It wasn’t easy, but we did it! We got Frontier to sign on the line that is dotted! I’m not going to lie, the negotiations got physical, but that is what your Union is all about. We gave a little, but we got a lot in return. Our benefits got cut somewhat, but we are going to get some cash in our pockets! In addition, Frontier has agreed to our #1 demand of contributing money to groups that will help change this country, like BLM and Antifa. The Union is your Union and now we can all celebrate together! Solidarity!
37 replies (most recent on top)
Not much difference in benefits these days buddy plus those of us who can sell (unlike all of you lazy barely-graduated-from-high school techs) make more at Spectrum and we don’t have to deal with all the union baggage.
Tell me how you are going to have the same pay and same benefits at Spectrum.
News flash you aren't.
And if you can get better elsewhere. THEN GO.
Spectrum is a much better place to work. If you notice not many of their employees come to Frontier to work but lots of people leave Frontier to go there.
Re: @6cpd+1awOUUyc
You're free to go work for Spectrum or another company. Buh bye
Irony: union workers are the very definition of freeloaders
I’ll be getting over $2000 in retro pay when this new contract is signed. I would call that a win for us.
You just got hosed on the contract and you're worried about retro pay. I guess little hope is better than hopelessness
Well if you're not a dues paying member keep your c*ck holster shut about the contract. Go work somewhere else if you don't like it freeloader.
Smart people don’t pay em
If you're not paying dues why are you worried about how the vote may or may not go? Why don't you sit this one out freeloader.
The membership have to vote the contract in first before any retro pay will kick in. We should be receiving ballots hopefully soon.
When will we get our retro pay raise? You think it will be on the next paycheck?
8months until a name change
LOL only 8 months of actual job security. You gotta be du-b as a box of rocks to vote yes for this contract. Then again most of you still pay dues so.....
I told my coach I was mad because I got to put out more money for insurance. He said he coming over to show me other ways to put out. What he mean by dat??
The union has no say in what charities the company donates to. Especially since it has no money to donate at this point. This confirms how du–b union laborers truly are, believe anything! Cletus has sucked the soul out of leadership to sell you this dream, keep paying those dues and dont ask questions!
Open enrollment for medical will be in the Fall again. So right now, you are locked into the plan you already have (unless you have a qualifying life event that allows you to modify before annual enrollment). Once open enrollment hits, you can compare the PPO and EPO options then and decide which is best for your situation.
Many people just continue with what they already have and never log–in to review their options and all other detail. Also, for the medical plan that is not the Union "Sponsored Active Medical Plan", then Frontier will need to notify what those changes are.
THANKS for the reality due–diligence on the post confirming a medical DEDUCTIBLE already exists (& btw, is always has!). People actually confirming facts is so rare these days! You are in an elite group! What you've posted there is the PPO. Keep in mind, there's also an EPO option. The PPO and EPO do vary between cost, copays, deductibles and coverages. It's a personal choice which you choose, of course. I'll boldly assume folks do their homework each benefit enrollment period to drill–down and compare to decide. It's ALWAYS been clearly laid–out right there in the annual enrollment docs! If my memory is serving me right, pretty sure the union–sponsored one is the PPO one and the TA summary and CBA only outline the info for the Union–sponsored one, of course, and that's the way it should be! But don't go by guesses or what someone says, you'd have to double–check if the PPO is the Union–sponsored plan. Both the PPO and the EPO are Blue Cross, both have the same provider directory, but the cost, co–pays, coverage amounts and deductibles do vary! It's YOUR CHOICE and has always been. The Union will only quote which one they sponsor –– which is all they should be doing! I have flipped back and forth between the plans over the years (at enrollment time) based on what my medical situation is, or anticipated to be.
I completely agree that a comparison of the changes of what we currently have vs what we lost would be extremely helpful for the vote. Thanks again for helping to try and quell the ridiculousness of folks who rush to post inaccurate information based on what they think and seem resistant to wanting to confirm anything. Confirming facts of medical coverage is not an opinion, so I have no idea why people just want to bash from their own closed minds of what they think –– and then it perpetuates the false inaccurate info. Hopefully more folks will slow–down and fact–check before bashing or posting false info.
