45,000 Verizon employees, or about 25% of the company’s workforce, continued their strike on Monday after the company failed to reach an agreement with labor unions, Bloomberg reported. It is the first strike in 11 years at Verizon and it could end up affecting customers waiting for new phone and web installations or phone support, though Verizon has 40,000 other employees on hand. The Communications Workers of America and the International Brotherhood of Electrical Workers don’t want to pay monthly premiums on health benefits, but Verizon isn’t quite willing to spend more money on the unions as customers continue to opt for wireless service and internet entertainment in place of phone lines and cable TV. “It is clear that some of the existing contract provisions, negotiated initially when Verizon was under far less competitive pressure, are not in line with the economic realities of business today,” Verizon CEO Lowell McAdam said Sunday. “In fact, under these contracts, benefit costs have risen consistently even as the wireline business has shrunk.” “We’re looking to bring our union more in line with what the rest of the workers pay,” Verizon spokesperson Rich Young said, noting that a majority of Verizon’s employees pay part of their health insurance premiums. International Brotherhood of Electrical Workers manager Bill Huber sees it differently. “These aren’t negotiations, they’re an insult,” he said. “This is a clear attack on our unions.”

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An Apple Store employee in San Francisco named Cory Moll has moved to create a union for himself and other Apple Store workers, Reuters is reporting. Moll hopes that such a union would provide workers with increased wages, better benefits, and a backing against Apple’s “unfair practices.” “The core issues definitely involve compensation, pay, benefits,” Moll, a thirty-year old who currently makes $14 per hour, told Reuters. It could all be a pipe dream for now: “There’s a lot of hesitation to want to speak about it,” Moll said. “I don’t think there’s 50 percent (support) in any one store but as people talk about it, we could get close in a couple of stores,” he added. Moll would need the majority of a store’s employees to be on board in order to create a union.

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Cupertino based Apple, Inc. has filed for a trademark on the word “Places” in both the European Union and China, reports Patently Apple. The original filing was submitted on February 23rd and covers international classes 009, 041, 042, and 045. The first three classes cover a hodgepodge of computer services, software, and hardware. But class 045 pertains specifically to social networking services; “providing a social networking website; assisting in the locating of people using a global positioning system (GPS).” Apple has already dipped its toe in the social networking pool with its Ping music discovery service, which, as far as we can tell, no one uses. For the past few years, the company has used the “places” name in its iPhoto and iOS software, although, that doesn’t seem worthy of a full trademark filing. Any guesses?

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Bloomberg is reporting that European Union antitrust regulators are preparing to launch an investigation aimed at concluding whether or not search giant Google “imposes exclusivity obligations on advertising partners.” Several companies, including Microsoft, are claiming that Google is preventing said partner-sites from placing ads for “competing services” on their websites. Foundem, a U.K. based price-comparison site, said Google was “stifling innovation” and that the company “should not be allowed to discriminate in favor of its own services.” In a written statement, Google explained: “There’s always going to be room for improvement and so we’ll be working with the commission to address any concerns.” The European Commission can levy fines of up to 10% of a company’s revenue for monopolistic practices. Last year, the group hit Intel with a $1.38 billion fine after determining its business practices were anticompetitive and detrimental to the market place.

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We’re still waiting for an official comment from the Communications Workers of America union but we’ve received a few tips this morning from people claiming to have seen AT&T workers organizing with picket signs. The CWA recently worked with AT&T to resolve contract disputes for AT&T Mobility workers, a story that was widely covered here. AT&T isn’t out of the woods with the union just yet however, as its contracts with wire-line workers in many regions are due to expire on April 4th. Negotiations began on February 24th and have thus far not resolved disputes primarily surrounding health care and other benefits. AT&T’s wire-line business is currently sliding and as such, workers are also seeking the ability to move into new jobs within AT&T as they are created.

This past Monday, workers voted to give the union authorization to call a strike so it is possible a strike is on. With contracts not set to expire for over a week however, the timing would certainly be a bit odd. A strike would affect approximately 90,000 workers according to the CWA.

