Tentative Agreement Update - CWA-BellSouth Telecommunications Inc.
February 8, 2010
As a result of intensive talks a new Tentative Agreement was reached and recommended unanimously by the bargaining team.The changes from the previous TA are as follows:
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The Company's contribution to the HRA's will be used to reduce premiums in 2011 to $15 individual and $30 family per month.
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HRA's have been eliminated for active employees.
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The SSP will be distributed in the 4th quarter of each contract year. *SSP is predicated on the performance of the stock.
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New job security provisions have been agreed upon.
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Up-front SIPP will be offered to all in title in Organizational Unit regardless of the type work performed..
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Surplus employees will be given preferential rights to claim term vacancies.
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Overpayment of benefits will now be collected in the same manner as overpaid wages.
Additional details will be posted on this website by subject at a later time.
CWA - BST Contract - Wages
February 8, 2010
Wages The new wage agreement features a 9% compounded general wage increase over the life of the contract for employees at top step.
3% 8/9/2009 at top of wage scale*
Retroactive to 8/9/2009 if ratified by March 5, 2010
3% 9/5/2010 at top of wage scale*
2.75% 9/4/2011 at top of wage scale*
Compounded Wage Increases
- While these increases add up to 8.75%, the effect on wages will be compounded as the second and third increases are applied to the wage which had already been increased in the prior year.
- For example, a weekly wage of $1000
a. Would rise to $1030 after the first increase.
b. In the second year, that $1030 would grow by another 3% to $1060.9, rounded to 1061.
c. In the third year, that $1061 would increase by 2.75% to $1090.17, rounded to $1090.
- The net increase in wages, then, is 9% from $1000 to $1090 per week over the term of the contract.
Examples:
| Annual Wages at top of progression in Zone A/Wage Area I |
| Zone A / WA I |
Aug 3, 2008 |
Aug 9, 2009 |
Sept 5, 2010 |
Sept 4, 2011 |
| WS 10 |
$816.00 |
$840.50 |
$865.50 |
$889.50 |
| WS 14 |
$854.50 |
$880.00 |
$906.50 |
$931.50 |
| WS 20 |
$934.00 |
$962.00 |
$991.00 |
$1018.50 |
| WS 23 |
$950.50 |
$979.00 |
$1008.50 |
$1036.00 |
| WS 27 |
$978.00 |
$1007.50 |
$1037.50 |
$1066.00 |
| WS 30 |
$1115.00 |
$1148.50 |
$1183.00 |
$1215.50 |
| WS 32 |
$1163.50 |
$1198.50 |
$1234.50 |
$1268.50 |
| Annual Wages at top of progression in Zone B/Wage Area II |
| Zone B / WA II |
Aug 3, 2008 |
Aug 9, 2009 |
Sept 5, 2010 |
Sept 4, 2011 |
| WS 10 |
$796.00 |
$820.00 |
$844.50 |
$867.50 |
| WS 14 |
$844.00 |
$869.50 |
$895.50 |
$920.00 |
| WS 20 |
$908.00 |
$935.00 |
$963.00 |
$989.50 |
| WS 23 |
$940.00 |
$968.00 |
$997.00 |
$1024.50 |
| WS 27 |
$963.00 |
$992.00 |
$1022.00 |
$1050.00 |
| WS 30 |
$1091.50 |
$1124.00 |
$1157.50 |
$1189.50 |
| WS 32 |
$1136.00 |
$1170.00 |
$1205.00 |
$1238.00 |
| Annual Wages at top of progression in Zone C |
| Zone C |
Aug 3, 2008 |
Aug 9, 2009 |
Sept 5, 2010 |
Sept 4, 2011 |
| WS 10 |
$793.00 |
$817.00 |
$841.50 |
$864.50 |
| WS 14 |
$836.50 |
$861.50 |
$887.50 |
$912.00 |
| WS 20 |
$904.50 |
$931.50 |
$959.50 |
$986.00 |
| WS 23 |
$934.00 |
$962.00 |
$991.00 |
$1018.50 |
| WS 27 |
$956.50 |
$985.00 |
$1014.50 |
$1042.50 |
| WS 30 |
$1080.00 |
$1112.50 |
$1146.00 |
$1177.50 |
| WS 32 |
$1126.50 |
$1160.50 |
$1195.50 |
$1228.50 |
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- The progression steps will be increased between the existing start rate and the new top rate. There will be no change in the start rates.
- 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 progessing 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 approx 38.5% increase over the life of the agreement, which includes both wage progression and general wage increase.
- Examples of Progression:
WS 27 in Zone A
An employee at the Start rate in Aug 2009 will make $654.00
At the end of the contract, they will be at Step 36 making $943.50
Increase of 44.3% ($943.50 654.00 = $289.50/ $654.00 = .443 = 44.3%)
WS 27 in Zone A
An employee at the 12 month step in Aug 2009 will make $728.50
At the end of the contract, they will be at Top making $1066.00
Increase of 46.3%
WS 30 in Zone A
An employee at the 12 month step in August 2009 will make $778.00
At the end of the contract, they will be at Step 48 making $1090.50
Increase of 40.2%
WS 30 in Zone A
An employee at the 24 month step in Aug 2009 will make $857.50
At the end of the contract, they will be at Top making $1215.50
Increase of 41.7%
WS 30 in Zone C
An employee at the 24 month step in Aug 29 will make $747.00
At the end of the contract, they will be at Top making $1177.50
Increase of 57.6%
WS 30 in Zone C
An employee at the 36 month in Aug 2009 will make $853.00
At the end of the contract, they will be at Top making $1177.50
Increase of 38.0%
CWA-BST Tentative Agreement - Payroll Issues
February 9, 2010
Below is a copy of a letter from AT&T SE regarding a change in the previous tentative agreement as to how benefits will be repaid
In Unity,
Judy Dennis
Vice President - CWA District 3
########################
ATT
John Tragesar
Executive Director
Labor Relations
February 5, 2010
Dear Ms. Dennis,
There was extensive discussion during bargaining regarding Payroll issues. The CWA expressed concern that employees receive appropriate pay for time worked in a timely manner. The Company recognizes these concerns and seeks to address them.
