ARTICLE 1 – RECOGNITION
1 Certification of Membership
The Union hereby certifies that it represents the majority of the employees to whom the Agreement applies, and the Union is the acknowledged, designated and selected collective bargaining representative of such members. 2 Recognition
- The Company recognizes the Union as the exclusive representative of those employees whose current job titles appear in Articles 32 through 45 of this Agreement, and those whose job titles are created pursuant to the new titles provisions of this Agreement, and whose permanent reporting location is in a State within which that job title is listed in Appendix 5 and who are not represented by another Union and are not in another CWA bargaining unit.
- If during the term of this Agreement, the Union is certified by the National Labor Relations Board or is recognized by the Company as the collective bargaining representative of employees not previously so represented, who occupy job titles or occupations in which other employees are represented by the Union and are covered by this Agreement, such employees shall be included within and be covered by this Agreement upon the conclusion of any negotiations on any necessary amendments thereto.
3 Federal and State Laws
In the event that any provision of this Agreement should be modified or deleted to conform to any federal or state law or regulation, or any order, determination or ruling or regulation of a federal or state administrative agency or court, the Company shall notify the Union in writing. Negotiations shall then take place if requested by the Union. In the event of such negotiations, the changes proposed by the Company shall not be implemented until (a) agreement is reached, or (b) the Company determines that timely action is required by the law, regulation, order, determination or ruling, which ever occurs sooner.
ARTICLE 2 – COLLECTIVE BARGAINING
- The parties hereto agree that collective bargaining shall be carried on between the authorized representative(s) of the Company and the Union, and that no Agreement shall be effective and binding upon the Company or the Union unless and until it is reduced to writing and signed by the authorized representative(s) at the Headquarters level of the Company and the National level of the Union.
- This Agreement constitutes the entire agreement between the parties, and no waiver or Article 2
modification shall be effective unless signed by the parties hereto, and no such writing, applicable to any particular instance or instances shall be construed as any general waiver or modification, but shall be strictly limited to the extent and occasion specified herein.
- Mutual Respect
The Company and the Union recognize that it is in the best interest of both parties, the employees, and the public that all dealings between them continue to be characterized by mutual respect. To insure that this relationship continues and improves, the Company and the Union and their respective representatives at all levels will apply the terms of this Contract fairly in accord with its intent and meaning, and consistent with the Union’s status as the exclusive bargaining representative of all employees in the unit. Each party shall bring to the attention of all employees in the unit, including new hires, their purpose to conduct themselves in a spirit of responsibility and respect and of the measures they have agreed upon to insure adherence to this purpose.
ARTICLE 3 – DEFINITIONS
The following definitions are applicable within this Agreement: 1 Definitions Relating to Hours of Work
- Calendar Year
- calendar year is the period beginning January 1 and ending December 31.
- Calendar Week
- calendar week is the period of seven (7) consecutive days commencing on Sunday.
- Normal Work Week
- normal work week consists of five (5) normal tours or their equivalent during a calendar week.
- Scheduled Weekly Tour
The portion of the work week comprised of Scheduled Daily Tours, but excluding Non-Scheduled Days.
- Calendar Day
The twenty-four (24) hour period beginning at midnight.
One (1) of the six (6) days, Monday through Saturday, inclusive.
- Scheduled Day
A calendar day on which an employee is scheduled to work.
(4) Non-Scheduled Day
A calendar day on which an employee is not scheduled to work.
- Meal Period
A meal period is an unpaid period not longer than one (1) hour during which an employee is excused for a meal.
- Relief Period
A relief period is a rest period of fifteen (15) minutes which shall be considered as work time.
- Work Time
Work time consists of all time spent on the job in the performance of Company duties. Work time excludes meal periods.
- tour is a period of work time, whether scheduled or not, which begins and ends at a specified time, exclusive of any meal period. The starting time of a tour determines the day on which the tour occurs.
- Scheduled Daily Tour
The hours of work scheduled for an individual employee for a particular day, beginning and ending at a specified time, exclusive of unpaid meal periods and overtime.
- Normal Tour
- normal tour is the number of hours of work (exclusive of meal period) which constitutes a full day’s work for a full-time employee.
- Half Tour
- half tour is one-half (1/2) the length of a normal tour.
- Time of Day
Where time of the day is specified herein, it shall be local time.
- Night Tours (For all employees except Operator Services Employees covered in Paragraph 1(i)(8)):
- night tour is a Scheduled Daily Tour which falls wholly or partially within the time frames outlined below:
- Computer Services Employees covered in Article 33: 6PM – 6AM.
- Sales Employees covered in Article 35: 7PM – 7AM.
- Support Employees covered in Article 36: 7PM – 7AM.
- Information Management Services Employees covered in Article 38: 7PM – 6AM.
- Communications Services Employees covered in Article 41: 7PM – 6AM.
- Day Tour (For all employees except Operator Services Employees covered in Paragraph 1(i)(8)):
- day tour is a Scheduled Daily Tour which falls wholly within the time frames outlined below:
- Computer Services Employees covered in Article 33: 6:00 AM – 6:00
- day tour is a Scheduled Daily Tour which falls wholly within the time frames outlined below:
- Sales Employees covered in Article 35: 7:00 AM – 7:00 PM.
