I guess CWA assumes that their members are stupid. They very well may be. There is no job security in this agreement. Modifications to JOG have made it so. Start thinking people. This contract is BAD. Shame on you CWA. Sure, this contract has some pretty, shiny objects. What good is that when the new JOG s---s?
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All I know is that the union, in my area, for this contract are badmouthing the Uverse techs. As I verbally heard one of the so-called union rep, the Uverse techs really didn't get much out of this contract and appendix J was not removed. This union rep couldn't believe that that the uverse techs were actually asking for a better raise and guaranteed 40 hour work week. The union rep, stating he was expressing the views of the local union president, disdainfully dismissed these techs and were more concerned that the uverse folks would sink the contract and not allow the "regular techs" to get their signing bonus. When he was pressed on what the union gave up in return, he wouldn't answer. So, draw your own conclusions about this contract.
Job Offer Guarantee (JOG)
The Job Offer Guarantee (JOG) is a commitment between the Company and the Union that guarantees employment security from involuntary layoff to qualified surplus regular employees who have not received a job offer within their Job Vacancy Scope by their Force Disposition Date or Extended Force Disposition Date. The JOG is part of the Employment Security Commitment which supplements the existing employment provisions in Article XVII, Force Adjustment of the 2009 Labor Agreements.
In order to be considered for the JOG, a surplus regular employee must file a Surplus Transfer Request within the initial 28 day period following surplus notification and must meet the following conditions:
The employee must have been on the payroll on July 1, 2004.
The employee has not refused an opportunity to follow-the-work within his/her Job Vacancy Scope (see Appendix F of the 2009 Labor Agreements for specifics to your scope).
The employee has not invoked Hometown Job Option A or B.
The employee has not refused a job offer in his/her Job Vacancy Scope through a Job Vacancy Request, a Surplus Transfer Request or the Voluntary Severance Candidate matching process.
The employee is already qualified for consideration, or becomes qualified by passing the Keyboarding Skills Test – Level 1 and the appropriate operator and entry level clerical tests.
The employee meets all expectations on his/her current job in all categories.
The employee completes the Employment Security Commitment Election Form (Exhibit 5) within 60 days of the surplus notification (or a later date as determined by management).
NOTE: Since the Company commits to guarantee a job offer in the Job Vacancy Scope, a surplus employee who elects to invoke the Job Offer Guarantee waives his/her right to displace a junior employee as outlined in Article XVII, Force Adjustment, Sections 3.g. and 3.h.
Jog?