apologize for the delay and want you to know that you are in good hands.
August 28, 2019 9:26pm
CWA/AT&T Bargaining Report #50
It has been a slow day today at the bargaining table. Throughout the bargaining process, many issues have been discussed. Yesterday we bargained through the night and concluded this morning around 4:00 A.M. After a few hours of sleep, our bargaining team has spent the day reviewing the various sections of the benefits package. We understand the importance of distributing the details as soon as possible but we need to ensure that all of the issues discussed are properly documented.
August 28, 2019 3:06pm Thanks to the dedication of CWA members across District 3, our bargaining team was able to make significant progress over the last few days. This was all made possible by the strength of each and every one of us joining together in solidarity.
Our bargaining team was able to come to terms with the company and have reached a handshake deal to settle negotiations. Tomorrow afternoon, we plan to return to the bargaining table and make an official tentative agreement. We will distribute the details as soon as possible.
Ultimately, this was all made possible by you. Considering the status of negotiations just a few days ago, there can be no doubt that the strength of our Union is not in Atlanta at the District 3 Office. Our strength is spread across nine states and is inside each and every one of you.
August 28, 2019 4:30am CWA has notified AT&T management that we are ending the unfair labor practice strike and have agreed to return to work. The strike is over, effective immediately. Bargaining unit employees at AT&T Southeast, Utility Operations, and AT&T Billing are expected to return to work at 1:00 P.M. ET/12:00 P.M CT today, Wednesday August 28. Even if in the middle of their tour, employees should return to work at 1:00 P.M. ET/12:00 P.M. CT today.
District 3 leadership and the bargaining team appreciate the spirit and solidarity shown by your protest against the company's unfair labor practices over the last 4 days. The company saw how seriously you and your members took the protest and that you would not stop until they bargained with us in good faith. Your actions will never be forgotten by us or by your brothers and sisters across the country.
August 25, 2019 7:14pm The Strike Schedules, Striker Certification Forms, Strike Captain List and Sign In Sheet can be found under the files tab. Every member needs to fill out a Striker Certification Form and return it to the Local via fax (404 688-6236), Strike Captain, or in person to the local. Members are able to picket locations that are outside of Local 3204 jurisdiction as long as you check in with the strike captain at that location. Please bring coolers, chairs, tents, so that you are able to take breaks as needed. Get with your Strike Captain for a list of things you can and can’t do. If you report to a location without a Strike Captain, we will need you to call and let us know, and be willing to assist. Water and ice will be delivered to locations or provided by the Strike Captains. You do not have to call your manager and report that you are Striking, they have been advised. Members are encourage to sign up for text blast by texting cwa3204 to 84483 and by joining the Local’s Facebook page for Local 3204 members only. If you didn’t see you co-workers on the picket line today please call and remind them to be there with us tomorrow. Great work today on the picket lines and keep up the good work!!!!
August 23, 2019 5:07pm CWA has filed charges with the National Labor Relations Board (NLRB), alleging that AT&T has committed three (3) different unfair labor practices.
1) Bargaining in bad faith with the Union - Failure to provide a bargaining representative who has the authority to make decisions, negotiate with the Union, or reach an agreement
2) Overturning an established past practice with regards to the bargain process and compensation for employees who serve on the bargaining team
In addition, separate unfair labor practice charges have been filed over AT&T's suspending employees, and threatening others with discipline, for participating in protected concerted activities by wearing CWA memorabilia. Three CWA Locals in Florida initiated an unfair labor practice strike over these unfair labor practices on August 22.
August 23, 2019 9:50am Beginning at midnight tonight CWA will be out on an ULP (Unfair Labor Practice) Strike. Today should be business as usual but beginning at Midnight we will show the company our strength in numbers. Many of you have been asking for it now the time has come. Please make plans to attend the Special Called Union Meeting tonight at 8:30pm. I can not put everything in writing so I ask that you be patient and make plans to be at the meeting tonight.
August 22, 2029 11:05pm Please make plans to attend a Special called Union Meeting Friday 8-23-19 at 8:30. Help spread the word.
August 17, 2019 10:20pm CWA District 3 has filed an Unfair Labor Practice charge against AT&T. Over the next few days I will start meeting with Strike Captains to make certain that we are ready for a work stoppage within Local 3204. If you are willing to serve as Strike Captain for your location please email me (ebarlow@cwa3204.org) your work location and cell phone number ASAP. All the building are covered. I’m missing a few garages.
August 15, 2019 5:45pm All BS (Business Stuff) aside, we gotta stay ready to await directions from our District Leadership and Bargaining Team. If you do not know who your strike captain is, take charge and volunteer to handle your garage. The buildings are covered and will be surrounded with Union Members. Although the company will not open all garages in the event of a strike, we need folks to volunteer from every garage to make sure they’re covered. Email me at ebarlow@cwa3204.org if you are willing to cover your garage. Send me your garage location and cell phone number. If a strike is called it will be called immediately. Email and text blast will be sent out to everyone. Phones calls with all Local presidents are taking place. I have advised the District 3 Office that the members of 3204 stay ready. SO WE DON’T HAVE TO GET READY!!!
August 10, 9:57pm The contracts, which cover over 22,000 members at AT&T Southeast, Utility Operations, & AT&T Southeast Billing have expired, with many critical issues including; job security, wages, healthcare, and others yet to be resolved. Our bargaining team has made significant progress on several issues that are important to our membership and we believe that reaching an overall tentative agreement is possible.
Considering the progress that our bargaining team has made over the last few weeks, we elected to extend the contracts for one week in hopes of reaching an agreement. That extension expires tonight at midnight and will not be renewed. Negotiations will continue with the current contract expired. Our members will continue to report to work, although we are keeping our option to strike open. Our members, by a 95% vote, have overwhelmingly authorized CWA to call a strike if a fair contract can’t be reached.
Our bargaining team has reached some tentative agreements on the following issues:
· Job Security – Improved Skill Groups for certain job titles
· Job Security – Priority placement - Article 7 over Article 10
· Job Security – Improved grouping - Essentially the Same Type of Work (ESTW) for employees in wage scale 20 and below
· Job Security – Improved surplus process for the CPE Organization
· Job Security – Improved SIPP & Optional ESIPP processes for all employees
· Job Security – Improved surplus grouping for technicians
· Job Security – Improved surplus grouping for Sales Associates & Sales Consultants
For now, we are going to keep our fight for fair contracts going while we stay on the job but we have not extended the contracts. For weeks, we have pressed AT&T Southeast to move off of their bargaining demands that will hurt workers, their families, and our communities. We are ready to bargain for a fair and just contract, but we need AT&T Southeast to be ready to do the same. Through two months of difficult negotiations, the combination of our mobilization activities across District 3 and our team’s efforts at the bargaining table, has moved the company closer to meeting our demands and settling the contracts.
Rest assured in knowing that our bargaining team will not stop fighting. Please join me in placing your trust in them. While our members will continue to report to work and our bargaining team continues to negotiate towards a fair and just contract, things will not be “Business as Usual”. Talk to your coworkers, ban together in unity, reach out to your local CWA leaders, and together we will send a strong message to AT&T that we are willing to do whatever it takes to get the contracts that we deserve.
August 10, 12pm The BST and Utility Operations contracts expire at midnight. To recieve up to date bargaining reports text cwa3204 to 84483. All job stewards serve as Strike Captains at various locations. If you would like to assist with your work location, please send an email to ebarlow@cwa3204.org and include your work location and contact information in the email.
August 3 10:15pm After nearly two months of bargaining, AT&T has failed to offer us the contract that our members deserve. In the midst of making record profits and raising dividends for stockholders, AT&T has once again come to the bargaining table asking their employees to make concessions. We have made it clear to AT&T that there will be no give backs in this round of negotiations.
Our bargaining team has made significant progress this week, reaching tentative agreements on several issues. Our District Vice-President, Richard Honeycutt in consultation with our bargaining team, has elected to extend the current contract for one week. We have important issues left on the bargaining table but due to the diligence of our bargaining team, we feel that it may be possible to reach an agreement this week.
This contract extension gives AT&T one week to get serious and put an offer on the table that will improve the standard of living for our members. This also gives our members one week to prepare for what may have to happen if AT&T chooses not to do so.
