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Vol. No. XXXVI February 2009
Communications Workers of America - Local 3403 www.cwa3403.org lcl3403@bellsouth.net
“a message heard”One day last month the upper management at AT&T decided that they would just by-pass the steps of asking people to work overtime. After only a day and half of heavy rain, the trouble load got a little out of hand; their answer to this problem was to declare a state of emergency and force people to work, no exceptions! This decision was made by management out of the Baton Rouge area. They evidently had no idea of the proper steps needed to declare a state of emergency. The method they used was a total mess up. The job stewards and officers of this Local would like to say thanks to the members of the outside forces who were involved in the “emergency”. Because of the unity you showed and the support you gave your representatives, the Local was able to straighten out this mess. You sent a loud message to upper management at a great time, a contract year. “We Will Stand United”. To each man and woman out there, Thank You! The Outside Stewards and Officers of Local 3403
“at&t southeast bargaining”The existing working agreement between CWA District 3 and AT&T Southeast (formerly BellSouth) does not expire until August 8, 2009. However, CWA has agreed to begin negotiations on a new agreement with AT&T at the same time that the rest of the core AT&T talks begin, on Tuesday, February 24, 2009. Nationally, there will be six different locations where bargaining will occur. District 3 talks will be in Atlanta, Georgia. There will be fourteen (14) people for our bargaining unit, led by Beverly Hicks, Vice- President, District 3, and Mike Fahrenholt, Assistant to District 3 Vice-President. They will be joined by a number of other CWA members at various times in negotiations, as particular expertise is required. You can keep up with bargaining by accessing the District 3 web site and going to AT&T southeast bargaining. http://district3.cwa-union.org
“A Changing of the guard”To the people of outside plant, let me first tell you that for the most part I have enjoyed representing you for the past 9 years. I am no longer the Chief Outside Job Steward; I will remain an active job steward of this local. Dwaine Henderson, who is based at 960 W. Lee, is now the Chief Outside Job Steward. I give him my total support, and will be ready to advise, and guide him whenever he ask. Dwaine leads a new group of young job stewards. I really believe that these young guns will do a good job of representing the members of outside plant. It is a good feeling to know that there are young members that are willing to step up and take on the challenge of the future. In Unity, David Ringe
“new man on the block”
Many of members of the outside plant forces already know me but to those that don’t, I am Dwaine Henderson, Service Tech, 960 W. Lee Dr. I am your new Chief Job Steward, Outside Plant Department. I may be new at this job, but I am not afraid of it. My goal is to grow into the job and provide the members with the same level of excellent representation that they grew to expect from David Ringe. David has assured me that he will be there to help, and advise me at anytime. With his help and guidance from Walter, I should be up to speed in a very short time. However, the same as any other Steward or Officer of this local, the most important thing I will need is the support of the members of this local. I will do everything in my power to earn that support.
-Dwaine Henderson Chief Job Steward Outside Plant
From the office of the vice president
I know that many of you don’t make the regular meetings. Everyone has various reasons. I would like to make sure that everyone knows there are only 6 months until the BST contract expires. Our next meeting will be in March 10 7pm at the hall. Each and every member should be coming to the meetings to find out what is going on and how they can be part of it. This contract will determine our future for many years to come. It is imperative that we all know what we could lose if we don’t show solidarity. The last Major Strike that this local had was back in 1983 and it lasted for 22 days. Was it worth it? “HELL YES”! Because we stuck together we are some of the very few employees in the United States who still do not pay a penny for our insurance. All that can change with this contract. Many of us are waiting to find out what will happen in the future. This is what we know as of now. First we will be at the Bargaining table for the core contracts that expire in April 2009, starting February 24, 2009. That means that if they don’t come to any agreements on their contract by April 2009, then we know that we probably will not be offered any better for our contract. Hopefully they will resolve their issues prior to ours expiring in August 2009. But there is a real chance we will not have an agreement. Remember please get involved, Come to the meetings, get informed, show solidarity, and save like hell for August 9, 2009 ALL CWA MEMBERS PLEASE WEAR RED ON EACH Thursday. In Unity, Jo Ann McCauley
“Thanks”
CWA Local 3403 would like to take this opportunity to say “Thanks” to Tommy Fontenot and Lisa Rainwater, both will be retiring in the near future, and this will be the last newsletter they will put out as an employee of AT&T. Tommy and Lisa have spent many hours over the years, writing, correcting, folding, stamping, and carrying the newsletter to the post office so that you, Our members would be informed. Again we say Congratulations and Best Wishes, we will miss you, and we may ask them to help this Union in the future.
