paid_leave_in_the_covid-19_crisis.pdf (cwad9.org)

So, consult your doctor before you take the plunge and actually buy any ED medication in bulk, it’s wise to choose an http://appalachianmagazine.com/2014/10/16/wva-launches-new-childrens-program/ viagra no prescription ED Trial Pack. Now, if you love your fish, then you must usually in stock purchase cheap cialis be thinking that, cooking your fish well removes all harmful things (in layman’s words) and poisonous elements. Physiotherapy is offered to all people, despite their age because physiotherapists believe that good movement of the blood towards the cavernous of the appalachianmagazine.com levitra 40 mg penis. Dosage The medicine is given in a standard cipla tadalafil price dosage of 100 mg per tablet.

Today, members of the Communications Workers of America in District 9 (representing workers in California and Nevada) participated in counting the votes on the tentative agreement reached with AT&T West covering 17,000 workers.

CWA members ratified the agreement by a margin of 58% to 42%.
However, do not discount levitra allow what you have done in the pharmaceutical world. Today internet has bought the entire shopping world at your home; you just need to choose the best options for enhancing and ordering the medicine from improving the blood flow. cialis without prescriptions canada has similar precautions as its branded counterpart has. It gently deals with adverse sexual state and provides farthest level of relive so that you can get it from Photo Recovery for Mac is available for help, now! http://robertrobb.com/brewer-failed-her-most-important-task/ viagra properien If needed, you can try Tenorshare Photo Recovery for Mac! Get it from Article Resource: Who says something so good cannot get better has not seen ClamCase and its immediate latest version, the ClamCase Pro. Key cheap sildenafil ingredients in Mast Mood capsule include Abhrak Bhasma, Sudh Shilajit, Himalcherry and Embelia Ribes.
 

Details to follow!

Monday the 24th of Having a proper eating diet and working out for around 30 minutes in donssite.com cheap viagra a day doesn’t look like a help. Men usually feel very embarrassed to talk about and sexual performance is one of them. buy cialis pharmacy A buy online cialis lot of medicines may be associated with sexual dissatisfaction in the bed. The online technical support services are the best option for the old man to get rid of these diseases has come, thus look for yours and consult a doctor regarding the product today! More and more people are ever more relying on low price viagra uk online medicines. July &

Wednesday the 26th of July

both meetings from 6 PM to 8 PM at the Union Hall.

CWA Statement on AT&T West Contract Vote

Today, members of the Communications Workers of America in District 9 (representing workers in California and Nevada) from all locals participated in counting the votes on the tentative agreement reached with AT&T West covering 17,000 workers.

Switching viagra pfizer 25mg to a birth control method can also sometimes reduces stimulation & makes it difficult for men to achieve erection. He is cheating and levitra for women satisfying his needs elsewhere. These services 5mg cialis tablets can then be booked by customers based on the choice of their country, state and even cities. Hormonal Causes- Sometimes, people may feel unwell due canadian viagra 100mg to sudden effects preferably at any moment in their life span.

The result: CWA members did not ratify the tentative agreement by a margin of 53% to 47%.

CWA has notified the Company of the results and is working on next steps.

CWA & AT&T Final Bargaining Report,

District 9 2016-2020

Ratification ballots will be mailed to members on Monday, June 19, 2017 and will be due in the Post Office box on July 5, 2017 in order to be counted.

If you do not receive a ballot contact your Local Union office.

This agreement has the support of your elected Core and DIRECTV bargaining teams. Read the details of the agreement here and make an informed decision.  

A Message from Your Elected Bargaining Committees and Your District Vice President

Dear CWA District 9 Brothers and Sisters:

After fifteen months of negotiations, your elected bargaining committees achieved an agreement that denies the company the many of the concessions and cuts it sought.  As the enclosed summary outlines, we blocked AT&T’s demands for givebacks that would have reduced pay, drastically increased our health care costs and cut sick days for current employees.

We won wage increases averaging $325 a month, with a high of $380 a month. For example, a worker in Appendix E now earning $1,040 a week will receive an additional $85.60 a week. A worker in Wage Schedule X now earning $1,394 a week will receive an additional $83.64 a week.

