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AVAYA
07/11/06
Avaya Contract Ratification Results
05/16/06
OFS Bargaining Reports
04/13/06
Angela Elliott
recipient of AT&T/CWA/IBEW Academic Awards
07/11/06 Avaya
Contract Ratification Results
The CWA-Avaya Contract was overwhelmingly ratified today with over 95%
in favor of the new contract.
05/18/06
OFS Bargaining Report #11
Greetings:
Both Unions met with the Company this morning in Sub-Committee and
presented a comprehensive proposal to Avaya related to Job Security, New
Work, Certification, and guaranteed employment levels. After much
discussion, the Company stated they needed time to evaluate and respond
to the concepts presented.
This afternoon Sub-Committees met on Article 20 (Absence) and Article
31 (Support) issues.
We are scheduled to meet again in formal session at 10:00 am tomorrow.
Ten more days!!!!
Mobilize----Mobilize---Mobilize---Mobilize---Mobilize---Mobilize---Mobilize
In Unity,
CWA-Avaya Bargaining Team
05/16/06 OFS Bargaining Report #9
May
15, 2006
TO: All Local Presidents Representing members at Avaya
RE: 2006 Avaya Bargaining
Greetings:
The Union and the company met today at 2PM. The company had no new
proposals to present. The Unions (CWA and IBEW) presented a counter to
the company proposal on the Avaya Award, and a counter to their
proposal on the Avaya Savings Plan. The Unions rejected the company
proposal on Academic awards.
CWA met in sub-committee this afternoon to discuss proposed changes we
wanted to make in Article 9 (Grievances), 16 (Transfers/ Allowances),
and 24 (Force Adjustment). In addition we discussed changes in the
Subcontracting Committee language as well as Special City allowances.
The Unions will continue to work on proposals and responses to current
company proposals.
Twelve more days!!!!
Mobilize----Mobilize---Mobilize---Mobilize---Mobilize---Mobilize---Mobilize
In Unity,
CWA-Avaya Bargaining Team,
05/13/06
OFS
Bargaining Report #4
May 11, 2006
OFS Bargaining Report – Day 4
Bargaining for Day 4 opened at 10:15AM. The Company introduced
David Reid, Actuary and Subject Matter Expert on Pensions for the
Company. He is attending to speak on the impact of Health Care
costs to the Company.
Bill Bates officially advised the Company that the Union was rejecting
the Company's proposal on Retiree Health Care.
The Company countered to three of the five proposals the Union passed
earlier in the week.
For Article 3 – Defined Terms, the Company rejected the Union's
proposal to include a Day in Lieu of Saturday and Sunday for Con-Ops,
saying it added costs to the business – even though the only group of
employees who currently do not get double time pay for work on Sunday
or Day in Lieu of Sunday are Con-Op employees. Apparently the
Company doesn't consider the fact that all other employees are
guaranteed double time on Sunday or Day in Lieu of Sunday except
Con-Ops. Substantial discussions pursued around the denial of Day
in Lieu of.
The Company accepted the Union's proposal to include "Just Cause"
condition language under the definition for termination.
The Company changed some language proposed by the Union on Article 4 –
Union Representation, but rejected the Union's demand for language that
Stewards not be "unreasonably denied time off the job to conduct Union
business".
On counter to Article 7 – Arbitration, the Company rejected the Union's
demand that retroactive pay go back 12 months rather than 6 months from
time of arbitration for employees wrongly paid in certain Job
Occupations. The Company rejected the Union's proposal to remove
what the Union considers an unnecessary paragraph in the Arbitration
Article, but did make some adjustments to the paragraph in an attempt
to address the Union's concerns with the paragraph.
The Union advised the Company they would take the Company's counters
under serious advisement and would respond.
The Bargaining Teams broke at 11:00AM and returned to the table at
3:00PM.
The Company opened the afternoon session with a short presentation on
their concerns with Retiree Health Care costs' impact on the business.
The Company passed a second proposal for Retiree Health Care.
The Company is moving in the right direction on the proposal with
reduced premium costs to Retirees. First year costs of premiums
would be 70% for Retirees and 30% for the Company; it would increase to
80% Retiree, 20% Company the second year and 90% Retiree, 10% Company
the third year. The average monthly premium cost to Retirees
would still be around $725, an approximate average reduction in cost of
about $300 from their first proposal.
The Union appreciates the Company's efforts to try to move in the right
direction on their proposal, but we are still quite disappointed with
the high premium costs they expect our Retirees to pay. Our
concern is that fixed income Retirees will have to make choices between
food, housing and health care purchases.
The Union will be working on several proposals to submit to the Company
throughout the evening, and tomorrow's session times will be determined
in the morning. Clem Johnson will be contacting Bill in the
morning regarding meeting times for tomorrow.
Our mission is to stop the destruction of our Union by our employers.
It is to protect and better the lives of our retired, current and
future members. We will re-grow our Union by educating, strengthening
and uniting our membership in order to impact our employers through
strategic use of our power.
© 2006 Communications Workers of America, AFL-CIO, CLC.
04/13/06 Academic
Awards
Angela Elliott is the recipient of an AT&T/CWA/IBEW Academic Awards
college scholarship for academic achievement, leadership, and community
service. Angela is the daughter of Ronnie Elliott, member of CWA Local
7803 who works at Avaya.
The program was negotiated by CWA and IBEW in 1992 and improved in
1995. It provides 35 scholarships of up to $6500.00 annually for
children of CWA and IBEW members at AT&T. The award is renewable
for three additional years, if the student maintains a 2.75 GPA to be
determined after the first semester of their sophomore year and each
semester thereafter. This change allows recipients and eighteen month
grace period to adjust to college life.
This is another example of our Union bargaining to help our members and
their families. |
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