- Support Employees covered in Article 36: 7:00 AM – 7:00 PM.
- Information Management Services Employees covered in Article 38: 6:00 AM – 7:00 PM.
- Communications Services Employees covered in Article 41: 6:00 AM – 7:00 PM.
(8) Operator Services Employees covered by Article 37 (Operator Services):
- Day Tour: A day tour is a tour starting at or after 5:00 AM and ending not later than 7:00 PM
- Night Tour: A night tour is a tour ending from 5:30 AM to 7:00 AM, inclusive.
- Session: A session is the continuous time, including any relief periods, which an employee works without a meal period, or in a short evening tour, each of the two (2) periods separated by the two (2) fifteen (15) minute relief periods combined into one (1) thirty (30) minute relief period. The term session shall refer to both scheduled regular days and scheduled premium days.
- Scheduled Regular Day: A scheduled regular day is a day for which an employee will be paid for time worked at his or her Adjusted Rate plus applicable differentials.
- Scheduled Premium Day: A scheduled premium day is a day on which an employee will be paid at the overtime rate for time worked in excess of his or her normal work week.
(9) Information Management Services Employees covered by Article 38 (Information Management Services) and Operations Employees covered by Article 41 (Communications Services):
Basic Tour: A basic tour is the Scheduled Daily Tour which is most nearly representative of all an employee’s scheduled tours during a normal work week and is used for the purpose of determining eligibility for a shifted tour or night differential.
2 Definitions Relating to Wage Rates
- Standard Rate
The Standard Rate is the rate of pay assigned to an employee based on the employee’s job title.
- Adjusted Rate
An employee’s total rate, resulting from the sum of his or her Standard Rate and any applicable Wage Protection Allowance. Such Adjusted Rate shall be used to calculate overtime payments, percentage payments for tour bonuses, paid absences, termination payments, and basic pay for group insurance and Savings and Security Plan allotments.
- Daily Adjusted Rate
The Daily Adjusted Rate is the rate determined by dividing the Adjusted Rate by five (5).
- Hourly Adjusted Rate
The Hourly Adjusted Rate is the rate determined by dividing the Adjusted Rate by the number of hours in a full-time employee’s normal work week. For Operator Services employees covered by Article 37 (Operator Services) the Hourly Adjusted Rate is the rate determined by dividing the Daily Adjusted Rate by the number of hours in the employee’s normal tour.
- Hourly Overtime Base Rate
The Hourly Overtime Base Rate is the Employee’s Hourly Adjusted Rate plus:
- In any week during which the employee is entitled to a weekly night differential, the amount obtained by dividing the employee’s weekly night differential by the number of hours in her or his normal work week.
- In any week during which the employee is entitled to a daily evening or night differential, the amount obtained by dividing the employee’s daily evening or night differential payment by the number of hours corresponding to the employee’s normal tour for that day.
- Overtime Rates:
- Time and One-Half
Pay at one hundred and fifty percent (150%) of an employee’s Hourly Overtime Base Rate. Pay at Time and One-Half shall apply:
- For hours worked outside an employee’s Scheduled Daily Tour provided Scheduled Daily Tour is eight (8) hours or more. (Excluding Operator Services where 1 1/2 times is paid after shorter tours and those Operations employees who are currently paid overtime for hours worked outside their Scheduled Daily Tours).
- For hours worked in excess of forty (40) regularly scheduled hours during the work week. (Excluding Operator Services where 1 1/2 times is paid after shorter tours and those Operations employees who are currently paid overtime for hours worked outside their Scheduled Daily Tours).
- On a Non-Scheduled Day other than a holiday.
- Double Time
Pay at two hundred percent (200%) of an employee’s Hourly Overtime
Base Rate. Pay at Double Time shall apply for overtime hours paid at Time and One-Half in excess of eight (8) in the work week including payments for call-ins and call-ups paid at Time and One-Half.
- Double Time and One-Half
Pay at two hundred and fifty percent (250%) of an employee’s Hourly Overtime Base Rate. Pay at Double Time and One-Half shall apply to authorized time worked on the day on which a holiday is observed.
- Overtime Adjustment
When an employee receives one or more of the following daily or weekly allowances for performing certain work, an Overtime Adjustment shall be made as described in Paragraph 2(f)(5) below:
- Changed Schedule Payments
- Customer Premise Differential
- Fifteen percent (15%) Saturday Differential
- Heavy Equipment Driver Allowance
- Management Relief Differential
- Material Administrator Allowance
- Minimum Interval Differential
- On-Call Allowance
- Shifted Tour Differential
- Special Allowance
- Special City Allowance
- Split Tour Differential
- Temporary Assignment to Higher Occupational Job Classification
- Tool Cartage Fee Allowance
- Bi-Lingual Differential
(5) An Overtime Adjustment is made as follows:
Sum of Allowances Paid for Week divided by
(# of hours in Scheduled Weekly Tour + Overtime Hours Worked in Week) times
Total Overtime Hours Worked in Week times
.5 plus .009
- Wage Protection Allowance
The Wage Protection Allowance (WPA) consists of all forms of existing wage protection, including Green Circle, Red Line, Reassignment Pay Protection (RPPP), ATS Wage Treatment for Surplus/Lateral Placement, and any other forms of wage protection which result in a “protected” wage rate. 3 Definitions Relating to Types of Employees
The term “employee(s)”, for the purpose of the terms of this Agreement, shall refer only to employees of the Company included within the bargaining unit as defined in Article 1 (Recognition).
