Here are some of the questions and corresponding answers that were asked at our tentative agreement meetings. Keep checking back on this site as we will be posting additional questions and answers as soon as we have them.
In Unity,
Marisa
1. Can we have a copy of all of the MOA’s?
The National Union will start putting the MOA’s on the Website once the Tentative Agreement is ratified.
2. Can we have additional language clarifying to management that Premises Technicians can only test for opens in the new proposed scope of work?
The Union and the Company will do a Joint Roll-out of the new Scope of Work once the Contract is ratified.
3. Do Premises Technicians get .55 increases back to October 2016?
No, they get the .55 wage increase effective with ratification.
4. Does Pooling include the Systems Technicians and Systems Technician-Data Comm?
Yes, it is covered on MOA 13-27.
5. If I am enrolled in a class and I get laid off, am I still entitled to Tuition Aid Reimbursement?
Yes it is covered in MOA 13-12
6. Is there a date on “when it is practicable” regarding the Retro Pay?
Retro pay is normally paid within 45 to 60 days.
7. Medical Tables are confusing. Can we have specific examples on the medical? i.e. if a Premises Technician works 40 hours a week and chooses Kaiser what is the difference in his/her pay with the proposed wage increase?
Please use the Calculator the company has provided so you can put in your own medical plan and wage rate. There is a link on the Q+A Website.
8. Was the California Cost of Living taken into consideration?
Yes, the Union Bargaining Team provided AT&T the cost of living in CA in comparison to the rest of the Nation.
9. What is the difference between ONA and non-network for healthcare?
ONA is Out of Network Area- there are no providers in your area; Non-Network is if you choose a provider that is out of your network area.
10. What is the original date the Premises Technician Job Title was bargained?
The Prem Tech title was first negotiated in 2004 with the IBEW in the Mid-West Region and negotiated in 2004 AT&T bargaining in District 4, effective in 2005.
- How much is our union dues going up?
Union dues will remain 2.25 hours of pay per month. What this equates to is dependent on your hourly wage.
12. For DTV, what will happen to the balances of my PTO Time? Will I lose it or will the Company pay me out? i.e. if I currently have 5 Weeks under DTV?
DIRECTV employees are not going to lose their PTO nor does it need to be used prior to transitioning pending ratification. Unused PTO as of the transition date will convert what the tables allow in Appendix E1.04 minus the PTO hours they have used. (Page 180 of the current CBA).
13. When will DTV Technicians be eligible for Horizon’s and Tuition Aid?
July 23, 2017 DIRECTV transitioned workers will be eligible for Horizons and Tuition Aid if the TA ratifies.
14. Where there any changes to the 401K?
Yes, there will be more options available to workers. The effective date is Jan 1, 2018.
15. Which District was first to bargain the Premises Technician Job Title?
The IBEW in the Mid-West first bargained the Premises Technician Title, and then it was negotiated in District 4.
16. Which District was the first to accept the proposed Scope of Work migration to Premises Technician Job Title?
All Districts have moved on the Scope of Work since its inception. District 6 took the Scope to the level it is today in 2012 bargaining. (BTW, there was a Prem Tech on the bargaining team).
17. Why are Equipment Specialists and Building Specialists excluded from the Work Boot Program?
Equipment Specialists are included in the Work Boots Program; The Bargaining Team is pursuing the Work Boot Program for Building Specialists.
18. Why didn’t we get Retro “back pay” to April 2016 when the contract expired?
The Bargaining Team fought for retro pay back to April 9, 2016. AT&T proposed NO RETRO at all. We were able to negotiate RETRO Pay back to October 1, 2016. RETRO stayed on the table to the very end.
19. Will DTV Technicians be able to opt out of Pole Climbing?
The DIRECTV Techs are under the same Grandfathering Work Rules as Premises Techs. If a DIRECTV Tech fails pole climbing the Tech will be grandfathered. *NOTE: All New Hires will have to pass pole climbing. New Hires are employees hired after the ratification of the contract.
20. Will Premises Technicians be expected to work on Color Code Binding Post and/or just numbered Binding Post?
Premises Techs will be expected to work on NUMBERED binding posts.
21. Will the Company be relocating any DTV Technicians once we are in Appendix E?
The Company has no plans to relocate DIRECTV transitioned workers into the CORE AT&T locations at this time.
22. Some of us DTV Technicians had to sign waivers for on job injuries, will this affect my employment with AT&T once we are transition into Appendix E?
The Union is not aware of any waivers signed by DIRECTV employees for on the job injuries. AT&T has not notified the Union of any exclusion of DIRECTV employees moving into Appendix E.
23. How much is our union dues going up?
Union dues will remain 2.25 hours of pay per month. What this equates to is dependent on your hourly wage.
24. Is the BCB2 Plan better than the DTV plan?
The BCB#2 Program over time results in a more favorable benefit due to the age graded Basic Benefit Credits that max out at 4.04%, a higher interest crediting rate of 4.5%, and the availability of a Supplemental Pay Credit. Also, the overall retirement design for the DTV West Technician is better as a bargained employee when coupled with the move to the AT&T Retirement Savings Plan (ARSP), completed earlier this year, with a greater opportunity for Company Match and robust investment options, resulting in an overall competitive retirement benefit.
