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 CWA District 3/AT&T - COVID-19 Vaccine Bargaining - Questions and Answers


1. Why did CWA agree to bargain with AT&T over their vaccine policy?

When an employer wants to implement a policy that is a condition of employment it is required by law to enter into bargaining with the Union. Had the Union declined bargaining, then the Company could have implemented its policy immediately (like they did for management with an effective date of October 15). CWA never agreed with the mandate. Instead, CWA demanded bargaining in order to propose options that were more acceptable to our membership, such as incentives, weekly testing, and antibody testing to name a few. Even though CWA would never agree to a vaccine mandate, CWA was able to negotiate an extension to the mandate deadline until February 1, 2022; a 60 day window; and a rehireable status for employees who choose to exit the Company or who are separated from the Company for not being vaccinated.
 

2. Why is CWA not filing a lawsuit or trying to use the court system to stop the vaccine mandate?

Under federal law, the legal remedy available to CWA was through the bargaining process established by the National Labor Relations Act, or an unfair labor practice charge if the Company refused to bargain. CWA utilized the full extent of the established legal bargaining process under federal labor law, in an effort to prevent the Company from implementing a mandatory vaccination policy. The parties reached an impasse in negotiations, however, because CWA made it clear to the Company that we would never agree to a mandate. Once the parties reached impasse, under federal labor law the Company implemented its final offer. This
is what took place in these negotiations. Because no laws were violated, there was no reason or opportunity for CWA to file a lawsuit.
 

 Why didn't CWA call for a strike over the vaccine mandate?

The CWA-BST collective bargaining agreement contains a no strike/no lockout clause, Article 21.05, which is in force and effect during the term of the agreement. No strike/no lockout clauses are common in collective bargaining agreements. The no strike/no lockout clause became common after years of dueling strikes by unions and lockouts by employers in the 1940s and 1950s. As a result, most collective bargaining contracts came to include no strike/no lockout language, which prohibits the union from striking, and prohibits the employer from locking out its workers, during the term of those agreements. The no strike/no lockout clause is part of the framework of the overall agreement, where the parties agree to wages, benefits, and other terms for the duration of the contract; agree to establish a binding grievance and arbitration procedure for any disputes that arise under the agreement; and agree that there will be no disruption to operations for the same duration. In the case of CWA and BST, the no strike/no lockout clause was adopted following the 1955 strike. The deal that CWA struck with BST is reflected in Article 21.05:

“As the parties have agreed on procedures for handling complaints and grievances, they further agree that there will be no lockouts or strikes during the life of this Agreement.” When the contract expires, the Union can strike; CWA engaged in an unfair labor practice strike in 2019 after expiration of the prior agreement. The legal effect of the no strike/no lockout clause means that during the term of the agreement, however, strikes are not protected under the law. A strike during the term of the agreement subjects the Union to liability for damages claimed by the Company, and striking employees can be disciplined or discharged for engaging in an unprotected strike.


4. If a vaccine mandate is imposed, will the company agree to resume 100% responsibility for any and all bargained employees current and future insurance plans? All employee contributions should be ended immediately.

No. The insurance plan is part of the benefits agreement referenced in Article 19.01 of the CWA-BST Contract, Article 19 of the CWA-AT&T Billing Contract, Section 8.01 of the CWA-BST UFO Network Addendum, and Article 14a of the CWA-Utilities Operations Contract, all of which were bargained in 2019. Because the benefits agreement is part of the current CWA-BST, CWA-UFO Network Addendum, CWA-AT&T Billing, and CWA-Utilities Operations Contracts, and because CWA did not agree to any vaccine mandate, the insurance premiums will remain in place, in accordance with the current contractual agreements until 2024 when those contracts are set to expire.


5. Will there be any exemptions available? If so, what will those be?

There are two options available for employees to request an accommodation:

The Medical Job Accommodations process is available to all employees, in accordance with the Americans with Disabilities Act.

The Religious Job Accommodation process is available to all employees, in accordance with Title VII of the Civil Rights Act.


