Holiday Dining – Union Made

Don’t forget to Buy Union this Holiday Season and Year Round!

Image result for union made images


The 10 days following Thanksgiving are designated by the AFL-CIO as “Buy Union” week to encourage all union members to look for union-made goods and services when they buy for the Holiday Season.

When you buy union, you’re supporting good jobs in American communities, jobs that provide living wages and benefits, safe working conditions and dignity and respect for work.

Holiday shopping traditionally kicks off on “Black Friday” — designated as such because it’s the timeframe when many retailers move from red ink to black on their balance sheets. Shoppers will find plenty of “bargains,” but union family shoppers will want to look beyond foreign-made electronics, trendy toys and gadgets to find enduring goods that are union made, or perhaps gift cards for union-productions, such as movies or sporting events, or union made food stuff — there are still many union-made candies, baked goods, spirits and specialty items.  

For your holiday meals, look for these quality products, produced by union members, when you are preparing for your holiday celebration…  

Set The Table…….  

Homer Laughlin China (GMP)

Fiestaware (GMP)

Anchor Hocking (GMP)

Libby Glassware (USW and GMP)

Claus Knives (USW)

Pyrex (USW)

Corning Ware (USW)

Bennington Potters (UNITE GERE)

For the Feast………

Cranberries/ Cranberry Sauce

Ocean Spray (IAMAW)

Dole (IBT)


Dole Fresh Potatoes (IBT)

Mann’s Fresh Culinary Cuts Sweet

Cook’s Ham (UFCW)

Farmland Old Fashioned Pit Ham (UFCW)

Farmland Original Pit Ham (UFCW)

Hormel Honey Roasted Ham (UFCW)

Tyson Ham (UFCW)


Manischewitz (UFCW)

Stroehmann Bakery Products (BCTGM)


Andy Boy (UFW)

Muranka (UFW)

Eurofresh (UFCW)

Birds Eye (UFCW)

Mann’s (UFCW)

Sunripe Produce (UFCW)

Potato (UFCW)

Betty Crocker Specialty Potatoes (BCTGM)


Pillsbury Rolls (BCTGM)

Stroehmann Bakery Products (BCTGM)

Aunt Millie’s Bread Products (UFCW)


Entenmann’s (BCTGM)

Marie Callender’s (UFCW)

Pillsbury Pie Crust (BCTGM)

Sara Lee (BCTGM)

Banquet Fruit Pies (UFCW)

Pie Filling

Kroger brand pumpkin puree (UFCW)

Food Club canned pumpkin (UFCW)

Del Monte Fresh Apples (IBT)

Check out the Union Label Department’s new app, Available for both Apple and Android devices, for more holiday gift ideas.


Union Made Beer?

Image result for union made beer clip art

The Holidays are near.

Don’t forget to stock

your parties with

Union Made Beer!

The 10 days following Thanksgiving are designated by the AFL-CIO as “Buy Union” week to encourage all union members to look for union-made goods and services when they buy for the Holiday Season.

When you buy union, you’re supporting good jobs in American communities, jobs that provide living wages and benefits, safe working conditions and dignity and respect for work.

Holiday shopping traditionally kicks off on “Black Friday” — designated as such because it’s the timeframe when many retailers move from red ink to black on their balance sheets. Shoppers will find plenty of “bargains,” but union family shoppers will want to look beyond foreign-made electronics, trendy toys and gadgets to find enduring goods that are union made, or perhaps gift cards for union-productions, such as movies or sporting events, or union made food stuff — there are still many union-made candies, baked goods, spirits and specialty items.

Check out the Union Label Department’s new app, available for both Apple and Android devices, for holiday gift ideas.

Support your union brothers and sisters with these great beers when stocking your bar this Holiday season!