Over the next week, we will continue working under the terms and conditions of our expired collective bargaining agreement. All wages, benefits, and working conditions remain the same. Our bargaining team will continue to work aggressively towards reaching an agreement and we will update you with the latest developments at the bargaining table.
Please remember, CWA’s greatest strength is you! Make sure to let AT&T know that!
August 3, 2019 7pm As of August 3, 2019 9:30pm we DO NOT have a Tentative Agreement with AT&T. Please text CWA3204 to 84483 to receive bargaining updates from the Local. We are hosting a Contract Watch gathering at the local from 7-Midnight. Should our National President authorize a strike. We will send out email and text blast and also update the website and FaceBook Page.
June 26, 2019
I’ve had Members say
Why we don’t go out on strike?
I don’t know anyone that voted yes on accepting the previous contracts.
I’m willing and ready to strike.
Why don’t the local visit all work locations and conduct a strike vote?
Some of you have returned your strike ballots. But your co-workers haven’t. Trust me on this one. Those same folks that you think are ready and willing have not even returned a strike ballots. Have not signed up for Mobilization training. Could care less about attending a union meeting.
We gotta do better. I’m not pointing the finger as I accept full responsibility. What I’m asking is for your help. Bargaining kicked off Monday. We are on bargaining update # 6. It’s a known fact the AT&T is already looking to cut our pay and benefits. In addition they announced (6-14-19) the surplus of 911 employees across the Southeast. 150 in Georgia including 65 in our Local. This Surplus could potentially effect the lives of well over 1500 members. We must wake up. We can not sit back as if we are safe. We can not sit back as if we are not under attack from this company.
Every last one of us has been required to do more for less. We have done informational pickets while our members watch and take photos. Some sat and ate lunch rather than join with us as we protest job cuts.
We are just over a month away from the expiration of 2 contracts with AT&T.
What are you going to do???
Sign up for training by calling the local. Join a committee within the Local. Plan to attend the largest rally of the year on August 3, right here in Atlanta. Make sure your co-workers send their strike ballots back. Make sure your co-workers wearing blue on Monday, white on Wednesday’s, red or orange on Thursdays, black on Fridays, techs should have red shirts over their passenger seats, putting $20.19 worth of gas in there work vehicles, and walking in together at the scheduled start time. All members should be posting individual and group photos on this page to show solidarity and support for our bargaining team.
I’m not looking for any likes to this post. I’m hoping to motivate each of you to get involved to a degree that you have never done before. This is a plea for your help in helping yourselves.
20k people are affected by 2 expiring contracts, including 1400 from our Local. And I have received less than 100 ballots back. The district wants me to tell them whether Local 3204 is ready or not!!! It’s my hope that I’ll be able to tell them we are ready.
Participate!! Attend Meetings!! Return your ballots!! Talk to your co-workers!! Get involved!!
Closed mouths don’t get feed!!!
May 2, 2019
Dear Fellow CWA Local 3204 Members,
In accordance with Article IX of the CWA Local 3204 Bylaws and Article VIII of the CWA Constitution, nominations for 2 Alternates for the 2019 CWA National Convention will be held on Tuesday May 14, 2019 at the regular membership meeting held at 279 Logan St SE, Atlanta GA 30312 beginning at 6:30pm. Nominations will be taken shortly after the meeting is called to order. Voting will take place at the June Union meeting scheduled for June 4, 2019. The 2019 CWA Convention will be held in Las Vegas, NV. July 28-31, 2019.
Text CWA3204 to 84483 to receive alerts from CWA Local 3204.
Ed Barlow, President
April 4, 2019
This is a reminder that on Thursday 04/04/2019 at 7:05 PM Eastern | 6:05 PM Central, the District 3 Office will be hosting a Town Hall Conference Call with CWA members across District 3 to introduce the AT&T Southeast Bargaining Sub-Committee Members, provide an update on bargaining preparations & mobilization activity, and to take questions directly from CWA members. For those of you who were not able to pre-register for the call, you may utilize the following number to dial in: 1-877-874-0696
TOWN HALL AGENDA
7:00PM-7:05PM Eastern | 6:00PM-6:05PM Central - Auto Dialer
Mobilization Update - Marsha Vaughn (5 minutes) - 7:10 PM
BST Update - Billy O'Dell (3 minutes) - 7:13 PM
Staff Introduction - Herman Junkin (3 minutes) - 7:16 PM
LPAT Update - Nick Hawkins (3 minutes) - 7:19 PM
District Update – VP Richard Honeycutt (3 minutes) - 7:22 PM
INTRODUCTION OF BARGAINING SUB-COMMITTEE MEMBERS
U-Verse Field Operations
Christina Eaton (2 minutes) - 7:24 PM
David Stidham (2 minutes) - 7:26 PM
Julian Bourg (2 minutes) - 7:28 PM
Consumer Services & Small Business
Michael Roberts (2 minutes) - 7:30 PM
Natalie Santiago (2 minutes) - 7:32 PM
Twanda Haggan (2 minutes) - 7:34 PM
Questions & Answers with District 3 Leadership - (26 minutes) - 8:00 PM
Please not that an error was made on the email sent out last week. The Union Meetings are on the second Tuesdays and not the first as stated in last weeks email. The next meeting will be April 9, 2019 at 6:30pm. We hope to see you there.
In Unity,
Ed Barlow, President
September 13, 2019 As of 9/13/2018 DEX/YP will be working without a contract. Please email me (ebarlow@cwa3204.org) for a copy of an attachment pertaining to what is involved regarding working without a contract.
August 27, 2018
CWA DEX/YP Bargaining update #5, 6, & 7
Day 5 8/22/2018: Today was a full day of DEX/YP rolling out the Fixed and Variable Rate Vehicle Reimbursement Program (FAVR). This 12 page presentation gave a detailed breakdown on how the program works. CWA has some serious concerns as to how the company will use the data that the mileage app collects. Day 5 and the company has not passed any proposals.
Day 6 8/23/2018: Today was a full day of DEX/YP rolling out what they want to see in the Area of Market Assignment. DEX/YP rolled out how they are going to do the Market Assignments for the Reps. It was a 140 plus pages presentation. We went over the high lights and low lights. In this 140 page presentation, it also has all of the Dex’s processes. Day 6 and the company has not passed any proposals.
Day7 8/24/2018: Today we finished reviewing the Market Assignments guidelines and the Dex’s processes. We also has a discussion clarifying some concerns around the proposed Compensation Plan. Day 7 and the company has not passed any proposals. We will be meeting again on September 10th and 11th.
Solidary
CWA 2018 Bargaining team
August 2, 2018 Meet the CWA District 3 DEX/YP 2018 Bargaining team
Cathy Smith (right) joined just celebrated her 20 year service anniversary after joining Bellsouth in 1998. She experienced the transition from Bapco to AT&T, YP and now DexYP. Cathy has been an active union member throughout her entire career and became a Job Steward in 2015. She started as Telephone Rep before moving into the Premise Rep position and is now acting in the Major Accounts role.
Scherryl Morgan. I am currently a Business Advisor with DEXYP (formerly YP, formerly AT&T, formerly BellSouth Advertising & Publishing) out of the South Georgia-Macon District. My tenure with BAPCO began on August 21, 1995, as a DTSR (telephone sales rep). My Union Card to join CWA Local 3217 was signed on August 22, 1995, and became a union steward in 1996. After working out of the Macon office for 13 years as a DTSR, my job transferred to Tucker where I joined Local 3204. My sales ranking throughout the years prevailed in the top and was afforded the opportunity to travel abroad on company expenses on six separate occasions as a President Club /CEO Club Winner.
Throughout my 23 years with all of the companies mentioned earlier, I have been very active as a union member/union steward. I was chosen as the Administrative Assistant Local 3217 for DEXYP during the last election and a current member of the Georgia Political Council.
CWA has assembled a great team. Let's all support them. Sign up a Non-member today
August 1, 2018
CWA / DEX-YP BARGAINING REPORT #3
DEX-YP presented the Bargaining Team with a model of their proposed compensation plan aka sales drive. The model in its current state form was one of the most insulting, highly offensive comp plans that any of us have ever seen.
