AT&T is a Fortune 10 corporation with the economic means to provide a decent contract to our Members. AT&T is a $150 billion corporation with $123 billion in sales. They have enjoyed a plus 88 percent sales growth in the last year. This is a direct result of CWA Members' dedication and hard work. Most recent studies have predicted that Smart Phones are recession-proof. As customers upgrade to these devices, it will only increase revenue for AT&T. According to a ComScore study, nearly 30 percent of cell phone owners report paying more than $100 per month.

Bargaining resumed today and ended rather quickly. Obviously the Company missed the Bargaining Teams message from yesterday.

Once again the Company's distasteful approach at weakening this Union and their total disregard for what this Union stands for has halted negotiations.

The Union's Bargaining Team is anxious to negotiate.

Bargaining will resume once the Company retracts all inappropriate activities that have occurred to date, reigns in their rouge Managers who continue to intimidate and harass our members and proves they are ready to bargain seriously.

I work in Texas which is a right to work state. I'm wondering if those who are in unions would explain to me the benifits they are getting from being in a union since I don't know anyone in one here.

Normally you get better wages, job protection, better healthcare. WA is at At will employment state, I believe most are now a days, but our Union contract does trump that.

Ok. Does the business get any benifit from a union?

I still do not believe that IT employees need to unionize. I for one would not join one.

Fuck unions. I can do it for myself or get another employer. It's a pretty simple equation.

For example, take a truck driver. If he quits today, the company is inconvenienced. If he is fired, his entire world is tossed up in the air. Don't get me wrong, I think people fail to own their lives the way they should, but I also think there needs to be some fundamental protections. I'm not saying unions are the right way, but maybe they are a step in the right direction.

it would be a 9% increase upon returning to work, then we would get our normal raises every 6 months from our hire date and a cost of living raise every Feb.

So here is what the CWA posted, I'm not sure if this is PST or EST.

February 8, 2009 (3:30PM)

With the clock stopped at 11:59pm Saturday, February 7, 2009, Bargaining resumed today with the Union requesting the Company to extend the provisions under the 2005 Labor Agreement by thirty (30) days to allow for additional time to come to a fair and equitable contract settlement.

The Union re-emphasized the fact that the Company underestimated the necessary time required to bargain making it nearly impossible to address the issues that you, our members asked us to care for. Blatant interference on the Company's part and the numerous reports of intimidation and harassment taking place in the work locations has directly attributed to the lack of progress which has been made to date thus accounting for the number of unresolved issues that still remain on the bargaining table.

The Union's Bargaining Team is ready and willing to negotiate as long as the Company is willing to do the same.

The Union Bargaining Team asks for you continued support as we work towards a settlement agreement.

The Union is available and willing to bargain for as long as it takes to get our members what they deserve.

Provisions of the current contract remain in effect.

Updates will be provided as events develop.

Until you are told differently, it's business as usual.

Stay Informed. Be Prepared. Expect the best.

BARGAINING UPDATE

CWA Walks Away from Mobility Orange Bargaining

Feb. 8, 2008 -- Bargainers for the Communications Workers of America left the Mobility Orange bargaining table about 2:30 p.m. ET today, despite having requested and agreed to an extension of negotiations through 11:59 p.m. tonight, Sunday, Feb. 8, 2008.

The AT&T bargaining team remains available for discussions through the agreed-upon extension.

AT&T agreed to the extension based on assurances from the union that the parties were "close" to agreement.

The company's last, best and final offer, proposed after two weeks of negotiations and give and take at the bargaining table appears below.

AT&T is proud of this fair and reasonable offer during these difficult economic times when companies are cutting off 401(k) s, freezing salaries, and sometimes failing entirely, throwing employees out of work. Layoffs have surged – more than 600,000 last month alone -- and unemployment levels are soaring.  Many workers are voluntarily making sacrifices to help keep troubled companies afloat.

AT&T regrets that the union has chosen to walk away from the table.




