Oct 19, 2012

Washington, D.C. -- Members of the Communications Workers of America at Verizon Communications ratified a four-year agreement covering about 35,000 CWA represented workers from Virginia to New England. Members of the International Brotherhood of Electrical Workers also voted to ratify a four-year agreement. IBEW represents about 10,000 Verizon workers.

Contract highlights include an 8.2 percent compounded wage increase over the next three years, and additional cash payments. Also on ratification, CWA members who were fired by Verizon during the August 2011 strike will return to work.

Representing members in New York, New Jersey and New England, CWA District 1 Vice President Chris Shelton said: “This contract ensures that every one of our members will see an improvement in their standard of living. It was a tough fight, and we turned back efforts by the company to gut our contracts. Now, we’ll keep up the fight to expand good jobs for Verizon workers.”

CWA District 2-13 Vice President Ed Mooney, who represents Verizon workers in the mid-Atlantic states, said: “The unity and determination of CWA and the IBEW over 16 months of bargaining, and the support of our allies, made this contract possible. Our goal now is to make certain that CWA members continue to be a key part of this company’s future.”

The contract had expired in August 2011. A two-week strike, an active member mobilization and support campaign by progressive allies, and final intensive negotiations under the auspices of the Federal Mediation and Conciliation Service brought about this settlement. The new contract expires August 2015.
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We Stood Up!

New Contract with Verizon Defeats the Most Aggressive
Attack Ever on the Living Standards of Our Members,
Preserves Job and Retirement Security for 34,000

On September 19th, the CWA reached a tentative agreement with Verizon Communications that protects the job security and retirement security of our 34,000 members from Virginia to Massachusetts.

A new contract was also negotiated between Verizon Wireless and 70 CWA-represented technicians who maintain cell sites in the metropolitan New York area.

Our new contract was won only after a militant two-week strike in August, 2011, and an ensuing 13 month on-the-job membership contract campaign that mobilized tens of thousands of members. It also took the support of literally hundreds of our allies, in labor and community groups all across the country, who adopted our struggle as their own, leafleted Verizon Wireless stores, joined our picket lines and rallies, and pressured Verizon management however they could.

“Our members stood up to the most sweeping and intensive attack on our standard of living and bargaining rights in the history of the telecommunications industry,” said Chris Shelton, Vice President for CWA District One, which stretches from Maine to New Jersey. “The unity and determination of 34,000 CWA members since bargaining began in June, 2011 has produced a new agreement that preserves intact our members’ pension and job security, provides for a substantial wage increase, and preserves a high-quality health plan.



“The solidarity of CWA members and the support of our progressive allies made this contract happen,” said Ed Mooney, Vice President of CWA District 2-13, which covers CWA members from Pennsylvania to Virginia. “Verizon workers will keep their standard of living and the benefits and working conditions we've fought for over the years.”

The achievements of this contract fight can be seen just by going back to a list of what was on the table when bargaining began 15 months ago : a sweeping list of take-back demands that included
o no guaranteed raises,
o elimination of night and weekend differentials,
o elimination of double time pay,
o freezing of pension accruals and elimination of the pension cash-out option,
o eliminating all job security provisions for all employees,
o eliminating the movement of work protection and the 35 mile transfer provision,
o slashing the Sickness and Accident Disability Plans in half,
o eliminating the New Contracts Initiative,
o totally gutting the medical plan with huge premiums, and unreasonable co-pays and deductibles, and
o reducing sick time pay to 0-5 days depending on seniority.

Your determination and solidarity got us a contract that fully protects our members’ job and retirement security, including no-layoff provisions and movement of work limitations, preserves an extremely high-quality medical plan with modest increases in deductibles and co-pays and limited premium sharing, provides for an 8.2% compounded wage increase over the life of the agreement, with additional cash payments, and bringing hundreds of new jobs into the bargaining unit.

Highlights of the new agreement include:

Job Security Preserved:
• Existing job security language, including a prohibition on layoffs, forced transfer or downgrade of workers hired before 2003 and the .7% restriction on the company’s ability to relocate work out of the region, were preserved intact.
• Provisions of the contract which restrict the company’s right to reassign workers long distances from their homes (35-mile rule) have been preserved.
Retirement Security Preserved:
• The existing defined benefit pension plan has been preserved for all current employees, including the lump sum cashout provisions.