The Company will modify internal procedures concerning off-cycle payments:
- Off-cycle processing of missing Regular pay at the employee's request;
- Off-cycle processing of Extra pay for amounts of $300.00 or greater at the employee's request.
A Payroll representative will be available to attend Operations Board meetings (by phone) on an as-needed basis to address payroll related issues.
The Company will utilize the following procedures concerning the collection of wage or benefits overpayments.
- The Company will notify the employee before the first payroll deduction.
- If the overpayment is $4,000 or less, the deduction will be the greater of $100 or 10% of the employee's gross wages per pay period, until the overpayment is recouped.
- If the overpayment is more than $4,000, the deduction will be the greater of $100 or 20% of the employee's gross wages per pay period, until the overpayment is recouped.
- The Company will consider employee requests for alternative payment arrangement when there are extenuating personal circumstances. Such alternative arrangements may be implemented, when in its sole discretion, the Company determines the arrangement to be appropriate and reasonable under the circumstances of each case. The employee may be represented by the Union in discussing alternate payment arrangements with the Company, but the Company's decision on whether to implement such a proposed alternative payment arrangement will be final and binding and will not be subject to further challenge.
- The Company is not precluded from exercising any rights it may have under applicable law to recover overpayments if an employee refuses to cooperate, or if an employee is about to leave or has left the payroll.
Further discussion concerning these issues may be addressed at the Executive level.
The provisions of this letter may be modified as necessary to comply with the requirements of any applicable federal or states laws or regulations.
/s/John Trageser
Executive Director
Labor Relations
CWA-BST TA - Leveraged Title
February 9, 2010
Below is the informational piece "Leveraged Title".
Also click on this link for the letter sent by the Company to District 3 with the job description and the wages.
In Unity,
Judy Dennis
Vice President - CWA District 3
##########################
Leveraged Title
There has been some misunderstanding about what the Leveraged Title involves, and today we will spell out exactly what was agreed to and what it means to you, our members:
- First and most importantly, its use will create NEW jobs in the Southeast. New jobs = increased job security!
- NO Sales Associate will be forced into the leveraged title.
- Current Sales Associates will remain on their current wage scale and not have a cut in pay. Additionally, as with our other members, Sales Associates will receive a general wage increase.
- Current Sales Associates can volunteer to try out the leveraged title and return to their former Sales Associate job and pay within 6 months if they feel it's not right for them. Also, if you are covered by the AT&T Pension Plan Benefit-Southeast Program and move to a leveraged compensation plan, you will keep the same pension band you have today.
- Term Sales Associates will have the choice to remain as term Sales Associates until their term is completed or may be considered for selection for regular full time Sales Consultant positions.
- New Hires after ratification will be hired into the Sales Consultant job title which will have a 60% base wage and 40% incentive component. Payout of incentive begins when 50% of objective is exceeded and may be paid out up to 300%. What this means is that Sales Consultants have an opportunity for greater earnings potential. The more you sell, the more your make.
- Job security will be enhanced for existing Sales Associates because both Sales Associates and Sales Consultants will be combined in the event of a surplus. As always, seniority will prevail, and in the event a Sales Associate bumps a Sales Consultant, they will retain their Sales Associate title and pay.
- 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.
- Employees in initial training are guaranteed 100% of the target incentive amount during initial training and for the 4 weeks following. This allows our new Sales Consultants the time necessary to get up to speed and become proficient.
- Sales Consultants will reach the top of wage scale in only 36 months, 12 months earlier than a Sales Associate would reach top pay.
- We will have a voice. We will establish a regional joint committee, called the Leveraged Compensation Committee, which will meet twice a year to discuss the status of and suggestions regarding additional leveraged compensation plans. In addition, if 70% of the employees on leveraged compensation do not qualify for an incentive payout in any given month, the Company will meet to review the leveraged compensation plan.
- Employees on an approved Short Term Disability Plan will be paid 60% of the base plus 40% of the Target Incentive amount.
CWA-BST Tentative Agreement - SIPP & SSP
February 9, 2010
Click on the links below for changes to the new TA for SSP and SIPP
In Unity,
Judy Dennis
Vice President - CWA District 3
CWA-BST Tentative Agreement - Employee Security
February 9, 2010
Below is a letter from ATT which makes a change in the previous tentative agreement regarding term positions and employee security.
In Unity,
Don LaRotonda
Assistant to the Vice President
########################
ATT
John Tragesar
Executive Director
Labor Relations
February 5, 2010
Mr. Don LaRotonda
Assistantant to the Vice President
Communications Workers of America
Dear Don,
During 2009 Bargaining, the Company and the Union discussed in depth the loss of access lines in our business and its effects on employees. In an effort to provide additional employee security, the Company makes the following commitment.
Before hiring any term positions, the Company will first offer, to qualified surplus employees in the Partnership Job Bank (PJB), vacancies in their Family of Skills. These vacancies will be limited to the exchange or an exchange within 35 miles. The surplus employee must indicate, when entering the PJB, their interest in these positions.
- After the completion of the bank time, if still needed in the assignment, the employee will be rehired into the term position.
- When exiting the PJB the employee will be paid the balance of their termination pay in a lump sum.
- The provisions of Article 9 will not apply.
- During term status the employee will retain their 7.02 Recall Rights.
This commitment will remain in effect for the life of the new BST agreement
CWA - BST - Understanding Leveraged Title in the new TA
February 10, 2010
Question 1
Under the BellSouth Savings and Security Plan and under the AT&T Savings and Security Plan what is included in eligible compensation for leveraged titles?
Answer: Under the Company proposal, the only change to the already existing definition of eligible compensation under both savings plans for Leveraged Titles is to include the Target Incentive payments in the definition of eligible compensation. Specifically in the banded savings plans (the BSSP and the ASSP) the Target Incentive payment will be used in the determination of the band amount at which the participant is eligible to contribute.
Question 2
Under our current proposal where a current Sales Associate can go to the Leveraged Title and then return back to a regular Sales Associate non-Leveraged within 6 months how would their pension be handled?
