That retroactive pay was too attractive for most employees to leave on the table. Too bad. Quick buck trumps job security.
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In the end it's the customer will suffer from the T having the lowest trained worker just to save $$
Ok Troll boy....
Within 6months there will be such a cluster f..k with PTs messing with fiber and cutting f2 pairs!! Knowing just enough to be dangerous is a scary thing....
they do it in other districts just fine. stop acting like your job is rocket science and no one else could possibly do it.
The bottom-line question: AT&T, a low-growth company, sees TW as a potential growth engine, but will it invest the big bucks needed for TW to compete in the Netflix/Amazon universe? unlikely, Now AT&T, a $240 billion enterprise, has essentially invested a third of its value ($85.4 billion) to acquire a company that may contribute only 16% of its revenue. That’s a big gamble on the theory that TW’s earnings can exponentially grow and that synergies may also burgeon between content creation and AT&T assets with the type of bonehead management that leads this company
I'll ride the copper ship to the end and retire before she goes down!! 🛳
AT&T is pushing the end to unions and uninnovative and old management employees, unhappy with no opportunities to grow. So far this year, AT&T filled more than 80% of its open positions with external candidates.
Yep, while MANAGERS make 10% bonus annually,
So let me get this right ,for the 4 year agreement, 7.75% wage increase only?
Listed below are a few of the highlights of the agreement:
Significant Wage Increases
3.0% retroactive to October 1, 2016
3.0% effective upon ratification
2.25% - April 8, 2018
2.5% - April 7, 2019
Success Sharing Plan
Success Sharing Plan (SSP) award based on annual AT&T stock performance and dividends ($1,500 paid in 2016)
Retirement
Yearly 1% increase in Pension Bands starting in January for years 2017, 2018, 2019and 2020
Lump Sum Pension Option
Move from AT&T Savings and Security Plan (ASSP) to AT&T Retirement Savings Plan (ARSP) which provides a broader fund line up and lower administrative, trustee, and recording keeping fees
Health Care
Medical Plan Cost Share 2018 - 27%, 2019 - 28%, 2020 - 29% as of January 1st each year
Two Options:
Lower premiums and higher in-plan cost
Higher premiums and lower in-plan cost
Continue Kaiser HMO at a discounted rate
Employees hired after January 1, 2015, including 410 Premises Technicians, will move to the lower Current Employee Medical Benefits (27%), effective January 1, 2018
Expand wellness program including personal coaching, web based tools and disease management
Enhanced Dental and Vision plans
Backfill for Benefits Help Representative
Job Security
Continue Employee Security Commitment (ESC) and extend it for those hired between April 8, 2012 and April 9, 2016. Pooling and all Article 2 processes remain in effect.
Continue Enhanced Severance Benefits (ESB)
Increase relocation allowances
Continue National Transfer Plan (NTP)
2020 Career Path Meeting
Premises Technicians
$2.15 an hour increase at ratification which includes, $0.55 per hour increase in addition to general wage increases
40 hours guaranteed work week
Decrease time-in-title requirement from 30 to 24 months
Reduce Mandatory Overtime cap to 14 hours
Personal Days Off (PDO) count towards the 40 hour work week
Improve layoff provisions:
Increase severance table from 4 to 6 weeks
Increase layoff notification
Layoffs by inverse seniority
Joint Union and Company Committee on Premises Technician Overtime
DIRECTV Field Services
DIRECTV West Field Services employees becomes part of Appendix E in the Core agreement, and some of the highlights include:
$250 lump sum in addition to general wage increases
Employees will transition to new wage schedules and placed at the step closest to, but not less than employees’ current weekly wages
Employees not at the top step of their wage schedule will receive a wage increase every 6 months until progressed to the top step
Health and welfare benefits the same as Premises Technicians
Work rules the same as Premises Technicians
Grievance and arbitration procedure
Horizon’s Training/Retraining Program
AUTS access
Appendix D
All Appendix D Technicians will move to Appendix A as Systems Technicians
Employees will transition to new wage schedules and placed at the step closest to, but not less than employees’ current weekly wages
Employees not at the top step of their wage schedule will receive a wage increase every 6 months until progressed to the top step
Will receive Appendix A work rules (e.g. 49 hour rule)
Employees will move to Core medical benefits
Other Agreements
Continue Tuition Aid Reimbursement Plan
Continue the Horizons Training/Retraining Program
Joint Union and Company Committee on Monitoring
Continue Card Check agreement
Continue Successorship language
Add Communications Technician and Facilities Technician to the titles receiving work boots
Arbitration Rights for grievances filed after expiration
No Strike/No Lockout for the period of time for ratification
Wage Credit up to 5 years
No Job Offer Guarantee (JOG) to the Leverage Title
Leverage Title Target Relief
Retrogressions Fought Back
Health Care at 32% for all
Attendance 5 paid days for all
New hires- no paid sick days
Freeze Pensions
Eliminate 49 hour rule
Eliminate Sunday Premium pay
What did they vote to? I can't find details on the contract anywhere
What would you expect from someone living from paycheck to paycheck, career future is not a priority
AT&Y always plans ahead, rmanagement lure, bite and fire , I say attractive means out of your job, great job union, stu*** is not an excuse
Within 6months there will be such a cluster f..k with PTs messing with fiber and cutting f2 pairs!! Knowing just enough to be dangerous is a scary thing....
The end of the MST title....sad
CWA sells out existing employees for new DTV Union Dues!
If you voted tes you should be the first to get surplussed if there is one.
whoever voted yes should be ashamed of themselves. Sold out. The union is weak. The leadership is b---s--- and needs to step down.