Thread regarding Altice USA (Cablevision) layoffs

@LJQdleT-2rma

you sound like another management shill... Either that or you have absolutely no understanding of how unions work.

Brooklyn had no leverage at the bargaining table because all the other shops left them on the island to go up against Hilber. Read the NLRB court documents where Dolan said that he was gonna put Brooklyn in a corner and just let them rot.

Back in 2012, had all the shops unionized (or at least the Bronx) we would've had much more bargaining power which would've enabled us to get a better CBA.

It's unbelieivable how even now with Altice, techs can't see why we need to be unionized. God help us all.

Why does everyone assume that a union will get them anything? All they can do is try to negotiate. That's it. And the best they can get is parity. Sorry, I want more. What's the union going to negotiate, a 4% raise over 3 years? They can't guarantee employment either. Why are you placing so much faith in something that so far has demonstrated through Brooklyn that they will get me nothing?? Sorry. I know it's a personal choice, so do what you want, but when looking at facts, including the union's history, I'd rather not lock myself into a unions empty guarantee.

"ME TOO CLAUSE" excerpt from Brooklyn Collective Bargaining Agreement

ARTICLE XIX: EMPLOYEE BENEFITS

Subject to the Company's rules of eligibility and applicable law, each bargaining unit employee shall be covered by the following Company benefits on the same terms and conditions as they are made available to non-bargaining unit employees employed by the Company in the state of New York. The Company's discretion and judgment as to the interpretation of, eligibility for, and practice under the respective benefits shall prevail. The Company may provide any such policies, programs, or plans itself or through a third-party vendor or by changing a third-party vendor.

• Employee Assistance Program

• Employee Product Program

• Employee Services Program

• Commuter Program Policy

• NY State 529 College Savings Program

• Savings Bond Program

• Bethpage Federal Credit Union & TD Bank Policy

• Flexible Spending Account Policy

• Wellness Program

• Group Legal Plan

• Employment Verification

• Operational Recovery Program

• Inclement Weather Policy

• Dress and Uniform Guidlines

• Travel and Entertainment Reimbursement Policy

• FreshStart

• Vacation Policy

• Personal Time Policy

• Holidays Policy

• Sick Leave Policy

• Workers' Compensation

• Income Protection (Short-Term and Long-Term Disability) Plan

• CHOICEPlus Medical Plan, Cablevision Dental Plan, and Cablevision Vision Plan

The Company may modify, change or eliminate these benefits provided that such modification, change or elimination applies to non-bargaining unit employees employed by the Company in the state of New York.

First off, name calling and/or cursing your fellow technicians isn't going to solve anything. The cuts we've seen are just the tip of the iceberg. It's a pretty simple math equation. If you can deal with the cuts that have been made, and can deal with another 20% cut over the next couple of years (this includes additional time loss when the company moves to PTO, a large raise in Health insurance that's coming in 2018, and a pay cut that is coming with the move to the new Company (though the first year you will not feel it do to some smart trickery by the Company), then I say the smart move is lower your head, sign the form and move on. If you cannot adjust to those changes, and I'm one of those, then I say fight. And there aren't many ways that this can be fought. You can go to your local politicians and see if they can help; you can get a free consultation with an employment lawyer to see if there are any options, or you can try to get the union in. The only way the union will work is if a large portion of Optimum USA joins this time. The reason Brooklyn had so much trouble is they were left out to dry. They were the guinea pig. And thanks to them, we all benefitted at the time with huge raises to keep us from joining. In the end I'm not telling you what to do. But I am saying to really think about where you stand on all this and then TAKE A STAND one way or the other. But DO NOT turn on each other.

The me too clause applies only to benefits not pay and that's because Brooklyn is one shop the more employees the more power to negotiate

all im saying people better have their lawyers look over the paper work before they sighn that ats bs. Altice os very savy no wonder the costumers in france dropping his service his company s---.And we will find out real soon.

Show me that me to clause cause thats a lie

What you idiots neglect to realize is that the Brooklyn depot who has a union contract still lost everything the non Union depots lost. It's called the me too clause. So please tell me again how the union helps??

And with all that being said, there are still techs eager and ready to take that 10% pay cut for ATS. They think management will view them more favorably for being such good sports and helping the billionaires out in getting their new venture off the ground. What's 10% right? It's nothing and you won't even feel it. But that 2% towards union dues... now THAT'S a ripoff!

Looks like there's ONE tech with a brain. Show up at the meeting on the 8th and toot your horn. BRAVO to you my friend. It's apparent very few guys have the balls.