25. Will any sick time (taken before DTV is added to Appendix E) be deducted from the 5 days in Appendix E?
No, on the Effective date of July 23, DIRECTV field service employees be eligible for up to a maximum of five paid illness absence days per calendar year.
26. If I am a DTV worker and I am on a final written warning will the warning follow me once I am in Appendix E?
Yes, employees will move over on their current step of discipline. Any future discipline would be under the attendance policy and in line with the progressive steps of discipline.
The questions below were asked by AT&T employees throughout District 9, answered by AT&T, and posted on AT&T’s website.
1. I’ve been employed since 2007. Do I still have a pension?
Yes you still have a pension plan and 401(k) savings plan available. Details of retirement benefits are as follows:
• Annual 1% pension band increases for employees covered by the banded pension plan
• Employees hired after Aug. 8, 2009 will continue to participate in the Bargained Cash Balance Program #2 (BCB#2) and continue to receive a generous 80% match of up to 6% of their Basic Contributions in the AT&T Retirement Savings Plan (including DTV Unit Employees and new hires)
• Effective Jan. 1, 2018, employees hired prior to Aug. 9, 2009 will participate in the AT&T Retirement Savings Plan, which provides:
– Broader fund line up, including age based funds and access to a brokerage account
– Lower administrative, trustee, and record keeping fees
– A generous 80% match on up to 6% of their Basic Contributions Eligible employees retiring during the agreement will continue to be able to take a lump-sum pension payout.
2. Will the Kaiser HMO be offered?
The Kaiser HMO will continue to be offered to West CWA employees at a significant discount to the HCN Options 1 and 2 for the term of the agreement. Currently the Kaiser HMO is provided with no deductibles and modest copays for office visits, specialist visits and hospitalization. Kaiser has indicated that subject to changes in law, the Kaiser plan design will be the same terms and conditions as provided by Kaiser in 2017 for the term of the agreement.
3. I would like to know all the scope of work for premise technicians?
AT&T operates in a very competitive environment and we need to ensure we take care of our customers with a single dispatch and a more seamless experience whenever possible — similar to what our competitors do, and as we do in our other regions.
This Tentative Agreement aligns the West Premises Technician scope of work and job duties with Premises Technicians/Wire Technicians in other CWA contracts. Additionally, once the Tentative Agreement is ratified, the West CWA Premises Technicians will continue to be the highest paid CWA Premises/Wire Technicians in the nation earning approximately $4 per hour above other CWA represented Premises/Wire technicians. The new job scope includes:
– Installation and maintenance of fiber drops and fiber cross connects. However, fusion fiber splicing in the network and any F2 bare fiber splicing on the network side of the serving terminal is reserved for core technicians. Splicing and removing the bridged tap cancellation device directly to the cable pair is reserved for core technicians.
– Performing pair changes, including port swaps and line station transfers. However, repair functions such as correcting a defective condition in the feeder or distribution network (aerial or underground) and splicing defective cable pairs are also reserved for core technicians.
– Refer to the Premises Technician Job Description in the Tentative Agreement to see the changes to the Premises Technician scope of work.
– There is no change in job scope related to TDM services. Installation and maintenance work for TDM enabled voice service, including station and inside wire installation and maintenance of TDM service, will continue to be performed as they are today. Cable repair work and fusion splicing in the network are also reserved for core technicians.
4. How does this contract affect the last few remaining Systems Technicians (Data Comm) that are left? Are our job functions changing ?
There are no changes to the job functions for a Systems Technician (Data Comm).
5. If prem techs are going to do the job of the MST, what job security do we have?
Core technicians will still perform the work that they do today and we expect minimal if any effect on the Core Technicians. Job security provisions won’t change in this contract, and you will continue to have a Job Offer Guarantee.
6. Were there any changes in the 12 paid sick days?
No. Core employees continue to receive 12 paid illness days per year.
7. This new contract is going to make me a prem tech. So I will not be getting an increase but a decrease in pay. All our work is being shifted to the prem tech?
You have incorrect information. The Company’s intent is not to eliminate Wage Scale 12. We believe core technicians will perform 97 – 98% of work they do today. AT&T operates in a very competitive environment and we need to ensure we take care of our customers with a single dispatch and a more seamless experience whenever possible — similar to what our competitors do, and as we do in our other regions.
8. How can you even say with a straight face we get a “raise” when it’s taken back in increased healthcare cost to the prem tech?
The fact is, virtually all employees will see a positive financial impact. You can see how this specifically affects you by visiting the Wage and Benefits calculator.
9. What’s the eligibility requirements for Kaiser healthcare and what where they previously? Will anything change for Kaiser eligibility?
Kaiser determines eligible zip codes for their plans on an annual basis and this determination will not be complete until the fall. AT&T does not determine eligible zip codes for any fully insured or HMO plan that is offered.
10. What are changes in Premises Technicians’ scope of work and how do they affect Premises Technicians and core technicians?
Core technicians can still perform the same work they do today and we expect minimal if any effect on the core technician. AT&T operates in a very competitive environment and we need to ensure we take care of our customers with a single dispatch and a more seamless experience whenever possible — similar to what our competitors do, and as we do in our other regions. The Company’s intent is not to eliminate Wage Scale 12. This is solely about the customer experience and allowing the work to be done in a single dispatch.