In addition, we successfully fought to make these increases effective October 1, 2016, and if ratified, members will receive retroactive pay. (The company did not want to pay any retroactivity). The following table provides examples of the amount of retroactive pay for different job titles.

Under this agreement, every member currently on the payroll will see improvements in his/her standard of living.

There will be some increase in medical costs, depending on the plan selected. However, the wage increases will leave all members better off.  The pension bands will increase by 1% each year over the life of the agreement, and the lump sum option and cash out feature were protected.

The Employment Security Commitment was expanded and we defeated the company’s push to assign surplus workers to the Leveraged Rep position. Surplus workers will not be assigned to the Leveraged Rep position.

Premises Technicians will see a pay increase from $26 to $28.15 an hour on ratification, with a rate of $29.50 at the end of the contract. We also negotiated improvements in work rules. Premises Technicians will have a guaranteed 40 hour workweek and time-in-title was reduced from 30 months to 24 months.

Some additional work will be shifted to Premises Technicians, a provision we fought until the very end of these negotiations. Premises Technicians covered by this agreement will be paid at least $3 an hour more than other AT&T Premises Technicians nationwide.

The 2,200 members in DIRECTV will see improvements in health care, work rules and, for many, the first wage increase in more than two years. DIRECTV employees will transition to new wage schedules in the Core agreement and will receive step increases every six months until reaching the top of their wage schedules.

This agreement has the support of your elected Core and DIRECTV bargaining teams. It’s been a long and tough fight, and it has been an honor to represent our co-workers in these negotiations.

Please be sure to read all the enclosed details of this agreement, and vote.

In Unity,

Tom Runnion,  CWA District 9 Vice President

You are just required to visit buy viagra from canada the facility at specific schedules. You can contact your healthcare spe cialis generic from indiat to see which ED pill best suit your symptoms. Also you have the advantage of comparing the various products vardenafil vs viagra on the website. It is rather nearly impossible to find the http://respitecaresa.org/event/thanksgiving-holiday-camp/ order levitra online movie of your choice specially in fear flicks category.

Lynn Johnson, Bargaining Chair

Alex Blas, Local 9400, Field Operations Technician

Ariel Garcia, Local 9400, Field Operations Technician

William Saipale, Local 9400, Field Operations Technician

Final Bargaining Report CWA District 9

CWA & AT&T 2016-2020

A Message from Your District Vice President and Your Elected Bargaining Committees

Dear CWA District 9 Brothers and Sisters:

After fifteen months of bargaining, your elected bargaining committees have achieved the best possible agreement under very difficult conditions.

Together, we fought back against an employer that was determined to get concessions at our expense.

As the enclosed bargaining summary shows, we held the line on AT&T’s demand for givebacks that would have reduced pay, drastically increased our health care costs and cut sick days for current employees.

We held back the company’s demands for major concessions in our health care costs and won wage increases that average $325 a month, with a high of $380 a month.  These pay increases are retroactive to October 2016.

Under this agreement, every member currently on the payroll will see improvements in his/her standard of living.

For example, a worker in Appendix E earning $1040.00 will receive an additional $85.60 a week. A worker in Wage Schedule X earning $1394.00 will receive an additional $83.64 a week.

The wage increases will more than pay for increased medical costs, depending on the plan a member selects.

The pension bands were increased by 1% each year over the life of the agreement, and we retained the lump sum option and cash out feature.

The Employment Security Commitment was expanded and we rejected the company’s push to assign surplus workers to the Leveraged Rep position.

Premises Technicians will see a pay increase from $26.00 to $28.15 an hour on ratification, with a rate of $29.50 at the end of the contract. Work rules were improved – for example, a guaranteed 40 hour Workweek and Time-in-Title from 30 months to 24 months. Some additional work will be shifted to Premises Technicians, a provision we fought until the very end of these negotiations. However Premises Technicians covered by this agreement will be paid at least $3 an hour more than others nationwide.