6. For employees who refuse to become fully vaccinated, will they be terminated?

Yes. The Company’s policy states the following:

• If you are not fully vaccinated and compliant with the policy by Feb. 1, 2022, and do not have an approved job accommodation, you will be suspended without pay from your job for up to 60 days to allow time for you to reconsider vaccination. If you DO get vaccinated, you will be permitted to return to the workplace as soon as you are fully vaccinated, have attested to your vaccinated status, uploaded an image of your vaccine card and enabled vaccine perks.

• If you DO NOT get fully vaccinated by the end of this 60-day period – and you don’t have an approved job accommodation or permanent work-from-home status – you will be terminated. However, you will not have your rehire indicator marked as “no” due to non-compliance with the policy (i.e., being fully vaccinated, attesting to your vaccinated status, uploading an image of your vaccine card and enabling vaccine perks).

7. How can a member be terminated or punished for refusing to take a vaccine that was never a condition of employment to begin with?

In accordance with U.S. labor laws, companies have the legal right to adapt and/or amend policies. When those policies affect the conditions of employment, a company is required to enter into bargaining with the union. CWA bargained with the company, but would not agree to a mandate, and ultimately reached an impasse. See Question/Answer 1.


8. What will be the consideration given to those who have natural immunity from a previous infection?

AT&T’s policy that is being implemented does not take natural immunity into consideration. The Company’s policy follows the current CDC recommendations on vaccination. The CDC recommends vaccination, regardless of whether or not an individual has already been diagnosed with COVID-19. If you are unable to take the COVID-19 vaccine for medical reasons, you will need to apply and be approved for a job accommodation.


9. Will customers be made to provide vaccine attestation since they remain the main source of exposure to network technicians?

AT&T policy allows for employees who encounter situations where their health and safety becomes a concern, to utilize the company’s alternate dispatch strategy. In some locations across District 3, it is illegal for a company or its employees to ask a customer about their vaccination status. For example, this is prohibited by Florida state law, and companies could be fined up to $5,000.00 per infraction.


10. Will hazard pay be included with the Company’s mandate to take an experimental vaccine?

No, the company has not agreed to hazard pay.


11. What happens with booster shots? Will they be mandated as well or is this mandate just for the first round of shots? If boosters are left to the discretion of the member, then shouldn’t the first round be as well?

The Company’s policy states the following:

Fully vaccinated means two weeks following the final dose of a COVID-19 vaccine that has received final approval or approval under an emergency use authorization from the U.S. Food and Drug Administration (FDA). The definition of fully vaccinated will also include future measures authorized by the FDA and recommended by the CDC, e.g. booster shots if so authorized and recommended. Therefore, booster shots are subject to the guidance of the FDA and the CDC.

12. What options were presented to the Company to avoid a vaccine mandate? Has testing been discussed?

CWA came to the bargaining table with many different proposals to avoid a vaccine mandate, including testing options for unvaccinated employees, and incentivizing the vaccine to increase the number of people who may wish to voluntarily become vaccinated All of CWA’s bargaining proposals that offered alternatives to a mandate were rejected by the Company, with the Company stating that they would consider any proposal that CWA had to offer, but they would not agree to any bargaining proposals that did not include a mandate.


13. If a vaccine mandate is passed, will that cancel the current Work from Home extension?

Under the terms of the Memorandum of Agreement (MOA), the Company has the ability to opt out of the Flexible Workplace Program, more commonly referred to as the Work from Home Program, with a 30-day notice. This provision remains in effect, regardless of whether or not a federal mandate is issued by OSHA. The following is taken directly from the MOA:
 

The AT&T U.S. Flexible Workplace Program ("Program") is at the discretion of management and is entirely voluntary on behalf of the employee. The Parties understand that the opportunity to participate in the Program may not be available to any or all employees in an organization or center at any given time. However, the Company agrees to provide thirty (30) days' notice prior to a Department or Organization opting out of the program.


14. If the vaccine becomes a “condition of employment” and we do get the vaccine but test positive, will all vaccinated employees be given paid time off? On each and every COVID-19 occurrence?