This Tentative Agreement aligns the West Premises Technician scope of work and job duties with Premises Technicians/Wire Technicians in other CWA contracts. Additionally once the Tentative Agreement is ratified, the West CWA Premises Technicians will continue to be the highest paid CWA Premises/Wire Technicians in the nation earning approximately $4 per hour above other CWA represented Premises/Wire technicians. The new job scope includes:
• Installation and maintenance of fiber drops and fiber cross connects. However, fusion fiber splicing in the network and any F2 bare fiber splicing on the network side of the serving terminal is reserved for core technicians. Splicing and removing the bridged tap cancellation device directly to the cable pair is reserved for core technicians.
• Performing pair changes, including port swaps and line station transfers. However, repair functions such as correcting a defective condition in the feeder or distribution network (aerial or underground) and splicing defective cable pairs are also reserved for core technicians.
Refer to the Premises Technician Job Description in the Tentative Agreement to see the changes to the Premises Technician scope of work.
There is no change in job scope related to TDM services. Installation and maintenance work for TDM enabled voice service, including station and inside wire installation and maintenance of TDM service, will continue to be performed as they are today. Cable repair work and fusion splicing in the network are also reserved for core technicians.
11. Is the 250 lump sum payment a per week increase? For example if we’re making 814 a week now add 250, and we’ll be at around 1064 a week?
DIRECTV employees will receive a one-time $250 lump sum payment if the contract is ratified by July 6, 2017. For wage increases, you will be placed into the wage progression steps so you will now be eligible to receive pay increases every six months until you reach top step PLUS you will receive the annual pay increases with this agreement. Employees will receive a $30 weekly wage increase ($0.75 per hour) at a minimum (unless they are over the top step.)
12. Are the option 1 and 2 additional coverage options? If I want HealthNet, which plan is that?
Options such as Health Net may be made available under the Program as alternatives to the Company Self Insured Program: Option 1 and Option 2.
13. Do Legacy Directv employees get the retro pay to October 2016?
DIRECTV employees are not receiving retro pay. However, with ratification DIRECTV employees will transition to wages schedules on July 23, 2017. At a minimum, DIRECTV employees will receive a $30 weekly wage increase ($0.75 per hour), if your current wage rate is not above the top step wage rate of the new wage table. On average DIRECTV employees are receiving a 4.5% increase shortly after ratification. You will also receive a $250 lump sum, wage progression every 6 months until reaching the top step and general wage increases (GWI) in April 2018 and 2019.
14. I have heard rumors of technicians in appendix A being surplussed and then ending up in appendix E. Is this true?
That’s an unsubstantiated rumor. There are currently no plans to surplus Appendix A technicians.
15. What does ‘Wage Progression” mean?
All employees in the West contract are on Wage Schedules. This allows employees to progress in their wages every six months until they reach the top step in the Wage Schedule.
16. DO WE STILL HAVE OUR 3 HOUR RELIGIOUS TIME PAID?
You will continue to receive the 3-hour religious time off paid which is an exclusion under the attendance policy.
17. Are Legacy Directv techs getting any back pay for the past 1.5 years or only the 250.00 lump sum?
DIRECTV West Field Services employees will receive a $250.00 lump sum if ratified by July 6, 2017. Effective July 23, you will move to a wage schedule that includes the general wage increase (3%/3%) – resulting in all employees not over the top wage receiving an increase in pay. The minimum increase is $30 per week ($.75 per hour). In addition, you will have access to the same health and welfare and work rules applicable to Appendix E.
18. Do we get to keep the Day After Thanksgiving and Presidents Holiday?
The authorized paid holidays remain the same as the 2012 contract.
19. I am a DirecTV technician that was taken over by the ATT merger. I was told that our health benefits plan is at higher costs to us Directv techs and that the ATT Perm techs will have a lower co pay during visits. Is that correct?
Your information is incorrect. All West CWA employees enrolled in the same plan option and coverage tier will have the same deductible, co-payment, and coinsurance provisions.
20. Can you tell me who the insurance carriers will be for the proposed HCN Option 1 and Option 2 and are the plans available on line so we can look at which doctors and hospitals are in network? Also is either of the new options the same as the existing HCN plan that is now available to West Bargained for employees?
The current benefits administrator of the AT&T West Medical Program (i.e., HCN, Company self-insured program) is Blue Cross and Blue Shield of Illinois and they will remain the administrator for both Options 1 and 2 for 2018.
Option 1 is a lower-deductible plan, most similar to the Company self-insured program that is in place for 2017, whereas, Option 2 is a low-premium (monthly contribution) plan. Employees can now elect the option they determine best meets their particular needs. The network is the same for both Option 1 and Option 2.
Annual deductibles for network providers will be:
| Option 1 | Option 2 | |||||
| Year | 2018 | 2019 | 2020 | 2018 | 2019 | 2020 |
| Individual | $125.00 | $138.00 | $151.00 | $55.00 | $69.00 | $151.00 |
| Family | $269.00 | $300.00 | $335.00 | $136.00 | $170.00 | $206.00 |
‒Option 1 (Individual/Family): 2018: $650/$1,300; 2019: $700/$1,400; 2020: $750/$1,500
‒Option 2 (Individual/Family): 2018: $1,450/$2,900; 2019: $1,500/$3,000; 2020: $1,550/$3,100
A plan comparison will also be available during Annual Enrollment
21. Appendix E Improve lay-off provisions: Increase severance table from 4 to 6 weeks. Is this increase for VSB offer?
The increase to the severance table in Appendix E does not affect the Voluntary Severance Benefit for Appendix A employees.