Thanks from all of CWA Local 3403 Membership and Executive Board! “August getting closer”
Times are tough, and may get even tougher in the near future. Now is when you should start putting a little extra money aside to carry you through a possible strike. If you wait any longer, it may be too late. For the nine states of the “Old Bellsouth”, the upcoming negotiations with AT&T will be a brand new ballgame. We have no idea how hard-line they will be at the table. However, they have no idea how united the CWA members in those states can be. Our negotiation team needs to be able to sit across the table from the company, look them in the eye, and tell them, our members are united, and determined to get a fair contract, if that means a strike, and then so be it. Start saving and everyone start showing some unity at the work place. That message will be heard loud and clear at the table. -Tom Fontenot “management pay freeze”
This Letter from Randall Stephenson:
Management compensation update:
Team, I want to share with you decisions our Board of Directors approved today on management compensation and the reasons behind them. We expect the difficult economy we face today will continue through 2009. Given that outlook, we've made the difficult decision to fore-go 2009 base salary increases for our management and officer team. As you know, we've already taken several steps to reduce costs, including reducing our workforce. I'm committed to doing all we can to help preserve and protect jobs, and this is one way to do it. It was not an easy decision, but I hope you'll agree it was the right one given the environment. Concerning the 2008 Annual Bonus, all business units fell well short of their specific bonus targets, primarily due to the economy. However, the Board recognized all of your many accomplishments in advancing AT&T's market position, in enhancing our network capabilities, and managing through a challenging 2008 — including many of you relocating with the corporate headquarters to Dallas. As a result, the Board approved management Annual Bonus payouts based on each business unit's overall achievements. Your group's leadership will share specific payout percentages with you later today. Lastly, I asked the board not to pay me a bonus for 2008, and they approved that request. Given the economic environment, the workforce reductions, and our earnings outlook for 2009, I felt it was the right thing to do. We are a company that expects the highest performance and accountability, and that starts at the top. Hitting our 2009 targets will require hard work, focus, and execution, but that is nothing new for you. Unlike many companies, we expect to actually grow revenues in 2009 because the demand for connectivity remains strong and AT&T is best positioned to meet that demand. You are the best management team in telecommunications, and I am confident in our ability to continue delivering for our customers and our shareowners. My commitment to you is this: when our shareowners do well, we will all do well.
Thank you for your leadership. You make a difference.
Randall Stephenson
Note: Eligible managers who were not on the AT&T Management Compensation plan in 2008 (primarily those in recently acquired companies) may not be immediately impacted by these decisions. Your leadership team and HR representatives will provide more detail.
The above company e-mail should give you an idea of how tough things are in the economy. This should give you some idea how tough it is going to be to get a new contract. Get Prepared!