Absences from duty due to an illness and/or absences excused with pay are addressed in Article 6 of the CWA-BST Contract, Section 5.15 of the CWA-BST UFO Network Addendum, Article 5D of the CWA-Utility Operations Contract, Article 6 of the CWA-AT&T Billing contract. Additionally, the time reporting codes related to COVID-19 are listed in theAT&T COVID-19 Supervisor’s Playbook.


15. Is the Company trying to use the vaccine mandate to force network technicians to stay at work?

CWA opposes vaccine mandates as a condition of employment. AT&T’s representatives made the following statement at the bargaining table. Vaccines are the best and most effective way for the company to provide a safe work environment for all employees.”


16. I am very concerned that giving in to a vaccine mandate will lead to a mass exodus and be a gut shot to this Union. What would stop members from leaving the Union?

CWA did not give in to a vaccine mandate. CWA did not agree to a mandate. CWA utilized the full extent of the established legal bargaining process under federal labor law, in an effort to prevent the Company from implementing a mandatory vaccination policy. The parties reached an impasse in negotiations, however, because CWA made it clear to the company that we would never agree to a mandate. Once the parties reached impasse, under federal labor law the Company implemented their final offer. This is what took place in these negotiations.

The short answer is, nothing could stop members from leaving the Union. Of course, in order to stop dues deduction, the contractual process must be adhered to. What should stop them from leaving the Union, is the fact that this mandate is being implemented by AT&T, not CWA. That said, the real question is “Why would a member want to leave the only organization that is fighting the mandate on their behalf?” CWA is the only reason the company was unable to implement the mandate two months ago when AT&T mandated vaccination for management employees. In all nine states in District 3, not one single state or local government has passed a law or instituted any executive action that would protect our members and prevent private sector employers from implementing vaccination mandates to their employees.


17. If an employee has an approved job accommodation that expires in 6-months, and upon expiration, they request another job accommodation and that request is denied, how is the company going to handle it? Will there be another 60-day suspension period for that employee to become fully vaccinated?

The Company’s COVID-19 Vaccine Policy FAQ’s state the following:
If my job accommodation is denied, do I have to be vaccinated? If an employee’s job accommodation request is denied, the employee will be given a reasonable amount of time to become fully vaccinated if they cannot be fully vaccinated by the required vaccination date that applies to them. The employee should plan to become fully vaccinated to comply with the policy as soon as possible.


18. If an employee does not become fully vaccinated, is suspended, and then terminated by the company, but then decides to become fully vaccinated, will the company waive the 6- month rehire policy?

The Company is not required to waive the 6-month rehire policy.


19. Will there be a health insurance surcharge applied to employees who do not take the vaccine, similar to the current tobacco surcharge?

No, any additional surcharges to our medical premiums would have to be bargained for, either at the expiration of our contract in 2024, or by agreement in continuous bargaining during the term of the contract. CWA would not agree to any additional surcharges and they have not been proposed by the Company at this time.

20. What medical statistics has the Company provided to back the necessity of a vaccine mandate?

CWA’s National Bargaining Team submitted a comprehensive Request For Information (RFI) to AT&T. The company responded to this RFI and provided the Union with statistical information that included: the number of employees who had voluntarily reported vaccination, the number of absences related to COVID-19, the number of employees who submitted health insurance claims related to positive COVID-19 diagnoses, the dollar amounts that were paid to medical providers from health insurance claims related to positive COVID-19 diagnoses, and various other statistics from the CDC.


21. Does the vaccine work in preventing the spread of COVID-19?

Information concerning the effectiveness COVID-19 vaccine can be found on the following websites:

CDC
https://www.cdc.gov/coronavirus/2019-ncov/vaccines/index.html

FDA
https://www.fda.gov/emergency-preparedness-and-response/coronavirus-disease-2019-covid-19/covid-19-vaccines

22. During the 60 day suspension who pays the employees’ insurance premiums?

Employees will remain eligible for health insurance coverage and other benefits during this 60 day period and there will be no changes to an employee's NCS date. The premiums will be covered by the Company during the 60 day period. If an employee becomes fully vaccinated and returns to work, the premiums will be made up through payroll deduction. If an employee does not become fully vaccinated and is subsequently terminated by the company at the end of the 60 day period, the employee will be charged by AT&T for the unpaid employee contribution portion of the premiums.