We STRONGLY and CONSISTENTLY suggest that our members reach out to non-members to sign up to help fight for a fair contract. The team that we have assembled has the knowledgeable and the temperament to challenge the company’s processes. Tomorrow the company will present a Sub-proposal is what they are calling it. It’s not an official Bargaining proposal but a list of items that they wish to discuss that is regards to the core of the current contract. Members please tell you manager that we/you will not accept any retrogressive proposal; Our Members (retired and present) made YP desirable to be purchased, from all of the hard work in the past and the present. Let’s do work, let’s ALL fight for a fair contract.
CWA / DEX-YP BARGAINING REPORT #2
Day 2 of Bargaining began with the presentation of the Company’s New Proposed Compensation Plan also known as Sales Drive. CWA Bargaining Team has quite a few of questions and clarifications needed in reference to the plan and will meet to peel back the layers. The Sales plan included some good but also included quite a few issues that are in need of further clarification and tweaking. We also addressed the lack of a technology fee for sales reps as they continue to work in virtual offices but was left as a point of contention.
On tomorrow 7/25/2018, the company will model the compensation plan.
Members of DEX-YP are strongly urged to reach out to your fellow co-workers for a sense of solidarity by asking the non-union members to join this fight for a fair contract.
IN UNITY,
2018 CWA Bargaining Team
CWA/DEX-YP Bargaining report #1
First of all, let me introduce the CWA Bargaining Team, Cathy Smith from Local 3101 and Scherryl Morgan from Local 3217, JR Rhodes from Local 3601 as an Alternate and myself. Please wish them the best.
Opened up the bargaining with a message from District 3 Vice President Richard Honeycutt:
Today we are opening up 2018 bargaining between DEX Media and Communications Workers of America in District three. This is going to be an opportunity for DEX Media to do the right thing and take care of our members, the ones who are the face of this company and the ones that drive the revenue. CWA understands that in order for our members to succeed that the company has to be profitable, but this does not have to happen on the backs of our members.
During past contract negotiations, it has been about take-backs as our members gave up numerous things that had a direct impact on their jobs and lives. The wage increases were minimal, while the expectations were greater. Now, DEX Media as the new owner has an opportunity to do what is right and ensure that its employees, our members, receive the job security, compensation, benefits and respect that they deserve and work hard for every day.
We want to see a fair contract, one that compensates and protects our members for the work that they do on a daily basis to make this company succeed. The advertising business is one of constant change and adaptability, and CWA needs to be part of the discussions when it comes to these changes. Technology changes but the need for quality employees does not change, and that is why we must have employment protections for our members.
I am looking forward to a great relationship between CWA and DEX Media and today will we start the process that will help to build upon that relationship. We will show that we can work together to grow the business while also benefiting our members and come out of this bargaining with a contract that does both of these things.
We met today to set the tone for future bargaining session. Some of the items that the company will be discussing: Termination pay in regards to forced adjustment, Comp Plan, Virtual office, Mileage. For CWA, we addressed a compensation plan that rewards hard work with a greater payout; Requesting all DEX location in District 3 Card check. Increase in the base pay, Job security, pensions, new hires, 401k and Healthcare just to name a few. We also addressed the anti-union statement made by the CEO Walsh at an all employee training meeting in Atlanta and about how his hands are tied because of the unions. It’s obvious to CWA he does not care for CWA or any other Unions. We will be in a fight. We need all to participate in this journey/fight. I want to thank Local 3122 for several bargaining suggestion forms submitted today, we will be reviewing all suggested items. There is still time to submit your issues for bargaining. Tomorrow 7/24/2018, the company will give us their presentation on their new proposed compensation plan. Members of DEX/YP reach out to your fellow employees to a sense of Solidary and also reach out to the non-members and ask them to join in this fight for a fair contract. Unity
2018 CWA Bargaining Team
June 13, 2018 A lot has happened over the past couple weeks, from upfront SIPP announcements in various organizations to the Time Warner deal being approved. It's my hope that the 3rd quarter surplus that's due to be announced Friday will not bring us bad news. The contractual language for upfront Sipp can be found on page 99 of the BST contract/Article 7.01A3. This is a great opportunity for our senior employees to leave payroll with extra money if you looking to retire soon. Termination pay is more however, surplus effect the junior employees in most cases and therefore the senior employee may not be affected. If you have any questions please feel free to call me so we can discuss your individual situation if you have questions.
For anyone not in a department that was offered upfront SIPP, I suggest you wait until after the surplus announcement before putting your SIPP request on file. Reminder that you can only submit Sipp in the last month of the quarter to remain in effect for the for the following quarter. You are able to cancel your SIPP request at anytime prior to the last day of the month. Please call me if you have any questions.
March 28, 2018
Dear Members:
The application process for the CWA Joe Beirne Foundation’s scholarship for the 2018-2019 school year will close on April 30, 2018.
Below you will find a link to the Beirne Foundation scholarship rules.
The Foundation’s Board of Directors has approved the awarding of sixteen (16) partial college scholarships of $4,000 each for two years. Eligible for the scholarships are CWA members, their spouses, children and grandchildren, including the dependents of retired, laid-off, or deceased members. Applications will be available solely online for submission on the Foundation’s website at http://cwa-union.org/beirne-application.
Full program details can be found on the website http://www.cwaunion.org/pages/beirne_scholarship_application.
This valuable scholarship program is made possible by the funding of CWA locals.
For more information and assistance, please call 202.434.1320.
February 23, 2018 Avaya Members voted 92% in favor to extend there contract until September 21, 2019.
February 16, 2018
As you may already know, a tentative agreement has been reached between CWA District 3 and AT&T Mobility for a new, four-year contract. This agreement contains many improvements to the previous contract that will greatly benefit our members.
The new agreement calls for improvements in the following areas:
Wages and Other Compensation
The combined 4-year wage increase will result in a compounded 10.1% base wage increase by the end of the contract. A bonus of $1,000 will add to wage gains if the contract is ratified by March 23, 2018. For retail sales consultants and Cricket COS sales advocates, base wages will also be improved by converting a portion of commission or “at-risk” pay to base pay.
General Wage Increases.
The increases listed below will be applied to the top in the basic wage schedules on the date indicated. There will be no increase at the start rate, and all other steps will be exponentially increased:
➔ 2.25% retroactive to February 10, 2018
➔ 3.00% effective February 10, 2019
➔ 2.25% effective February 9, 2020
➔ 2.25% effective February 7, 2021
Ratification Bonus
$1,000 will be paid if the contract is ratified by March 23, 2018. The bonus is available to all employees on the payroll as of the ratification date and the payout date.
Wage Protection
When the Company hires a new employee, who has no experience or training at a wage rate higher than current employees in the same title at the same location, those current employees will be raised to the same rate of pay as the new hires.
On Call Duty Pay
The daily rate for on-call pay will be increased from $36 per day to $38 per day. This is in addition to any compensation for the actual duty.
Employment Security
Job Guarantee/Employment Security Commitment for Retail and Call Center Workers
In the event of a layoff or surplus as a result of retail store or call center closure, or in the event the company eliminates or vacates a job title, the company will offer affected workers positions available at any Mobility work location covered by a CWA labor agreement within the continental U.S. The offer is available to specific job titles and the affected employees must meet expectations for current job and must be qualified for the job being offered. Affected employees have 1 working day to accept the job offer. Testing for the new job may be required, but the re-test waiting period is waived for employees acting under this ESC. The company will try to provide job offers as close as possible to the employee’s current work location.
Call center call share commitment
AT&T has guaranteed the level of calls coming into call centers covered by the “Black” contract. The company agrees to bring the level of call flow by December 31, 2018. The company will provide quarterly reports to CWA so that the union can ensure compliance. If the call flow percentage should fall below the agreed upon levels, there will be no involuntary surpluses declared unless there is an extraordinary drop in total call volume or other adverse economic reasons for the decline.
Force Adjustment Article for All Employees
Previously in the event of surplus, it was up to the company whether employees would have the opportunity to resign and receive a severance payment. Under this agreement it will be mandatory for the company to offer this option. The offer is made based on seniority up to the number needed to alleviate the surplus.