Answer: Under the Company proposal, a Current Employee who is a Sales Associate and moves to a Leveraged Title will continue to be eligible for their legacy pension plan (not the BCB2). If that employee then returns to a non-Leveraged Title position, they will continue to be eligible for their legacy pension plan so there would be no change to their pension plan eligibility under this scenario.
Question 3
Can you tell me how an employee in a Leveraged Title would be paid while on Short Term Disability benefits?
Answer: Eligible compensation under the BellSouth Short Term Disability Plan for employees in Leveraged Titles will be based on base wages plus the Target Incentive amount.
CWA-BST Success Sharing Plan in the new TA
February 10, 2010
Below is an information piece on the Success Sharing Plan. To view the changes in the new TA click here
SUCCESS SHARING PLAN
The new Success Sharing Plan will now be a cash payout made directly to our members and will not be automatically deposited into an HRA. Members can use their money any way they want. For the first time, Temps and Terms are now eligible to get this cash payment.
How does this work?
There are three award years:
- 2010 from October 1, 2009 to September 30, 2010
- 2011 from October 1, 2010 to September 30, 2011
- 2012 from October 3, 2011 to September 28, 2012
2010 will be based on the change of AT&T stock price from Oct. 1, 2009 to Sept. 30, 2010.
2011 will be based on the change of AT&T stock price from Oct. 1, 2010 to Sept. 30, 2011.
2012 will be based on the change of AT&T stock price from Oct. 3, 2011 to Sept. 28, 2012 AND the dividends paid from December 2011 to September 2012.
There will be no guessing about what the numbers are for different business units. Everybody will know and everybody gets the same.
For 2010, let's say the AT&T stock price goes up between October 1, 2009 and September 30, 2010. The payout would be the increase in stock price X 150.
2011 will be calculated the same way using the difference between the stock price of October 1, 2010 and September 30, 2011 and multiplying by 150 success units.
In 2012, there are two parts: stock appreciation and dividends.
The stock appreciation is figured the same as for 2010 and 2011 using the difference between the stock price of October 3, 2011 and September 28, 2012. If AT&T pays quarterly dividends totaling $1.64 (December 2011, March 2012, June 2012, September 2012), you multiply the dividends by 150 success units.
The total for 2012 in this example would be stock price increase X 150 plus dividends.
$1.64 X 150 Success Units = $246.00.
An additional first time benefit for savings plan participants is that this money is eligible for savings plan deductions with the company match.
CWA-BST Understanding Success Sharing Plan in the new TA
February 10, 2010
Question 1
Will the dividend portion of the SSP be based on the quarterly results? And will it be paid yearly?
Answer For award year 2012, the dividend portion of the SSP will be based on the divided declared each quarter and combined with the stock appreciation portion of the SSP and the payment of the lump sum award 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.
CWA-BST TA - Announcement - Premiums
February 11, 2010
The District along with the bargaining team has continuously had talks with the Company since the tentative agreement was reached on February 8th. CWA contended that the rolling of the premiums in 2011 was a cost to our members not neutral as was agreed and the premiums should be $10.00 and $25.00. The Company maintained it was due to administrative cost. The bargaining team, along with CWA research, have been working on the numbers of setting up the HRAs versus changing the premiums. CWA maintained it would cost more administratively to set up HRAs. As of this morning the Company has agreed and the premiums for 2011 will be $10.00 and $25.00.
In Unity,
Judy Dennis
Vice President CWA District 3
CWA-BST Pension Benefits
February 11, 2010
Pensions
Beginning in 2010, annual pension band increases are effective one month earlier (moved from July to June). 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.
- 2% - effective June 1, 2010
- 2% - effective June 1, 2011
- 2% - effective June 1, 2012
- The lump sum pension option will be retained for the life of the contract.
Although the Company proposed to eliminate, we fought hard and preserved the pre-1999 non-decreasing lump sum pension benefit. If you're eligible for a service pension and are still actively employed on December 31 of each year, 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 remain the only district that has this feature in their pension plan.
Employees who are surplused and demoted will continue to have their Pension Band protected for 5 years (5 year look back).
Beginning in the last year of the contract (2012), we begin a phased in schedule of 25% per year to the Pension Protection Act (PPA) rate rather than General Agreement of Tariffs & Trades (GATT) to calculate lump sum.
New Hires - Pension plan will be the Bargained Cash Balance Program #2 (BCBP2) which is based on a percent of pay instead of pension bands. New hires will be eligible for AT&T Retirement Savings Plan (ARSP), which currently has a 80% match.
CWA-BST Understanding Pension Benefits in the new TA
February 11, 2010
Question 1
Which GATT rate will we use? Ex: Legacy S currently use a quarterly average and BellSouth use the November each year?
Answer: Under the terms of the Tentative Agreement, the change to the interest rate used to calculate a lump sum form of payment under the Southeast Program and attributable to the Pre-99 Pension Band Benefit will be based on the Southeast Program's lookback month and stability period as defined by the Program prior to the change to the Applicable Interest Rate, meaning that the annual rate will be based on the rate derived in November of each year preceding.
Question 2
The tentative agreement states that we retain the non-decreasing lump sum for the life of the contract. Does this mean that if I retire in December of the last year of the contract, 2012, that I will get the highest pay out on my pre-99, just as it was in the last contract? That would be if my highest was based on the GATT rate, and for instance if 2009 was the best year, and I leave in December 2012 I will get that amount based on 2009 and not the 25% PPA that takes effect in 2012?
Answer: The agreement does not change the provisions of the non-decreasing lump sum.
Question 3
What is the current GATT rate?
Answer: The current 30-year Treasury Bond Rate, on which the "GATT" rate is based, is 4.31%
Question 4
A 35 year employee retired and took a lump sum. He has now hired back on as a term tech in the core contract and subsequently, has been hired permanently. Will he begin accruing in the BCBP2 or BellSouth Pension Plan?
Answer: Under the Company's proposal, the Converted Temp/Term Employee is eligible to participate in the Bargained Cash Balance Program 2 (BCB2) effective January 1, 2011.