22. What is the top step for Appendix E in the core agreement? Do the highlights of the agreement listed under Significant Wage Increases. i.e. 3.0% retroactive to October 1, 2016; 3.0% effective upon ratification; 2.25% – April 8, 2018; 2.5% – April 7, 2019 apply to Directv West Field Services employees?
The current top step for an Appendix E Premises Technician is $1,040.00 per week. With the general wage increases and the additional $0.55 per hour increase, the top step on April 7, 2019 will be $1,180.50.
DIRECTV West filed services employees will be placed in Appendix E after ratification, providing the same health and welfare and work rules as Premises Technicians. In addition, they will move to wage schedules along with receiving future wage increases.
–Effective July 23, move to a wage schedule that includes the general wage increase (3%/3%) – resulting in all employees not over the top wage receiving an increase in pay
–Effective April 8, 2018: 2.25%
–Effective April 7, 2019: 2.50%
23. Will the HMOs HealthNet and Pacificare still be available?
Fully insured options such as HMOs are offered at the discretion of the Company and may be made available under the Program as alternatives to the Company Self-Insured Program coverage.
24. Under healthcare: Kaiser and At&t plans are totally different plans?
Fully insured options such as HMOs are offered at the Company’s discretion and may be made available as alternatives to the Company Self-Insured Coverage: Option 1 and Option 2. Kaiser will be offered for all years of the contract. All options such as HMOs and Company Self Insured Option 1 and Option 2 are different plans and are not related to one another.
25. Just wondering what is the out of pocket max for the Company Insurance (Blue Cross) vs Kaiser per year? Is there a comparison chart for all the different Ins Co that will participate for AT&T employees, like during Open Enrollment
Over the term of the tentative agreement, the Kaiser HMO will continue to be provided to West CWA employees at a significant discount to the Company self-insured medical plan. Subject to changes in law, the Kaiser plan design will be the same terms and conditions as provided by Kaiser in 2017.
The plan provisions for other HMOs in 2018 will be available during annual enrollment later this year.
For Company Self-Insured Option 1 and Option 2, the Annual Out-of-Pocket Maximums for In-Network providers will be:
‒Option 1 (Individual/Family): 2018: $3,250/$6,500; 2019: $3,500/$7,000; 2020: $3,750/$7,500
‒Option 2 (Individual/Family): 2018: $6,550/$13,100; 2019: $6,550/$13,100; 2020: $6,550/$13,100
26. Hello. Y1: 3.0% raise retroactive to 10/1. Assume this will be carried up to ratification, then move on to Y2 update? Y2: 3.0% raise upon ratification. Assume this is from ratification date to Y3 update (04/07/18).
Correct, if the contract is ratified by July 6, 2017 the West wireline employees in the current agreement will receive the following general wage increases:
–Retroactive to October 1, 2016: 3.00%
–Effective upon ratification: 3.00%
–Effective April 8, 2018: 2.25%
–Effective April 7, 2019: 2.50%
27. I need to understand the lump sum option, please.
Eligible employees retiring during the term of the agreement will continue to be able to take a lump-sum pension payout. By electing the lump-sum payout option, instead of receiving a monthly Pension Benefit, employees will receive a one-time payment. Refer to your applicable pension program Summary Plan Description under Forms of Payment to review eligibility and election criteria requirements.
28. What is the new hourly pay cap for DirecTV field operations technicians installation technicians, and installers? Under the Enter Basic Information page in the tentative agreement calculator there is a drop down menu for a plan option 1 and plan option 2. What is the difference between the two beside that option 2 reflects a greater pay increase?
The new hourly wage for a DIRECTV Field Operations Technician in the Appendix E Wage Schedule Step 11 will be:
– Effective July 23, 2017: $28.15
– Effective April 8, 2018: $28.79
– Effective April 7, 2019: $29.51
Option 1 is a lower-deductible plan, most similar to the Company self-insured program that is in place for 2017, whereas, Option 2 is a low-premium (monthly contribution) plan. Employees can now elect the option they determine best meets their particular needs. The network is the same for both Option 1 and Option 2.
Monthly contributions for Option 1 and Option 2 will be:
|
Option 1 |
Option 2 |
|||||
| Year | 2018 | 2019 | 2020 | 2018 | 2019 | 2020 |
| Individual | $125.00 | $138.00 | $151.00 | $55.00 | $69.00 | $151.00 |
| Family | $269.00 | $300.00 | $335.00 | $136.00 | $170.00 | $206.00 |
Annual deductibles for network providers will be:
‒ Option 1 (Individual/Family): 2018: $650/$1,300; 2019: $700/$1,400; 2020: $750/$1,500
‒ Option 2 (Individual/Family): 2018: $1,450/$2,900; 2019: $1,500/$3,000; 2020: $1,550/$3,100
A plan comparison will also be available during Annual Enrollment.
29. Wondering if the Staff Associates were upgraded on this contract?
The staff associate title will of course receive the annual wage increases if this agreement ratifies (over 11 percent during this contract) and the title continues on the same wage schedule.
