AT&T Contract 2015: Articles 31 ~ 40

ARTICLE 31 – EMPLOYEES IN MILITARY SERVICE OR ACTIVE DUTY FOR TRAINING

1 A regular employee (not temporary or term) who enters the United States Uniformed Services for Active Duty for Military Service, shall be granted a Military Leave of Absence for the period of his/her necessary absence. Voluntary extension of military service beyond five (5) years shall not be construed as necessary absence. A regular employee (not temporary or term) who is a member of a reserve component or organized militia of the state and enters upon Military Training Duty will be granted a Military Leave of Absence for the period of the necessary absence for such training. The term “Uniformed Services” as used herein shall mean Uniformed Services of the United States as specified in the Uniformed Services Employment and Reemployment Rights Act of 1994.

A term employee who is a member of a reserve component or organized militia of the state and enters upon Military Training Duty will be granted a Military Leave of Absence for not more than two (2) weeks per year.  The term “Uniformed Services” as used herein shall mean Uniformed Services of the United States as specified in the Uniformed Services Employment and Reemployment Rights Act of 1994. An employee, on a Military Leave of Absence for Active Duty for Military Service or military training duty and who has re-employment rights under the Uniformed Services Employment and Reemployment Rights Act of 1994 and who makes application for reinstatement within the period provided in the law will receive upon reinstatement, full service credit for the period of absence for military service or

training duty.

  • Military Leaves of Absence will be with eligibility to sickness disability benefits at the termination of the leave if the employee is then disabled but otherwise entitled to reinstatement in accordance with the terms of the AT&T Benefit Plans.

In death cases occurring during a Military Leave of Absence, sickness death benefits, where payable, shall be based upon the term of net credited service at the time the leave was granted, plus the elapsed time of Military Leave of Absence to the date of death, and shall be computed at the time the leave began.

Sickness disability benefits, where payable, shall be granted upon the net credited service at the time the leave was granted plus the elapsed time on Military Leave of Absence to the termination of such leave, and shall be computed on the basis of AT&T pay in effect at the time of the employee’s reinstatement.

  • It is the policy of AT&T to pay a Military Differential Pay to regular employees (not temporary or term) who receive and provide the Company with a copy of military orders for military service in the U.S. Armed Forces subject to conditions imposed by federal law.

It is the policy of AT&T to pay a Military Differential Pay for a maximum of thirteen (13) scheduled work days to Term Employees who receive and provide the Company with a copy of military orders for military service in the U.S. Armed Forces subject to conditions imposed by the federal law.

Military Differential Pay is the excess of AT&T pay over military pay received by an eligible employee while on a Military Leave of Absence.

 

Article 31

AT&T pay is an employee’s Adjusted Rate (excluding overtime) in effect at the time the Military Leave of Absence begins. Night work differentials, seven-day coverage and transition payments (non-lump sum) are included. Military pay is an employee’s military basic pay rate in effect when the Military Leave of Absence begins. All allowances and supplementary pay elements [i.e., BAS (Basic Allowance for Subsistence), BAQ (Basic Allowance for Quarters), Hazardous Duty Pay, Proficiency Pay, Special Duty Pay] are not included.

The Military Differential Pay shall be up to the limits prescribed in the following or the period of Military Service, whichever is shorter:

                                              And the date the           

If the leave of           leave begins the        Then the duration of absence and employee’s net     Military Differential duration are… credited service is… Pay is…

Active Duty for 1 year or less First 15 weeks
Military Service
(normally 2-5 years)
(See Note 3) More than 1 year First 26 weeks
Military Training

Duty-normally 2 weeks

(See Note 1)

No minimum A maximum of 13 scheduled work days (including holidays) in each military fiscal year (October 1 – September 30)
Term Employee Military Training Duty (not to exceed 2 weeks) No minimum A maximum of 13 scheduled work days (including holidays) in each military fiscal year (October 1 – September 30)
Initial Active Duty for No minimum First 2 weeks (10 days)
Training (at least 3
consecutive months but
no more than 18 months)
Emergency Service             No minimum A maximum of 13 scheduled work days

(including holidays) in each calendar year (See Note 2)

Note 1:  Includes attendance at schools for special military courses of instruction which may last several months.

Note 2:  An absence for Emergency Service does not affect an employee’s right or eligibility with respect to Military Training Duty, Initial Active Duty for Training, or Active Duty for Military Service.  If the local emergency situation exceeds 13 scheduled workdays, pay treatment for additional time must be approved by the AT&T Pension Plan Administrator.

Note 3:  Payment of Military Differential Pay, for up to the maximum durations described above, is limited to the time when an employee initially enters Active Duty for Military Service.  The employee is not again eligible for the maximum payments, regardless of the number of times the employee enters Active Duty for Military Service.

Article 31

Regular employees who volunteer for Military Training Duty (including attendance at schools for special military courses or instruction) or Emergency Service without receiving military pay, will be authorized time off but without AT&T pay or Military Differential Pay.

Upon furnishing official written documentation to his/her supervisor, a regular employee may be granted up to three (3) scheduled workdays off with pay to report for registration, testing and/or a physical examination for induction into Active Duty for Military Service or Initial Active Duty for Training.

4 An employee who receives a notice to report for Active Duty for Military Service or any Military Training Duty, shall immediately present such notice to his/her supervisor.

The Company may extend the duration of Military Differential, but when it does so, the Union will be notified at least two (2) work days prior to implementation.

 

Article 32

ARTICLE 32

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ARTICLE 33 – COMPUTER SERVICES

 

 

1 Titles

The provisions set forth in this Article apply to employees assigned to the following titles with the exception of Paragraphs 4(a) and 5 which shall only apply to the Technical titles listed below:

ADMINISTRATIVE AND SUPPORT

Administrative Clerk – Data

Customer Service Representative – Data

Data Service Coordinator

Inventory Specialist – Data

TECHNICAL Customer Engineer I

Customer Engineer II

Customer   Engineer III

2 Weekly Work Schedules and Hours of Work (a)          General

  • All assignments of working forces shall be subject to service and work requirements. The decision of the Company with respect to service and work requirements shall be controlling.
  • The working conditions of an employee shall be those specified for the group to which the employee is assigned. When an employee is assigned temporarily to a different group within an office or to a similar or different group in another office, the employee shall assume the working conditions of the temporary assignment.
  • Normal tours at each office for each department shall be as specified by the Executive Head. (b) Weekly Work Schedules
  • The normal work week shall consist of five (5) tours in one (1) calendar week of Monday through Saturday, inclusive, except that in any work operation where the Company regularly provides coverage on each day of the calendar week the normal work week shall consist of five (5) tours in one (1) calendar week of Sunday through Saturday, inclusive.
  • In a week in which an authorized holiday occurs, one (1) of the scheduled normal tours shall be on the holiday.

(c)    Tour Selection

An employee shall be permitted to select the tour the employee desires to work subject to the following conditions:

  • An employee shall not be permitted to select the days of the week the employee is to work or the type of work the employee is to perform.
  • Tour selection shall occur at least three (3) times during each calendar year.
  • Where there are two (2) or more regular full-time employees in a work group they shall be allowed to choose their tour based on seniority, qualifications and needs of the business permitting.
  • Where there are two (2) or more regular part-time employees in a work group, they shall be allowed to choose their tour based on seniority, qualifications and needs of the business permitting.
  • The provision of Paragraph 2(c)(2) shall not apply in occupational and/or administrative units where employees’ scheduled hours of work and scheduled days do not normally vary. (d) Hours of Work – Scheduling
  • Work schedules will be established for each calendar week, designating the days and hours of work for each employee. Such schedules shall be posted not later than 3:00 P.M. Wednesday of the preceding week.
  • The Company may change an employee’s work schedule by notifying the employee at least forty-eight (48) hours in advance of the first changed hour.
  • Except as provided in Article 18 (Classification & Treatment of Part-Time Employees), when an employee’s work schedule is changed without forty- eight (48) hours notice in advance of the first changed hour, as provided for in Paragraph 2(d)(2)all hours worked outside of the employee’s established schedule shall be paid at Time and One-Half.
  • The provision of Paragraph 2(d)(1) shall not apply in occupational and or administrative units where employees’ scheduled hours of work and scheduled days do not normally vary.

(e)    Relief/Meal Period

The assignment of relief periods will be determined by the Company and will be subject to force and work conditions in each office or location. One (1) relief period will normally be assigned to each employee working a tour of four (4) to six (6) hours. Two (2) relief periods and a meal period will normally be assigned for each employee working a tour of over six (6) hours. Unless unusual conditions develop, such relief periods shall start not less than one (1) hour from the beginning or end of the tour. (f) Daylight Savings Time

  • On the night the change is made from standard to daylight savings time, no deduction in pay shall be made even though the actual work time is reduced by one (1) hour for tours scheduled to end after 2:00 A.M.
  • When the change is made from daylight savings time to standard time, an employee scheduled to work a tour ending after 2:00 A.M. may be required to work additional time. That additional time will be paid in accordance with Paragraph 3 (Overtime).

(g)    Minimum Scheduling – Part-Time

Part-time employees shall be scheduled to work not fewer than three (3) hours on any given day on which such employees are scheduled to work.

3 Overtime

  • Overtime Payments

Employees required to work overtime shall be paid at the Time and One-Half Overtime Rate for work performed under the following conditions:

  • For hours worked outside an employee’s Scheduled Daily Tour provided Scheduled Daily Tour is eight (8) hours or more.
  • Time worked in excess of forty (40) regularly scheduled hours in a calendar week.
  • On a Non-Scheduled Day other than a holiday.
  • Double Time Payments

Overtime worked in excess of eight (8) hours at the Time and One-Half Overtime Rate (as provided in Paragraph 3(a)) within a calendar week shall be paid at the Double Time Overtime Rate.

  • Overtime Continuous with a Tour

Overtime continuous with a tour worked shall be considered as occurring on the same day as such tour. Overtime not continuous with a tour shall be considered as occurring on the day such period of overtime started. 4 Differentials and Other Payments

(a)    Night Differential

Employees whose weekly work schedules consist of regularly scheduled night tours shall receive a night differential of ten percent (10%) of their Adjusted Rate. Employees who work fewer than five (5) night tours in a calendar week shall be paid a differential equal to one-fifth (1/5) of the night differential for each scheduled tour so worked. (b) Call-In Payments

  • An employee contacted while at home and off duty and required to immediately report to work during non-scheduled periods or during a previously excused scheduled tour on an authorized holiday shall be paid for all time worked, including a reasonable amount of travel time going to and from home, at the appropriate overtime rate except as provided for in Article 18 (Classification and Treatment of Part-time Employees). Payment for time worked on a call-in plus pay for traveling time, as specified shall not be less than two (2) hours’ pay at the applicable overtime rate. For such work performed during an employee’s excused Scheduled Daily Tour on a holiday, the employee shall be compensated as set forth herein, in addition to any holiday allowance to which the employee is entitled. For such work performed outside the period of the employee’s excused Scheduled Daily Tour on a holiday, the employee shall be paid as set forth herein, except that two and one-half (2-1/2) times the employee’s Adjusted Rate shall be substituted for the employee’s overtime rate. The provisions of this Paragraph 4(b)(1) do not apply if such time worked is continuous with the employee’s Scheduled

Daily  Tour  other  than  a  previously  excused  scheduled  tour  on  an authorized  holiday.  Time  allowed  for  a  meal  period  shall  not  be considered as a break in the continuity of work time.

  • When an employee is contacted while at home and off duty and is required to immediately report to work during non-scheduled periods and the time worked as a result of the call-in is continuous with the employee’s Scheduled Daily Tour other than a previously excused scheduled tour on a holiday, the employee shall be paid at the appropriate overtime rate, including a reasonable amount of one (1) way travel time from home, for time worked before the starting time of the employee’s Scheduled Daily Tour. Payment for time worked on a call-in plus pay for traveling time, as specified shall not be less than two (2) hours’ pay at the applicable overtime rate. Time allowed for a meal period shall not be considered as a break in the continuity of work time. If, before the end of the employee’s Scheduled Daily Tour, the employee is directed by management to travel back to their residence for a rest period, the employee shall be reimbursed for personal vehicle usage at the highest IRS allowable rate per mile, plus actual out-of-pocket travel related expenses incurred in connection with such travel and shall be paid for scheduled time not worked as a result of such direction.
  • Employee’s receiving call-in payments pursuant to Paragraphs 4(b)(1) or 4(b)(2) above shall not be entitled to payments or reimbursement as provided for in Article 16 (Transfers, Travel Allowances and Moving Expenses), except that employees shall be reimbursed for authorized personal vehicle usage at the highest IRS allowable rate per mile, plus actual out-of-pocket travel related expenses incurred in connection with such travel.

(c)    Call-Up Payments

  • When a telephone call is made or authorized by a supervisor to an employee during periods the employee is not on work time, the employee will be compensated if the call meets all of the following criteria:
    • The call is made outside the employee’s Scheduled Daily Tour or on a Non-Scheduled Day or an excused holiday;
    • The employee uses his or her job knowledge and skill; and,
    • The call  was  not  necessitated  by  error  or  omission  by  the employee.
  • An employee who meets the preceding criteria will be compensated as follows:
    • A call-up of less than one-quarter (1/4) hour, paid one (1) hour overtime pay at applicable rate.
    • A call-up of one-quarter (1/4) hour but less than one (1) hour, paid two (2) hours overtime pay at applicable rate.
    • A call-up of one (1) hour or longer, paid the greater of two (2) hours overtime pay at applicable rate or the actual time for such call.
  • When more than a single telephone call is involved, the compensation of each call shall be as prescribed above; however, the total compensation for the telephone calls shall not be greater than that to which the employee would have been entitled had the employee been on the telephone continuously for the combined duration of each telephone call. (d) On-Call Payments
  • Employees as shown in Paragraph 1 (Titles) with necessary skills may be required to remain in contact with the Company outside of scheduled hours by use of a beeper or other communication device. Employees with necessary skills will be solicited on a voluntary basis; however, if there is an insufficient number of volunteers, the Company will assign this requirement to employees having the necessary skills in the aforementioned work groups. Depending on operational needs, employees with the necessary skills may be assigned on-call for one (1) day, or more than one (1) day up to and including seven (7) consecutive days. Those employees required to remain in contact will receive a payment equal to one and one-half (1 1/2) hours of pay at their Hourly Adjusted Rate for each on-call assignment.

Employees called-up will be eligible for call-up treatment as provided for in Paragraph 4(c). Employees actually called in will be eligible for call-in payment as provided for in Paragraph 4(b).

  • When, because of illness or other absence, another employee is required to substitute for the employee assigned on-call responsibility, the substituting employee will receive a daily on-call payment (under the same terms and conditions described in Paragraph 4(d)(1) above) instead of the originally assigned employee for each day of substitution.

(e)    Sunday Payments

Payment to employees for all hours worked during a Scheduled Daily Tour on a

Sunday shall be paid at Time and One-Half. All other hours worked on a Sunday will be paid at the Time and One-Half Overtime Rate or the Double Time Overtime Rate, as appropriate. (f) Management Relief Differential

  • An employee who is assigned to relieve a Management employee shall receive a payment of ten dollars ($10.00) for each tour or part in excess of one-half (1/2) thereof so worked.
  • Employees assigned to relieve a Management employee may perform all duties normally performed by the manager except that the employee shall not have access to personnel files and may not administer disciplinary action. Employees may also perform their normal duties while relieving the manager.
  • Christmas Eve and New Year’s Eve Payments

For tours or overtime worked on December 24 and December 31, an employee shall be compensated at the double time rate for all time worked between 7:00 P.M. and 12:00 midnight.

  • Temporary Assignment to Higher Occupational Job Classification

Employees temporarily assigned to work in a higher occupational job classification shall receive a classification differential for each day in which an employee works three (3) or more hours in the higher assignment. Such daily classification differential shall be one-fifth (1/5) of the promotional increase which would apply if the assignment in the higher classification were on a permanent rather than on a temporary basis.

  • Temporary Assignment for Formal Training Delivery

Employees temporarily assigned to deliver formal training shall receive a daily differential equivalent to 15% of the employee’s daily adjusted wage rate. The differential will be paid for each day in which an employee delivers such training for three (3) or more hours. The differential shall apply to employees who are assigned by management to perform formal training (not necessarily in a classroom) or to perform follow-up training in lieu of their normal work assignment. This differential will not apply to incidental “buddy training” nor for rolling out employee programs (e.g., Violence in the Workplace).