“a show of unity”As in the past, the officers of this local are asking all of our members to wear “red” on each Thursday from now until the successful conclusion of contract negotiations. This may seem like a petty thing to some of our young members, but if they would take the time to ask an older member, they will find out that the wearing of the red has had a positive impact in the past. From now until August, upper management will be talking to local managers to find out if the craft personal in their work groups seem united, or do they show signs of being divided on the issues. Their answers will give the company some idea on how hard-line they can be in negotiations. If your manager walks into a sea of red every Thursday morning the only report he can make is the people are united behind their union. You can believe that message will be heard all the way up the line to the company negotiation team, and that is exactly what we want them to hear. Wear the “red”, a ribbon, a shirt, an arm band, anything red, it will send our message. -Tom Fontenot “the ride is over”For the last 41 years I have been an employee of Southern Bell, the South Central Bell, the Bell South, and now AT&T. For the past 37 years I have had the pleasure of representing the members of this local. At least 20 of those 37 years I have been involved with the local letter; it has been a good ride, but shortly the ride will be over. I will retire on March 28th, 2009. Hopefully someone will step up and take over the local letter. It is a wonderful way to educate our members, and get information to the membership, especially at contract time. There are a lot of people in this local, which means a lot of different opinions, on many issues. For the final time I want to tell you that having different opinions at most times is a good thing, it leads to blending of ideas. However, at contract time it is best to put aside our differences, and present a united front to the company. Without doubt, the best way to prevent a strike is to stand united. -Tom Fontenot “employee free choice act”At some point in this legislative session in Washington D.C. our Representatives and Senators will cast a vote on the “Employee Free Choice Act”. This is the most important piece of legislation in many years that will affect the American Workers right to form and join a labor union. At this time there are only two Democrats in the Louisiana delegation that are in support of this bill. Charlie Melancon in the House of Representatives is a solid commitment. In the Senate Mary Landrieu is leaning heavily in favor, but needs a little push. That little push can come from you. If you would take a few minutes to write a little letter to her to encourage her to cast her vote for organized labor. Let her know that we appreciate the support she has given us in the past, and are counting on her support on this issue. Example: Dear Senator Landrieu,
My name is ______, this is what being a union member has meant to my family and me. A decent living wage, medical insurance, etc. I am asking that you continue to support labor by voting for this bill so all American Workers will have the right to join labor unions and receive the benefits I have enjoyed over the years.
Name Address Phone Number Fax your letter to the Hall (928-1279) or bring it by. We will make sure that she will get it.
“the re-employment of america”
It seems that the politicians, regardless of the party they are affiliated with, either can’t or won’t do anything to stop the loss of American jobs. Businesses do nothing but laugh at the attempts to enforce laws concerning the use of illegal immigrants. The fines they pay are a drop in the bucket compared to the money they save on the labor cost. Maybe it’s time the public got involved. It’s time we tell contractors if you want my business, either you use legal American labor, or I will find someone who will. It may cost you more, but the extra money you spend will stay in this community and enrich the economy, rather than being sent home to the workers home country. When these business people start losing more money than they are saving by using illegal labor, then they will start re-employing America. Then these illegal people who can no longer find employment will go home or go through the proper steps to become legal, and begin to pay their share of taxes. At that time you will begin to see less of your taxes used to feed, clothe, and educate people that don’t pay taxes. Then you just might see the re-employment of America.
“at&t Mobility”As you all know by now, we have a new vendor for FMLA and disability, and it has been extremely difficult to totally understand the instructions when attempting to contact these people. I will attempt to explain the steps for FMLA: 1. Contract work force employees are required to report all FMLA related absences on the day of. They will code your absence FMLA pending no pay and will send an email to employee and their manager advising them to report to the MCPCA. 2. All FMLA absences must be reported to MCPCA within two (2) days of your return to work. (Do not report the absence prior or the claim will not be submitted until you call back to report your return to work. This will keep you from having to make more than one call.) 3. Employees must be employed for 12 months and must work 1250 hours in the 12 months prior to the start of the absence. As you can see this is a self service option. Disability: If you anticipate going out on medical leave for your own illness or injury that will cause you to be out, absent 8 or more consecutive days, you will have to call this group (Integrated Disability Service Center) at 866-276-2278 to file a claim. Since we are now using the Integrated Disability Service Center (Sedgwick CMS) for our Short Term Disability claims administration there will be some changes to the process. 