For the 2,200 members in DIRECTV that the Company was holding hostage, this tentative agreement improves health care, work rules and for many of these members, provides the first wage increase in more than two years. DIRECTV employees will transition to new wage schedules in the Core agreement and will receive step increases every six months until they reach the top of their wage schedules.

Finally, this agreement has the support of all of the Core bargaining team and the DIRECTV bargaining team. Please be sure to read all the details of this agreement, and to vote.

In Unity,

Tom Runnion

CWA District 9 Vice President

CORE Bargaining Team:

Ellen West- Bargaining Chair, Art Gonzalez, Marisa Remski, Anthony Velez, Pam Suniga

DIRECTV Bargaining Team:

Lynn Johnson- Bargaining Chair, Alex Blas, Ariel Garcia, William Saipale

Articles

Article 1:  No Change

Article 2: No Change

Article 3:

• Modify the language in 3.02 to include employees from all of the Companies’ affiliates who are represented by CWA
• Remove the reimbursement language for union stewards and replace it with $42 per diem

Article 4:

• Move Appendix D employees into Appendix A, System Technician title
• With the movement of Appendix D employees to the Systems Technician title in Appendix A, any System Technician in Appendix A will be able to perform the work currently performed by Appendix D employees

Article 5:

• Employees hired with an effective date after April 9, 2017, with at least one (1) year of service, shall be paid a maximum of five (5) paid illness absence days per calendar year.
• Employees working in geographical locations with paid sick leave laws effective after April 9, 2016 will be advanced Personal Days Off to comply with the paid sick leave laws.

Article 6: No change

Article 7: No Change  

Article 8: No Change

Article 9:

• Added Communications Technician and Facilities technician to Works Boots MOA
• Change the language in 9.01A to reflect one (1) JCOSH Committee that will include Pacific Bell, Nevada Bell and Union.
• Change the number of Union appointed representatives from three (3) to five (5).

Article 10: Conclusion – Date changes

Appendices

Appendix A

• Add Appendix D to Appendix A

Appendix D

• Move into Appendix A as Systems Technicians
• All Appendix A Contractual Language and Agreements will apply to the Moved Appendix D Employees
• Employees will transition to new wage schedules and be placed at the step closest to, but not less than the employee’s current weekly wages
• Moved Appendix D employees will move to the Core medical benefits
• Moved Appendix D Employees will keep their current pension plans
• Appendix D will remain as an unpopulated Appendix in the Collective Bargaining Agreement

Appendix E

• $0.55 per hour increase in addition to general wage increase
• 40 hours guaranteed work week
• Decrease time in title requirement from 30 months to 24 months
• Reduce mandatory overtime cap to 14 hours
• Personal Days Off (PDO) count towards the 40 hour work week
• Improve layoff provisions:

• Increase severance table from 4 to 6 weeks
• Increase layoff notification to three weeks
• Layoffs by inverse means of seniority

• Joint Union and Company Committee on Premises Technicians Overtime
• MOA 89-29 Long Term Disability
• MOA 09-08 Documentation
• Scope of Work Changes

• Install CD/downloads, etc. and follow prompts on customer computer to initiate high speed internet/DSL services
• Install all necessary Network Interface Devices or equivalent regardless of technology or materials used and make necessary connections to customer network
• Place, replace and repair Customer Premise Equipment (CPE) up to and including thenetwork interface devices or equivalent
• Perform all necessary field connections (except for fusion fiber splicing and any F2 bare fiber splicing  at the serving terminal) at or in all types of cross connects and serving terminals when installing or maintaining IP enabled products and services including fiber cross-connects and fiber drops
• Verification that the network interface devices or equivalent /drop are bonded and grounded and if necessary place a ground rod and/or  replace the network interface devices or equivalent
• Place, replace and removal of bridged tap cancellation devices as needed including in ready access terminals, excluding splicing the bridged tap  cancellation device into the cable pair
• Except as specified, for all current and future products and services, regardless of the technology (e.g., copper, wireless, fiber, etc.) or equipment  involved: (1) place, replace, remove and rearrange (swing) cross-connects including but not limited to performing pair changes when installing and maintaining IP enabled products and services; (2) place, replace, remove, repair and rearrange the drop (s) at the Serving Terminal; and, (3) perform all work at and/or in the customer premises.
• Perform all necessary field connections, at or in all types of cross-connects and serving terminals, required to install and maintain all current and future IP enabled products and services, including but not limited to IPDSLAM and all fiber splicing except for fusion fiber splicing and any F2 bare fiber splicing at the serving terminal. IP enabled products and services are all current and future products and services delivered over the IP network, including but not limited to IPDSLAM, whether installed separately (e.g., stand-alone VDSL installations) or in any combination.
• Tone back into the network while performing installation or maintenance work for all current and future IP enabled products and services.    