  • Bi-Lingual Differential

A qualified employee assigned to communicate in a foreign language to customers shall receive a differential of three dollars ($3.00) for each work day or part, provided it is three (3) hours or more, so worked. A qualified employee is one who is test qualified in the foreign language. 5 Motor Vehicle Usage Program

  • There will be established in the Company a Motor Vehicle Usage Program to provide, in those administrative work units where implemented, that employees who participate will be assigned a motor vehicle for use in their work and for traveling between their work locations and places of residence or other designated places for the vehicle storage.
  • The Motor Vehicle Usage Program will be implemented only within administrative work units where some or all of the employees normally use a Company-provided motor vehicle in order to perform their work. The decision to implement and to continue the program within any such administrative work unit will be within management’s discretion.
  • When the Motor Vehicle Usage Program is introduced within an administrative work unit, all employees within that unit who normally use a Company-provided motor vehicle in the performance of their work assignment will be eligible to participate. Participation by any such employees will be on a voluntary basis. If an employee elects not to participate, management will determine where the motor vehicle assigned to that employee is to be stored and that location will become the employee’s work reporting location.
  • Employees who participate in the Program will be expected to provide normally secure and legal storage for the vehicle at their places of residence. If the vehicle cannot be properly stored at an employee’s place of residence, the Company may arrange for appropriate storage at its expense.
  • The Company will make arrangements for maintenance of the vehicle; however, it will be the responsibility of the employee to whom the vehicle is assigned to assure that the vehicle is properly maintained.
  • For employees who participate in the Motor Vehicle Usage Program, a work reporting area will be established on a local basis before implementation. Such work reporting area will be designed so as to serve the interests of the customer, reasonably accommodate the employee, and be satisfactory to management and

the Union. The work reporting area normally will be a circular geographic area. In large congested metropolitan locations or where natural barriers render a circular work reporting area impractical, other suitable parameters will be established.

  • Each participating employee will be expected to begin and end the work tour at any assigned location within the established work reporting area. Prior to implementation of the Program, the Company and Union will determine a method of compensation for employees who begin or end a work tour outside an established work reporting area.

 

ARTICLE 34 – AT&T LABS – SUPPORT

 

 

1 Titles

The provisions of this Article apply only to employees assigned to the titles listed below:

Control Room Operator

General Utility Worker

GPM Carpenter

GPM Electrician

Hazardous Materials Technician

Print Reprographics Operator

Receiver-Shipper/Store Keeper

Reprographics Specialist

Instrument and Control Mechanic

Plant Operation Mechanic

2 Wages

(a) Occupational Classification

  • The work performed by employees in the bargaining unit shall be classified as to occupation in accordance with the several occupations set forth in Exhibit IV, and an employee shall be classified in the occupation covering the major portion of his/her regular work assignment. No provision of this agreement shall restrict the company’s right to establish new occupational classifications and the applicable wage structure as changes in the work may require, to assign employees to such classifications or to transfer employees from one occupational classification to another in accordance with regular work assignments.
  • 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 wage rates and schedule for such job title or classification. Following such notice, the company may proceed to staff such job title or classification.
    • Within thirty (30) days from receipt of such notice, the union may initiate negotiations concerning the initial wage rates or schedules which the company has established for the new or restructured job title or classification.
    • If negotiations are not so initiated, the initial wage rates and 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 wage rates and schedules, the agreed-upon wage rates and schedules shall be implemented as of the date of such agreement.
    • If negotiations are initiated pursuant to Paragraph 2(a)(2)(i) above, and if the parties are unable to reach agreement on a schedule of wage 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 wage 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 employee compensation. 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 wage 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 in Paragraph 2(a)(2)(iv) above shall be the exclusive means by which the union may contest the schedule of wage rates which the company set for any new or restructured job title or classification.
  • Schedule of Wage Rates

(Paragraph 2(b) though (h) inclusive in lieu of Article 15)

  • For the several occupations of the bargaining unit, minimum and top rates for the appropriate year shall be as shown in Exhibit IV. These wage rates shall be for the scheduled weekly tours as set forth in Exhibit IV.
  • No employee in any occupation shall be paid at a rate less than the minimum rate for that occupation as shown in Exhibit IV.
  • An employee’s rate of pay may be increased within the rate range for his/her job classification, commensurate with his/her demonstrated performance, within a period not to exceed one year after his/her employment. An employee shall be entitled, upon request, to meet with his/her supervision and union representative prior to the end of the one- year period for purposes of reviewing the employee’s performance.
  • When an employee is given special training by the company in connection with his/her work, his/her rate of pay may be increased at the completion of the training period.
  • 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.

  • Automatic Progression
    • 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.
    • Employees whose last progression increase brings them within $1.00 of the top rate, shall receive with that increase the amount necessary to bring them to the top rate.
    • Employees shall not receive a progression increase unless they have completed at least six weeks service. (e) Promotional Increases
    • A full-time employee who is promoted into a higher-rated classification shall receive an immediate increase in accordance with the provisions of Exhibit I, Promotional Increase Treatment, of this Agreement.
    • Notwithstanding the provisions of Exhibit I of the current Agreement, the company may grant promotional increases in excess of those specified when in its judgment, the rate determined by Exhibit I, or the minimum rate specified in Exhibit IV as the case may be, does not reflect the employee’s worth in the new classification.
    • An employee’s rate of pay may be increased within the rate range for his/her job classification, commensurate with his/her demonstrated performance, within a period not to exceed one year after a promotion. An employee shall be entitled, upon request, to meet with his/her supervision and union representative prior to the end of the one-year period for purposes of reviewing the employee’s performance.
    • When an employee holds a Note (Exhibit IV) on a regular basis, he/she will receive as a promotional increase, the value of the Note or the increase stated in Exhibit I, whichever is greater.
    • No employee shall receive a promotional increase which would cause him/her to exceed the top rate of the classification into which he/she is promoted.
  • Effective Date of Rate Changes

An increase scheduled to become effective while an employee is absent shall not become effective until the first day of the payroll period during which he/she returns to work.

  • Temporary Promotion Allowance
    • An employee who is temporarily promoted (assigned) to a job in a higher occupational classification (wage schedule) shall be eligible to receive a temporary promotion allowance (TPA) in the amount of $8.00 per day for each day such employee is assigned to work in the higher Occupational Job Classification. While on such temporary assignment, the employee shall continue to receive the standard rate he or she would have been paid in the lower Occupational Job Classification.
    • However, in no event shall the combination of a TPA when divided by the number of hours worked in a day and added to the employee’s standard rate exceed the maximum rate of the Occupational Job Classification which the employee is temporarily promoted.
  • Definitions

The following definitions are applicable to terms in this Article and are in lieu of the same or similar terms in Article 3:

  • Adjusted Rate

An employee’s total rate, resulting from the sum of his or her standard rate and any applicable wage protection allowance and base rate supplements (Notes).

  • Night Work Bonus

A bonus of 10% of an employee’s adjusted rate.

  • Overtime
  • Time and One-Half

Pay at 150% of an employee’s adjusted rate plus applicable night work and seven-day coverage bonuses.

  • Double Time

Pay at 200% of an employee’s adjusted rate plus applicable night work and seven-day coverage bonuses.

  • Double Time and One-Half

Pay at 250% of an employee’s adjusted rate plus applicable night work and seven-day coverage bonuses.

  • Standard Rate

A rate of pay assigned to an employee based on the employee’s Occupational Job Classification.

(4)    Seven-Day Coverage

  • Day in Lieu of Saturday

The first scheduled day off in the work week when operations are on a five-day schedule basis, or the sixth scheduled day in the work week when operations are on a six-day schedule basis.

  • Day in Lieu of Sunday

The second scheduled day off in the work week when operations are on a five-day schedule basis, or the one scheduled day off in the work week when operations are on a six-day schedule basis.

  • Seven-Day Coverage Bonus

A bonus of 10 percent of an employee’s adjusted rate.

  • Seven-Day Coverage Employee

An employee whose scheduled weekly tour involves special or rotating tours which frequently include working on calendar Saturdays and/or Sundays, and who works on a seven-day coverage job.

  • Seven-Day Coverage Job

A job which, because of the nature of the work or the demands of the business, regularly requires operations on all seven days of the work week.

3 Hours of Work

(a) Workweek

The  workweek  shall  be  established  as  seven  consecutive  calendar  days beginning with Sunday. (b) Work Schedules

  • A scheduled daily tour shall be the hours in a day an employee is scheduled to work, excluding any unpaid meal periods of not more than one hour or overtime periods. The starting time of a tour determines the day on which the tour occurs.
  • The scheduled weekly tour is the portion of the work week comprised of scheduled daily tours, but excluding nonscheduled days which for:
    • Other than a rotating shift (or special schedule) assignment, shall be from Monday through Friday, including the Friday night shift which extends into Saturday when the employee was not scheduled to work the previous Sunday night shift extending into Monday.
    • A rotating shift (or special schedule) assignment shall be arranged by the company on any days within the work week, frequently including Saturdays and/or Sundays.
  • A nonscheduled day is a day outside the scheduled weekly tour.
  • Scheduled weekly tours of 37 ½ to 40 hours shall be known as full-time schedules.
  • Scheduled weekly tours of less than 37 ½ hours shall be known as part- time schedules.
  • The standard number of scheduled hours of work per day or week for each classification shall be as shown in Exhibit IV.

(c)    Sunday Assignment

Sunday work shall not be assigned except where necessary to maintain plant security and  building service  and to  meet urgent work requirements. For employees whose scheduled weekly tour is Monday through Friday, pay at double time shall apply to time worked on Sunday. For seven-day coverage employees, pay at double time shall apply to time worked on the employee’s day in lieu of Sunday. (Refer to Definitions, Article 34, Paragraph 2(h)(4)). (d) Change in Schedule

  • If the company requires a change in the schedule of an employee whose standard weekly work schedule is Monday to Friday, inclusive, such an employee shall be notified of such change not later than noon Wednesday of the week preceding the week in which the change is to be effective, and the changed schedule shall be considered to be the standard work schedule.
  • If a change in the standard work schedule of an employee whose standard weekly work schedule is Monday to Friday, inclusive, is required by the company on short notice (after noon Wednesday of the preceding week), all time worked on the new schedule in such week which falls outside the hours of the original standard schedule shall be paid for at time and one-half, whether or not the regularly scheduled hours are worked.
  • Employees on rotating shifts or special schedule assignments shall be notified of a change in their standard work schedules no later than noon Wednesday of the preceding week. If this advance notice is not given, all time worked on the new schedule in such week which falls outside the hours of the original schedule shall be paid for at time and one-half.
  • Where a changed schedule results from an employee’s request for time off received after noon on Wednesday, employees working the new schedule shall not be paid at the time and one-half rate for time which falls outside the hours of the original standard schedule. No pay shall be allowed for time not worked because of a change in schedule. (e) Job Training
  • Training of employees required by the company, except as covered in (e)(2), will be done during scheduled daily tours and, if so, will be considered as time worked.
  • Employees classified as trainees in the Building Shop Group as set forth in Exhibit IV, are employees whose principal activity is work-training. They shall not be paid for time spent in attending classroom exercises or lecture courses held outside of scheduled daily tours. (f) Occasional and Part-Time Employees

(1) Definitions (Applicable to Employees Covered by this Article)

  • Occasional Employee

An occasional employee is one who is engaged on a daily basis for a period of not more than three consecutive weeks, or for a cumulative total of not more than thirty (30) days, in any calendar year, regardless of the length of the daily or weekly assignments. An occasional employee who actually works or is engaged to work in excess of three consecutive weeks or thirty (30) days in a calendar year shall be reclassified as a regular or temporary, full-time or part- time employee as appropriate.

  • Part-Time Employee

A part-time employee is one who is employed and normally scheduled to work less hours per average month than a comparable full-time employee in the same job title, classification and work group working the same normal daily tour. Scheduled weekly tours of less than 37 ½ hours shall be known as part-time schedules. 4 Call-Ins

  • When employees are called during their off time to report for a work assignment outside their scheduled daily or weekly tour, it shall be considered a call-in. However, when employees are requested to remain late on a day on which they have reported to work or when, prior to leaving work, they are requested to report for work on a subsequent day at either their standard or nonstandard starting time, it shall not be considered a call-in.
  • Employees responding to a call-in shall be paid for time worked outside their standard daily or weekly tour at the applicable overtime rate. When employees are required to make extra trips from their residence to their place of work and return as a result of a call-in, they shall be paid at the applicable overtime rate for reasonable time spent traveling both ways. When the call-in does not require extra trips but does involve reporting earlier than the employee’s standard starting time, reasonable traveling time shall be paid at the applicable overtime rate for the trip from their residence to their place of work.
  • Total payment for time worked on a call-in including pay for traveling time as specified above, shall not be less than three hours pay at the applicable overtime rate plus applicable night work and seven-day coverage bonuses on Monday through Friday, and not less than four hours pay at the applicable overtime rate plus applicable night work and seven-day coverage bonuses on Saturday or Sunday or day in lieu of Saturday or Sunday. 5 Differentials
  • Definitions
    • Night Tour

When an employee’s scheduled daily tour falls wholly or in part between 6 p.m. and 6 a.m.

  • Night Work Bonus

An employee on a night tour shall be paid a night work bonus of 10 percent of adjusted rate for all time worked on such tours.

  • Other Differentials

For differentials to employees in certain classifications as listed performing special assignments, see Notes h, k, l, n, t and w in Exhibit IV.

  • Seven-Day Coverage Bonus

A seven-day coverage employee shall be paid a seven-day coverage bonus of 10 percent (10%) of the employee’s adjusted rate for all time worked.

(5)      Bi-Lingual Differential

A qualified employee assigned to communicate in a foreign language to customers shall receive a differential of three dollars ($3.00) for each work day or part, provided it is three (3) hours or more, so worked. A qualified employee is one who is test qualified in the foreign language. 6 Force Adjustment (In Lieu of Article 24)

(a) Notice of Layoff

When the company considers it necessary to reduce its working force due to lack of work, such reduction will be regarded as a layoff and the following shall apply:

  • The company shall determine the effective date of layoff, the occupational classifications and locations to be affected, and the number of employees to be laid off in each classification and location.
  • The union will be notified fourteen (14) days in advance of any layoff of the number, names, occupational classifications, and locations of those employees in the bargaining unit who are to be affected by the layoff.
  • The union will be notified thirty (30) days in advance before any union officer or steward is laid off.
  • Layoff Procedure

Layoffs shall take place within each occupational classification in the following order:

  • Temporary employees shall be laid off first, then
  • Regular employees shall be laid off in inverse order of seniority. (c) Surplus Employees Movement of Personnel
  • Employees will be declared surplus by location within the state and will be the least senior employee in the classification at that location(s) as defined in the terms of this Article.
  • In an effort to reduce or eliminate a surplus condition, ATTOP options will be offered, in accordance with the AT&T Option Program, across the state for a classification(s) in which a surplus condition has been declared or is created by displacement. Any opening would be filled in accordance with Paragraph 6(c)(1) of this Article.
  • Employees who have eighteen (18) months or more of net credited service and are declared surplus shall have the following options:
  • Fill a vacancy within the state in the same classification. Should the vacancy be at a different location than the surplus employee, the vacancy will be filled by asking for volunteers in that classification from the surplus location. If two or more employees volunteer, seniority will be the determining factor. If there are no volunteers, the least senior employee in that classification in the surplus location shall be transferred to fill the vacancy.
  • If no vacancy exists, then the surplus employee may displace the least senior employee in the same classification within the state. In cases of multi-surplus within the same classification, seniority shall be the determining factor in location preference until exhausted.
  • If the surplus employee does not elect the option set forth in Paragraph 6(c)(3)(ii) above or is not eligible by seniority, then the surplus employee, if senior, shall displace the least senior employee in the next lower available classification by corridor as set forth in Paragraph 6(i), Job Corridors Chart. Any move under the terms of this paragraph shall be by region.
  • In the event that the next lower job classification in the region is not populated or populated with more senior employees within the region, the surplus employee may displace the least senior employee in that job classification across the state.
  • Employees displacing least senior service employees in a lower- rated classification in (iii) or (iv) above must have a satisfactory or better annual appraisal and, in the judgment of the company, perform the job within a reasonable training period not to exceed two weeks.
  • An employee who elects option (i), (ii) or (iv) above, will receive, if eligible, relocation expenses as set forth  in Paragraph (8), Relocation Expenses, of the AT&T Transfer System.
  • An employee who has been notified of his/her opportunity to displace the least senior employee under (ii), (iii) or (iv) above, may elect to be laid off. In such case, the employee must notify the company in writing within five calendar days of his/her being notified by the company of his/her opportunity to continue employment under the provisions of (ii), (iii) or (iv) above, that he/she elects to be laid off. If an employee elects to be laid off under this option, then the provisions of Paragraph 6(k), Termination Pay Schedule, shall apply. The provisions of Paragraph (f), Recall Procedure, shall also apply to such employee.
  • A surplus employee or employee who becomes surplus by displacement and has no options referenced above shall be laid off and subject to the provisions of Paragraph (f), Recall Procedure, and Paragraph 6(k), Termination Pay Schedule.
  • Any option requiring a decision as set forth in this Article, unless otherwise specified, shall be made within five calendar days.
  • Reclassification of Former Bargaining Unit Employees

The company may consider for such reclassification to occupational classifications in the bargaining unit, employees who have at any time been members of the bargaining unit. The company will not, however, exercise such right to reclassify if in doing so, a surplus condition would be created.

