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AT&T Legacy T Bargaining Report #21 |
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Thursday, 29 March 2012 |
We had a very long day at the table today but, we are sorry to say, very little was accomplished that moved us any closer to an agreement. The Company withdrew their proposal to eliminate “tie back” in the event of a surplus. This is typical of the way bargaining is going. They make a bad proposal and then expect us to be thankful when they go back to the original language. Any proposals that will lead to an actual improvement or will actually solve a problem – they reject. A good example of this was their rejection today of our “Emergency Conditions” proposal, which would have required the Company to pay if a government (Local, state or federal) declared an emergency. All they responded to was part of our discussion of the lack of a consistent policy from building to building and business unit to business unit. They handed us a copy of THE company policy, but it is neither fair nor consistent and doesn’t address any of our real concerns.
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AT&T Legacy T Bargaining Report #19 |
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Tuesday, 27 March 2012 |
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In an earlier report we told you about the company’s proposal to change the vacation language. Under their proposal, if you are laid off, resign, retire or are terminated (for anything other than misconduct) and you have not used all your vacation time you only get a portion of the” pay in lieu of vacation” depending on what month you leave the payroll. So, for example, if you are laid off in February and would have been entitled to 5 weeks vacation (200 hours), and haven’t used any yet, you only get 33 hours pay in lieu of vacation. The only improvement in today’s proposal is that they will pay your beneficiaries your full year’s vacation IF YOU DIE!! That was supposed to be an advance! |
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AT&T Legacy T Bargaining Report #18 |
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Monday, 26 March 2012 |
The Union rejected the Company’s last absence proposal, which would not pay anyone for illness absence until AFTER the Third consecutive day (and limits paid days to a maximum of three a year.) We also rejected their proposal to eliminate the “tie back” rule, which could negatively affect certain members during layoffs. We also agreed to several Company proposals that did not change existing language, and a small improvement in some safety language.
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