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Highlights of AT&T Mobility/CWA Orange Labor Agreement Wages 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. Pension/401k Plans 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 been improved 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 written request. 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 ATT Mobility The Company will collect COPE deductions for the Union. The Company will generally post Holiday schedules by Friday noon, two weeks prior to the Holiday Information on Union bulletin boards in company buildings will be removed by Union representatives only 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 training.
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