30. People are saying we have to pay for vision and dental that we didn’t have to before. Can you clarify?
There will be nominal contributions to enroll in the Company Dental and Vision programs however the programs include significant enhancements:
Enhancements to Vision Program include:
– No exam, frame or lens copay when in-network
– Second pair benefit for glasses or contact lenses
Enhancements to Dental program include:
– Lower in-network annual deductible
– No more fee schedule, replaced with co-insurance after meeting the deductible
– Higher annual maximums for standard dental and orthodontia
The monthly contributions will not change for the term of the agreement and are listed below.
Monthly Contributions for Vision Program:
| 2018 | 2019 | 2020 | |
| Individual | $2.00 | $2.00 | $2.00 |
| Individual +1 | $5.00 | $5.00 | $5.00 |
| Family | $8.00 | $8.00 | $8.00 |
Monthly Contributions for Dental Program:
| 2018 | 2019 | 2020 | |
| Individual | $7.00 | $7.00 | $7.00 |
| Individual +1 | $14.00 | $14.00 | $14.00 |
| Family | $23.00 | $23.00 | $23.00 |
31. Will united healthcare still be offered and what are the monthly contributions?
We anticipate the United Healthcare (UHC) HMO will be available under the Program to provide an alternative to the Company Self-Insured Program coverage.
The contributions for UHC HMO would be as follows. If the cost of the UHC HMO to AT&T is more than the cost to AT&T of the Company self-insured Option 1, the contributions amounts will be adjusted.
| Employees Employed at Ratification Date |
2018 |
2019 |
2020 |
| Individual | $125.00 | $138.00 | $151.00 |
| Family | $269.00 | $300.00 | $335.00 |
32. How is 3+3+2.25+2.50=10.75 more than 11%?
More than 11% is the compounded wage increase over the life of the agreement, while 10.75% is the cumulative wage increase. As an illustration:
| Wage Increase | Weekly Wage | |
| Starting Wage | $1,000.00 | |
| First Increase | 3% | $1,030.00 |
| Second Increase | 3% | $1,060.90 |
| Third Increase | 2.25% | $1,084.77 |
| Fourth Increase | 2.50% | $1,111.89 |
| Compound Wage Increase | ($1,111.89 – $1,000) / $1,000 = 11.2% |
See the Wage and Benefits calculator for more information on how the Tentative Agreement affects you.
33. I’m a premises technician and was wondering how the direct tv employees seniority will be handled. When would there NCS date start. I’m curious if it’s going to affect my seniority as well.
DIRECTV employees will transition into Appendix E with their DIRECTV Term of Employment date. This aligns with how seniority has been handled for DIRECTV employees across the nation in all other CWA contracts.
34. So current techs in CORE cable maintenance will no longer work on de-regulated uverse services?
The Core Cable Maintenance technicians will continue to provide cable maintenance support for all products and services including IP or U-Verse services.
35. Under other – Established a new, joint Union and Company call monitoring committee. What does this mean?
The Company and Union agreed to form a joint committee related to monitoring and recording of calls. The joint committee will meet when significant issues affecting multiple offices warrant a discussion over the application or interpretation of the existing agreement. This gives the Union a voice on these issues, and the Company and Union an opportunity to discuss, collaborate, and find joint resolutions to common issues that impact the majority of our call center employees.
36. How is Article 2 enhanced and how does this provide better Job security for all.
The Job Offer Guarantee (JOG) has been extended to employees hired from April 8, 2012 and prior to April 9, 2016. Additionally, other enhancements have been made to Article 2 including an increase in the amount of money provided for the Commute Allowance and relocation expenses (such as per diem, lodging and meals for exploratory trips).
37. Will overtime be considered when retroactive pay is calculated?
Yes. Retroactive pay includes all hours worked, including overtime.
38. What changes are going to be made for the DIRECTV technicians wages?
As part of the tentative agreement DIRECTV employees will be placed in Appendix E. You will move to a wage schedule (which includes the wage increases for 2016 and 2017) and receive wage progression every 6 months until reaching the top step of the wage schedule. You will also receive annual general wage increases (GWI) in April 2018 and 2019. DIRECTV employees will also receive a $250 lump sum if ratified by July 6.
39. When is the voting for ratification to take place?
Voting is coordinated by the union; please check with your local union officials for the process in your Local.
40. My question is, are there any changes going to happen in this new contract?
The tentative agreement includes increased wages and pensions, improvements to work rules, continued availability of the Kaiser Northern/Southern CA HMO at a significant discount and additional Company health plan options. More information about the tentative agreement can be found in the highlights document posted on this site.
41. What are the wage increases in the new agreement?
West wireline employees in the current agreement will receive the following general wage increases:
• Retroactive to Oct. 1, 2016: 3.00%
• Effective upon ratification: 3.00%
• Effective April 8, 2018: 2.25%
• Effective April 7, 2019: 2.50%
42. Is Kaiser HMO included?
Yes. The tentative agreement continues to offer the Kaiser Northern/Southern CA HMO at a significant discount to West CWA employees.
43. What areas and employees are affected by East and West wireline bargaining?
East wireline bargaining covers nearly 200 employees in Connecticut. West wireline bargaining covers nearly 16,000 wireline employees in California and Nevada.
44. What will be included in East and West wireline bargaining?
Both East and West wireline bargaining will focus on wages, benefits, pension and work rules.