  • Return to Former Classification

If a vacancy is not filled in accordance with Paragraph 6(c), the following will apply:

  • Current employees within the classification where a vacancy exists with more seniority than downgraded or laid off employees, shall be given an opportunity to fill those vacancies before downgraded or laid off employees. The opening will be advertised to the union and the Request for Change in Work Assignment (RCWA) must be submitted within five business days.
  • If there are no current employees with more seniority who submit a RCWA to fill a vacancy per (e)(1) above, then based on seniority, laid off employees who are currently on the recall list and were laid off from the classification in which the vacancy exists or current employees who have been downgraded within the last eighteen (18) months from the classification in which the vacancy exists will be offered the opportunity to fill that vacancy. Where multiple vacancies exist in the same classification, seniority will be the determining factor for location preferences.
  • If an employee refuses the above options of Paragraphs (1) or (2) above or does not respond within two working days of receipt of the offer, the company considers its obligation to that employee completed.
  • Recall Procedure (In Lieu of Article 24)

In recalling after a layoff, the company agrees to offer reemployment within the occupational classification or job corridor(s) (Paragraph 6(i) in which the vacancy exists to former employees who have one year or more of net credited service. Such offers of reemployment shall be made in the inverse order in which such former employees were laid off, provided, however, that the obligation of offering reemployment to former employees shall not apply to such former employees who:

  • Have been off the company’s payroll for a period of more than eighteen

(18) months; or

  • Were placed with other companies as a result of direct efforts of the company and have not notified the Employment Department that they are no longer employed; or
  • Are employed by an affiliate or subsidiary company; or
  • Do not meet all the tests and conditions required for the available job, however, physical defects possessed by such former employees and known to the company prior to layoff shall not of themselves debar them from reemployment unless further aggravated during the period of layoff to

the extent that they cannot perform their duties efficiently; or

  • Have refused an offer of reemployment at the same work location and

same classification that had been held prior to layoff; or

  • Do not respond within two working days of receipt of a company offer of recall. (The company shall send a copy of this offer to the union.) (g) Part-Timing
  • When the company considers it necessary to part-time, it shall notify the union at least twenty-eight (28) days in advance of placing such program in effect and shall negotiate with the union concerning the best methods of accomplishing the necessary reduction in work time. If no agreement is reached within twenty-eight (28) days, the company shall reduce the work time to that required.
  • If at any time it becomes necessary for the company to reduce the hours of work, weekly compensation may be proportionately reduced.
  • AT&T Transfer System (ATS)

Effective January 18, 1990, the company implemented the AT&T Transfer System (ATS). This plan does not replace any contractual, internal movement of personnel procedures contained in this Article. ATS supplements the procedures in paragraphs 6 and 7 and shall only be applied after the movement of personnel procedures in these articles have been exhausted.

  • Job Corridor Chart (See Appendix 8A) (j) Definitions
    • State

State of New Jersey covered by Local 1060, 1061 and 1062.

  • Location

Whippany, Murray Hill, Holmdel, and their respective satellites are considered locations.

  • Region

For the purposes of Paragraph 6 only. In New Jersey, there are two regions. The Northern Region consists of the Whippany and Murray Hill locations and their satellites. The Southern Region consists of the Holmdel location and its satellites.

  • Special Skills
    • surplus employee must have previously held the job classification in the company in order to displace into these job classifications.
  • Common Corridor
    • surplus employee need not have previously held the job classification in the company in order to displace into these job classifications. (k) Termination Payment Schedule (In Lieu of Article 25)

(1) Employees laid off because of lack of work shall be paid a termination allowance based on years of net credited service in accordance with the following schedule:

YEARS OF

            NET CREDITED SERVICE                      AMOUNT OF PAYMENT      

Less than 1 year                                                                     None

1 year but less than 2 years   1 week’s pay 2 years but less than 3 years   2 weeks’ pay

  • years but less than 4 years 3 weeks’ pay
  • years but less than 5 years 4 weeks’ pay
  • years but less than 6 years 6 weeks’ pay
  • years but less than 7 years 8 weeks’ pay
  • years but less than 8 years 10 weeks’ pay
  • years but less than 9 years 12 weeks’ pay 9 years but less than 10 years           16 weeks’ pay 10 years but less than 11 years           20 weeks’ pay

11 years but less than 12 years         24 weeks’ pay 12 years but less than 13 years             28 weeks’ pay

  • years but less than 14 years 32 weeks’ pay
  • years but less than 15 years 36 weeks’ pay
  • years but less than 16 years 40 weeks’ pay
  • years but less than 17 years 44 weeks’ pay
  • years but less than 18 years 48 weeks’ pay
  • years but less than 19 years 52 weeks’ pay
  • years but less than 20 years 56 weeks’ pay
  • years but less than 21 years 60 weeks’ pay
  • years but less than 22 years 64 weeks’ pay
  • years but less than 23 years 68 weeks’ pay
  • years but less than 24 years 72 weeks’ pay
  • years but less than 25 years 76 weeks’ pay
  • years but less than 26 years 80 weeks’ pay
  • years but less than 27 years 84 weeks’ pay
  • years but less than 28 years 88 weeks’ pay
  • years but less than 29 years 92 weeks’ pay
  • years but less than 30 years 96 weeks’ pay
  • years but less than 31 years 100 weeks’ pay
  • years but less than 32 years 104 weeks’ pay

Termination Allowance payments shall be computed at an employee’s Adjusted Rate plus applicable night work and seven (7) day coverage bonuses in effect as of the date of Layoff.

(2) Effective June 1, 1986, the company will offer to regular employees who are laid off or terminated from the active payroll of the company due to force surplus conditions and who are eligible for a termination allowance, the option of receiving such payment (1) as income continuation in periodic installments, less applicable deductions, or (2) in a lump sum, less applicable deductions.

Such payments shall be in addition to earned pay, payment in lieu of advance notice, and any vacation payment to which employees may be eligible, but are subject to the following provisions:

  • If the periodic installment option is chosen, the frequency of these installments will match the employee’s normal pay cycle. The amount of each income continuation installment will be determined by multiplying the number of weeks in the employee’s pay cycle by the Termination Allowance Factor applicable to the employee. (Any odd balance will be carried forward into another pay cycle.) An employee’s Termination Allowance Factor is the dollar figure used as a “week of pay” in calculating the total termination allowance to which that employee is entitled.
  • Income continuation periodic installments shall continue until the earliest occurrence of any of the following events:
    • The total amount of the income continuation installments to the employee equals the total amount of termination allowance which the employee is to receive.
    • The employee is recalled or re-employed as a regular employee by AT&T or any of its affiliates, subsidiaries or entities.
    • Employees who have received or elect to receive a termination allowance in a lump sum, shall as a condition precedent to being recalled or rehired as regular employees of AT&T or any AT&T affiliate, subsidiary or entity, make a repayment of any Excess Termination Allowance they may have received. As used in this

Section, Excess Termination Allowance shall be the amount of Termination Allowance employees may have received which is over and above the figure derived by multiplying their Termination Allowance Factor by the number of weeks (or fraction thereof) from the date of their termination to the date of their recall or rehire as regular employees of AT&T or any AT&T affiliate, subsidiary or entity. Employees who are recalled or rehired as other than regular employees and who are subsequently reclassified as regular employees shall, as a condition precedent to such reclassification, also make a repayment of the Excess Termination Allowance.

  • The amount of Termination Allowance for an individual (1) who has been previously laid off or terminated by AT&T or any AT&T affiliate, subsidiary or entity; (2) who has received Termination Allowance either in a lump sum or in the form of periodic income continuation installments; (3) who is re-engaged; and (4) who is again laid off or terminated after having been re-engaged, will be calculated as follows: The number of weeks of Termination Allowance originally received (or, in the case of a lump sum payment, the number of weeks of pay received and not repaid as Excess Termination Allowance) shall be deducted from the number of weeks of Termination Allowance that is determined to be payable as of the date that the employee is again laid off or terminated. 7 Job Vacancies and Promotions

(For Vacancies in the titles covered by this Article not filled in Accordance with the Provisions of Paragraph 6).

(a) Job Vacancies

  • The company will provide the president of each local with a list of M&PS openings on a weekly basis and at least one week prior to the filling of any position. The presidents of Locals 1060, 1061 and 1062 will receive New Jersey M&PS openings. The union may share this information with bargaining unit members and may post it.
  • The company shall furnish to employees, upon their request, a form which can be used to indicate the employees interest in a change of work assignment. In New Jersey, employees with one year or more in their current classification will be given first consideration for: (i) All lateral transfers from one unit to another; and/or

(ii)    All promotions to Control Room Operator.

Should it be found that there are no employees who have spent one year in their present classification and who are qualified for Control Room Operator, other employees with less than one years service who have previously submitted a request will be considered prior to hiring new employees into those classifications. (b) Filling of Job Vacancies

  • In the filling of job vacancies, the following locations will each be considered as a promotional unit:
    • Holmdel, New Jersey (including the company locations at Crawford Hill, West Long Branch and the company’s Research and

Development location at Freehold, Lincroft and Middletown).

  • Whippany, New Jersey (including Chester, Liberty Corner and Morristown).
  • Murray Hill, New Jersey (including company locations at Piscataway, Warren Township, Union and Short Hills, and the company’s Research and Development location at Summit.)

All job vacancies within a unit will be filled by considering only the employees within that unit. However, if an employee wishes to be considered for a job vacancy outside his/her unit, he/she will be considered if he/she files the form provided for in 7(a)(2).

  • The factors to be taken into consideration in the filling of a job vacancy with an employee from a lower-rated classification shall be seniority and necessary qualifications for the job to be filled. Seniority shall determine the selection of an employee for a higher-rated classification where two or more employees have in the opinion of the company, substantially equal qualifications for the job to be filled. (3) AT&T Transfer System (ATS)

(See Paragraph 6, Force Adjustment) 8 Jurisdiction of Work

(a) Work Done by Supervisors

Supervisors will not perform work normally assigned to employees within the bargaining unit except when necessary in meeting emergency situations or for training purposes, with the exception of those employees classified as nonexempt supervisors under the Fair Labor Standards Act. 9 Protective Clothing

  • The company will provide clothing and such other accessories as required by the company for the physical protection of the employees. Such clothing and accessories shall be those as now provided by the company plus any which may later be required by the company or by state law.
  • The company shall be responsible for the clearing of company-provided coveralls and uniforms.

10 Holidays

In addition to the three (3) Floating Holidays provided in Article 23, the employees

covered by this Article shall be eligible to one (1) additional Floating Holiday.

 

AT&T LABS SUPPORT – JOB CORRIDOR CHART

 

Appendix 8A

 

PROPERTY

MANAGEMENT

BUILDING SHOPS *SPECIAL SKILLS **COMMON

CORRIDOR

  MAINT GPMs  

*HMT

*RS (Note 1)

 

 

*RS (Note 1)

CRO (Note 2)

RSS

GUW

PRO

*ICM

POM

CRO (Note 2)

 

 

*ELECT

*CARP

 

* Special Skills Requirements

**Common Corridor

(See Paragraph 6 (c)(3) (iii))

(Note 1): RS may bump to Common Corridor in Force Adjustment

(Note 2): CRO enters Common Corridor if bumped under RS

             

EXHIBIT I

PROMOTIONAL INCREASE TREATMENT

  • Employees promoted into the following occupational classifications shall receive a promotional increase of $3.00 per week:

 

Print Reprographics Operator Control Room Operator
General Utility Worker Hazardous Materials Technician
Receiver-Shipper/Storekeeper Reprographics Specialist

 

  • Employees promoted into the following occupational classifications shall receive a promotional increase of $4.00 per week:

 

General Plant Mechanic (Carpenter) Plant Operation Mechanic
General Plant Mechanic (Electrician) Instrument & Control Mechanic

 

EXHIBIT IV

Schedule of Wage Rates

For Bargaining Unit Occupations

Wage rates exclude night bonus and are for a forty (40) hour week (five (5), eight (8) hour days) unless otherwise noted.

 

Notes Wage Rates
POWER SERVICE GRP.

Operations Sub-Grp 

Control Room Operator – 415

Maintenance Sub-Grp

Plant Op. Mech.-439

Instrument & Control Mechanic – 448

 

 

 

See Appendix 5

 

See Appendix 5

See Appendix 5

Occupational Class PRINT REPRO. GRP.

Print Repro Opr.- 407

Reprographics Specialist – 474

 

 

 

See Appendix 5

See Appendix 5

GENERAL SER. GRP.

Gen. Utility Worker – 409

Receiver-Shipper/Storekeeper – 413

Hazardous Materials Technician – 464

 

 

 

h,n,w h

 

See Appendix 5

See Appendix 5

See Appendix 5

BUILDING SHOP

GPM (Carpenter) – 442

GPM (Electrician) – 447

 

t

 

See Appendix 5

See Appendix 5

 

NOTE DIFFERENTIALS

Note h: An employee who drives an auto, truck, or highlift fork lift as part of his/her regular job duties, except where he/she drives the vehicle for the sole purpose of transporting himself/herself and material or equipment to or from his/her place of work and the use of a public highway is not required, shall receive a pay differential of $4.00 per day.

Note i: A nonsupervisory employee in any classification, who in addition to the work of his/her occupational classification, is designated by supervision to make operational setups for others, give instruction, or assign and check the work of a group in similar occupational classifications or on a job project, shall be called a leader and shall receive a pay differential of $3.50 per day. A part-time employee shall receive a pay differential of $1.00 per day.

A leader is not responsible for disciplining personnel, or for reporting on or passing judgment on the individual performance of other employees with respect to production, quality, or attendance.

 

 

Article 34

Note k: An employee who is assigned to a higher-rated classification shall receive a

Temporary Promotion Allowance pay differential of $8.00 per day. (See Paragraph 2(g), Temporary Promotion Allowances.)

Note n: A Receiver-Shipper/Storekeeper assigned to work in a metals storeroom shall receive a pay differential of $2.00 per day.

Note o: Wage rates shown are for a twenty (20) hour week (five (5), four (4) hour days).

Note t: A General Plant Mechanic assigned to work with a General Plant Mechanic- Trainee shall receive a pay differential of $3.00 per day.

Note w: An employee assigned to work at the Warren Service Center location as a Receiver-Shipper/Storekeeper shall receive a pay differential of $1.00 per day.

Definitions

Truck: Motor vehicle registered with Motor Vehicle Bureau as a truck.

