Altice will NEVER explain it to you. If YOU need proof that "union dues" was never a "big deal", then check out what a technician going by the moniker "Kanobee" said. He made an outstanding point.... a point that probably went by everyone here. And I give him credit for bringing it up. It was an astute, but clever comparison.
During my time with Cablevision, we had 8 sick days and 3 personals to use. We were also given HOLIDAY PAY, which was equivalent to a week's salary. A generous gesture from the company for Christmas. That was 2 years ago. When it was a joy to work for the company. But from what I've read and heard, things have REALLY changed. Not being there and not knowing the EXACT changes that have been made since then, I'll assume one thing. From what I've read, I assume you have lost the holiday bonus... one week's pay.
If you were earning $20 per hour, your weekly salary would be $800 (40 hours per week).
Union dues, at 1.7% amounts to $27.20 per paycheck, or $13.20 per week. There are 26 paychecks a year.
Now.... I ask you.... which is the lesser of the two evils?
If given the choice of one or the other, which would YOU have chosen? Pay $13.60 and keep $800? Or, lose $800 (no union)..... period? Yes, a loss is a loss. And no one wants to pay anyone for anything, if we can help it. We all think that way.
I won't use hindsight as a reason why joining a union would've prevented your loss. No one can predict the future. What if.... we should've.... ya see, I told you so. That doesn't help.
One thing is for sure.... NO COMPANY can instantaneously, or arbitrarily, at the last minute, at any time, change in any way, your earnings... if a contract was in place. Whatever is stipulated in your contract, whether it be holiday pay, number of sick and personals, lateness, disciplinary action, can not be changed, altered or erased. In other words... Altice is LEGALLY bound to the contract. PERIOD. The same goes for the signee... YOU. If bonus pay was included in the contract, YOU would've received your bonus.
Remember, the union MUST "push" for what YOU are asking for. The union is suppose to represent YOU. If technicians agree that 4 sick days will suffice, then that is YOUR call to make. YOU decide what the issues and concerns are. All contracts are ratified by the union members.... YOU. If you don't like what you read.... then YOU say NO to the agreement. Simple. There is no gun to your head.
So when you read things like "unions will sell you out", or "unions are in it for the money", then the assumption is that your understanding and comprehension of the English language needs assistance.
If you sign it, you understood it. If you sign it, you agree. If you sign it, you've read it. But if YOU don't understand it.... then for God's sake.... ASK SOMEONE. Of course... don't ask management for clarity.
And if YOUR MATH is telling YOU that you were better off losing $800, then, my God.... DON'T invest in stocks and DON'T do your own tax returns.
Right now, YOU do not know if there are future plans to eliminate more paid days. YOU DON'T. Only Altice does. And Altice currently has the legal right and authority to alter any rules, at any time, for the benefit of the company. If YOU owned the company, YOU would want the same advantage. It's common sense. And employees have the option to quit. Take it or leave it. They'll find someone else in a heartbeat.
Signing a union contract simply GUARANTEES what is stipulated within. Whatever is in there... that's the deal. If you're not sure of what a contract would look like, there's a link at the bottom for you to see. It's only 18 short pages. No big deal. It involved the IBEW and COMCAST... a cable company... like yours. It's new and in simple English. Take the time to read it. But remember, this is for COMCAST. It is NOT guaranteed YOU will get the same. That's the union's job. And it's YOUR job to decide "yes" or "no."
Thank you poster Kanobee. Hopefully, you've awakened those who have been asleep behind the wheel.
Here's the link...
http://ibew827.com/sites/local827d6.prometheuslabor.com/files/comcast_fairfield_2015-2018_approved.pdf