8.2% Compounded Wage Increased Plus Other Compensation:
• Wage increases of 2.25% effective the first Sunday after ratification, 2.75% effective August 4, 2013, and 3% effective August 3, 2014. This amounts to an 8.2% wage increase with compounding.
• In addition, members will receive a $800 signing bonus 30 days after ratification of the new agreement.
• There will be annual corporate profit-sharing payments of at least $700 per year.
New Bargaining Unit Jobs
• Verizon will hire 325 new full-time call center employees during the life of the contract
Medical Plan
• CWA members at Verizon will continue to have access to the most comprehensive, lowest-cost health care plan in the industry.
• The unions and Verizon negotiated revisions to the current health plan that require workers to make modest contributions toward the cost of health care premiums. For participants in the MEP and HCN, these payments will start at $60 per month for family coverage and $30 per month for individual coverage as of November 2012, and rise over the remaining years of the contract to $110 family and $55 individual per month at the conclusion of the four year contract.
• For participants in the EPO, HMOs and other plans, payments will start at $45 individual and $90 family, and rise to $82.50 individual and $165 family by the end of the agreement. These rates are higher because there are no deductibles in these plans.
• These premiums include a $100 credit for employees who participate in an on-line health care assessment survey.
• Effective January 1, 2013, Verizon will contribute $850 to a tax-free Health Reimbursement Account (HRA) for current employees which can be used to offset increased out of pocket costs under the new health plan, and can be carried over from year to year at the employee’s discretion.
• Any retiree who leaves service before January 1, 2013 will not be required to contribute to the cost of retiree medical care.
• Employees who were hired after August 3, 2008 will see an increase in their retiree medical care accrual from $430 to $480 per year of service towards the coverage of the cost of health care.
Absence
• Effective January, 2013, there will be changes to contract provisions covering paid absence days. Payment for incidental absence (personal illness or off-duty accidents) will be capped at 10 days.
• Four incidental absence days per year shall not be subject to the Absence Control Plan.
• Employees who use four or less absence days per year will be awarded a lump sum payment as follows:
o Employees with perfect attendance will receive a lump sum payment of five days’ pay.
o Employees who use less than two days will receive four days’ pay.
o Employees who use less than 3 days will receive 3 days’ pay.
o Employees who use less than 4 days will receive 2 days’ pay.
o Employees who 4 days will receive 1 days’ pay.
• According to company figures, in 2011, 76% of our members used fewer than 10 days of absence. 48% of our members would have received one of the incentive payments listed above, based on their absence record. 29% would have received a week’s pay.
• Accident and Sickness Disability remains unchanged.
Additional Contract Provisions
• Employees hired after ratification will be covered by a 401(k) retirement program that provides a 100% company match for any employee contributions up to 6% of salary. They will also receive an annual discretionary bonus of up to 3% of their salary added to their 401(k).
• Contract provides continuing funding to the Work-Family Committee of $1.5 million per year ($6 million over the life of the contract).
• The TTA/Next Step program will be phased out over the life of the agreement.
• Tuition Assistance Program will be capped at $8,000 per year.
Workers Fired During 2011 Strike
• Upon ratification, 25 of the 26 CWA members fired during the strike will be returned to work, with restoration of full Net Credited Service and pension benefits.
• We are working on a settlement for one worker

     There are changes in our health care that will result in premiums and plan design changes which will result in some increased out-of-pocket expenses. However, when wages and the company-funded tax-free Healthcare Reimbursement Accounts (HRAs) are factored in, CWA members will be better off, financially, at the end of this round of bargaining than they were at the start.
     We started this round of bargaining with the best contract in the telecommunications industry. Your bargaining team is convinced that despite the intense attacks from Verizon, we have negotiated a contract that remains the BEST in the telecommunications industry.
 

Aug 26, 2012

Bargaining continues in Washington DC at the Federal Mediation Conciliation Service (FMCS). CWA, IBEW and Verizon have agreed to Guidelines which includes that no information can be released by either party concerning the progress of these negotiations.

Last week, CWA District 1, IBEW New England, CWA District 2-13 and IBEW Local 827 met with the company in sessions that went late into the night, every night for the entire week. Friday’s session ended on Saturday morning at 2 AM. Bargaining recessed so that the company could take the time to gather additional information that the Union requested. Bargaining is scheduled to reconvene on Monday morning at 9 AM.

Because of the agreed upon blackout, there is no news of progress or non-progress to report.

Our members must continue to mobilize and we MUST let management know that we want a fair contract.

IT IS TIME TO GET INVOLVED!

Every member should be involved this week!

Mobilize! – Mobilize! – Mobilize!