1845 Pils (IBT)

Alexander Keiths (IAM)

Anheuser-Busch (IBT/IAM)

Axehead (IBT)

Bass Ale (IAM)

Beck’s (IAM)

Black Eye (IBT)

Blue Heron Pale Ale (IBT)

Blue Moon (IUOE/IBT)

Boxer Ice, Lager and Light (IBT)

Budweiser (IAM/IUOE/IBT)

Burger (IUE-CWA)

Busch (IAM/IBT)

Butte Creek (organic) (IBT)

Camo (IUE-CWA)

Carmel Wheat Beer (IBT)

Clear Creek Ice (IBT)

Coors (IBT)

Czechvar (IAM)

Double Dread Imperial Red Ale (IAM)

Dundee (IBT)

Duquesne (IUE-CWA)

Earthquake (IUE-CWA)

Eye of the Hawk Select Ale (IBT)

Flor de Jamaica (IAM)

Genesee (IBT)

Goose Island (IBT)

Grain Belt Premium (Schell’s) (USW)

Green Valley Brewing Company (IAM/IUOE/IBT)

Hamm’s (UAW/IAM)

Henry Weinhards (IUOE/IBT)

Hoegaarden (IAM)

Honey Amber Rose (IBT)

Huber (IBT)


Hudy (IUE-CWA)

Humboldt Haze Imperial What IPA (IAM)

Hurricane (IUOE/IBT)

Icehouse (UAW/IAM)

Iron City (IUE-CWA)

Jamaica Red Ale (IAM)

John Barleycorn Barleywine (IAM)

Johnny Appleseed (IUOE/IBT)

Keystone Light (IAM/IUOE)

Killians (IUOE/IBT)

King Cobra (IUOE/IBT)

Kingfisher Premium Lager (IBT)

Kirin (IAM)

Labatt’s Blue (IUOE)

Landshark Lager (IAM/IUOE/IBT)

Latrobe (IUE-CWA)

Lazy Mutt Farmhouse Ale (IBT)

Leffe Blond (IAM)

Leinenkugel’s (UAW/IUOE/IBT)

Lionshead (IUOE)

Mad River (IAM)

Mendocino (IBT)


Michelob (IAM/IUOE/IBT)

Mickey’s (IUOE/IBT)


Miller Lite (UAW/IAM/IUOE/IBT)\

Milwaukee (IUE-CWA)

Minhas Oktoberfest (IBT)

Molson (IUOE/IBT)

Moosehead (IBT)

Mountain Crest Classic Lager (IBT)

Natural (IAM/IUOE/IBT)


O’Doul’s (non alcoholic) (IAM/IUOE/IBT)

Old German (IUE-CWA)

Olde English 800 (IUOE/IBT)

Pabst (UAW)

Pennsylvania Style (IUE-CWA)

Peregrine Pilsner (IBT)

Perfect 10 (IBT)

Raptor Red Lager (IBT)

Red Dog (UAW/IUOE)

Red Stripe (IUE-CWA)

Red Tail Ale (IBT)

Rolling Rock (IAM)

Saranac (IBT)

Schell’s (USW)

Schlitz (UAW)

Serious Madness Black Ale (IAM)

Sharp’s (non alcoholic) (UAW/IAM)

Shock Top (IAM/IUOE/IBT)

SouthPaw Light (IUOE)

Sparks Malt (IUOE/IBT)

Staropramen (IAM)

Steel Reserve (IUOE/IBT)

Steelhead (IAM)

Stegmaier (IUOE)

Stella Artois (IAM)

Stoneys (IUE-CWA)

Swiss Amber (IBT)

Talon Extra Select Double IPA (IBT)

Third Shift (MillerCoors) (IBT)

Thunderbolt (IBT)


White Hawk Select IPA (IBT)


What Is This Union Thing…

As we continue to grow our local, we are trying to discover reasons why we are not 100% organized in local 3607. Our local represents 803 employees thru all entities of AT&T, of those we have 588 Members and 215 non members. Because North Carolina is a Right To Work (for less) state, we have to represent all of AT&T’s employees, even if you don’t pay dues like the rest of us.