If the surplus remains, the company will eliminate temporary workers and contractors. This step is unchanged from the current agreement. If the surplus still remains, the company is now required to give priority placement rights for lateral and downgrade job vacancies.
In addition, the maximum severance payments have been increased to $18,000 from $17,000.
Healthcare
The terms of the health care plan for the years 2017 - 2020 were bargained and ratified in 2016 as part of the National Benefit Bargained Plan (NBBP). It applied to all CWA Mobility contracts across the country. That agreement included an “unwinding” provision which returned bargaining over all benefit plans to each mobility contract.
This agreement covers the plan in 2021 and 2022 only - the last two years of the contract. Under this agreement, the plan design in 2021 remains unchanged from the previous year for both the Option 1 and Option 2 plans.
Contract Changes Relating to Retail Workers
Adjustments to “At-risk” Commissions for RSCs
A $2,500 annual wage increase will be added to each step of the Retail Sales Consultants (RSCs) wage table effective 2018 and the “at-risk” commission minimums are reduced by $2,500, from $12,750 to $10,250. The 2018 General Wage Increase will be applied after this adjustment to the wage tables.
Adjustment to Wage Table for COS Sales Advocate
A $500 annual wage increase will be added to each step of the COS Sales Advocate wage table effective 2018 and the at-risk target amount will be decreased by an equal amount. The 2018 general wage increase will be applied after this adjustment to the wage tables.
Monitoring on the Sales Floor
Monitoring of employees to ensure high quality sales performance is allowed, but the number of evaluative observations that may be observed is limited to six per month. Management determines the method of evaluation and what is observed. Observations must be done on the sales floor – not by watching video in the back room.
Contract Changes Relating to Call Center Workers
Call Center Monitoring
The Letter of Agreement regarding monitoring limits the number of evaluative observations that can be observed in a month to 8. Selection of calls to be observed will alternate between management and the employee, with management selecting the first call. Management determines the method of evaluation. Any additional calls observed cannot be used for discipline except in cases of misconduct.
Calls selected for evaluation shall be selected from those calls that occurred after the employee’s most recent call evaluation.
Calls used for calibration purposes by management and additional customer calls selected for coaching purposes will not be used toward discipline except in cases of misconduct.
Rules for Employees Performing MI60 Duties
MI60 duties will be performed by bargaining unit employees only on a voluntary basis and subject to final selection by management. Such assignments will be rotated quarterly and aligned with shift bids. A shift differential will be paid. Duties will include assisting management with floor support, chat support and handling escalations. No other management duties are included – not coaching, observing, or any other documentation of performance.
Call Center “Mini Shift Bids”
In order to protect seniority and scheduling, when new hires are brought into a center; management will initiate a process to place them in open slots after existing employees have had an opportunity to bid on the open slots based on seniority order. Any slots available after the “mini-shift bid” will be filled with New Hires.
Contract Changes Relating to Technicians
Trial of Small Cell Aerial Work
In 2018, the company will conduct a trial of small cell work requiring aloft and/or bucket trucks. The trial will include training of the workers, determining the scope of the trial, meeting with CWA to discuss expectations before the trial and meeting quarterly with CWA as the trial progresses. The first meeting is set for 90-days after ratification or sooner.
Safety Equipment for Supply Chain Employees
Supply Chain employees are now eligible for safety glasses and safety footwear under similar terms to Wireless Technicians: one pair of clear lens prescription safety glasses for use indoors; or, if duties are performed outdoors, one pair of clear lens and one pair of dark lens or one pair of photocromatic lens glasses; one pair of safety footwear per calendar year.
Protecting Seniority in Workforce Imbalance Situations
Temporary moves will be done by seniority. If a temporary imbalance lasts for more than 6 months, the move will be made permanent with another canvas by seniority. Anyone reassigned will have the right to retreat to previous position if it opens up within a year of reassignment.
Other Contract Changes
Hours of Work Under Temporary Conditions
In the event the company determines emergency business conditions require a change in schedules of hours worked, management may adjust schedules on a temporary basis, but a new provision requires management to explain the business needs and the expected duration of the temporary condition so that workers can better prepare and plan for the temporary schedule change.
Flexible Excused Days with Pay Trial
There is an agreement to implement a Flexible Excused Day with Pay trial in three call centers. This is in response to your Bargaining Committee’s demands to address the attendance/quality of work life problems in the call centers.
More details on the new contract will be available soon.
February 7, 2018 The AT&T Mobility contract expires on Friday 2-9-18 11:59pm. Please join us for an informational picket at 575 Morosgo on Friday 12-1pm to show support for our Mobility Bargaining Team.
December 26, 2017 At this time we have not been told when AT&T Employees will receive the special bonus from AT&T. While we are appreciative, the bonus brings little comfort when AT&T declares a surplus then offer up a bonus. Happy Holidays and I Look forward to seeing you at the 2018 Union Meetings.
September 11, 2017 Due to inclement weather, The Local will be closed on Tuesday and the September Union Meeting canceled. This is an election year so please be advised that the election committee will take nominations for office at the October Union Meeting.
August 14, 2017
DexYP Members, please see update below from CWA District 3 Staff Representative Kevin Kimber regarding DexYP. It is believed that the company will be aggressively administrating discipline for performance under DEX. Please check your records to insure you don't have entries that you were not aware of, or may have forgot to grieve. I'm told termination payments will be biweekly rather than monthly. But definitely no lump sum, except for the benefits payout under the print media contract.
DEXYP Union Questions
1. In markets where DEXYP is the incumbent (Fayetteville, Fuquay, Dunn, Johnston County, Durham, Wake Forest, Pittsboro, etc.) will we have some crossover? What happens to our YP reps there?
Crossover is possible. For now, we need the reps to stay focused on serving their customers YP to YP and Dex to Dex.
2. It sounds like DEXYP does not have the Sales Executive (non - billing) position. What happens to reps in those jobs?
Dex does not have “hunters” in the historical locations. To my knowledge, no immediate decision been made regarding the use of the “hunter” role going forward.
3. If we continue to work for DEXYP, will our years of service be bridged, or are we all considered new employees? Some of us have a long time with the company.
Service that was recognized at the closing will continue to be recognized as long as service remains continuous.
4. Will DEXYP honor the commission that we are (GTM) reps earned through acquiring new business, or legally do they have to if we are let go? Remember we got paid over a 16 month period on new business, which was the income plan we were hired under.
Earned commissions will be recognized and paid appropriately.
5. If a position is eliminated will there be severance?
If an employee is notified of layoff/Reduction in Force, appropriate severance or termination pay under CBA provisions under an appropriate CBA will apply.
6. If surplused, will our benefits also be cut off?
Benefit treatment with layoff/ Reduction in Force will be treated in accordance with the appropriate CBA or YP policy that was in place at the time of the transaction.
7. In the current DSE rep title, if this position is retained, will they honor salary and unrecoverable draw agreements? If positions are not retained, Will we be given opportunity to become Account managers?
Salaries and recoverable draws in accordance with CBA terms will be honored unless and until the Union and the Company agree to other terms
8. Are they changing Premise reps to SAMS for existing business and DSE for new?
To the best of my knowledge that has not been determined; however, further implementation of the GTM strategy is on hold.
9. Will the new entity (DEXYP)recognize CWA?
10. Will DEXYP assume the contract?
To your questions #9 & #10. Dex acquired the stock and other ownership interests in the YP entities. The Unions’ rights under the CBAs and the law remain unchanged. The same union-represented employees working the day before the transaction were working the day after. Only the ownership of the employers of the represented employees has changed.
11. Will DEXYP retain all current employees?
12. What things will change - (1) territories/markets, (2) method of doing business, (3) merger of business entities?
To your questions #11 & #12. No employees will be laid off “as a result of” the transaction strictly speaking. But, YP has not undergone the kind of rigorous stream-lining that Dex has over the past two years, and we do anticipate that the YP entities will get smaller and experience some eliminations. We are hard at work reviewing the issue
July 26, 2017 Brothers and Sisters, today CWA District 3 held a conference call with all District Presidents to discuss and vote on accepting the second proposed MOA as it relates to Article 24 of the BST Contract, AT&T Billing, and Utility Operations contracts. This MOA will insure that the Job Bank is available for any of our members who are currently affected by the 2017 3rd quarter surplus and any future surplus up to the ratification of the next contracts. Please feel free to call me if you have any additional questions after reading the MOA and I do look forward to seeing you all at future Union Meetings.