Thanks to everyone who sent this in!

UPDATE: We’ve received word from the CWA — contract negotiations are indeed ongoing and a strike has not been called. There is some informational picketing and leafleting going on in various areas merely to show support for the ongoing negotiations.

It took exactly a month from the day we first scooped the possibility of an AT&T Mobility contractual issues that could have lead to a strike, but it looks like we have some good news to report. Crisis averted — or so it would appear. The CWA site has been posting bargaining reports regularly and yesterday evening the union issued a final report covering a tentative agreement between AT&T Mobility and the CWA union. Woo! As long as nothing crazy happens, it looks like it’s a done deal and workers can go back to doing their jobs without a potential strike looming overhead. Hit the jump for the full report and if you’re an AT&T employee, let us know how you feel about the tentative agreement in the comments section.

Thanks, Ryan and everyone else who sent this in!

The following information is a brief summary of the tentative agreement reached between CWA and AT&T Mobility.

A more comprehensive summary will follow along with specific information on a contract ratification vote. Date to be determined.

WAGES/ECONOMIC ISSUES:

1.  The General Wage Schedules for all employees will be increased as follows:
TOP                       BOTTOM
2009                       1%                         1%
2010                       2.5%                      2.5%
2011                       2.5%                      2.5%
2012                       2.5%                      2.5%

All employees will also receive a $500.00 lump sum payment upon ratification

2.  Job Upgrades for the following titles:

• Wireless Technician I and Wireless Technician II titles will be eliminated. All existing employees will move into the Wireless Technician title at the wage schedule associated with the current Wireless Technician II title.
• CSR 1 reps in the Technical Support Group will be upgraded to a new title of Customer Support Specialist with a new maximum rate of $683.00 for year 2009. Current employees in the Technical Support Group above the new maximum rate will receive the general wage increase based on existing wage rates.
• CSR I reps in the Office of the President will be upgraded to a new title of Client Service Specialist with a new maximum wage rate of $672.50 for year 2009.
• CSR I reps and Clerks in the Workforce Operations group will be upgraded to a new title of Workforce Administrator with a new maximum rate of 632.50 for year 2009.
• Care Function Evaluation-Company to evaluate the CSR functions to see if additional titles should or could be created.

3.  On-call pay-increased from $28 to $32 for each day of such assignment
4.  Relief Differential-Employees assigned the duty of performing managerial opening and/or closing (Key Holder) will receive a 10% differential payment for each hour the employee performs this work.
5.  Severance Payment-Increased from a maximum payment of $12,000 to $15,000
6.  Travel Payment-Travel time exceeding normal commute time when on a temporary assignment will be paid as work time.  Mileage reimbursement for use of personal vehicles will    be reimbursed at the IRS Standard.
7.  Sales Compensation Plan

• Minimum at-risk commission pay of $12,000/year for years 2009 and and 2010 and $12,500/year for years 2011 and 2012 for those reaching 100% of their targeted goal
• National Sales Compensation Committee -to be reestablished

8.  Quota Relief-quota relief for 8 hour increments of time (8 aggregate hour in a calendar month) has been added for discipline purposes only.

OTHER ISSUES:

1.  Definition  of Employees-If the Company reclassifies from Full Time to Part Time, they will seek volunteers first and then force in reverse order.
2.  Seniority-seniority will apply to all Articles and LOA’s and the middle two digits of SSN will be used as tie breaker when employees have same NCS date and same last 4 of SSN
3.  Work Assignments-Laid off employees will be given priority placement for rehire
4.  Non-Discrimination-Company will not discriminate against an employee because of ones position or membership or non membership in the union
5.  Company-Union Relationship-increase in union time from 240 hours to 300 hours and up to 20 reps may take or pool up to 960 hours each/year. (20 X 960= 19,200 hours)
6.  Vacations-Company will maximize the allotment of vacation weeks during the most desirable vacation periods.
7.  Holidays-holiday schedules to be posted by Friday at noon 2 weeks prior to the Holiday
8.  EWP’s-change in hour increment availability from 2 hours to 1 hour.
9.  Personnel Records-employees will be provided a copy of all disciplinary write-ups
10.  Subcontracting-Original language to remain with understanding that within 60 days of ratification, subcontracting reports and data requests will be provided to bargaining chair and going forward quarterly reports on subcontractors will be provided
11.  Alliance Committee-new language to explore the possibility of the Alliance.
12.  Strategic Alliance Committee-Establishment of Committee to explore innovative methods of operation
13.  Scheduling Trial-Retail Sales Group trial to explore more effective methods of scheduling. Company will review results with Union and consider input.
14.  Job Satisfaction (Monitoring)-Company to review call observations within 2 days of the employee’s next two (2) scheduled workdays with the understanding the coverage is to be done in a private area.