The Education committee has decided to take action and clear up any misunderstandings or misinformation about Unions and to answer any questions non members may have. Once we get to the bottom of the issue, maybe then all 215 will sign Blue Cards and we will be a stronger local with a bigger voice.  Image result for cwa clip art

As a member, you are getting this post from the website to share with any non member co-workers and friends. Let them know it’s OK to ask questions, to clear up any issues or misunderstandings they may have. We would love to take them off the blacklist and bring them into the light! Back in the 70’s and 80’s, we would have posted their names on the board and labeled them a SCAB for not paying their fair share, but getting all the perks of a member, for riding on our coat tails and taking advantage of the benefits we have worked so hard to gain.

Please share this post with non members and tell them to visit: to get their questions answered. This email address will also be posted in the buildings for their convenience. It’s OK if they don’t want to talk face to face.

Please allow up to 72 hours to get a response from the email they send.  As a member, remember we will be voting on new officers soon. See you at the Union Hall.

OSHA’s Campaign to Prevent Heat Illness In Outdoor Workers

Heat Safety Tool

By U.S. Department of Labor (DOL), Occupational Safety and Health Administration (OSHA) and the Centers for Disease Control and Prevention (CDC), National Institute for Occupational Safety and Health (NIOSH).  

When you’re working in the heat, safety comes first. With the OSHA-NIOSH Heat Safety Tool, you have vital safety information available whenever and wherever you need it – right on your mobile phone.

The App allows workers and supervisors to calculate the heat index for their worksite, and, based on the heat index, displays a risk level to outdoor workers. Then, with a simple “click,” you can get reminders about the protective measures that should be taken at that risk level to protect workers from heat-related illness-reminders about drinking enough fluids, scheduling rest breaks, planning for and knowing what to do in an emergency, adjusting work operations, gradually building up the workload for new workers, training on heat illness signs and symptoms, and monitoring each other for signs and symptoms of heat-related illness.

Working in full sunlight can increase heat index values by 15 degrees Fahrenheit. Keep this in mind and plan additional precautions for working in these conditions.

The OSHA-NIOSH Heat Tool is available in English and Spanish for Android and iPhone devices. To access the Spanish version, set the phone language to Spanish.

Stay informed and safe in the heat, check your risk level.

For more information about safety while working in the heat, see OSHA’s heat illness webpage, including online guidance about using the heat index to protect workers.

76th CWA Convention

Convention Resolutions and actions  

In addition to CWA STRONG, delegates to the 76th convention adopted several resolutions – putting the Trump administration on notice that working families and CWAers are holding negotiators accountable for the promises made about NAFTA; calling for the increased engagement and mobilization of call center members; standing for equitable tax policies that make the wealthy and corporations pay their fair share, affirming CWA opposition to Islamophobia and all discrimination, and other critical issues.

Read all the adopted resolutions here.

Delegates also adopted policies, reports, and actions to keep our union moving forward, including reports from the National Committee on Civil Rights and Equity and the National Women’s Committee.

See photos from the convention here.

Made in America?

Support Nabisco/Mondelēz Workers

Check out this 6-minute segment, “Made in America,” narrated by James Earl Jones and now airing on public television across the U.S. The workers featured were laid off by Nabisco/Mondelēz when they decided to invest in a new plant in Salinas, Mexico, rather than the iconic American bakery in Chicago – a decision that left hundreds of middle class American jobs in the dust in order to pay wages closer to $1 per hour in Mexico.  Image result for oreo cookie images

Reject the global exploitation of workers, and support the Chicago workforce by only buying Nabisco snacks Made In America.

Please share this information with friends and family!

Barganing of the Orange Contract

CWA / AT&T 2017 “Orange” Contract Bargaining

November 7, 2017

CWA and AT&T Bargaining Committees met in New Jersey today where AT&T finally properly passed us their “Final Offer” proposal package, which contains details of the so-called highlights which they have been emailing to you the membership since last week.