ARTICLE 35 – SALES

 

 

1 Titles

The provisions of this Article apply only to employees assigned to the titles listed below:

 TITLE

 

 

Account Representative

Account Representative-Leveraged

Account Support Representative

Business Inquiry Representative

Commercial Account Specialist

Commercial Telemarketing Representative

Customer Representative

Customer Representative-Leveraged

Customer Representative-Residence

Customer Sales Associate

Customer Sales Associate-Bi-Lingual

Customer Sales & Service Specialist

Customer Sales & Service Specialist-Commission

Federal Business Representative

Marketing Associate

Sales Associate-N

Sales Representative-C

Sales  Representative-C-Commission

 

 

2 Weekly Work Schedules and Hours of Work (a)        General

  • All assignments of working forces shall be subject to service and work requirements. The decision of the Company with respect to service and work requirements shall be controlling.
  • The working conditions of an employee shall be those specified for the group to which the employee is assigned. When an employee is assigned temporarily to a different group within an office or to a similar or different group in another office, the employee shall assume the working conditions of the temporary assignment.
  • Normal tours at each office for each department shall be as specified by the Executive Head.

 

(b)    Weekly Work Schedules

  • The normal work week shall consist of five (5) tours in one (1) calendar week of Monday through Saturday, inclusive, except that in any work operation where the Company regularly provides coverage on each day of the calendar week the normal work week shall consist of five (5) tours in one (1) calendar week of Sunday through Saturday, inclusive.
  • In a week in which an authorized holiday occurs, one (1) of the scheduled normal tours shall be on the holiday.

(c)    Tour Selection

An employee shall be permitted to select the tour the employee desires to work subject to the following conditions:

  • An employee shall not be permitted to select the days of the week the employee is to work or the type of work the employee is to perform.
  • Tour selection shall occur at least three (3) times during each calendar

year.

  • Where there are two (2) or more regular full-time employees in a work group they shall be allowed to choose their tour based on seniority, qualifications and needs of the business permitting.
  • Where there are two (2) or more regular part-time employees in a work group, they shall be allowed to choose their tour based on seniority, qualifications and needs of the business permitting.
  • The provision of Paragraph 2(c)(2) shall not apply in occupational and/or administrative units where employees’ scheduled hours of work and scheduled days do not normally vary. (d) Hours of Work – Scheduling
  • Work schedules will be established for each calendar week, designating the days and hours of work for each employee. Such schedules shall be posted not later than 3:00 P.M. Wednesday of the preceding week.
  • The Company may change an employee’s work schedule by notifying the employee at least forty-eight (48) hours in advance of the first changed hour.
  • Except as provided in Article 18 (Classification & Treatment of Part-time Employees), when an employee’s work schedule is changed without forty- eight (48) hours notice in advance of the first changed hour, as provided for in Paragraph 2(d)(2) all hours worked outside of the employee’s established schedule shall be paid at Time and One-Half.
  • The provision of Paragraph 2(d)(1) shall not apply in occupational and/or administrative units where employees’ scheduled hours of work and scheduled days do not normally vary.
  • Relief/Meal Period

The assignment of relief periods will be determined by the Company and will be subject to force and work conditions in each office or location. One (1) relief period will normally be assigned to each employee working a tour of four (4) to six (6) hours. Two (2) relief periods and a meal period will normally be assigned for each employee working a tour of over six (6) hours. Unless unusual conditions develop, such relief periods shall start not less than seventy-five (75) minutes from the beginning or end of the tour. Relief periods at the end of the tour should not start less than seventy-five (75) minutes before the end of the tour unless mutually agreed to.

  • Daylight Savings Time
    • On the night the change is made from standard to daylight savings time, no deduction in pay shall be made even though the actual work time is reduced by one (1) hour for tours scheduled to end after 2:00 A.M.
    • When the change is made from daylight savings time to standard time, an employee scheduled to work a tour ending after 2:00 A.M. may be required to work additional time. That additional time will be paid in accordance with Paragraph 3 (Overtime).
  • Minimum Scheduling – Part-Time

Part-time employees shall be scheduled to work not fewer than three (3) hours on any given day on which such employees are scheduled to work. 3 Overtime

  • Overtime Payments

Employees required to work overtime shall be paid at the Time and One-Half Overtime Rate for work performed under the following conditions:

  • For hours worked outside an employee’s Scheduled Daily Tour provided Scheduled Daily Tour is eight (8) hours or more.
  • Time worked in excess of forty (40) regularly scheduled hours in a calendar week.
  • On a Non-Scheduled Day other than a holiday.
  • Double Time Payments

Overtime worked in excess of eight (8) hours at the Time and One-Half Overtime Rate (as provided in Paragraph 3(a)) within a calendar week shall be paid at the Double Time Overtime Rate.

  • Overtime Continuous with a Tour

Overtime continuous with a tour worked shall be considered as occurring on the same day as such tour. Overtime not continuous with a tour shall be considered as occurring on the day such period of overtime started. 4 Differentials and Other Payments

(a) Night Differential

Employees whose weekly work schedules consist of regularly scheduled night tours shall receive a night differential of ten percent (10%) of their Adjusted Rate. Employees who work fewer than five (5) night tours in a calendar week shall be paid a differential equal to one-fifth (1/5) of the night differential for each scheduled tour so worked. (b) Call-In Payments

  • An employee contacted while at home and off duty and required to immediately report to work during non-scheduled periods or during a previously excused scheduled tour on an authorized holiday shall be paid for all time worked, including a reasonable amount of travel time going to and from home, at the appropriate overtime rate except as provided for in Article 18 (Classification and Treatment of Part-time Employees). Payment for time worked on a call-in plus pay for traveling time, as specified shall not be less than two (2) hours’ pay at the applicable overtime rate. For such work performed during an employee’s excused Scheduled Daily Tour on a holiday, the employee shall be compensated as set forth herein, in addition to any holiday allowance to which the employee is entitled. For such work performed outside the period of the employee’s excused Scheduled Daily Tour on a holiday, the employee shall be paid as set forth herein, except that two and one-half (2-1/2) times the employee’s Adjusted Rate shall be substituted for the employee’s overtime rate. The provisions of this Paragraph 4(b)(1) do not apply if such time worked is continuous with the employee’s Scheduled Daily Tour other than a previously excused scheduled tour on an authorized holiday. Time allowed for a meal period shall not be considered as a break in the continuity of work time.
  • When an employee is contacted while at home and off duty and is required to immediately report to work during non-scheduled periods and the time worked as a result of the call-in is continuous with the employee’s Scheduled Daily Tour other than a previously excused scheduled tour on a holiday, the employee shall be paid at the appropriate overtime rate, including a reasonable amount of one (1) way travel time from home, for time worked before the starting time of the employee’s Scheduled Daily Tour. Payment for time worked on a call-in plus pay for traveling time, as specified shall not be less than two (2) hours’ pay at the applicable overtime rate. Time allowed for a meal period shall not be considered as a break in the continuity of work time. If, before the end of the employee’s Scheduled Daily Tour, the employee is directed by management to travel back to their residence for a rest period, the employee shall be reimbursed for personal vehicle usage at the highest IRS allowable rate per mile, plus actual out-of-pocket travel related expenses incurred in connection with such travel and shall be paid for scheduled time not worked as a result of such direction.
  • Employee’s receiving call-in payments pursuant to Paragraphs 4(b)(1) or 4(b)(2) above shall not be entitled to payments or reimbursement as provided for in Article 16 (Transfers, Travel Allowances and Moving Expenses), except that  employees shall  be reimbursed  for authorized personal vehicle usage at the highest IRS allowable rate per mile, plus actual out-of-pocket travel related expenses incurred in connection with such travel. (c) Call-Up Payments
  • When a telephone call is made or authorized by a supervisor to an employee during periods the employee is not on work time, the employee will be compensated if the call meets all of the following criteria:
    • The call is made outside the employee’s Scheduled Daily Tour or on a

Non-Scheduled Day, or an excused holiday;

  • The employee uses his or her job knowledge and skill; and,
  • The call was not necessitated by error or omission by the employee.
  • An employee who meets the preceding criteria will be compensated as follows:
    • A call-up of less than one-quarter (1/4) hour, paid one (1) hour overtime pay at applicable rate.
    • A call-up of one-quarter (1/4) hour but less than one (1) hour, paid two

(2) hours overtime pay at applicable rate.

  • A call-up of one (1) hour or longer, paid the greater of two (2) hours overtime pay at applicable rate or the actual time for such call.
  • When more than a single telephone call is involved, the compensation of each call shall be as prescribed above; however, the total compensation for the telephone calls shall not be greater than that to which the employee would have been entitled had the employee been on the telephone continuously for the combined duration of each telephone call.

(d)    Sunday Payments

Payment to employees for all hours worked during a Scheduled Daily Tour on a

Sunday shall be paid at Time and One-Half. All other hours worked on a Sunday will be paid at the Time and One-Half Overtime Rate or the Double Time Overtime Rate, as appropriate. (e) Management Relief Differential

  • An employee who is assigned to relieve a Management employee shall receive a payment of ten dollars ($10.00) for each tour or part in excess of onehalf (1/2) thereof so worked.
  • Employees assigned to relieve a Management employee may perform all duties normally performed by the manager except that the employee shall not have access to personnel files and may not administer disciplinary action. Employees may also perform their normal duties while relieving the manager.
  • Christmas Eve and New Year’s Eve Payments

For tours or overtime worked on December 24 and December 31, an employee shall be compensated at the double time rate for all time worked between 7:00 P.M. and 12:00 midnight.

  • Temporary Assignment to Higher Occupational Job Classification

Employees temporarily assigned to work in a higher occupational job classification shall receive a classification differential for each day in which an employee works three (3) or more hours in the higher assignment. Such daily classification differential shall be one-fifth (1/5) of the promotional increase which would apply if the assignment in the higher classification were on a permanent rather than on a temporary basis.

  • Temporary Assignment for Formal Training Delivery

Employees temporarily assigned to deliver formal training shall receive a daily differential equivalent to 15% of the employee’s daily adjusted wage rate. The differential will be paid for each day in which an employee delivers such training for three (3) or more hours. The differential shall apply to employees who are assigned by management to perform formal training (not necessarily in a classroom) or to perform follow-up training in lieu of their normal work assignment. This differential will not apply to incidental “buddy training” nor for rolling out employee programs (e.g., Violence in the Workplace).

  • Customer Premise Visit Differential

When an employee in the title of Account Support Representative, Commercial Account Specialist, Commercial Telemarketing Representative, Telemarketing

Sales Representative, Customer Representative, Customer Sales and Service

Specialist, Customer Sales and Service Specialist – Commission, or Sales Associate – N is required to make visits to customers’ premises, the employee shall be paid a differential of five dollars ($5.00) for each tour during which one or more such visits is required.

  • Metro Segment Compensation

Employees in the titles of:

Commercial Account Specialist

Commercial Telemarketing Representative

Customer Sales and Service Specialist – Commission

Sales Representative – C – Commission shall be compensated in accordance with a sales compensation program developed in a manner consistent with the AT&T Metro Segment Incentive Compensation Plan which is attached hereto as Appendix 4. For the purposes of this Article for employees covered by this compensation plan, the hourly adjusted rate and the overtime rate shall be calculated using the Adjusted Rate.

Additional information pertaining to the Metro Segment Compensation Plan can be found in Appendix 4, Part II of this Agreement.

(k)    Bi-Lingual Differential

A qualified employee assigned to communicate in a foreign language to customers shall receive a differential of three dollars ($3.00) for each work day or part, provided it is three (3) hours or more, so worked. A qualified employee is one who is test qualified in the foreign language.

 

Article 36

 

ARTICLE 36 – SUPPORT

  • Titles

The provisions of this Article apply only to employees assigned to the titles listed below:

Title Title
Account Service Representative Design Associate – HITS
Administrative Associate – I Drafting Associate
Administrative Associate – II Engineering Associate
Administrative Clerk – I Engineering Data Clerk
Analytical Clerk Federal Administrative Clerk
Apparatus Cleaner Federal Graphics Specialist
Assistant Graphics Specialist Federal Order Administrator
Bi-Lingual Billing Clerk Federal Records Clerk
Bill Processing Clerk Federal Senior Clerk
Billing Associate – II Federal Senior Graphics Specialist
Billing Associate – III General Service Clerk
Billing Clerk General Services Senior Clerk
Building Attendant Graphics Assistant
CSDG Assembler Graphics Specialist
CSDG Technician International Process Associate
Clerical Assistant Mechanic – I
Clerical Stenographer Network Security Representative
Combination Typist Office Clerical Assistant – I
Commercial Sales Support Associate Office Clerical Assistant – C
Communications  Operator Office Clerk
Computer Network Clerk Office Support Clerk
Contract Clerk Operator Service Center Clerk
Credit Representative Records Clerk – I
Customer Service Associate – I Records Clerk – C
Customer Support Associate Reports Clerk
Data Processing Clerk Secretarial Stenographer
Desk Top Publishing Coordinator Security Reports Clerk
Desk Top Publishing Specialist Senior Bill Processing Clerk
Senior Clerk Service Order Administrator
Senior Communications Operator Service Order Typist
Senior Data Processing Clerk Special Billing Clerk
Senior File Clerk Special Reports Clerk
Senior Graphics Specialist Staff Assistant I
Senior Office Clerk Staff Assistant II
Senior Operator Service Center Clerk Subpoena Management Clerk
Senior Records Clerk Systems Applications Specialist
Senior Stenographer Warehouse Shipping & Receiving Clerk – HITS
Service Attendant – HITS Word Processing Specialist

Article 36

  • Weekly Work Schedules and Hours of Work (a) General
    • All assignments of working forces shall be subject to service and work requirements. The decision of the Company with respect to service and work requirements shall be controlling.
    • The working conditions of an employee shall be those specified for the group to which the employee is assigned. When an employee is assigned temporarily to a different group within an office or to a similar or different group in another office, the employee shall assume the working conditions of the temporary assignment.
    • Normal tours at each office for each department shall be as specified by the Executive Head.
  • Weekly Work Schedules
    • The normal work week shall consist of five (5) tours in one (1) calendar week of Monday through Saturday, inclusive, except that in any work operation where the Company regularly provides coverage on each day of the calendar week the normal work week shall consist of five (5) tours in one (1) calendar week of Sunday through Saturday, inclusive.
    • In a week in which an authorized holiday occurs, one (1) of the scheduled normal tours shall be on the holiday.
  • Tour Selection

An employee shall be permitted to select the tour the employee desires to work subject to the following conditions:

  • An employee shall not be permitted to select the days of the week the employee is to work or the type of work the employee is to perform.
  • Tour selection shall occur at least three (3) times during each calendar year except for Credit Representatives in Consumer Products where tour selection shall be at least two (2) times during each calendar year.
  • Where there are two (2) or more regular full-time employees in a work group they shall be allowed to choose their tour based on seniority, qualifications and needs of the business permitting.
  • Where there are two (2) or more regular part-time employees in a work group, they shall be  allowed  to choose their tour based  on seniority, qualifications and needs of the business permitting.
  • The provision of Paragraph 2(c)(2) shall not apply in occupational and/or administrative units where employees’ scheduled hours of work and scheduled days do not normally vary.
  • Notwithstanding the provisions of Paragraph 2(c)(2) above, in work centers where support employees are co-located with, and exclusively support employees covered under the tour selection provisions of Article 38 (Information Management Services) and/or Article 41 (Communications Services), the tour selection frequency shall be that of the employees in Article 38 and/or 41.

Article 36

  • Hours of Work – Scheduling
    • Work schedules will be established for each calendar week, designating the days and hours of work for each employee. Such schedules shall be posted not later than 3:00 P.M. Wednesday of the preceding week.
    • The Company may change an employee’s work schedule by notifying the employee at least forty-eight (48) hours in advance of the first changed hour.
    • Except as provided in Article 18 (Classification & Treatment of Part-Time Employees), when an employee’s work schedule is changed without forty- eight (48) hours notice in advance of the first changed hour, as provided for in Paragraph 2(d)(2) all hours worked outside of the employee’s established schedule shall be paid at Time and One Half.
    • The provision of Paragraph 2(d)(1) shall not apply in occupational and/or administrative units where employees’ scheduled hours of work and scheduled days do not normally vary.
  • Relief/Meal Period

The assignment of relief periods will be determined by the Company and will be subject to force and work conditions in each office or location. One (1) relief period will normally be assigned to each employee working a tour of four (4) to six (6) hours. Two (2) relief periods and a meal period will normally be assigned for each employee working a tour of over six (6) hours. Unless unusual conditions develop, such relief periods shall start not less than one (1) hour from the beginning or end of the tour. (f) Daylight Savings Time

  • On the night the change is made from standard to daylight savings time, no deduction in pay shall be made even though the actual work time is reduced by one (1) hour for tours scheduled to end after 2:00 A.M.
  • When the change is made from daylight savings time to standard time, an employee scheduled to work a tour ending after 2:00 A.M. may be required to work additional time. That additional time will be paid in accordance with Paragraph 3 (Overtime).

