AT&T Contract 2015: Articles 11 ~ 20

ARTICLE 11- MEDIATION

  • Upon mutual agreement between the Company’s Director – Labor Relations or his or her designated representative and the Union’s Vice President or his or her designated representative, grievances appealed to arbitration may be mediated, with the exception of those involving contract interpretation.
  • Within fifteen (15) calendar days of the mutual agreement to mediate, the parties will schedule a Mediation Conference to be held at the earliest available date. Normally, the Mediation Conference will be held in the city in which the grievant is located, and will be conducted in either a Company or Union facility.
  • The spokesperson for the Company will be the District Manager – Labor Relations or his or her designee. The spokesperson for the Union will be the Communications Workers of America Staff Representative assigned the responsibility for the grievant’s Union Local. An attorney will not be used by either party at the Mediation Conference.
  • The grievant, the Local Union President or his/her designee, the grievant’s supervisor and District level or above will normally attend the Mediation Conference. Attendance by others at the Mediation Conference shall be limited to those people actually involved in the Mediation Conference.
  • All written material that is presented to the mediator or to the other party shall be returned to the party presenting the material at the termination of the Mediation Conference. The mediator may, however, retain one copy of the written grievance to be used solely for purposes of statistical analysis.
  • Proceedings before the mediator shall be informal in nature. The issue mediated will be the same as the issue the parties have failed to resolve through the grievance process. The rules of evidence will not apply, and no record of the Mediation Conference shall be made.
  • The mediator may meet separately with the parties during the Mediation Conference, but will not have the authority to compel the resolution of a grievance.
  • The Company and Union spokespersons at the Mediation Conference may accept the resolution proposed by the mediator and such settlement or any other settlement resulting from the conference shall not be precedent setting.
  • If no settlement is reached during the Mediation Conference, the mediator shall provide the parties with an immediate oral advisory opinion, unless both parties agree that no opinion shall be provided. The mediator shall state the basis for his or her advisory opinion.
  • If no settlement is reached as a result of the Mediation Conference, the grievance may be scheduled for arbitration in accordance with the Collective Bargaining

Agreement.

  • In the event that a grievance which has been mediated subsequently is arbitrated, no person serving as a mediator between these parties may serve as arbitrator. Neither party may at the arbitration hearing refer to presentations made by the other party at the Mediation Conference, the fact that a Mediation Conference was held, or any statements made by the mediator.
  • By agreeing to schedule a Mediation Conference the Company does not acknowledge that the case is properly subject to arbitration and reserves the right to raise this issue notwithstanding its agreement to schedule such a conference.

Article 11

  • The compensation and expenses of the mediator and the general administrative expenses of the Mediation Conference shall be borne equally by the parties. Each party shall be responsible for payment for time consumed by and expenses of its representatives.

ARTICLE 12 – DISCIPLINE

  • Warnings
    • warned employee is one who receives a written warning, that is to be recorded in their personnel file, which includes an indication of possible future consequences and may be considered as a basis for future disciplinary action.
  • Demotions
    • demoted employee, for the purpose of this Article, is one who has been moved for disciplinary reasons, from one job title to another job title having a lower maximum Standard Rate.
  • Suspensions
    • suspended employee is one who has been denied work for disciplinary reasons for any period.
  • Dismissals
    • dismissed employee is one whose service is terminated for any reason other than transfer, resignation, lay-off (or work completed for temporary or term employees), voluntary retirement or death.
  • In the event the Company warns, demotes, suspends, or dismisses any employee, the Union may appeal such action pursuant to the provisions of Article 9 (Grievance Procedure) of this Agreement.
  • A grievance appeal concerning a demotion, suspension, or dismissal of an employee who has nine (9) months or more of net credited service may also be reviewed pursuant to the provisions of Article 10 (Arbitration) of this Agreement.

 

ARTICLE 13 – PERSONNEL RECORDS

  • Once in each year (and more frequently in unique circumstances where the employee so requests and the Company agrees), employees shall, upon their request, inspect their personnel records in accordance with the Company’s practices concerning inspection of personnel and/or medical records. Unless required otherwise by law, under normal circumstances, the opportunity to inspect personnel records will be provided within thirty (30) calendar days of the Company’s receipt of the written request to do so.
  • When an employee receives a warning of suspension, demotion or discharge that is to be recorded in the employee’s personnel file, the Company will provide a copy of the warning to the warned employee. A copy of the warning will be given upon request to a Union Representative if he/she is present pursuant to the provisions of Article 5 (Union Representation).

 

ARTICLE 14 – SAFETY

  • Safety and health is of mutual concern to the Company and the Unions. Together we recognize the need for a work environment in which safe, ergonomically correct operations can be achieved in all phases of work. We all recognize the need to Article 14

promote better understanding and acceptance of safety, health and ergonomics principles by all employees for their own safety and health, and that of their fellow employees, customers and the general public.

  • To achieve these safety objectives, the Company and the Unions agree to a Corporate/Union Safety Advisory Committee on safety principles at the Headquarters level. The Committee shall consist of not more than four (4) representatives each from the Company and the Unions (to be appointed by the Company and the Unions respectively). The Co-chairpersons will jointly determine when meetings are required and the most appropriate format (face-to-face, conference call, etc.) for the meeting, but at least three (3) face-to-face meetings will be held annually. In addition, the Committee Co-chairpersons will jointly develop the meeting agendas. The primary role of the corporate-wide committee shall be to discuss safety issues that are national in scope and to act as a clearinghouse of information on regional and local activities.
  • AT&T Business Operating Units and Divisions will encourage and approve employee participation in safety awareness through the creation of local safety committees. In locations that include multiple Business Operating Units and or Divisions, the Local Safety Committee may request assistance from representatives of the Company and or Union from other Business Units and or Divisions to resolve safety issues. However, the representatives who provide such assistance shall not become a permanent member of the Local Safety Committee. The National Safety Advisory Committee will also continue to discuss internal safety issues. Local Safety Committees will forward their meeting minutes to the National Safety Advisory Committee on a regular basis, after every meeting.
  • In support of its commitment, the Company also outlines the following four (4) step strategy to address ergonomic concerns in the workplace:
    • New hires, and employees not previously trained, who use VDTs and keyboards at least four (4) hours per day will be offered the program within the first six (6) months of their employment. The Company will also continue its support for the need for scientific research to further evaluate Very Low Frequency and Extremely Low Frequency ranges that may be emitted by VDTs.
    • In order to further promote safe work environments, AT&T’s Environment Health and Safety Organization will continue to develop with AT&T’s Health Affairs Organization Medical Management Programs designed to promote accurate recordkeeping of cumulative trauma disorders, and to promote the early recognition of such disorders. The Company will share the status of these programs with the Corporate/Union Safety Advisory Committee annually.
    • After ratification and annually thereafter for the term of this agreement, at least one (1) Corporate/Union Safety Advisory Committee meeting will focus on ergonomic and VDT issues. During the term of this Agreement, one (1) of these meetings will be an Ergonomic Conference.
    • AT&T will maintain the network of Environment and Safety Coordinators from Business Operating Units and Divisions throughout the life of the Agreement. One of their responsibilities will be to link Business Operating Unit/Division planning with Human Factors Analysis.
  • When employees express reasonable concerns about their personal safety in connection with assignments in localities in which it is reasonable for them to believe that they may be victims of assault or other criminal activity, the employees will not be required to work alone.

Article 15

 

ARTICLE 15 – TITLES AND WAGES

General Wage Information

Wage rates for job titles and wage schedules are contained in Appendix 5 of this Agreement. Such wage schedules shall apply in individual geographic locations as indicated in the referenced Appendix, and are for a basic work week and are exclusive of differentials, Special Allowances, and Special City Allowances. Special Allowances and Special City Allowances shall be paid as set forth in Appendix 1 and Appendix 2,

respectively.

  • Starting Rates
    • If business conditions require, or when employee’s qualifications (in the judgment of the Company) justify starting rates higher than the minimum, such higher rates may be granted. Such starting rates will be granted based on the Company’s non-management employee starting wage policy which following prescribed guidelines includes wage credit for job related work or military experience, job-related training or job-related skills, licenses or certificates. In no case shall an employee be paid less than the starting rate on the wage schedule applicable to the employee’s title.
    • Whenever the Company hires regular employees (except temporaries) at above the start rate due to employment market conditions, incumbent employees and ATS transfer candidates who are at lower Standard Rates in the same organization and same title and work location shall have their Standard Rate and equivalent service date (wage progression clock) adjusted to that of the new hire effective as of the new hire start date.
  • Equivalent Service

Wage schedules in Appendix 5 of this contract are of the equivalent service type.

  • Equivalent Service, as used herein, means the period of time elapsed since the date on which the employee’s current assignment began, adjusted by:
    • The addition of the number of months of service that would be required to attain, on the applicable wage schedule, the Standard Rate which the employee was given on the date his or her current assignment began, and
    • The addition of the number of months of service applicable pursuant to Paragraph 1(b) above, and
    • The deduction of days in excess of a thirty (30) continuous day period of absence occurring since the date on which the employee’s current assignment began, if such absence occurred during a period covered by an approved leave of absence or extension thereof. 3 Wage Progression
  • Wage Progression shall be continued in accordance with the wage schedules included in Appendix 5.
  • When an employee completes an indicated period of equivalent service entitling the employee to a progression wage increase, such wage increase will be effective on the first day of the week in which such period of service is completed.

