CTL/Lumen MO Bargaining Question and Answers

March 24, 2022

4 hour notification and noon day before on mandatory OT concerns.

What is the company's limit on how many days in row and how many how hours per day can the company force?  There was no proposal submitted, therefore, this topic was not discussed at the bargaining table.

Also if an employee has plans scheduled and paid in advance for their normal days off (weekends) and the company mandatories a Saturday. What are the consequences for not working the mandatory day?  The same as they would be today.

Is the union saying to insure the employee gets their normal scheduled weekend off, the employee needs to take a scheduled vacation day they don’t want to use, either Friday or Monday of a weekend the employee may or may not have plans on.  No, we are saying that if you schedule a week of vacation or day(s) you will not be mandated to work overtime the weekend before or after the vacation.    

Employees get an occurrence for not scheduling time off with a least a 2 week notices. What happens when an employee doesn’t have a scheduled Friday or Monday to insure they get their weekend off and the company then mandatories a Saturday and will not allow the employee to take unscheduled vacation on Friday or Monday to insure they have the weekend off?     Should the employee call in sick for the mandatory work day? The proposal speaks to no mandatory overtime the weekend before or after a scheduled week of vacation or day(s). 

Rob and John is worried with this new language in the contract that the members will not have any way of stopping the company from having full control over their lives. Right now if the company says we are working mandatory Saturday there isn’t any resource for the member saying they are not working it, but the new language gives the company something to hold us to.  The proposal speaks to no mandatory overtime the weekend before or after a scheduled week of vacation or day(s). 

(1) question about the pension freeze?

If we vote yes and the agreement passes then the company stops putting into our pension this June! No, by law the company has to continue to fund the pension.  Your pension will be calculated using your wage as of June 30, 2022. 

Or is it a soft freeze, where as we get pay raises the amount the company puts in, stays the same Your pension will be calculated using your wage as of June 30, 2022.  You will still accrue service.

This was asked last night by a tech in Wentzville, and they didn’t answer his question, or at least didn’t explain so that we understand it.

(2) If we vote this down are we on strike? Because I’m ready to fight for our members and our customers A “NO” vote is an authorization to strike, subject to the CWA National President approving and calling for a strike.

AV/cs
opeiu#13