Highlights of AT&T Mobility/CWA Orange Labor Agreement
Year 1 $500 Lump Sum Payment
Increases to bottom and top of wage tables of 1.00%.
Year 2 Increases to bottom and top of wage tables of 2.50%.
Year 3 Increases to bottom and top of wage tables of 2.50%.
Year 4 Increases to bottom and top of wage tables of 2.50%.
This wage offer is worth, on average, approximately $800 more per employee than
the previous offer over the life of the agreement.
Current employees will maintain a 5% cash balance pension plan and continue eligibility under
the existing 401k plan on up to 6% of basic deferrals.
New hires after 1/1/10 will participate in the BCB2 pension plan and will be eligible to participate
in the existing 401k plan on up to 6% of basic deferrals.
The Memorandum of Agreement regarding Voluntary Recognition will be renewed.
New Contract Provisions
A new title, Client Service Specialist, will be created for use in call centers. Employees currently
in the Office of the President role will be moved into the new title.
A new title, Workforce Administrator, will be created for use in consumer call centers. Current
employees in the workforce operations group holding the title of Clerk, CSR I or Administrative
Assistant will be placed in the new title.
A new title, Wireless Technician, will be created. Current Wireless Technician I and Wireless
Technician II titles will be merged into the new title. The current Wireless Technician II wage
table will be used for this new title
A new title, Customer Support Specialist, will be created for use in consumer and business call
centers. Approximately 400 employees will be moved into the new title with a new wage scale.
Full time retail Sales Consultants will be targeted to earn a minimum pre-chargeback “at-risk”
commission of $12,000 per year, increasing to $12,500 per year in 2012, upon 100%
achievement of performance targets.
Laid off employees will have priority for rehire.
Three Strategic Alliance Committees will be created to foster cooperation between the CWA and
the Company. Committees will address issues of interest to both parties on a scheduled basis.
One committee will be created for each of the following current CWA districts:
o Districts 1/2/13
o District 4
o Districts 7 & 9
The Company and Union agree to explore the possibility of including all Bargained For Mobility
employees in The Alliance
Changes to Existing Contract Provisions
Surplus notifications for large groups will now be made 60 days in advance of a surplus, rather
than 30 days.
Severance payments will increase to a maximum of $15,000 based on years of service.
The relief differential (10%) will include retail key holders. These employees open or close retail
stores in lieu of management.
Excused Work Days with Pay (EWP) may now be taken in minimum increments of one hour
rather than minimum increments of two hours.
Pay to employees assigned to on-call duty will be increased from $28.00 to $32.00 per day.
Language regarding employee travel due to a temporary assignment at another work location has
Non-discrimination language in Article 15 has been improved.
Net Credited Service (NCS) seniority tie breaker language added to determine who is most senior
when two or more employees share the same NCS date.
The Company will provide an employee with a written copy of any discipline administered upon
Time off for Union activities will increase to 300 hours per calendar year per Union representative
which can be combined within a local up to 600 hours. Up to twenty (20) Union representatives
may each be granted up to 960 hours per calendar year for Union activities.
Retail Sales monthly sales quotas will be adjusted in 8 hour increments for Vacation, Company
mandated training and Union absence for disciplinary purposes.
Should the company reclassify employees from full- time to part-time, it will seek volunteers first
and then force in reverse order of seniority.
Renewed Contract Provisions
The Company will consider seniority when assigning employees to a formal training course
The Company and Union agree to discuss CWA/NETT Academy for possible application within
The Company will collect COPE deductions for the Union.
The Company will generally post Holiday schedules by Friday noon, two weeks prior to the
Information on Union bulletin boards in company buildings will be removed by Union
One Union representative will continue to participate in New Employee Orientation meetings
The letter regarding establishing 4 Day Work Week schedules will be renewed
The Company and the Union will encourage active involvement of Local Union Officers in
“Innovative Scheduling” implementation efforts
National Occupational Health and Safety Committee input may be used to develop employee