CWA-BST TA - Putting It All Together

February 19, 2010

We have reviewed individual parts of the tentative agreement on this website.  We have now put it all together.  Take a look at what has been accomplished by your bargaining committee on your behalf.

Wages

• Base wages will be increased at the top rates of pay:

Retroactive to August 9, 2009         3% (If ratified by March 5, 2010)

September 5, 2010                          3%

September 4, 2011                          2.75%

• This increase compounded over the three year term of the tentative agreement is more than 9 percent.  For example:

If an employee is currently paid $50,000 a year and has no negotiated wage increase over the next 3 years, the employee would make $150,000 for the 3 years. 

With the negotiated increases of 3%, 3%, 2.75%, the employee will make $159,049 ($51,500 - year 1, $53,045 - year 2, $54,504 - year 3).  The employee will make $9,049 more for the three years.  At the end of the contract, the $54,504 is 9.01% more than $50,000. 

• The progression steps will be increased between the existing start rate and the new top rate. 
  
• Employees in progression receive significant annual increases due to moving to a higher rate of pay every six months.  These employees receive an increase due to progressing up the wage scale and an increase due to the change in the wage scale rate.  For example, a wage scale 30 employee at beginning of progression on 8/9/2009 would get an approximate 40% increase over the life of the agreement, which includes both wage progression and general wage increase. 

Health Care

• No bargained changes to health care in 2010.
  
• Changes in health care plans that would go into effect on January 1, 2011:
  
  • Monthly Premiums – prorated on biweekly basis

                     2011         2012

Individual        $10            $35

Family              $25            $75

• Working spouse contribution (spousal carve out) will no longer apply in 2011 and 2012.  An employee will be allowed to cover his/her spouse under the family plan even if the spouse works for a company who offers insurance.  This could save employees up to $167.48 per month.
  
• The company will pay 100% of the cost of all network preventive care, including items such as annual physicals and well-child care.
  
• Annual deductibles for network providers will be $350 for individuals and $700 for families. 
  
• Coinsurance will be 10 percent for network providers which means after the deductible is met, the plan pays 90% until you reach the out-of-pocket maximum then the plan pays 100% of eligible charges.  Coinsurance will be 40 percent for non-network providers.
  
• Annual medical out-of-pocket maximums for network providers will be $1,000 for individuals and $3,000 for families.
  
• Adds a "CarePlus" option for 100% benefit coverage for specific approved treatments and conditions which are not standard coverage under health care plans but are promising or investigational treatments.  For employees who choose to participate, the projected monthly contributions in 2011 are $1 for individual and $2 for families.
  
• Employees may now participate in AT&T Flexible Spending Accounts allowing employees to pay eligible contributions and out-of-pocket health care expenses on a pre-tax basis.

Prescriptions

• No bargained changes in 2010.
  
• Changes in prescription plan that would go into effect on January 1, 2011: 
  
  • Employees will pay the following co-pays for prescription drugs in 2011 and 2012:
    
    • Retail (up to 30-day supply): $10 generic, $20 formulary, $40 non-formulary
      
    • Mail Order (up to 90-day supply): $20 generic, $40 formulary, $80 non-formulary
      
      • Allows for prescription pick-up at CVS pharmacies for maintenance prescriptions required to be filled by mail order at no additional charge.
        
    • Out-of-pocket maximums for prescription drugs will be $900 for individuals and $1,800 for families.
      
    • No increases in 2012.

Dental and Vision

• No bargained changes for life of agreement.

Success Sharing Plan

• This is a new cash bonus plan tied to the company's performance
  
• In additional to regular employees, this cash bonus also covers temporary and term employees for the first time.
  
• Employees will receive a cash payout based on the stock appreciation value in 2010, 2011 and 2012.
  
• In 2012, in addition to the stock appreciation, employees will have an opportunity to gain an additional cash payout based on annual dividend equivalent payments.
  
• An additional benefit for savings plan participants is that this money is eligible for savings plan deductions with the company match.

Retirement

• Pension band increases of 2% in each of the three years of the agreement.
  
• Effective 2010, moved pension increase date one month earlier to June (from July).  This is particularly helpful to anyone who leaves the payroll under force adjustment during 2nd quarter, so they don't miss out on the pension increase.
  
• No change to the provision of the non-decreasing lump sum.  If you're eligible for a service pension and are still actively employed on December 31 of each year after 1999, the lump sum value of your pre-1999 pension band benefit is calculated using the applicable interest rate and your attained age at that time.  At any time in the future, if you choose to take a lump sum of your pre-1999 benefit that amount will never be less than the largest lump sum calculated on any prior December 31.  We are the only District that has this benefit.
  
• Ensured we continued lump-sum pension payout option upon retirement.  The Pension Protection Act will be phased-in over a four year period beginning in 2012.
  
• Employees who are surplused and demoted will continue to have their Pension Band protected for 5 years (5 year look back).
  
• New Hires will be eligible for AT&T Retirement Saving Plan (ARSP) & Bargained Cash Balance Program #2 (BCB2) beginning 1/1/2011.

Employment Security Commitment

All of these changes give surplus employees additional options in an effort to stay on the payroll.

• Maintained all protections of Article 14
  
• ESIPP will always be offered, even in an economic surplus. 
  
• Currently SIPP is granted to employees performing essentially the same type work, in the organizational unit.  We added that SIPP will be offered in title in the organizational unit.  This will ensure that senior SIPP takers are not over looked at the beginning of the process.
  