Article 15

  • General Wage Schedule Increases

The increases in the wage schedules set forth below shall be computed on an exponential basis. Hourly Wage Schedules shall be rounded to the nearest penny. Weekly Wage Schedules shall be rounded to the nearest dollar.

  • Initial Wage Increase

Wage schedules shall be increased by 3.0% on the Maximum Rates and by 0% on the Minimum Rates in effect on April 11, 2015. The initial general wage increase shall be effective on Sunday, April 12, 2015. The retroactive wages from April 12, 2015 to the date of ratification will be paid as soon as practicable after ratification if the contract is ratified on or before June 26, 2015.

  • Second Wage Increase

Effective April 10, 2016, wage schedules shall be increased by 2.25% on the Maximum Rates and by 0% on the Minimum Rates in effect on April 9, 2016.

  • Third Wage Increase

Effective April 9, 2017, wage schedules shall be increased by 3.0% on the Maximum Rates and by 0% on the Minimum Rates in effect on April 8, 2017.

The progression step increases in the wage schedules between the zero (0) month step and the sixty (60) month step will be computed on an exponential basis. The progression steps beyond the sixty (60) month step will be increased based on the wage rate in effect April 11, 2015, at each respective step plus 3.0% for the initial wage increase, 2.25% for the second wage increase and 3.0% for the third wage increase.

An employee’s increase in Standard Rate shall be based on the Wage Progression Step to which assigned on the effective date of the aforementioned wage increase.

  • Transfers

When an employee is permanently transferred within the bargaining unit to another locality where a different wage schedule is applicable, the employee’s Standard Rate shall be adjusted to conform to the schedule in the new locality. If the transfer is temporary, then the wage schedule in effect at the employee’s permanent work location will be applicable.

  • Reassignment to a Title Having a Lower Maximum Standard Rate in Same

Locality

When an employee is reassigned to a title having a lower maximum Standard Rate, such employee’s Standard Rate shall be reduced if:

  • The employee is reassigned to his or her former title following a temporary promotion, in which case the Standard Rate shall be adjusted to the Standard Rate the employee would have acquired had the employee remained in the lower title.
  • The reassignment is employee initiated, in which case the employee’s new Standard Rate will be determined by placing the employee on the same step of the lower schedule as the employee occupied on the higher schedule.
  • The employee’s Standard Rate is higher than the maximum indicated in the wage schedule applicable to the employee’s new title, in which case the employee’s Standard Rate shall be reduced to such maximum, except as indicated in Article 15

Article 27 (Reassignment Pay Protection Plan).

  • The employee is reassigned because of failure to meet requirements of the job. 7 Promotions
  • In determining a candidate’s qualifications for promotion within the bargaining unit, the Company will consider many factors including, but not limited to, seniority, attendance, job performance, technical skills and experience. If qualifications are substantially equal, the senior net credited service employee will be selected. The selection shall be subject to the procedures of Article 9 (Grievance) and of Article 10 (Arbitration). The decisions of the Company concerning whether qualifications of the candidates are substantially equal shall be controlling unless the Company is shown to have acted arbitrarily or in bad faith.
  • Each employee promoted from one job to another with a higher maximum Standard Rate of pay shall have his or her Standard Rate of pay in the higher rated job determined by allowing the employee full wage experience credit, both in progression and at maximum, except that when an employee is promoted to a job having a longer progression schedule than that of the job from which the employee is promoted, an employee’s wage experience credit shall not exceed:
    • Two (2) steps down from maximum on the longer wage schedule if of sixty (60) months or less length;
    • Four (4) steps down from maximum on the longer wage schedule if of sixty-one (61) months or more in length;

(c) If the effect of applying the step down is to decrease wages, then the employee will be placed on the first step of the new schedule that results in a wage increase.

8 Tentative Wage Schedule Assignments

If an employee whose title is listed in Appendix 5, is assigned to a new territory or locality for which no wage schedule assignment is indicated for the employee’s title, the Company shall make a tentative wage schedule assignment to cover the situation. If the final wage schedule assignment is different from the tentative assignment, an employee who holds such position during the period of tentative assignment shall be eligible to receive wage treatment during such period in accordance with the final assignment.

 

ARTICLE 16 – TRANSFERS, TRAVEL ALLOWANCES, AND MOVING EXPENSES

(The following provisions shall not apply to Construction Technicians or Senior Construction  Technicians.)

  • The Company may transfer, assign or reassign, temporarily or permanently, employees from one job title to another, from one job assignment to another within the same job title and/or from one work location to another. Permanent transfers, assignments or reassignments will be accomplished in accordance with the following:
    • The Company may permanently transfer, assign, or reassign employees within a Geographical Commuting Area (GCA) as the Company may deem necessary or appropriate. Employees’ seniority shall be taken into account in the treatment of employees under Article 16, Paragraph 1(a), insofar as the conditions of the business and the abilities of the employees permit. A GCA will include work locations within reasonable commuting distances and shall be defined by the Article 16

Company’s Director of Labor Relations and the Union’s appropriate Vice President.

  • When the Company finds it necessary or appropriate to permanently transfer, assign or reassign employees to a reporting location which is outside the GCA, the Company will seek volunteers in the job titles in the Organization of the Company in the GCA from which the transfer, assignment or reassignment is to be made. The transfer, assignment or reassignment will be accomplished from among the volunteers in descending order of seniority, provided the Company determines that the volunteers are qualified and can be released.
  • If the Company determines that it cannot effect the transfer, assignment or reassignment pursuant to Paragraph 1(b) above from among the volunteers, the transfer, assignment or reassignment will be effected from among employees in the job title(s) in the Organization of the Company in the GCA from which the transfer, assignment or reassignment is to be made in inverse order of seniority, provided the Company determines that those employees are qualified and can be released. If such transfer, assignment or reassignment would require an affected employee to relocate his or her residence as provided under Paragraph 7 below and  that employee  refuses the assignment, the Company will implement the procedures set forth in Article 24 (Force Adjustment – Layoff, Part-Timing, and Recall) of this Agreement.
  • Insofar as the conditions of the business and the abilities of the employees permit, the provisions of Paragraphs 1(a), 1(b) and 1(c) shall apply to temporary transfers, assignments or reassignments.
  • Travel Allowances – Temporary Transfers, Assignments or Reassignments Within Commuting Distance

An employee temporarily transferred, assigned or reassigned to a reporting location within commuting distance of the employee’s regular reporting location (whether or not it is within the employee’s GCA) who is not otherwise reimbursed for expenses associated with the transfer, assignment or reassignment shall be paid one (1) or two (2) allowances each day, as appropriate, in accordance with the following schedule provided the Company determines that:

  • Travel to or from the employee’s temporary reporting location occurs wholly outside of the employee’s scheduled tour,
  • The employee does not travel via Company provided transportation, and
  • The transfer, assignment or reassignment results in either a longer commuting distance for the employee or an increase in commuting expense to the employee:

 

Distance in Road Miles From The Employee’s                Allowance

Regular Reporting Location to the Temporary (One Way) Reporting Location

Over 1 mile, but not over 3 miles                                  $4.25

Over 3 miles, but not over 5 miles                                 $5.25

Over 5 miles, but not over 15 miles $7.00 Over 15 miles, but not over 25 miles           $8.00

Over 25 miles, but not over 35 miles                              $10.75

  • Travel Allowances – Temporary Transfers, Assignments or Reassignments Beyond Commuting Distance

 

Article 16

  • If an employee is temporarily transferred, assigned or reassigned to a reporting location more than thirty-five (35) road miles from the permanent reporting location, or to a location to which, in the judgment of the Company, daily commuting is not practical, the Company will, at the option of the employee:
    • Provide the per diem expense reimbursement of either Paragraph 3(b) or 3(c) plus reimbursement for lodging at the location, or;
    • Providing an employee meets the criteria of Paragraphs 2(a), 2(b) and 2(c), afford the employee the option of reimbursement for actual commuting mileage at the highest IRS allowable rate per mile. Except as provided in 3(e) below, on temporary assignments of greater than one (1) day, commuting time for employees reimbursed pursuant to this

Paragraph shall not be considered time worked.

  • The per diem expense payment for those temporary transfers, assignments or reassignments in which lodging only is provided shall be the regular per diem rate for meals and incidental expenses as used by the IRS and effective on the day to which the per diem applies. The rate shall be for the location in the continental United States (contiguous 48 states) to which the employee is transferred assigned or reassigned. For all other locations in the continental United States, the standard per diem rate for meals and incidental expenses used by the IRS shall apply. For Alaska and Hawaii, the per diem rate shall be for proportional meals and local incidental expenses for the location to which the employee is transferred, assigned or reassigned, as adopted by the General Services Administration (GSA) and referenced by the IRS, for travel outside the continental United States on the day to which the per diem applies. If the specific location is not listed, the rate for “other” in Alaska or Hawaii, as applicable, will be used. No other expense reimbursement will be paid on a day for which a per diem is allowed, except for travel related expenses as provided for in Paragraphs 4(c), 5 and/or 6.
  • The per diem expense payment for those temporary transfers, assignments or reassignments in which lodging and meals are provided shall be three dollars ($3.00) a day for the first five (5) days and shall be five dollars ($5.00) a day for the sixth day and thereafter. This per diem expense reimbursement paid when lodging and meals are provided covers laundry, local transportation, gratuities, and other expenses which the employee may incur. No other expense reimbursement will be paid on a day in which a per diem is allowed, except for travel related expenses as provided for in Paragraphs 4(c), 5 and/or 6.
  • Except in the case of an employee attending a Company school at which the employee is required to live and remain, if the temporary work location is more than thirty-five (35) road miles from the employee’s regular reporting location, an employee may elect to receive an allowance of forty-five ($45.00) per day in lieu of board and lodging for each day of the temporary assignment so long as the employee does not actually commute between his or her home and the temporary reporting location.
  • Time spent traveling at the start and end of an assignment under the provisions of Paragraphs 3(a) and 3(d) will be considered time worked. This will not include time spent traveling to and from the temporary living quarters to the temporary work location.
  • Notwithstanding any other provisions of this Article, an employee eligible to receive a per diem expense payment pursuant to Paragraph 3(b), 3(c), or 3(d) of Article 16

this Article shall also be reimbursed for telephone calls of reasonable number and length, provided they would otherwise be eligible for the AT&T Toll Discount Program.