This letter confirms the terms under which AT&T (the Company) has agreed to continue funding tuition aid following the exhaustion of the negotiated funding for the PARTNERSHIP program under Article 24 of the BellSouth Telecommunications, LLC (BST) Working Agreement; Article 24 of the AT&T Billing Southeast, LLC (Billing) Working Agreement; and Article 21 of the BellSouth Telecommunications,
LLC for Utility Operations (UO) Working Agreement.
Beginning September 1, 2017, for employees in those three bargaining units, the Company will provide tuition aid through the AT&T Non-Management Tuition
Legacy AT&T, AT&T East, AT&T Midwest, AT&T Southwest and AT&T West CWA and IBEW Represented Employees and ALASCOM, Inc. Represented Employees(referred to below as “AT&T Non-Management TAP”). On September 1, 2017, funding will be suspended for both the AT&T Tuition Aid Policy for Represented Employees – AT&T Southeast (excluding PARTNERSHIP Participants)and the AT&T Tuition Aid Policy for Represented Employees - AT&T Southeast / PARTNERSHIP Job Bank. From that point forward through the end of the 2015 Working Agreements, bargaining unit employees will no longer receive tuition funding through, nor under the terms of, either of those two plans. This agreement expires effective with agreement on a successor PARTNERSHIP program to replace the program specified in Article 24 of the current working agreement, and any changes thereto will be the result of good faith bargaining for the new working agreement.
An employee who as of June 30, 2017 is actively participating in an undergraduate or graduate degree program from an accredited institution that is not on the approved list in the AT&T Non-Management TAP, will be grandfathered for courses in that degree program which begin prior to September 1, 2019 as long as he or she makes consistent progress toward the degree. Consistent progress is defined as completion of one course during each calendar year.
The implementation of the AT&T Non-Management TAP will control all matters concerning tuition assistance. The Company retains the right to modify the list of approved degree programs. The AT&T Non-Management TAP will govern in any instance in which the collective bargaining agreements’ language or PARTNERSHIP Board decisions conflict with the AT&T Non-Management TAP. Notwithstanding any potential conflicts with the AT&T Non-Management TAP, however, the following provisions of the PARTNERSHIP Job Bank will continue (not applicable for UO):
Assistance Plan -
Job Bank participants are retained on the company payroll while receiving their termination allowance and accruing seniority (24.05D1).
Eligibility conditions and weeks of eligibility (24.05D2 chart).
Eligibility for selection into regular jobs.
Temporary job placement (24.05D3b); Job Bank participants will continue to
be paid travel and living expenses in accordance with the agreement for temporary transfers outside their exchange/WRA, however, no Career Transitions Counseling, Internal Job/Career Development Plan or Outplacement Services will be available.
Continuation of Benefits (as described in Article 19), with termination allowance received in bi-weekly payments (24.05D4a).
Continued union membership (24.05D4b).
Priority consideration for equal or lower level vacancies within their home
state within their current bargaining unit, excluding relocation expenses
(24.05D4d).
Any residual termination allowance due will be calculated in accordance with
24.05D5b. Each day in a work assignment, in which an employee performs actual work, will be paid wages in accordance with the applicable Working Agreement. Such work assignment and the wages earned will not reduce any residual termination allowance otherwise owed under 24.05D5b.
Participants selected for a vacancy will be paid a lump sum in lieu of any general wage increase or progression increase that occurred while in the Job Bank. Any future termination allowance will be adjusted by this lump sum amount (24.05D5c).
PARTNERSHIP Field Representatives may continue to attend surplus meetings. Regular time spent in the meetings will be paid. No time or expenses will be paid for travel to attend the meetings.
All other provisions of Article 24 of the BST and Billing contracts and Article 21 of the UO contract will be suspended for the life of the Agreements.
July 24, 2017
To: TFS Technicians
Re: Executive Level Grievance/Scheduling
The past couple months I have been in communications and discussions with District 3 trying to get a resolution for our technicians in TFS regarding the changes they made to the way our members are being scheduled. Below is the settlement for technicians in TFS. This is a huge win for our Technicians that were affected by changes the company made in TFS pertaining to scheduling.
BellSouth Telecommunications, LLC (“BST”) and Communications Workers of America (“CWA”) agree to resolve their dispute over scheduling rules under Article 3 of the BST Working Agreement that apply to outside core field technicians working in the Technical Field Services organization (“TFS”) but does not apply to technicians in Business Services. In settlement of this dispute:
CWA agrees it will withdraw all grievances and NLRB charges challenging the scheduling practices and their on sequences, including but not limited to NLRB Charge Nos. 10-CA-197376 and 10-CA-202283. BST agrees that effective September 1, 2017, it will implement the following scheduling rules for the technicians identified above:
1. Employees will not be scheduled to work back to back Sundays
2. Employees will not be scheduled to work back to back Saturdays
3. Employees will not be scheduled to work Sunday and Saturday in the same week
4. Employees scheduled to work on Sunday will be scheduled off the following Friday
5. Employees who have a contractual day off "VP, DP, HO" on Monday, will not be scheduled to work the preceding Sunday
6. Employees who have a contractual day off "VP, DP, HO" on Friday, will not be scheduled to work the following Saturday
7. Employees who have four (4) contractual days off "VP, DP, HO" during a holiday week, will not be scheduled to work the holiday
8. Employees who have five (5) contractual days off through a combination of "VP, DP, HO, or Company Recognized Holiday", will not be scheduled to work the weekend before or after the five (5) days off
9. Saturdays schedules are rotated evenly amongst all employees in the work group
10. Sundays schedules are rotated evenly amongst all employees in the work group
11. Employees on an approved leave of absence "STD, Military Leave, Maternity/Paternity Leave" are not required to catch up on Saturday/Sunday rotation once they return to work
12. Employees scheduled to work on Sunday are selected from the employees who were scheduled to work the preceding Saturday (Sunday picked from Saturday)
13. Employees are allowed one special request per quarter for a Monday through Saturday, e.g., blocking a weekend, or requesting to work a Saturday and be scheduled off another day during the week. Sundays and Holidays are excluded from Special request due to the way the “premium time” language operates. Nevertheless, the field manager has the ability to input a special request for ANY circumstances via the EASE RSC tool.
The Union is aware that the Company reserves the right to make changes to the officially posted weekly work schedules, in accordance with the limitations set forth in the collective bargaining agreement. Additionally, the Union is aware that in order to meet the needs of the business, the Company reserves the right to schedule in accordance with the limitations contained within the collective bargaining agreement, even if such schedule conflicts with 13 rules listed above. There may also be similar occasions where it is impossible to comply with every rule. For example, if business needs require more than half of technicians to work Saturdays, it will be impossible to comply with a rule that technicians cannot be scheduled to work back-to-back Saturdays.
Finally, BST will make good faith efforts to comply with these rules, but in the event of an error, the employees must work the posted schedules; employees may not refuse to work posted schedules on the grounds that the Company has allegedly violated this Agreement. CWA does not waive its right to grieve on behalf of someone who is scheduled in violation of this Agreement and seek an appropriate remedy.
July 19, 2017 As discussed at the July Union Meeting AT&T advised CWA District 3 that as soon as the contractual negotiated funding (Article 24.01D) for Partnership is exhausted, starting September 1, 2017 they would no longer fund AT&T Tuition Aid Policy for Represented Employees -AT&T Southeast (excluding Partnership participates) and the AT&T Tuition Aid Policy for Represented Employees- AT&T Southeast / Partnership Job Bank. From that point forward, bargaining unit employees will no longer receive tuition funding through, nor under the terms of, either of those two plans. This is in regards to BST, AT&T Billing, And Article 21 of the Utility Operations Working Agreement.