We had hoped AT&T was done playing games and was sincere in getting down to real

negotiating. Instead, shortly after our bargaining session today, they emailed more fake news about their employment security commitment offer to you. Here are the details they left out:

  • In today’s fake NEWS NOW, they said “if a call center or retail store closing results in a surplus, employees will be guaranteed a job offer in our Mobility business”. The truth is the job literally can be anywhere in the country. There is no limit on distance.
  • If you work in a Call Center where multiple job duties are performed, and specific functions of that Call Center are outsourced that result in a surplus of any title and the Center remains open, then no one is protected under this proposal.
  • If the company decides to surplus the Sales Support Representative (SSR) title, and the store remains open, no one is protected in their proposal.
  • Did they mention that the job offer will only be made if the “Employee is meeting expectations and must be qualified, as determined by management.”
  • If you are lucky to receive a job offer, they will give you 1 day to decide if you want to accept the offer or it will be considered you rejected the offer.
  • While today’s email states that their offer means “employees will be guaranteed a job offer;” the real truth is the proposal says: “If a job offer is not made within 6 months from the date the employee is notified of the surplus, the employee will continue under the terms of Article 14, Force Adjustment,” which means if they don’t have a job to offer you within 6 months, you take your severance and leave. This is not a guaranteed job.
  • They also have a section in there that says that the company retains the right in its sole discretion to cancel or suspend employment security commitment at any time due to business conditions.

Your Bargaining Committee is reviewing the entire company package and preparing a

comprehensive response that will adequately address your needs. Don’t be fooled into believing that the company’s propaganda has your best interest at heart.

Bargaining is set to resume tomorrow. WHEN WE FIGHT WE WIN!!

November 2, 2017 What a week! Instead of waiting until Tuesday, November 7th, which is the earliest day AT&T was available to meet face to face, they tried to go around us and directly to you. They emailed this proposal to you, our members and to the public via SEC (Securities and Exchange Commission) filings and tidbits picked up by reporters. It makes us proud to say our membership stands united and won’t fall for bullshit pranks like this.

We let the company know we were available to meet face to face as soon as they were, and we are traveling to New Jersey to be prepared to meet with them this coming Tuesday.

AT&T has the audacity to go to you, the members, and ask you to tell CWA to put this offer that was not presented to the Bargaining Committee out to a vote. There is nothing to vote on. We will put out an Agreement for you to vote on when we have an Agreement that meets your needs, based on member surveys.

Today AT&T continued their dirty, sneaky campaign to peddle their funky math to you directly in an email from AT&T President of Sales and Distribution Brian Shay. Don’t believe it! When we negotiate general wage increases, they do compound on each other, but it seems that AT&T is including wage table step increases that have already been negotiated to create an illusion that is an artificially higher number. In their example, if you are at Step 10, they are including money you already have coming to you that was won in previous negotiations. If you are an RSC, they are counting in $2,000 that is not new money but money simply being moved from commissions to base pay. We would guess that these calculations even include the $1,000 they say they will offer as a signing bonus. This all looks like fuzzy math to us. We do have to thank AT&T for pointing out what we already know: That they control your commission money and as Shay says in his email “it” (the money in your base pay) is money you can count on regardless of where you land on your goals. Thanks for making our point on this Brian. They change the goals at will. What good is a commission plan if it’s not negotiated and AT&T changes it every month to take money away from you.

Next week you can count on us to review and accurately assess the company’s so called “Final Offer” when we finally get this proposal passed to us and we have the opportunity for live dialogue. We will do the math correctly!

Please check in with your Local and your mobilizers for the latest information on FYFO.

Thank you for your continued support, because when we FIGHT, we WIN!

