Thread regarding AT&T layoffs

“ Re "plus COLA"
Better read the agreement. The first 3% of inflation doesn't count. The remaining inflation will result in a wage increase equal to half the inflation. So, if the cost of living rises 6%, the first 3% doesn't count. The remaining 3% will result in a wage increase of 1.5%.

So, say we're talking 2023 and COLA is 6%. The employee will get 3% + 1.5% = 4.5%.
With COLA at 6%, the employee falls behind.

The devil is in the details. The membership should check out those details carefully.”

You’re asking a lot from card carrying knuckle draggers.

Re "plus COLA"
Better read the agreement. The first 3% of inflation doesn't count. The remaining inflation will result in a wage increase equal to half the inflation. So, if the cost of living rises 6%, the first 3% doesn't count. The remaining 3% will result in a wage increase of 1.5%.

So, say we're talking 2023 and COLA is 6%. The employee will get 3% + 1.5% = 4.5%.
With COLA at 6%, the employee falls behind.

The devil is in the details. The membership should check out those details carefully.

That's one way to keep food on that there table!

I live when people doubt others without doing any research themselves and just call BS.

It is15%. It's broken up over 4 years

5% effective February 12, 2022 (retroactive)

3% *plus COLA effective February 12, 2023

3% *plus COLA effective February 11, 2024

3% *plus COLA effective February 9, 2025

COLA stands for Cost Of Living Adjustment

So itll amount to roughly 15% after inflation each year the contract is active for, ending 2025

What have you done in your BU to quantify the 15% raise?

Every penny will be taken by healthcare costs.

15% over 4 years

And trust me, I've been here long enough to tell you, we'll pay for it one way or the other in the form of decreased commission (once again, happened TWICE last year for low volume stores) and / or increased insurance costs to pay the difference.

Anyone working for this company under the Orange Contract (or any contract for that matter if you're in sales) should only stay with the based on their hourly wage alone.

Commission is a complete and total joke now, and will continue to get worse to offset these union contracts every 4 years.

Going in 15 years now, I'm sitting comfy on this maxed out hourly pay scale making almost 24 an hr to sell overpriced cell phone plans (highest in the country comparatively) and WAY over priced features (lookin at you Protech)

Just do your bare minimum requirements and collect that high hourly. Trust me the minimum is a LOT less than you think or that you get threatened into believing.

But seriously, your sarcasm aside, sc--w this company. I'll keep complaining and everyone else should too. It's a horrible company to work for with whats allowed to happen in literally EVERY retail store. shady bordering on (and sometimes crossing the line) criminal sales practices (adding ghost Esim lines etc)

Sc--w their threats, they literally have ZERO power unless you're just TRYING to get fired by not following behaviors. They can't make you leave the store to prospect, they can't make you cold call to prospect, they can't coach or discipline to the numbers, they can't even discipline you for not demoing TV. All that's required is bringing it up in the interaction.

So long story short, take your increased hourly, focus on that. Keep complaining (because there is literally a mountain of things to complain about). And do the bare minimum, because I guarantee AT&T is only giving you the bare minimum that is contractually required back.

And anyone who thinks there's nothing to complain about, you need to switch beverages. Because that company kool-aid you're choking down expired around 2008