45. When do the current East and West wireline contracts expire?
The East and West wireline contracts expire at 11:59 p.m. ET and 11:59 p.m. PT, respectively, on April 9, 2016.
46. When were the current East and West wireline contracts negotiated?
The current East and West wireline contracts were negotiated starting in 2012. They were four-year agreements.
47. Why is it called ‘wireline’ bargaining?
This bargaining includes employees covered by legacy Core wireline contracts specific to the job titles identified in each agreement.
48. Are the East and West contracts being bargained as two separate contracts, or are they being combined into one contract to cover wireline employees?
The East and West wireline contracts are being negotiated separately at regional tables.
49. When will we (employees) know when the West wireline bargaining is over?
We will notify employees via News Now when a tentative agreement in the West wireline contract has been reached. We will also be posting periodic updates to this site, as appropriate. In addition, the union generally posts bargaining updates on its website.
50. If I am not part of the union, am I still affected by the West wireline bargaining?
Yes. Regardless of whether or not you are a member of the union, if you are a non-management employee in the West wireline bargaining unit, you will still be covered by any agreement reached.
51. Will the entire bargaining process be transparent to all involved?
While we don’t generally discuss details of negotiations at the bargaining tables until a tentative agreement is reached, updates will be posted to this site as appropriate.
52. What is the difference between ATT Retirement and Savings Plan (ARSP) and ATT Savings and Security Plan (ASSP)?
Both the AT&T Savings and Security Plan (ASSP) and the AT&T Retirement Savings Plan (ARSP) allow employees to contribute a percentage of eligible compensation to the respective Plan as Employee Contributions, including before tax, after-tax, Roth 401(k) and Catch-Up Contributions (for those over age 50 in any plan year). Both Plans also offer an opportunity to receive 80% Company Match on Employees’ Basic contributions, up to 6%, in Company stock which can be immediately diversified.
Additional features of the ARSP that are not included in the ASSP include:
• Greater savings opportunity through a maximum contribution of 50% of eligible compensation
• Auto increase features
• Broader investment options, such as lifecycle funds with age-appropriate asset allocation and a brokerage account
• Rebalancing of investment funds and an increased number of investment exchanges and number of outstanding loans
• Lower administration, trustee, and recordkeeping fees charged to employees
Details of these features and more can be found in the ARSP Summary Plan Description.
53. Will DirecTV technicians perform all the same scope of work as premises techs? Or will they make the same pay and only install DirecTV service?
Yes, in the future DIRECTV technicians will be trained to perform the same job duties as Premises Technicians.
54. Please define “Core Technician”. I’ve been a Splicing Tech since 1983 this term just popped up. Will there be force reductions in the Splicing Tech job title? Since we are not included in the future of AT&T’s plans.
Core Technicians refers to technicians in appendix A of the contract such as, Splicing Technicians, System Technicians, Outside Plants Technicians and other titles. Core Technicians will still perform the work that they do today and we expect minimal if any effect on the Core Technicians. Job security provisions won’t change in this contract, and you will continue to have a Job Offer Guarantee.
55. It says the agreement provides “additional improvements” for Premise Technicians but it is unclear what they are. What are these “additional improvements”?
Effective upon ratification by Aug. 10, Premises Technicians will receive an additional wage increase of $0.55 per hour along with the general wage increases that other employees will be receiving.
This agreement includes enhanced work rule adjustments such as:
– Guaranteed 40-hour work week
– Partial Personal Days Off will count towards overtime hours (as well as full Personal Days Off)
– Time-in-title decreased from 30 months to 24 months
– Reduced mandatory overtime limitations to 14 hours per week
– Established joint Union and Company committee on overtime
– Increased layoff notification to 3 weeks, surplus by inverse seniority and the severance table maximum increased by 50 percent.
For a legacy Premises Technician on step 9 in wage progression, the cumulative effect of the wage increases over the life of the agreement will be approximately $38,500.
56. Are we still going to have Health Net as an option to our health care?
As in previous contracts, fully insured options such as HMOs are offered at the discretion of the Company and may be made available under the Program as alternatives to the Company Self-Insured Program coverage. Employees will be able to make new plan elections during Annual Enrollment this fall.
57. Under premise tech scope of work section It states Core techs will perform initial installations of ATM enabled DSL service. Will core techs continue to repair ATM enabled DSL services?
Yes, a Core Technician will continue to be dispatched on ATM enabled DSL repair tickets.
58. With the new agreement are still going to be guaranteed 40 hrs a week?
Yes.
59. In the new tentative agreement that was released today it talks about Employees will receive wage progression increases every 6 months until reaching the top step of the wage schedule. Do you know what the current wage schedule is? And will that change with the new agreement? What is the maximum wage that DirecTV West field employee can earn with the new agreement?
DIRECTV technicians will transition to the Premises Technician wage schedule and the maximum hourly wage rate effective April 7, 2019 will be $29.51.
60. When a new T.A. is ratified, when will the new dental and vision benefits with the additional employee contribution go into effect?
Following ratification new healthcare, dental and vision benefits will go into effect Jan. 1, 2018.
61. Are premise technicians that were grandfathered in the last contract still going to be grandfathered where it pertains to pole climbing?
Yes, the incumbent Premises Technicians who were grandfathered for pole climbing will continue to be grandfathered with this agreement.
