MOBILITY TENTATIVE AGREEMENT!

Big Victory
for District 6!
Thanks to your support, District 6 has won a historic tentative
agreement with AT&T.
The bottom line is we have achieved a massive win for our
members and working people!
HERE ARE SOME OF THE HIGHLIGHTS
Wages and Compensation
Wage Increases:
– 5.0% – 2024
– 3.0% w/COLA – 2025
– 3.0% w/COLA – 2026
– 3.0% w/COLA – 2027
� $1,000 Ratification Bonus.
� Negotiated overtime after eight (8) hours.
� Company Paid Union Time and Excused Days With Pay
(EWP) as time worked.
� LOA Sr In Home Sales Expert “At Risk” and Sales
Quota Letters.
� LOA Virtual Sales Expert “At Risk” and Sales
Quota Letters.
� LOA Union President or Designee will have
company-paid union time protected between
VAT&T companies.

Multilingual Differential
� Negotiated increases to the daily six ($6.00) dollars and the weekly
thirty ($30.00) dollars for Call Center employees.
� Reached an understanding across the table that employees working
in a Conexion Store upon request can take the multilingual test to
certify and receive an additional step increase.
Work From Home Agreement
� Internet Stipend – $55 monthly pay.
� Electronic Union Bulletin Board.
� Web Camera Protections.
� Clean Desk Inspections.
� Loss of Pay Protections.
UPGRADES
Retail Sales Consultant Upgrade
� Weekly increase to the top step of $67 for a total of $962.
Sr In Home Sales Expert Upgrade
� Weekly increase to the top step of $118
for a total of $1,027.
CSRI and CSR-WFH to Premier Service Consultant Upgrade
� Weekly increase to the top step of $91.50
for a total of $939.
Business Premier Consultant Upgrade
(BCSSI, BCSSII, CSS)
� Weekly increase to the top step of $91.50
for a total of $939.
Wireless Technician and Technician
MSC/RNOC Upgrade
� Weekly increase to the top step of $203 for
a total of $1,899.50.
Healthcare and Other Benefits
� Maintained 29% Cost Share for current employees hired
prior to 1-1-25.
� Maintained 32% Cost Share for new hires hired after 1-1-25.
� New Hires eligible for healthcare, dental, and vision begin on date
of hire.
� Health Savings Account matching in 2025 up to $250.
� Fertility Services.
� Preventative Care drugs are not subject to the deductible.
� Adoption Reimbursement up to $5,000 per child.
� Surrogacy Reimbursement up to $5,000 per child.
� Cryopreservation Reimbursement up to $5,000 per child.
� Tuition Reimbursement.
� No annual cap.
� Undergraduate – Lifetime Cap – $20,000 to $25,000.
� Graduate – Lifetime Cap – $25,000 to $30,000.
� LOA Bright Horizons Family Solutions – Back-Up Care, Elder Care,
Enhanced Family Support.
Call Center Percentages.
� Current Call Share: 7.0%.
� Increased to 9% 2024, 10% 2025, 10% 2026, 10% 2027
Job Security
� Retail Store Watermark – negotiated 20% watermark currently
at 27%.
� Employment Security Commitment – expanded to include
all job titles.
� Negotiated Voluntary Severance to alleviate a surplus and priority
placement for laterals or downgrades.
� LOA Strategic Alliance Committee Letter – expanded to include
ad hoc committees evolving technologies, job satisfaction, and work
and family hardships.
Retirement Security
� Maintained Retiree Healthcare for future retirees’.
� Transitional Leave of Absence – surplused employees within
2 years of retirement will be eligible for leave to make it to retirement.
� Maintained Defined Pension and BCB2 Pension Plans
Access to Jobs.
� National Transfer Plan – negotiated net credited service date whether
from hire, rehire or transfer will be honored for medical coverage at
29% cost share.
Scheduling
� Retail Holiday Schedule Exception – the company will notify the
union 2 weeks in advance when working a 4-day week and give the
option to take another day off when working holiday.
� Negotiated an eight-hour limit on mandatory overtime.
� Reached an understanding across the table that full-time and
part-time employees will select schedules based on seniority.
� Reached an understanding across the table that employees transfer-
ring into a new unit will be slotted into the work schedule based on
seniority.
� Reached an understanding across the table that employees returning
from leave will be slotted into the work schedule based on seniority.
Absences and Leaves
� Unpaid Union time to count toward FMLA hours worked
Sick Leave Table and Waiting Days.
� Negotiated improvements moved to the orange
sick leave table.
� Negotiated change from “funerals” to “recognition of death”
Other Notable Gains
� LOA Call Quality Observations – expanded letter to specify an inter-
action is with an in-person observation.
� Excused Days With Pay (EWP) – New hires will receive two EWPs
upon hire and one additional EWP after six months.
� Electronic Dues Authorization MOA
� On-Call Duty – $42 per day.
� Minimum Call-Out Pay – two hours.
� Severance Payments – $800 per week/$20,000 max.
THANK YOU
to our bargaining team
Chair
Jason Vellmer
Co-chair
Cheryl Dawson
Kendra Williams:
Call Center Fraud Analyst from Local 6215 Dallas, TX
Michelle Doty
Store Retail Sales Consultant from Local 6300 St. Louis, MO
Mike Gemelli
Call Center Customer Support Specialist from Local 6016
Oklahoma City, OK
Frank Gonzalez
Work From HomePremier Service Consultant from Local 6222
Houston, TX