The company offered to implement an AT&T Non- Management tuition aid plan that was voted down by majority of District 3 Local Presidents for a number of reasons.The District will be meeting with the company in an attempt to come up with a better solution. as soon as we have an update, I will post it.
May 15, 2017
Dear Fellow CWA Local 3204 Member,
In accordance with Article IX of the CWA Local 3204 Bylaws and Article VIII of the CWA Constitution, nominations for 1 Delegate and 1 Alternate for the 2017 CWA National Convention will be held on Tuesday June 13, 2017 at the regular membership meeting held at 279 Logan St SE, Atlanta GA 30312 beginning at 6:30pm. Nominations will be taken shortly after the meeting is called to order. The 2017 CWA Convention will be held in Pittsburgh, PA. August 7-8, 2017.
There's a lot of things going on throughout the companies we represent. We've had more security investigations than usual. Many around FMLA Fraud. Please be advised the company has a department that investigates what they believe to be FMLA abuse and we have had a number of members terminated this year alone for FMLA abuse.
We have managers who feel it's ok to do craft work. This needs to be brought to our attention immediately if you know or suspect this to be going on. We can not afford to allow managers to do work that we have bargained for our members to do.
I want to encourage you to make sure you participate in Net Promoter Surveys (NPS). However we ask that you not make suggestions on automating you work, doing away with weekend and holiday schedules. Those type of comments have lead to the Company creating automation programs that have in returned showed the lack of need for employees in certain departments. We must do everything we can to preserve jobs in Atlanta. Attendance and performance continues to top the Companies we represent list of metrics they consider when deciding to add or decrease head count. We ask that you reframe from using E-Time when it is offered. Allow them to pay you for sitting at you desk or pulling No Jobs Available. E-Time can be used to determine the lack of need for employees within your work group.
Wire techs please be advised that managers are coercing tech into resigning left to right. If you are called into a meeting with management where they threaten to terminate your employment unless you resign. Call us immediately. managers are saying you can be rehired in 6 months if you resign or they will terminate you. Again request/demand a job steward be present for a meeting relating to your employment.
If you are having issues getting benefits claims approved, please don't hesitate to call the Local for assistance. Your newly appointed VP Yolanda Pearson (404 614-3714) continues to handle all benefits issues and can assist members in getting them approved or assist with the appeal process.
There are opportunities for many of you to take classes paid for by the company. I would like to make sure you're taking advantage of those opportunities. We must not leave any free money on the table as the company will try to reduce it during the next round of negotiations. Depending on which contract you're in, classes can be set up at you job sites during the week or weekends to fit the needs of our members. Call the Local to get more information on setting up classes. We have a Steward/Partnership Field Rep (Vanessa Jackson 404 614-3230) handling all Partnership and Tuition Aid classes.
I want to also encourage you to make it your business to become more active in your Union this year and going forward. CWA can only be as strong as our members want it to be. Schedules of events can be found on our website and FaceBook Page.
If there's anything I can do to further assist you please don't hesitate to call me (404 688-1256).
April 19, 2017 Greeting Brothers and Sisters, it has been brought to my attention that in many departments managers are doing craft work and very few are grieving this. A lot of our work has been moved to other states and in some case automated. we can not afford to sit back and allow managers to do our work. Please report this to the Local if it is occurring in you department.
We are looking for new stewards so please attend the next meeting for more information.
Please join with Local 3204 on May 20, 2017 8:30am to 3pm at Sweet Water Creek Park for Family Fun Day/Cat Fish Rodeo. There will be food, Games, Boat Rides, Moon Walks, many other things to do. Everything Free. Fishing rods, bait, and tackle are provided to kids to fish in a small pond that will be filled with catfish the night before. Assistance with baiting the hook and removing the fish will be provided, just bring your cooler.
January 18, 2017
Dear Fellow CWA Local 3204 Member,
In accordance with Article IX of the CWA Local 3204 Bylaws and Article VIII of the CWA Constitution, nominations for delegates for the 2017 CWA District 3 Meeting will be held on Tuesday February 14, 2017 at the regular membership meeting held at 279 Logan St SE, Atlanta GA 30312 beginning at 6:30pm. Nominations will be taken shortly after the meeting is called to order. The 2017 District 3 Meeting will be held in New Orleans, LA. April 9-12, 2017.
I want to also encourage you to make it your business to become more active in your Union this year and going forward. CWA can only be as strong as our members want it to be. There is a lot of things going on throughout the companies we represent. We have managers discriminating against our female members who are field technicians. This needs to be brought to our attention immediately as we will not tolerate any managers who seeks to discriminate or treat our women different. We have managers who feel it's ok to do craft work. This needs to be brought to our attention immediately if you know or suspect this to be going on. We can not afford to allow managers to do work that we have bargained for our members to do.
If you are having issues getting benefits claims approved, please don't hesitate to call the Local for assistance. We have a Steward (Yolanda Pearson 404 614-3714) handling all benefits issues who can assist members in getting them approved or assist with the appeal process.
There are opportunities for many of you to take classes paid for by the company and I would like to make sure you are taking advantage of those opportunities. We must not leave any free money on the table as the company will try to reduce it during the next round of negotiations. Depending on which contract you're in, classes can be set up at you job sites during the week or weekends to fit the needs of our members. Call the Local to get more information on setting up classes. We have a Steward (Vanessa Jackson 404 614-3230) handling all Partnership and Tuition Aid classes.
If there's anything I can do to further assist you please don't hesitate to call me (404 688-1256).
January 3 2017 Happy New Year!!! Please start the year off by attending the 1 Union Meeting of the year 1-10-17 6:30pm. Its my hope that we will continue to provide you with the very best representation possible. Please be advised the nominations for delegates to the District 3 convention will be held at the February Union Meeting. Please join us on Monday January 16 11am for the MLK March. Members can park at the Local for free and transportation will be provided to and from the March.
December 15, 2016 UPDATE!!!! Surplus List was updated to change the surplus function of some ST'sfrom Cable Repair & Maintenance, to Construction.
BST 2017 1st QTR Surplus List is posted under the Files tab. Those affected will get an official coverage From HR and CWA will be present for that meeting
December 2, 2016 Do you know of a member, whose family could use some help during the Holiday Season? If so please be sure to attend the December Union Meeting so that you can submit the name of the family. A Family's name will be drawn from a hat under Good and Welfare. The Next Union Meeting will be Tuesday December 13th 6:30pm. Take a look at our Website to stay up-to-date on other events.
October 26, 2016 Hello, Election Day is fast approaching and I want to encourage each of you to vote early if possible. Many of our members will soon be asking you what rights they have contractually as it pertains to voting. So I wanted to make sure you know what you're entitled to contractually and by law. And furthermore the Jurisdiction of Law Articles (BST Article 22). Jurisdiction of Law Articles pretty much state that Law supersedes our contracts. So especially in the case of Mobility, and Avaya members, we could make sure the company abide by the law.
At the end of the day if you would like to vote on Election day. Now would be the time to give reasonable notice to your managers if your work schedules don’t allow 2 hours prior to or 2 hours after work to go vote. Also note that per the law the company can decide what hours to allow the employee to go vote.
If you are excused from work to go vote. Make sure you vote.
Language in the contracts varies however the Law supersedes our contracts.
BST Article 6.04A5
5. Voting. If reasonable notice is given to his/her supervisor,
an employee shall suffer no loss of regular pay for time
necessarily consumed in voting in any Federal, State,
Municipal, County or Parish elections.
YP Article 6.04A5
5. Voting. Voting employees who are scheduled to work and
cannot reach the polls to vote due to their work schedule during
he time the polls are open will be allowed reasonable time off
to vote with no loss of pay.
Print Media Article 6.4A5
5. Voting. Voting employees who are scheduled to work and
cannot reach the polls to vote due to their work schedule
during the time the polls are open will be allowed reasonable
time off to vote with no loss of pay.
Utilities Operations Article 5D1e
e. Voting. If reasonable notice is given to his/her supervisor,
an employee shall suffer no loss of regular pay for time
necessarily consumed in voting in any Federal, State,
Municipal, County or Parish elections.
Mobility & Avaya – No Language refer to GA Law copied below.