- Regular Employees
Regular employees are those whose employment is reasonably expected to continue for longer than twelve (12) months. A regular employee may be either full-time or part-time.
- Temporary Employees
A temporary employee is one who is engaged for a specific project or for a limited period with a definite understanding that employment will terminate upon completion of the project or at the end of the period. Temporary employment is expected to continue for not more than twelve (12) months. A temporary employee may be either full-time or part-time.
- Term Employee
- term employee is a regular employee who is engaged for a specific project or for a limited period of normally not less than one (1) year nor more than three (3) years with a definite understanding that employment may terminate on or before completion of the project or at the end of the period.
Term employees shall be treated the same as regular employees except that:
- They are not eligible to participate in Tuition Assistance and,
- The provisions of the following Articles shall not apply to term employees:
- Article 25 (Termination Payments)
- Article 26 (Technological Displacement)
- Article 27 (Reassignment Pay Protection Plan)
- Article 31 (Employees in Military Service) except as noted in Article 31.
- Full-Time Employees
Full-time employees are those who are employed for not fewer than the number of hours per week called for in the normal work week applicable to their work locations.
- Part-Time Employees
Part-time employees are those who are employed and normally scheduled to work fewer hours per average month than comparable full-time employees in the same job title, classification, or work group working the same normal daily tour.
- Non-Located Employees
- non-located employee is a construction employee who normally works at different locations as required and for whom board and lodging is normally furnished by the Company.
4 Definitions – Other
- Net Credited Service
Net credited service shall mean “term of employment” as set forth in the pension plan applicable to employees covered by this Agreement.
Seniority shall be determined by the net credited service of the employees affected. In force adjustment situations, when the affected employees have the same net credited service, seniority shall be determined by using the last four (4) digits of the employees’ social security numbers, 0000 being the lowest seniority, and 9999 being the highest seniority.
- Temporary Assignment to Higher Job Classification
Temporary assignments to higher occupational job classifications shall not exceed twelve continuous months without consultation with the Union.
ARTICLE 4 – AUTHORIZED UNION REPRESENTATIVES
- Notices Regarding Union Organization
The Union agrees that its President or a person duly empowered to act in the President’s behalf shall keep the Director of Labor Relations, or his designate, currently advised, in writing, of the representatives of the National Union who are authorized to deal with the Company regarding employees in the bargaining unit and regarding such matters as designating the Locals which have been established, designating the officers or other authorized representatives of such Locals and indicating the jurisdiction of such Locals and their representatives. The Union agrees further that such notifications and authorizations shall designate the Union representative or representatives to whom notices, information, certifications and services by Company representatives, as are provided for in this Agreement, shall be directed or furnished.
- Promotion, Transfer Assignment of Union Officers
- The Company shall not promote or transfer any employee who is serving as a duly elected Officer or Executive Board Representative or Chief Steward (or their equivalent) to a position that would affect the employee’s status as a Union Officer, Executive Board Representative or Chief Steward (or their equivalent) without first obtaining the consent of the Union. The foregoing consent of the Union will not be required if the transfer is to be accomplished pursuant to the provisions of Article 24 (Force Adjustment – Layoff, Part-Timing, and Recall). The Company shall give the president of the local union written notice at least fourteen (14) calendar days prior to the effective date of the promotion or transfer, and the Union shall conclusively be presumed to have consented to such promotion or transfer unless within two (2) weeks after the Union receives such notification, it advises the Company in writing that it does not consent.
- The Company shall give the union office notice at least one (1) week prior to the effective date of the promotion or transfer of a duly elected or appointed steward of the Union when the promotion or transfer affects the employee’s status as a representative of the Union. 3 Absence for Union Activities
- Operational requirements of the Company permitting, employees who are authorized representatives of the Union will be excused without pay, except as specified in Article 9 (Grievance Procedure), and in Article 6 (Union Activities) of this Agreement, at the request of an authorized representative of the Union to attend to the business of the Union. The Union shall make all requests for excused absences as far in advance as possible.
- If an employee’s total excused unpaid time off for Union business exceeds one hundred fifty (150) work days in a calendar year, or exceeds thirty (30) consecutive calendar days, the employee shall take a formal leave of absence. Time spent in joint meetings with management held at the Company’s request shall not be included in computing an employee’s total excused unpaid time off
for Union business. Meetings with management shall be considered as breaking a continuous period of absence.
- Excused unpaid time for Union activities pursuant to paragraph 3(a) will be considered as time worked for authorized union representatives for purposes of determining eligibility for FMLA.
4 Leave of Absence for Union Activities
- Requests for leaves of absence without pay while on business pertaining to the Union shall be made to the Company by the Union on the employee’s behalf.
- The requests shall be in writing and shall contain the reasons for such leaves of absence.