62. How will the health care plans for Kaiser, dental, and vision change in the new tentative agreement?
| 2017 Kaiser | ||
| Deductibles | Network: | $0.00 |
| Non-Network: | ||
| Coinsurance | Network: | None |
| Non-Network: | ||
| Out of Pocket Max | Network: | $1,500.00 |
| Non-Network: | $3,000.00 | |
| Copays | Office Visit: | $20.00 |
| Hospital: | $100.00 | |
| ER: | $50.00 | |
| Rx Copay (Retail) | Generic: | $10.00 |
| Formulary: | $20.00 | |
| Non-Formulary | $20.00 | |
| Rx Copay (Mail) | Generic: | $20.00 |
| Formulary: | $40.00 | |
| Non-Formulary | $40.00 | |
Kaiser has indicated that subject to changes in law, the Kaiser plan design will be the same terms and conditions as provided by Kaiser in 2017 for the term of the agreement.
2018-2020 Kaiser Employee Contributions are as follows:
| Employees Employed at Ratification Date | 2018 | 2019 | 2020 |
| Individual | $104.00 | $113.00 | $123.00 |
| Family | $224.00 | $247.00 | $273.00 |
The tentative agreement provides new Company Dental and Vision programs. There will be nominal contributions to enroll in the Company Dental and Vision programs however the programs include significant enhancements:
Enhancements to Vision Program include:
– No exam, frame or lens copay when in-network
– Second pair benefit for glasses or contact lenses
Enhancements to Dental program include:
– Lower in-network annual deductible
– No more fee schedule, replaced with co-insurance after meeting the deductible
– Higher annual maximums for standard dental and orthodontia
The monthly contributions will not change for the term of the agreement and are listed below:
| Monthly Contributions for Vision Program | |||
| 2018 | 2019 | 2020 | |
| Individual | $2.00 | $2.00 | $2.00 |
| Individual +1 | $5.00 | $5.00 | $5.00 |
| Family | $8.00 | $8.00 | $8.00 |
| Monthly Contributions for Dental Program | |||
| 2018 | 2019 | 2020 | |
| Individual | $7.00 | $7.00 | $7.00 |
| Individual +1 | $14.00 | $14.00 | $14.00 |
| Family | $23.00 | $23.00 | $23.00 |
63. I would like to know all the scope of work for premises technicians.
AT&T operates in a very competitive environment and we need to ensure we take care of our customers with a single dispatch and a more seamless experience whenever possible – similar to what our competitors do, and as we do in our other regions.
This Tentative Agreement aligns the West Premises Technician scope of work and job duties with Premises Technicians/Wire Technicians in other CWA contracts. Additionally, once the Tentative Agreement is ratified, the West CWA Premises will continue to be the highest paid CWA Premises/Wire Technicians in the nation earning approximately $4 per hour above other CWA represented Premises/Wire technicians. The new job scope includes:
– Installation and maintenance of fiber drops and fiber cross connects. However, fusion fiber splicing in the network and any F2 bare fiber splicing on the network side of the serving terminal is reserved for core technicians. Splicing and removing the bridge tap cancellation device directly on the cable pair is reserved for core technicians.
– Performing pair changes, including port swaps and line station transfers. However, repair functions such as correcting a defective condition in the feeder or distribution network (aerial or underground) and splicing defective pairs are also reserved for core technicians.
– Refer to the Premises Technician Job Description in the Tentative Agreement to see changes to the Premises Technician scope of work.
– There is no change in job scope related to TDM services. Installation and maintenance work for TDM enabled voice service, including station and inside wire installation and maintenance of TDM service, will continue to be performed as they are today. Cable repair work and fusion splicing in the network are also reserved for core technicians.
64. I was hired after 1/1/15 and pay high medical contributions. Under this tentative agreement will I pay lower contributions?
For those employees hired after Jan. 1, 2014 and before ratification, you will see significant health care savings beginning January 2018. You will be eligible for the reduced health care premiums (monthly contributions) offered to active employees. The Kaiser HMO will continue to be offered to West CWA employees at a significant discount to the HCN Options 1 and 2 for the term of the agreement. Currently the Kaiser HMO is provided with no deductibles and modest copays for office visits, specialist visits and hospitalization.
65. A lot of our work is going to be given to Prem Techs. Does that mean we (splicing technicians) are going to lose our jobs?
Core Technicians will still perform the work that they do today and we expect minimal if any effect on the Core Technicians. Job security provisions won’t change in this contract, and you will continue to have a Job Offer Guarantee.
66. If an employee is on an approved disability on the date of ratification, are they eligible for any retroactive pay?
All employees on short-term disability on the date of ratification, would receive retroactive pay when they return to work.
67. If an employee is on db but is on workmen’s comp on ratification day, does that make a difference in regards to being eligible for any retro pay? In other words, if I’m on work men’s comp on ratification date, am I eligible for any retro pay?”
All employees on short-term disability on the date of ratification, would receive retroactive pay when they return to work.
68. This whole contract is for DirecTV and outside Tech people. How were the administration personnel considered in this new Contract? Why didn’t the Kaiser HMO get Re-negotiated? So my vote will only benefit DirecTV and tech. people, it seems to me I have no vote for myself.