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We just got a heads up that even though both parties agreed to an extension, the CWA just walked away from the bargaining table. Here’s a copy of an email sent out to AT&T employees, and also AT&T’s final offer to the CWA:

CWA walks away from Mobility Orange bargaining

Feb. 8, 2008 — Bargainers for the Communications Workers of America left the Mobility Orange bargaining table about 2:30 p.m. ET today, despite having requested and agreed to an extension of negotiations through 11:59 p.m. tonight, Sunday, Feb. 8, 2008.

The AT&T bargaining team remains available for discussions through the agreed-upon extension.

AT&T agreed to the extension based on assurances from the union that the parties were “close” to agreement.

AT&T is proud of this fair and reasonable offer during these difficult economic times when companies are cutting off 401(k)s, freezing salaries, and sometimes failing entirely, throwing employees out of work. Layoffs have surged — more than 600,000 last month alone — and unemployment levels are soaring. Many workers are voluntarily making sacrifices to help keep troubled companies afloat.

AT&T regrets that the union has chosen to walk away from the table.

Here is AT&T final offer to the CWA:

AT&T Mobility and Communications Workers of America – 2009 Orange Labor Negotiations
Highlights of the Company’s Last, Best and Final Offer
___________________________________________________________

Wages
•    Year 1         $850 Lump Sum Payment upon ratification by 2/27/09.
•    Year 2        Increases to bottom and top of wage tables of  2.25%.
•    Year 3        Increases to bottom and top of wage tables of  2.0%.
•    Year 4        Increases to bottom and top of wage tables of  2.0%.

•    Examples of the cumulative effect of these increases when combined with wage progressions are shown below:
o    The average Customer Service Representative I currently earning $24,440 per a year, and currently on step 8 of the wage progression table, will be earning $34,346 per year at the end of the contract.  This represents a total increase of approximately 40.5% over the life of the contract.
o    The average Retail Sales Consultant currently earning $26,364 (excluding commissions) per year, on Step 12, will be earning $31,902 (excluding commissions) at the end of the contract.  This represents a total increase of  approximately  21.0% over the life of the contract.

Pension/401k Plans

•    Current employees will maintain a 5% cash balance pension plan and continue eligibility under the existing 401k plan which includes an 80% match up to 6% of basic deferrals.
•    New hires after 1/1/10 will be eligible for a 100% match in the 401k up to 6% of basic deferrals.

New Titles
•    A new title, Client Service Specialist, will be created for use in call centers.  Employees currently in the Office of the President role will be moved into the new title.  The title will have a new table with a top wage rate equivalent to the current Customer Service Representative II and a new, improved start rate.  This breakthrough creates additional career opportunities in call centers.  Employees currently in the CSR I title moving to the new title will have the opportunity to move from a wage table with a current top of $621 per week to a new wage table with a top of $726 per week or approximately $5500 per year.
•    A new title, Workforce Administrator, will be created for use in consumer call centers.  Current employees in the workforce operations group holding the title of Clerk, CSR I or Administrative Assistant will be placed in the new title.  The title will use the same wage table as the current Administrative Assistant.  This will also create additional career opportunities in call centers.  Employees currently in the CSR I title moving to the new title will have the opportunity to move from a wage table with a current top of $621 per week to a new wage table with a top of $726 per week or approximately $5500 per year.  Employees currently in the Clerk title moving to the new title will have the opportunity to move from a wage table with a current top of $602 per week to a new wage table with a top of $726 per week or $6450 per year.
•    A new title, Wireless Technician, will be created.  Current Wireless Technician I and Wireless Technician II titles will be merged into the new title.  The current Wireless Technician II wage table will be used for this new title.  Employees currently in the Wireless Technician I title moving to the new title will have the opportunity to move from a wage table with a current top of approximately $1117 per week to a new wage table with a top of approximately $1304 per week or approximately $9700 per year.
•    Additionally, the Company committed to evaluate Customer Service Representative functions to determine if additional titles should be created in call centers.