  • Interim Return Home
    • If the temporary work location is more than thirty-five (35) road miles from the employee’s regular reporting location, the Company will provide for travel reimbursement to return the employee to his or her home for two consecutive non-scheduled days every third week of the temporary assignment.
    • In lieu of the provision of Subparagraph 4(a) above, when an employee is attending a Company school at which he or she is required to live and remain, the employee shall be eligible to periodically return to his or her home according to the requirements of the school.
    • Employees who are authorized to periodically return to their homes, shall be reimbursed, as determined by the Company, as follows:
      • Personal vehicle usage at the highest IRS allowable rate per mile plus actual out-of-pocket, travel-related expenses; or
      • Authorized expense for  travel by  public  transportation when such is convenient.
    • Time spent traveling under the provisions of this Paragraph shall not be considered as time worked.
    • When an employee leaves the temporary location under these provisions, the employee will release his or her room and make a reservation for the date of return. The Company shall not be required to pay lodging not actually used.
  • Transportation to Temporary Assignment
    • The Company will provide  or determine the  mode of transportation to the temporary assignment.
    • Should the employee request and be granted permission to use a means of transportation other than the preferred Company mode of transportation, reimbursement will be made as follows:
      • Time for travel will be based on a reasonable duration had the employee used the Company preferred mode of transportation.
      • Personal vehicle usage will be reimbursed at the highest IRS allowable rate per mile up to the cost of the lowest round trip fare to the temporary assigned destination, based on the Company’s preferred mode of transportation.
      • No per diem expense reimbursement or lodging reimbursement will be made over what would have been reimbursed had the preferred Company mode of transportation been used.
    • Travel Expenses During Work Time

Employees required to travel after the start of or before the end of their tours will be provided transportation by the Company or reimbursed for travel-related out-of- pocket expenses and/or authorized use of their personal vehicle in connection with such travel. Employees who travel by public transportation will be reimbursed for their Article 16

actual out-of-pocket, travel-related expenses. Employees who are authorized to use their personal vehicles for such travel will be reimbursed at the highest IRS allowable rate per mile plus actual out-of-pocket, travel-related expenses.

  • Moving Expenses
    • An employee (1) who is permanently transferred, assigned or reassigned outside the GCA according to the provisions of Paragraph 1(b) and/or 1(c), and

(2) whose new reporting location is more than thirty-five (35) road miles distant from the employee’s old reporting location, and (3) who has an increase in road miles from the employee’s current permanent residence to the new work location will be provided a lump sum payment of $13,000.00 or the amount of termination allowance the employee would receive if the employee were laid off, whichever is less; provided however, that in no case shall such a relocating employee be paid a lump sum payment of less than $7,000.00.

  • The lump sum payment will be subject to the withholding of appropriate taxes.
  • Appropriate change-of-residence documentation will be provided to management within forty-five (45) days of the change of residence.
  • Change of residence must be completed within one (1) year of the date of transfer.
  • An employee entitled to moving expenses under the provisions of Paragraph 7(a) may elect not to relocate his or her residence and shall be entitled to receive a one-time lump sum allowance of $1,500.00 in lieu of such moving expenses provided this election is made within one (1) year of the date of transfer.
  • Employees transferred via Article 16 who meet the relocation criteria in Article 16, Paragraph 7(a), and are compensated for actually relocating their residence, shall be offered the opportunity to move back to the former location with relocation compensation for the lesser of: (1) the termination allowance for which they would  have  been eligible upon  layoff;  or (2)  $13,000.00  if  the following conditions are met:
    • The employee  is  laid  off  at  the  new  site  within  three  (3)  years  of placement; and
    • The employee relocates back to the original geographical location; and
    • The employee does not qualify for any other AT&T provided relocation compensation program.

 

ARTICLE 17 – NEW JOB TITLES AND JOB CLASSIFICATIONS

  • Whenever the Company determines it appropriate to create a new job title or job classification in the bargaining unit, or to restructure or redefine an existing one, it shall provide advance notice of that action to the Union. Such notice shall include the job title or classification, a job description of the duties for such job title or classification, and the initial Standard Rates and wage schedule for such job title or classification. The Company may proceed to staff such job title or classification after thirty (30) days from such notice.
  • Within thirty (30) days from receipt of such notice, the Union may initiate negotiations concerning the initial Standard Rates or wage schedules which the Company has Article 17

established for the new or restructured job title or classification.

  • If negotiations are not so initiated, the initial Standard Rates and wage schedules set by the Company shall remain in effect.
  • If agreement is reached between the parties within sixty (60) days following the Union’s receipt of notice from the Company concerning the initial Standard Rates and wage schedules, the agreed upon Standard Rates and wage schedules shall be implemented as of the date of such agreement.
  • If negotiations are initiated pursuant to Paragraph 2, above, and if the parties are unable to reach agreement on a schedule of Standard Rates for the new or restructured job title or classification within sixty (60) days following the Union’s receipt of notice from the Company, the Union may, within thirty (30) days of the expiration of the sixty (60) day period for negotiations, demand that the issue of an appropriate schedule of Standard Rates for the new or restructured job title or classification be submitted for resolution to a neutral third party, to be selected by mutual agreement from among those who possess acknowledged expertise in the area of job evaluation. The parties may submit all evidence deemed relevant to the issue to the neutral third party. At the request of either party, a hearing shall be held to receive such evidence. Any such meeting or hearing shall be held within thirty (30) days after the matter is referred to the neutral third party, who shall render a written decision as to an appropriate schedule of Standard Rates for the new or restructured job title or classification within sixty (60) days of the date that the matter is first referred for resolution. In the event the neutral third party determines that a different schedule of rates is appropriate, the new schedule shall be placed in effect as of the date of the neutral third party’s decision.
  • The procedures set forth herein shall also apply when the Company creates a new job or re-evaluates a position or function held by an employee resulting in a reduction in the employee’s Standard Rate or level. The Union will be given the opportunity to perform its own job evaluation or joint job evaluation within thirty (30) days of notification as described in Paragraph 1.
  • The procedures set forth in Paragraph 5, above, shall be the exclusive means by which the Union may contest the schedule of Standard Rates which the Company sets for any new or restructured job title or classification or the decision of the Company in re-evaluating a function or position held by an employee resulting in a reduction in the employee’s Standard Rate or level.

 

ARTICLE 18 – CLASSIFICATION AND TREATMENT OF PART-TIME EMPLOYEES

  • Payment to a part-time employee for hours worked in excess of an equivalent normal daily tour or work week for a comparable full-time employee shall be at the applicable overtime rate for a comparable full- time employee, based on such part- time employee’s Hourly Adjusted Rate.
  • The classification of a part-time employee is based on the employee’s “part-time equivalent work week” which shall be determined prospectively by dividing the employee’s total normally scheduled hours per month by 4.35 and rounding the result to the next higher whole number. (Illustration: 68 hours per month divided by 4.35 equals 15.6 rounded to a “part-time equivalent work week” classification of 16.)
  • The part-time “equivalent work week” (EWW) classification of each part-time employee shall be reviewed by the Company on or about February 1 and August 1 of each year Article 18

and adjusted as appropriate. In determining the appropriate EWW, the Company will consider the actual average number of hours worked in each of the two (2) quarters during the preceding six (6) month period except that any hours worked which are paid at the overtime rate shall not be counted in computing the average number of hours worked. If the result in both of the preceding two (2) quarters is a number higher than the employee’s existing EWW, the employee will be reclassified to the classification represented by the lower of the two (2) quarters. If the result in one (1) of the two (2) preceding quarters is equal to or lower than the employee’s existing EWW, and the result of the other quarter is equal to or greater than the employee’s existing EWW, then the employee’s existing EWW will remain unchanged. If the result in both the preceding two (2) quarters is a number lower than the employee’s existing EWW, the employee will be reclassified to the classification represented by the higher of the two (2) quarters.

  • Payments to a regular part-time employee for disability under the AT&T Pension Plan and the Company’s disability plan, vacations, holiday, anticipated disability leave and sickness absence (not under the Company’s disability plan), or termination allowance (or its equivalent) shall be prorated based on the relationship of the individual part-time employees “part-time equivalent work week” to the normal work week of a comparable full time employee in the same job title, classification or work group. A part-time employee shall not be paid for time not worked for absence due to sickness (not under the Company’s disability plan) unless such absence due to sickness occurs on a day of the week on which the employee is normally scheduled to work and the employee is eligible for pay for personal illness in accordance with Article 20 or Article 39 as applicable.
  • Part-time employees shall, if otherwise eligible to participate under the terms of such plans, be eligible for coverage under benefit plans, programs, and policies noted in

Article 19 – Benefit Plans, Programs, and Policies.

