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CWA, BellSouth Reach Settlement Covering 48,000
Shortly before expiration of the previous labor contract at midnight last night, CWA and BellSouth reached settlement on a new three-year pact covering 48,000 employees. The agreement is subject to ratification by union members.
Among highlights of the settlement according to the union's chief negotiator, Vice President Jimmy Smith of CWA District 3, headquartered in Atlanta, are semi-annual base wage increases totaling 12.4 percent over the contract term. In addition, workers will receive a $500 ratification bonus and incentive plan payments of 2 percent to 2.5 percent for plan years 1999 and 2000.
The union also reported substantial pension improvements and an improved cash balance account plan that will allow workers to take lump sum cash payouts beginning in 1999.
The company agreed to hire additional workers and to implement new policies to curb levels of mandatory overtime, which had become excessive in the view of workers. BellSouth agreed to require no forced overtime as long as there are workers available willing to volunteer for the extra hours, and to set new limits on the extent of forced overtime required of any worker.
Along with other improvements, the settlement opens up access by CWA members to non-union job areas through a new provision for expedited union representation elections.
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Among highlights of the settlement according to the union's chief negotiator, Vice President Jimmy Smith of CWA District 3, headquartered in Atlanta, are semi-annual base wage increases totaling 12.4 percent over the contract term. In addition, workers will receive a $500 ratification bonus and incentive plan payments of 2 percent to 2.5 percent for plan years 1999 and 2000.
The union also reported substantial pension improvements and an improved cash balance account plan that will allow workers to take lump sum cash payouts beginning in 1999.
The company agreed to hire additional workers and to implement new policies to curb levels of mandatory overtime, which had become excessive in the view of workers. BellSouth agreed to require no forced overtime as long as there are workers available willing to volunteer for the extra hours, and to set new limits on the extent of forced overtime required of any worker.
Along with other improvements, the settlement opens up access by CWA members to non-union job areas through a new provision for expedited union representation elections.
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