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A Tale of Two Companies: Card Check Pays for SBC's Advertising Reps, but No "Neutrality' or Union at
SBC out-of-region customers in Arizona can let their fingers do the walking when they're looking in their Yellow Pages for services or products conveniently close to home. The customer is happy, management is happy and the account executives who put together the directories are happy with their new CWA contract.
However, while Verizon Information Services customers in the same area might be happy with the listings, clearly the company would rather let the workers do the walking - right out the door instead of into a union.
Employees at the two companies, which compete with the DEX Yellow Pages, recently spun off by Qwest, called CWA Local 7019 in Phoenix last July, seeking help to form a union.
Thanks to CWA's card check and neutrality agreement with SBC, everything went smoothly with the Southwestern Bell Advertising Group of 10 account executives, one key account executive and two sales support assistants who sell ads for out-of-region books directed at home owner associations in Arizona and Las Vegas.
Bill and Jeanie Hornia, both SWB-AG account executives, told local Organizer Sue Hemphill that they knew their wages and working conditions did not compare favorably with those of Yellow Page sales reps in other cities. The boss would tell them their situation was different because they produced niche directories.
"That argument worked for a while," Hemphill said, "but they just got tired of it."
Bill and Jeanie met with Hemphill at the union hall in Phoenix and took information about CWA back to their co-workers. Hemphill met with the group three times in Tucson, where they were working on a directory for Green Valley, a community south of the city.
"They had already talked about their issues and knew what they wanted to do," Hemphill said.
The campaign went quickly, with SBC remaining neutral and providing the American Arbitration Association all the information it needed to define the bargaining unit and fulfill its role in verifying that a majority wanted a union.
Account executive Bill Eckenroad took the lead among colleagues and kept them on track to achieving their goal.
On July 16, 10 of the workers signed cards. On Aug. 5, CWA turned them over to the AAA, and on Aug. 28, the unit received certification.
Eckenroad, now a Local 7019 steward, and Marge Myers, local area vice president, joined the bargaining team, headed by Louise Caddell, administrative assistant to District 7 Vice President John Thompson.
Bargaining was set for Nov. 19-21 and Nov. 24-26. In addition, the company offered to present an all-day overview of the business to the union and bargaining committee. CWA accepted the offer, and on Nov. 13, Dennis Payne, CEO, and Kenneth Fobs, human resources vice president of SWB-AG Directory Operations; Mark Peters, SBC Pacific Bell Directory, and two local managers met with workers and their union representatives.
Quick Contract At SBC
The bargaining teams moved quickly through all non-economic issues and discussed compensation plans. In late January, the company presented a complete economic package, and in mid-February the union responded. The two teams achieved a three-year pact, ratified by 100 percent of the workers and effective March 14.
"They increased all five areas of their sales pay: bonuses, new sales commissions, existing revenue. They have a new increase across the board," Myers said.
Their contract, for the first time, also gives them a grievance procedure with mediation and arbitration, as well as improved and standardized reimbursement for expenses.
This wasn't Local 7019's first encounter with SBC. "We organized six dial tone field techs in March 2001. We were the first local to organize outside the footprint right after the card check agreement was signed. That was a nice encounter, too. Probably the nicest I've ever had," Hemphill said.
But while in Tucson last July, the local organizer also met with 21 of 45 Verizon VIS premise representatives based in Phoenix. Citing issues such as mandatory out-of-town work, inadequate per diems, and an ever-changing compensation package, they all agreed to serve on the organizing committee.
"To compare SBC and its card check process to Verizon and its supposed neutrality - of which there really is none - was a real eye-opener for me," Hemphill said.
On July 9, management held a meeting and told the workers they knew about the union meeting. Next, employees received a memo notifying them of a "mandatory meeting July 14 and 15." Management split the workers into two groups - one group of the 21 organizers and one group of everybody else.
At Verizon, Shutdown Threat
Brad Moss, a VIS consultant from Labor Information Services, also known as the Burke Group, advised the workers to think long and hard about forming a union. He told them that unions make false promises and, according to a former VIS premise rep who asked to remain anonymous, said VIS would close the facility if they went union.
Managers began riding along with sales representatives to "provide tips for selling," but used the time to start anti-union conversations.
Pat O'Neil, a top VIS premise rep in Boston and Local 1301 executive board member, traveled to Phoenix, expecting to meet with the workers at night and explain his experience working under a strong union contract. The first night he was in town, the company held a party and sent cabs to pick up employees; the next night, it was an unprecedented mandatory meeting that kept the VIS workers from meeting with him.
"It was clear to me that the company was doing everything possible to keep the employees from being able to meet and talk with us," O'Neil said. "I finally did get to speak to several of the sales reps, and they expressed a real desire to be a part of a union but were afraid of losing their jobs."
Toward the end of August, the company promoted one of the strongest organizing committee members to management and on Aug. 29, offered all of the workers a voluntary separation package. All but five of the original committee members took it.
Hemphill said there is still support for a union at VIS in Phoenix, but newly hired replacement workers are afraid to risk organizing.
"This is what we face in organizing across the country," CWA Executive Vice President Larry Cohen said. "Where we have card check and neutrality, we are successful. That's why we must strive to make it the law of the land."
The former VIS premise rep who spoke with the CWA News landed on her feet at another company. She said she and many of her former colleagues are much happier people now.