- The leave of absence without pay granted by the Company for Union business shall be for an initial period of not less than thirty (30) calendar days and not to exceed one (1) year.
- Additional leaves of absence for initial periods of thirty (30) days and not to exceed one (1) year, shall be granted, all of which shall be with service credit.
- For such leaves of absence, an employee shall:
- receive full service credit for all purposes except wage progression;
- remain under their current level of benefits for medical, dental, vision and life insurance plans with applicable contributions paid by the employee.
- Meetings with Management during a period of leave of absence shall not be considered as breaking a continuous period of leave of absence and shall be included in the period of such leave.
- Upon application for reinstatement at or prior to expiration of leave of absence, employee(s) shall be returned to a job of like status and pay.
ARTICLE 5 – UNION REPRESENTATION
- At any meeting between a representative of the Company and an employee in which discipline (including warnings which are to be recorded in the personnel file, suspension, demotion or discharge for cause) is to be announced, a Union representative may be present if the employee so requests.
- At any investigatory interview between a representative of the Company and an employee, wherein the employee reasonably believes that the information obtained may be used as the basis for disciplinary action against the interviewed employee, a Union representative may be present if the employee so requests.
ARTICLE 6 – UNION ACTIVITIES
1 Bulletin Boards
The Company agrees that it will furnish and mount bulletin boards to be used exclusively by the Union at each office or facility location, except at locations in buildings not owned by the Company where the landlord or owner objects. The location, number, size and construction of such bulletin boards shall be subject to the approval of the Company. The use of such bulletin boards shall be considered proper when confined to factual notices and announcements of the Union.
Material to be posted shall not contain anything of a controversial nature, anything derogatory to the Company or employees, or anything that will detrimentally affect Company operations. If the Company objects to any posted material, the Union shall remove the objectionable material immediately.
Subject to Company intranet registration criteria, the Company would not object to the establishment of a local CWA site. This site would be subject to the same content limitations described above.
The appropriate AT&T Intranet manager will facilitate the implementation of the above, upon request by the local Union.
- Union Activity on Company Premises
- The Union, or employees acting as its officers or agents, may conduct Union activities, including solicitation of members and distribution of Union literature, on Company premises with notification to local management. Solicitation shall be permitted on Company premises when both the employees performing the solicitation and the employees to whom the solicitation is directed are on non- work time (such as lunch periods, relief periods and before or after an employee’s work time). Distribution of Union literature may take place only in areas where no work is performed and on the employee’s non-work time. Union activities shall not be conducted in a manner which will interfere with the operations of the business or with Company facilities.
- Union representatives or members who are not employees may enter upon Company premises after obtaining approval from a management representative of the Company. To avoid the need to obtain such approval each time a Union representative or member who is not an employee of the Company wishes to enter upon any Company premises, the Company’s Director of Labor Relations may, upon application by the Union, grant approval for all Company locations designated in the approval for a stated period of time.
- Union Orientation for New Employees
The Company and the Union agree that the Union will have the opportunity to meet with newly hired employees as part of the overall orientation process for the purpose of furnishing them with information about the Union. The Union’s segment of this process will be limited to a maximum of sixty (60) minutes. Time spent during the basic scheduled work period for each employee will be paid as time worked.
In addition, the Company also agrees to introduce employees transferring into a different work group to the local Union representative assigned to that area.
- Payment for Joint Union – Management Activities
Employees who are involved in joint Union-Management business may request that their reasonable time and expenses while participating in such activities be paid by the Company. If approved in advance, these employees will be paid for time lost while participating in such activities during their Scheduled Weekly Tour. This includes any associated travel time during the employee’s Scheduled Weekly Tour. Hours paid while engaged in such joint activities will be considered as time worked.
In addition, such employees will be reimbursed for reasonable travel and board and lodging expenses which are directly related to their participation in these activities.
- Payment for Joint Union-Management Meetings – Other AT&T Bargaining Units
A certified representative of the CWA who is an employee as defined by Article 3 may request payment for his reasonable time spent in joint union- management meetings with representatives of any AT&T company to address matters involving CWA represented persons in another AT&T bargaining unit. Time will be allowed to the extent set forth in Article 6, Paragraph 4. For purposes of this paragraph 5, joint- union management meetings will also include the following meetings with management: grievance meetings, investigatory meetings and meetings in which discipline is to be announced.
ARTICLE 7 – AGENCY SHOP AND COLLECTION OF DUES
- Agency Shop
- Each employee who is a member of the Union or who is obligated to tender to the Union amounts equal to periodic dues on the effective date of this Agreement, or who later becomes a member, and all employees entering into the bargaining unit on or after the effective date of this Agreement shall, as a condition of employment, pay or tender to the Union amounts equal to the periodic dues applicable to members, for the period from such effective date, or, in the case of employees entering into the bargaining unit after the effective date, on or after the thirtieth (30th) day of such entrance, whichever of these dates is later, until the termination of this Agreement.
- For the purpose of this section, “employee” shall mean any person entering into the bargaining unit.
- Each employee who is a member of the bargaining unit on or before the effective date of this Agreement and who on the effective date of this Agreement was not required as a condition of employment to pay or tender to the Union amounts equal to the periodic dues applicable to members, shall, as a condition of employment pay or tender to the Union amounts equal to the periodic dues applicable to members for the period beginning thirty (30) days after the effective date of this Agreement, until the termination of this Agreement.
