does a chief steward have to sign off on an agreement with 2nd or 3rd levels to get certain groups to get surplussed. and if so how do we find out who signed off groups to be surplussed.
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No, not quite! I’m a Legacy T employee with 4 decades of experience and have seen this company morph itself in more ways than you can even dream of and certainly, you’re just dreaming! Wake up you little man, you’re still dreaming! T isn’t going to offer you money to leave cuz they would have done it already before year end in order to avoid paying out vacation time. That in itself is a huge expense.
naw i paid about $20k in dues. not paying one cent more. decertifying and getting other representation like IBEW would be nice. CWA leadership is just terrible when they decide to alienate a large portion of the membership.
in that agreement for no layoffs they were supposed to backfill outside tech positions but did not. instead they created an imbalance by backfilling ET and DT jobs. just a sh-t ahow.
If you don’t like the CWA how about going to work for Comcast or Spectrum. Report back and tell us how that is working out for you. No org or company is perfect but I’ll take this Union over what else is available in the market right now.
Good try again, Florida was a different issue you are talking g about. The last SE strike was not illegal, the company wasn’t negotiating in good faith so the union which was authorized overwhelming by the members struck. The company immediately recalled their negotiators who were unreasonable and flew out new negotiators to finally bring the impasse to a quick conclusion.
They knew the next option was a full-on strike by the union which they couldn’t afford both in the press and they don’t have enough trained people or contractors to cover the strike.
vvvv not really the last strike was basically illegal anyways and the florida local that started it was sanctioned by the NLRB because of it.
CWA already creates enough divisiveness without my help. everything from allowing outside job titles to do work of other job titles just so they dont get layed off to agreeing to layoffs for certain job titles while others are protected for two years to taking away of unused clothing allowances of certain job titles while allowing a roll over amount of other job titles.
i guess unless your an addendum in the contract (premise and bsw techs) then you really are screwed in the CWA since they claim you are not a core worker.
The offer deniers are obviously just a bunch of sbc red-neck, douchebag hill billies who don’t know their azzes from their elbows. Now squeal, boy!
Previous post, Good try to create dissension among union members, won’t work. Are you worried about the upcoming contracts and afraid you will have to do some physical and mental work if the members strike. The managers in the SE value us even more now after the little 4 day strike last contract.
Our local management were begging us to come back because they realized quickly how challenging and difficult our jobs were. The few that tried to do our jobs had a ratio of 2-3 managers for every tech while not having any metrics, all while doing less work. I remember one manager who was so proud that he completed 1 ticket for the day. After the strike we asked him details about the ticket, it was one that we called “easy money”because there wasn’t really any work involved but just verification. They became very appreciative fast, even those who were promoted from craft. A lot has changed these last few years with little to no training or support.
As a union member I’m also appreciative of our managers and their challenges too. There shouldn’t be the friction of Us vs Them mentality because at the basic level we are all here for the same reason, to make money with benefits and provide our families. I wish more in this company would come to this conclusion, it would make for a better working environment.
in D3 there was an agreement between the company and the cwa scabs that there would be no layoffs of outside positions but all other jobs titles could be laid off. they protected those job titles until 2024. this was not made public because it is a failure to bargain in good faith violation. they even went so far as to say those those job titles were not in the Core contract. so if you are an electronic tech, eng assistant, materials handler, etc and still paying dues to these sc-mbags, then you are d-mb.
There will no offers.
OP. Stop messing around on this site and go read your contract book. The reason so much energy is poured into the contract language (from both sides) is so people like you don’t have to sit around asking stoopid questions (like this one…). Also, as mentioned by another responder, the union is not consulted during company initiated surplus at all. They are simply notified.
Lol, I’m Leg T and never worked for Southwestern Bell. There might be VTP or surplus, but not this silly enhanced thing you keep repeating.
Offer? Ya right. Better odds the company will sell off wireline like they did DTV. Keep a portion of it as a minority partner. All the employees, both management and craft, could be rebranded under the new company. No layoffs required.
The deniers aren't from SBC, they're Legacy T personnel and they're trying to set things straight in terms of reality! There will never be a 5/5/5 offer from SBC because they've never offered that before! It's an old ATT type of offer that hasn't been seen in over 20 years. Give it up you phuk1ing mo--n that keeps tryng to perpetuate this rumor!
It certainly does pertain.
It's a time tested technique that thr company has used in the past to encourage high seniority folks to voluntarily leave the payroll. For some reason there are bitter clinker SBC scab trolls falsely denying the upcoming offer. Ignore them.
It’s just some bogus offer the same person keeps making up every few days and posting it here. There’s nothing to that offer because it doesn’t exist.
what exactly is this 5 yrs service, 5 yrs age 5k concept ? Does this pertain to COR store employees ?
There is some truth in what you say for some of the Core contracts but ask the long term Wire/Prem techs how the Union helped them. The Union negotiated better working conditions, pay scale, bumping rights, job movement, retirement, severance, etc..
I remember when there wasn’t any cap on forced overtime, we worked till midnight to finish the daily load and expected to report the next day for a repeat, over and over with no relief. We had times were we didn’t have an off day for 1 or 2 months at a time. It was he-l and a toxic work environment with little training and unreasonable expectations but in 2008 and the next several years we’re captive due to the dot com bust and not many jobs to be had in the country.
CWA is useless, worthless, and does nothing to help employees. Been with T over 20 years, and in that time I've seen benefits whittled away and massive layoffs, all the while the union stood by and did nothing while collecting union dues. In fact, if you're occupational they expect you to pay union dues or else you will get bullied by your peers. And for what? So you can be laid off with everyone else. Trust me, the union doesn't care about you or anything besides lining their pockets with your dues.
There will be no such offers.
Top down made at upper levels back at hq as are enhances offers. Strictly dollars and cents. If eliminating union contract protected, highly paid, unproductive workers will save the company money…then the offer is made. Just that easy. Given the way T is bleeding money and the share price is going nowhere, we fully expect to see an offer of 5 years to service, 5 years to age and $5K per in March 2023.
Union is told about layoff, it can be a lack of work because of economical or technological improvement reasons. Relocation for work elsewhere is specified in the contracts. Separation pay is specified in the contract. Rehire rights are specified in the contract.
Bottom line - read the contract.
Creepy.
There are many people on both sides that have to sign off, including legal. It also has to follow any guidelines set out in contracts.
Union is told, not consulted.
Seniority prevails. 39 years. I'm not going anywhere.
Local has zero to say about it.
Upper level mgt decides they want to rid themselves of the number, they randomly pick groups & numbers to fire. Then they inform the Union, sometimes offer jobs placement in other locations if the employee pays for their own move, then pass the info downwards. 1st & 2nd levels have no idea, sometimes it's news to the District levels until they are notified. Expect a surplus/layoff "rightsizing letter".
You will never know how you got picked as a layoff target.