| reply to whocares0
Re: ATT I am a AT&T Tech. Among the many dangers we face everyday such as high voltage lines, falling off poles and ladders, being attack & bit by dogs, spider bites and the list goes on, not to mention the physical aspects such as bad backs from carrying heavy ladders, blown & bad knees, dangers of contact with dangerous chemicals and asbestos's, carpel tunnel, possible infections from crawling under houses, ect we need a fair wage and health benefits. Mind you I am not complaining, in many ways I like the challenge of my job, and being able to interact & deal with my customers on a personal level and most of time time making them very happy makes this job enjoyable
If you are wondering about the looming strike, here it is.
First of all, don’t let AT&T fool you.
They posted a 12.9 billion dollar profit for 2008, and AT&T executives have said it is on track for solid growth this year
AT&T 2008 Top 5 Executive Compensation
Randall Stephenson, Chairman, CEO & President
$11,565,255.00
Richard Lindner, Sr. Exec. Vice President & CFO
$ 4,623,241.00
Ralph de la Vega, President & CEO, AT&T Mobility & Consumer Markets
$ 6,150,645.00
Forrest Miller, Group Pres., Corp. Strategy & Dev.
$ 5,517,097.00
John Stankey, President & CEO, AT&T Operations
$ 5,595,671.00
Total for top execs in 2008: $33,451,909.00
And that& only taking the top 5 in account
Source: AT&T preliminary proxy statement filed 2/17/09
And that is on top of another top benefit they get, Housing
Count AT&T among San Antonio’s high-end home sellers weighed down with unwanted properties.
Nine months after announcing that its headquarters would move to Dallas, the company still is trying to unload CEO Randall Stephenson’s former Olmos Park home, which it purchased for $1.7 million when the house did not sell quickly.
AT&T also is trying to shed the former home of Senior Executive Vice President and General Counsel Wayne Watts, for which it paid $660,000, according to regulatory documents filed Wednesday with the Securities and Exchange Commission.
The Stephenson and Watts homes are among the 102 company-owned properties in the San Antonio area, according to John Flournoy, managing partner of the Phyllis Browning Co.
And don't forget their free health care, for themselves and their family's
Overall, the negotiations cover 125,000 CWA represented workers covered by six contracts
CWA members are working, for now, under the terms of the contracts that expired Apr. 4. Locations are:
AT&T East, Connecticut , and AT&T East Yellow Pages.
AT&T Midwest , in Illinois , Indiana , Ohio , Michigan and Wisconsin , and AT&T DataCom,
AT&T Southwest, in Arkansas , Kansas , Missouri , Oklahoma and Texas .
AT&T West, in California and Nevada .
AT&T Legacy, nationwide.
At AT&T Southeast; that contract expires Aug. 8, 2008
AS OF TO DATE, AT&T HAS DECIDED TO NOT NEGOTIATE FAIRLY
Discussions continued today in subcommittees around Memoranda of Agreements and Article 3/7 Unfortunately
There is, LITTLE PROGRESS TO REPORT! In formal session The Company rejected 6 of the Unions proposals on Successorship, Evolving Technologies, Appendices B and D, Recognition, Article 7, and the preamble.
They also had some proposals one was like throwing us some crumbs the company would promote CWA/NETT Academy and another one a new version of their no carry over vacation time, where the Company would still have the ability to schedule your vacation for you.
With just 2 more full days till the Contract Expiration date, it is apparent that the Company has NO INTENT OR DESIRE to reach a FAIR and JUST CONTRACT! LISTED BELOW ARE THE RETROGRESSIVE PROPOSALS THE COMPANY PRESENTED TO THE UNION THAT ARE STILL ON THE BARGAINING TABLE. WE WOULD LIKE TO CLARIFY THAT THE UNION HAS NOT AGREED TO ANY OF THESE PROPOSALS:
; HEALTH CARE – This Company proposal creates a two tier structure for health care, one for new hires and one for current employees. Both plans have high premiums, deductibles and out of pocket costs that the current plan does not have. The Company still assures us that they have no intent or desire to bargain for current retirees.
; WAGES - Company proposal does not include an increase in base wages for the first two years
; PENSIONS – Pension Protection Act will be applied to Lump Sum Pensions which eliminates the GATT Rate and applies the Corporate Bond Rate. This will reduce lump sum pensions taken after January 1, 2010.
; PREMISE TECHNICIANS - Company wants to increase work duties and have Premise Technicians perform work in a higher classification.
Company refuses to treat Premises Technicians the same and apply the same work rules as other employees.
OVERTIME- increase the 49 hr to 54 hr rule.
; OVERTIME- eliminate the assignment of overtime to volunteers first, especially for double overtime
; LEVERAGED TITLES - This Company proposal would two tier Service Representative Work with 60/40 pay schedule which would put 40% of pay at risk based on sales. Sales plan controlled by management and no input from the Union.
; APPENDIX E PROPOSAL from the Company applies to Premises Technicians and would no longer protect benefits or work rules for those who took Premises Technicians jobs due to surplus conditions. Worse in many ways then current Appendix E provisions.
• SURPLUS Process– Company proposal does not include Appendix E in this process (finding another position within the company instead of just laying off)
; VACATION – eliminate vacation carry-over and Company to schedule employees vacation.
• NIGHT DIFFERENTIAL change to only the hrs worked that fall into that time would be paid Differential.
; ILLNESS All Employees will have at least one day of waiting before pay starts for illness.
; PARTIALS eliminate payment for partial illnesses.
; HOLIDAY – Eliminate day after Thanksgiving and Presidents day.
; GRIEVANCES – Company wants a two step grievance process.
; UNPAID FMLA TIME OFF – Company will require substitution of contractual paid time off as personal, so don’t consider having childern
; TEAM PERFORMANCE AWARD- Company proposes to eliminate.
• THE COMPANY HAS NOT AGREED TO UNION PROPOSALS TO EXTEND THE FOLLOWING MOA’S THROUGH THE LIFE OF THE 2009
; EMPLOYMENT SECURITY COMMITTMENT(Job Offer Guarantee ), ERB.
; NATIONAL TRANSFER PLAN – Company has not responded.
; MOVEMENT OF WORK/CONTRACTING OUT - Company has rejected.
; NATIONAL HEALTH CARE REFORM- Company has not responded.
; PRESIDENT’S COUNCIL- Company has not responded.
; MONITORING- Company has not responded.
; BENEFITS- MEDICAL- Company has not responded.
; ARTICLE 5- Company has not responded.
; ARTICLE 6- Company has not responded.
; SERVICE RECOGNITION-Company has not responded.
The union has taken the position that they would agree to just extending the current contract except for adding the same protection for the premise technicians as the rest of the employees, Modest cost of living increase each year, keep jobs here instead of off Shoring them (Such as ADSL Support to India) Training of current employees of new & emerging Technologies
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