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July 6, 2010 - Membership Meeting Highlights
The regular monthly Membership Meeting was held Tuesday, July 6, 2010 at 8:00 p.m. at the CWA Local 3871 Union Hall. Sergeant-at-Arms was Mark Horton.
Grievance Report:
Our last grievance meeting with AT&T was held July 15th. We need to meet with CenturyLink because there is a big backlog.
CenturyLink Uniforms – The Local has been working to get problems resolved ever since employees were forced to begin wearing uniforms.
Holston Manor – We are not sure what will be done about the wage reopener.
AT&T – There was some confusion on holidays in the new contract, so we talked with Daniel Jackson who was on the District bargaining committee. He advised that an employee who was scheduled would have to work the day before and the day after the July 4th holiday, in order to receive the holiday pay. Excluded from this requirement are Floating and Designated Holidays, unless the Designated Holiday is scheduled by management.
CenturyLink - Employees in CenturyLink received an email concerning the new Employee Handbook. Supervisors may have a group meeting and note who was present. If an employee acknowledges that they have received the Handbook, it means just that. Acknowledgement does not mean the employee understands and agrees with everything in the Handbook.
We have received notice that District 3 will hang on to Mastec. The Company is still fighting the organizing vote and have appealed it to the Supreme Court.
We were told last week that the new AT&T contract should be available soon.
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July 26, 2010 - What's the Latest on the CenturyLink/Qwest Proposed Acquisition?
An acquisition between CenturyLink and Qwest Communications is in the works. CWA has raised a number of questions about the impact on jobs, investment and communities. CWA has met with management of both Qwest and CenturyLink; those discussions will continue and CWA will work to resolve specific issues.
We want to make sure that this deal works for communities and workers, not just Wall Street. All too often, terms like "synergies" mean job cuts, pay cuts or both. In initial documents, CenturyLink said it plans to find $625 million in "synergies." We want to guarantee that those synergies do not mean jobs cuts or less investment.
We want to be certain that the CenturyLink/Qwest deal does more than acknowledge the need for investment in high speed broadband. Our jobs depend on the expansion of high speed internet and we seek specific commitments to meet the goals that the Federal Communications Commission has outlined in its new national broadband plan, especially service to rural and other under served communities.
Workers need to know that their rights will be respected in any new company. The majority of us have contracts and the ability to bargain around our wages, benefits and working conditions. We seek to ensure those rights throughout the corporation. Although CenturyLink has a decentalized management structure for operations, the corporation is controlled by a single group of management. We need an equally united and strong organization to voice our issues and views.
Keep up with the latest news at http://www.cwa-union.org
Questions?
Email news@cwa-union.org
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September 24, 2009 - For CWA Members at AT&T
Local President Eddie Hicks was questioned about the online Code of Business Conduct Training at AT&T. The Company had told employees to either "acknowledge" or "not acknowledge" at the end of the session.
The CWA District 3 office has advised the following:
This is a uniform AT&T policy. The Union challenged it in arbitration a couple of years ago. The arbitrator ruled that employees can be required to electronically acknowledge coverage with the policy, but that dos not mean that they accept it, agree to it, or waive the right to grieve any discipline for violation of the Code of Business Conduct.
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7/31/09 - For Members at At&T - Your rights as a Union member
Grievances - You have a right to file a grievance when being disciplined and it is in your best interest to do so. Sometimes an employee will wiat to file until after they are terminated. You should not wait that long. If you receive disciplinary action, you should talk to a steward or Area Representative. Of course the final decision is yours, but the Union recommends that you file.
Your Signature - When the Company is giving you a counseling, a written warning or whatever it might be, you do not have to sign your name. The Company could say your signature meant that you understood and agreed with everything the document says. Instead you can initial the copy indicating only that you have seen the document. That's a protection for you.
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