(g)    Minimum Scheduling – Part-Time

Part-time employees shall be scheduled to work not fewer than three (3) hours on any given day on which such employees are scheduled to work. 3 Overtime

(a)    Overtime Payments

Employees required to work overtime shall be paid at the Time and One-Half Overtime Rate for work performed under the following conditions:

  • For hours worked outside an employee’s Scheduled Daily Tour provided Scheduled Daily Tour is eight (8) hours or more.
  • Time worked in excess of forty (40) regularly scheduled hours in a calendar week.
  • On a Non-Scheduled Day other than a holiday.

Article 36

  • Double Time Payments

Overtime worked in excess of eight (8) hours at the Time and One-Half Overtime Rate (as provided in Paragraph 3(a) within a calendar week shall be paid at the Double Time Overtime Rate.

  • Overtime Continuous With a Tour

Overtime continuous with a tour worked shall be considered as occurring on the same day as such tour. Overtime not continuous with a tour shall be considered as occurring on the day such period of overtime started. 4 Differentials and Other Payments

(a)    Night Differential

Employees whose weekly work schedules consist of regularly scheduled night tours shall receive a night differential of ten percent (10%) of their Adjusted Rate. Employees who work fewer than five (5) night tours in a calendar week shall be paid a differential equal to one-fifth (1/5) of the night differential for each scheduled tour so worked. (b) Call-In Payments

  • An employee contacted while at home and off duty and required to immediately report to work during non-scheduled periods or during a previously excused scheduled tour on an authorized holiday shall be paid for all time worked, including a reasonable amount of travel time going to and from home, at the appropriate overtime rate except as provided for in Article 18 (Classification and Treatment of Part-time Employees). Payment for time worked on a call-in plus pay for traveling time, as specified shall not be less than two (2) hours’ pay at the applicable overtime rate. For such work performed during an employee’s excused Scheduled Daily Tour on a holiday, the employee shall be compensated as set forth herein, in addition to any holiday allowance to which the employee is entitled. For such work performed outside the period of the employee’s excused Scheduled Daily Tour on a holiday, the employee shall be paid as set forth herein, except that two and one-half (2-1/2) times the employee’s Adjusted Rate shall be substituted for the employee’s overtime rate. The provisions of this Paragraph 4(b)(1) do not apply if such time worked is continuous with the employee’s Scheduled Daily Tour other than a previously excused scheduled tour on an authorized holiday. Time allowed for a meal period shall not be considered as a break in the continuity of work time.
  • When an employee is contacted while at home and off duty and is required to immediately report to work during non-scheduled periods and the time worked as a result of the call-in is continuous with the employee’s Scheduled Daily Tour other than a previously excused scheduled tour on a holiday, the employee shall be paid at the appropriate overtime rate, including a reasonable amount of one (1) way travel time from home, for time worked before the starting time of the employee’s Scheduled Daily Tour. Payment for time worked on a call-in plus pay for traveling time, as specified shall not be less than two (2) hours’ pay at the applicable overtime rate. Time allowed for a meal period shall not be considered as a

Article 36

break in the continuity of work time. If, before the end of the employee’s Scheduled Daily Tour, the employee is directed by management to travel back to their residence for a rest period, the employee shall be reimbursed for personal vehicle usage at the highest IRS allowable rate, plus actual outof-pocket travel related expenses incurred in connection with such travel and shall be paid for scheduled time not worked as a result of such direction.

  • Employee’s receiving call-in payments pursuant to Paragraphs 4(b)(1) or 4(b)(2) above shall not be entitled to payments or reimbursement as provided for in Article 16 (Transfers, Travel Allowances and Moving Expenses), except that  employees shall  be reimbursed  for authorized personal vehicle usage at the highest IRS allowable rate per mile, plus actual outof-pocket travel related expenses incurred in connection with such travel.

(c)    Call-Up Payments

(1) When a telephone call is made or authorized by a supervisor to an employee during periods the employee is not on work time, the employee will be compensated if the call meets all of the following criteria:

  • The call is made outside the employee’s Scheduled Daily Tour or on a

Non-Scheduled Day or an excused holiday;

  • The employee uses his or her job knowledge and skill; and,
  • The call was not necessitated by error or omission by the employee.

(2) An employee who meets the preceding criteria will be compensated as follows:

  • A call-up of less than one-quarter (1/4) hour, paid one (1) hour overtime pay at applicable rate.
  • A call-up of one-quarter (1/4) hour but less than one (1) hour, paid two (2) hours overtime pay at applicable rate.
  • A call-up of one (1) hour or longer, paid the greater of two (2) hours overtime pay at applicable rate or the actual time for such call.

(3) When more than a single telephone call is involved, the compensation of each call shall be as prescribed above; however, the total compensation for the telephone calls shall not be greater than that to which the employee would have been entitled had the employee been on the telephone continuously for the combined duration of each telephone call.

(d) On-Call Payments

  • Employees as shown in Paragraph 1 (Titles) with necessary skills may be requested to remain in contact with the Company outside of scheduled tours by use of a beeper or other communication device. The requirement to remain in contact with the Company will be rotated among all qualified volunteers in the work group. Depending on operational needs, employees with the necessary skills may be assigned on-call for one (1) day or more than one (1) day, up to and including seven (7) consecutive days. Those employees who have agreed to remain in contact will receive a payment dollars equal to one and one-half (1 1/2) hours of pay at their Hourly Adjusted Rate for each on-call assignment. Employees called-up will be eligible for call-up treatment as provided for in Paragraph 4(c).

Article 36

Employees actually called in will be eligible for call-in payment as provided for in Paragraph 4(b).In the absence of sufficient volunteers, the local manager will meet and discuss the need for volunteers with the local Union.

  • When, because of illness or other absence, another employee is required to substitute for the employee assigned on-call responsibility, the substituting employee will receive a daily on-call payment (under the same terms and conditions described in Paragraph 4(d)(1) above) instead of the originally assigned employee for each day of substitution.

(e)    Sunday Payments

Payment to employees for all hours worked during a Scheduled Daily Tour on a

Sunday shall be paid at Time and One-Half. All other hours worked on a Sunday will be paid at the Time and One-Half Overtime Rate or the Double Time Overtime Rate, as appropriate. (f) Management Relief Differential

  • An employee who is assigned to relieve a Management employee shall receive a payment of ten dollars ($10.00) for each tour or part in excess of one-half (1/2) thereof so worked.
  • Employees assigned to relieve a Management employee may perform all duties normally performed by the manager except that the employee shall not have access to personnel files and may not administer disciplinary action. Employees may also perform their normal duties while relieving the manager.
  • Christmas Eve and New Year’s Eve Payments

For tours or overtime worked on December 24 and December 31, an employee shall be compensated at the double time rate for all time worked between 7:00 PM and 12:00 midnight.

  • Temporary Assignment to Higher Occupational Job Classification

Employees temporarily assigned to work in a higher occupational job classification shall receive a classification differential for each day in which an employee works three (3) or more hours in the higher assignment. Such daily classification differential shall be one-fifth (1/5) of the promotional increase which would apply if the assignment in the higher classification were on a permanent rather than on a temporary basis.

  • Temporary Assignment for Formal Training Delivery

Employees temporarily assigned to deliver formal training shall receive a daily differential equivalent to 15% of the employee’s daily adjusted wage rate. The differential will be paid for each day in which an employee delivers such training for three (3) or more hours. The differential shall apply to employees who are assigned by management to perform formal training (not necessarily in a classroom) or to perform follow-up training in lieu of their normal work assignment. This differential will not apply to incidental “buddy training” nor for rolling out employee programs (e.g., Violence in the Workplace).

Article 36

  • Customer Premise Visit Differential

When an employee in the title of Accounts Receivable Specialist is required to make visits to a customers’ premises, the employee shall be paid a differential of five dollars ($5.00) for each tour during which one or more such visits is required.

  • Bi-Lingual Differential

A qualified employee assigned to communicate in a foreign language to customers shall receive a differential of three dollars ($3.00) for each work day or part, provided it is three (3) hours or more, so worked. A qualified employee is one who is test qualified in the foreign language.

 

ARTICLE 37 – OPERATOR SERVICES

 

  • Titles

The provisions of this Article apply only to employees assigned to the titles listed below:

Bi-Lingual Operator

Communications Assistant

Operator

Service Assistant

Teleconference Specialist

  • Work Hours and Assignments

All assignments of working forces shall be subject to service and work requirements. The decision of the Company with respect to service and work requirements shall be controlling except as qualified in those cases specifically covered by Paragraph 2(f)(3).  The working conditions of an employee shall be those specified for the group to which the employee is assigned. When an employee is assigned temporarily to a different group within an office or to a similar or different group in another office, the employee shall assume the working conditions of the temporary assignment.

(a) Working Hours Per Day

(1) Normal tours shall be as follows:

Day Tours (Starting at or after 5:00 A.M. and            7 1/2 hours ending not later than 7:00 P.M.)

Split Tours (Ending after 7:00 P.M. but not    7 hours later than 10:00 P.M.)

Split tours shall not have less than 4 hours between sessions and their overall length shall not exceed 13 hours

Afternoon-Evening Tours (Ending after 7:00                   7 hours

P.M. but not later than 10:30 P.M.)

Short-Evening Tours (Ending between 11:00                   6 hours

P.M. and 3:00 A.M. inclusive)

Night Tours (Ending from 5:30 A.M. to 7:00                      7 hours

A.M. inclusive)

  • Part-Time Employees

The working hours on any day shall ordinarily not be less than a half tour. The working hours in any calendar week shall not be less than a half tour and shall ordinarily not exceed the equivalent of five (5) full tours.

  • Relief Period

An employee shall be assigned one (1), fifteen (15) minute relief period in each session not less than seventy-five (75) minutes from the start or end of the session.

The two (2), fifteen (15) minute relief periods of the night tour may be combined into one (1), thirty (30) minute relief period at any office in accordance with local arrangements. When the two (2), fifteen (15) minute relief periods of a short hour evening tour are combined into one (1), thirty (30) minute relief period, they will be scheduled so that neither session of the tour is more than three and one-half (3 1/2) hours in length.

Employees who work two and one-half (2 1/2) or more continuous hours in excess of their normal scheduled tour shall be assigned one (1) additional fifteen (15) minute relief period.

  • Incidental Relief Periods

Under normal circumstances, an employee is not entitled to relief periods other than those scheduled. However, incidental relief periods will be granted under reasonable circumstances upon request.

  • Meal Periods

Employees working on a continuous tour of seven (7) hours or more shall be assigned a meal period normally one-half (1/2) hour or one (1) hour in length. Meal periods shall be scheduled as far as practicable in the same order as the starting time of the employees’ tours. (b) Work Schedules

(1) Scheduled Days Per Week

  • An employee shall ordinarily be scheduled to work normal tours on any five (5) days of the calendar week.
  • When an employee is scheduled to work more than five (5) normal tours, the additional tours shall be shown as scheduled premium tours. Any day of the calendar week may be designated a scheduled premium day except a Sunday or an authorized holiday.
  • When scheduled to work on an authorized holiday, an employee will usually be scheduled to work a normal tour although a half tour may be scheduled on the holiday.
  • In a week in which an authorized holiday occurs, one (1) of the scheduled normal tours shall be on the holiday.

(2) Weekly Schedules

A schedule shall be set up for each calendar week and shall show each employee’s scheduled and non-scheduled work days. The term “scheduled day” when used in Paragraphs 2(b) (Work Schedules) through 2(f) (Tour Selection) shall refer to both scheduled regular and scheduled premium days.

(3) Interval Between Tours

The interval between the end of one scheduled tour and the beginning of the next scheduled tour shall normally be at least ten (10) hours except when an employee is exercising his/her seniority under an open end scheduling arrangement. If the parties desire a minimum interval less than ten (10) hours, the local Union and Company will meet and agree, at the District/Area level, to implement a minimum separation between tours. Individual employees may waive the minimum interval if they desire through their selection of tour preference. (c)        Assignments

  • Sunday and Holidays

In general, Sunday and holiday work shall be assigned in rotation with night forces treated as a separate unit under a basic schedule environment or where local practice currently exists.

  • Non-scheduled Days

In the assignment of non-scheduled days, service requirements are controlling, but to the extent that it is feasible to do so, except for assignments made on a rotation basis, an employee’s preference shall be given consideration in the order of seniority if such preference is indicated not later than Thursday preceding the Wednesday schedule posting date.

  • Working on Day Off on Account of Absence

An employee who has been absent without pay because of illness or other emergent reason may be permitted to work on a subsequent non-scheduled day during the same calendar week if service requirements warrant. In such case the employee shall be compensated for the non-scheduled day worked as though it were a scheduled day. This provision is an exception to Paragraph

3(a)(1)(iii).

  • Exchanges of Tours, Scheduled Days and Non-scheduled Days

Arrangements between employees for the exchange of tours, or for the exchange of scheduled and non-scheduled working days, or both, for their own convenience, may be made if properly approved by the Company provided the resulting total number of days to be paid at rates in excess of the basic rates of the employees involved does not exceed that to which the Company was committed prior to the exchange.

(d) Posting Schedules (Showing Scheduled and Non-scheduled Days)

  • Schedules for the following week shall be posted not later than Wednesday of the current week except that when Monday, Tuesday or Wednesday is a holiday the schedule may be posted on Thursday.
  • Holiday schedules shall be posted at least two (2) weeks prior to the holiday and subsequent changes shall be kept at a minimum. (e) Changes in Schedules/Hours of Operation
  • Changes in scheduled and non-scheduled days for the following week may be made provided the employee is notified personally of the change at or before 5:00 P.M. Thursday of the current week. After 5:00 P.M. Thursday of the current week an employee shall not be required to change his or her scheduled and non-scheduled days for the following week but an employee may be requested to work on a non-scheduled day; provided, however, that if an employee is called in on a non-scheduled Sunday and works the equivalent of a full tour, that Sunday shall become a scheduled day and the Company may designate one of the employee’s scheduled days in the week as a nonscheduled day by notifying the employee of such designation before the end of the Sunday work.
  • When the Company modifies the hours of operation of an office with the result of adjusting the opening or closing time of the office by more than one (1) hour, the Company will provide written notification to the Local Union President at least thirty (30) days prior to the change. Temporary changes for emergent situations and special occasions are exempt.
  • Tour Selection
    • Regular and Term Full-Time Employees

In the assignment of tours, service requirements are controlling. Tours will be assigned using one of the following processes:

  • Basic Scheduling

Employees may be given their choice of available tours, at least three (3) times during a calendar year at tour selection periods to be designated by the Company, in order of seniority determined in accordance with Article 28 (Seniority) Insofar as practicable, an employee assigned to a basic tour will continue on that assignment for the duration of the seasonal schedule. Variation in tour assignment from day to day shall be kept to a minimum consistent with load and service requirements. Locations presently using basic tour scheduling will continue except where the Company and Union agree to implement open end scheduling in accordance with Paragraph 2(f)(1)(ii) (Open End Scheduling).

  • Open End Scheduling

In offices on an open end scheduling basis, tours shall be assigned on the basis of the highest preference available for the employee in the order of seniority. Locations presently using open end scheduling will continue this practice.

  • Temporary Full-Time Employees

When it is feasible to do so, temporary employees shall be given their choice of tours in the order of seniority determined in accordance with Article 28 (Seniority) after regular and term full-time employees have been given their choice of tours.

  • The decision of the Company on service requirements and feasibility shall be controlling in the choice of tour selection alternatives unless the Company is shown to have acted arbitrarily or in bad faith. Any dispute concerning the interpretation or application of this clause may be taken up as a grievance and if necessary, submitted to arbitration in accordance with Article 10 (Arbitration).
  • Daylight Savings Time
    • On the night the change is made from standard to daylight savings time, no deduction in pay shall be made even though the actual work time is reduced by one (1) hour for the evening and night tours.
    • When the change is made from daylight savings time to standard time, an employee working a tour ending after 2:00 A.M. may be required to work additional time. That additional time will be paid in accordance with Paragraph 3(a) (Compensation for Extra Work Time).

