Every AT&T bargaining unit started these negotiations with a different contract and different concerns and priorities. Every elected bargaining committee was tasked with negotiating an overall package that is in the best interests of its members.
Prior to bargaining, the Leveraged Title was identified as a “strategic watch issue,” because of the many variations in contract provisions and the many different potential acceptable solutions. Each of the bargaining teams has kept the other teams informed about its direction and strategy on these coordinated issues, but is free to pursue its own agreement, one that would serve its members best. (Learn more about the bargaining process agreed to by the Vice Presidents from all bargaining units.)
The position of Leveraged Titles was different in each unit before bargaining opened:
- District 1: No Leveraged Title
- District 3: Has a 70/30 title in the contract which is not now populated
- District 4: IBEW agreed to Leveraged Titles in Chicago
- District 6: No Leveraged Title
- District 9: IBEW agreed to Leveraged Titles in Northern California
- C&T: No Leveraged Title
AT&T management sought the Leveraged Title and each unit defined its own goals for the issue, which are reflected in the agreements they have reached or will reach. Although Districts 4 and 9 negotiated a number of similar provisions, other bargaining units are free to negotiate their own solutions.
- The agreements reached both Districts 4 and 9 included the following provisions:
- Bargaining teams added job security measures for existing Service Reps.
- Service Reps and Leveraged Reps will be pooled in the event of surplus.
- In District 9, surplus service reps may bump into the nearest Consolidated HQ area that has the leveraged title, if there are none in his or her own CHQ.
- Service Reps may try out the Leveraged Title for 6 months, keeping SR pay and incentives and then return to regular status if they choose.
- The Leveraged Title provides 60% pay and 40% at-risk or “in leverage.”
- Leveraged Titles may earn over twice current service rep pay.
- During training, employee will receive 100% of target.
- Largest incentive will be the same for all wage zones.
- Commission will increase annually with GWI
- While Districts 4 and 9 did not achieve union control of the target incentive plans:
- Incentive plans will be part of District 4’s quarterly Service Rep issue forums
- District 9 established a Leveraged Title Sales Committee to discuss any suggestions regarding additional compensation plans, commissions, bonuses and incentive programs.
- AT&T management can not add any other Leveraged Titles without agreement by the Union.
Also in District 9, the Leveraged Title is explicitly subject to a new MOA governing monitoring and the recording of calls.