This week, I’m sending daily emails with highlights on some of the major topics in the tentative agreement to answer some of the frequently asked questions from members. I might not answer all of your questions, so please reach out to your Local union and check the TA Explainer if you have additional questions.
Today’s topic is: Wages & Upgrades
If ratified, while every person under the AT&T Purple Mobility will receive a general wage increase, every title in our contract will not receive an upgrade. This is normal. Each contract negotiation we try to make improvements and negotiate upgrades. In the last TA in 2016 the Clerical Associate and Sales Advocate titles received upgrades. This time, we were able to get upgrades for BCSSII, Clerical Associate and Workforce Administrator titles. While it’s not a perfect system, title upgrades generally rotate each round of contract negotiations. Here are some of the highlights in the TA:
General wage increases:
2020 - 2.00%
2021 - 2.75%
2022 - 2.50%
2023 - 2.25%
The general wage increases are in line with the gains also received in the two most recently negotiated AT&T Mobility contracts in other districts.
Like in all negotiations, it’s a give and take process. We gained some general wage increases and these were affected by our ability to unfreeze the pensions, have no-changes to short term disability, and employment security commitment to protect call center and retail jobs.
If members vote to ratify the TA, everyone will receive a $1,000 ratification bonus.
The movement of $2,500 “At-Risk” Commissions into base pay for RSCs does not hurt commissions, it puts $2,500 in your pocket. There is no cut to commissions and there still is no cap to how much commission you can earn.
We received bargaining proposals to upgrade the BCSSII, CSR I, Clerical Associate, Workforce Administrator and the Customer Support Specialist. The company countered with 2-tiering between the CSR I, Client Service Specialist and Customer Support Specialist by wanting to create a Combination Customer Service Representative that would perform MSS functions. We rejected this and was able to achieve a top weekly wage rate of $830.50 which was above the pay scales for each of the three titles.
Client Service Specialist and Customer Support Specialist who were at the top of their wage scales will receive a lump sum payment for the remainder of their 2.0% wage increase.
The Bargaining Committee pursued upgrades for all bargaining proposals we received requesting an upgrade.