At VIS, she said, "I learned that the more of a shark and a conniver you are, the more successful you will be in the organization. The more you are a straight shooter, the more trouble you will have. It's really sad, because I loved my clients. I loved my job."
However, while Verizon Information Services customers in the same area might be happy with the listings, clearly the company would rather let the workers do the walking - right out the door instead of into a union.
Employees at the two companies, which compete with the DEX Yellow Pages, recently spun off by Qwest, called CWA Local 7019 in Phoenix last July, seeking help to form a union.
Thanks to CWA's card check and neutrality agreement with SBC, everything went smoothly with the Southwestern Bell Advertising Group of 10 account executives, one key account executive and two sales support assistants who sell ads for out-of-region books directed at home owner associations in Arizona and Las Vegas.
Bill and Jeanie Hornia, both SWB-AG account executives, told local Organizer Sue Hemphill that they knew their wages and working conditions did not compare favorably with those of Yellow Page sales reps in other cities. The boss would tell them their situation was different because they produced niche directories.
"That argument worked for a while," Hemphill said, "but they just got tired of it."
Bill and Jeanie met with Hemphill at the union hall in Phoenix and took information about CWA back to their co-workers. Hemphill met with the group three times in Tucson, where they were working on a directory for Green Valley, a community south of the city.
"They had already talked about their issues and knew what they wanted to do," Hemphill said.
The campaign went quickly, with SBC remaining neutral and providing the American Arbitration Association all the information it needed to define the bargaining unit and fulfill its role in verifying that a majority wanted a union.
Account executive Bill Eckenroad took the lead among colleagues and kept them on track to achieving their goal.
On July 16, 10 of the workers signed cards. On Aug. 5, CWA turned them over to the AAA, and on Aug. 28, the unit received certification.
Eckenroad, now a Local 7019 steward, and Marge Myers, local area vice president, joined the bargaining team, headed by Louise Caddell, administrative assistant to District 7 Vice President John Thompson.
Bargaining was set for Nov. 19-21 and Nov. 24-26. In addition, the company offered to present an all-day overview of the business to the union and bargaining committee. CWA accepted the offer, and on Nov. 13, Dennis Payne, CEO, and Kenneth Fobs, human resources vice president of SWB-AG Directory Operations; Mark Peters, SBC Pacific Bell Directory, and two local managers met with workers and their union representatives.
Quick Contract At SBC
The bargaining teams moved quickly through all non-economic issues and discussed compensation plans. In late January, the company presented a complete economic package, and in mid-February the union responded. The two teams achieved a three-year pact, ratified by 100 percent of the workers and effective March 14.
"They increased all five areas of their sales pay: bonuses, new sales commissions, existing revenue. They have a new increase across the board," Myers said.
Their contract, for the first time, also gives them a grievance procedure with mediation and arbitration, as well as improved and standardized reimbursement for expenses.
This wasn't Local 7019's first encounter with SBC. "We organized six dial tone field techs in March 2001. We were the first local to organize outside the footprint right after the card check agreement was signed. That was a nice encounter, too. Probably the nicest I've ever had," Hemphill said.
But while in Tucson last July, the local organizer also met with 21 of 45 Verizon VIS premise representatives based in Phoenix. Citing issues such as mandatory out-of-town work, inadequate per diems, and an ever-changing compensation package, they all agreed to serve on the organizing committee.
"To compare SBC and its card check process to Verizon and its supposed neutrality - of which there really is none - was a real eye-opener for me," Hemphill said.
On July 9, management held a meeting and told the workers they knew about the union meeting. Next, employees received a memo notifying them of a "mandatory meeting July 14 and 15." Management split the workers into two groups - one group of the 21 organizers and one group of everybody else.
At Verizon, Shutdown Threat
Brad Moss, a VIS consultant from Labor Information Services, also known as the Burke Group, advised the workers to think long and hard about forming a union. He told them that unions make false promises and, according to a former VIS premise rep who asked to remain anonymous, said VIS would close the facility if they went union.
Managers began riding along with sales representatives to "provide tips for selling," but used the time to start anti-union conversations.
Pat O'Neil, a top VIS premise rep in Boston and Local 1301 executive board member, traveled to Phoenix, expecting to meet with the workers at night and explain his experience working under a strong union contract. The first night he was in town, the company held a party and sent cabs to pick up employees; the next night, it was an unprecedented mandatory meeting that kept the VIS workers from meeting with him.
"It was clear to me that the company was doing everything possible to keep the employees from being able to meet and talk with us," O'Neil said. "I finally did get to speak to several of the sales reps, and they expressed a real desire to be a part of a union but were afraid of losing their jobs."
Toward the end of August, the company promoted one of the strongest organizing committee members to management and on Aug. 29, offered all of the workers a voluntary separation package. All but five of the original committee members took it.
Hemphill said there is still support for a union at VIS in Phoenix, but newly hired replacement workers are afraid to risk organizing.
"This is what we face in organizing across the country," CWA Executive Vice President Larry Cohen said. "Where we have card check and neutrality, we are successful. That's why we must strive to make it the law of the land."
The former VIS premise rep who spoke with the CWA News landed on her feet at another company. She said she and many of her former colleagues are much happier people now.
At VIS, she said, "I learned that the more of a shark and a conniver you are, the more successful you will be in the organization. The more you are a straight shooter, the more trouble you will have. It's really sad, because I loved my clients. I loved my job."