  • Part-time employees, regardless of classification, shall be eligible for Excused Work Days on a pro-rata basis based upon the ratio of any such part-time employee’s equivalent work week to the normal work week of a comparable full-time employee.

 

ARTICLE 19 – BENEFIT PLANS, PROGRAMS, AND POLICIES

 

The means for fulfilling the terms of this Article may be the Company’s adoption of its own plan and associated plan document or participation in an equivalent plan having a plan document that includes, for bargained-for personnel, the benefits agreed to be provided pursuant to this Article and substantially the terms, provisions and conditions under which such benefits are to be provided.  The sole remedy for issues with respect to the validity or amount of any claim for benefits is the claim and appeal process as defined in the individual benefits plans and programs.  The parties agree to the plans and programs described below.  Copies of the plan documents, Summary Plan Descriptions (SPDs) and Summary of Material Modifications (SMMs) of these plans, policies and programs have been provided to the Union.  If there is any difference between these Summary Plan Descriptions and the ERISA plans or programs (including amendments thereto), the plan texts shall govern.

 

For purposes of this Article:

 

  • Employees hired/rehired on or before August 8, 2009 shall be referred to as “Current Employees”;

 

  • Employees hired/rehired or transferred into the 2009 Agreement after August 8, 2009 and on or before August 17, 2012 shall be referred to as “2009 New Hires”. In addition, “2009 New Hires” shall also include individuals who were classified as Temporary or Term Employee as of August 8, 2009 and who were subsequently reclassified to Regular Employee Status on or before August 17, 2012;
  • Employees hired/rehired or transferred into the 2012 Agreement after August 17, 2012 and on or before the date the 2015 Collective Bargaining Agreement is ratified pursuant to the terms of that Agreement (“Ratification Date”) shall be referred to as “2012 New Hires”;
  • Employees hired/rehired or transferred into the 2015 Agreement after the Ratification Date shall be referred to as “2015 New Hires”;
  • Current Employees who are laid off, who are recalled and whose service is immediately bridged will be treated as Current Employees. 2009 New Hires who are laid off, who are recalled and whose service is immediately bridged will be treated as 2009 New Hires. 2012 New Hires who are laid off, who are recalled and whose service is immediately bridged will be treated as 2012 New Hires. 2015 New Hires who are laid off, who are recalled and whose service is immediately bridged will be treated as 2015 New Hires.
  • Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires shall be referred to collectively as “Employees”;
  • Employees who terminate employment during the term of this Agreement and who meet the applicable requirements to be eligible for post-retirement benefits are referred to as “Eligible Retired Employees”.

 

Article 19A provides specific rules regarding benefits for Employees who move among job titles or move pursuant to the National Transfer Plan.  The provisions of Article 19A take precedence over the provisions of this Article 19 with respect to Employees addressed in Article 19A.

 

  1. HEALTH AND WELFARE BENEFIT PLANS
    1. Effective January 1, 2016, Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires shall be eligible to participate in the benefit plans, programs and policies, identified in the chart below by an “x”, with the plan terms, conditions and provisions which were in effect on April 11, 2015, as described in the applicable SPDs and SMMs, except as noted herein.
  Plan/Program/Policy Current

Employees

& 2009 New Hires

2012 New Hires 2015 New Hires
AT&T Corp. Employee Medical Program x x x
AT&T Employee Assistance Program x x x
AT&T Dental Program (management provisions except as noted in Exhibit 1) x x x
AT&T Vision Program (management provisions except as noted in Exhibit 1) x x x
AT&T CarePlus – A Supplemental Benefit Program x x x
AT&T Group Life Insurance Program for Active Employees* x x x
AT&T Consolidated Long-Term Care Insurance Plan (closed to new entrants 5/1/2012) x    
AT&T Flexible Spending Account Plan x x x
AT&T Health Reimbursement Account Program x x (SSP Only)  
Legacy AT&T Disability Benefits Program x x  
AT&T Disability Income Program     x
AT&T Commuter Benefit Policy x x x
AT&T Adoption Reimbursement Policy x x x
AT&T Voluntary Benefits Platform** x x x

*This program includes Supplemental Life Insurance and Dependent Life Insurance provisions.

**The Company may unilaterally modify the AT&T Voluntary Benefits Platform from time to time or discontinue without further discussions with the Union.

  1. Employees, including newly eligible Employees, and Eligible Retired Employees (as provided for in Paragraph C) shall continue to participate in the same benefit plans, programs and policies on the same terms and conditions which were in effect on April 11, 2015, until the benefits identified in Paragraph 1.A. above become effective, subject to changes to benefits resulting from the operation of existing plan provisions and amendments necessary to comply with changes in the law.
  2. Employees who terminate employment with the Company during the term of this Agreement and are eligible for post-retirement medical coverage under the terms of the medical program the Employee was eligible for as an active Employee as of the date of termination (an “Eligible Retired Employee”) will be eligible, during the term of this

Agreement, for coverage under the AT&T Corp. Employee Medical Program, AT&T

Eligible Former Employee CarePlus – A Supplemental Benefit Program, AT&T Dental

Program, AT&T Eligible Former Employee Group Life Insurance Program for Bargained

Employees, AT&T Eligible Former Employee Vision Program, and AT&T Consolidated Long-Term Care Insurance Plan (current participants only), subject  to changes to benefits resulting from the operation of existing plan provisions and amendments necessary to comply with changes in the law, and with the exceptions identified in Exhibit 1. Nothing in this Paragraph C shall be construed to provide benefits for any period subsequent to the term of this Agreement or for any employee other than those referenced above who terminate employment during the term of this Agreement.

  1. Exhibit 1 provides a summary of certain plan, program and/or policy terms, conditions and provisions, including any which are exceptions to terms, conditions and provisions described in the applicable SPDs and SMMs as well as any which differ among groups of employees eligible to participate in a particular plan, program or policy, such as the applicable deductible or copayment amount. If there are discrepancies between the specific information provided in Exhibit 1 and the plan documents, SPDs or SMMs, the information provided in Exhibit 1 will govern.
  2. It is understood that certain benefits described in Exhibit 1 are subject to change to comply with implementation of PPACA and associated regulations and agency guidance. The Company will notify the Union of the changes the Company makes to conform the benefits under this Agreement with final regulations and guidance under PPACA and any amendment determined to be necessary due to changes in the law.  Should any of these changes require bargaining, all other terms and provisions of the 2015 Agreement will remain in effect through expiration.

 

 

  1. PENSION AND SAVINGS BENEFIT PLANS
    1. Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires shall be eligible to participate in the benefit plans, programs and policies identified in the chart below by an “x”, with the plan terms, conditions and provisions which were in effect on April 11, 2015, as described in the applicable SPDs and SMMs, except as noted herein.
Plan/Program/Policy Current Employees  

2009 New Hires,

2012 New Hires,

2015 New Hires

 

AT&T Retirement Savings Plan x x
AT&T Legacy Bargained Program

(ALB) of the AT&T Pension Benefit Plan

x  
Bargained Cash Balance Program

#2 of the AT&T Pension Benefit Plan

  x

 

  1. Current Employees

Except as provided below, Current Employees shall continue to participate in the following pension and savings benefit plans, programs, and policies on the same terms and conditions which were in effect on April 11, 2015.

                                   AT&T Legacy Bargained Program (ALB) of the AT&T Pension Benefit Plan

Current Employees who continue to participate in the ALB Program will be eligible for the following pension band increases:

  1. 0% effective January 1, 2016
  2. 0% effective January 1, 2017

c. 1.0% effective January 1, 2018

    AT&T Retirement Savings Plan

 

 

  1. 2009 New Hires and 2012 New Hires

2009 New Hires and 2012 New Hires shall continue to participate in the following pension and savings benefit plans, programs, and policies on the same terms and conditions which were in effect on April 11, 2015.

 

  • AT&T Retirement Savings Plan
  • Bargained Cash Balance Program #2 of the AT&T Pension Benefit Plan (“BCB2 Program”)

 

  1. 2015 New Hires

 

2015 New Hires shall be eligible to participate in the following pension and savings benefit plans, programs, and policies on the same terms and conditions which were in effect on April 11, 2015.

 

  • AT&T Retirement Savings Plan

 

  • Bargained Cash Balance Program #2 of the AT&T Pension Benefit Plan (“BCB2 Program”)

 

  1. Except as provided in this Article, there shall be no negotiations during the life of this Agreement upon changes in pensions or any other subjects covered by the existing employee benefit plans, programs and policies.
  2. In the event, during the life of this Agreement, the Company proposes to amend any of the existing employee benefit plans, programs and/or policies or their successors, in a manner that affects benefits or privileges of employees represented by the Union, it will before doing so notify the Union of its proposal and afford the Union a period of sixty (60) calendar days for bargaining on said proposal; provided however that no amendment may be made in the employee benefit plans, programs and/or policies which would reduce or diminish the benefits or privileges provided thereunder as they apply to employees represented by the Union without its consent.
  3. Any dispute involving the true intent and meaning of Paragraph 4 may be presented as a grievance and if not resolved by the parties, it may be submitted to the arbitration procedure of this Agreement. Nothing in this Agreement shall be construed to subject the employee benefit plans, programs, and/or policies referenced in this Article (or their successors) or their administration or the terms of the proposed changes in the plans, programs, and/or policies to arbitration.

 

ARTICLE 19A – BENEFITS RULES FOR MOVEMENT OF EMPLOYEES

 

  1. General Provisions – Any individual who moves after April 11, 2015 from a job title not covered by the 2015 Agreement to a job title covered by the 2015 Agreement, where the circumstances of the move are not specifically accounted for in one of the following paragraphs, will be treated as a 2015 New Hire under Article 19.     