23. If an employee is diagnosed with COVID-19, is treated with monoclonal antibodies, andhas to wait 90 days to get the vaccine what should they do?

The employee should apply for a Medical Job Accommodation through the Job Accommodation Portal and provide medical documentation to substantiate the accommodation request.


24. If an employee does not become fully vaccinated, is terminated by the Company for misconduct “COBC violation”, and does not receive termination pay, what will happen to their pension?

The pension will remain intact for employees who are vested, in accordance with the provisions of the Southeast Program of the AT&T Pension Benefit Plan or the Bargained Cash Balance Program #2 of the AT&T Pension Benefit Plan. Additionally, the 401(K) will remain intact for employees who are vested, in accordance with the provisions of the BellSouth Savings and Security Plan. The pension and 401(K) plans, as outlined in plan documents, are governed by the terms of the collective bargaining agreement and federal law, not the company’s COVID-19 Vaccine Policy or COBC. ** Before making any decisions regarding the pension or 401(K) plans, employees should review the Plan Documents and Summary Plan Description (SPD) for details

25. Would being suspended for 60 days and then terminated at the end not be considered double jeopardy?

No. A double jeopardy claim could not be substantiated because the Company plans to suspend employees for 60 days because they are not fully vaccinated by February, 1, 2022, and to terminate employees who are on the 60 day suspension, because they are not fully vaccinated by the end of the 60 day period. The Company’s policy differentiates the two forms of discipline that stem from two different events. CWA did not agree to the vaccine mandate, and did not agree that any employee who refuses the vaccine should be disciplined or discharged. Accordingly, any employee who is disciplined or discharged should file a grievance. CWA will pursue all reasonable arguments in support of the grievances which have merit.


26. Who will be liable in the event of severe reactions to the mandatory vaccine?

An employee who suffers a severe reaction caused by the vaccine may have a Worker’s Compensation claim against the Company. Worker’s Compensation laws are different in each state. Affected employees should consult a Worker’s Compensation attorney in their state. Employees may also have claims under federal programs established to compensate persons who suffer serious reactions to vaccines.  (https://www.hrsa.gov/cicp)


27. Can employees demand that the Company sign an assumption of liability agreement prior to being mandated to be vaccinated?

No. The Company will not sign an assumption of liability agreement.


28. If an accommodation is granted and it's at the discretion of the company, could AT&T reassign your place of reporting, department, and/ or title in order to accommodate the exemption?

The Company is required by law to make reasonable accommodations. There is no reason to believe that a reasonable accommodation would require reassigning an employee's place of reporting, department, and/or job title. All employees in the CWA-BST, CWA-AT&T Billing, CWA-BST UFO Network Addendum, and the CWA-Utilities Operations Bargaining Units, in all departments and job titles are subject to the same policy. However, the existing provisions of each contract, for reassigning an employee's place of reporting, department, and/or job title, remain in effect.


29. If I have medical issues from the vaccine, will I qualify for workman’s comp?

See Question/Answer 26.


30. Does AT&T have a predetermined threshold or percentage of employees who will be accommodated in the jobs they currently hold?

No. It would be a violation of the Americans with Disabilities Act (ADA) and/or the Civil Rights Act, for AT&T to arbitrarily establish a predetermined percentage for exemptions and accommodations. In order to comply with these laws, each case must be fully vetted on an individual basis.


31. Why didn't CWA stop the vaccine mandate like the Postal Workers Union did for their members?

The U.S. Postal Service workers are not exempt from the Presidential Order. CWA members and the U.S. Postal Service workers will be subject to the same OSHA standards that are applicable to private sector employers with 100 or more employees. The confusion on this subject stems from a story in the Washington Post that has been retracted, as it was published in error.