1. You will be required to let Amanda Prestridge know your Anticipated Return to Work Date once you have filed for Short Term Disability. Amanda Prestridge will initially code your schedule, pending Short Term Disability (STD) for 2 weeks until she can determine an anticipated return to work date for your absence. She will contact you within 2-3 days after being notified that a claim has been opened and is pending. At that time, you will need to indicate how long you anticipate being out of work, the company will know how long to code you out for initially until a determination is made on your claim. Amanda will mail a checklist to you, advising you of your role and responsibilities for the proper processing of your claim. You will be responsible for knowing your return to work date and returning to work on the date Sedgwick advises you through your approval letter. If you are unable to return on the date Sedgwick has identified, then you will be required to contact the IDSC to extend your claim. If you fail to return to work on the date Sedgwick has indicated in their system and you have not requested and extension, a Return to Work Letter will be mailed to you indicating that you need to return to work, or contact Amanda for your options. 2. We are no longer able to print blank forms to provide you when you go out on leave. These forms will be mailed to you upon filing the claim from IDSC. You will have 15 days from the day you open the claim to provide the necessary medical documentation to support your absence. 3. Short Term Disability runs concurrent with FMLA. So if you are approved for Short Term Disability, the amount of time you are out on STD will be deducted from your FMLA balance if you qualify for FMLA. 4. If your STD claim is denied, it will not automatically be considered for FMLA. We will have to open a separate claim for continuous FMLA and you will be required to provide medical documentation for this claim within 15 days of opening the claim. If your claim is subsequently denied for FMLA, then the absence will count against you according to our attendance guideline. 5. Please direct any questions regarding pending/approved/denied claims to the IDSC (Sedgwick CMS) at 1-866-276-2278 or Amanda Prestridge at 225-297-4014. She will do her best to assist, however the information available to her is limited and she may have to direct you back to IDSC. AT&T Mobility ONLY: Other helpful information:
- Work force –866-802-7559 Please follow your local resource call in procedures. - Mobility Centralized PCA Group (FMLA Intake) – 866-706-5772 Hours of operation: 9am-6pm EST Monday – Friday. There is no internet reporting option for FMLA. - Sedgwick CMS (Workman’s Compensation) 1-866-276-2278 - HR One Stop (Questions regarding your FMLA claim) 888-722-1787 Hours of operation: 9am-7pm EST Monday – Friday. - (Call Center Absence Manager) Amanda Prestridge 225-298-4014 – Local Contract
AT&T Mobility resources: - HR/Payroll Hotline inquires should be directed to HR One Stop 888-722-1787 - AT&T Benefits Service Center (insurance questions) 877-722-0020 (you can also access them via the internet at http://resources.hewitt.com/att) - EAP (Employee Assistance Program) Bargained Employees contact – Magellan Behavioral Health 1-800-984-9135 (you can also access them via the internet at http://magellanhealth.com) Management Employees contact – ValueOptions 1-800-554-6701 (you can also access them via the internet at www.achievesolutions.net/att) - Questions on eligibility or coverage should be directed to HR One Stop, your local contact, or from work you can go to http://ebiz.sbc.com/hronestop. For access from home visit http://access.att.com. - You can view your FMLA status tool which can be found on HR One Stop. From work you can go to http://ebiz.sbc.com/hronestop. From home you can visit http://access.att.com.
Special Note: All web sites are accessible from any internet connection.
If you are seeking FMLA protection for an absence due to a serious health condition or to care for a family member with a serious health condition: Request FMLA Protection for an absence -To request FMLA for an absence you must contact the Mobility Centralized PCA (MCPCA) Team at 866-706-5772 within 2 business days from the date you return to work or as soon as the need for FMLA is known. You will be advised by the MCPCA team if you meet the eligibility requirements for FMLA. AT&T Mobility ONLY: -You will need to provide the following information when making your request: First date of absence Return to work date or projected return to work date (NOTE: If you have not returned to work when you call to report the request, the process will only be initiated. However, you will be required to call back upon your return to work so the submission can be completed. Verification of whether the absence was for self or a family member, if family, relationship to you and/or name of child (if applicable). Reason of absence - You will not be required to disclose private health information, but you will be asked to verify whether this is for a new or existing condition, or whether you already have medical certification on file. Dates of absence and the number of hours/minutes for each date that you are requesting protection for. Verification of whether absence was due to illness or appointment. Date you notified your supervisor/attendance line of the need for FMLA.
