There has been a lot mentioned about the MOA protecting union workers inside and outside from layoffs.
When in 2024 does it expire?
Does it only apply to the SE region?
17 replies (most recent on top)
Much less base in the SE.
To the last post, those stats are incorrect. I work in district 4, and our current base pay (day shift, no OT added) is $47.27 hr. We are DEFINITELY $50 hr on average! (Working Sunday Heightens it) there are SEVERAL groups that see 100k without touching ot at top craft! I just had to make that known.
- Top base pay for highest lvl Union techs hourly rate isn’t $50 an hour, much lower.
- If a supervisor wants to make overtime then they need to take an hourly position. Never happens, they have too many other perks, better 401k match and get bonuses.
- Majority of overtime, with exceptions (there are a few OT hogs) is forced. Like having to work on Sundays, Holidays, 6+ days a week, evenings or nights, area storm damage, etc..
- The few that do make $125k+ a year, pay dearly in a poor work/life balance, they are at work way more than they are at home.
- Most techs would rather be home and have a balanced work/life schedule.
Union wages are ki-ling this company! I know technicians that have made anywhere from $125k-170k in one year with their overtime! That is really good money considering they're making almost $50/hour! Some easily make far more money than their immediate supervisors!
Stankey and Randell have disposed, lost more money than you could imagine . Stop it .
The company has a lot of forced overtime, guess why? It’s better to pay 20-30% more wages than add headcount with all the additional yearly wage and benefit liabilities. Simple math, simple business decision. A few do want the additional OT but most technicians I know don’t want that much overtime, they have better things to do, like spending time with their families. It’s called work/life balance.
Union wages are ki-ling this company! I know technicians that have made anywhere from $125k-170k in one year with their overtime! That is really good money considering they're making almost $50/hour! Some easily make far more money than their immediate supervisors!
Trolls! As previously stated, occupational has been reduced continually for years. Union contracts have already been extended in other parts of the company, will be the same going forward for the SE and other CWA districts. Nothing to see here!
The Big Show is at the management level. The company is spreading the peanut butter over the multiple layers of the higher salaried staff and managers. I remember over 25+ yrs ago. the newspapers, tv news and financial reporters on Wall Street constantly reporting on how the Bells had way too many layers of managers for every occupational employee. The company had overflowing cash revenues to support it then, not now. Not much has changed since then, with the exception of there being an even bigger ratio now of Managers vs Union (occupational) employees due to attrition and layoffs over the years.
Managers are just now beginning to experience what occupational has gone through for years, time to cut the fat and there is plenty of it. The days of useless meetings, spreadsheets, power points and projects for job justification are over, only essential support and revenue generators will remain employed. If you were or are virtual, get ready for a layoff or report to your new contractual job soon. It’s what the company has to do to remain solvent. Doesn’t matter how AT&T got here (poor leadership), what matters is survival.
Good luck and hope you have a soft landing!
“ From the outside looking in. What’s to stop any company from off shoring craft workers to another firm once the current contract expires? The union would then have to negotiate with the contracted firm. Just wondering due to craft are essentially already contract employees thru the means of a union.”
Translation- Gigapower
maybe a few small enhancements like being allowed to p-e on your truck tire and drink bottled water instead of the bacterial filtered water served in the yards.
From the outside looking in. What’s to stop any company from off shoring craft workers to another firm once the current contract expires? The union would then have to negotiate with the contracted firm. Just wondering due to craft are essentially already contract employees thru the means of a union.
Perhaps the Union can go on strike, if negotiations break down like the UPS employees did to keep benefits or slight enhancements in the contract. IMO, don’t see a strike happening, the company knows the union will strike in mass like they did in SE 2019. It wouldn’t be beneficial to either side and the company can’t afford anymore negative press. Without occupational, the company would fold quickly, no one wants to see that.
The more likely scenario, is to extend the current contract with normal wage increases and maybe a few small enhancements. Examples; outside forces, taking a break in potentially deadly 90+ degree heat every other hour to cool off or reducing forced overtime hours. Small enhancements that don’t cost the company a lot of money but would be beneficial for the employees safety and work/life balance.
Perhaps the T union can do the same thing as Yellow…go on strike and force the company to declare bankruptcy.
Wireless contracts are ki-ling us
They’re protected past the se wireline contract expiring 8/24. Doesn’t track
1/1
Only outside techs titles (DT,FT,ST,OPT,Prem or Wire Techs) are protected. The company has been surplussing all other titles every quarter since it was signed. They was making a huge transformation to fiber and trying to sunset the copper network. It was interrupted last year by poor financial numbers so the company stopped a lot of projects and had to reduce capex drastically, the result has been a slow down in work but it is starting to pick back up.
12/29/2024