- The condition of employment specified above shall not apply during periods of formal separation from the bargaining unit by any such employee but shall re- apply to such employee on the thirtieth (30th) day following his or her return to the bargaining unit. For purposes of this Paragraph, the term “formal separation” shall include transfers out of the bargaining unit, removal from the payroll of the Company and leaves of absence of more than one (1) month duration.
- The Company may inform employees and applicants for employment of their rights and obligations under the provisions of this Section.
- This Section shall only apply to those states where permitted by law.
- Collection of Dues
- Upon receipt of a “Payroll Deduction Authorization” from an employee, in the form attached hereto as Exhibit I, AT&T will initiate deductions for amounts equal to Union Dues (and, if authorized, an Initiation Fee) from such Article 7
employee’s salary or wages, sickness or disability payments, or other benefit payments or vacation payments.
- Deduction shall be made from the employee’s salary or wages, sickness or disability payments, or other benefit payments or vacation payments as follows:
Bi-Weekly installments in the first 2 bi-weekly periods each month;
Monthly Each month
- Deductions shall begin during the first (1st) payroll period in the month following receipt of a newly executed “Payroll Deduction Authorization” by the AT&T Payroll Office, and provided there is sufficient pay available to cover the amount authorized after the following deductions have been made:
- those required by law, and
- those authorized for Group Life Insurance and Medical Expense Plan premiums.
- If the scheduled deduction for amounts equal to Union dues cannot be made in the period(s) specified above, such deduction(s) will be made during the consecutive payroll periods ending no later than the last payroll period in the following month.
- “Payroll Deduction Authorizations” shall be suspended when an employee:
(1) is transferred to a job that is not represented by the CWA, (2) goes on a Leave of Absence of more than one (1) month, or
(3) is removed from the payroll of AT&T.
- “Payroll Deduction Authorizations” suspended in accordance with the above provisions shall be reactivated on the first (1st) payroll period following the return of an employee to a job that is represented by the Union.
- Except as provided in Paragraph 2(b) “Payroll Deduction Authorizations” shall remain in effect when an individual is employed by AT&T unless canceled by such employee. Such cancellation must be individually sent to the AT&T Payroll Office and to the Union Local by Certified Mail during the fourteen (14) day period prior to the anniversary date or termination date of the current or subsequent collective bargaining agreement.
- The Company will send copies of dues revocation letters and associated envelopes to the Union on a daily basis, as soon as possible following the Company’s receipt thereof.
- In the event an employee who cancels a “Payroll Deduction Authorization,” in accordance with the above paragraph, wishes to resume deductions for amounts equal to Union Dues, such employee shall be obligated to complete a new “Payroll Deduction Authorization”.
- By written certification, the Union shall keep AT&T currently informed of the amount of regular monthly dues lawfully in effect in each Local having jurisdiction over any employees in the bargaining unit. Such amount or formula Article 7
shall be uniform for all employees represented by the Local.
- Certifications which change the amounts equal to Union dues for any Local will be accepted by the Company no more than three (3) times in any calendar year.
- Amounts deducted in accordance with the above provisions shall be remitted to the Union no later than the end of the second (2nd) week following the months during which the deductions were made.
- It is recognized that the suspension, reactivation and cancellation procedures for “Payroll Deduction Authorizations” contained herein shall be observed for all employees in the bargaining unit on the effective date of this collective bargaining agreement.
- It is understood that AT&T assumes no responsibility for the consequences of any failure to make such deduction or mistakes in connection therewith and that neither AT&T nor any of its officers, agents or employees shall in any way be held liable or responsible for any loss.
ARTICLE 8 – NON-DISCRIMINATION
- In a desire to restate their respective policies, neither the Company nor the Union shall unlawfully discriminate against any employee because of such employee’s race, color, religion, national origin, sex, age, handicap, sexual orientation, gender identity, marital status, or status as a special disabled veteran or veteran of the Vietnam Era, including creed, disability, and citizenship, or additional characteristics protected by applicable federal, state or local law.
- The use of the masculine or feminine gender or any titles which connote gender in this Agreement shall be construed as including both genders and not as sex limitations unless the Agreement clearly requires a different construction.
- It is mutually agreed that no discrimination shall be practiced by the Company or the
Union against any employee because of membership or non-membership in the Union, or by the Company against any member or officer of the Union because of lawful activities on behalf of the Union.
ARTICLE 9 – GRIEVANCE PROCEDURE
The Company and the Union recognize and confirm that the grievance procedures set forth in Article 9, and, where applicable, Article 10 (Arbitration) and Article 11 (Mediation), provide the mutually agreed upon and exclusive forums for resolution and settlement of employee disputes during the term of this Agreement. A grievance is a complaint involving the interpretation or application of any of the provisions of this Agreement, or a complaint that an employee(s) has in any manner been unfairly treated. Neither the Company, nor the Union, its locals or representatives will attempt by means other than the grievance, arbitration, and/or mediation procedures to bring about the resolution of any issue which is properly a subject for disposition through such procedures. It shall be the objective of both the Company and the Union to settle the grievance promptly and at the lowest step of the grievance procedure.