GA Law below
21-2-404. Affording employees time off to vote
Each employee in this state shall, upon reasonable notice to his or her employer, be permitted by his or her employer to take any necessary time off from his or her employment to vote in any municipal, county, state, or federal political party primary or election for which such employee is qualified and registered to vote on the day on which such primary or election is held; provided, however, that such necessary time off shall not exceed two hours; and provided, further, that, if the hours of work of such employee commence at least two hours after the opening of the polls or end at least two hours prior to the closing of the polls, then the time off for voting as provided for in this Code section shall not be available. The employer may specify the hours during which the employee may absent himself or herself as provided in this Code section.
Tech's please be advised there have been a number of techs ticketed for passing school buses. Please make sure we are paying attention as many of our members are being disciplined for these driving violations.
October 7, 2016 The 2017 vacation availability are starting to be posted. They should all be posted no later than October 15, 2016. If not please notify your job steward or call the Local. Stay tuned for exciting news about this year's Holiday Party.
October 1, 2016
SSP/Success Sharing Plan for BST employees
Info can be found in the back of the BST contract
Note. This is not to be considered official as it is the math of Ed Barlow based on language in the contract along with my personal research. I encourage you all to look it up and verify this information yourself.
AT&T stock closed October 1, 2015 at $32.53
AT&T stock closed September 30, 2016 at $40.61
The difference is $8.08
You multiply that by 150 success shares giving those eligible a pay out of $1,212
Eligible employees also get a payout from the dividends as well.
September 2015 .47
December 2015 .48
March 2015 .48
June 2015 .48
You add them up and multiply the total ($1.91) times 150 giving those eligible an additional $286.50
Grand total payout for 2016 Award year is $1,498
This is the largest payout I can recall since going to the SSP IN 2009.
The award payment will be made as soon as practicable after the award year and will normally occur the payday of the last full pay period in November.
Below copied from contract
B. EligibilityEmployees eligible for payments as described above are those regular, temporary and term employees who are on the payroll on both the beginning and ending dates of the award year and who works for a minimum of three (3) months within the award year in a position covered by this Collective Bargaining Agreement. Eligible employees who are on approved leaves of absence, short-term disability absence or partial disability absence and meet the other eligibility requirements on the ending date of the award year shall receive a payment, provided they return to duty on or before December 31 of the year in which the payment is made.An eligible employee who transfers between AT&T Companies participating in the SSP will be eligible to receive a payout under the terms of the SSP applicable to the employee’s current bargaining unit at the time of a payout, so long as the combined service in both AT&T Companies satisfies the above eligibility provisions.
I personally miss the old system but will gladly accept our CWA negotiated bonus. Now remember to ask the non members to donate this money back to the union being they do not need us.
July 23, 2016 Todays First Annual Car and Bike show was a success. Congrats to the Community Services Committee along with The Pioneers Lakeside Council for putting the event together raising money for the Pediatric AIDS Foundation.
Please make plans to attend the next Union Meeting August 9, 2016. It is extremely important that all members get involved.
May 13, 2016 I'm meeting with all the Directors over the Techs next week so please email me any issues your having prior to Thursday 10am, so that i may get them address during the meetings. No issue is to small.
May 12, 2016 The Executive Board voted to not Back fill the Vacated Position of VP Melody Piper. We have since certified 3 new Mobility Stewards. Along with them EVP Corey wells will over see the grievances and issues and Tony Barlow and Yolanda Pearson will continue to help with grievances and get the new Stewards up to speed.
April 13, 2016The Executive board voted to not back fill the vacated CVP position of Tony Maronski. Sec. Treasurer Tracy Duncan will be handling all YP and Print Media Grievances going forward. Please remember to make a clear request for Union Representations before or during meetings with management if you feel it could lead to discipline.
CVP Melody Piper has resigned from her position and will also be resigning from AT&T Mobility. In the mean time please, call the local for representation and to file grievances. 404 688-1256 Ext 3332 We are currently accepting Job Steward apps for the next Steward Training. Apps can be found under the files tab.
The June Union Meeting will be the first Tuesday in June.
March 9, 2016 "Due to several issues, the Company will be extending the surplus disposition date from March 19th to April 2nd, the next A1 payroll close date. This will be for the declared surpluses in the title of Electronic Technician, Digital Technician and Systems Technician in the states of Florida, Georgia and North Carolina."
February 29, 2016 Outside Technicians please be read info below received 2-17-16 from District 3 and do as instructed by management until we have this issue resolved.
Wire Technicians Scope of Work
During 2015 negotiations, in exchange for several upgrades, our bargaining team agreed to expand the wire technician scope of work to include the fiber drop. This expanded scope of work would allow the Wire Technician to place a connector on the end of a fiber drop and plug the connector into an existing LGX port. Recently we were informed that the company had begun training Wire Technicians to splice a fiber drop directly to the fiber cable. This is an absolute clear violation of the 2015 Scope of Work agreement. Upon receiving this news, we immediately expressed our intentions to file NLRB charges and take this issue to arbitration. Our bargaining team worked hard to secure concrete language, in hopes of preventing this type of situation. The team took extensive bargaining notes which support our position and we are confident that we will prevail in arbitration. We met with the company yesterday (2-16-16) to discuss this issue. We have advised the company that we are willing to settle this dispute outside of arbitration, only in the event that they are willing to agree to our position. We are currently awaiting a response from the company’s senior leadership as to whether or not they would prefer to agree to our position or move forward to arbitration. As with any other grievance situation, our members will have to follow instructions until the dispute is resolved. We will notify the Local Presidents as soon as further details become available.
February 4, 2016 Click the Link for YP Tentative Agreement. We will schedule a meeting to cover the agreement prior to taking ratification vote. https://cwa3204.squarespace.com/s/2016-CWA-YP-Bargaining-Summary-PDF.pdf
January 29, 2016 "The Workforce 2020 web site will launch Tuesday, February 2. The site will provide non-management employees an understanding of Workforce 2020, information on education and training resources from AT&T University, the Non-management Tuition Aid Policy and career opportunities. Employees will have access to the site from inside and outside of the ATT Network. Taking these courses is strictly voluntary and must be done on employees’ personal time, outside their regular working hours. http://www.att.com/workforce2020
January 4, 2016 Greeting Brothers and Sisters, please be advised that a vacancy exist in the office of Executive Vice President of CWA Local 3204. As announced at the December 2015 Union Meeting, there will be nominations taken at the January 12, 2016 Union Meeting for the Office of Executive VP. The election will be done online the same as it was for the 2014 elections. Please contact the Local ASAP to insure we have your correct mailing address and email address being the entire process may be done online.
December 30, 2016 Due to weather conditions AT&T Southeast has declared Service Difficulties for the NIBs and SDA departments. During this time they will be forcing off days and requiring 10 hours. The Union advised that all relievers should be back in the load and no one should be loaned out. The company will work with the Union to honor scheduled vacation. Please work safe and use your FVD
December 29, 2016 BST Surplus information will be discussed at the January 2016 Union Meeting. The change to Article 7 did not effect the way the bump list are built. It only increased the chances for employees affected by the surplus to remain on payroll. The Organization Units are still defined in the contract. The entire surplus process can be found by reading Article 7 of the BST contract. Please make plans to attend and get answers to any questions you may have.
December 21, 2016 Local 3204 members raised money at the last membership meeting to help 2 families from within our Local this Holiday season. Please email me the name of the family, and some information about them that we may use to help them for the Holidays. I need this info ASAP as we plan to make a special delivery on December 24th.
Please make plans to attend the January Union Meeting. we will answer questions about the recently announced surplus and other concerns you may have. The changed in Article 7 does not effect the way the bump list are built.
Members that attended Mobilization Training should have received their retro pay from CWA on December 17th. you will also receive a W-2 from CWA in January.
Plant retro pay will be on the 25th Pay check and Plant will be on the 31st.
November 24, 2015 Contract coverage for the Print Media contract will be held on Tuesday December 1, at 6:30PM at the CWA District Office. The address is 3516 Covington Highway, Decatur, GA 30032 Directions: From Northlake take I 285 south (towards Augusta) Exit at Memorial Drive and turn right. Go to Covington Highway and turn left. CWA will be on the left. (across from O'Reilly Auto Parts)
October 22, 2015 Contract Explanation at the November 10th Union Meeting. Ratification vote will be mailed out some time next month and due back prior to December 4th. The votes will be counted on December 4th. I'll post exact dates when I have them.