32. How can the company have a vaccine mandate when the only FDA approved vaccine “Comirnaty” is not on the market?

Please see the information below, taken directly from the FDA website:

How is Comirnaty (COVID-19 Vaccine, mRNA) related to the Pfizer-BioNTech COVID-19 Vaccine?

The FDA-approved Comirnaty (COVID-19 Vaccine, mRNA), made by Pfizer for BioNTech and the FDA-authorized Pfizer-BioNTech COVID-19 Vaccine under EUA have the same formulation and can be used interchangeably to provide the COVID-19 vaccination series without presenting any safety or effectiveness concerns. For purposes of administration, doses distributed under the EUA are interchangeable with the licensed doses. The Vaccine Information Fact Sheet for Recipients and Caregivers provides additional information about both the approved and authorized vaccines.

Is Comirnaty interchangeable with other COVID-19 vaccines?

Comirnaty has the same formulation as the FDA-authorized Pfizer-BioNTech COVID-19 vaccine and can be used interchangeably to provide the COVID-19 vaccination series without presenting any safety or effectiveness concerns. The products are legally distinct with certain differences that do not impact safety or effectiveness.

https://www.fda.gov/vaccines-blood-biologics/qa-comirnaty-covid-19-vaccine-mrna

33. If I am terminated after the 60-day suspension period, will I have Article 7 recall rights?

No. The recall rights prescribed in Article 7.02 of the CWA-BST Contract are only applicable to employees who are laid off in accordance with the Force Adjustment procedures of Article 7. An employee who does not become fully vaccinated after the 60day period, who is subsequently terminated by the company, will be marked as rehirable but will not have recall rights or receive priority consideration for vacancies.


34. If I am terminated at the end of the 60 day period, but take the vaccine at a later time and then reapply with the Company, will I get all of my seniority?

An employee who is rehired by the Company will be considered a 2019 new hire under the terms and conditions of the 2019 CWA-AT&T Benefits Agreement. Please see the information below concerning breaks in service and the bridging of seniority, taken directly from the Southeast Program of the AT&T Pension Benefit Plan SPD:

How Breaks in Service Affect Your Service Determining Your Vested Interest The information below explains how breaks in service affect your service for the purpose of determining whether you have a Vested Interest.

Before you have a Vested Interest
If your break in service is five (5) or more years, your prior Years of Vesting Service will not be counted. If your break in service is less than five (5) years, your prior Years of Vesting Service will be determined under the applicable bridging rules. Please contact the record keeper for more information.

After you have a Vested Interest

You will continue to have a Vested Interest and your prior break in service will have no effect.
 

Determining Your Term of Employment In General

If you have a Termination of Employment or go on an unpaid Leave of Absence and you are rehired by a Participating Company or otherwise return to work, that absence will be considered a break in service. In that case, your Term of Employment will be determined only from the date you return to work. Your Term of Employment before the break in service will not be counted except as follows below:

Following an absence of six months or less

The absence will be treated as an absence and not a break in service, and your prior Period of Service will be included in your Term of Employment immediately upon rehire. However, the period of absence will not be included.

Following an absence of more than six months

Your Term of Employment will only include service after your rehire. Your Period of Service before the break in service is not counted. However, if you complete three (3) years of continuous service after rehire, your prior service will be adjusted to include that prior period of employment.


35. Can I start my five (5) weeks of vacation on January 31, 2022 and then retire in March 2022?

Employees who are not fully vaccinated by February 1, 2022 will be suspended by the company and thus ineligible for vacation.


36. If I reach retirement eligibility, either by reaching 30 years of service or the modified rule of 75, within the 60-day suspension period, can I retire with my full benefits?

Yes, the terms and conditions of the 2019 CWA-AT&T Benefits Agreement govern the benefits provided to employees who retire during the life of the 2019 CWA-BST, CWA-AT&T Billing, CWA-BST UFO Network Addendum, and the CWA-Utilities Operations Contracts. There is no provision that prohibits an employee who retires while suspended, from being eligible for thepost-retirement benefits that were negotiated as part of the 2019 CWA-BST, CWA-AT&T Billing, CWA-BST UFO Network Addendum, and the CWA-Utilities Operations Contracts.