Question 5
A current employee from another region moves to BST via the NTP. When the employee retires they would receive the pension benefit for service in the other region up to the time of transfer and a pension benefit for service while in the Southeast after the transfer. It would be an A + B pension. What happens if they subsequently transfer back via the NTP from their previous region?
Answer: Under the Company's proposal, and under this scenario, the employee is still eligible for an A + B benefit, the "A" piece would be made up of the total pensionable credited service under the non-BST plan, while the "B" piece would be made up of their time in the Southeast Program (the "BST plan for Current Employees").
Question 6
A core retiree re-engaged as temp/term and now made permanent when he leaves again will he have core pension or BCBP2?
Answer: Under the Company's proposal, the rehired employee would be considered a New Hire and would be eligible for the BCB2. Their benefit accrued while a New Hire would be paid out of the BCB2. The rehired employee would retain his vested accrued benefit from the Southeast Program related to his prior period of employment.
Question 7
From pension perspective, if an employee retires with core pension benefits and comes back to work:
- If the rehired employee works less than 5 years or
- If the rehired employee works 5 or more years is he eligible for new hire pension benefits?
Answer: Under the Company's proposal, the rehired employee would be considered a New Hire and would be eligible for the BCB2, regardless of whether the employee works more or less than 5 years. The benefit accrued while a New Hire would be paid out of the BCB2. The rehired employee would retain his vested accrued benefit from the Southeast Program related to his prior period of employment.
FOLLOW LINK BELOW TO SEE HIGHLIGHTS OF MEDICAL TA.
http://files.cwa-union.org/district3/healthcare_highlights.pdf
CWA-BST Understanding Healthcare in the new TA
February 12, 2010
Question 1
Please provide some examples of 2009 covered procedures under the CarePlus Program.
Answer Below are examples of 2009 Covered Procedures:
- Cancer Therapies which include, but are not limited to:
- Autologous Stem Cell Transplant for Breast Cancer,
- Allogeneic Stem Cell Transfer for Advanced Melanoma,
- Gene Transfer Therapy for Cystic Fibrosis
- Additional Procedures include, but are not limited to:
- Interferon Therapy for AIDS-Related Complex
- Occipital nerve injection to treat headache
NOTE: Covered Procedures are reviewed annually.
Question 2
Why is the Managed Competition provision under the BellSouth Medical Assistance Plan being discontinued?
Answer The Managed Competition provision will not be utilized as it is redundant to the AT&T review process.
Question 3 If a member retires on 02-12-2011 will they be a future retiree who has to pay for 50% of his/her medical coverage.
Answer If an employee who retires during the term of the agreement was classified as a Current Employee while actively employed, he/she will be eligible to participate in the BellSouth Retiree Medical Assistance Plan (RMAP) as described in Exhibit 2 of the Benefits Article, and will be subject to the contribution required as a result of the Current Retiree DDB Cap provisions, unless the former employee elects coverage under the alternative plan option or is Medicare eligible. A Current Employee who retires during the term of this agreement and is either Medicare eligible or elects the alternative medical plan option would not be charged retiree medical contributions for the term of this agreement for the RMAP coverage.
However, if an employee who retires during the term of the agreement was classified as a New Hire or Converted Temp/Term while actively employed, he/she will be eligible to participate in the BellSouth Retiree Medical Assistance Plan (RMAP) as described in Exhibit 2 of the Benefits Article with the following exceptions which are described in Exhibit 1:
- Eligible Retired Employees who are Non-Medicare eligible will pay 50% of total cost of coverage
- Eligible Retired Employees who are Medicare eligible are ineligible for coverage.
Question 4
Will medical premiums be deducted bi-weekly or monthly?
Answer Under current administrative practices, medical contributions are expressed as monthly totals to be deducted bi-weekly from active employee paychecks.
Question 5
List of covered preventive health care?
Answer The list of covered preventive health care items did not change and are the same as they are today but do not represent an all inclusive list.The preventive care guidelines of each respective medical carrier will be followed and may change from time to time based on industry-wide prevailing medical guidelines and procedural changes.
Question 6
Under the Prescription Drug plan changes for 2011. If the doctor prescribes a brand name drug, and this drug is on preferred/formulary drug list for the copay of $20 retail/$40 mail order or would they be required to take the generic if a generic is available? Or would the member have to pay the difference between the generic and brand?
Answer An individual who purchases a brand name drug at a network retail or Mail Order pharmacy when a generic is available, will be required to pay the generic copay plus the cost difference between the brand name drug and the generic drug, even if the physician has indicated Dispense as Written. If the individual cannot take the generic drug for medical reasons, an appeal may be filed with the prescription drug claims administrator. If the appeal is approved, the participant will receive the Formulary or Non-Formulary Brand Name Drug for the applicable Formulary or Non-Formulary Brand Name Drug Copayment and not be responsible for the cost difference between the generic and the brand name drug.
Question 7
If spousal carve out is eliminated will an employee be allowed to cover his/her spouse under the family plan even if the spouse works for a company who offers insurance?
Answer Yes. However, if the spouse elects their company's coverage then the Coordination of Benefits provisions will continue to apply as described in the Summary Plan Description.
Question 8
Will full time union presidents on leave have their health care paid for by the company?
Answer Coverage may be continued for those employees covered by Article 26.02 in the applicable company medical plan pursuant to the same conditions and to the same extent as a comparable employee on the active payroll during the Union leave.
Question 9
What is the definition of eligible/allowance expenses under MAP? How does this relate to R&C?
Answer Benefit payments for covered services are based on the amount of the provider's charge that we recognize for payment of benefits. This amount is limited to the lesser of the provider's charge for care or the amount of that charge that is determined by the carrier to be allowable depending on the type of provider utilized. Reasonable and Customary (R&C) are the amount of the charges that the carrier recognizes for payment of Non-Network/Non-PPO benefits.
Question 10
Are R&C rates dictated or negotiated?
Answer R&C rates are determined by each carrier.
Question 11
Are R&C amounts Industry Standard or does the company negotiate R&C?
Answer Each carrier is responsible to determine allowable charges using industry standards and fee data.
Question 12
Do you have to be admitted to the hospital or have a life threatening injury for Emergency Room benefits to be paid?