AT&T Mobility and Communications Workers of America - 2009 Orange Labor Negotiations
Highlights of the Company’s Last, Best and Final Offer
___________________________________________________________
This Highlights Package sets forth the primary terms of the Company’s Last, Best and Final Offer dated February 7, 2009, is for illustrative purposes only, is not an Offer, and does not replace, modify, or constitute a formal proposal.

Wages
Year 1 $850 Lump Sum Payment upon ratification by 2/27/09.
Year 2 Increases to bottom and top of wage tables of 2.25%.
Year 3 Increases to bottom and top of wage tables of 2.0%.
Year 4 Increases to bottom and top of wage tables of 2.0%.

Examples of the cumulative effect of these increases when combined with wage progressions are shown below:
The average Customer Service Representative I currently earning $24,440 per a year, and currently on step 8 of the wage progression table, will be earning $34,346 per year at the end of the contract. This represents a total increase of approximately 40.5% over the life of the contract.
The average Retail Sales Consultant currently earning $26,364 (excluding commissions) per year, on Step 12, will be earning $31,902 (excluding commissions) at the end of the contract. This represents a total increase of approximately 21.0% over the life of the contract.

Pension/401k Plans

Current employees will maintain a 5% cash balance pension plan and continue eligibility under the existing 401k plan which includes an 80% match up to 6% of basic deferrals.
New hires after 1/1/10 will be eligible for a 100% match in the 401k up to 6% of basic deferrals.


New Titles
A new title, Client Service Specialist, will be created for use in call centers. Employees currently in the Office of the President role will be moved into the new title. The title will have a new table with a top wage rate equivalent to the current Customer Service Representative II and a new, improved start rate. This breakthrough creates additional career opportunities in call centers. Employees currently in the CSR I title moving to the new title will have the opportunity to move from a wage table with a current top of $621 per week to a new wage table with a top of $726 per week or approximately $5500 per year.
A new title, Workforce Administrator, will be created for use in consumer call centers. Current employees in the workforce operations group holding the title of Clerk, CSR I or Administrative Assistant will be placed in the new title. The title will use the same wage table as the current Administrative Assistant. This will also create additional career opportunities in call centers. Employees currently in the CSR I title moving to the new title will have the opportunity to move from a wage table with a current top of $621 per week to a new wage table with a top of $726 per week or approximately $5500 per year. Employees currently in the Clerk title moving to the new title will have the opportunity to move from a wage table with a current top of $602 per week to a new wage table with a top of $726 per week or $6450 per year.
A new title, Wireless Technician, will be created. Current Wireless Technician I and Wireless Technician II titles will be merged into the new title. The current Wireless Technician II wage table will be used for this new title. Employees currently in the Wireless Technician I title moving to the new title will have the opportunity to move from a wage table with a current top of approximately $1117 per week to a new wage table with a top of approximately $1304 per week or approximately $9700 per year.
Additionally, the Company committed to evaluate Customer Service Representative functions to determine if additional titles should be created in call centers.

JOB SECURITY

Surplus notifications for large groups will now be made 60 days in advance of a surplus, rather than 30 days.
Surplus employees will be given priority consideration for one year from the date of their surplus over external and internal candidates for vacancies they are qualified to fill.
A Joint Committee will be established when 40% of full time Retail Sales employees in a market fail to meet minimum sales performance requirements for the purpose of discussing possible causes and potential solutions.
Strengthened non-discrimination language in Article 15.
Net Credited Service (NCS) seniority tie breaker language added to determine who is most senior when two or more employees share the same NCS date.
The Union and the Company have agreed to jointly investigate the possibility of including AT&T Mobility employees in the Alliance.

Union-Management Relationship

Three Strategic Alliance Committees will be created to foster cooperation between the CWA and the Company. Committees will address issues of interest to both parties on a scheduled basis. One committee will be created for each of the following current CWA districts:
Districts 1/2/13
District 4
Districts 7 & 9
Renewed commitment regarding the collection of COPE deductions for the Union by the Company.


Scheduling-Retail

A new Retail scheduling tool will be piloted in ten locations during 1Q09 in an effort to provide realistic and usable schedules for employees


Safety

National Occupational Health and Safety Committee input may be used to develop employee training.