Communications Workers of America members at AT&T Southeast plan to go on strike at midnight over unfair labor practices committed by management during negotiations for a new contract.

.CWA has filed an unfair labor practice charge with the National Labor Relations Board against AT&T for not bargaining in good faith and not sending representatives to the bargaining table with the authority to make decisions.

"We entered these negotiations prepared to bargain in good faith with AT&T to address our members concerns and to work together to find solutions," said CWA District 3 Vice President Richard Honeycutt. "Our talks have stalled because it has become clear that AT&T has not sent negotiators who have the power to make decisions so we can move forward toward a new contract."

The strike will involve over 20,000 technicians, customer service representatives and others who install, maintain and support AT&Ts residential and business wireline telecommunications network in Alabama, Florida, Georgia, Kentucky, Louisiana, Mississippi, North Carolina, South Carolina and Tennessee.

Additional unfair labor practice charges have been filed against the company in Florida for illegally disciplining members for wearing union memorabilia and for participating in activities that are protected under the National Labor Relations Act. CWA members in South Florida initiated a strike over the companys unfair labor practices on August 22.

Florida Republicans are pushing a bill designed to deal the state's unions a death blow. House Bill 25, which was introduced by Longwood state Rep. Scott Plakon, would decertify any union in which 50 percent of the workers don't pay dues, thus preventing them from being able to collectively bargain. Despite the fact that unions negotiate for the benefit of all their workers, no employee is forced to pay dues in Florida, because it's a "Right to Work" state.

Right to Work policies are purposely constructed to reduce the resources of organized labor, as many workers realize they can benefit from their union's collective bargaining efforts without giving them any money. In practice, HB25 largely targets unions that lean left, exempting the few worker organizations that typically back the GOP: firefighter, police and corrections unions.

This same exact move was just attempted by state Republicans. HB11 was the effectively the same bill, but it died during the 2017 legislative session in May. "This is divide and conquer It's an outright attack on labor unions," Democratic Rep. Wengay Newton said at the time. "The right to bargain should be upheld and shouldn't be interfered with."

Not only has the failed legislation been resurrected as HB25, but it's been fast-tracked for a floor vote when the 2018 legislative session begins next month. Typically, bills need approval from multiple committees, but HB25 was assigned to just one panel: the Republican-controlled Government Accountability Committee. The bill easily passed 14-9, despite one Republican voting with the Democrats and activists protesting the action outside. Members of the committee received letters from Americans for Prosperity, the Koch-funded conservative advocacy group, urging them to vote for the bill.

House Tax Plan Makes Working Families Pay for Corporate Tax Cuts

CWA President Chris Shelton issued this statement on the Republican tax plan passed today by the House of Representatives.

Today the House voted to cut taxes for corporations and the 1 percent and make working families pay.

By supporting this plan, House Republicans finally abandoned the pretense that their tax plan will help middle class families. According to the congressional Joint Committee on Taxation, in fewer than 10 years, millions of middle income families will be paying higher taxes. Many families will see their taxes increase immediately.

Across the board, members of my union and middle class families will be hurt by this plan, whether by the loss of the medical expense deduction, new taxes imposed on education benefits, the inability to deduct interest on student loans, the loss of the state and local tax deduction, or the forced budget cuts to Medicare and other critical programs.

in as many as 47 million middle income families paying higher taxes in just a few years.

The tax cuts for corporations, however, are permanent. These corporate tax cuts are being proposed at a time of unprecedented corporate profits, and this tax plan gives corporations new incentives to send jobs overseas.

At a Wall Street Journal forum, CEOs attending were asked if they plan to increase their company's capital investments if the GOP's tax bill passes. Just a few hands go up. "Why aren't the other hands up?" Trump’s chief administration economic advisor Gary Cohn asks.

Read the full statement here.