Answer No, under MAP an individual does not have to be admitted or have a life threatening injury in order to be covered for Emergency Room benefits. A penalty may apply if non-emergency care is obtained in a non-network emergency facility.
Question 13
Please provide a list of eligible Preventative Test under MAP?
Answer Under the Company's proposal, the preventive care guidelines of each respective medical carrier will be followed (See response to Question #5). Examples of preventive tests that could be covered under the MAP:
- Venipuncture, Urinalysis, Lipid Panel, Cholesterol, Lipoprotein, Triglycerides
- TB Skin Test when provided in conjunction with an office visit
- Routine Immunizations
- Routine Pap Smears
- Routine Mammogram
- Routine Prostate Specific Antigen (PSA)
- CBC and SMA20/Chemistry Profile
- EKG, Basic Metabolic Panel, General Health Panel, Comprehensive Metabolic Panel, Renal Function Panel
- Colorectal Cancer Screening Ages 50 and Over
Question 14
What happens if an employee cannot take a "generic" drug?
Answer Under the Company's current proposal the individual would be required to pay the generic copay plus the cost difference between the generic and the brand name drug. (Please refer to Question #6 for additional information.)
Question 15
Specialty Pharmacy does that cover compounded drugs?
Answer Yes, however, generally compound drugs are not considered specialty drugs.
Question 16
Since managed competition is going away, what POS plans will be offered, where will they be offered and what costs are associated with those plans (e.g., deductible, OOP, Co-Pay, etc.)? How often will the Company evaluate possible POS options (e.g., annually, semi-annually)?
Answer The Company will continue to offer the POS plans as modified under the Company proposal and there are no immediate changes in medical carriers planned for 2010. The Company will annually review carrier capabilities for accessibility and efficiency, as well as customer service.
Question 17
What drugs are listed on the formulary? How often does the formulary list change? How are employees advised of the list of drugs on the formulary and how will they be notified of changes to the formulary?
Answer The individual would receive a letter from the pharmacy benefits manager if they were taking a formulary drug and that drug was being taken off the formulary drug list. The formulary (preferred brand) drugs are listed on the Caremark web site, and are available for participant viewing at any time. These drugs are reviewed at least quarterly by the pharmacy benefits manager. This means that the list will change from time to time.
Question 18
Does the birthday rule still apply?
Answer There is no change to the birthday rule in the Company proposal.
Question 19
If we have two employees that are either married or domestic partners do they have to have individual coverage or can they have family coverage? What if one is management and one is craft? If one of the employees retirees does the one retiring have to go on retiree benefits or can he/she remain on his/her spouses active coverage?
Answer If two employees of the Company are also married to each other or are Eligible Domestic Partners they are eligible to either enroll separately or as a family; however, they cannot be enrolled as both an employee and as a dependent. If one is retired and the other active, whether management or craft, the same elections apply they may enroll separately or as a family.
Question 20
In regards to the CVS pharmacy letter if the Company decides to discontinue this benefit of allowing employees to purchase RX at CVS instead of through mail order would their be sufficient notice to employees to begin ordering through mail order?
Answer Should the Company decide to discontinue the provisions of the CVS pharmacy letter, the Company would provide reasonable notice to employees.
Question 21
Is the VEBA Trust for active and retirees?
Answer There are 2 VEBAs in place for SE Bargained Retirees. One for Health and Welfare benefits and one for Life Insurance benefits.
Question 22
What expenses come out of the VEBA trust?
Answer Health Care expenses for current retirees are paid from the Health and Welfare VEBA and Basic/Accidental Death & Dismemberment benefits are paid from the Life Insurance VEBA.
Question 23
Define the Health VEBA Trust
Answer The Health VEBA Trust was first established in 1990 as a means of funding post-retirement medical costs paid by the Company.
Question 24
Will the VEBA money remain in the VEBA trust?
Answer Yes, VEBA money is kept in the VEBA until used to pay benefits incurred by the covered population.
Question 25
What happened to SE Long Term Care Plan?
Answer The SE Long Term Care Plan was renamed the AT&T Consolidated Long-Term Care Insurance Plan and the Union was informed of this name change post-merger.
Question 26
If a former retiree comes back on the payroll as a temp/term do they need to leave prior to 1/1/2011 or how will their benefits be handled? (Will they pay 50% of total cost of coverage or will they be the same as full time current?)
Answer If the retired employee is rehired after August 8, 2009 as a Temp or Term (or Regular) Employee, they will be treated as a New Hire Employee while active, and upon subsequent termination will pay 50% of total cost of coverage if they bridge service.
Question 27
Can retiree vision be paid yearly or quarterly instead of monthly?
Answer Yes, retiree vision contributions may be made in advance.
CWA-BST - Employment Security
February 16, 2010
EMPLOYMENT SECURITY
Jurisdiction of Work
The Company came after us hard and proposed eliminating the protections of Article 14. This would have allowed the Company to contract out our core Network work. There are no changes and we continue to have the best protection for core Network work of any District.
Force Adjustment
We were able to make numerous changes that provide additional options for our members.
- Expanded SIPP will always be offered, even in an economic surplus.
- SIPP has been granted to employees performing essentially the same type work, in the organizational unit, we added that it 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 SE region.
- Added a title to the Family of Skills list for skill group 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.
- For several bargaining cycles we have attempted to come to some agreement on how to break seniority ties concerning the junior employee to be processed in Article 7. The union wanted every employee to have an equal chance every quarter (similar to drawing a name out of a hat). We found a software program that creates a list of random numbers. The Union may have a representative from the District present when the software generates the random list of numbers.
All of these changes give surplus employees additional options in an effort to help you stay on the payroll.
National Card Check
We now have Neutrality and Card Check Recognition which will address future Union organizing efforts and will be administered on a national basis. In many previous bargaining sessions, we fought hard but were unsuccessful in obtaining card check and now we have it to grow the union and jobs.
National Transfer Plan
We will now be able to participate in the Inter-subsidiary Movement (IMF) process and the CWA Surplus Exchange (CSE) process as defined in the National Transfer Plan for movement between various AT&T companies. Employees may express their interest in consideration for jobs in other regions.
