{"id":800,"date":"2014-04-23T14:42:37","date_gmt":"2014-04-23T20:42:37","guid":{"rendered":"http:\/\/www.cwa6203.org\/?p=800"},"modified":"2014-04-23T14:42:37","modified_gmt":"2014-04-23T20:42:37","slug":"information-for-reps-affected-by-the-upcoming-involuntary-title-change-in-the-lubbock-call-center","status":"publish","type":"post","link":"http:\/\/cwa6203.org\/?p=800","title":{"rendered":"Information for Reps Affected by the Upcoming Involuntary Title Change in The Lubbock Call Center"},"content":{"rendered":"

As we have received many questions and concerns from our members regarding the upcoming transition for our current CSE1 employees to CSS work, we are making the following information available. We will have Stewards available on 4\/24\/2014 in the call center hallway and\/or break areas to help address questions and concerns, and your stewards will have access to this information as well.<\/span><\/p>\n

We continue to work to get answers to the questions that have not been addressed.<\/p>\n

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I called and spoke with Oklahoma City Local 6016 Mobility VP Mike Gemelli to ask about the transition process at their center. Mike was very positive about the transition, stating that the average raise for their reps was approx $0.70-$0.90\/hour, and that the majority of the reps elected to accept the involuntary promotion, with a total of five reps electing to take the severance package instead. He stated that the feedback he’s gotten from members is that tech work is generally more pleasant calls, and does not differ much from CSE 1 work. He stated that there are three new systems that need to be learned but most of the work is done using the tech guide just like it is for CSE 1, and the positive trade off is that you do not field calls about bills. Mike confirmed that the severance package offered in Oklahoma City was by the contract; $700 at 6 months, $700 at 12 months, then $700 per year after that.<\/span><\/span><\/p>\n

– Curtis<\/p>\n

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The following FAQs were put together by your CWA 6203 Union Stewards:<\/p>\n

CSE to CSS Transition FAQ’s<\/span><\/span><\/h1>\n
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  1. \n

    Will affected reps have to wait 6 months from the 5\/11 title change to get their next step raise?<\/b><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n

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    • \n

      Yes. This is being handled as laid out in Article 19, Section 1, Paragraph c., which states that after being slotted into the new wage schedule \u00e2\u20ac\u0153The time interval to the next step increase on the new wage schedule will be six (6) months. No credit shall be allowed towards the next step increase.\u00e2\u20ac\u009d As this is a raise, it is seen as getting your next step raise early, and subsequent raises every six months from the early raise.<\/i><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

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      1. \n

        Are reps that are currently capped going to receive raises at 6 months as they will no longer be capped?<\/b><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n

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          Yes. Reps currently on step 13 will be slotted into step 12 on the new wage schedule, and will receive a step raise in November, at which time they will be capped on the new wage scale.<\/i><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

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          1. \n

            What exactly will the raise be?<\/b><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n

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              This is also covered in Article 19, Section 1, Paragraph c. \u00e2\u20ac\u0153When a (voluntary) change of title occurs, and is considered a promotion (higher end wage rate), fifteen ($15.00) dollars will be applied to the employee\u00e2\u20ac\u2122s current weekly pay rate. The employee will be then be slotted into the closest current wage rate (not lower provided they are not over the top rate for the job they are moving to) of the new schedule.<\/i><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

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              1. \n

                What will the severance payment be?<\/b><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n

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                  Severance is being handled as described in Article 14, section 4, which states that the severance pay will consist of $700 for each 6 months of net credited service in the first year of employment, and and additional $700 for each year thereafter up to a maximum of $16,000.<\/i><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

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                  1. \n

                    Deno stated that Oklahoma City reps were offered a larger severance package. Why aren’t we being offered the same?<\/b><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n

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                      I called Oklahoma City Local 6016 Mobility Vice President Mike Gemelli and asked what the severance package offered was. He stated it was exactly as laid out in the contract, $700 for the first 6 months, and additional $700 at 12, then $700 per year thereafter. He added that five reps opted for the severance.<\/i><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

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                      1. \n

                        When will the severance be paid?<\/b><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n

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                          Deno has stated that the severance will be paid 1-2 pay cycles after the employee leaves the payroll.<\/i><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

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                            Will the severance be taxed?<\/b><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n

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                              Yes.<\/i><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

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                              1. \n

                                If an employee accepts the severance, what happens to their benefits?<\/b><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n

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                                • \n

                                  While we are still awaiting clarification on this important issue, we expect that an employee will no longer be covered by their benefits to the extent allowable by state and federal law effective their day of separation.<\/p>\n<\/li>\n<\/ul>\n

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                                  1. \n

                                    When will the call center hours change and when will reprefs take effect?<\/b><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n

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                                      We were told at the town hall meeting to expect the repref and new hours to take effect on 7\/1\/2014.<\/i><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

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                                        When will the training start?<\/b><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n

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                                          The training will begin the week of 5\/11\/2014 for the first group(s) to receive the training. Deno has committed to the wage increase for all affected employees as of 5\/11 regardless of when they actually receive the training. Manager In 60 may begin training before 5\/11.<\/i><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

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                                          1. \n

                                            If I accept the severance, will I be eligible for rehire? <\/b><\/span><\/span><\/span><\/p>\n<\/li>\n<\/ol>\n

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                                              In a conversation with a CWA Local 6203 Steward on 4\/23\/2014, Director Deno Hairston affirmed that employees opting to accept a severance will be eligible for rehire after six months of separation. We would caution that eligibility for rehire is not a guarantee that there will be job openings to apply for or that the former employee will be accepted for a position.<\/span><\/span><\/span><\/i><\/p>\n<\/li>\n<\/ul>\n

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                                              The following information is from AT&T and may help answer questions that some of our members have.<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

                                              Overview <\/b><\/span><\/span><\/p>\n

                                              Q 1. Why are we going through this change? <\/span><\/span><\/span><\/span><\/span><\/p>\n

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                                                Recent changes in the business require additional Tech support and we have reached an agreement with District 6 to upgrade existing CSR1 Reps to CSS Tech Support Reps to support the existing needs of the business. <\/span><\/span><\/span><\/span><\/span><\/p>\n<\/li>\n

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                                                This will improve the customer experience AT&T is streamlining support for our IRU and Consumer Technical\/Advanced Support. <\/span><\/span><\/span><\/span><\/span><\/p>\n<\/li>\n

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                                                This improvement allows customers to reach Technical\/Advanced Support teams quickly to resolve their issues and increase customer satisfaction. <\/span><\/span><\/span><\/span><\/span><\/p>\n<\/li>\n

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                                                This improvement blends AT&T IRU and Consumer Advanced support teams to provide specialized service based on Operating System such as iOS, Android, Blackberry & General <\/span><\/span><\/span><\/span><\/span><\/p>\n<\/li>\n

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                                                Increases your knowledge to resolve customer issues the first time! <\/span><\/span><\/span><\/span><\/span><\/p>\n<\/li>\n

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                                                Increases your willingness to recommend and success with specialized Advanced Support. <\/span><\/span><\/span><\/span><\/span><\/p>\n<\/li>\n<\/ul>\n

                                                Transition from Customer Service Representative I (CSR I) to Customer Support Spet (CSS) <\/b><\/span><\/span><\/p>\n

                                                Q 2. What is the effective date of the change to the CSS title? <\/span><\/span><\/span><\/span><\/span><\/p>\n