Big Victory
\nfor District 6!
\nThanks to your support, District 6 has won a historic tentative
\nagreement with AT&T.
\nThe bottom line is we have achieved a massive win for our
\nmembers and working people!
\nHERE ARE SOME OF THE HIGHLIGHTS
\nWages and Compensation
\nWage Increases:
\n– 5.0% \u2013 2024
\n– 3.0% w\/COLA \u2013 2025
\n– 3.0% w\/COLA \u2013 2026
\n– 3.0% w\/COLA \u2013 2027
\n\ufffd $1,000 Ratification Bonus.
\n\ufffd Negotiated overtime after eight (8) hours.
\n\ufffd Company Paid Union Time and Excused Days With Pay
\n(EWP) as time worked.
\n\ufffd LOA Sr In Home Sales Expert \u201cAt Risk\u201d and Sales
\nQuota Letters.
\n\ufffd LOA Virtual Sales Expert \u201cAt Risk\u201d and Sales
\nQuota Letters.
\n\ufffd LOA Union President or Designee will have
\ncompany-paid union time protected between
\nVAT&T companies.<\/p>\n
Multilingual Differential
\n\ufffd Negotiated increases to the daily six ($6.00) dollars and the weekly
\nthirty ($30.00) dollars for Call Center employees.
\n\ufffd Reached an understanding across the table that employees working
\nin a Conexion Store upon request can take the multilingual test to
\ncertify and receive an additional step increase.
\nWork From Home Agreement
\n\ufffd Internet Stipend – $55 monthly pay.
\n\ufffd Electronic Union Bulletin Board.
\n\ufffd Web Camera Protections.
\n\ufffd Clean Desk Inspections.
\n\ufffd Loss of Pay Protections.
\nUPGRADES
\nRetail Sales Consultant Upgrade
\n\ufffd Weekly increase to the top step of $67 for a total of $962.
\nSr In Home Sales Expert Upgrade
\n\ufffd Weekly increase to the top step of $118
\nfor a total of $1,027.
\nCSRI and CSR-WFH to Premier Service Consultant Upgrade
\n\ufffd Weekly increase to the top step of $91.50
\nfor a total of $939.
\nBusiness Premier Consultant Upgrade
\n(BCSSI, BCSSII, CSS)
\n\ufffd Weekly increase to the top step of $91.50
\nfor a total of $939.
\nWireless Technician and Technician
\nMSC\/RNOC Upgrade
\n\ufffd Weekly increase to the top step of $203 for
\na total of $1,899.50.
\nHealthcare and Other Benefits
\n\ufffd Maintained 29% Cost Share for current employees hired
\nprior to 1-1-25.
\n\ufffd Maintained 32% Cost Share for new hires hired after 1-1-25.
\n\ufffd New Hires eligible for healthcare, dental, and vision begin on date
\nof hire.
\n\ufffd Health Savings Account matching in 2025 up to $250.
\n\ufffd Fertility Services.
\n\ufffd Preventative Care drugs are not subject to the deductible.
\n\ufffd Adoption Reimbursement up to $5,000 per child.
\n\ufffd Surrogacy Reimbursement up to $5,000 per child.
\n\ufffd Cryopreservation Reimbursement up to $5,000 per child.
\n\ufffd Tuition Reimbursement.
\n\ufffd No annual cap.
\n\ufffd Undergraduate \u2013 Lifetime Cap \u2013 $20,000 to $25,000.
\n\ufffd Graduate \u2013 Lifetime Cap \u2013 $25,000 to $30,000.
\n\ufffd LOA Bright Horizons Family Solutions \u2013 Back-Up Care, Elder Care,
\nEnhanced Family Support.
\nCall Center Percentages.
\n\ufffd Current Call Share: 7.0%.
\n\ufffd Increased to 9% 2024, 10% 2025, 10% 2026, 10% 2027
\nJob Security
\n\ufffd Retail Store Watermark \u2013 negotiated 20% watermark currently
\nat 27%.