1 The grievance procedure shall consist of:
Shall involve the Union representative of the Local which has been designated
pursuant to Article 4 (Authorized Union Representatives) and the duly designated representative of the Company, normally the first or second level of supervision of the aggrieved employee(s). Any adjustment or settlement of a grievance at Step 1 shall be binding for the particular grievance involved, but shall not be used as precedent by either party.
No grievance shall be considered, nor shall any appeal thereof be handled as a formal grievance, unless a meeting regarding the grievance is requested in writing within sixty (60) calendar days of the action or failure to act which is the subject of the grievance. The written request shall be sent to the duly designated representative of the Company, normally the first or second level of supervision of the aggrieved employee(s), and shall state the name(s) of the grievant(s), the issue being grieved, the contract provisions alleged to have been violated, if any, and the remedy sought and shall be delivered to the Company representative prior to the Step 1 meeting.
A meeting to discuss the grievance shall be held promptly, but not later than fourteen (14) calendar days after receipt by the Company of the grievance or the notice of the appeal.
The decision of Management shall be confirmed in writing within fourteen (14) calendar days of the close of the grievance meeting.
Shall involve an officer of the Local Union or his/her designee and the Company’s designated representative, normally at the third level of supervision or that individual’s designated representative. The spokesperson for the Company and the Union at Step 2 should normally be different from the Company and Union spokesperson at Step 1.
Notice of the grievance appeal shall be in writing and delivered by the Union to the third level supervisor, or that supervisor’s designated representative, of the aggrieved employee(s) not later than fourteen (14) calendar days after the Company notifies the Union of its decision at Step 1.
The written appeal shall state the name(s) of the grievant(s), the issue being grieved, the contract provisions alleged to have been violated, if any, the remedy sought, and shall outline the reasons for the Union’s grievance. Any adjustment or settlement of a grievance at Step 2 shall be binding for the particular grievance involved, but shall not be used as precedent by either party.
A meeting to discuss the grievance shall be held promptly, but not later than fourteen (14) calendar days after the notice of appeal.
The decision of Management shall be confirmed in writing within fourteen (14) calendar days of the close of the grievance meeting, and shall outline the reasons for the Company’s decision.
Shall involve the Vice President of the Union or his or her duly authorized representative and the Company’s Director of Labor Relations or his or her designated representative. Notice of the grievance appeal shall be in writing and delivered to the Director of Labor Relations or his or her designated representative not later than thirty (30) calendar days after the Company notifies the Union of its decision at Step 2. The written appeal shall state the name(s) of the grievant(s), the issue being grieved, the contract provisions alleged to have been violated, if any, and Article 9
the remedy sought. Discussions shall be conducted at such locations mutually agreed upon between the Company’s Director of Labor Relations and the Union’s Vice President.
A meeting to discuss the grievance shall be held promptly, but not later than thirty (30) calendar days after receipt by the Company of the grievance or the notice of appeal. The decision of the Company at Step 3 of the grievance procedure shall be confirmed in writing within fourteen (14) calendar days of the close of the grievance meeting(s) or not later than a mutually agreed upon date.
- On an individual grievance basis and by mutual agreement in writing, the parties who are to hear the grievance at the next higher step may agree to waive either Step 1 or Step 2 (but not both) in the grievance procedure, but, in no event shall Step 3 be omitted or bypassed.
- All notices pursuant to the First and Second Step of this Article shall be hand delivered or postmarked by the United States Postal Service within the time periods set forth herein. Management and Union Representatives at the local level may agree in writing to utilize a facsimile for notices at First and Second Steps of the grievance procedure. All notices pursuant to the Third step of this Article shall be hand delivered, sent via facsimile or postmarked by the United States Postal Service within the time periods set forth herein.
- The Company and the Union desire to process grievances in an expeditious manner.
Accordingly neither party will recess a grievance at Steps 1 or 2 in excess of sixty (60) calendar days. If the grievance meeting is not reconvened within sixty (60) calendar days from the initial recess date, the grievance shall be considered denied. The Union may then appeal the grievance in accordance with the time limits set forth herein.
- The Company and the Union may mutually agree to extend the time limits specified in the grievance procedure, provided such agreement is specified in writing, is limited to a specific grievance, and a new date is established.
- Number of Union Representatives and Pay Treatment
Other than Management representatives, the number of employees (including the aggrieved employee(s) and the designated representatives of the Union) shall be limited to five (5) at all steps of the grievance procedure. Three (3) representatives who are AT&T employees, designated by the Union, shall be paid for scheduled time consumed during the grievance meetings. In addition, each of these three (3) employees shall be paid for all time spent traveling in connection with grievance meetings during a Scheduled Daily Tour up to a maximum of two (2) hours for each employee at Step 1 and up to a maximum of four (4) hours for each employee at Step 2. At Step 3, at least one (1) of the Union representatives will be a fully authorized representative of the National Union.
