AT&T Mobility Tentative Agreement Details

As you may already know, a tentative agreement has been reached between CWA District 3 and AT&T Mobility for a new, four-year contract. This agreement contains many improvements to the previous contract that will greatly benefit our members.

The new agreement calls for improvements in the following areas:

Wages and Other Compensation

The combined 4-year wage increase will result in a compounded 10.1% base wage increase by the end of the contract. A bonus of $1,000 will add to wage gains if the contract is ratified by March 23, 2018. For retail sales consultants and Cricket COS sales advocates, base wages will also be improved by converting a portion of commission or “at-risk” pay to base pay.

General Wage Increases.

The increases listed below will be applied to the top in the basic wage schedules on the date indicated. There will be no increase at the start rate, and all other steps will be exponentially increased:

? 2.25% retroactive to February 10, 2018

? 3.00% effective February 10, 2019

? 2.25% effective February 9, 2020

? 2.25% effective February 7, 2021

Ratification Bonus

$1,000 will be paid if the contract is ratified by March 23, 2018. The bonus is available to all employees on the payroll as of the ratification date and the payout date.

Wage Protection

When the Company hires a new employee, who has no experience or training at a wage rate higher than current employees in the same title at the same location, those current employees will be raised to the same rate of pay as the new hires.

On Call Duty Pay

The daily rate for on-call pay will be increased from $36 per day to $38 per day. This is in addition to any compensation for the actual duty.

Employment Security

Job Guarantee/Employment Security Commitment for Retail and Call Center Workers

In the event of a layoff or surplus as a result of retail store or call center closure, or in the event the company eliminates or vacates a job title, the company will offer affected workers positions available at any Mobility work location covered by a CWA labor agreement within the continental U.S. The offer is available to specific job titles and the affected employees must meet expectations for current job and must be qualified for the job being offered. Affected employees have 1 working day to accept the job offer. Testing for the new job may be required, but the re-test waiting period is waived for employees acting under this ESC. The company will try to provide job offers as close as possible to the employee’s current work location.

Call center call share commitment

AT&T has guaranteed the level of calls coming into call centers covered by the “Black” contract. The company agrees to bring the level of call flow to at least 10% by December 31, 2018. The company will provide quarterly reports to CWA so that the union can ensure compliance. If the call flow percentage should fall below the agreed upon levels, there will be no involuntary surpluses declared unless there is an extraordinary drop in total call volume or other adverse economic reasons for the decline.

Force Adjustment Article for All Employees

Previously in the event of surplus, it was up to the company whether employees would have the opportunity to resign and receive a severance payment. Under this agreement it will be mandatory for the company to offer this option. The offer is made based on seniority up to the number needed to alleviate the surplus.

If the surplus remains, the company will eliminate temporary workers and contractors. This step is unchanged from the current agreement. If the surplus still remains, the company is now required to give priority placement rights for lateral and downgrade job vacancies.

In addition, the maximum severance payments have been increased to $18,000 from $17,000.


The terms of the health care plan for the years 2017 – 2020 were bargained and ratified in 2016 as part of the National Benefit Bargained Plan (NBBP). It applied to all CWA Mobility contracts across the country. That agreement included an “unwinding” provision which returned bargaining over all benefit plans to each mobility contract.

This agreement covers the plan in 2021 and 2022 only – the last two years of the contract. Under this agreement, the plan design in 2021 remains unchanged from the previous year for both the Option 1 and Option 2 plans.

Contract Changes Relating to Retail Workers

Adjustments to “At-risk” Commissions for RSCs

A $2,500 annual wage increase will be added to each step of the Retail Sales Consultants (RSCs) wage table effective 2018 and the “at-risk” commission minimums are reduced by $2,500, from $12,750 to $10,250. The 2018 General Wage Increase will be applied after this adjustment to the wage tables.

Adjustment to Wage Table for COS Sales Advocate

A $500 annual wage increase will be added to each step of the COS Sales Advocate wage table effective 2018 and the at-risk target amount will be decreased by an equal amount. The 2018 general wage increase will be applied after this adjustment to the wage tables.

Monitoring on the Sales Floor

Monitoring of employees to ensure high quality sales performance is allowed, but the number of evaluative observations that may be observed is limited to six per month. Management determines the method of evaluation and what is observed. Observations must be done on the sales floor – not by watching video in the back room.

Contract Changes Relating to Call Center Workers

Call Center Monitoring

The Letter of Agreement regarding monitoring limits the number of evaluative observations that can be observed in a month to 8. Selection of calls to be observed will alternate between management and the employee, with management selecting the first call. Management determines the method of evaluation. Any additional calls observed cannot be used for discipline except in cases of misconduct.