Just went to Frontier Benefits Center http://www.frontierbenefitscenter.com, and downloaded the sheet for the blue cross blue shield word document. You are correct there is a deductible currently. The one on the current contract is a bit higher. The union would probably be better off doing a comparison of the changes of what we currently have vs what we lost. It would eliminate a lot of confusion especially with the upcoming vote.
This is from the current word doc eff jan 1 2021.
Annual deductible
The annual deductible is the first $575 each covered person pays out-of-pocket before the option pays benefits for covered services that are subject to the annual deductible. See the “What Is Covered”section under the Anthem Preferred Provider Organization (PPO) option for covered services information.
Eligible expenses for several illnesses or injuries can be added together to meet the annual deductible, but some expenses do not apply toward the annual deductible.
For covered services subject to the deductible: once you meet the deductible, you will be responsible for paying any applicable coinsurance.
The deductible varies based on how many dependents you cover.
Annual Deductible amount, if you utilize the “Participating Providers”:
• Employee only – $575 deductible.
• Employee + 1- $1,150 deductible
• Employee + 2 or more – $1,437.50 deductible.
Wrong, check actual details. Always been both copays and deductible. If you never had anything major done, you weren't affected by the deductible. It's not car insurance. Start checking actual details, not what you think. Join reality.
Some of us have had to use the insurance for doctor's visits, we've always had COPAYS not deductibles. A deductible means we pay the costs up to the amount of the deductible. After that the insurance kicks in.
So if you go to the doc and the office visit is $200 then guess what? YOU PAY THE $200 visit! This happens until you reach the deductible amount.
Apparently you haven't needed to use your medical insurance much, so good for you! There's ALWAYS been a deductible!!! Show me one insurance plan that doesn't have a deductible!
So we have a deductible for insurance now???
Seeing the medical portion, the monetary increases and the forcing us to Medicare at 65 you would think the Union is supporting the Democrats push to socialized medicine?
I was being facetious.
This should remove all doubt of where the Unions loyalties are. They are not with their members.
Remember, Prunn sold is down the road with the previous cr–––y contract. Remember the one where everything "was in accordance to the ACA/Obamacare? Afterwards he was rewarded with a cushy job at International IBEW.
Vote No on this TA.
The Superbowl picket worked!! Thank you Cletus for pounding them into submission
CBA Highlights
Wage Increase (GWI)
2019 – 2% (Retro July 21, 2019)
2020 – 2% (Retro July 10, 2020)
2021 – 2% (Effective July 18, 2021)
2022 – 2% (Effective July 24, 2022)
MOU–Final Settlement Agreement 2019 (Ratification deadline Saturday, May 15, 2021) will remain in effect until 11:59 PM July 22, 2023.
Temporary Work Assignment – SST II Copper employees may be temporarily assigned to SST II Fiber for more than (180) days in a calendar year. Likewise, SST II Fiber employees may be temporarily assigned to SST II Copper for more than (180) days in a Calendar year.
Job Classification New Title – Title Name change only.
Business Zone Technician I = Sales and Service Technician I
Customer Zone Technician I = Network Technician
Customer Zone Technician II = Sales and Service Technician II Copper
Fiber Network Field Technician = Sale and Service Technician II Fiber
Dispatch and Translation Specialist = Dispatch Clerk Group 1
Dispatch Clerk = Dispatch Clerk Group 2
Cable Monitor and Dispatch Specialist = Dispatch Clerk Group 2
Duration of Agreement
(2019) Date of Ratification effective through expiration July 22, 2023
Sponsored Active Medical Plan
Monthly Premiums Effective June 1, 2021
Employee only $110, Employee + 1 $220
(add $50 for Tobacco users)
Monthly Premiums Effective January 1, 2022
Employee only $125, Employee + 1 $250
(add $50 for Tobacco users)
Monthly Premiums Effective January 1, 2023
Employee only $140, Employee + 1 $280
(add $50 for Tobacco users)
Annual Deductibles 2021
No Change both In Network and Out of Network
Annual Deductibles January 1, 2022
In Network Out of Network
Employee only $675 Employee only $950
Employee + 1 $1,350 Employee + 1 $1,900
Employee + 2 or more $1687.50 Employee + 2 or more $2,375
Annual Deductibles January 1, 2023
In Network Out of Network
Employee only $750 Employee only $1,000
Employee + 1 $1,500 Employee + 1 $2,000
Employee + 2 or more $1875 Employee + 2 or more $2,500
Annual Out of Pocket Maximums 2021
No Change both In Network and Out of Network
Annual Deductibles January 1, 2022
In Network Out of Network
Employee only $1,775 Employee only $2,375
Employee + 1 $3,550 Employee + 1 $4,750
Employee + 2 or more $4437.50 Employee + 2 or more $5,937.50
Annual Deductibles January 1, 2023
In Network Out of Network
Employee only $1.925 Employee only $2,550
Employee + 1 $3,850 Employee + 1 $5,100
Employee + 2 or more $4,812.50 Employee + 2 or more $6,375
Maximum Allowable Amount
Effective January 1, 2022 Out–of–Network Maximum Allowable Amount after deductible satisfied changes to 60% through remainder of contract. No change for 2021.