- Under the IMF process, eligible employees will receive priority placement before external hires (after regional contract processes) for any bargaining unit job in participating companies for which they qualify. Employees that are equally qualified will be offered in order of seniority. Employees will suffer no break in service for pension eligibility.
- Under the CSE process, surplus employees who express an interest in available positions in participating companies will receive priority placement before external hires (after regional contract processes) for any bargaining unit job for which they qualify. Allows CWA represented surplus employees the right to follow their work should vacancies exist. Relocation allowance will be paid, if applicable.
Supplemental Screening
Renewed the agreement for supplemental screening process. This allows 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. The act requires background screening of anyone who may be required to be on school premises as part of their regular job.
Safe Load Limits
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.
Temp/Term and Part-Time
We were successful in making improvements for temp/term and part-time members as well.
- Temp and terms can now be converted to regular full-time, prior to hiring.
- Extended the project limits for a term employee to 36 months.
- After a term employee has been in an assignment for 24 months, they can now submit requests for equal and lower levels jobs and will be considered prior to hiring.
- We bargained a one time conversion process for current temps/terms and part-time in Network.
- If there are qualified regular employees who had a request on file as of September 30, 2009, temp and term employees will be converted after 20% of the vacancies in each exchange have been filled by regular employees. The 20% will include vacancies filled by return rights, recalled, Article 10 and Article 12.
- If there is only one vacancy in the exchange, a regular employee will be considered first.
- Also regular part-time employees in I&R and C&E on a voluntary basis, may be converted to regular full-time.
- These conversions will take place within 90 days of ratification.
Bargaining Unit Expanded
BellSouth Long Distance, BellSouth Corporation, and BASC were brought into the BST contract, expanding their contract provisions. We took care that their rights were protected.
CWA-BST TA - Other Significant Changes
February 17, 2010
Tuition Aid
Employees and their jobs continue to be affected by changes in technology, and the need for ongoing employee development inside or outside of AT&T has never been greater. We maintained the flexibility for you to pursue a career path of your choice.
We also realize the importance of paying for textbooks. This expense has made it a hardship for some employees to use the Tuition Aid Plan. Now the cost of textbooks will be included in the plan. The tuition, lab fees, and cost of textbooks will be paid directly to you.
More information will be provided in the coming weeks on participating in the program. We encourage you to take advantage of this opportunity.
Aligning For Success
We will continue to work with the Company to ensure the success of our members and the Company through the Aligning for Success process. We stressed during bargaining that the success of the Company is built on the knowledge, skills and dedication of you - our members.
This process gives us a voice and input into the decision making and problem solving process at all levels of BST. It also guarantees meetings with the Company, on an ongoing basis, to find solutions on issues that are important to you.
The previous LGPs and Business Unit Boards structure will remain in place. We believe our ongoing involvement will result in continued improvement in your work and family life.
CWA Representatives and Local Presidents who serve on the boards will continue to be appointed by the Union.
Time Off
CWA members work hard and deserve adequate time off the job and the flexibility to use this time when they need it. CWA has made improvements in this area over the years. In this bargaining session, we ensured continued flexibility by:
Continuing Easy Time Employees in Consumer will continue to be able to schedule up to 2 full vacation days to be used in 15 minute increments due to personal needs and/or family obligations.
Increasing Flexible Excused Work Days Network employees may now schedule two of their EWDS to be used flexibly. This time can be taken in one hour increments based on the employee's personal need to take the time.
Eliminating Days of Local Significance To give employees the added flexibility to decide what days they want to schedule for Optional Holidays, 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. This does NOT mean that we gave up the right to substitute a day in the future if locally desired.
Expanding Immediate Family We have a number of members that have stepbrothers and/or stepsisters. It is extremely important for our members to be granted time off for the death of these relatives without it being held against them on their record. We were successful in adding stepbrother and stepsister to the immediate family definition.
Other
Stand-by Tech The Company wanted one-day coverage, to move pay to a flat daily rate and to remove the provision for volunteers only. We were NOT interested! We did agree to add an extended weekend option for Friday, Saturday and Sunday, keeping the same pay and restricting to volunteers.
Union Activities
We were successful in negotiating paid time (UAP) for Union Reps to meet with managers of other AT&T bargaining units. Previously this time was unpaid by the Company and was a significant expense to the Locals. Although this is a major benefit to all, it is especially important to our smaller Locals.
In addition, we renewed the agreement that Union Activity (unpaid) time will be counted towards FMLA eligibility.
Incentive Language
All of our members are NOW eligible to participate in Incentives Plans. This is all above basic wages. Previously only employees in Network and Customer Markets were included.
CWA - BST Understanding Leveraged Title in the new TA (2/22)
February 22, 2010
Updated - Questions 4, 5, 6 added 2/22/10
Question 1
Under the BellSouth Savings and Security Plan and under the AT&T Savings and Security Plan what is included in eligible compensation for leveraged titles?
Answer: Under the Company proposal, the only change to the already existing definition of eligible compensation under both savings plans for Leveraged Titles is to include the Target Incentive payments in the definition of eligible compensation. Specifically in the banded savings plans (the BSSP and the ASSP) the Target Incentive payment will be used in the determination of the band amount at which the participant is eligible to contribute.
Question 2
Under our current proposal where a current Sales Associate can go to the Leveraged Title and then return back to a regular Sales Associate non-Leveraged within 6 months how would their pension be handled?
Answer: Under the Company proposal, a Current Employee who is a Sales Associate and moves to a Leveraged Title will continue to be eligible for their legacy pension plan (not the BCB2). If that employee then returns to a non-Leveraged Title position, they will continue to be eligible for their legacy pension plan so there would be no change to their pension plan eligibility under this scenario.
Question 3
Can you tell me how an employee in a Leveraged Title would be paid while on Short Term Disability benefits?
Answer: Eligible compensation under the BellSouth Short Term Disability Plan for employees in Leveraged Titles will be based on base wages plus the Target Incentive amount.