Calls selected for evaluation shall be selected from those calls that occurred after the employee’s most recent call evaluation.

Calls used for calibration purposes by management and additional customer calls selected for coaching purposes will not be used toward discipline except in cases of misconduct.

Rules for Employees Performing MI60 Duties

MI60 duties will be performed by bargaining unit employees only on a voluntary basis and subject to final selection by management. Such assignments will be rotated quarterly and aligned with shift bids. A shift differential will be paid. Duties will include assisting management with floor support, chat support and handling escalations. No other management duties are included – not coaching, observing, or any other documentation of performance.

Call Center “Mini Shift Bids”

In order to protect seniority and scheduling, when new hires are brought into a center; management will initiate a process to place them in open slots after existing employees have had an opportunity to bid on the open slots based on seniority order. Any slots available after the “mini-shift bid” will be filled with New Hires.

Contract Changes Relating to Technicians

Trial of Small Cell Aerial Work

In 2018, the company will conduct a trial of small cell work requiring aloft and/or bucket trucks. The trial will include training of the workers, determining the scope of the trial, meeting with CWA to discuss expectations before the trial and meeting quarterly with CWA as the trial progresses. The first meeting is set for 90-days after ratification or sooner.

Safety Equipment for Supply Chain Employees

Supply Chain employees are now eligible for safety glasses and safety footwear under similar terms to Wireless Technicians: one pair of clear lens prescription safety glasses for use indoors; or, if duties are performed outdoors, one pair of clear lens and one pair of dark lens or one pair of photocromatic lens glasses; one pair of safety footwear per calendar year.

Protecting Seniority in Workforce Imbalance Situations

Temporary moves will be done by seniority. If a temporary imbalance lasts for more than 6 months, the move will be made permanent with another canvas by seniority. Anyone reassigned will have the right to retreat to previous position if it opens up within a year of reassignment.

Other Contract Changes

Hours of Work Under Temporary Conditions

In the event the company determines emergency business conditions require a change in schedules of hours worked, management may adjust schedules on a temporary basis, but a new provision requires management to explain the business needs and the expected duration of the temporary condition so that workers can better prepare and plan for the temporary schedule change.

Flexible Excused Days with Pay Trial

There is an agreement to implement a Flexible Excused Day with Pay trial in three call centers. This is in response to your Bargaining Committee’s demands to address the attendance/quality of work life problems in the call centers.

More details on the new contract will be available soon. There will be a contract explanation for Local Presidents on Thursday, February 22, 2018 in Atlanta where the Bargaining Committee will explain the contract in detail and answer questions.

Bargaining Report – February 15, 2018

The committee met with the company throughout the night. Shortly before midnight we received a comprehensive proposal from the company that includes wages, benefits and addresses many of the concerns brought forth by the bargaining committee. The committee will spend the morning evaluating the company’s proposal. The 2014 Labor Agreement expired last night at midnight. Our members will continue to work under the terms and conditions of the expired agreement until further notice. We will update everyone as things develop. MOBILIZE! WE WON’T BACK DOWN! WE WON’T BACK DOWN! WE WON’T BACK DOWN!

In solidarity,
The D-3 Mobility Bargaining Committee

Amanda Gibson, Local 3212
Andrell Hubbard, Local 3902
Destanie Mason, Local 3905
Nicholas Sokolowski, Local 3108
Kelvin Banks, Chairperson
Paul Bouchard, Co-Chairperson

Bargaining Report – February 13, 2018 # 2

The committee just concluded meeting with the company and have yet to reach an agreement. Although we have made progress around some issues there are still important issues that are unresolved, most notably wages and benefits. As we work to make the gains our members deserve we have agreed to extend the contract for an additional 24 hours. The contract extension is set to expire Wednesday February 14, 2018 at 11:59 PM. The committee appreciates all of the support we have received during this round of negotiations! Please continue to MOBILIZE! WE WON’T BACK DOWN! WE WON’T BACK DOWN! WE WON’T BACK DOWN!

In solidarity,

The D-3 Mobility Bargaining Committee

Amanda Gibson, Local 3212

Andrell Hubbard, Local 3902

Destanie Mason, Local 3905

Nicholas Sokolowski, Local 3108

Kelvin Banks, Chairperson

Paul Bouchard, Co-Chairperson

Bargaining Report – February 13, 2018

We met with the company this morning to pass a counter proposal, and we are on our way to meet with them again. We understand that the contract extension ends tonight and we are continually working to secure a fair contract for all of our members. Please continue to MOBILIZE. WON’T BACK DOWN! WE WON’T BACK DOWN! WE WON’T BACK DOWN!