- Discussion or Settlement of Grievance
Any individual employee(s) shall have the right to present grievances directly to the
Company and to have such grievances adjusted, without the intervention of the
Union, so long as the adjustment is not inconsistent with the terms of this Agreement, and provided that the Union has been given an opportunity to be present at such adjustments. After an employee(s) has referred a grievance to the Union and the Union representative has informed the Company that the Union represents that Article 9
employee(s), the Company will not discuss (except in the course of any investigation conducted by the Company) or adjust such grievance directly with said employee(s).
ARTICLE 10 – ARBITRATION
If, at any time, a difference arises between the Company and the Union regarding the true intent and meaning of a provision under this Agreement, or a question as to the performance of any obligation hereunder, the grievance procedures set forth in Article 9 (Grievance Procedure) shall be employed in an effort to settle said differences. If the grievance procedures do not result in settlement of the differences, the Union may institute proceedings pursuant to this Article to resolve the dispute in question; it being understood that the right to require arbitration extends only to matters expressly set forth in this Article and which are not otherwise expressly excluded from arbitration.
- If, at any time, a dispute arises between the Company and the Union as to whether an employee was dismissed, demoted or suspended for just cause, the grievance procedures set forth in Article 9 (Grievance Procedure) shall be employed in an effort to settle the dispute. If the grievance procedures do not result in settlement of the dispute and the employee has nine (9) months or more of net credited service, the Union may institute proceedings pursuant to this Article to resolve the dispute in question.
- Election to Arbitrate
Within sixty (60) calendar days after completion of the formal grievance procedure set forth in Article 9 (Grievance Procedure), the Union may elect to submit a grievance, which is otherwise subject to arbitration under the terms of this Agreement, to arbitration for final decision in accordance with the procedures herein set forth. Such election shall be by written notice to the Company Director of Labor Relations. The written notice shall state the specific grievance and issue to be arbitrated and the contractual provision(s) involved, if any, as well as the remedy sought. For purposes of calculating the above sixty (60) day time period, the formal grievance procedure shall be deemed completed as of the date of the Company’s written decision at Step 3. If within sixty (60) calendar days following the date of the Company’s receipt of the notice of election to arbitrate, no arbitrator has been mutually agreed upon according to the procedures set forth herein, and within one hundred twenty (120) calendar days following the notice of election to arbitrate no application has been made to the American Arbitration Association as provided in Paragraph 3(b), then, absent a mutual extension of time agreement signed by the Union and the Company, such grievance and the election to arbitrate will be considered closed and the grievance shall not be arbitrable.
- Selection of an Arbitrator
- Any matter submitted to arbitration shall be heard and determined by a single impartial arbitrator mutually selected by the Union and the Company. The parties shall agree to a master list composed of fifty (50) arbitrators from which panels shall be arranged and arbitrators selected. Arbitrators may be removed from the master list by written notice from either party to the other. Replacement of an arbitrator removed from the master list (either by death of the arbitrator or in accordance with this subparagraph) shall be by mutual agreement of the parties.
- If no arbitrator has been mutually agreed upon within sixty (60) days following the date of the Company’s receipt of the notice of election to arbitrate and no extension of time has been mutually agreed upon, the Union may, within the following sixty (60) day period, apply to the American Arbitration Association to obtain a list of three (3) arbitrators (all of whom will be members of the National Academy of Arbitrators). One (1) of the three (3) arbitrators on this list will be selected by the parties. If this selection cannot be made, the American Arbitration Association will appoint one (1) of the three (3) arbitrators from the list referenced above to hear the case.
- The compensation and expenses of the arbitrator and the general administrative expenses of the arbitration shall be borne equally by the Company and the Union. Each party shall be responsible for payment for time consumed by and the expenses of its representatives and witnesses. 4 Conduct of Hearing and Decision of Arbitrator
- The parties agree to commence hearings as expeditiously as possible, but in no event later than one hundred eighty (180) calendar days after the selection of an arbitrator.
- The arbitrator shall be confined to the issues submitted for decision and shall not, as a part of any decision, impose upon the parties thereto any obligation to arbitrate on a subject which is not arbitrable pursuant to the terms of this Agreement as a subject for arbitration.
- The arbitrator shall not have authority or jurisdiction: (1) to establish or determine any new wage rate, job classification or job differential; or (2) to deal with any grievance unless it involves a specific instance of action or failure to act with respect to an employee or group of employees; or (3) to add to, subtract from, modify, or disregard any provision of this Agreement. However, the arbitrator shall have reasonable authority to fashion remedies, consistent with the terms of the contract.
- In disciplinary cases, the arbitrator shall determine whether the discipline was for just cause.
- In the case of dismissal, the arbitrator shall have authority to mitigate or modify the discipline imposed and determine what, if any, remedy is appropriate. In no event, however, shall any retroactive pay treatment extend beyond six (6) months prior to the date of the filing of the appeal to arbitration. Any retroactive pay accorded shall be based on the employee’s Adjusted Rate plus evening or night differential, if applicable, less any amount, other than wages, received from the Company, and any amount paid to or receivable by the employee as wages in other employment, and as unemployment benefits under any present or future provision of law for the period of the retroactive pay treatment.