September 8, 2017 The bargaining committees met this week and discussed monitoring in the Retail stores and Call Centers, and the Company’s unilateral changes to the MI-60 assignment in the Call Centers. We will revisit this next week when bargaining reconvenes. As we continue to push for job security, AT&T still has not fully provided the information we are entitled to regarding the use of contractors in Network. We let AT&T know that we need a commitment from them with assurances to have our technicians build and maintain the Network. We will continue to press for more details on how much technical contracting is going on.
After reviewing some additional information received from AT&T this week, it appears CWA’s concerns about job loss are based on hard facts as anticipated. Our share of the work is shrinking in Retail, Call Centers and Network; with a 60% saturation in Retail going to authorized retailers, and just a mere 7% of all calls are handled by CWA Union Call Centers in the region covered by this “Orange” Contract which covers 35 states and Washington, D.C., and contractors are running rampant on the Network. The need for strong job security language in this round of bargaining is more important than ever. It is you – the members, AT&T’s employees – who built this company and this contract fightis for your future.
This week, Mobility workers from across the country who are covered by the “Orange”Regional Contract met with members of Congress in Washington, D.C. to tell their representatives how AT&T’s move to 3rd party authorized Retailers and off-shore call center contractors threatens our members jobs and harms our communities. Thank you for your continued support.
When we fight, we WIN! Stay Strong Brothers and Sisters!!

July 20, 2017 

There have been no meetings scheduled with the Company this week. This doesn’t mean that your Bargaining Committee has taken a break; in fact, quite the opposite. We have been busy working on the numerous Unfair Labor Practice Charges that have been filed against the company as a result of the unilateral changes the company continues to make. Remember, while we are working without a contract the company cannot make changes to any terms and conditions of employment. Please continue to notify your Local if you uncover any changes that are being made.

We have also been educating the public about our concerns associated with outsourcing of jobs and the increased use of authorized dealers and third party vendors. AT&T vendors and authorized dealers are driving down standards for customers and workers with poor customer service and shady practices like failure to quote terms and enrolling customers in expensive packages they did not request.

We know this process has been long and frustrating but we will not let the company break us. We will continue to focus on the issues that you, our members have identified as ones that need to be fixed during this round of bargaining and we will take as long as we need in order to do just that. We need you to remain focused and committed as well. We are extremely far apart on all major issues! Mobilizations must continue. Let your voices be heard. Tell Management you deserve a fair contract and are willing to do whatever it takes to get one.

When we fight, we WIN! Stay Strong Brothers and Sisters!!

Why we continue to fight

Dear AT&T Mobility members,

I am writing to update you about the status of our bargaining.

As you know, we have been bargaining for more than five months to negotiate improvements to our collective bargaining agreement. This has been a frustrating process, but not a surprising one.  We are insisting on a contract that isn’t “business as usual,” and the company is very reluctant to address the needs of our members.

Here are the key things we are fighting for, and what the company’s response has been so far.

Offshoring.  More and more call center jobs are being sent to vendors around the world. When calls get routed to vendors, members lose their jobs. We are insisting on reasonable measures to protect our work and our members. The company doesn’t want to agree to anything which curbs their ability to outsource.

Authorized Dealers.  More and more COR stores are closing down and being replaced by Authorized Retailers. When COR stores close down, members lose their jobs. We are insisting on reasonable measures to protect our work and members. The company doesn’t want to agree to anything which restricts their plans to close COR stores.

Commissions.  The union is insisting that retail sales members have fair commissions and fair compensation. In recent years, our commission checks have been going down. The company wants the right to lower our commission whenever they want.

Absence Control.  The company’s absence control plan is unfair, cruel, and violates our previous contract. The company uses the plan to get rid of dedicated and hardworking members. The union wants to address this issue and make improvements, but the company likes things the way they are.

Sick Days.  The company is trying to add wait days before we can take sick days and decrease the number of sick days for new hires. We are fighting back against these unfair limits on our ability to take care of our health.

Information at Bargaining.  Under U.S. labor law, the union has the right to information so we can bargain intelligently. The company has refused to fulfill their legal obligation to supply the union with information on outsourcing of work, and other key pieces of information. We have filed charges against the company at the Labor Board.

