Give me one compelling reason to strike. And it ain't work boots and eyeglasses.
18 replies (most recent on top)
execs and mgrs make bonuses in the millions to thousands every year. Why not give frontline employees a fair deal for making you get your bonuses.
So why not have union ask for inclusion in yearly bonus instead of pushing for pension increase that only benefits union who've been on payroll for 15+ years?
Going out on strike would be like quiting for free and the company would love it.
You forget they’re lost without the techs. They learned that real fast in D3.
execs and mgrs make bonuses in the millions to thousands every year. Why not give frontline employees a fair deal for making you get your bonuses.
Seems like a huge push for prem techs, they are the only ones that will be left to pay dues so they have priority so far. The rest of us will be surplus before the end of the new contract....if not the end of the year.
We want a fair deal because of 10 million to 5000 dollar bonuses being given to execs and management. We are the Frontline employees that help get you those bonuses. Now it is the execs and management turn to reciprocate a fair deal.
All specialists titles should be unionized.
The CWA is d-mb enough to pull back to back strikes on their largest contracts for sure
Been working plenty of OT since the strike in D3. The D3 strike was an event but my wage increases and healthcare status quo will continue to benefit my family from now until I retire and same for those after me. Nice try little short term thinking trolls just like the grasshoppers vs the ants or turtle vs the rabbit.
How much did MaBell save when the CWA mafia pressured us to go without pay for over a month in the SouthEast? I got ZERO overtime when we finally returned to work. Yet I was informed the union staff continued to be paid.
Just like the SE, whatever benefits you gain will be offset with surpluses.
Just wait till the company dumps all copper only wire centers. All of you rural techs and managers need to be updating resumes and applying for work elsewhere or move to metro areas with fiber. Either way it will either be a bloodbath for all rural areas or the rural techs will bump the low seniority metro techs.
The a proportionate % cut of head count for the amount of copper work in fiber areas.
If you work in a WC that has fiber and copper and 40% of your repair work is copper you will lose 40% of your headcount.
Speaking of ULP...D3 swore that company would end up paying back pay et al. for ULP even after a contract was inked. Guess what didn't happen...
So go ahead, and huff and puff.
Bargaining for a fair contract without any take backs and little to low increases in healthcare premiums, deductions and out of pocket. A similar wage increase that the SE and West received would be acceptable. Keep all MOA’s and increase job security for all.
Anything less than that low bar will result in a strike, will enjoy some extra days off! Hope the now established pattern of ULP by the company won’t raise its head during these negotiations otherwise, the Union needs to sue and file with the DOL. Bad faith bargaining needs to be stopped. Every previous contract is nearly the same with a few exceptions but the company continues to use ULP to drag the process out and goad the union into striking while not giving retro pay raises and moving the contract date.
We used to own our jobs but those days are long gone and now we are replaceable via automation, contractors, subcontractors and off-shoring. The company now holds most of the power. The company can and will exist without the union however the union cannot exist without the company. Going out on strike would be doing the company a big favor.
Going out on strike would be like quiting for free and the company would love it.
Wages/healthcare if it’s not 5% the first year like Southeast and West got then why not?
When is the next barbecue?
Rejected Wage Proposals – The union sought significant wage increases, but the company countered with lower offers.
Limited Benefits Improvements – While some progress was made, the company rejected certain benefit enhancements, leaving members with fewer gains than expected.
Contract Extensions Without Major Gains – Some agreements were extended without substantial improvements, frustrating members who expected stronger bargaining outcomes.
Loose a few weeks pay and let the union snow you?