Company Proposal

							Attached is a report from CWA Representative Ann-Margaret Sanchez-Tovar on the
negotiations with CenturyLink in Arkansas. The contract expired August 14th. The
company made many proposals to reduce or eliminate contractual provisions beneficial
to our members. The company has now begun to negotiate with our members by
providing a report on the negotiations which is being distributed not only to the
members of this bargaining unit but also to other bargaining units within CenturyLink.
Ann-Margaret and Allen Whitaker, President CWA Local 6171 have put together a report
that responds to the company's document and provides a full report of the proposals
being put forth by the company in these negotiations. You are free to share this report
with the members of your local so they may be full informed of CenturyLinks tactics and
proposals in these negotiations.

Jimmy Gurganus
Vice President
CWA Telecommunications
Phone: (202) 434-9590
Fax: (202) 434-1107
jgurganus@cwa-union.org




                                    Company Statement

Since July 19, 2010 the Company and Union have been in contract negotiations during which
time the parties met over fourteen days in an attempt to reach an agreement. Contract
negotiations concluded Sunday, August 15, 2010 without reaching a tentative agreement.

Since that time, rumors have surfaced regarding those rumors listed below are several concerns
that have been raised followed by the actual facts for each issue.


               Union Clarifications of “Company Facts”
Now let it be known to all affected CenturyLink employees, the Company has chosen to bargain
a contract in the field and we feel it is only right to provide you with ALL the facts. Not the half
truths and lying by omission the Company has circulated.

The first Rumor addressed with Company fact is accurate. A proposal by the Union to renew the
Lump Sum Payment Option was tentatively agreed to.
The next Rumor addressed was about the Company proposing to eliminate funeral leave. The
Company fact is accurate. Both parties have proposals.

Next Rumor the Company has proposed that employees will have to use all vacation/person time
before use of any sick time. The company fact that they have not proposed use of all PTO is a
half truth. Their proposal is that employees use PTO time for any incidental absence up to and
including the first five days to get to short term disability in addition to reducing the weeks of
Sickness Disability for senior employees and slightly increasing the weeks for junior employees.
This proposal was not included in the Company’s Settlement Package.

Next Rumor – Company proposal to eliminate health insurance for retirees.
The Company fact that the Union proposed to renew the VEBA MOA and the Company agreed
is a half truth. The Company has also proposed that any retiree health insurance changes would
be consistent with changes to non bargaining employees.

Next Rumor – Represented employees covered under same healthcare plan as non bargaining
employees. Company fact is true.

Next Rumor – Company has proposed eliminating Team Performance Award (TPA)
Company fact is another half truth. While the proposal was not to eliminate, it was to cut the
TPA in half from 4% payout to 2%. Lying by omission?


                                    The Real Story
Now for some facts that the company did not address:

      Eliminate double time payment.
      Eliminate employees” ability to wear Union shirt.
      Changes in Arbitration procedures
      Bridging of service for non CenturyLink employees.
      Elimination of training by seniority
      Reduce leave of absence to no more than 30 days in any 18 month period.
      Proposal to allow non bargaining employees or employees from other Locals and Unions
       to cross jurisdictional boundaries.
      Reduce the percentage of Company contribution to Worker Compensation.
      Company Proposal to eliminate language for job bidding to allow consideration of
       external candidates simultaneously.
Company has enjoyed profits of 1.25 billion dollars since 2007 and has proposed no general
wage increase for the new agreement and a 1% lump sum payment annually for each wage
schedule resulting in approximately $564.00 each year of the agreement for top wage schedule.

Regardless of the Company’s claim that negotiations concluded on Sunday August 15, 2010 the
UNION has made it clear that WE are available at any time to resume negotiations. We have
agreed to extend the current agreement in the meantime.