October 20, 2015 CWA District 3 and ATT Southeast reached Tentative Agreements last night around 9:15pm for AT&T Core, Utilities, And AT&T Billing. Information can be found on the District 3 Website or by clicking on the link here http://district3.cwa-union.org/news/entry/att_southeast_summary_2015_tentative_agreement#.ViZRw6SFOM8
No date set yet for ratification. Please stay posted on the website as we may elect to do a special meeting if the vote comes before the next union meeting.
September 25, 2015 Below is Bargaining report # 73 Remember to wear BLUE on Monday!!!!
Your bargaining team met with AT&T once more after yesterday’s report.
At the conclusion of that meeting we informed them that we would look at their latest proposal and get back with them next week. Shortly thereafter, their corporate spin machine sent an email to employees professing that they wanted to bargain and we did not. They also touted their “fair” offers and their desire to improve employees’ lot in life.
Perhaps the authors of their minutia should read the results of corporate surveys which indicate the lack of trust the employee body has in the leadership. Maybe they should look at the corporate earnings and how the leadership compensates themselves before using the word FAIR.
Is it FAIR that a Wire Technician does not have scheduled work hours?
Is it FAIR that the Sales forces are held to unrealistic performance quotas?
There are too many UNFAIR policies and procedures, which your team is trying to correct, to list in this report.
The corporate spin doctors in Dallas have also failed to report details of the FAIR monetary package they offered.
Does a five and one half percent (5.5 %) pay increase and a ninety percent (90%) increase in healthcare premiums over the life of the contract seem FAIR to you?
It certainly does not seem FAIR or JUST to your bargaining team and we are preparing to send that message to Dallas when we meet next week.
In the interim please let them know that they cannot erode your loyalty to CWA or your family and their needs with emails from the corporate spin machine.
We hope everyone has a safe weekend and that those who are scheduled or unfortunately forced to work do so safely and with professionalism. Please wear BLUE on Monday and continue letting AT&T know your feelings.
WE WILL NOT BACK DOWN!
September 8, 2015 Union meeting is this evening. I look forward to seeing you there.
August 19, 2015 GET READY!!! Picket Captain will be posted soon for different locations. Get with your Shop Steward to make sure you have signed up.
August 13, 2015 Join us on Saturday August 15, 2015 for a Informational Picket and Rally at AT&T Headquarters Building located at 675 West Peachtree Street NW, Atlanta GA 30312. We are in the fight of our lives and need everyone present for this event. If you are willing to STRIKE, for Healthcare, Job Security, Pensions, Safety, and a Better Quality of Life, for all Members. Providing we do not have a contract, this is the place to be. Our National President Chris Shelton who has the authority to call a STRIKE will be with us. For those that say you are ready, come out and show it. Bring your personalized signs and banners. Send your family and friends in your place if you are not able to attend. EVERY MEMBER OF LOCAL 3204 SHOULD BE THERE. Here's why
Right now AT&T forces many of their employees to work unlimited amounts of overtime. Some employees who start to work at 8am are forced to work until midnight. That is excessive and prevents parents from spending time with their children. Many employees are struggling to balance their work and family lives.
CWA has proposed numerous ways to partner with AT&T in order to improve workers safety on the job but AT&T has rejected every proposal.
AT&T has proposed that all of their new employees will be given zero days of sick time each year. This is completely unrealistic, as we are all human beings.
AT&T is an extremely profitable company, posting a record net profit of 6.5 Billion in 2014, yet they have proposed to increase employee’s family healthcare premiums by 225%. We are advocating for affordable healthcare, not only for our members, but for all working Americans.
AT&T’s continues to refuse recognition of Martin Luther King Jr. Day as an official company holiday.
AT&T has refused to discuss any issues related their retirees.
At this point AT&T has refused to even begin discussing employee’s wages.
August 11, 2015 August Union Meeting is tonight at 6:30pm. Please make plans to attend. As of today the Union and the Companies (BST, YP, PM, and Utilities) are continuing to meet.
August 10, 2015 Although the contract was not extended- we will continue to work under the terms and conditions of the expired contract. The Company and the Union has agreed to continue negotiations at this time. Employees will continue to receive the same pay, you will continue to have the same benefits, the grievance process remains in place except for the arbitration procedures. Working without a contract allows CWA to call a strike at anytime. Continue to mobilize and check for updates. The Mobilization Trainings will continue so if you haven't signed up, please call the Local to be added to the schedule. Participates in the class will be paid loss wages by the Union and provided with lunch. For more info see your local Steward or call the Local 404 688-1256 Ext 3332.
August 9, 2015 12:30amWe are Working Without a contract- conference call scheduled tomorrow, I will update the site afterwards.
August 9, 2015 1204am Still no word
August 8, 2015 11:52pm message below from District 3
**This message is being sent to All ATT Local Presidents, District 3 Staff and Secretaries and posted to the D3 Website**
As our contract nears expiration, we are carefully considering our options.
Please stand by for further instructions.
We Are Ready
August 8, 2015 11:30pm no word yet
August 8, 2015 11:10pm No word yet stay posted
August 8, 2015 7:30pm Doors to the Local are now open and members are starting to gather for the Contract Watch Party. Please come out and socialize with us as we wait and prepare for a possible Strike. You can get the latest updates here or on our FaceBook Page.
IT'S OUR TURN
August 8, 2015 430pm I need as many people as possible to meet me at 122 E Lake Dr, Decatur, GA 30030 for an Informational Rally. It's important that we let the Company know we are serious about getting a fair Contract. I'm calling on every member that's near by to meet me there at 5:45pm today. If your not call every person you know in Atlanta to come out on your behalf.
There's parking at the East lake Marta station right next to the location.
IT'S OUR TURN!!!
August 7, 2015 As we approach the last hours of the 2012-2015 Contracts, it is important that we show solidarity for CWA and our Bargaining Teams. There are informational rallies planned for every work location today (8-7-15) either before work and manly immediately after work. Please contact your local Steward to get information as how you can participate at your work location. I want to thank all the new Members who has joined with us so far this year, and especially the ones that has joined just the past couple weeks. From the bargaining updates it is clear that without representation we stand to loose everything. As members you were able to submit bargaining suggestions for the new contracts, and you will be the ones who vote on accepting the next contract. Thank you all for your continued support of Local 3204 and our Bargaining Teams. Please send me your photos and videos so that I may post them to the WEBSITE.
IT'S OUR TURN!!!!!!!!!!!!!!
Mobilization classes are being held every week. Call the local to get scheduled for the next available class and excused from work. You will be paid for the day and lunch is provided.
BST and YP Strike Votes will be taken at the July Union Meeting on Tuesday 7-14-15.
Click the link for the latest BST Bargaining updates. http://district3.cwa-union.org/
June 26 2015 Meetings scheduled with MA's at 575 to address the issues around staffing errors. The meetings are scheduled to take place between the hours of 9-11am on Wednesday 7-1-15. I have invited Robin Owens, James Riley, and Ouida to attend.
June 23 2015 Currently many of our members are experiencing problems with the Holiday schedule. I have been advised from a number of members in various departments that the 2015 vacation selection showed July 3rd as the observed Holiday. This should have ONLY been the case for employees in groups who are not normally subject to work on Saturdays. For groups that have employees scheduled on Saturdays, Saturday should have been the observed Holiday. This issue is affecting our members district wide and therefore District 3 is working with the company to come up with a resolution/settlement to the issues at hand. Contract language can be found under Article 5.03 of the contract. As soon as I'm updated with a resolution I will post here and send a message to all job stewards.
Michael Keith, Assistant Vice President-Network Services, AT&T Services, Inc. is appointed Vice President-Labor Relations, AT&T Services, Inc., replacing Mike Matthews whose retirement was previously announced. Mike will be located in Atlanta and report to Mark Royse, Executive Vice President-Labor Relation AT&T Services, Inc.
Michael Keith will play a roll in negotiating the contract on behalf of the Company.