Updated February 22, 2010 Question 4 If I am a surplus employee from network, and I accept a ready taker offer from sales associate WS27 would I become leveraged? Answer: No, the employee would be a sales associate. Question 5 Does a leveraged employee have to meet 50% of all components to get a pay out? Answer: No. Pay out of incentive compensation for a leveraged employee begins when 50% of their target is exceeded on their individual components. Each component has its own target, so it would be possible to receive a pay out on one component when 50% of that objective is exceeded but not on other components when the 50% target is not exceeded. Question 6 What is the time-in-title for Sales Consultant? Answer: It is the same as for a Sales Associate, 24 months time-in-title and 24 months time-in- exchange.
CWA-BST Understanding Healthcare in the new TA (2/22)
February 22, 2010
Updated Question 28 added 2/22/10
Question 1
Please provide some examples of 2009 covered procedures under the CarePlus Program.
Answer Below are examples of 2009 Covered Procedures:
- Cancer Therapies which include, but are not limited to:
- Autologous Stem Cell Transplant for Breast Cancer,
- Allogeneic Stem Cell Transfer for Advanced Melanoma,
- Gene Transfer Therapy for Cystic Fibrosis
- Additional Procedures include, but are not limited to:
- Interferon Therapy for AIDS-Related Complex
- Occipital nerve injection to treat headache
NOTE: Covered Procedures are reviewed annually.
Question 2
Why is the Managed Competition provision under the BellSouth Medical Assistance Plan being discontinued?
Answer The Managed Competition provision will not be utilized as it is redundant to the AT&T review process.
Question 3 If a member retires on 02-12-2011 will they be a future retiree who has to pay for 50% of his/her medical coverage.
Answer If an employee who retires during the term of the agreement was classified as a Current Employee while actively employed, he/she will be eligible to participate in the BellSouth Retiree Medical Assistance Plan (RMAP) as described in Exhibit 2 of the Benefits Article, and will be subject to the contribution required as a result of the Current Retiree DDB Cap provisions, unless the former employee elects coverage under the alternative plan option or is Medicare eligible. A Current Employee who retires during the term of this agreement and is either Medicare eligible or elects the alternative medical plan option would not be charged retiree medical contributions for the term of this agreement for the RMAP coverage.
However, if an employee who retires during the term of the agreement was classified as a New Hire or Converted Temp/Term while actively employed, he/she will be eligible to participate in the BellSouth Retiree Medical Assistance Plan (RMAP) as described in Exhibit 2 of the Benefits Article with the following exceptions which are described in Exhibit 1:
- Eligible Retired Employees who are Non-Medicare eligible will pay 50% of total cost of coverage
- Eligible Retired Employees who are Medicare eligible are ineligible for coverage.
Question 4
Will medical premiums be deducted bi-weekly or monthly?
Answer Under current administrative practices, medical contributions are expressed as monthly totals to be deducted bi-weekly from active employee paychecks.
Question 5
List of covered preventive health care?
Answer The list of covered preventive health care items did not change and are the same as they are today but do not represent an all inclusive list.The preventive care guidelines of each respective medical carrier will be followed and may change from time to time based on industry-wide prevailing medical guidelines and procedural changes.
Question 6
Under the Prescription Drug plan changes for 2011. If the doctor prescribes a brand name drug, and this drug is on preferred/formulary drug list for the copay of $20 retail/$40 mail order or would they be required to take the generic if a generic is available? Or would the member have to pay the difference between the generic and brand?
Answer An individual who purchases a brand name drug at a network retail or Mail Order pharmacy when a generic is available, will be required to pay the generic copay plus the cost difference between the brand name drug and the generic drug, even if the physician has indicated Dispense as Written. If the individual cannot take the generic drug for medical reasons, an appeal may be filed with the prescription drug claims administrator. If the appeal is approved, the participant will receive the Formulary or Non-Formulary Brand Name Drug for the applicable Formulary or Non-Formulary Brand Name Drug Copayment and not be responsible for the cost difference between the generic and the brand name drug.
Question 7
If spousal carve out is eliminated will an employee be allowed to cover his/her spouse under the family plan even if the spouse works for a company who offers insurance?
Answer Yes. However, if the spouse elects their company's coverage then the Coordination of Benefits provisions will continue to apply as described in the Summary Plan Description.
Question 8
Will full time union presidents on leave have their health care paid for by the company?
Answer Coverage may be continued for those employees covered by Article 26.02 in the applicable company medical plan pursuant to the same conditions and to the same extent as a comparable employee on the active payroll during the Union leave.
Question 9
What is the definition of eligible/allowance expenses under MAP? How does this relate to R&C?
Answer Benefit payments for covered services are based on the amount of the provider's charge that we recognize for payment of benefits. This amount is limited to the lesser of the provider's charge for care or the amount of that charge that is determined by the carrier to be allowable depending on the type of provider utilized. Reasonable and Customary (R&C) are the amount of the charges that the carrier recognizes for payment of Non-Network/Non-PPO benefits.
Question 10
Are R&C rates dictated or negotiated?
Answer R&C rates are determined by each carrier.
Question 11
Are R&C amounts Industry Standard or does the company negotiate R&C?
Answer Each carrier is responsible to determine allowable charges using industry standards and fee data.
Question 12
Do you have to be admitted to the hospital or have a life threatening injury for Emergency Room benefits to be paid?
Answer No, under MAP an individual does not have to be admitted or have a life threatening injury in order to be covered for Emergency Room benefits. A penalty may apply if non-emergency care is obtained in a non-network emergency facility.
Question 13
Please provide a list of eligible Preventative Test under MAP?
Answer Under the Company's proposal, the preventive care guidelines of each respective medical carrier will be followed (See response to Question #5). Examples of preventive tests that could be covered under the MAP:
- Venipuncture, Urinalysis, Lipid Panel, Cholesterol, Lipoprotein, Triglycerides
- TB Skin Test when provided in conjunction with an office visit
- Routine Immunizations
- Routine Pap Smears
- Routine Mammogram
- Routine Prostate Specific Antigen (PSA)
- CBC and SMA20/Chemistry Profile
- EKG, Basic Metabolic Panel, General Health Panel, Comprehensive Metabolic Panel, Renal Function Panel
- Colorectal Cancer Screening Ages 50 and Over
Question 14
What happens if an employee cannot take a "generic" drug?