3 Extra Work Time

Extra work time is time worked in excess of an assigned tour on a scheduled day, time worked in excess of a normal work week, or time worked on a non-scheduled day. Extra work time continuous with a preceding tour worked, shall be considered as occurring on the same day as such tour. Extra work time not continuous with a preceding tour shall be considered as occurring on the day such period of extra work time started. Time allowed an employee for a meal period (although not paid time) shall not be considered as a break in the continuity of work time.

(a) Compensation for Extra Work Time

(1) Compensation for extra work time, except for certain periods when Christmas Eve and New Year’s Eve differentials apply, shall be as follows:

  • On any day except an authorized holiday for time worked in excess of a normal tour, at the employee’s Time and One-Half Overtime Rate.
  • On any day, except a Sunday or an authorized holiday, for time worked by a part-time employee in excess of the employee’s scheduled hours but not in excess of a normal tour, at the employee’s Hourly Overtime Base Rate, except such time in excess of a normal work week, for which the compensation shall be at the employee’s Time and One-Half Overtime Rate.
  • On a Non-Scheduled Day for time worked up to a normal tour at the employee’s Time and One-Half Overtime Rate. This provision does not apply:
    1. To time worked on Sundays and holidays, or
    2. To time worked, not in excess of a normal work week, at the employee’s request because of unpaid absence earlier in the week.
  • On an authorized holiday, for time worked in excess of a normal tour, at the employee’s Double Time and One-Half Overtime Rate.
  • On any scheduled premium day for time worked at the employee’s Time and One-Half Overtime Rate or Double Time Overtime Rate, as applicable.

(2) Compensation for extra work time for overtime hours worked will be paid at the double time overtime rate when the employee’s overtime hours paid at the Time and One-Half Overtime Rate are in excess of eight (8) hours in a calendar week. This provision does not include time worked in excess of a normal work week at the employees request because of unpaid absence earlier in the week. 4 Differentials and Other Payments

(a) Sunday Differential

Compensation for time worked during a scheduled tour on a Sunday shall include a differential of one-half (1/2) time extra at the employee’s Hourly Overtime Base Rate with the following exceptions:

  • Employees in Illinois, New York and the Pittsburgh IOC who work subsequent Sundays in a calendar month at the request of the Company shall receive additional compensation of one-half (1/2) the employee’s Hourly Overtime Base Rate.
  • Employees in Indiana who work two (2) or more consecutive Sundays at the request of the Company shall receive, for time worked on the second consecutive Sunday and each subsequent consecutive Sunday, additional compensation of one-half (1/2) the employee’s Hourly Overtime Base Rate.
  • Employees in New Jersey, Arkansas, Kansas, Oklahoma, Missouri, Texas, Maryland, Virginia, West Virginia and Washington, D.C., who work three (3) or more consecutive Sundays at the request of the Company shall receive, for time worked on the third consecutive Sunday, and each subsequent consecutive Sunday, additional compensation of one-half (1/2) the employee’s Hourly Overtime Base Rate.
  • Employees must be scheduled by the Company to work either subsequent or consecutive Sundays and actually work the Sunday in order to receive the double time pay specified in sub-paragraphs 4(a)(1), 4(a)(2), and/or 4(a)(3).
  • Evening and Night Differential
    • An employee shall be entitled to a daily evening or night differential when the employee is assigned and works a tour for which a differential is specified in sub-paragraph 4(b)(2) below. If an employee is absent without pay for the last half of a tour, the applicable differential payment shall not be made unless the tour is a night tour or a continuous tour of less than seven (7) hours.
    • The weekly evening or night differentials based on the starting or ending time of assigned tours (regardless of overtime) shall be as follows:

                                         WEEKLY EVENING AND

TIME OF TOUR                            NIGHT DIFFERENTIALS

Evening tours, excluding split                       tours, ending after 7:00 PM but           not later than 10:30 PM         $10.00

Evening tours ending 11:00 PM                                     

to 3:00 AM                                                                   $3.00

Night tours ending 5:30 AM to                                       

7:00 AM                                                                      $45.00

  • Differentials shall be paid on a daily basis, the daily differential being one-fifth (1/5) of the weekly differential.
  • Christmas Eve and New Year’s Eve Payment
    • An employee who works a scheduled day or evening tour shall be compensated at three (3) times the employee’s Hourly Overtime Base Rate, for all time worked after 7:00 PM.
    • An employee who works a scheduled night tour shall be compensated at three
    • times the employee’s Hourly Overtime Base Rate for all time worked.
  • Minimum Interval Differential

If the interval between the end of one assigned tour and the beginning of the next assigned tour is less than the agreed upon interval as provided for in Paragraph 2(b)(3) (Interval Between Tours) all time worked during the second of the two tours will be compensated for at Time and One-Half; except that this will not apply when the interval is such because of a change in tour assignment made at the employee’s request, or when an employee is exercising his or her seniority. (e) Management Relief Differential

  • A Management Relief differential payment shall be made to an Operator Services Employee assigned to replace a management employee for a period of four (4) or more hours during a tour.
  • The Management Relief differential shall be ten dollars ($10.00) per day and shall be paid as follows:
    • For each scheduled tour worked within a normal work week on which an employee qualifies under Paragraph 4(e)(1), the Management Relief differential is paid in addition to the employee’s Daily Adjusted Rate for that tour.
    • For extra work time, the Management Relief differential, where applicable, is included in the overtime adjustment.
  • Employees assigned to relieve a management employee may perform all duties normally performed by the manager except that the employee shall not have access to personnel files and may not administer disciplinary action.
  • Split Tour Differential

When an employee works in both sessions of a split tour, the employee shall receive a split tour differential in the amount of six dollars ($6.00).

  • Temporary Assignment to Higher Occupational Job Classification
    • Employees temporarily assigned to work in a higher occupational job classification shall receive a classification differential for each day in which an employee works three (3) or more hours in the higher assignment. Such daily classification differential shall be one-fifth (1/5) of the promotional increase which would apply if the assignment in the higher classification were on a permanent rather than on a temporary basis.
    • When an employee is temporarily assigned to a position in Operator Services with a higher wage rate for a continuous period in excess of eight (8) weeks, he or she shall then be given the title of the higher position with the understanding, however, that it may be necessary to reassign him or her to a position with a lower wage rate upon the return of the employee who originally held the higher position or upon termination of the need for such position.
  • Temporary Assignment for Formal Training Delivery

Employees temporarily assigned to deliver formal training shall receive a daily differential equivalent to 15% of the employee’s daily adjusted wage rate.  The differential will be paid for each day in which an employee delivers such training for three (3) or more hours.  The differential shall apply to employees who are assigned by management to perform formal training (not necessarily in a classroom) or to perform follow-up training in lieu of their normal work assignment.  This differential will not apply to incidental “buddy training” nor for rolling out employee programs (e.g., Violence in the Workplace).

This differential is not applicable to employees who perform the duties of a Service Assistant.

  • Customer Premise Visit Differential

When an employee is required to make visits to customers’ premises, the employee shall be paid a differential of five dollars ($5.00) for each tour during which one or more such visits is required.

  • Mother’s Day Payment

Employees in Paragraph 1 (Titles) scheduled to work on Mother’s Day shall be compensated at three (3) times the employee’s Hourly Overtime Base Rate for all time worked.

  • Bi-Lingual Differential

A qualified employee assigned to communicate in a foreign language to customers shall receive a differential of three dollars ($3.00) for each work day or part, provided it is three (3) hours or more, so worked.  A qualified employee is one who is test qualified in the foreign language.

5 Extended Vacation

During the term of this Agreement, employees covered by Paragraph 1 (Titles) shall be eligible, upon request, to an additional vacation of one week without pay and without a break in service subject to the following conditions:

  • An employee eligible to a vacation of two, three, four, or five weeks with pay shall be eligible, beginning the year in which the employee will complete seven years of net credited service, to this extended vacation without pay at least once in every three year period.
  • Extended vacation may be granted to an employee in the two calendar years following that in which the employee was granted an extended vacation.
  • For eligible employees, an extended vacation shall be selected after the first selection canvass of the vacation selection universe and only for those full weeks still available during the second selection priority canvass. Extended vacation weeks may only be scheduled for the full calendar year for which vacation is being selected.

 

 

ARTICLE 38 – INFORMATION MANAGEMENT SERVICES

 

 

  • Titles

The provisions of this Article apply only to employees assigned to the titles listed below:

Data Processing Associate I (DPA I)

Data Processing Associate II (DPA II)

Data Processing Associate III (DPA III)

Data Processing Associate IV (DPA IV)

  • Weekly Work Schedules and Hours of Work (a) General
    • All assignments of working forces shall be subject to service and work requirements. The decision of the Company with respect to service and work requirements shall be controlling.
    • The working conditions of an employee shall be those specified for the group to which the employee is assigned. When an employee is assigned temporarily to a different group within an office or to a similar or different group in another office, the employee shall assume the working conditions of the temporary assignment.
    • Normal tours at each office for each department shall be as specified by the Executive Head. 3 Weekly Work Schedules

(a)    Scheduled Days Per Week

  • An employee shall be scheduled to work normal tours on any five (5) days of the calendar week.
  • In a week in which an authorized holiday occurs, one (1) of the scheduled normal tours shall be on the holiday.

(b)    Weekly Schedule

A schedule shall be set up for each calendar week and shall show each employee’s scheduled working days, the employee’s scheduled tour for each of these days and the employee’s basic tour. Where service or coverage conditions require, an employee may be called on to work in excess of the employee’s scheduled assignments.

  • Interval Between Tours

The interval between the end of one scheduled tour and the beginning of the next scheduled tour shall normally be at least a normal tour.

  • Start of Tours

Scheduled tours may start at any time of the day and the starting time may vary from day to day, provided, however, that on weekdays, exclusive of authorized holidays, no scheduled tour shall start more than two (2) hours before or after the starting time of the employee’s basic tour unless it starts four (4) hours or more before or after such starting time.

  • Schedule Following an Absence

An employee’s schedule for the week in which he or she returns to duty following a period of absence of indefinite duration shall be a normal day tour for that work location either Monday through Friday or Tuesday through Saturday provided Saturday is an authorized holiday, unless before 3:00 P.M. Thursday of the preceding week, (1) the employee notifies his or her supervisor of the employee’s intention to report for duty starting with the first scheduled tour for the week, in which case the employee’s schedule shall be set up in the normal manner, or (2) the employee is notified by his or her supervisor that the employee’s schedule will be other than as prescribed above.

  • Posting Schedules

Insofar as is practicable, schedules shall be posted not less than two (2) weeks in advance of the first assignment shown thereon, but in no case shall a schedule for the following week be posted later than 3:00 P.M. Thursday of the current week.

  • Changes in Schedule
    • Work schedules for the following week may be changed at or before 3:00 P.M. Thursday of the current week.
    • After 3:00 P.M. Thursday of the current week, an employee’s schedule for the following week shall not be changed with respect to his or her basic tour, scheduled days or length of scheduled tour on each day, except that, if an employee is called in on a non-scheduled Sunday and works consecutive hours equivalent to a full tour, or when an employee is required to travel on a non-scheduled Sunday on Company business in accordance with Article 16 (Transfers, Travel Allowances, and Moving Expenses) and such travel is equivalent to a full tour, that Sunday shall become a scheduled day and the Company shall designate one (1) of the employee’s scheduled days in that week as a Non-Scheduled Day. If the employee is not notified of such designation before the end of the Sunday work, the last scheduled day of the employee’s work week shall become a Non-Scheduled Day.
    • The starting time of an employee’s scheduled tour on any day may be changed provided the employee is given adequate notice and provided further that no tour so scheduled shall start more than two (2) hours before, or after, the starting time of the employee’s basic tour unless it starts four (4) hours or more before or after such starting time. When a tour is changed in accordance with the foregoing the rescheduled tour becomes the scheduled tour for that day.
    • Adequate notice of a change in schedule shall be notice given at least thirty-six (36) hours prior to the starting time of the tour originally scheduled or the starting time of the rescheduled tour, which is earlier. (h) Tour Selection – Regular Full-Time Employees

(1) An employee shall be permitted to select the basic tour the employee desires to work subject to the following conditions:

  • An employee shall not be permitted to select the days of the week the employee is to work or the type of work the employee is to perform.
  • Each employee in a group which is treated as a unit for scheduling purposes may select a tour only during January or early February and during July or early August, the time of selection within such periods being determined by the supervisor in charge, provided however that when the Company determines that service and coverage conditions require, a selection shall be held prior to either of the above periods and such selection shall, at the discretion of the Company, be in lieu of or in addition to the next selection period.
  • An employee may select only from the tours available in the group. At the time of selection a list of available tours shall be referred to each employee in order of seniority and the employee may indicate thereon his or her selection of the open tour (one not previously selected by an employee with greater seniority) the employee wishes to work.
  • To the extent that service and coverage conditions and training requirements permit, weekly assignment of scheduled tours shall be made in accordance with the selections indicated at the last selection period. If an employee is not assigned to the tour the employee selects under 3(h)(1)(iii) above, because of the employee’s lack of qualifications, the Company will give due regard to the employee’s request for the required training. However, necessary changes in assignments because  of absences or changes in requirements between tour selection periods shall, except when the tour assignment is in connection with training requirements, be made with due consideration to seniority.
  • Seniority for the selection of tours shall be determined in accordance with Article 3 (Definitions), Paragraph 4(b).
  • The decision of the Company on service and coverage conditions and training requirement shall be controlling unless the Company is shown to have acted arbitrarily or in bad faith. Any dispute concerning the interpretation or application of this clause may be taken up as a grievance, and if necessary, submitted to arbitration in accordance with Article 10

(Arbitration).

  • Tour Selection
    • The following provisions shall govern the administration of Paragraph 3(h):
      • The Company agrees that whenever, in its judgment, it becomes necessary between tour selection periods to replace a vacated tour, or add a tour, which consists of more than thirteen (13) normal work weeks, within the current tour selection period, such a tour shall be offered for selection in the manner provided in Paragraph 3(h)(1)(iii) it being understood, however, that not more than the two (2) next succeeding tour vacancies, if any, created by the filling of the aforedescribed vacated or added tour shall be offered for selection in the manner provided in Paragraph 3(h)(1)(iii). If more than two (2) such tour vacancies are created by the filling of the aforedescribed tour originally vacated or added all tour vacancies in excess of the two (2) next succeeding vacancies shall be replaced in the manner provided in Paragraph 4(a)(2) below.
      • The Company further agrees that whenever, in its judgment, it becomes necessary between tour selection periods to replace a vacated tour, or add a

tour, which consists of one (1) or more normal work weeks but less than fourteen (14) normal work weeks within the current tour selection period, such a tour shall be offered for selection in order of seniority to employees in the appropriate tour selection unit, who, in the Company’s judgment, are qualified to perform the work and available at that time for release from current work assignments without the necessity of replacement.

  • The Company further agrees that whenever, in its judgment, it becomes necessary between tour selection periods to replace a vacated tour, or add a tour, which consists of less than one (1) normal work week, it shall fill such a tour by the selection of an employee from the appropriate tour selection unit.
  • Except as otherwise provided in this Section, all of the provisions of Paragraph 3(h)(1)(iii) of the Contract shall apply with full force and effect to the tours filled in accordance with the provisions of this Section.
  • Meal Period

Time allowed an employee for a meal period (although not paid time) shall not be considered as a break in the continuity of work time. 6 Daylight Savings Time

  • On the night the change is made from standard to daylight savings time, no deduction in pay shall be made even though the actual work time is reduced by one (1) hour for tours scheduled to end after 2:00 A.M.
  • When the change is made from daylight savings time to standard time, an employee scheduled to work a tour ending after 2:00 A.M. may be required to work additional time. That additional time will be paid in accordance with Paragraph 8 (Overtime).