The 11% overall compounded wage increase is for all employees covered by this contract. Kaiser HMO continues to be offered by the company, a plan with no deductibles or coinsurance, at a significant discount that is not offered anywhere else in the country. The tentative agreement also includes annual 1% pension band increases for employees covered by the banded pension plan, and extended Guaranteed Job Offer provision and included Success Sharing Plan. Please see the tentative agreement highlights for more information.
69. What is the overall effect for an average employee who does not work overtime and chooses the company health care plan.
Virtually all employees will see a net gain over the life of the agreement considering both compounded wage increases of more than 11% and the incremental increase to health care. The average employee who earns $68,000, who works no overtime, and is enrolled in the company health care plan will see a positive economic value of approximately $14,000 over the term of the agreement.
70. Has tuition aid increased with this new agreement? Or does it stay the same of $5,250 per year for under graduate and graduate degrees?
There have been no changes to the Tuition Aid plan, and the Horizons program continues as well.
71. I have heard that not mailing in a ballot at all counts as a yes vote. Is this correct ?
Your information is incorrect. If you do not submit a ballot your vote will not be counted. For more information about voting and ballots please contact your local union officials.
72. This is may be true for those employees who actually have overtime: I Never have overtime. So for me the increase of the Kaiser Healthcare cost is a lot to consider. So is the health care increase more than our wage increase?
No, virtually all employees will see a net gain over the life of the agreement considering both compounded wage increases of more than 11% and the incremental increase to health care even considering no overtime.
73. What are the highlights for employees/CWA members working in the warehouse positions within District 9?
DIRECTV West field services employees will be placed in Appendix E after ratification, providing the same health and welfare and work rules as Premises Technicians.
WAGES:
The $250 lump sum will be replaced for all DIRECTV employees with a 3% retroactive payment to January 2017.
– Warehouse Assistants, Administrative Support Assistants, Office Coordinators and Senior Material Handlers will transition to new wage schedules and be placed at the step closest to, but not less than, employees’ current weekly wages.
– All DIRECTV employees will receive no less than a $30 increase to their weekly wages unless they are above the top step of the wage schedule.
– Employees will receive general wage increases:
– Effective April 8, 2018: 2.25%
– Effective April 7, 2019: 2.50%
– Employees will receive wage progression increases every 6 months until reaching the top step of the wage schedule.
EMPLOYEES WILL ALSO RECEIVE:
– Seniority credit with AT&T for time worked with DIRECTV
– A problem resolution procedure, 3-step grievance process and arbitration process
– Seniority scheduling
– A guaranteed weekend off per month
– 7 paid holidays per year: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the Day after Thanksgiving, and Christmas Day
– Double time and a half for up to 8 hours worked on a holiday
– Up to 5 weeks vacation based on net credited service
– 7 Personal Days Off (PDOs) with 6 months of service
74. Are there any changes to authorized holidays?
The authorized paid holidays remain the same as the 2012 contract.
75. What are the chances of a surplus or loss in OT to the splicing technicians with the prem techs taking on more of their work?
There are currently no plans to surplus Appendix A employees. The company’s intent is not to eliminate wage schedule 12. Core Technicians will still perform the work that they do today and we expect minimal if any effect on the Core Technicians.
76. If someone is out on approved disability or workers comp leave on the day of ratification are they eligible for the retroactive pay?
If on disability or leave of absence on the date of ratification, retroactive payment starts with the return to work
77. I’ve heard that healthcare increases are more than our wage increases. Is this true?
No, virtually all employees will see a net gain over the life of the agreement considering both compounded wage increases of more than 11% and the incremental increase to health care. For example, an employee earning $68,000 with approximately 4 hours of overtime per week who is an average user of health care enrolled in the Kaiser HMO, will see a positive net gain of approximately $19,000 over the term of the agreement. Below is the breakdown of the numbers:
| Mar-16 | 1st Year of Contract | 2nd Year of Contract | 3rd Year of Contract | Final Year of Contract | Total | |
| My Estimated Pay | $79,300.00 | $80,600.00 | $83,300.00 | $86,000.00 | $88,200.00 | |
| Increase in Pay | $1,300.00 | $4,000.00 | $6,700.00 | $8,900.00 | $20,900.00 | |
| Increase in Health Care Cost | $0.00 | $400.00 | $600.00 | $900.00 | $1,900.00 | |
| Net Gain to You | $1,300.00 | $3,600.00 | $6,100.00 | $8,000.00 | $19,000.00 |
78. What is the difference between ATT Retirement and Savings Plan (ARSP) and ATT Savings and Security Plan (ASSP)?
Both the AT&T Savings and Security Plan (ASSP) and the AT&T Retirement Savings Plan (ARSP) allow employees to contribute a percentage of eligible compensation to the respective Plan as Employee Contributions, including before tax, after-tax, Roth 401(k) and Catch-Up Contributions (for those over age 50 in any plan year). Both Plans also offer an opportunity to receive 80% Company Match on Employees’ Basic contributions, up to 6%, in Company stock which can be immediately diversified.
Additional features of the ARSP that are not included in the ASSP include:
• Greater savings opportunity through a maximum contribution of 50% of eligible compensation
• Auto increase features
• Broader investment options, such as lifecycle funds with age-appropriate asset allocation and a brokerage account
• Rebalancing of investment funds and an increased number of investment exchanges and number of outstanding loans
• Lower administration, trustee, and recordkeeping fees charged to employees
Details of these features and more can be found in the ARSP Summary Plan Description.