Basically 15% pay raise and extending the same contract with minor changes have for 4 more years. A Win Win Leg T employees.
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You get the pay if you don't move.
This is just a way to cut headcount and not have to replace.
"No involuntary layoffs? I believe you had to be laid off involuntarily to get 104 weeks pay so I guess that ain’t happening for a while"
Can still the 104 if VTP is offered and have 31 years and no prior layoff.
I collected 16 weeks when I was a surplus victim at 9 years.
No involuntary layoffs? I believe you had to be laid off involuntarily to get 104 weeks pay so I guess that ain’t happening for a while
What group is legacy T under?? Vp? Svp? And what do they manage?
I'm concerned specifically about back door layoffs where the company tells people they have to move to work at a entirely different location but really is targeting people who don't want to move so they retire or quit without a vtp package
and what of mobility ? We will get the shaft when the time comes.
AT&T invited CWA T&T to Dallas, Texas for early bargaining.
We were able to reach an early agreement with the Company.
Due to the short bargaining window, both the Union and the Company determined which parts of
the contract they wanted to change, and this established the framework used to guide these limited
negotiations. Neither party could change the scope of what would be discussed after it was set.
Our CWA Legacy T Bargaining Team spent long days and late nights, including weekends and the
holiday, fighting for the priorities our members identified through surveys and demands.
That data was used to craft proposals to meet the needs of our diverse membership. We passed
many proposals and counter proposals to fend off the Company’s concessionary demands.
The items and goals of the wireline bargaining council, made up of local officers representing
AT&T, were also used to craft the Union’s 39 proposals.
Below are highlights of the agreement:
● Pay raises totaling 14.5% cumulative / 15.3% compounded with increases over
the four (4) years: 2026 (5%), 2027 (3.25%), 2028 (3%), 2029 (3.25%).
● Continued 1% annual pension increase.
● Change in healthcare structure to Individual, Individual + Spouse/Partner, Individual + Children,
or Family. The restructuring also maintains cost share and, in some cases, lowers it and adds extra
benefits including wellbeing incentives, surrogacy and cryopreservation.
● Many of our members will see a significant reduction in monthly premiums if they are only
carrying coverage for themselves + children.
● Beginning in 2027, children can stay on the vision and dental plans until the end of the month in
which they turn 26.
● Maintained Legacy AT&T Disability Benefits Program for those currently eligible.
● Improved funeral language ensuring one (1) full tour off for a distant relative or very close friend.
● Reverend Dr. Martin Luther King Jr. Day memorialized as a permanent holiday and, additionally,
the ability to take your service anniversary as an optional holiday.
● Protected the Labor Advisory Forum (LAF), which are meetings of T&T Staff, designated local
presidents and upper-level AT&T management. These meetings have been imperative to work
through issues and concerns expeditiously outside the grievance process, discussing changes to the
business and future technology.
● Alliance funding increased to $7 Million over the life of the agreement, with an option to
negotiate additional funding when 75% is used. Pre-Paid Tuition increased to $3,500 per person
annually.
● New differentials for all Article 43 Network Technical Specialists (NTS) including Sunday,
Shifted Tour and Minimum Interval differentials.
● Eliminated merit base language for Article 45 with up to 2.5% additional increase at the top step
of the wage table, prior to the general wage increase, for those who have been harmed by the
subjective way raises were previously determined.
● Upgrades to 147 Credit Representative to the higher paid title of Account Representative, and an
additional one percent (1%) increase in 2027 for Account Representatives in Michigan and
Minnesota.
● Created a joint committee on technological change, a forum to discuss potential impacts Artificial
Intelligence may have on the represented workforce.
● Success share plan language carried forward to this CBA.
● $1000 Ratification bonus
● The Company refused to budge on their intent to eliminate both the overall and Article 43 marks,
so effective with the expiration of the contract, we will no longer have a watermark of employment
to protect workers.
● In lieu of a watermark, the Tentative Agreement (TA) includes an involuntary layoff letter, which
states “suspend initiating or executing any involuntary layoffs affecting employees in the
bargaining unit” for the duration of contract. If there is a consolidation of locations, any
subsequent job postings will be filled in the bargaining unit.
● Commitment to post 200 jobs in the Bargaining Unit over the life of the contract.
● Maintained 104 weeks of termination pay in Article 25 for current employees. The new hire term
pay for people hired on or after April 12, 2026, will move to a 40-week termination pay schedule.
USVI & Guam
● Additional Wage Increase of three percent (3%) increase at the top step of all job titles prior to
the General Wage Increase.
● Added Reverend Dr. Martin Luther King Day as a designated holiday.
● The Company will provide training through Alliance Learning through the expiration of the 2026
Agreement.
It is important to the Committee that the members have the final say. These are your wages, benefits
and working conditions for the next four (4) years.
In the coming days the local presidents will receive additional details to share with our members
prior to voting on this Tentative Agreement (TA), along with voting instructions.
It’s in your hands now.
@b2 with the new contract, the only thing that would change about termination pay is that new hires going forward only get 40 weeks max.
We still get the up to 104 weeks pay for layoff or VTP?
SBC should never have bought Legacy T.
@aq Is there language in the contract about A43 tech moving to another contract or is that a prediction?
If they drop the watermarks and start offering VTP, there will be no one left in 4 years. I'll take one if offered.
No more Legacy T - This is the last contract.
A43 techs to be moved under Mobility contract and so will Lumen.
Center jobs to be moved under IR contracts (Hubs in Atlanta/BLS- Dallas/SWB)
Just don't mess with my 88 mos of severance cash.
@a1 oh wow Watermark is really completely gone?
Watermark is probably a reference to minimum union employee headcount. Of course they won’t backfill all jobs in this climate of downsizing the workforce.
@a1
What watermark are you inferring?
No involuntary layoffs for 4 years but watermark is gone. Vote no.