Unfair Labor Practices.  The company has committed many other Unfair Labor Practices, including interfering with our right to strike and unilaterally changing terms or conditions of employment. The union has filed a number of charges against the company with the Labor Board. The Board is currently investigating our charges, and we expect complaints to be issued against AT&T.

This Ain’t Our First Rodeo!  Although we are disappointed in the pace of negotiations, we aren’t surprised — this is what happens when we fight for something more than the status quo. If you take away one thing from this email, please realize, the union has a plan to get a good contract. We are following our plan. A big part of this plan is to make sure that our members are mobilized to show the company that we are unified in our demands.

Another part of the plan was to do a short strike to let the company know what we are capable of. We also knew we would need to have the Labor Board investigate all the company’s illegal activities.

In the past two months, we have gone public with our concerns by exposing the company’s offshoring of jobs and the questionable practices by their Authorized Retailers (check out the new web site: and share with your friends).

And remember, as bargaining drags on, it is illegal for the company to change their commission structure, which makes it harder and harder for them to run their business.

We can’t make every detail of our plan public for obvious reasons, but brothers and sisters, CWA has negotiated against major employers before, and sometimes bargaining takes a long time. Last year at Verizon,  bargaining dragged on, and then — to the shock of the company — we struck and won a standards-setting contract for the industry.

We could settle for a sub-par contract tomorrow, but we would rather fight with you for a contract that addresses the needs of our members. We ask that everyone keep up with mobilization activities, keep engaged with your local, and know that we all win when we work together.

United We Bargain, Divided We Beg

June 2, 2017 

The Company has not offered any new proposals since the strike. While we are happy to receive some of the data we requested, the Company continues to insist on concessions and offers nothing to get us closer to an agreement. The Union has our demands on the table and we will not back down.

Currently, CWA has filed National Labor Relations Board charges against AT&T regarding: 1. the Company’s refusal to provide information relevant to bargaining 2. the Company’s refusal to bargain regarding the commission plan 3. threats made by management regarding pointing strikers for attendance 4. surveying workers regarding terms and conditions of bargaining and 5. unilateral change of terms and conditions of bargaining (scheduling in ATS centers).

Along with the NLRB charges, the Union is currently investigating the following situations: changes in schedules for part timers; changes in the goals under the commission plans; soliciting employees to resign from the Union; and threats and retaliation following the strike. Each District will be filing charges associated with the above as needed. We know that this can be a long and frustrating process, but we are committed to fighting as long as it takes to get a fair contract. We need mobilization to continue, please stay in touch with your Local for upcoming mobilization activities. When we fight, we WIN!

May 25, 2017 

Since returning from the strike, and because of your courage, the company has been filling many of the open information requests. It took a strike and Unfair Labor Practice charges to get the information but we are getting it. However, the company continues its greedy demands and they continue to spread misinformation about bargaining. The Union will not back down and we urge you to contact your Local if you are hearing anything that does not sound correct. If there is any harassment or intimidation going on that needs to be reported as well.

Mobilization needs to be ramped up to keep the pressure on, and we need to be prepared to bargain for as long as it takes. Despite the company’s lies, the strike closed hundreds of stores nationwide, left call centers unstaffed and critical network tickets not dispatched until Monday. Keep up the fight, One day longer, one day stronger. When We Fight We Win!!

We support the Orange Contract

AT&T Wireless Workers Fire Warning Shot, Give 72-Hour Notice to Terminate Contract

Friday, April 28, 2017

DALLAS—As AT&T investors and executives convene for the annual shareholders meeting in Dallas today, AT&T wireless workers announced they have issued the 72-hour notice to end their contract extension—making a strike more likely than ever before for 21,000 wireless workers across 36 states and DC. Starting May 1, CWA has the option to call a strike at any time.

“We have given AT&T every opportunity to show their commitment to finding common ground and a fair contract and, quite frankly, have been very patient about it. But time is running out for AT&T to stop undermining good jobs, quality customer service and its long-term success,” said Dennis Trainor, Vice President of CWA District 1. “AT&T thinks they can play by their own rules, but 21,000 wireless workers are ready to show them what happens when you bet against American workers. The pieces are all in place now, and we’ll strike if necessary, but the larger question still remains: will AT&T finally do right by their wireless workers?”