GOP Tax Plan is a Giveaway to Millionaires, Billionaires, and Big Corporations

The Republican tax plan is a handout to millionaires, billionaires, and big corporations that will raise taxes on working families and give corporations new incentives to send more U.S. jobs overseas. Republicans and White House staff have been working overtime to spin this deal as a "middle class tax cut." It's not. And this tax plan is likely to get much worse for working families as the House Ways and Means Committee moves forward.

What does this tax plan do to CWA working families?

• It limits the ability to deduct property taxes and completely eliminates the ability to deduct state and local taxes.
• It gets rid of tax deductions that help families pay education expenses. It will tax directly the value of employer-provided education assistance that at least 10,000 CWA members use.
• It restricts the amount of home mortgage interest that can be deducted, hurting CWA members and working people especially in areas like California, New York, New Jersey, and other states with high housing costs.
• It wipes out the ability of families to deduct their medical expenses.
• Any employer-provided child care benefit will be taxed, and assistance from employers to help CWA families adopt a child also will be taxed.

This plan also adds at least $1.5 trillion to the federal debt over 10 years, and the budget framework adopted by Republicans already includes cuts in Medicare and Medicaid. Predictably, Republicans soon will start to complain about the budget deficit that they created and step up their attack on programs that working families rely on, like Medicare, Medicaid, health care, education and more.

We cannot allow tax cuts for the wealthy to harm millions of working families. CWA and our allies are fighting back against this massive transfer of dollars from working families to the richest 1 percent.

CWA President Chris Shelton held a town hall call with Rep. Mark Pocan (D-Wis.) on how the GOP tax plan will affect CWA members and what we can do to fight back. Listen to the recording of the call here.

Let your member of Congress know that you oppose this tax plan that cuts taxes for corporations and the super-rich. Dial 1-888-894-6720 to connect to your Member of Congress now, or visit this link.

CWA Local 3207 Proposed Bylaw changes
Proposed December 2, 2014
To be voted on at the next regular membership meeting where a quorum exists.

Current Article/Section is as follows:

Article VIII
Local Meetings

Regular meetings of this Local shall be held monthly on the first Tuesday of the month at 6 p.m. except in the months of January, April, July and October the regular meeting of this Local shall be at 7:30 p.m. following the Executive Board Meeting.

Change proposed at the November meeting to be voted on at the next membership meeting where a quorum exists.

Article VIII
Local Meetings

Regular meetings of this Local shall be held on the first Tuesday of every month at 6 p.m.

Click here to download a PDF of this Bylaw Proposal.

CWA Local 3207 Proposed Bylaw changes
Proposed December 2, 2014
To be voted on at the next regular membership meeting where a quorum exists.

Current Article/Section is as follows:

Article XIII
Local Meetings

A. Membership meetings of this Local shall be conducted under the By-laws and rules of the local and in conformity with the Union Constitution. On questions where the Local By-laws, the Local rules, or the Union Constitution do not clearly apply, Roberts Rules of Order, as revised shall govern.

B. The number constituting a quorum for Local meeting shall be fifteen (15).

C. A Majority of the Executive Board or a majority of the members of a committee shall constitute a quorum of those bodies.

Change proposed at the November meeting to be voted on at the next membership meeting where a quorum exists.

Article XIII
Local Meetings

A. Membership meetings of this Local shall be conducted under the By-laws and rules of the local and in conformity with the Union Constitution. On questions where the Local By-laws, the Local rules, or the Union Constitution do not clearly apply, Roberts Rules of Order, as revised shall govern.

B. The number constituting a quorum for Local meeting shall be twelve (12).

C. A Majority of the Executive Board or a majority of the members of a committee shall constitute a quorum of those bodies.

Click here to download a PDF of this Bylaw Proposal.

CWA Local 3207 Proposed Bylaw changes
Proposed December 2, 2014
To be voted on at the next regular membership meeting where a quorum exists.

Current Article/Section is as follows:

Article XIV
Qualifications, Nominations, and Election of Local Officers and Administrative Assistants

Section 4: Administrative Assistant

A. A member of the respective company/department shall make nominations for Administrative Assistants from the floor at a special meeting in September.