 

  1. Treatment Of Inter-Region Transferred Converted Temp/Term Employees, InterRegion Transferred 2009 New Hire Employees and Inter-Region Transferred 2012 New Hire Employees

 

  1. Definitions:

 

  • An “Inter-Region Transferred Converted Temp/Term Employee” means an individual who was classified as a temp or term employee as of August 8, 2009 in one of the 2009 Core CWA Collective Bargaining Agreements and was subsequently reclassified to “regular employee” status on or before August 17, 2012 and then moved pursuant to the National Transfer Plan to any job title covered by the 2015 Agreement.

 

  • An “Inter-Region Transferred 2009 New Hire Employee” means an individual who hired or rehired after August 8, 2009 and on or before August 17, 2012 in a job title in one of the 2009 Core CWA Collective Bargaining Agreements and who moved pursuant to the National Transfer Plan into any job title under the 2015 Agreement.

 

  • An “Inter-Region Transferred 2012 New Hire Employee” means an individual who hired or rehired after August 17, 2012 and on or before the Ratification Date in a job title in one of the 2012/2013 Core CWA Collective Bargaining Agreements and who moved pursuant to the National Transfer Plan into any job title under the 2015 Agreement.

 

  1. Applicable Benefit Plans:

 

  • Inter-Region Transferred Converted Temp/Term Employees and InterRegion Transferred 2009 New Hire Employees will be eligible to participate in the same plans, policies and provisions on the same terms and conditions as will be provided to 2009 New Hires under Article 19.

 

  • Inter-Region Transferred 2012 New Hire Employees will be eligible to participate in the same plans, policies and provisions on the same terms and conditions as will be provided to 2012 New Hires under Article 19.

 

 

  • Subsequent Movement:

 

  • If an Inter-Region Transferred Converted Temp/Term Employee or InterRegion Transferred 2009 New Hire Employee subsequently moves during the term of this Agreement to any other job title under the 2015 Agreement,

the benefits available will continue to be the benefits provided to 2009 New Hires under Article 19.  If an Inter-Region Transferred 2012 New Hire Employee subsequently moves during the term of this Agreement to any other job title under the 2015 Agreement, the benefits available will continue to be the benefits provided to 2012 New Hires under Article 19.

 

 

  1. Treatment of Inter-Region Transferred Current Employees

 

  1. Definitions:

 

    An “Inter-Region Transferred Current Employee” means an individual who was employed as of August 8, 2009 in one of the 2009 Core CWA Collective Bargaining Agreements, who moved pursuant to the National Transfer Plan into any job title covered by the 2015 Agreement.

 

  1. Applicable Benefit Plans:

 

    Inter-Region Transferred Current Employees will be eligible to participate in the same plans, programs and policies on the same terms and conditions as will be provided under Article 19 to Current Employees.

 

  • Subsequent Movement:

 

    If an Inter-Region Transferred Current Employee subsequently moves during the term of this Agreement to any other job title under the 2015 Agreement, the benefits available to the individual will continue to be the benefits provided to Current Employees pursuant to Article 19.

 

 

Legacy T CWA Core Benefits Outline Summary

Provision Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires
Active

Employees

 
Effective Date(s)  Health & Welfare: 1/1/2016
Eligibility    
For Medical, Dental,  Vision, Disability,

CarePlus, 

and Life Insurance

(unless otherwise specified)

Current Employees,  2009 New Hires & 2012 New Hires

Applicable programs:

Medical ‐  AT&T Corp. Employee Medical Program

Dental – AT&T Dental Program (management provisions except as provided below)

Vision – AT&T Vision Program (management provisions except as provided below)

Disability – Legacy AT&T Disability Benefits Program

CarePlus ‐ AT&T CarePlus – A Supplemental Benefit Program

Life Insurance ‐ AT&T Group Life Insurance Program for Active Employees*

 

2015 New Hires

Applicable programs:

Medical ‐  AT&T Corp. Employee Medical Program

Dental – AT&T Dental Program (management provisions except as provided below)

Vision – AT&T Vision Program (management provisions except as provided below)

Disability – AT&T Disability Income  Program

CarePlus ‐ AT&T CarePlus – A Supplemental Benefit Program

Life Insurance ‐ AT&T Group Life Insurance Program for Active Employees*

 

*includes Supplemental Life and Dependent Life provisions

 

Health Reimbursement Account (HRAs)
  Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires None.

 

Note:  No additional Company crediting.  Employees who have remaining account balances will continue to have access to those account balances subject to provisions of the Program.

 

Medical  
Program Current Employees,  2009 New Hires, 2012 New Hires & 2015 New Hires

 

AT&T Corp. Employee Medical Program

 

No change from current program except as provided below, and including:

      Choice of Options 1 or 2 as defined below.

 

Fully-insured coverage options such as HMOs continue to be available at the discretion of the Company.

 

 

Dependent Eligibility Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires

 

No change from current program.

 

Eligibility for

Coverage

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

No changes from current program.

Provision Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires
Eligibility for Company Subsidy Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

No change from current program except as provided below.

 

 

Individual Coverage:

Company subsidy for Employees enrolled in Company sponsored Individual medical coverage (including fully insured coverage options, if available) will  continue to begin on the first day of the month in which 90 days of net credited service (NCS) is attained (also referred to as term of employment (TOE)).  Employees  with less than 90 days of NCS will be eligible to enroll in Company‐sponsored medical coverage (including fully insured coverage options, if available) but are required to pay 100% of the cost of coverage.

 

Family Coverage:

Company subsidy for Employees enrolled in Company sponsored medical coverage other than Individual coverage will continue to begin on the first day of the month in which 6 months of net credited service (NCS) is attained (also referred to as term of employment (TOE)).  Employees with less than 91 days of NCS may enroll in Company‐sponsored medical coverage (including fully insured coverage options, if available) but are required to pay 100% of the cost of coverage.  Employees with more than 90 days of NCS and less than 6 months of NCS may enroll in Company‐sponsored medical coverage (including fully insured coverage options, if available) but are required to pay 100% of the cost of coverage reduced by the company subsidy for the Individual coverage tier.

 

 

 

 

Active  (Full‐Time)

Monthly Contributions

Current Employees,  2009 New Hires, 2012 New Hires & 2015 New Hires

 

Current Employees, 2009 New Hires & 2012 New Hires have a choice between the following options:

 

 

Option 1:

Monthly Contribution Amounts

   2016  2017            2018
Individual            $96  $119            $129
Family  $214  $246            $267

 

Option 2:

Monthly Contribution Amounts

   2016  2017            2018
Individual            $24            $36               $50
Family            $60            $89            $124

 

 

2015 New Hires have a choice between the following two options:

 

Option 1:

Contribution Amounts

   2016  2017            2018
Individual  $161  $173            $176
Family  $332  $356            $362

 

Option 2:

Contribution Amounts

   2016  2017            2018
Individual            $73            $80               $90
Family  $181  $200            $222

 

 

Active

(Part‐Time) 

Monthly Contributions

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires No change from current program.

 

 

 

Provision Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires
Annual Deductibles Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

Option 1:

 

  2016 2 017 2 018
 

 

Network &

Traditional

Indemnity

Non-Network Network &

Traditional

Indemnity

Non-Network Network &

Traditional

Indemnity

Non-Network
Ind $550 $1,300 $   550 $1,300 $   600 $2,100
Family $1,100 $2,600 $1,100 $2,600 $1,200 $4,200

 

 

Annual Deductible Provisions:

No change from current program.

 

Option 2:

 

  2016 2 017 2 018
 

 

Network &

Traditional

Indemnity

Non-Network Network &

Traditional

Indemnity

Non-Network Network &

Traditional

Indemnity

Non-Network
Ind $1,300 $3,900 $1,300 $3,900 $1,300 $3,900
Family $2,600 $7,800 $2,600 $7,800 $2,600 $7,800

 

Annual Deductible Provisions:

 

No change from current program except as provided below:

•       If the coverage tier is Family, no individual can receive benefits until the family Annual Deductible is met. The family Annual Deductible can be met by one or a combination of covered family members.

•       The following costs paid by the participant also apply toward the applicable Network & Traditional Indemnity or Non‐Network Deductible amounts:

•       Prescription drug allowable charges of eligible expenses.