In solidarity,

The D-3 Mobility Bargaining Committee

Amanda Gibson, Local 3212

Andrell Hubbard, Local 3902

Destanie Mason, Local 3905

Nicholas Sokolowski, Local 3108

Kelvin Banks, Chairperson

Paul Bouchard, Co-Chairperson

CWA / AT&T 2017 “Orange” Contract Bargaining

July 28, 2017 – Bargaining report

The CWA and AT&T bargainers met this week via phone conference. Among the many issues we discussed was the new Leave Link process which has caused chaos with our members who need to access FMLA, Short Term Disability, and ADA accommodations to name a few. CWA has added failure to bargain the effects of this change to our long list of labor law violations and we have filed Unfair Labor Practice charges with the National Labor Relations Board.

This week we all saw AT&T’s latest earnings report which shows the company has billions of cash on hand. If AT&T cared about its employees and customers, they would get serious about a new contract instead of moving our work to vendor call centers and Authorized Retailers which is a recipe for disaster for employees, customers, and ultimately the shareholders as AT&T leads the race to the bottom.

This bargaining will be recessed as of today and will pick up again on August 14th, in order for CWA to conduct the business of the Union at the National Convention of CWA delegates, beginning next week.

Remember, the terms of our contract remain in place as we bargain for a new Agreement. Keep up the mobilization. When we fight, we WIN!

June 22, 2017 – Bargaining Report 

The Union and Company met today and discussed several issues that have come up over the last several weeks. The first issue is the Company’s attempt to create non-bargained sales jobs. These jobs known as Integrated Sales Consultants are being used to up sell customers right in their homes after online sales or a DTV installation and a support job called Integrated Sales Support Specialist that is equivalent to our SSRs. We made it clear to the company that they are doing bargained for work and this must stop immediately. We are intent on getting job security and jobs for the future. We also pressured the company to supply the information we requested for small cells and the first responder network. The Company’s greed is on full display when the discussions turn to absence. They treat talks about absence with disdain and want to roll back protections for their employees who get sick. We will continue to fight for fair benefits that protect you when you and your family are not well.

If you are a part time employee who recently had your hours cut without your approval, you need to speak to your manager and contact your local if they don’t fix it immediately. The Company assured us that any cut in hours would be voluntary. And finally, if your manager sets up a meeting or training outside of your scheduled hours, your attendance is voluntary. If they tell you otherwise, they are incorrect, and you need to contact your Local immediately. Stay mobilized, stay unified and stay angry! When we fight, WE WIN!

May 3, 2017, 2017 – Bargaining Report

The Union and Company have continued meeting since the contract expired on Monday morning. There has been some positive movement, however, all major issues remain on the table. To recap, here is what we are fighting for: affordable benefits, fair wages, flexible time off including vacation scheduling, EWP time usage, exchange time, fair commissions, job upgrades, sick time and absence, and job security protections against contractors in Network, contracting out work and offshoring Call Centers and opening authorized retailers. This is a long list of issues and the Company refuses to offer fair proposals on any of them. Many of these issues are strike issues. The Bargaining team is here to improve this contract, and we will not leave until we accomplish our goal.

We have been receiving reports from the field that managers have been spreading false information. It is important to have mobilization continue and escalate. It’s also important to understand that management’s goal with misinformation is to undermine mobilization which could have a negative impact on bargaining. If it sounds wrong, it probably is, and you should check with your Local. If, and when, the CWA President calls a strike, rest assured, you cannot be pointed or fired for Striking. You cannot be disciplined for picketing, and the Company cannot discipline you when you return to work after the strike. Any misinformation being spread should be grieved by your stewards and should be reported to your Local. CWA has a long history of taking care of their own during a strike and that will continue in the event of a strike at Mobility. This is the time for Mobility members to stand up and fight back and leave their historic mark on the labor movement. When we fight, We Win!!

April 28, 2017 – Bargaining Report 

As you are aware, the Union gave the company 72 hour notice today to terminate the contract as per the extension agreement. The Union did this because the Company refused to come to the table and bargain. After receiving notice, the Company came to the table and we had extensive conversations, but we remain far apart. AT&T is standing by their greedy proposals and looking to slash benefits and outsource jobs while they make over a billion dollars a month. We know many of you will have questions about the 72-hour notice so here is a link to the FAQ sheet:

The Bargaining Team is strengthened by the support and mobilization of the membership. There were protests at the AT&T shareholders’ meeting and mobilization events around the country. Let AT&T hear loud and clear that you demand and deserve a fair contract! Stay unified, mobilized and angry! When we fight, We WIN!

Stay strong Brothers and Sisters!!

In Solidarity,

Mobility Mobilization


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