February 19, 2016. Dear Brothers and Sisters. We have asked all members to prepare for a strike. As you know, we’ve been bargaining with Verizon and Verizon Wireless since June 22, 2015. During those 8 months, the company has not moved off of its demands – demands which would result in a major deterioration of living standards for our members and retirees. On February 17, the bargaining teams from CWA District 1, CWA District 2-13, and the IBEW met to discuss next steps given the company’s continued refusal to bargain a fair contract. We agreed we absolutely cannot accept the concessions the company is still proposing.
We’re not willing to forfeit our members’ job security, mental well-being, ability to have a family life, and retirement security, and we don’t expect you to either.
In his ‘updates’ Marc Reed has tried to convince members that the company is being reasonable and making a fair offer. This is complete and utter bullshit. Reed says the company’s proposals would help the company in “securing greater workforce flexibility.” What do they mean by “flexibility”? In its most recent proposal of February 4, the company said they would remove their demand to eliminate the job security letter, in exchange for the following “flexibility”:
• Allow over a hundred members to be permanently transferred to new reporting points. In many cases, these members would be permanently transferred to reporting points that are over 75 additional commuting miles.
• Allow temporary transfers (including involuntary forced transfers) to assignments in another state of up to 120 days at any time during a calendar year. Meaning that ANYONE, regardless of title, could be transferred for up to 120 days a year to assignments anywhere in the footprint from Maine to Virginia. When they return home, they could be transferred to ANOTHER out-of-state assignment (as long as it’s a different state than the first transfer) for up to another 120 days. In addition, if there is an emergency the 120 day limit does not apply.
• Allow the company to declare a surplus condition under the Force Adjustment Plan in a title and organization within an Article 8 Unit area. New York County (Manhattan) is one Article 8 unit and Bronx County is another. The company already has the ability to declare a surplus by title in an Article 8 unit twice a year under the existing contract. But under their new proposal, they would be able to declare a surplus by organization (under a specific Director or Vice President).
In addition to changes in transfer language, the Company still has a long list of other major concessions on the table, including:
• Make Sunday a regular workday, meaning you could be assigned a Wednesday-Sunday schedule and eliminate double-time for Sunday.
• Pay overtime after 40 hours worked in a week, not 8 hours worked in a day.
• Cap the pension at 30 years, so that after 30 years members wouldn’t accrue any further pension credit.
• Eliminate the GATT rate for lump sum payout of the pension. This could cut the lump sum payout anywhere from $150,000-$200,000 for a member with 30 years of service.
• Major reductions in medical benefits including higher deductibles, co-pays, premiums and co-insurance.
• Eliminate the Unions’ ability to negotiate retiree medical and prescription drug benefits.
• Reduce accident disability benefits for employees who are hurt at work.
• Limit tuition assistance to courses related to current job or career path internal to Verizon.
• Require employees to sign a disclaimer to receive an IPP/EIPP, in which the employee releases all claims against the company at the time of the signing. In addition, the company’s proposed enhanced EIPP has no improvements to pension band improvements and provides no protection or relief from layoffs, contracting, or transfers.
• Eliminate protection for call center workers and allow more call sharing and contracting out of calls.
At Verizon Wireless, the company has taken the position that Verizon Wireless Technicians should be happy with what they have and grateful to have a job. Verizon Wireless continues to maintain they are "not interested" in any economic improvements for our brothers and sisters at Verizon Wireless.
The company has made clear their intentions, at the bargaining table and at work. They are trying to create a culture of management by intimidation. With the current QAR process, managers are required to sit employees down and question them for hours about their daily activities. Members who are working hard to get customers in service are suffering extreme stress and anxiety as a result of this practice of intimidation and harassment.
The Union demanded that Verizon stop the QARs and told them if they want a new process in the future they have to bargain over the issue. We’re fighting that issue, and the excessive and unjust disciplines the company is doling out.
Verizon made more than $18 billion in profits last year. They have the ability to negotiate a good contract and treat their workers fairly. Instead, they’re insisting on deep concessions. If we don’t fight now to protect our future, they will try to take more from us every time. We have to draw a line.
That’s why we’ve asked all members to prepare for a strike. Make any medical, dental and vision appointments you need now. Stock up on prescriptions. Take your personal items home from work. Follow your Chief Stewards instructions on picket assignments and mobilization activities.
Brothers and Sisters. It is more important now than ever that we stand together in unity and solidarity. I’m very confident that our members will fight to the end and do whatever it takes to make sure we get a fair contract because WE ARE 1101.
In Solidarity,
Keith Purce
President, CWA Local 1101