• Increased the number of Optional ESIPP requests from one to two.
  
• Now, before hiring for any term positions, if interested, qualified surplus employees in the Job Bank will be offered positions in their Family of Skills, in their home exchange or any exchange within 35 miles.  At the end of their Job Bank eligibility, they can exit the bank, collect their termination pay, and be rehired as a term to complete the term assignment. 
  
• Renewed the Job Offer Guarantee (JOG) agreement which guarantees eligible surplus employees a job offer within the nine-state region.
  
• Added a title to the Family of Skills list for skill groups 6 & 8.
  
• 7.01K Return Rights are expanded for surplus employees that transfer to Billing or Utilities in an equal or lower level job.  These employees will still have return rights back to BST.
  
• To break seniority ties concerning the junior employee to be processed in Article 7 and give every employee an equal chance every quarter, we agreed to use a software program that creates a list of random numbers.  We may have a representative from the District present when the software generates the random list of numbers.
  
• District 3 finally has Neutrality and Card Check Recognition which will help us grow the Union and jobs. 
  
• Employees will now be able to participate in the National Transfer Plan so they can move between participating bargaining units within AT&T companies.   
  
• Renewed the agreement for supplemental screening process to allow members use of their paid time off or unpaid time off to comply with the Florida state statue, known as the Jessica Lunsford Act.   This protects the employee's service with the company and allows continued employment and benefits.
  
• Renewed the Safe Load Limits MOA which allows employees to elect to participate in the PARTNERSHIP Job Bank if they are unsuccessful in meeting the weight requirements.
  
• Bargaining Unit Expanded - BellSouth Long Distance, BellSouth Corporation, and BASC were brought into the BST contract, expanding their contract provisions. 

Temp/Term and Part-time Employees

• Term employees may submit job requests after 24 months in assignment
  
• Increase Term assignment to 36 months.
  
• Temporary and Term employees may be converted before hiring new employees.
  
• Eligible for the Success Sharing Plan.
  
• On a one time basis and within 90 days of ratification Temp/Term employees in the Network organization may be reclassified to regular. 
  
• Also regular part-time employees in Network I&R and C&E on a voluntary basis will be converted to regular full-time.  These conversions will also take place within 90 days of ratification.

New Leveraged Sales Title

• New sales title, Sales Consultant, created to be paid 60% base guaranteed and 40% leveraged.
  
• Current regular Sales Associates will not be forced to the Sales Consultant title; however, they may choose to move to the leveraged title with an opportunity to move back within 6 months.
  
• Term Sales Associates may be selected for regular Sales Consultant positions or they may opt to remain as Term Sales Associates.
  
• Applies to new hires after ratification.
  
• Eligibility for incentive payout when 50% of any objective is exceeded.  Incentive pay can be as much as 300%, allowing for a Sales Consultant to make more when they sell more.
  
• Enhanced job security by combining Sales Associates and Sales Consultants in the event of a surplus.
  
• Limited scope - These leveraged title positions are only for Sales Consultants in the Consumer and Business organizations.  If the company wants to expand their use to other organizations in the future, they will need to get our approval and must bargain to agreement.   

Other Items

• New incentive language allows all departments to create incentive plans for all employees.  These incentives are all above basic wages.
  
• Employees may request an off cycle check for any missed regular pay or for missed overtime pay equal to or greater than $300.
  
• Improved the process for recovery of wage and benefit overpayments including advance notification and consideration for alternative payment arrangements. 
  
• Renewed Easy Time MOA.
  
• Renewed Closed Key Time MOA.
  
• Up to 2 EWD days can now be used flexibly in Network.
  
• To give employees the added flexibility to decide what day they want to schedule for their Optional Holiday, we eliminated all "Days of Local Significance" currently substituted for an Optional Holiday (e.g., Mardi Gras).  Employees may now schedule any day of their choice. 
  
• Added stepbrother and stepsister to immediate family for absences excused with pay.
  
• Cost of textbooks now included as an eligible expense under Tuition Aid Plan. 
  
• Renewed the agreement that Union Activity (unpaid) time will be counted towards FMLA eligibility. 
  
• Certified union reps will suffer no loss of pay when meeting with managers of other AT&T companies.
  
• No loss of arbitration eligibility after 8/9/2009 contract expiration. 
  
• Establishes a Presidential Council, focused on discussions between key leaders from CWA and the company on subjects of mutual concern.
  
• We will work with company on national health care reform through a new joint committee.
  
• Revised Aligning for Success MOA.

Your bargaining committee worked hard for you to reach a fair agreement.  This list of accomplishments is a result of your support of the bargaining team and your mobilization efforts over a very long year of tough bargaining.

YOUR BARGAINING TEAM UNANIMOUSLY RECOMMENDS THIS AGREEMENT.

Don LaRotonda, CWA Chair
Thelma Dunlap, Co-Chair
Matt Gladu, Local 3110, St. Augustine, FL
J.C. Smith, Local 3204, Atlanta, GA
Nicholas Hawkins, Local 3305, Frankfort, KY
Judy Bruno, Local 3406, Lafayette, LA
Kim Sadler, Local 3511, Jackson, MS
Richard Honeycutt, Local 3605, Shelby, NC
Alan Poston, Local 3708, Florence, SC
Rick Feinstein, Local 3808, Nashville, TN
Andrew Gifford, Local 3904, Gadsden, AL CWA

You MUST VOTE for your voice to be heard.

Vote YES for ratification!

In Unity,