Regional Bargaining Report #73

July 24, 2012

This is an update on the mediation status with Verizon.

On July 19, 2012, CWA and IBEW requested the assistance of the Federal Mediation and Conciliation Service in our contract negotiations with Verizon.

The Company first refused the Union’s request for Mediation but we have been notified that the Company has agreed to Mediation and we are scheduled to meet with the Federal Mediator on Wednesday in Washington DC.
At this point, it appears that this enormously profitable company—which made nearly $22 billion in profits over the last five years and paid its top five executives nearly $350 million during that time—is determined to destroy your benefits and destroy the middle class jobs that CWA and IBEW have fought so hard to create over the past 50 years.

After negotiating for over one year we are still far apart on many of the issues involved in these negotiations. Yesterday, we provided a list of the items the company has proposed in order to lower our standard of living.

We need Verizon to hear us at the Bargaining Table
We have made meaningful proposals on wages, on changes to our healthcare plans, absence, medical, job security, call sharing, just to name a few. Yet, the Company has rejected every one of our proposals saying they don’t go far enough to meet their needs. At the same time, almost every proposal the Union has placed on the table has been rejected by the Company. Bargaining will continue in Washington DC on Wednesday with the Federal Mediator. In the meantime, we need every member to get engaged.

On Saturday, August 11, 2012 Americans from all over the country will be in Philadelphia, for the “Workers Stand for America Rally” to stand up for the middle class and urge all Americans, especially our elected officials, to stand with us. It is time for every member to stand up and be counted. Contact your Local for information on transportation to the rally.

United We Bargain! Divided We Beg!

If you have not been involved it is time to get involved.

Call your Local and find out what you can do today to help.
 

Regional Bargaining Report #72

July 23, 2012

As you should be aware of by now, the Unions have requested the assistance of the Federal Mediation and Conciliation Service in our contract negotiations with Verizon.

After negotiating for over one year we are still far apart on many of the issues involved in these negotiations. Here is a list of the many items the company is trying to take back in order to lower our standard of living.

MEDICAL BENEFITS

The Company proposes Premium Contributions for all medical plans (MCN - Managed Care Network, MEP – Medical Expense Plan, and HMO – Health Maintenance Organization.) Today there are no premium contributions.

IN THE MCN PLAN

Today a physician office visit is $15 – the company proposes $25.

Today there is no in network out of pocket maximum since the plan plays 100% for most services. The company proposes an out of pocket max amount of $1000 for an individual and $3000 for family.

Today there is a $15 co-pay for x-ray/lab tests perform in physician office and the company proposes $25.

Today there is no coinsurance for in network use – the company proposes co- insurance of 90%. This means the member pays 10% of the charge for the service.

Today the following services are covered in network at 100%. The Company proposes these services be covered at 90% and the member pay 10% of the cost.

Radiation Therapy

Chemotherapy

Physical, Occupational and Speech Therapy

Chiropractic Services

Hospital Room and Board

In Hospital Physician Visits

In Hospital X-ray and Lab Tests

Newborn Baby Care

Birthing Centers

In Patient Surgery / Out Patient Surgery

Anesthesia Services

In Patient Mental Health

In Patient Substance Abuse

Durable Medical Equipment / Prosthetic Devices

Ambulance Service

Today certain over the counter medications are covered – the company proposes to

eliminate this coverage. The company also proposes significant increases in co-pays for prescription drugs both retail and mail order.

Here is an example of the annual cost of medical coverage under the company’s proposal for individual coverage, for a non tobacco user, in network use, of the MCN.

$620 – Annual Premium

$1000 – Out of pocket max

$50 – Two Physician Office Visits

$50 - Two x-ray/lab tests
$1,720 – Annual Cost

Here is an example of the annual cost of medical coverage under the company’s proposal for family coverage, for non tobacco users, in network use, of the MCN.

$2360 - Annual Premium

$3000 - Out of pocket max

$200 - Eight Physician Office Visits

$200 - Eight x-ray/lab tests
$5,760 – Annual Cost

Tobacco users would add $600 to the annual premiums. Family coverage would require that everyone covered did not use tobacco products in order to qualify for the lower premium.

In addition to the Medial Premium the company has proposed an annual contribution for the Dental Plan. An individual, non tobacco user, annual premium would be $36 and family, tobacco users premium would be $108.

The Company has also proposed that retirees pay annual premiums for coverage and additional costs for services as well.