JOB SECURITY

•    Surplus notifications for large groups will now be made 60 days in advance of a surplus, rather than 30 days.
•    Surplus employees will be given priority consideration for one year from the date of their surplus over external and internal candidates for vacancies they are qualified to fill.
•    A Joint Committee will be established when 40% of full time Retail Sales employees in a market fail to meet minimum sales performance requirements for the purpose of discussing possible causes and potential solutions.
•    Strengthened non-discrimination language in Article 15.
•    Net Credited Service (NCS) seniority tie breaker language added to determine who is most senior when two or more employees share the same NCS date.
•    The Union and the Company have agreed to jointly investigate the possibility of including AT&T Mobility employees in the Alliance.

Union-Management Relationship

•    Three Strategic Alliance Committees will be created to foster cooperation between the CWA and the Company.  Committees will address issues of interest to both parties on a scheduled basis.  One committee will be created for each of the following current CWA districts:
o    Districts 1/2/13
o    District 4
o    Districts 7 & 9
•    Renewed commitment regarding the collection of COPE deductions for the Union by the Company.

Scheduling-Retail

•    A new Retail scheduling tool will be piloted in ten locations during 1Q09 in an effort to provide realistic and usable schedules for employees

Safety

•    National Occupational Health and Safety Committee input may be used to develop employee training.

As unfortunate as it might be, it looks like our scoop this past Tuesday was indeed spot-on and AT&T Mobility reps could be preparing to strike as early as today. While often necessary, strikes are never a good thing and in almost all instances everyone involved hopes a strike can be avoided. Sometimes a good old fashioned picket sign-wielding march around HQ is inevitable however, and it’s looking more and more like that is the case for AT&T Mobility reps fighting for what they believe to more fair compensation, employment and working conditions.

Thanks for the image, Papi!

Here’s what we know: The Communications Workers of America (CWA) union has voted, with a huge 85 percent yes vote, to authorize a strike for over 20,000 unionized AT&T Mobility employees. If union leaders do not come to terms with AT&T, the strike could begin as soon as today in 37 states where contracts are set to expire at 12:01 am tomorrow, February 8th.

Here’s what we think (thanks, tipsters!): There will be several states that do not strike initially, if indeed AT&T Mobility workers do strike. Among those states are Texas, Arkansas, Kansas, Missouri and possibly Oklahoma and Indiana. Many of the workers in these regions may be called upon to cover heavily-trafficked stores in striking regions which will no doubt create a bit of tension. In fact, low-traffic stores in strike states may even be closed temporarily to provide more coverage in higher volume stores. Beyond that, we have word that staffing agencies are already being called upon (as early as this past Tuesday, in fact) to seek out coverage for stores in affected regions which certainly doesn’t go far to instill confidence on AT&T’s side of the bargaining table. Of course we’re hoping this is merely a cautionary measure and AT&T is still doing everything in its power to avoid a strike.

Any strike is not to be taken lightly but in today’s economic climate we’re rooting extra hard for both sides to put in overtime at the bargaining table until an amicable and mutually beneficial agreement can be reached. We also hope that striking AT&T employees bear the current economic conditions in mind when coming in contact with temporary workers. Millions of Americans have been laid off over the past year and work is work. In the end, let’s all just hope for a quick resolution so we can get back to making snarky comments about AT&T’s 3G speeds without the strike looming over our heads (joking fellas, you know we love you).

Thanks to everyone who sent this in!

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