Answer Under the Company's current proposal the individual would be required to pay the generic copay plus the cost difference between the generic and the brand name drug. (Please refer to Question #6 for additional information.)
Question 15
Specialty Pharmacy does that cover compounded drugs?
Answer Yes, however, generally compound drugs are not considered specialty drugs.
Question 16
Since managed competition is going away, what POS plans will be offered, where will they be offered and what costs are associated with those plans (e.g., deductible, OOP, Co-Pay, etc.)? How often will the Company evaluate possible POS options (e.g., annually, semi-annually)?
Answer The Company will continue to offer the POS plans as modified under the Company proposal and there are no immediate changes in medical carriers planned for 2010. The Company will annually review carrier capabilities for accessibility and efficiency, as well as customer service.
Question 17
What drugs are listed on the formulary? How often does the formulary list change? How are employees advised of the list of drugs on the formulary and how will they be notified of changes to the formulary?
Answer The individual would receive a letter from the pharmacy benefits manager if they were taking a formulary drug and that drug was being taken off the formulary drug list. The formulary (preferred brand) drugs are listed on the Caremark web site, and are available for participant viewing at any time. These drugs are reviewed at least quarterly by the pharmacy benefits manager. This means that the list will change from time to time.
Question 18
Does the birthday rule still apply?
Answer There is no change to the birthday rule in the Company proposal.
Question 19
If we have two employees that are either married or domestic partners do they have to have individual coverage or can they have family coverage? What if one is management and one is craft? If one of the employees retirees does the one retiring have to go on retiree benefits or can he/she remain on his/her spouses active coverage?
Answer If two employees of the Company are also married to each other or are Eligible Domestic Partners they are eligible to either enroll separately or as a family; however, they cannot be enrolled as both an employee and as a dependent. If one is retired and the other active, whether management or craft, the same elections apply they may enroll separately or as a family.
Question 20
In regards to the CVS pharmacy letter if the Company decides to discontinue this benefit of allowing employees to purchase RX at CVS instead of through mail order would their be sufficient notice to employees to begin ordering through mail order?
Answer Should the Company decide to discontinue the provisions of the CVS pharmacy letter, the Company would provide reasonable notice to employees.
Question 21
Is the VEBA Trust for active and retirees?
Answer There are 2 VEBAs in place for SE Bargained Retirees. One for Health and Welfare benefits and one for Life Insurance benefits.
Question 22
What expenses come out of the VEBA trust?
Answer Health Care expenses for current retirees are paid from the Health and Welfare VEBA and Basic/Accidental Death & Dismemberment benefits are paid from the Life Insurance VEBA.
Question 23
Define the Health VEBA Trust
Answer The Health VEBA Trust was first established in 1990 as a means of funding post-retirement medical costs paid by the Company.
Question 24
Will the VEBA money remain in the VEBA trust?
Answer Yes, VEBA money is kept in the VEBA until used to pay benefits incurred by the covered population.
Question 25
What happened to SE Long Term Care Plan?
Answer The SE Long Term Care Plan was renamed the AT&T Consolidated Long-Term Care Insurance Plan and the Union was informed of this name change post-merger.
Question 26
If a former retiree comes back on the payroll as a temp/term do they need to leave prior to 1/1/2011 or how will their benefits be handled? (Will they pay 50% of total cost of coverage or will they be the same as full time current?)
Answer If the retired employee is rehired after August 8, 2009 as a Temp or Term (or Regular) Employee, they will be treated as a New Hire Employee while active, and upon subsequent termination will pay 50% of total cost of coverage if they bridge service.
Question 27
Can retiree vision be paid yearly or quarterly instead of monthly?
Answer Yes, retiree vision contributions may be made in advance.
Updated February 22, 2010
Question 28
If an employee retires as "current" and then comes back to work and leaves again do they pay as "current" or future retiree?
Answer A retiree who is rehired and then subsequently retires would normally be treated as a future retiree (Eligible Retired Employee) during the term of the agreement, unless they did not bridge service with eligibility for postretirement benefits.
Furthermore, if the retiree was re-hired on or before 08/08/09, they would be eligible for benefits provided to "Current Employees", however, if the retiree was rehired after 08/08/09, they would be eligible for benefits provided to "New Hire", as provided in Exhibit 1, in the "Medical" subsection of the "Retiree Provisions" section
CWA-BST Understanding Wages in the new TA (2/22)
February 22, 2010
Question 1
Will an employee who was surplused or retired during the 4th quarter receive retro pay up until the time they left?
Answer: Under the revised tentative agreement, these employees would receive retro pay from August 9, 2009 to their separation date. This retroactive wage increase as well as the other provisions of the revised tentative agreement is expressly conditioned on ratification of the agreement by March 5, 2010.
Question 2
An employee in CVSG accepts a position in BAPCO effective 2/22/10; how will this affect retro pay, if the BST contract ratifies?
Answer: Under the revised tentative agreement, this employee would receive retro pay from August 9, 2009 through their last day on the BST payroll (2/21/10). This retroactive wage increase as well as the other provisions of the revised tentative agreement is expressly conditioned on ratification of the agreement by March 5, 2010.
Question 3
Are Term employees eligible for retro pay?
Answer: Yes, under the revised tentative agreement, the retroactive pay adjustment applies to all employees. This retroactive wage increase as well as the other provisions of the revised tentative agreement is expressly conditioned on ratification of the agreement by March 5, 2010.
CWA-BST DRAFT CONTRACT
February 24, 2010
Click here to view the CWA-ATTSE/BST Contract. It is the 2004 contract with the bolded changes made at bargaining except for those negotiated for the 2nd TA.
The changes in the 2nd TA were as follows:
1. ESIPP - Up-front SIPP will be offered to all in title in Organizational Unit regardless of the type work performed
2. Letter to VP Dennis regarding Payroll Issues.
3. Letter to Don LaRotonda regarding Term Positions Employee Security
This copy is a draft only due to the contract not being ratified. It has been proofed by the bargaining team.
In Unity,
Judy Dennis
Vice President
CWA District 3
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