OVERTIME CAPS

Weekly overtime caps modified as follows: an associate will be required to work no more than a total of ten hours overtime in any payroll week during seven calendar months in any calendar year, and no more than a total of fifteen hours overtime in any payroll week during the remaining five calendar months. The Companies will specify the months in which each of the above overtime limitations will apply.

Pension Plan

Anyone hired or rehired on or after August 1, 2012 (“Pension New Hire”) will not be eligible to participate in the Pension Plan.

For those currently on the payroll, after November 1, 2012 your current pension benefit will be frozen and from that point forward you will only earn 70% of the current pension band value until you reach 30 years of service. After 30 years of service you will no longer accrue time towards your pension. If you currently have 30 or more years of service you will be frozen on November 1, 2012 and no longer accrue time toward your pension.

The Pension Lump Sum Cashout program will terminate.

SICKNESS AND ACCIDENT DISABILITY BENEFITS

Modified in accordance with the following provisions, which shall apply only to associates who are first hired or rehired on or after August 1, 2012:

Maximum 26 weeks for new hires

“Accident Disability Benefits” is eliminated. Those instances of physical disability to work that would otherwise have qualified for payment under the Accident Disability Benefits will be considered for payment under “Sickness Disability Benefits.

SHARING OF CALLS AMONG CENTERS

There will be no limitations, geographic or otherwise, on the Companies’ right to share calls and work between and among the following Centers and individuals working at home, and contractor locations that perform like functions: Customer Financial Services Mass Market Collections Centers (“CFS-MMCC”), Order Control Offices (“OCO”), Maintenance Control Offices (“MCO”), Dispatch Resource Centers (“DRC”), Network Administration Centers (“NAC”), Trunk Provisioning and Maintenance Centers (“TPM”), Assignment Provisioning Centers (“APC”). (Not subject to the contractual movement of work protections)

The Companies may require representatives in any Customer Sales and Service Center (“CSSC”), Business Sales and Service Center (“BSBC”), Multilingual Sales and Service Center (“MSSC”), Fiber Solutions Center (“FSC”) or Enhanced Verizon Resolution Center (“EVRC”) to handle customer inquiries and requests that can be resolved with the aid of written or electronic instructions or guides, that would have otherwise been handled by or transferred to another Center or individual. This means Service Rep/Consultants will be required to do the work of an FCSA/MA and vice versa.

SALES COMPENSATION PLAN TITLES

The Companies will introduce two new sales job titles with variable compensation:

Customer Contact Sales Associate (“CCSA”)

Business Sales Associate (“BSA”)

Paid at Seventy (70%) percent of the Service Rep/Consultant pay rate with the remaining thirty (30%) percent to be made up by commission sales. These titles do not receive the Corporate Profit Sharing Award.

The Company may change the terms of the commission plan as they see fit.

ABSENCE FROM DUTY

Maximum of six (6) paid incidental absence days per year. New hires receive a maximum of five (5) incidental absence days per year.

TIME OFF

Vacations

With respect to initial vacation selections only, and beginning with initial vacation selections for 2013, at least 12% (18% currently all year round) of the associates in each vacation administrative work group will be permitted to schedule time off in a given week. Subsequent requests for time off shall be subject to the needs of the business.

Short Notice Excused Work Days (“SNEWDs”)

Effective January 1, 2013, requests to supervision for up to one paid Excused Work Day and one unpaid Excused Work Day for a Monday through Friday tour will be granted on short notice to associates eligible for paid and unpaid Excused Work Days. Requests for SNEWDs falling on a Saturday or Sunday will be denied. In each work group, the Companies may designate up to eight work days in any month as unavailable for SNEWDs. Such designations will be made in accord with work schedule posting requirements.

JOB SECURITY

Employees with a net credited service date, of August 3, 2003 or later are not covered by the no involuntary layoff, forced transfer and downgrade. In addition, notwithstanding any prior service-bridging practices or agreements, current employees of any Verizon entity who do not have protection against involuntary layoff, forced transfer and downgrade and who are subsequently transferred, hired or rehired within or into the Companies will not be covered by the no involuntary layoff and related commitments. Further, any employees who possessed protection against involuntary layoff, forced transfer and downgrade but subsequently leave the employment of the Company and/or cease to be a member of the bargaining unit thereby lose those protections and will not regain those protections if they are rehired and/or rejoin the bargaining unit. The Companies’ agreement to the proposal set forth in this Section is contingent on the Union’s agreement to the proposals contained in the Permanent Transfer of Jobs and Permanent Transfer of Associates. Absent agreement on Sections XVIII and XIX, this proposal to amend the provisions related to “No Involuntary Layoffs, etc.” and “Change in Business Conditions” contained in the BA-GTE Merger Agreement is withdrawn and the Company reinstates its prior proposal to eliminate those provisions.