Required Documentation -You will receive paperwork (FMLA form) from the FMLA Operations Team that will need to be completed by your healthcare provider. This paperwork is bar coded with your specific information and has a specific due date. The paperwork must be completed and either faxed from your healthcare provider’s office OR you can mail the original forms to the FMLA Operations Team. NOTE: The FMLA Operations Team will not accept faxed paperwork unless it is faxed from the healthcare provider’s office. The healthcare provider may fax completed paperwork to: 888-307-3652 (please ensure a fax confirmation sheet is obtained) You may mail the original document via US Mail to: AT&T FMLA Processing Unit 105 Auditorium Circle, 9th Floor Annex San Antonio, TX 78205 It is your responsibility to ensure that the required forms are submitted to the FMLA office with 15 days (plus 5 days US Mail) from the date the FMLA paperwork was mailed to you.
“change on job performance discipline” This is for Job Performance only Performance related discipline time frame changes: Levels of Discipline New Time Frames Counseling Notice 3 months Written Warning 4 months Final Written Warning 6 months Dismissal Dismissal
-Sheila Farrar-Thompson All information above refers to only to AT&T Mobility
Consumer 2009The beginning of 2009 has brought about many changes in Consumer. We said good-bye to the acting Center Director Pauline Rule, who I have to admit worked very well with the union to get things done in a positive manner. Baton Rouge 1 did get a new Center Director, however, I have not been introduced to her yet, so there is nothing I can officially tell you about her. The new in is “out”, out by way of forced resignation. If in the company’s view you are not meeting your numbers in incubation or as a Sales Associate, then resignation is what the company is offering. Many Sales Associates are taking this option without seeking the advice of the union, until after the fact, by then it’s too late to change the situation. We are losing new Associates at an alarming rate due to this practice of forced resignation; we have seen one class go from 15 people to 3 people in a matter of a few weeks. Don’t resign unless you really want to go! I can not stress enough the importance of “Disclosures” and “Recap” they are in place for a reason and failure to Disclose or Recap on all appropriate orders fall under the guide lines of misconduct, simply put failure to do so can cause you to get an entry or lose your job. One would think that with the present state of the economy the required sales objectives would change, they are not. We know that times are hard and all we can request of you is that you offer on very call, be familiar with the products and services that the company has to offer, become the expert, and do the best job you can. If you didn’t sell it, don’t count it, your job is not worth it. Overall, the atmosphere in Consumer is stressful; everyone is feeling the pressure to make the numbers. For some, their jobs hang in the balance, no one seems to take into account that as consumers’, we are all analyzing our present situations and spending less, we are making cut backs where we can, however, the only cutbacks AT&T is making is our JOBS.
In Unity,
Naomi Riley Chief Steward Consumer
Small business2009 has brought in a lot of changes to our office. Some were very positive, others will require some adjustment. We are down to 2 teams for a few reasons. Reps are getting walked out (for CPAT violations and attendance) and AT&T is not starting any new classes at our location. Since we no longer receive a “Daily Dollar” report we will have to come up with a new way to track our orders, especially those that are dated out. Reading the “No Netting” information we received, you would think there would be a report that shows us what is issued, posted, cancelled and pending since it mentions L orders for charge-backs on services removed in less than 120 days. Don’t think that because we can’t see the orders issued, posted, pending or cancelled, that someone out there doesn’t have access to that information. We know they do! CPAT is still listening! We have got to do the right thing at all times. If in doubt as to whether you recapped the item with the customer, please leave it off until you can call that customer back and issue on a subsequent order.