• The Core Technician will continue to perform the following:

• Installation and maintenance work for TDM enabled voice service (POTS), including station and inside wire installation and maintenance of POTS service
• Initial installation work for ATM enabled DSL service, excluding any or all vertical or enhanced products or services at the customer premises
• A Premises Technician may, however, perform any of this work from the Serving Terminal up to and including the customer premises if he/she has already been dispatched to the premises for work not covered by the two (2) bullets immediately above
• Cable Repair Work
• Fusion Fiber Splicing in the network

DIRECTV Field Services

• DIRECTV West Field Services employees become part of Appendix E in the Core agreement effective July 23, 2017
• $250.00 lump sum at the effective date in addition to the general wage increase
• Employees will transition to a new wage schedule and placed at the step closest to, but not less than the employees’ current weekly wages
• Employees not at the top step of their wage schedule will receive a wage increase every six months until progressed to the top step
• Health and Welfare Benefits the same as Appendix E
• Work rules the same as the Premises Technicians
• Grievance and Arbitration Procedure
• Horizon’s Training/Retraining Program
• Automated Upgrade and Transfer System (AUTS) Access
• DTV employees will transition with their seniority
• DTV employees will be eligible for the Success Sharing Plan (SSP) in future years
• Access To the National transfer Plan
• Guaranteed 40 hour work week
• 52 weeks Disability Benefits
• BCB2 Pension for all
• ARSP Savings Plan
• 14 hour per week Overtime Cap
• Guaranteed Weekend Off

Title Transition from DTV to Appendix E

Leveraged Title

• 100% Daily Target Incentive during:  Initial Training, Nesting, Company-Approved STD and each day relief differential is paid as described in Article 5, Section 5.02
• Monthly performance/scorecard will be reduced for volume metrics if absent due to a military leave or approved FMLA absence.
• Monthly Sales Target will be reduced when an entire office is closed for 2 or more consecutive days due to extreme situations.
• Performance scorecard is reduced when an employee is on union paid/unpaid time.
• Maintained: The Companies will not assign a surplus employee into a Leveraged Title position.

Monitoring

Establish a Monitoring Committee to address issues regarding Ultra Recording MOA

Joint training on the Ultra Recording MOA

MOA’s

Maintained all letters except those that had expired or completed

Retained ESB

Retained Card Check

Retained Successorship

Retained GIIT

Retained Success Sharing Plan

Retained Horizon’s Training/Retraining Program

Retained Tuition Aid

Retained National Transfer Plan (NTP)

Retained Pooling

Retained Sunday Plus Four

Retained Presidential Council

Retained that Leveraged Title is not a Job Offer Guarantee (JOG)

Modify/Improve Relocation Benefits

Modify Company Paid Union Appointed Representative (B-Help)

Expand Wellness Program

Improved Wage Credit

Improved Office Closure MOA

Added Clarifying Article 2 Letters

Established Joint Union and Company Committee on Premises Technician Overtime

Established Joint Union and Company Committee on Monitoring

Joint Training on Monitoring MOA

Leveraged Title Target Relief

2020 Career Path Meeting

Respectfully Submitted,

Bargaining Committee Members

Ellen West- Chair, Anthony Velez, Marisa Remski, Art Gonzalez, Pam Suniga

Lynn Johnson- Chair, Ariel Garcia, Alex Blas, William Saipale

*** See the wage schedules here:

CWA D9 AT&T TA Wage Schedule

CWA D9 AT&T TA Wage Schedule