A question asked when one looks at the dues paid each week. Is it worth it? Why should we mobilize next year? What kind of gains can we make?
Many things we not take for granted are the products of union solidarity and mobilization, real gains in the quality of life for our Brothers and Sisters over the years. Take a look at what CWA has gained in the past for AT&T employees and have hope for our future!
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1960 Established first Major Medical Plan with company contributions 1964 Established Basic Medical Expense Plan for employees, retirees and dependents. Company paid 25% of cost, members contributed 75%. 1970 Company pays 100% of medical plan premiums 1974 Dental Plan introduced 1977 Long Term Disability Plan established 1980 Vision Plan Started 1983 Joint Health Care Cost Containment Committee established to monitor health costs 1989 Point-of-service managed care networks negotiated to hold down costs and avoid cost-shifting to workers. Dental benefits increased 25%. Company-wide Employee Assistance negotiated. 1992 Full time, company paid Managed Care Network Coordinator appointed 1995 Eliminated deductibles in-network replaced by $10 co-pay, increasing payments to 100%. Added coverage for routine physicals, well baby care, preventative mammograms, nutritionists. New prescription drug and mental health plans. Third party medical appeals process approved. 1998 Eliminate co-payments (in-network) for occupational therapy, speech therapy, and nurse midwife services. Provide annual mammograms at age 40 and thereafter. Added same sex domestic partner coverage.
1971 Vacation improved - 2 weeks after one year of service 1974 Vacation improved - 3 weeks after 8 years, 4 weeks after 15 years 1977 Excused work days introduced - one paid, one unpaid. EWD expanded to four paid, one unpaid 1980 Vacation improved - 3 weeks after 7 years 1983 Four days workweek introduced at some locations 1992 Two EW Days may be used in two-hour increments on short notice 1995 Three EW Days may be used in two-hour increments on short notice.
1970 Eliminated Social Security offset in which company deducted 50% of Social Security check from pension (18 day strike in 1968) 1974 Early retirement penalty reduced by 50% 1980 30 and out. Early retirement penalty eliminated for those with 30 years service. Revamped Pension Plan with increased minimum. 1986 Pension bands increased by 8% 1989 Pension bands increased by 12% 1992 Pension bands increased by 13% 1995 Pension bands increased by 12% 1998 Pension bands increased by 15.7% by January 2000. Cash Balance Account negotiated. It gives all vested employees access to their pension benefits at any time that they terminate employment. Those with 15 years serve as 7/1/98 have a choice of either plan. Social Security Supplement, which makes up the difference for employees laid off without a pension penalty, added to the Contract.
1977 Savings and Security Plan extended to non-management with 50% company match. (Took effect in 1979) 1990 66 and 2/3 percent match on savings plan contributions 1995 Employees can participate after 6 months service (instead of a year). More investment options. 1998 Employee can contribute 6% of pay, which the company will match at 66 and 2/3% rate. New employees can participate immediately. More investment options; no longer necessary for company match to be kept in AT&T stock.
1989 Negotiated 1 year, unpaid family care leave with 6 months of health benefits and 1 year of life insurance. Child and elder care resource and referral service established. Set up $5 million Family Care Development Fund. Dependant care accounts created. Introduced adoption assistance benefit of up to $2000 1992 Family Care Fund increased to $7.5 million. Educational resource program established and AT&T/CWA/IBEW Academic Award established granting 40 scholarships of $10,000 a year. 1995 Adoption Assistance increased. Gradual return to work program extended and improved. Added 30 Academic Awards of $6500 a year and eased standards for renewal.
1977 Reassignment Pay Protection Plan (RPPP) and Supplemental Income Protection Plan (SIPP) established to assure income maintenance for those downgraded or laid off. 1980 RPPP improved to provide no loss of pay for employees downgraded due to technological change. SIPP formula improved. Language introduced to limit contracting out. 1983 Voluntary Income Pay Protection (VIPP) introduced 1986 Career Counseling and outplacement services provided for long-service laid off workers. 1989 Established AT&T Transfer System (ATS) to aid transfers to bargaining unit jobs across AT&T. Restrictions placed on use of agency temps workers. 1992 Established expedited dispute resolution process to enforce subcontracting provisions. Established AT&T Rehire System (ARS) for re-employment of laid-off bargaining unit employees. Setup AT&T Options Program (ATTOP) with various termination options for employees in a surplus. Increased relocation allowance from $7,500 to $12,000 and guaranteed surplus workers 60 days placement priority. 1995 Created ATS Trial to allow workers on recall to be considered for ATS vacancies at the same time as surplus workers in the same business unit. No force freeze when a business is sold or during a plant closing. 1998 Improvements in ATS/ARS. Raised minimum relocation allowance to $5000. Term pay can be taken in three ways, to alleviate tax burden.
1974 Full Agency Shop, all occupations in bargaining unit pay membership dues or dues equivalent (except in "Right to Work" states). 1986 Creation of the Alliance for Employee Growth and Development 1989 Increase in Alliance Funding by 150% 1992 Ban on all secret monitoring. Guaranteed 40 hours training annually for all union workers 1998 Neutrality and Expedited Elections for all acquisitions one year after purchase