-Myra Broussard Chief Steward Small Business Marketing “at&t mobility orange contract bargaining”As you all know, bargaining is currently going on for the Orange Contract which includes all Districts except 3, 6, and Puerto Rico. We in District 3 will be facing the same battle next year. It is important that members in District 3 express our support to our fellow brothers and sisters in their fight for a fair contract and let them know that we are behind their effort. What the CWA Member gets in bargaining sets the stage for what District 3, 6 and Puerto Rico will be dealing with next year. You can keep up with bargaining by accessing the District 3 web site. The web site is undergoing revision at this time but will soon be ready. http://district3.cwa-union.org WELCOME NEW MEMBERS!BST/AT&TRinaldi Jacobs, Jr. Rusty Aucoin Layth Batarseh Jeremiah Bell Pamela Bennett Adrian Briley Kimberly Brooks Tressa Butler William Connerson Peter DeVries Hazel Dillion Kieshia Doherty Zachary Eskins Maurita Hall Trachea Greenhouse Jessica Hayes Feliz Hill Attallah Lewis Bernadette Lorden Shalisa Myres Rose Sanders Herschel Thach Radley Walker Paris Watkins Crystal Young Christopher Boyd Neisha Cummings Valisha Davis Jennifer Elliott–Buffington Jacinth Banks Tracy Fields Zenaida Houston Jessica Mitchell Chasity Northern Elvin Presley Topeka Randle Katrina Richardson Courtney Scott Schwana Scypion Vermykia Watson Keoshia Anthony Sierra Bankhead Lakisha Banks Catina Batiste Kimberly Simon-Boyd Kenyata Brisco Angela Burkhalter-Clark Julia Corner Renita Boudreaux-Dillon Jacqueline Gray Annette Holmes Nakeitha Hubbard Johnnie Jackson Shantiel James Tiffany Jefferson Andrea Jones Demiska Morgan Duke Tilley Brittany Robertson Dewan Sheppard Lashotta Smothers Jena Whitfield Patrick Carey Brian Guy Keneshie Morrison Jerome Nelson Natasha Smith Tiffany Ross Latisha Bates Williams Butler Tahitia Clark Russian Coleman Dondre Gaines Inga Harris Dominique Hayes Shanton Hughes Britt Ikerd Jasmine Jackson Lakisha Johnson Melvin London III Albertine Neely Junia Richard John Prudhomme II Shawn Selders Nancy Shelton-Taylor Nancy Williams
Cingular/AT&T Wireless
Summer Brown Heather Bruins Shannon Oby Ashley Baptiste Bettina Hawkins Kristine Lambert Andrea Moye Daniel Rathban Ebony Rudeau Jano Simon Tiffany Theriot Mary Whitted Hadiyah Ahmad Tammie Hamilton Jontue Holmes Vickie Joseph David Rivera Alma Thomas Patricia Whitstine Chandra Carter Arthur Ellis, Jr. Jai Gibson Rachel Hoffman Tamika Holmes Melvin Jackson Dana Poindexter Renee Robinson Gene Ross, Jr. Junior Stanley Shaquette Sutton Terry White Xaviere Whitley NEWSLETTER TEAMTom Fontenot Jo Ann McCauley Lisa Harrison Rainwater Barbara Kennison Brittany Daigle
CONDOLENCES Please join us in extending our sympathies to those members who have lost a loved one recently.
Michael Juneau Father –In-Law Terry Singer Father David Singer Father Kirk Daigle Father-In-Law Dwight Boeneke Father-In-Law Jo Ann McCauley Sister-In-Law Edrius Stagg Father Barbara Smart Brother-In-Law Lakechia Burley Brother James Burnett Sister Dennis Marcantel Self Herschel Thach Mother Glynn Ball Mother Reynold Bourgeois, Jr. Mother Lance Nettles Grandfather retirees Setember 2008 thru January 2009Thanks for you loyal support over the years and best of luck in the future. Dorothy M. Berthelot Lillie R. Petty Deborah W. Parker Alicia S. Waters Veronica E. Sanders Mary W. Green Carolyn C. Adams
WEAR RED ON THURSDAY!
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