 

 

General CoPay/Coinsurance Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

Option1:

 

    2016 2017 2018
 

 

Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Preventive $0 / 0%

Ded waived

  No Benefit $0 / 0%

Ded waived

No Benefit $0 / 0%

Ded waived

No

Benefit

Sickness/Illness $0 / 10%

After Ded

  $0 / 40%

After Ded

$0 / 10%

After Ded

$0 / 40%

After Ded

$0 / 10%

After Ded

$0 / 50%

After Ded

 

Option2:

 

    2016 2017 2018
 

 

Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Preventive $0 / 0%

Ded waived

  No Benefit $0 / 0%

Ded waived

No Benefit $0 / 0%

Ded waived

No

Benefit

Sickness/Illness $0 / 10%

After Ded

  $0 / 50%

After Ded

$0 / 10%

After Ded

$0 / 50%

After Ded

$0 / 10%

After Ded

$0 / 50%

After Ded

 

 

 

 

 

Provision Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires
Office Visit  Copay / Coinsurance Current Employees,  2009 New Hires, 2012 New Hires & 2015 New Hires

 

 

Option 1:

 

    2016 2017 2018
 

 

Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

  Network &

Traditional

Indemnity

Non-

Network

Preventive $0 / 0%

Ded waived

  No Benefit $0 / 0%

Ded waived

No Benefit   $0 / 0%

Ded waived

No Benefit
Sickness/Illness $0 / 10%

After Ded

  $0 / 40%

After Ded

$0 / 10%

After Ded

$0 / 40%

After Ded

  $0 / 10%

After Ded

$0 / 50%

After Ded

 

Option 2:

 

  2016 2017 2018
 

 

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

Non-

Network

  Network &

Traditional

Indemnity

Non-

Network

Preventive $0 / 0%

Ded waived

No Benefit $0 / 0%

Ded waived

No Benefit   $0 / 0%

Ded waived

No Benefit
Sickness/Illness $0 / 10%

After Ded

$0 / 50%

After Ded

$0 / 10%

After Ded

$0 / 50%

After Ded

  $0 / 10%

After Ded

$0 / 50%

After Ded

 

 

 

Urgent Care 

Facility/Professional

Services Copay / Coinsurance

Current Employees,  2009 New Hires, 2012 New Hires & 2015 New Hires

 

Option 1:

 

  2016 2017   2018
Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

  Non-

Network

$0 / 10%

After Ded

  $0 / 40%

After Ded

$0 / 10%

After Ded

$0 / 40%

After Ded

$0 / 10%

After Ded

  $0 / 50%

After Ded

 

Option 2:

 

  2016 2017   2018
Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

  Non-

Network

$0 / 10%

After Ded

  $0 / 50%

After Ded

$0 / 10%

After Ded

$0 / 50%

After Ded

$0 / 10%

After Ded

  $0 / 50%

After Ded

 

 

 

 

Provision Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires
Emergency 

Room

Facility/Professional

Services 

Copay / Coinsurance

(Emergencies)

Current Employees,  2009 New Hires, 2012 New Hires & 2015 New Hires

 

Option 1:

 

  2016 2017   2018
Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

  Non-

Network

$0 / 10%

After Ded

  $0 / 10%

After Ded

$0 / 10%

After Ded

$0 / 10%

After Ded

$0 / 10%

After Ded

  $0 / 10%

After Ded

 

Option 2:

 

  2016 2017   2018
Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

  Non-

Network

$0 / 10%

After Ded

  $0 / 10%

After Ded

$0 / 10%

After Ded

$0 / 10%

After Ded

$0 / 10%

After Ded

  $0 / 10%

After Ded

 

 

 

 

 

 Hospital

Inpatient/Outpatient

Facility/Professional

Services Copay / Coinsurance

Current Employees, 2009 New Hires, 2012 New Hirees & 2015 New Hires

 

Option 1:

 

  2016 2017   2018
Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

  Non-

Network

$0 / 10%

After Ded

  $0 / 40%

After Ded

$0 / 10%

After Ded

$0 / 40%

After Ded

$0 / 10%

After Ded

  $0 / 50%

After Ded

 

Option 2:

 

  2016 2017   2018
Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

  Non-

Network

$0 / 10%

After Ded

  $0 / 50%

After Ded

$0 / 10%

After Ded

$0 / 50%

After Ded

$0 / 10%

After Ded

  $0 / 50%

After Ded

 

 

 

 

Provision Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires
Tests (all tests including x‐ray, radiology, lab test, etc) Copay/ Coinsurance Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

 

Option 1:

 

  2016 2017   2018
Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

  Non-

Network

$0 / 10%

After Ded

  $0 / 40%

After Ded

$0 / 10%

After Ded

$0 / 40%

After Ded

$0 / 10%

After Ded

  $0 / 50%

After Ded

 

 

Option 2:

 

  2016 2017   2018
Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

  Non-

Network

$0 / 10%

After Ded

  $0 / 50%

After Ded

$0 / 10%

After Ded

$0 / 50%

After Ded

$0 / 10%

After Ded

  $0 / 50%

After Ded

 

 

 

Hearing Benefit Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

Option 1:

 

  2016 2017   2018
Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

  Non-

Network

$0 / 10%

After Ded

  $0 / 40%

After Ded

$0 / 10%

After Ded

$0 / 40%

After Ded

$0 / 10%

After Ded

  $0 / 50%

After Ded

 

Option 2:

 

  2016 2017 2018
Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

Non-

Network

$0 / 10%

After Ded

  $0 / 50%

After Ded

$0 / 10%

After Ded

$0 / 50%

After Ded

$0 / 10%

After Ded

$0 / 50%

After Ded

 

 

Mental

Health/Substance

Abuse (MH/SA) Copay / Coinsurance

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

Option 1:

 

    2016 2017   2018
 

 

Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

  Non-

Network

Out Patient & In Patient $0 / 10%

After Ded

  $0 / 40%

After Ded

$0 / 10%

After Ded

$0 / 40%

After Ded

$0 / 10%

After Ded

  $0 / 50%

After Ded

 

Option 2:

 

    2016 2017   2018
 

 

Network &

Traditional

Indemnity

  Non-

Network

Network &

Traditional

Indemnity

Non-

Network

Network &

Traditional

Indemnity

  Non-

Network

Out Patient & In Patient $0 / 10%

After Ded

  $0 / 50%

After Ded

$0 / 10%

After Ded

$0 / 50%

After Ded

$0 / 10%

After Ded

  $0 / 50%

After Ded

 

 

 

Provision Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires
Annual

Out‐of‐Pocket

Maximums

(OOP) 

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

Out‐of‐Pocket Maximum Amounts

(including Annual Deductible)

Option 1:

 

  2016 2 017 2 018
 

 

Network &

Traditional

Indemnity

Non-Network Network &

Traditional

Indemnity

Non-Network Network &

Traditional

Indemnity

Non-Network
Ind $2,550 $  7,300 $2,550 $  7,300 $3,000 $9,000
Family $5,100 $14,600 $5,100 $14,600 $6,000 $18,000

 

(Integrated Med/Surg, MH/SA)

 

Out‐of‐Pocket Maximum provisions:

No change from current program except as provided below:

 

The following additional costs paid by the participant apply toward the applicable Network & Traditional Indemnity or NonNetwork Out‐of‐Pocket Maximum amounts:

‐ Deductibles

 

Option 2:

 

  2016 2 017 2 018
 

 

Network &

Traditional

Indemnity

Non-Network Network &

Traditional

Indemnity

Non-Network Network &

Traditional

Indemnity

Non-Network
Ind $6,450 $19,350 $6,450 $19,350 $6,450 $19,350
Family $12,900 $38,700 $12,900 $38,700 $12,900 $38,700

 

(Integrated Med/Surg, Rx, MH/SA, CarePlus)

 

Out‐of‐Pocket Maximum provisions:

 

If the coverage tier is Family, only the Family Out‐Of‐Pocket Maximum applies and must be met before the Program pays 100% of the Allowable Charges for Eligible Expenses.  The Family Out‐Of‐Pocket Maximum can be met by one or  a combination of covered family members.

 

The following additional costs paid by the participant apply toward the applicable Network and Traditional Indemnity or Non‐Network Out‐of‐Pocket Maximum amounts:

‐ Deductibles

‐ Prescription drug copays

 

Prescription Drug Program (Rx) Current Employees ,2009 New Hires, 2012 New Hires & 2015 New Hires

 

 

Option 1:

 

Deductible: None

 

Out-of-Pocket Maximum:

 

  2016-2018
Individual $1,200
Family $2,400

 

 

Retail – Network Copays:

(Up to 30‐day supply, limited to 2 fills for maintenance, subject to Advanced Control Specialty Formulary provisions)

 

2016               2017              2018

  Generic                 $10                  $10                 $10
  Preferred                 $35                  $35                 $35
  Non-Preferred

 

                $60                  $60                 $70
  Retail – Non‐Network Copays:

Participant pays the greater of the applicable Network copay or balance remaining after the program pays 75% of network retail cost.

 

 

Provision Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires
   

Mail Order Copays:

(Up to 90-day supply, subject to Advanced Control Specialty Formulary provisions)

 

2016               2017              2018

Generic                                 $20                           $20                       $  20 Preferred                            $70                       $70                           $  70

Non-Preferred             $120               $120            $  140

 

Option 2:

 

Deductible: Integrated with Med/Surg, MH/SA, CarePlus

 

Out-of-Pocket Maximum:  Integrated with Med/Sug, MH/SA, CarePlus.

 

 

Retail – Network Copays:

(Up to 30‐day supply, limited to 2 fills for maintenance, subject to Advanced Control Specialty Formulary provisions)

 

2016               2017              2018

  Generic                 $9                    $9                 $9
  Preferred                   $35                  $35                 $35
  Non-Preferred

 

                  $70                  $70                 $70
  Retail – Non‐Network Copays:

Participant pays the greater of the applicable Network copay or balance remaining after the program pays 75% of network retail cost.

 

 

Mail Order Copays:

(Up to 90-day supply, subject to Advanced Control Specialty Formulary provisions)

 

2016               2017              2018

Generic                                 $18                           $18                       $18 Preferred                              $70                       $70                           $70

Non-Preferred             $140               $140              $140

 

 

The following provisions will continue to apply to Option 1 and Option 2:

 

• Mandatory mail order for maintenance Rx – Applies after second fill at retail.

• Specialty pharmacy program

• Personal Choice – 100% participant‐paid

• Mandatory Generic

 

 

 

The following provisions also apply to Option 1 and Option 2:

• Advanced Control Specialty Formulary

• New Standard Prescription Drug Formulary

• Generic Step Therapy

 

Employee Assistance Program (EAP)
Program Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires AT&T Employee Assistance Program

 

No change from current program.