Emergency Room Copay
2021 – No Change
2022 – $100
2023 – $100
Copay’s
Doctor’s Visit– PCP, OBGYN, Diagnostic Lab, X–ray in Outpatient Facility, Urgent Care, Mental Health Outpatient
2021 – No change
2022 – No change
2023 – $25
Specialist, Chiropractic, Physical/Occupational Therapy, Speech Therapy,
2021 – No change
2022 – No change
2023 $30
Immunizations
100% of NNF (Immunizations include but not limited to Influenza, Pneumonia, and Covid19)
AIM Musculoskeletal Program
Effective January 1, 2022, prior authorization will be required before any join surgery or spinal treatment.
401k Savings Plan Company Match
Effective Ratification company match contribution will be 72 cents for every $1 contributed upto 6% for pension eligible employees.
Retiree Medical Benefits
Employees who retire during the life of this agreement and who meet the eligibility requirements shall be eligible for post–retirement medical benefits for both the retiree and their dependents until the retiree reaches Medicare eligibility. Medical benefits end for all including dependents when the employee becomes eligible for Medicare.
Current retirees will retain their benefits as–is.
Job Security
Company agrees that effective through December 31, 2021 it will not lay off, downgrade, or involuntarily terminate any CBA covered employee.
Commitment on Florida CPE Work
The Company agrees to continue its commitment that Florida Business CPE work that is currently performed by Covered Employees will be assigned to and will be exclusively performed by Covered Employees through July 22, 2023.
Work At Home (WAH)
The company will not require any employee who, as of April 23, 2021, who is not working from home to work from home to the extent the Company implements work at home for that employee’s work group.
The company will supply employees with a working chair to be used at home. The company will provide a one–time allowance of up to $200, reimbursable after an employee provides proof of purchase, for buying a workstation. (Desk or other furniture appropriate for conducting work).
Accretion of Supply Chain CBA13 into Core Agreement CB11
Supply employees will be moved into the Core agreement effective upon ratification.
Grievance Process
Extended days from 10 to 15 in steps. (Stewards to be notified of changes)
Upgrades
All Solutions Consultants in Wage Schedule A5 to be upgraded to Customer Contact Sales Associate in wage schedule D1A.
Can someone please post a copy of the new contract?
Our dues were supposed to go to the Maoist party of Tampa! Marxism for all!
You people do realize most of these post are from a troll.
You guys are fu----g id--ts! Cletus stated our union dues go to the Democratic Party, therefore the Dems use that money to fund groups like Antifa and BLM. Frontier doesn’t donate no money.
Ah so we have to randomly be the little spoon for any manager that needs cuddles? In return we get a crisp $5 bill?
$20 for a reach around?
You said that benefits got cut. That is so vague. What benefits exactly?
Why would any union dictate what charities a company contributes towards? Frontier is stupid if they allowed that.
I’m so glad I quit paying union dues
Who the fu–k cares about donating money to BLM and ANTIFA really? How about just getting a contract where people don’t get screwed out of what they were already promised. The union is worthless and has been for 15 years.
Guarantee we got hosed in that contract.
When do we get to see the details of the new contract? You say we lost benefits? Like how much?