B. Voting for Administrative Assistants shall be limited to the member of the respective company/department.

C. Elections shall be conducted in accordance with Section 3 above.

D. There shall be one Administrative Assistant per each:

1. Second Level Manager at Bellsouth
2. 150 Employees at BAPCO
3. 150 Employees at Lucent
4. 150 Employees at AT&T
5. 150 Employees at BST’s I&M Division
6. 150 Employees at Bellsouth Utilities per state

Change proposed at the November meeting to be voted on at the next membership meeting where a quorum exists.

Article XIV
Qualifications, Nominations, and Election of Local Officers and Administrative Assistants

Section 4: Administrative Assistant

A. A member of the respective company/department shall make nominations for Administrative Assistants from the floor at a special meeting in September.

B. Voting for Administrative Assistants shall be limited to the member of the respective company/department.

C. Elections shall be conducted in accordance with Section 3 above.

D. The Administrative Assistants shall be nominated from the following groups:

1. One Network employee at AT&T per state
2. One employee at Mobility
3. One employee at YP
4. One employee at Utility Ops

Click here to download a PDF of this Bylaw Proposal.

Let's support the AFL CIO position on Social Security

CWA Local 3207 Proposed Bylaw changes
Proposed November 5, 2013
To be voted on at the next regular membership meeting where a quorum exists.

Current Article/Section is as follows:

Article XIII
Local Meetings

Regular meetings of this Local shall be held monthly on the first Tuesday of the month at 6 p.m. except in the months of January, April, July and October the regular meeting of this Local shall be at 7:30 p.m. following the Executive Board Meeting.

Change proposed at the November meeting to be voted on at the next membership meeting where a quorum exists.

Article XIII
Local Meetings

Regular meetings of this Local shall be held on the first Tuesday of every month at 6 p.m.

Click here to download a PDF of this Bylaw Proposal.

------------------------------------------------------------------------------

 TO:		AT&T Local Presidents and Staff

 FROM:    	Thelma Dunlap, CWA Administrative Director

 RE:		FT Surplus/ESTW, CWA Arbitration No. B3-12-002 - Clarification

 DATE:		January 14, 2013

MEMORANDUM

This is to clarify the earlier Memo announcing the settlement
of this Executive Level grievance with the Company. Rather 
than stating that in bargaining we got an agreement from the
Company that they would “properly group FT's based on 
Essentially The Same Type Work ("ESTW")," it would be more
accurate to state that, going forward, all FT's will be grouped
together without regard to their particular job functions -  "an FT is an FT."
This settlement thus maximizes the value of seniority across the
entire title and avoids future arguments about whether groups of FT's are performing ESTW.

You are once again reminded to identify any members who were harmed
(went off the payroll) in the 1st Quarter 2012 surplus because of the
 Company's failure to properly declare among members performing ESTW.

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AT&T UNFAIR TO RETIREES!

At a time when AT&T continues to make record profits and pays its CEO Randall Stephenson more than $20,000,000.00 a year, the Company has made health care unaffordable for those that are most vulnerable – their retirees. These are the former employees that made AT&T the very successful company that it is today.

CWA is mad as hell about this! In bargaining, CWA has consistently attempted to negotiate improvements for retirees and the Company has refused. Why is this? Sadly, the U.S. Supreme Court ruled back in 1971 that unions can only force companies to bargain about wages, hours, and benefits for current employees. Back in the day we were still able to bargain improvements for retirees because we were able to persuade AT&T that this was the right thing to do. In this era of mean-spirited corporate greed, AT&T has gone in a different direction and it is WRONG!

What can we do? As a start we are asking all active and retired members to write Randall Stephenson and tell him what you think about this shameful attack on retiree medical benefits. You can reach him at:

Randall Stephenson
Chairman, Chief Executive Officer
AT&T Corporation
208 South Akard Street
Dallas, TX  75202-4206

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In Unity,

Judith R. Dennis
CWA District 3 Vice President

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