Questions and Answers from Town Hall Conference Call - 3/25/2012

1. Question:  Will Sales and Support Representatives receive commission payments for selling accessories?

Answer:  No.  Sales and Support Representatives will not receive commission payments for selling accessories.  There were no bargaining demands forwarded to the CWA Bargaining Committee regarding this subject.  Sales and Support Representatives also are not covered by a quota program

2. Question:  Compensation for commission, max 12,500 annually, is that for full time and part time, or will it be less for part time?

Answer:  The $12,500 payout is not the maximum payout; it is the minimum annual payout upon 100% of performance targets.  The $12,500 payout is for full time Retail Sales Consultants only.

3. Question:   How does the wage table work?

Answer:  Employees who are in progression in the wage table must spend six (6) months before advancing to the next level in the table, until they reach the top step.  Currently the top step in the wage tables is Step 15.  Upon ratification of the new agreement the top step will be Step 13. 

4. Question:  Will the at risk letter lower employees commission payout?

Answer:  No, the at risk letter will ensure that an employee would receive a minimum payout of $1,041.66 per month upon achievement of performance targets.  Employees can make more each month; this is a minimum payout only.

5. Question:  When will we receive our $1000 lump sum for our pay increase this year?

Answer:  The contract will have to ratify.  Once all the CWA Locals are finished with the voting process and notify District 6 of their vote totals, the vote will be tabulated.  The Union will notify the Company whether the tentative agreement has ratified or not.  When that process is completed the Union will inquire when the $1000 lump sum will be paid to the employees.  As soon as we find out when the bonus is to be paid, we will notify the Locals. 

6. Question:  If you are terminated before the contract is ratified, you do not get the $1000, is that correct?

Answer:  That is correct.

7. Question:  You said that they would not discriminate against age or gender, what about disability?

Answer:  Article 15 – Non-Discrimination Article in the Contract book states that the Company and the Union agree that they will not discriminate against any employee covered by this agreement because the person is disabled or a disabled veteran. 

8. Question:  As far as domestic partner, who is that legal for?  Our state does not recognize domestic partners?

Answer:  The term “registered domestic partner” will no longer be used in the contract.  The terminology that will now be used is “legally recognized partner.”  This terminology broadens the definition of persons who are described in the appropriate relationships and circumstances.  Your call came from Missouri, there is at least one City in that state that recognizes that terminology.  Employees need to check their States, Counties and Cities for recognition purposes. 

9. Question:  Do we get a wage increase, even though we are capped out?  Works in customer service.  Has everyone already voted on the contract?  If so, when is the contract going to be in place.  Attendance changes?

Answer:  For employees at the top step of wage classifications who are “capped out,” there will be wage increases at the top of all classifications of 2.0% in 2012, 2.50% in 2013, 2.25% in 2014 and 2.5% in 2015.  In addition all employees on the payroll at the date of ratification will receive a $1000 lump sum bonus.

Not everyone has voted on the contract.  Voting methods are implemented by each Local.  The date we will inform the Company of the status of ratification of the agreement is April 4, 2012.  All terms of the new contract would be effective, retroactive back to February 25, 2012.  The Union does not bargain attendance policies with AT&T Mobility or any other Company.  

10. Question:  What was the reason for merging the titles?  I believe this is detrimental to positions; there are certain levels of positions for a reason.  With seniority being such a factor in everything it demotivates people from working to achieve a higher level. 

Answer:  The merging of titles in the tentative agreement was a result of bargaining demands that our Members submitted to the Locals.  The Members wanted the titles merged. 

11. Question:  Since health care is not in the collective bargaining and if they try to change it, what do we do since we cannot strike if we don’t like it?

Answer:  For us to be successful in bringing health care into our collective bargaining agreement we must work the next four years signing everyone to Membership cards.  We need strength and education of the entire Membership in order to fairly negotiate our benefits with the Company. 

12. Question:  Who does lump sum payments for retirement include?

Answer:  All employees hired prior to January 1, 2009.  Those employees are covered by the banded pension plan. 

13. Question:  Why do we feel like this is the only thing we can get, when we are more unionized than they say we are?  Why is it that we are only getting $1.50 rate over 4 years, when inflation is more?

Answer:  All employees will receive wage raises at the top of the wage scales.  In addition many employees will receive step increases during the life of the new agreement.  Included in the package is a $1000 bonus.  There are many other items the Union negotiated in the agreement that are worth a lot money to employees in many job classifications.  The CWA Bargaining Committee is convinced that there was no additional money for wages and unanimously supports ratification of this agreement. 

14. Question:  Why has it taken 3 weeks after working night and day for over a month to finally get to this point where we are getting an explanation of the contract?

Answer:  Shortly after the tentative agreement between the CWA and the Company, the CWA Bargaining Committee conducted an explanation with all CWA Locals.  At that time much information and data was presented to the Locals.  The Locals have always conducted contract explanation meetings with their Members.  The town hall call conducted on Sunday, March 25, 2012 was the first time District 6 had ever explained a contract in this manner.  Vice President Claude Cummings had committed to the Membership to facilitate an explanation meeting in keeping with his promise to communicate in every way, to make sure every Member had an opportunity to learn about the agreement.  The town hall call was not intended to replace Locals conducting contract explanation meetings and Members attending those meetings.  Live meetings with questions from Members, is the preferred method of explaining a tentative contract agreement. 

15. Question:  Why are there no increases for the extension plan in the new contract?

Answer:  The Bargaining Committee is not familiar with the term, “extension plan.”

16. Question: What was asked for the call center employees?  As it stands now, there is nothing for the call center employees.

 Answer:  Contract negotiations go down many paths.  Much of what is negotiated affects all Members not just Members working the call centers.  However, there were a number of specific proposals that only involved Members working in call centers.  Hundreds of Members working in call centers received job upgrades and the appropriate pay treatment.  Call center employees will be able to take advantage of the new transfer plan allowing those Members access to At&t core positions.  The wage tables were shortened from 15 steps to 13 steps ensuring many Members the ability reach top pay one (1) year quicker than in previous contracts.  Members working in call centers will receive the $1000 lump sum bonus.  Pay protection was increased for Members working in a higher job classification in call centers.  Members working in call centers that take a leave of absence will no longer have to exhaust their contractual time first.  Members working in call centers will now be able to take Excused Days With Pay in one hour increments.  The 52 week disability plan, the only 52 week disability plan in any Mobility contract, will remain in effect for the next 4 years.  The tentative agreement benefits all Members working for at&t Mobility including Members working in call centers. 

17. Question:  Why can At&t hold commission checks when the work has already been completed?  Two times a year, they hold a check back and then the next month we get two checks.  Makes it hard to pay bills on time.

Answer:  The CWA Bargaining Committee did not receive a bargaining demand on this matter.