- In case of suspension, the arbitrator shall have authority to mitigate or modify the discipline imposed and determine what, if any, remedy is appropriate. If the arbitrator awards back pay, the employee shall receive pay for time lost at the employee’s Adjusted Rate plus any tour differentials to which the employee would have been entitled if not suspended.
- In the case of demotion, the employee shall be compensated for all loss of wages due to the difference in the Adjusted Rates.
- Employees reinstated pursuant to this Article who have previously submitted an authorization for payroll deduction of union dues or union dues equivalency shall have such amount deducted from any back pay award.
- The arbitrator shall render a decision within thirty (30) calendar days after the hearing is closed (if the parties mutually agree to waive briefs) or thirty (30) days after briefs are filed and the record in the case is closed, unless the parties thereto mutually agree to an extension of such time for a decision.
- The decision of the arbitrator on any matter submitted and decided in accordance herewith shall be in writing and shall be final and binding on the parties thereto as to the particular case submitted, subject to law.
5 Expedited Arbitration
- In lieu of the procedures specified in Paragraphs 1 (General) through 4 (Conduct of Hearing and Decision of Arbitrator) of this Article, any grievance involving the suspension of an individual employee, except those which also involve an issue of arbitrability, contract interpretation, or work stoppage (strike) activity and those which are also the subject of an administrative charge or court action shall be submitted to arbitration under the expedited arbitration procedure hereinafter provided within fifteen (15) calendar days after the filing of a request for arbitration. In all other grievances involving disciplinary action which are specifically subject to arbitration under Paragraphs 1 (General) through 4 (Conduct of Hearing and Decision of Arbitrator) of this Article, both parties may, within fifteen (15) calendar days after the filing of the request for arbitration, elect to use the expedited arbitration procedure hereinafter provided. The election shall be in writing and, when signed by authorized representatives of the parties, shall be irrevocable. If no such election is made within the foregoing time period, the arbitration procedure in Paragraphs 1 (General) through 4 (Conduct of Hearing and Decision of Arbitrator) shall be followed.
- As soon as possible after this Agreement becomes final and binding, a panel of at least three (3) arbitrators shall be selected by the parties. Each arbitrator shall serve until the termination of this Agreement unless his or her services are terminated earlier by written notice from either party to the other. The arbitrator shall be notified of his or her termination by a joint letter from the parties. The arbitrator shall conclude his or her service by settling any grievance previously heard. A successor arbitrator shall be selected by the parties. Arbitrators shall be assigned cases in rotating order designated by the parties. If an arbitrator is not available for a hearing within ten (10) working days after receiving an assignment, the case will be passed to the next arbitrator. If no one can hear the case within ten (10) working days, the case will be assigned to the arbitrator who can hear the case on the earliest date.
- The procedure for expedited arbitration shall be as follows:
- The parties shall notify the arbitrator in writing on the day of agreement or date of arbitration demands in suspension cases to settle a grievance by
expedited arbitration. The arbitrator shall notify the parties in writing of the hearing date.
- The parties may submit to the arbitrator prior to the hearing a written stipulation of all facts not in dispute.
- The hearing shall be informal without formal rules of evidence and without a transcript. However, the arbitrator shall be satisfied himself or herself that the evidence submitted is of a type on which he or she can rely, that the hearing is in all respects a fair one, and that all facts necessary to a fair settlement and reasonably obtainable are brought before the arbitrator.
- Within five (5) working days after the hearing, each party may submit a brief written summary of the issues raised at the hearing and arguments supporting its position. The arbitrator shall give his or her settlement within five (5) working days after receiving the briefs. He or she shall provide the parties a brief written statement of the reasons supporting his or her settlement.
- The arbitrator’s settlement shall apply only to the instant grievance which shall be settled thereby. It shall not constitute a precedent for other cases or grievances and may not be cited or used as a precedent in other arbitration matters between the parties unless the settlement or modification thereof is adopted by the written concurrence of the representatives of each party at the last step of the grievance procedure.
- The time limits in (1) and (4) of this Section may be extended by agreement of the parties or at the arbitrator’s request, in either case, only in emergency situations. Such extensions shall not circumvent the purpose of this procedure.
- In all suspension or dismissal grievances submitted to arbitration under the expedited procedures set forth herein, the arbitrator shall determine whether the discipline was for just cause. In any grievance arbitrated under the expedited procedures, the Company shall under no circumstances be liable for back pay for more than six (6) months (plus any time that the processing of the grievance or arbitration was delayed at the specific request of the Company) after the date of the disciplinary action. Delays requested by the Union in which the Company concurs shall not be included in such additional
- In case of suspension, the arbitrator shall have authority to mitigate or modify the discipline imposed and determine what, if any, remedy is appropriate. If the arbitrator awards back pay, the employee shall receive pay for time lost at the employee’s Adjusted Rate plus any tour differentials to which the employee would have been entitled if not suspended.
- The arbitrator shall have no authority to add to, subtract from or modify any provisions of this Agreement.
- The decision of the arbitrator will settle the grievance, and the Company and the Union agree to abide by such decision. The compensation and expenses of the arbitrator and the general expenses of the arbitration shall be borne by the Company and the Union in equal parts. Each party shall bear the expense of its representatives and witnesses.
- The time limit for requesting arbitration under this provision shall be the same as in existing procedures.