\n\ufffd Employment Security Commitment \u2013 expanded to include
\nall job titles.
\n\ufffd Negotiated Voluntary Severance to alleviate a surplus and priority
\nplacement for laterals or downgrades.
\n\ufffd LOA Strategic Alliance Committee Letter \u2013 expanded to include
\nad hoc committees evolving technologies, job satisfaction, and work
\nand family hardships.
\nRetirement Security
\n\ufffd Maintained Retiree Healthcare for future retirees\u2019.
\n\ufffd Transitional Leave of Absence \u2013 surplused employees within
\n2 years of retirement will be eligible for leave to make it to retirement.
\n\ufffd Maintained Defined Pension and BCB2 Pension Plans
\nAccess to Jobs.
\n\ufffd National Transfer Plan \u2013 negotiated net credited service date whether
\nfrom hire, rehire or transfer will be honored for medical coverage at
\n29% cost share.
\nScheduling
\n\ufffd Retail Holiday Schedule Exception \u2013 the company will notify the
\nunion 2 weeks in advance when working a 4-day week and give the
\noption to take another day off when working holiday.
\n\ufffd Negotiated an eight-hour limit on mandatory overtime.
\n\ufffd Reached an understanding across the table that full-time and
\npart-time employees will select schedules based on seniority.
\n\ufffd Reached an understanding across the table that employees transfer-
\nring into a new unit will be slotted into the work schedule based on
\nseniority.
\n\ufffd Reached an understanding across the table that employees returning
\nfrom leave will be slotted into the work schedule based on seniority.
\nAbsences and Leaves
\n\ufffd Unpaid Union time to count toward FMLA hours worked
\nSick Leave Table and Waiting Days.
\n\ufffd Negotiated improvements moved to the orange
\nsick leave table.
\n\ufffd Negotiated change from \u201cfunerals\u201d to \u201crecognition of death\u201d
\nOther Notable Gains
\n\ufffd LOA Call Quality Observations \u2013 expanded letter to specify an inter-
\naction is with an in-person observation.
\n\ufffd Excused Days With Pay (EWP) \u2013 New hires will receive two EWPs
\nupon hire and one additional EWP after six months.
\n\ufffd Electronic Dues Authorization MOA
\n\ufffd On-Call Duty \u2013 $42 per day.
\n\ufffd Minimum Call-Out Pay \u2013 two hours.
\n\ufffd Severance Payments – $800 per week\/$20,000 max.
\nTHANK YOU
\nto our bargaining team
\nChair
\nJason Vellmer
\nCo-chair
\nCheryl Dawson
\nKendra Williams:
\nCall Center Fraud Analyst from Local 6215 Dallas, TX
\nMichelle Doty
\nStore Retail Sales Consultant from Local 6300 St. Louis, MO
\nMike Gemelli
\nCall Center Customer Support Specialist from Local 6016
\nOklahoma City, OK
\nFrank Gonzalez
\nWork From HomePremier Service Consultant from Local 6222
\nHouston, TX<\/p>\n","protected":false},"excerpt":{"rendered":"
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% \u2013 2024 – 3.0% w\/COLA \u2013 2025 […]<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[],"_links":{"self":[{"href":"http:\/\/cwa6203.org\/index.php?rest_route=\/wp\/v2\/posts\/1507"}],"collection":[{"href":"http:\/\/cwa6203.org\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/cwa6203.org\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/cwa6203.org\/index.php?rest_route=\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"http:\/\/cwa6203.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1507"}],"version-history":[{"count":1,"href":"http:\/\/cwa6203.org\/index.php?rest_route=\/wp\/v2\/posts\/1507\/revisions"}],"predecessor-version":[{"id":1508,"href":"http:\/\/cwa6203.org\/index.php?rest_route=\/wp\/v2\/posts\/1507\/revisions\/1508"}],"wp:attachment":[{"href":"http:\/\/cwa6203.org\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1507"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/cwa6203.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1507"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/cwa6203.org\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1507"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}