 

Visit Limit Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires Continues to provide up to 5 EAP visits per person per issue.

 

Disability  
Program Current Employees, 2009 New Hires & 2012 New Hires  Legacy AT&T Disability Benefit Program No change from current program.

 

2015 New Hires

AT&T Disability Income Program applicable to managers as described in the Summary Plan Description except as provided below.

 

 

Provision Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires
Short Term Disability (STD)  Current Employees, 2009 New Hires & 2012 New Hires Legacy AT&T Disability Benefit Program No change from current program.

 

2015 New Hires

AT&T Disability Income Program applicable to managers as described in the Summary Plan Description.

 

 

Long‐Term Disability

(LTD)

Current Employees, 2009 New Hire & 2012 New Hires Legacy AT&T Disability Benefit Program No change from current program.

 

 2015 New Hires

 

The AT&T Disability Income Program as described in the Summary Plan Description except that Temporary and Term employees are not eligible for LTD benefits.

 

Dental  
Program Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

AT&T Dental Program (management provisions) – except as provided below

•   Dental PPO

•   DHMO (available at the discretion of the Company)

 

Eligibility for

Coverage

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

Eligibility for coverage continues to begin on first day of the month in which 6 months net  credited service (NCS) is attained (also referred to as term of employment (TOE)).

 

Eligibility for

Company Subsidy

 

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

Company subsidy continues to begin on first day of the month in which 6 months net  credited service (NCS) is attained (also referred to as term of employment (TOE)).

Active 

(Full‐Time)

Monthly Contributions

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires Dental PPO or DHMO (if available):

 

2016 ‐ 2018

Contribution

                                                            Amounts

  Individual                                         $7.00
  Ind+1                                         $14.00
              Family                                         $23.00
Active

(Part‐Time) 

Monthly Contributions

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

Contributions as they change from time to time.

Provisions will apply as indicated in the Summary Plan Description.

 

Note:  Calculation of cost of coverage is subject to annual adjustment.

 

Deductible Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires Provisions will apply as indicated in the Summary Plan Description.

 

Annual  Maximum Benefit  Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires Provisions will apply as indicated in the  Summary Plan Description.

 

Orthodontic  Lifetime Maximum  Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires Provisions will apply as indicated in the  Summary Plan Description.

 

Coverage Levels Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires Provisions will apply as indicated in the  Summary Plan Description.

 

Outside Network Area (ONA)   Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires Provisions will apply as indicated in the  Summary Plan Description.

 

Vision  
 Program Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires AT&T Vision Program (management provisions) – except as provided below:

 

 

Provision Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires
Eligibility for

Coverage

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

Eligibility for coverage continues to begin on first day of the month in which 6 months net  credited service (NCS) is attained (also referred to as term of employment (TOE)).

 

Eligibility for

Company Subsidy

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

Eligibility for company subsidy continues to begin on first day of the month in which 6 months net  credited service (NCS) is attained (also referred to as term of employment (TOE)).

 

Active  (Full‐Time)

Monthly Contributions

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires Contributions as they change from time to time.

 

2016

Contribution

                                                            Amounts

Individual                                             $2.00

Ind+1                                                     $4.50

Family                                                   $7.50

 

Active

(Part‐Time)  Monthly Contributions

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires Provisions will apply as indicated in the  Summary Plan Description.

 

 

 

Coverage Levels Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 Provisions will apply as indicated in the  Summary Plan Description.

Flexible Spending Account (FSA)
Plan Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires AT&T Flexible Spending Account Plan

 

No change from current plan.

 

Contribution 

Minimum/Maximums

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires No change from current plan.

 

CarePlus  
Program  Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires AT&T CarePlus – A Supplemental Benefit Program

 

No change from current program.

 

Monthly Contributions Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires No change from current program.*

 

*Note: Contribution amounts are subject to change from time to time at the sole discretion of the Company.

 

General Benefits Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

The Company continues to retain the unilateral right to change, modify, amend, and discontinue the benefits offered under CarePlus.

 

Life Insurance  
Program  Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires AT&T Group Life Insurance Program for Active Employees

 

No change from current program.

 

Active Benefits Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires No change from current program.

Note: Contribution amounts are subject to annual adjustments.

 

Definition of Pay Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires No change from current program.

 

Long‐Term Care  
Plan Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires AT&T Consolidated Long‐Term Care Insurance Plan

 

 

Provision Current Employees, 2009 New Hires, 2012 New Hires and 2015 New Hires
Coverage 2012 New Hires and 2015 New Hires

Not available; closed to new entrants as of 5/1/2012.

 

Current Employees and 2009 New Hires

Participants currently enrolled may remain in the plan; closed to new entrants as of 5/1/2012.

 

Adoption  
Policy Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires AT&T Adoption Reimbursement Policy

 

No change from current policy.

 

Coverage Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires No change from current policy.

 

Commuter  
Policy Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires AT&T Commuter Benefits Policy

 

No change from current policy.

 

Coverage Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires Pre-tax deductions for parking and mass transit.

2015 Internal Revenue Service (IRS) limits:  $250 parking; $130 mass transit.

 

Eligible expense and monthly limits follow IRS Code Section 132 Regulations.

 

Note:  Annual adjustments apply.

 

 

Provision Eligible Retired Employees
Retiree Provisions     Effective 1/1/2016:

 

Applicable for the term of the Agreement to Eligible Retired Employees who terminate during the term of the Agreement.

 

 

Medical    
Program Eligible Retired Employees shall be eligible to participate in the same choice of program options and provisions as a similarly situated active Current Employee,2009 New Hire, 2012 New Hire or 2015 New Hire, except as noted below.
Eligible Retired Employees

(Full‐Time) Monthly Contributions

2015 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will pay 100% of full cost of coverage* with no Company subsidy.

•       Eligible Retired Employees who are Medicare eligible are ineligible for coverage.

 

2012 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will continue to pay 100% of full cost of coverage* with no Company subsidy.

•       Eligible Retired Employees who are Medicare eligible will continue to be ineligible for coverage.

 

2009 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will continue to pay 50% of full cost of coverage*.

•       Eligible Retired Employees who are Medicare eligible will continue to be ineligible for coverage.

 

*Note: Calculation of the full cost of coverage is subject to change from time to time at the Company’s discretion.

 

Current Employees

 

The contribution shall continue to be the same as for similarly situated active Current Employees.

 

Provision Eligible Retired Employees
Eligible Retired Employees

(Part‐Time)  Monthly Contributions

2015 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will pay 100% of full cost of coverage* with no Company subsidy.

•       Eligible Retired Employees who are Medicare eligible are ineligible for coverage.

 

2012 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will continue to pay 100% of full cost of coverage* with no Company subsidy.

•       Eligible Retired Employees who are Medicare eligible will continue to be ineligible for coverage.

 

2009 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will continue to pay 50% of full cost of coverage*.

•       Eligible Retired Employees who are Medicare eligible will continue to be ineligible for coverage.

 

*Note: Calculation of the full cost of coverage is subject to change from time to time at the Company’s discretion.

 

Current Employees

 

The contribution shall continue to be the same as for similarly situated active Current Employees.

 

Medicare Part‐B Premium Reimbursement 2009 New Hires, 2012 New Hires & 2015 New Hires

Not Eligible.

 

Current Employees

No change from current program.

 

Definition of Pay  Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

Refer to the Summary Plan Description for the plan in which they were active participants.

Health Reimbursement Account (HRAs)
  Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires   None.

 

Note:  No additional Company crediting.  Employees who have remaining balances will continue to have access to those account balances subject to provisions of the Program.

CarePlus  
Program Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

 

No change from current program.

 

Monthly Contributions Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires No change from current program.

 

 

General Benefits

 

Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires

The Company continues to retain the unilateral right to change, modify, amend, and discontinue the benefits offered under CarePlus.

 

Dental    
Program Eligible Retired Employees shall be eligible to participate in the same provisions as similarly situated active Current Employees, 2009 New Hires 2012 New Hires, or 2015 New Hires except as noted in the sections below.

 

 

 

  Provision Eligible Retired Employees  
Eligible Retired Employees

(Full‐Time) Monthly Contributions

2015 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will pay 100% of full cost of coverage* with no Company subsidy.

•       Eligible Retired Employees who are Medicare eligible are ineligible for coverage.

 

2012 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will continue to pay 100% of full cost of coverage* with no Company subsidy.

•       Eligible Retired Employees who are Medicare eligible will continue to be ineligible for coverage.

 

2009 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will continue to pay 50% of full cost of coverage*.

•       Eligible Retired Employees who are Medicare eligible will continue to be ineligible for coverage.

 

*Note:  Calculation of the full cost of coverage is subject to change from time to time at the Company’s discretion.

 

Current Employees

The contribution shall continue to be the same as for similarly situated active Current Employees.

 

 
Eligible Retired Employees

(Part‐Time)  Monthly Contributions

2015 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will pay 100% of full cost of coverage* with no Company subsidy.

•       Eligible Retired Employees who are Medicare eligible are ineligible for coverage.

 

2012 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will continue to pay 100% of full cost of coverage* with no Company subsidy.

•       Eligible Retired Employees who are Medicare eligible continue to be ineligible for coverage.

 

2009 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will continue to pay 50% of full cost of coverage*.

•       Eligible Retired Employees who are Medicare eligible will continue to be ineligible for coverage.