7 Minimum Scheduling – Part-Time

Part-time employees shall be scheduled to work not fewer than three (3) hours on any given day on which such employees are scheduled to work. 8 Overtime

  • Extra Work Time
    • Extra work time is time worked in excess of an assigned tour on a scheduled day, time worked in excess of a normal work week, or time worked on a Non-Scheduled Day.
    • Extra work time continuous with a preceding tour worked, shall be considered as occurring on the same day as such tour. Extra work time not continuous with a preceding tour shall be considered as occurring on the day such period of extra work time started.
  • Compensation for Extra Work Time

Compensation for extra work time shall be as follows:

  • Equivalent time off with pay may be granted an employee in the current or following calendar week, provided, however, that equivalent time off shall not be granted in the following week to an employee if his or her total work time exceeds forty (40) hours in the current calendar week.
  • If equivalent time off is not granted, compensation shall be at the employee’s Hourly Adjusted Rate, provided, however, that compensation for time worked in excess of forty (40) hours in a calendar week by an employee shall be at the employee’s Time and One-Half Overtime Rate
  • On an authorized holiday, for time worked in excess of a normal tour, at the employee’s Double Time and One-Half Overtime Rate.
  • Compensation for extra work time for hours worked in excess of eight (8) hours of extra work time which is paid at the employee’s Time and One-Half Overtime Rate, as defined in Article 3 (Definitions), Paragraph 2(f)(1)(i), shall be at the employee’s Double Time Overtime Rate. 9 Differentials and Other Payments (a) Night Differential
    • An employee shall be entitled to a weekly night differential for each week the employee’s basic tour is a night tour. An employee assigned to a night tour for the duration of a tour selection period, or who has been assigned a permanently vacated night tour for the remainder of a tour selection period, shall retain his or her night differential while assigned to a Company school if not otherwise eligible for night differential while attending the Company school.
    • For the purposes of this Article, a basic tour is the scheduled tour which is most nearly representative of all an employee’s scheduled tours during a normal work week and is used for the purpose of determining eligibility for a shifted tour or night differential.
    • The weekly night differential shall be ten percent (10%) of the employee’s Adjusted Rate. (b) Call-In Payments
    • An employee contacted while at home and off duty and required to immediately report to work during non-scheduled periods or during a previously excused scheduled tour on an authorized holiday shall be paid for all time worked, including a reasonable amount of travel time going to and from home, at the appropriate overtime rate except as provided for in Article 18 (Classification and Treatment of Part-time Employees). Payment for time worked on a call-in plus pay for traveling time, as specified, shall not be less than two (2) hours pay at the applicable overtime rate. For such work performed during an employee’s excused Scheduled Daily Tour on a holiday, the employee shall be compensated as set forth herein, in addition to any holiday allowance to which the employee is entitled. For such work performed outside the period of the employee’s excused Scheduled Daily Tour on a holiday, the employee shall be paid as set forth herein, except that two and one-half (2 1/2) times the employee’s Hourly Adjusted Rate shall be substituted for the employee’s overtime rate. The provisions of this Paragraph 9(b)(1) do not apply if such time worked is continuous with the employee’s Scheduled Daily Tour other than a previously excused scheduled tour on an authorized holiday. Time allowed for a meal period shall not be considered as a break in the continuity of work time.
    • When an employee is contacted while at home and off duty and is required to immediately report to work during non-scheduled periods, and the time worked as a result of the call-in is continuous with the employee’s Scheduled Daily Tour other than a previously excused scheduled tour on a holiday, the employee shall be paid at the appropriate overtime rate, including a reasonable amount of one (1) way travel time from home, for time worked before the starting time of the employee’s Scheduled Daily Tour. Payment for time worked on a call-in plus pay for traveling time, as specified, shall not be less than two (2) hours pay at the applicable overtime rate. The time thus paid, including travel time, shall not be less than the equivalent of two (2) hours at the applicable overtime rate. Time allowed for a meal period shall not be considered as a break in the continuity of work time. If, before the end of the employee’s Scheduled Daily Tour, the employee is directed by management to travel back to their residence for a rest period, the employee shall be reimbursed for personal vehicle usage at the highest IRS allowable rate per mile, plus actual out-of- pocket travel related expenses incurred in connection with such travel and shall be paid for scheduled time not worked as a result of such direction.
    • Employee’s receiving call-in payments pursuant to paragraphs 9(b)(1) or 9(b)(2) above shall not be entitled to payments or reimbursement as provided for  in  Article  16  (Transfers,  Travel  Allowances  and  Moving

Expenses), except  that  employees shall  be reimbursed  for authorized personal vehicle usage at the highest IRS allowable rate per mile, plus actual out-of-pocket travel related expenses incurred in connection with such travel.

(c)    Call-Up Payments

  • The parties agree that at times it may be necessary that a telephone call be made by or authorized by a management employee to a non- supervisory employee during periods that the non-supervisory employee is not on work time. The parties further agree that supervisory calls to employees should be kept to a minimum consistent with the needs of the business. The parties agree that when an employee is called by a management employee outside of work time, the employee will be compensated if the call meets all of the following criteria:
    • The call is made outside the employee’s Scheduled Daily Tour, a nonscheduled day, or on an excused holiday;
    • The employee uses his or her job knowledge and skill; and,
    • The call was not necessitated by error or omission by the employee.
  • An employee who meets the preceding criteria will be compensated as follows:
    • A call-up of less than one-quarter (1/4) hour, paid one (1) hour of overtime pay at applicable rate.
    • A call-up of one-quarter (1/4) hour, but less than one (1) hour, paid two

(2) hours overtime pay at applicable rate.

  • A call-up of one (1) hour or longer paid the greater of two (2) hours overtime pay at applicable rate or the actual time for such call.
  • When more than a single telephone call is involved, the compensation shall be as prescribed above; however, the total compensation for the telephone calls shall not be greater than that to which the employee would have been entitled had the employee been on the telephone continuously for the combined duration of each telephone call. (d) On-Call Payments
  • Employees as shown in Paragraph 1 (Titles) with necessary skills may be required to remain in contact with the Company outside of scheduled hours by use of a beeper or other communications device. Employees with necessary skills will be solicited on a voluntary basis; however, if there is an insufficient number of volunteers, the Company will assign this requirement to employees having the necessary skills in the aforementioned work group. Depending on operational needs, employees with the necessary skills may be assigned on-call for one (1) day, or more than one (1) day up to and including seven (7) consecutive days. Those employees required to remain in contact will receive a payment equal to one and one-half (1 1/2) hours of pay at their Hourly Adjusted Rate for each on-call assignment.

Employees called-up will be eligible for call-up treatment as provided in Paragraph 9(c). Employees actually called in will be eligible for call-in payment as provided for in Paragraph 9(b).

  • When, because of illness or other absence, another employee is required to substitute for the employee assigned on-call responsibility, the substituting employee will receive a daily on-call payment (under the same terms and conditions described in Paragraph 9(d)(1) above) instead of the originally assigned employee for each day of substitution.

(e)    Sunday Payments

Compensation for all time worked on a Sunday shall include a Sunday differential of one-half (1/2) time extra at the employee’s Hourly Overtime Base Rate. (f) Management Relief Differential

  • An employee who is assigned to relieve a Management employee shall receive a payment of ten dollars ($10.00) for each tour or part in excess of onehalf (1/2) thereof so worked.
  • Employees assigned to relieve a Management employee may perform all duties normally performed by the manager except that the employee shall not have access to personnel files and may not administer disciplinary action. Employees may also perform their normal duties while relieving the manager.
  • Christmas Eve and New Year’s Eve Payments

For tours or overtime worked on December 24 and December 31, an employee shall be compensated at twice the employee’s Hourly Overtime Base Rate, for all time worked between 7:00 P.M. and 12:00 Midnight.

  • Temporary Assignment to Higher Occupational Job Classification

Employees temporarily assigned to work in a higher occupational job classification shall receive a classification differential for each day in which an employee works three (3) or more hours in the higher assignment. Such daily classification differential shall be one-fifth (1/5) of the promotional increase which would apply if the assignment in the higher classification were on a permanent rather than on a temporary basis.

  • Temporary Assignment for Formal Training Delivery

Employees temporarily assigned to deliver formal training shall receive a daily differential equivalent to 15% of the employee’s daily adjusted wage rate. The differential will be paid for each day in which an employee delivers such training for three (3) or more hours. The differential shall apply to employees who are assigned by management to perform formal training (not necessarily in a classroom) or to perform follow-up training in lieu of their normal work assignment. This differential will not apply to incidental “buddy training” nor for rolling out employee programs (e.g., Violence in the Workplace). (j) Shifted Tour Differential

  • An employee shall be paid a shifted tour differential of one-half (1/2) time extra at the employee’s Hourly Overtime Base Rate for time worked within a tour that has been shifted on any day except a Sunday or an authorized holiday, under the following conditions:
    • When the employee works a normal tour which starts four (4) or more hours before, or after, the starting time of the employee’s basic tour.
    • When the employee works a scheduled half tour all of which is outside the employee’s basic tour.
    • For the purposes of this article a basic tour is the scheduled tour which is most nearly representative of all an employee’s scheduled tours during a normal work week and is used for the purpose of determining eligibility for a shifted tour or night differential.
  • Expense Payment
    • When an employee works a period of two (2) or more hours (a) immediately before or after the employee’s scheduled normal tour, (b) immediately before or after a shifted tour on a scheduled day other than an authorized holiday or (c) in excess of a normal tour on a Non-Scheduled Day or an authorized holiday, the employee shall be paid for the convenience of the employer an expense reimbursement of eight dollars ($8.00). An employee shall be entitled to only one (1) such expense reimbursement per calendar day or per continuous period of work, except that an employee shall be entitled to two (2) such expense reimbursements when an employee works periods of two (2) or more hours immediately before and after the employee’s scheduled normal tour.
    • When an employee works up to a normal tour on a Non-Scheduled Day or an authorized holiday, the employee shall not be entitled to an expense reimbursement unless the employee is compensated for such work by equivalent time off.

(k)    Bi-Lingual Differential

A qualified employee assigned to communicate in a foreign language to customers shall receive a differential of three dollars ($3.00) for each work day or part, provided it is three (3) hours or more, so worked. A qualified employee is one who is test qualified in the foreign language.

 

Article 39

ARTICLE 39 – INFORMATION SERVICES

 

 

  • Titles

The provisions of this Article apply only to employees assigned to the titles listed below:

Information Services Agent

Information Services Clerk

Relay Associate

  • Definitions

(a) Definitions Relating to Tours and Hours of Work and Other Terms

The following definitions relating to tours and hours of work are applicable to this Article and are in lieu of those set forth in Article 3.

  • Calendar Year
    • calendar year is the period beginning January 1 and ending December 31.
  • Calendar Week
    • calendar week is the period of seven (7) consecutive days commencing on Sunday.
  • Normal Work Week

The normal week consists of five (5) normal tours or their equivalent during a calendar week.

  • Calendar Day
    • calendar day is the twenty-four (24) hour period beginning at midnight.
  • Scheduled Day
    • calendar day on which an employee is scheduled to work.
  • Non-Scheduled Day
    • calendar day on which an employee is not scheduled to work.
  • Scheduled Premium Day

When an employee is scheduled to work more than five (5) normal tours, the additional tour(s) shall be shown as a scheduled premium tour(s). A scheduled premium day is a calendar day on which an employee will be paid at the overtime rate for time worked in excess of his or her normal work week.

  • Work Time

Work time consists of all time spent on the job in the performance of Company duties. Work time excludes meal periods.

  • Tours
    • tour is a period of work time, whether scheduled or not, which begins

Article 39

and ends at a specified time, exclusive of any unpaid meal period. The starting time of a tour determines the day on which the tour occurs.

  • Scheduled Daily Tour

The hours of work scheduled for an individual employee for a particular day, beginning and ending at a specified time, exclusive of any unpaid meal periods and overtime.

  • Normal Tour

The number of hours of work, exclusive of a meal period, which constitutes a full day’s work for a full-time employee.

  • Session

A session is the continuous time, including any relief periods, which an employee works without a meal period. The term session shall refer to both scheduled regular days and scheduled premium days.

  • Net Credited Service

Net credited service shall mean “term of employment” as set forth in the Pension Plan applicable to employees covered by this Agreement.

  • Hourly Standard Rate

The hourly standard rate is the rate of pay assigned to an employee based on the employee’s job title.

  • Hourly Adjusted Rate

The Hourly Adjusted Rate is an employee’s total rate, resulting from the sum of his or her Hourly Standard Rate and any applicable wage protection allowance. Such Hourly Adjusted Rate shall be used to calculate overtime payments, paid absences, termination payments, and basic pay for group insurance and Savings and Security Plan allotments.

  • Seniority

Seniority shall be determined by the net credited service of the employees affected. Where more than one employee has the same net credited service date, the last four positions of the social security number will determine the seniority order with 0000 being the lowest and 9999 being the highest seniority.

(b) Definitions Relating to Types of Employees

The term “employee(s)”, for the purpose of the terms of this Agreement, shall refer only to employees of the Company included within the bargaining unit as defined in Article 1 (Recognition).

  • Regular Employee

A regular employee is one whose employment is reasonably expected to continue for longer than twelve (12) months. A regular employee may be either full-time or part-time.

  • Temporary Employee

A temporary employee is one who is engaged for a specific project or for a limited period with a definite understanding that employment will terminate Article 39

upon completion of the project or at the end of the period. Temporary employment is expected to continue for not more than twelve (12) months. A temporary employee may be either full-time or part-time. A temporary employee is not eligible to participate in the Tuition Assistance Plan, Military Leave of Absence, the AT&T Options Program, or for the receipt of a termination payment.

  • Term Employee
    • term employee is a regular employee who is engaged for a specific project or for a limited period of normally not less than one (1) year nor more than three (3) years with a definite understanding that employment may terminate on or before completion of the project or at the end of the period. A term employee shall be treated the same as regular employees, except that he or she is not eligible to participate in the Tuition Assistance Plan, and the following Articles shall not apply to them:
    • Article 25 (Termination Payments)
    • Article 26 (Technological Displacement)
    • Article 27 (Reassignment Pay Protection Plan)
    • Article 31 (Employees in Military Service) except as noted in Article 31
  • Full-Time Employee
    • full-time employee is one who is employed for not fewer than forty (40) hours per week.
  • Part-Time Employee
    • part-time employee is one who is employed and is normally scheduled to work fewer than forty (40) hours per week.
  • Temporary Change of Classification

Employees who are classified as full time may request once during a calendar year to have a temporary classification change to regular part time. Such request must be made at least thirty (30) days in advance of the desired change date and can take affect for a maximum period of three (3) months. Consideration of any such requests will be based on current and projected business needs.

Article 39

  • Wages (in Lieu of Article 15)

The titles and hourly standard wage rates for all employees subject to this Agreement or who enter the bargaining unit covered by this Agreement are listed below.

Employees below will be paid at the appropriate wage step based on the schedule below according to their net credited service (NCS), and progress to the next wage step when their NCS dictates.

4/12/15 4/10/2016 4/9/2017
(If ratified on or before June 26,

2015)

(3.0%)

(2.25%) (3.0%)
Start $8.85 $8.85 $8.85
12M $11.51 $11.77 $12.12
24M $12.94 $13.23 $13.63
4/12/15 4/10/2016 4/9/2017
(If ratified on or before June 26,

2015)

(3.0%)

(2.25%) (3.0%)
Hourly

Wage

Rate

$17.47 $17.86 $18.40

Information Services Agent (Pension

Band 101)

GENERAL WAGE INCREASE EFFECTIVE DATE

 

 

 

Information Services Clerk (Pension

Band 101)

                                                                                                                                           GENERAL WAGE INCREASE EFFECTIVE DATE

 

 

 

 

Relay Associate

(Pension Band 101)

GENERAL WAGE INCREASE EFFECTIVE DATE

 

 

4/12/15 4/10/2016 4/9/2017
(If ratified on or before June 26,

2015)

(3.0%)

(2.25%) (3.0%)
Start $10.01 $10.01 $10.01
6M $13.95 $14.26 $14.69

(a) 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;
  • 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.

5       Vacations (in Lieu of Article 22)

(a) Vacation Eligibility

Subject to the provisions of paragraph (e) and (g), effective January 1, 2013, employees with six (6) or more months of continuous service since the date of the employee’s most recent engagement shall be eligible to accrue annual vacation as follows:

  • One (1) week of vacation after the completion of a term of employment of six (6) months.
  • Two (2) weeks of vacation after the completion of a term of employment of twelve (12) months. When terms of employment of six (6) and twelve

(12) months are both completed in the same calendar year, employees shall be eligible to accrue a maximum of two (2) weeks of vacation during that year.

