AT&T "Legacy T" Bargaining Report #63

While we prepare our next set of Q&As, here's something to think about.  As we reported over and over again in our bargaining reports, the Company made unreasonable demands and then tried to say, when they gave us back we already had, that it was a concession on their part.  In fact, it was just keeping what we had.  However, this is what they went after and did not achieve.

·  Eliminate our Monitoring letter, which provides protection against secret monitoring and discipline.

·  Eliminate JOG.

·  Wage offer on April 4: 2009 – 0.05%; 2010 – 2.0 lump sum; 2011 – 2%; 2012 – 2.0% lump sum; 2013 – 2.0% lump sum (at that point they were looking for a 5 year contract).

·  Eliminate card check.

·  Arbitration rights after 12 months instead of 9.

·  Required to grant flex EW days when only 10% of the office is scheduled off, instead of 25%.

·  Exchange the day after Thanksgiving for a floater (so they don't have to pay holiday differential).

·  Eliminate carry-over days.

·  Eliminate tie-back, so the Company can change your business unit and lay off without regard to seniority.

·  Pay double time after twelve (12) hours of OT, not eight.

·  Pay night differential only for hours worked within the premium tour, as opposed to the full tour.

·  Eliminate Sunday Premium pay.

·  Make on-call "required" in every article (as opposed to requested) and eliminate the pay.

·  Change the personal illness policy so you have to work eight (8) years before you get paid for your first day of personal illness; five (5) years to eight (8) years, paid after the first day; under three (3) years no pay for personal illness until you go on disability.

·  Eliminate the Union Representation for PIP discussions.

·  Part Time – Eliminate medical coverage for grandfathered part-time employees.  Change the language so that Part Timers who work 20 hours or more pay 50% of the cost of Medical Coverage and those with less pay 100%.

·  Eliminate all Emerging Technologies language.

·  Eliminate the Sales Simulation Test grandfathering.

·  Eliminate the 12-month review for the grievance procedure.

·  NO Pension for new hires; NO post-retirement health for new hires.

·  Eliminate the watermark for Article 43.

·  Eliminate the language that requires the Company to replace full time contractors doing Article 43 work with full time regular employees.

Plus MUCH higher cost shifting on Healthcare.