 

* Note: Calculation of the full cost of coverage is subject to change from time to time at the Company’s discretion.

 

Current Employees

 

The contribution shall continue to be the same as for similarly situated active Current Employees.

 

 
Life Insurance    
Eligible Retired Employees

 

 Basic Life  (Company Paid)

2015 New Hires

$15,000 Retiree Basic Life

 

These provisions will continue to apply:

2009 New Hires and 2012 New Hires

$15,000 Retiree Basic Life

 

Current Employees

1X Annual Pay

 

Note: For the purposes of Retiree Basic Life only, Annual Pay: Is the Employee’s Rate of Pay as of 12/31/2009. Includes base wages, targeted commissions, team award, individual discretionary award, and miscellaneous pay, where applicable.

 

 
Provision Eligible Retired Employees  
Eligible Retired Employees

 

Supplemental Life 

(Retiree Paid)

2015 New Hires

Employees eligible for Supplemental Life coverage may add 1x annual pay to Supplemental Life coverage in effect at termination to replace the Basic Life coverage no longer available upon termination of employment.

 

2009 New Hires and 2012 New Hires

Employees eligible for Supplemental Life coverage may continue to add 1x annual pay to Supplemental Life coverage in effect at termination to replace the Basic Life coverage no longer available upon termination of employment.

 

Current Employees

No change from current program.

 

 

Definition of Pay Current Employees, 2009 New Hires, 2012 New Hires & 2015 New Hires No change from current program.

 

 

 

 

 

 

Vision  
Eligible Retired Employees

 

 Vision Program

2015 New Hires

Eligible Retired Employees shall be eligible to participate in the AT&T Eligible Former Employee Vision Program.

 

Current Employees, 2009 New Hires & 2012 New Hires

Eligible Retired Employees shall continue to be eligible to participate in the AT&T Eligible Former Employee

Vision Program.

 

Eligible Retired Employees

Monthly Retiree Contributions

2015 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will pay 100% of full cost of coverage* with no Company subsidy.

•       Eligible Retired Employees who are Medicare eligible are ineligible for coverage.

 

2012 New Hires

•       Eligible Retired Employees who are Non-Medicare eligible will continue to be pay 100% of full cost of coverage* with no Company subsidy.

•       Eligible Retired Employees who are Medicare eligible will continue to be ineligible for coverage.

 

Current Employees & 2009 New Hires

Eligible Retired Employees will continue to pay 100% of full cost of coverage* with no Company subsidy.

 

* Note: Calculation of the full cost of coverage is subject to change from time to time at the sole discretion of the Company.

 

 

 

 

Provision Current Employees, 2009 New Hires, 2012 New Hires, 2015 New Hires and Eligible Retired Employees  
Voluntary                                   
Discretionary Program AT&T Voluntary Benefits Platform (products offered as they may change from time to time).

 

Article 19

Wellness

 

Effective as soon as administratively feasible on or after January 1, 2016, bargained AT&T Legacy T Employees shall be eligible to participate in the AT&T Your Health Matters (YHM) Program as provided below.

 

The Your Health Matters Program includes Disease Management and Wellness programs as well as access to an online portal with a variety of tools and resources. The Disease Management programs are only available to employees who enroll in the AT&T Corp. Employee Medical Program.  Employees who enroll in a fully-insured medical coverage option such as an HMO or waive medical coverage (opt-out) will have access to the YHM portal, online programs and access to telephonic coaching.  Below are examples of the benefits and services that would be made available to eligible bargained Employees under Your Health Matters:

 

Wellness Programs

  • Easy Start
  • Heart Health
  • Diabetes Management
  • Healthy Kids
  • Exercise
  • Nutrition
  • Tobacco Cessation
  • Stress Management
  • Weight Management
  • Healthy Aging
  • Cancer Prevention

 

Disease Management

  • Asthma
  • Heart Failure
  • Coronary Artery Disease
  • Diabetes
  • Chronic Obstructive Pulmonary Disease

 

Health Questionnaire and Portal

 

 

 

The Company retains the unilateral right to change, modify, amend or discontinue the benefits under Your Health Matters.

 

This letter will remain in effect through the term of the 2015 Agreement.

 

 

Article 20

 

ARTICLE 20 – ABSENCE

  • Absence in General

An employee who is to be absent for any reason shall promptly notify his or her supervisor with the reason for the absence and its probable duration, in order that proper consideration may be given to the employee’s request. In the event the employee cannot reach his or her supervisor, then a message left with the supervisor’s designee or an electronic messaging unit approved by the supervisor shall be appropriate notification, provided the employee leaves a reach number. Absences with or without pay because of other reasons not outlined in this Article may be granted at the discretion of the Company.

  • Personal Illness
    • Employees hired on or after the date the 2015 Collective Bargaining Agreement is ratified (“Ratification Date”):
      • Payment for full or partial days scheduled in a normal work week but not worked due to personal illness during the first seven (7) consecutive days will be paid on the following basis:
        • Less than three (3) years – Pay for full or partial scheduled day after the second full consecutive scheduled day of work not worked due to personal illness absence with a maximum of five (5) paid days in a calendar year.
        • During each calendar year beginning with the calendar year in which a term of employment of three (3) years of service is completed – Pay from and including the first full or partial scheduled day of work not worked due to a personal illness with a maximum of five (5) paid days in a calendar year.
      • Employees hired prior to the date the 2015 Collective Bargaining Agreement is ratified (“Ratification Date”):
        • Payment for full or partial days scheduled in a normal work week but not worked due to personal illness during the first seven (7) consecutive days will be paid on the following basis:
          • Less than three (3) years – Pay for full or partial scheduled day after the second full consecutive scheduled day of work not worked due to personal illness absence with a maximum of five (5) paid days in a calendar year.
          • During each calendar year beginning with the calendar year in which a term of employment of three (3) years of service but less than six

(6) years of service is completed – Pay from and including the first full or partial scheduled day of work not worked due to a personal illness with a maximum of five (5) paid days in a calendar year.

Article 20

  • During each calendar year beginning with the calendar year in which a term of employment of six (6) years of service but less than eleven (11) years of service is completed – Pay from and including the first full or partial scheduled day of work not worked due to a personal illness with a maximum of seven (7) paid days in a calendar year.
  • During each calendar year beginning with the calendar year in which a term of employment of eleven (11) years of service but less than twenty-five (25) years of service is completed – Pay from and including the first full or partial scheduled day of work not worked due to a personal illness with a maximum of ten (10) paid days in a calendar year.
  • During each calendar year beginning with the calendar year in which a term of employment of twenty-five (25) years of service or more is completed – Pay from and including the first full or partial scheduled day of work not worked due to a personal illness.

NOTE: The maximum number of paid days may be converted to an equivalent number of hours based on the employee’s normal scheduled daily tour.

  • Payments to employees pursuant to this Paragraph shall be limited to scheduled days of work in a normal work week and may be suspended or discontinued for just cause.
  • Payment for Other Absence
    • Jury or Witness Duty

An employee who is not a party to the action and who is absent in compliance with a summons for jury duty or a subpoena requiring the employee to appear in court as a witness shall be excused with pay for the period during which the employee is absent on scheduled days because of such jury service or court appearance. When an employee is excused from jury or witness duty for part of a day or for an entire day, the employee shall report to his or her supervisor in person or by telephone for an assignment.

  • Election Board Service

An employee who requests an absence to serve on an election board in connection with a Federal, State, County, or Municipal election shall ordinarily be excused with pay for the scheduled days during the period the employee serves and deductions from pay for such absence shall be made only when in the opinion of the Company the circumstances in a particular case make such action advisable.

  • Voting

Subject to service and coverage conditions and the provisions of applicable state laws, an employee who is scheduled to work and who is eligible to vote in a National, State, County or Municipal general election shall, upon request, be excused with pay for a reasonable period on such election day to enable the employee to vote; provided, however, that the Company shall specify the period during which such an employee will be excused.

 

 

Article 20

  • Quarantine

In case of unavoidable absence due to contagious disease and quarantine in an employee’s immediate household or unavoidable quarantine elsewhere, the employee shall be paid on the same basis as if the absence were caused by personal illness of the employee and as specified in Paragraph 2 (Personal

Illness).

  • Visit to Medical Office

An employee who reports for work and is directed by management to visit a medical office during the employee’s scheduled working hours that day shall be excused without loss of pay. (f) Death or Funeral

  • An employee who is required to be absent for one (1) day or more because of a death in the employee’s immediate family shall be excused for such day or days, but not to exceed five (5) scheduled regular tours or their equivalent, with pay. Immediate family means parents, grandparents, husband or wife (including legally recognized partner (LRP)), children, grandchildren, brothers or sisters, mother-in-law, father-in-law, brother-in- law, or sister-in-law. The provisions of this Paragraph shall also be applicable in the event of the death of a relative or very close friend living in the same household with the employee.
  • Any employee who requests an absence to attend the funeral or a memorial service, when the memorial service is being held in lieu of the funeral, of a more distant relative or a very close friend may be excused for such time as is necessary under the circumstances but not to exceed three (3) scheduled regular tours or their equivalent with pay.

(g) Accidental Injury

If an employee is injured in the course of his or her employment and it is necessary for the employee to cease work during an assigned tour, payment for that tour shall be at the rate in effect during the time worked.

  • When payment for absence is made, the payment shall be at the employee’s Adjusted Rate plus any tour differential to which the employee would have been eligible had they not been absent.

Article 21

Leave a Reply

Your email address will not be published.