Since February 11 of this year, AT&T workers have worked under a contract extension subject to termination and held up their promise to bargain in good faith with the expectation that executives will come to the table with proposals that protect family-supporting American jobs. However, after months of bargaining, frustration is higher than ever as workers and corporate executives remain far apart on key issues at the bargaining table.  The company has refused to invest in the company’s workforce, protect the basic promise of quality customer service, and end offshoring and outsourcing with a fair contract.

“We came to Dallas today to send a message to AT&T: we’re sick and tired of being taken advantage of and we’re ready to do something about it,” said Cheryce Chambers, a retail worker from the Bronx, New York. “Striking is never easy, but we mean it when we say we’ll do whatever it takes for a fair contract that keeps our jobs at home, provides for our families, and protects the promise to provide high-quality customer service.”

The 17,000 AT&T West wireline and DIRECTV workers have been working without a contract for more than a year, and workers have taken action against AT&T’s illegal and unfair labor practices. Last month, AT&T West workers walked off the job in a one-day strike.

CWA members in California and Nevada have built strong support from state and local elected officials who are expressing their concerns to AT&T CEO Randall Stephenson about the company’s failure to build out high-speed fiber internet service to lower-income communities and address problems with service in rural areas.

“AT&T has been dragging its feet for more than a year to negotiate a new contract that protects good jobs in California and Nevada. It’s time to stop the corporate games and start bargaining fairly with the workers who work hard every day to ensure its operations are running smoothly and effectively for all the communities it serves,” said CWA District 9 Vice President Tom Runnion.

Just days after Q1 earnings showed revenue falling short of expectations and continued loss in subscribers, more than a hundred workers protested outside of the annual meeting today to send a message to AT&T shareholders that the company’s practice of undermining its employees is putting the company’s long-term growth and market success at risk. Now, with the threat of a strike looming, AT&T could see tens of thousands of retail, call center and tech workers walk off the job in 36 states.

Despite being the largest telecom company in the country and bringing in nearly $1 billion a month in profits, AT&T continues to overpromise and underdeliver to workers, customers and core capabilities including:

  • Offshoring: AT&T has eliminated more than 12,000 US call center jobs and offshored thousands of other call center jobs to Mexico, the Philippines, India, the Dominican Republic and other countries. As AT&T workers call on the company to end its endless offshoring, Congress is taking increased action with new bipartisan legislation to stop companies from offshoring call center jobs.
  • Outsourcing: More than 60% of AT&T’s branded retail stores are actually third-party dealers, known as “authorized retailers.” Customers regularly complain of deceptive sales practices, and to date, AT&T has failed to hold dealers accountable to quality customer service. AT&T workers are calling on corporate executives and shareholders to reverse this damaging trend before the impact on the business and their jobs becomes severe.
  • Lack of investment in core business & infrastructure: AT&T is failing to provide high-speed broadband to communities across the country, particularly in California. A recent UC Berkeley report highlighted AT&T’s digital divide in California, leaving both rural and urban communities behind. A new report from UC Berkeley’s Haas Institute for a Fair and Inclusive Society revealed 4 million California homes lack access to AT&T’s high-speed broadband. Mayors and other elected officials from California and Nevada have slam[med] AT&T for slow internet, long phone outages. Recent reports have found similar problems in Cleveland’s poorest neighborhoods.
  • Corporate accountability: In just the last couple months, over 12,000 callers couldn’t reach 911 due to AT&T outrages across the country. Over the last year, severe and regular phone outages across rural California prompted the CPUC to require phone companies to provide more real-time reporting on outages – changes pushed for by AT&T workers for years. Federal lawmakers are demanding accountability. 