  • Two (2) weeks during each calendar year after the year in which a term of employment of twelve (12) months is completed.
  • Three (3) weeks beginning with the calendar year in which a term of employment of seven (7) years is completed.
  • Four (4) weeks beginning with the calendar year in which a term of employment of fifteen (15) years is completed.
  • Five (5) weeks beginning with the calendar year in which a term of employment of twenty-five (25) years is completed.

NOTE: After employees reach their initial six (6) months of net credited service, vacation days are accrued proportionately during the calendar year.

  • Vacations – Part-Time Employees

Regular part-time employees shall accrue vacation equal to that employee’s equivalent work week classification. For day at a time vacations, part-time employees will be paid one-fifth (1/5) of their Equivalent Work Week (EWW) Classification.

  • Illness During Vacation

An employee’s vacation assignment in a particular vacation week shall not be modified because of illness or accident which occurs after that vacation week has begun.

  • Scheduling Time Off
    • Employees will select available time off for which they are eligible from the schedule as determined by the Company in accordance with the procedures provided in this Article.
    • Time off for this purpose includes full weeks of vacation, day-at-a-time vacation, Excused Work Days (paid or non-paid), floating holidays, and days in lieu of holidays which occur during a scheduled vacation week. Employees may not select half-tour vacations during the vacation selection process. However, employees may subsequently request five (5) vacation days on a half-tour basis and such request shall be granted if services and coverage conditions permit.

The assessment, discussion, and decision whether to grant additional vacation days in half-days increments will take place annually prior to the vacation selection process as set forth in Article 22.

  • Employees shall select time off in seniority order within each vacation selection universe, in the priority set forth in this Article, as determined by the Company. It is the intent of the parties that the employees’ selection will be granted to the extent practicable consistent with force requirements and the needs of the business.
  • The vacation selection process in a vacation selection universe will begin no earlier than October 1. The entire process of scheduling time off shall be completed by November 30. Only full weeks of vacation are included in this first selection priority.
  • In addition to the time off scheduled under Paragraph 5(d)(4) above, employees shall also select all other time off for which they are eligible, and such time will be referred to as “Reserve Time” on the second selection priority canvass.
  • An employee who is contacted must select the vacation period desired in a reasonable period of time or that employee will be passed. Employees who are passed shall have the right to make a selection from the remaining available periods in accordance with their seniority, but may not preempt the period selected by any other employee. For employees who have not selected their vacation by the end of the selection period, the Company will have the option to assign their remaining vacation.
  • Subject to the needs of the business and force requirements, employees may reschedule any of their vacation, whether assigned by the Company or selected by the employee, to available vacation periods, but may not preempt the period selected by any other employee.
  • Rescheduling Vacation  Due  to Permanent  Transfers,  Assignments,  or

Reassignments

  • If an employee is permanently transferred, assigned, or reassigned to a different work group as a result of a Company initiated transfer, assignment or reassignment, then to the extent that needs of the business permit, the employee will retain the vacation schedule that was approved in the prior work group.
  • If an employee initiates a transfer, he or she is required to reselect his or her vacation from those days available within the new work group. (f) Payment in Lieu of Vacation
  • In the event of an employee’s resignation or discharge (for other than misconduct) before using all the vacation which the employee is eligible to accrue under Paragraph 5 (Vacations (In Lieu of Article 22), an amount equivalent to such unused accrued vacation shall be paid to the employee.
  • To determine the number of “accrued” current year vacation hours for employees who have completed at least six (6) months of service and who are eligible as noted in paragraph 5(a) (Vacation Eligibility), see the chart below:

 

Month

Employee

Leaves

Company

or

(Credited Months)

Annual Eligible Vacation Hours
5 Days or

1 Week

(40 Hours)

10 Days or

2 Weeks

(80 Hours)

15 Days or

3 Weeks

(120 Hours)

20 Days or

4 Weeks

(160 Hours)

25 Days or

5 Weeks

(200 Hours)

 

 

Number of “Accrued” Current Year Vacation Hours
Jan. (1) 3 7 10 13 17

 

Feb. (2) 7 13 20 27 33
Mar. (3) 10 20 30 40 50
Apr. (4) 13 27 40 53 67
May (5) 17 33 50 67 83
Jun. (6) 20 40 60 80 100
Jul. (7) 23 47 70 93 117
Aug. (8) 27 53 80 107 133
Sep. (9) 30 60 90 120 150
Oct. (10) 33 67 100 133 167
Nov. (11) 37 73 110 147 183
Dec (12) 40 80 120 160 200
  • In the event of an employee’s retirement, layoff or death before using all the vacation which the employee is eligible to receive under Paragraph 5(a) & (b) (Eligibility), an amount equivalent to such unused vacation, as though it was granted based on the number of years net credited service and not based on the accrual language, shall be paid to the employee or his/her beneficiary or estate.
  • Exchanging Vacation Time

Employees shall not be permitted to exchange seniority rights in the selection of vacation periods. After vacation schedules have been posted, however, employees shall be permitted to exchange vacation periods subject to service and coverage conditions.

  • Vacations During a Disability

Upon return from a disability, employees will take selected vacation weeks as scheduled. If the scheduled vacation occurs during a disability, employees will be eligible to take vacation as day at a time upon their return from disability provided the vacation is completed prior to the end of the calendar year for which the vacation was earned.

  • Holiday During a Vacation Week

An employee scheduling a week of vacation which contains a holiday will be granted an additional day off with pay.

  • Service and Coverage

The decision of the Company on service and coverage requirements in this section shall be controlling unless the Company is shown to have acted arbitrarily or in bad faith. Any dispute concerning the interpretations or applications of this article may be taken up as a grievance and, if necessary, submitted to arbitration, in accordance with Article 10 (Arbitration). 6 Absence (in Lieu of Article 20)

(a) 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.
  • When an employee is absent on a scheduled premium day, the employee shall not be paid.

(b) Jury or Witness Duty

An employee who is not a party to the action and who is absent in compliance with a subpoena requiring the employee to appear in court as a witness or an employee who is absent in compliance with a summons for jury duty, 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 notify his or her supervisor. The employee may be assigned to report to work when it is practicable to make such an assignment.

Employees working evening or night shifts may be rescheduled to day shifts during the period they are required to be absent because of jury duty. (c) 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.
    • 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.
    • 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.

(d) Death of a Relative

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 with pay for a period not to exceed four (4) scheduled regular tours or their equivalent. For the purposes of this provision, immediate family is defined as parents, grandparents, spouse (including legally recognized partner (LRP)), spouse’s (including legally recognized partner’s (LRP’s)) grandparents, grandchildren, children, brothers, sisters, father-in-law, mother-in-law, brother-in-law, sister-in- law or any relative or significant other residing in the same household of the employee. Employees may request absence for the funeral or a memorial service, when the memorial service is being held in lieu of the funeral, of a more distant relative.

7       Holidays (in Lieu of Article 23)

(a) Holidays

(1) Recognized Holidays

The Company shall recognize the seven holidays herein specified during the calendar year.

    Recognized Holiday

 

                             Day Celebrated                            
New Year’s Day January 1
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Thanksgiving Day Fourth Thursday in November
Christmas Day December 25

An Employee on the payroll in the calendar year in which the holiday would be observed will have the option to select one of the following holidays as a fixed recognized holiday that year: Martin Luther King Jr.’s Birthday

Good Friday

Veterans Day

The Employee’s Birthday

Presidents Day

Day after Thanksgiving (Fourth

Friday in November)

 

Eligible Employees will be provided the option to select a day during the normal vacation scheduling process. An eligible Employee who does not select one of these days as a fixed recognized holiday may select an additional Floating Holiday under the normal scheduling process for a Floating Holiday.

 

One (1) Floating Holiday – the floating holiday must be taken on a normally scheduled day of work and will be scheduled in accordance with the provisions of Paragraph 5(d).

  • Pay for Work on a Holiday

An employee who works on a recognized holiday shall be paid at the rate of one and one-half (1 1/2) times the Hourly Adjusted Rate for all time worked during his or her Scheduled Daily Tour.

  • Holiday Excused

An employee who is not scheduled and does not work on a holiday shall receive a day’s pay. Part-time employees will be paid one-fifth (1/5) of their Equivalent Work Week (EWW) Classification.

  • Absence on a Holiday

An employee who is scheduled to work on the holiday but does not report, will not be paid.

  • Overtime and Other Payments
    • Overtime Payments

Employees required to work overtime shall be paid at the overtime rate of one and one-half (1 1/2) times the Hourly Adjusted Rate for (a) time worked in excess of eight (8) hours actually worked in a day, or (b) time worked in excess of forty (40) hours actually worked in a calendar week, except for work scheduled and performed under Paragraph 7(a)(2).

  • Other Duties

An Information Services Agent who performs clerical support duties, help desk or training functions will be provided an additional payment of one  dollar ($1.00) for each hour such duties are performed.

  • Individual Performance Award/Team Performance Award

Employees whose performance is rated More Than Satisfactory or Outstanding in quality and productivity may be eligible for an Individual Performance Award. The maximum monthly individual payment for Individual/Team Performance Awards will be $280.00.

The parties further agree to form a team to examine the Pay for Performance (PFP) process in total. Program elements will include all critical deliverables of the Information Services Organization and reflect current business needs. The team will be comprised of two (2) CWA members and an appropriate number of AT&T management members (not to exceed two (2)). The PFP processes that currently exist will continue with the new PFP awards until such time as the aforementioned team agrees to a new process.

The parties also agree to utilize the parties’ representatives identified in Article

2 paragraph 1 to obtain approval for additional PFP awards or any other monetary incentive program.

  • Team Performance Award

The Company and the Union agree to establish a joint committee whose goal is to develop a plan by which eligible employees are to be paid when selected expense and services parameters are exceeded for the Information Services Organization.

  • Perfect Attendance

Employees with perfect attendance, as defined by the Company, for a consecutive twelve (12) month period will be entitled to either one day’s pay or equivalent time off, at their request. When time off is selected, it is to be scheduled as soon as possible after the date of attaining perfect attendance. For part-time employees, pay in lieu of time off shall equal one-fifth (1/5) of an Equivalent Work Week (EWW) Classification.

  • Gainsharing

The Company and the Union agree to explore the feasibility and desirability of negotiating a gainsharing program.

  • Employees whose weekly work schedules consist of regularly scheduled afternoon-evening, divided, or evening/night tours, as defined in Paragraph 10(b) of this Article, shall receive a weekly differential of ten ($10) dollars. Employees who work fewer than five (5) afternoon-evening, divided, or evening/night tours in a calendar week shall be paid a differential equal to one- fifth (1/5) of the differential for each scheduled tour so worked.
  • Bi-Lingual Differential

A qualified employee assigned to communicate in a foreign language to customers shall receive a differential of three dollars ($3.00) for each work day or part, provided it is three (3) hours or more, so worked. A qualified employee is one who is test qualified in the foreign language.

  • Termination Payments (in Lieu of Article 25)

Regular employees having one (1) or more years of continuous service and who have been designated for layoff during a Company force adjustment program shall be eligible for a termination payment based on the schedule below. Agents who resign with a minimum of two weeks notice to the Company will be paid for any unused vacation time or personal time off. In unusual circumstances, management may waive this requirement.

 

Years of Net Credited Service                                  Termination Payments

 

  • year but less than 2 years            1 Week
  • years but less than 3 years             2 Weeks
  • years but less than 4 years             3 Weeks
  • years but less than 5 years             4 Weeks
  • years but less than 6 years             6 Weeks
  • years but less than 7 years             8 Weeks
  • years but less than 8 years             10 Weeks
  • years but less than 9 years             12 Weeks
  • years but less than 10 years             14 Weeks
  • years but less than 11 years             16 Weeks
  • years but less than 12 years             18 Weeks
  • years but less than 13 years             20 Weeks
  • years but less than 14 years             22 Weeks
  • years but less than 15 years             24 Weeks
  • years but less than 16 years             26 Weeks
  • years but less than 17 years             28 Weeks
  • years but less then 18 years             30 Weeks
  • years or more             32 Weeks

 

  • Work Schedules and Hours of Work
    • Hours of Work

All assignments of working forces shall be subject to service and work requirements, and the decision of the Company with respect to service and work requirements shall be controlling.

  • Full-Time Employees — Normal Work Week

A full-time employee shall be scheduled to work normal day, afternoon, divided, and/or night tours of eight (8) hours in length on any five days of the calendar week.

  • Part-Time Employees

Except in unusual circumstances, a part-time employee shall  be scheduled to work a combination of morning, afternoon, and/or evening tours equaling less than forty (40) hours in a week.

  • Scheduled Premium Tour

When an employee is scheduled to work more than five (5) normal tours, the additional tour(s) shall be shown as a scheduled premium tour(s). Any day of the calendar week may be designated a Scheduled Premium Day except an authorized holiday.

(b) Weekly Work Schedules

Tours available for scheduling are listed below by type.
                         TYPE                                            START                END       
Day                                                                     5:00 AM 7:00 PM
Afternoon-Evening                                           10:45 AM 11:15 PM
Divided *                                                             7:00 AM 11:00 PM
Evening/Night                                                     3:00 PM 7:00 AM

*  NOTE:  Divided  tours  shall  not  have  fewer  than  four  (4)  hours  between sessions and their overall length shall not exceed thirteen (13) hours. (c) Posting of Schedules

  • Work schedules will be posted for each calendar week, designating the days and hours of work for each employee. Such schedules will be posted no later than 3:00 PM on the Thursday immediately prior to the week for which such schedules are effective, except that when Monday, Tuesday, or Wednesday is a holiday the schedule may be posted on Friday. When it is practical to do so, the Company may post schedules covering more than one (1) week.
  • After 3:00 PM on Thursday of the current week, an employee shall not be required to change scheduled and nonscheduled days for the following week, but an employee may be requested to work on a nonscheduled day.
  • Holiday schedules and Christmas Eve and New Year’s Eve schedules shall be posted at least two (2) weeks prior to the holiday and subsequent changes shall be kept to a minimum.
  • Exchange of Tours

Employees may exchange assigned tours and days off, to include full and part- time tours, with management approval. Such changes shall be allowed to the extent permitted by service conditions.

  • Relief Period

Employees shall be assigned one (1) fifteen (15) minute relief period in each session, and it shall begin or end not less than seventy-five (75) minutes from the start or end of the session, respectively. Employees who work two and one- half (2 1/2) hours or more connecting with and continuous with the end of their normal scheduled tour shall be assigned one (1) additional fifteen (15) minute relief period. Relief periods are paid time.

  • Meal Period

Employees working a continuous tour of eight (8) hours shall be assigned a meal period of either one-half (½) hour or one (1) hour in length, as determined by management, consistent with service and work requirements. Meal periods are not paid time.

  • Tour Selection

Tours and days off shall be assigned on the basis of the highest preference available for the employee in seniority order.

  • The Company has the right to require employees to work overtime to meet the needs of the business.
  • Changes of assignment of tours and days off which are requested by the employee may be made if approved.
  • Interval Between Tours

The interval between the end of one scheduled tour and the beginning of the next scheduled tour shall normally be at least eight (8) hours except when an employee is exercising his/her seniority under an open end scheduling arrangement. If the parties desire a minimum interval less than eight (8) hours, the local Union and Company will meet and agree, at the District/Area level, to implement a minimum separation between tours. Individual employees may waive the minimum interval if they desire through their selection of tour preference.

  • Daylight Savings Time
    • On the night the change is made from standard to daylight savings time, no deduction in pay shall be made even though the actual work time is reduced by one hour for the evening/night tours.
    • On the night the change is made from daylight savings time to standard time, employees working tours ending after 2:00 AM may be required to work additional time. Such additional work time shall be compensated for at the appropriate hourly rate.

11 Eligibility to Participate

Employees covered by this Article shall be eligible to participate in the programs set forth with a capital letter in Part III, Other Agreements, of this Memorandum of Agreement, provided each employee meets the specific eligibility requirements of the individual program and its respective provisions.

 

ARTICLE 40

 

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