More than 38,000 wireless, wireline, and DIRECTV workers across the country are fighting together for good jobs and mobilizing across the country to show AT&T they’ll do whatever it takes to win a fair contract. Earlier this year, workers at AT&T Wireless and AT&T West voted overwhelmingly to authorize a strike if necessary and workers have held weekly practice picket lines across the country to prepare for a potential strike if there isn’t genuine progress at the bargaining table.

Pressure is mounting on AT&T from all angles. At the shareholders meeting, there are several proposals on the ballot to improve AT&T’s corporate governance, as the company spends millions on lobbying expenses, media placements, political donations, and lawsuits to block local competition and keep prices high for customers. CWA members will also vote against a $28.4 million compensation package for CEO Randall Stephenson, which they view as excessive, particularly while there is widespread instability in the company’s workforce.

Last year, Verizon workers were on strike for 49 days, finally winning a strong contract that created and protected good jobs. During the strike, Verizon’s approval ratings were at a three-year low while analysts and media regularly remarked on the reputational damage facing Verizon.


Family Act reintroduced in Congress

TAKE ACTION! Thank Representatives Adams, Butterfield & Price for their support of the FAMILY Act!

by the NC Justice Center

Last week, the FAMILY Act was reintroduced in Congress with support from three of our 13 North Carolina Congressional members: Rep. Alma Adams, Rep. G.K. Butterfield, and Rep. David Price.

The FAMILY Act would establish a Family Medical Leave Insurance program that would provide working people with paid family medical leave to recover from childbirth or illness, care for an aging loved one or welcome a newborn or adopted child to the home.

This policy would allow working Americans to be able to choose to be with their families when it matters most. Currently only 12% of working people in the U.S. have access to this type of leave, which means they are often left to choose between a paycheck or taking care of themselves and their families.

We salute Representatives Adams, Butterfield, and Price for standing up for the working people of North Carolina. Will you join us in thanking them with a personal note? Take action below!

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State Laws Regarding Time Off from Work for Parents to Attend School Activities
(As of April 1, 2008)

Did you know that as employees we have an option to request time off of our work schedule to attend functions at our childrens schools. This was a State Law as of April 2008, but it has not been used much as a resource to get valid time off. Weather it’s because it’s been forgotten or ignored, this is an avenue we can use- if necessary, to support our children. Generally when we take time off to support our children we leave work and incur attendance points, this has no points.

School activities are not always written in stone and they, for the most part, are not all published or made known at the beginning of the school year.

Each state has its own regulation, below is what is required from North Carolina…

North Carolina
Employees who are parents, guardians, or standing in the place of a parent are entitled to four (4) hours of leave per year to attend or otherwise be involved at a child’s school.

Employers are prohibited from discharging, demoting, or otherwise taking an adverse employment action against employees for requesting or taking such leave; but leave need not be paid.

The employer and employee must mutually agree upon the time for the leave.

Employers may require a written request at least 48 hours in advance and written verification from the school that the employee attended or was otherwise involved at the school during the leave

To use this resource you must

request the time off thru your TM in advance, 3-4 days and let them know what the time is needed for; my childs school play or my childs field trip

you have to bring back documentation, i.e., a program from the play or the field trip info

the time is unpaid

due to business needs, there is the possibility you request could be denied.

If you would like to go to the site to take another look, go to where all of the states requirements are listed.


In Unity

Jocelyn Bryant


UNION PLUS For Members

Union Plus For Members

Union PlusUnion Plus was created by the AFL-CIO in 1986 to help unions recruit and retain members and to provide union members and their families with high-quality consumer benefits and services.Each program is carefully researched and developed by a team of experts. They do all the homework and negotiate the best deals using the financial clout of the more than 13 million members represented by AFL-CIO unions. Through this affiliation, Union Privilege is able to offer benefits of much greater value and quality than members can generally get on their own. Because Union Privilege carefully monitors each program, members get prompt, courteous service and high-quality benefits – as well as help in resolving any problems.Visit the Union Plus Benefits page for detailed summary of some great union negotiated discounts on a wide variety of goods and services.