PERMANENT TRANSFER OF JOBS

The “Limitations on Transfer of Jobs” contained in the “Agreement Concerning Issues Related to the Bell Atlantic-GTE Merger” are modified as follows: the reference(s) to .7% will be replaced with 3.0%.

PERMANENT TRANSFER OF ASSOCIATES

In any contractual provision, or any other agreement, policy or past practice relating to the layoff or permanent transfer of associates to which the distance of thirty-five or fifty miles applies, the distance of sixty miles is substituted.

MEDICAL LEAVE OF ABSENCE POLICY

An associate who is or will be medically restricted from performing one or more essential functions of his/her normal assignment for more than 120 days will be placed on an unpaid Leave of Absence in accordance with the amended Medical Restriction Leave of Absence Policy. The employee will be separated from the payroll after a total of 52 weeks of restricted duty.

NEW CONTRACTING INITIATIVES

The New Contracting Initiatives letter of agreement is eliminated.

ELECTRONIC RECORDING OF CALLS

There is no restriction on electronic recording of calls by the Companies. Any call that is observed or recorded may be used for any lawful purpose, including but not limited to evaluation, training, discipline and service quality observation.

As you can clearly see, the Company is attacking more than 60 years of collective bargaining gains. Verizon continues to attempt to destroy the good middle class jobs your Union has negotiated over the years. We can either give in to their demands, or we can fight back. But this fight will take every single member to be involved if we are to win. Our members must continue to mobilize. Every member needs to commit to spending 4 hours per week participating in mobilization activities.

On Saturday, August 11, 2012 Americans from all over the country will be in Philadelphia, for the “Workers Stand for America Rally” to stand up for the middle class and urge all Americans, especially our elected officials, to stand with us. It is time for every member to stand up and be counted. Contact your Local for information on transportation to the rally.

If you have not been involved it is time to get involved.

Call your Local and find out what you can do today to help.

IT IS TIME TO GET ANGRY! IT IS TIME TO GET INVOLVED!

IT’S TIME TO FIGHT BACK!

Mobilize! – Mobilize! – Mobilize!

Regional Bargaining Report # 71
Monday, July 2, 2012 8 AM
For the past few weeks, the CWA District 1/IBEW Local 2213 and IBEW New England Regional Committee and the CWA District 2-13/ IBEW Mid Atlantic Regional Committee met with the Company together on the issues of Job Security and Call Sharing.
Friday, June 22nd marked the one year anniversary of trying to reach a fair agreement with Verizon Communications in both the New York/New England and the Mid-Atlantic regions. From that day to this, Verizon has come to the bargaining table with an agenda of givebacks. Verizon claims it needs changes in our contracts in order to make the business more competitive. They have attacked nearly every provision of our contracts, with many items having nothing to do with competitiveness. Your New York/ New England and Mid-Atlantic CWA/IBEW Union Bargaining Committees have worked tirelessly trying to understand the Company needs while continuing to protect our members’ standard of living. We have made proposals addressing those needs while receiving nothing substantial in return from the Company. It seems no matter how far we go in our proposals to address their issues, it’s never enough.
Many of our members received a communication from Verizon EVP Marc Reed giving the Company spin on where we are in negotiations. In one statement he says, “…the company made a proposal in mid-May to continue to provide job security for the more than 38,000 associates who currently have those protections in exchange for the unions agreeing to greater work-rule flexibility.” Among the items of “flexibility” he is speaking of is the Company’s ability to force transfer you any time they want, so far from your current work location that you would have to choose between your job and your family.
He makes the Company proposal on Healthcare cost shifting sound so reasonable that you might ask yourself, “What are we waiting for? Where do I sign?” After all, it’s only, “… contributions can be as little as about $24 a month for individuals and $107 for a family. (This is not the proposal in the NY/NE or in Mid Atlantic. It is slightly higher than that in both areas.) Anyway, he neglects to tell you the rest of the story. The company is also seeking additional cost-sharing measures, as they relate to office visit co-pays, deductibles and co-insurance, emergency room visits…” What he doesn’t tell you is that those same contributions can be as much as $116 a month for individuals and $307 a month for families. And if you’re a Pre-Medicare retiree the costs can be as high as $108 per month for an individual and $298 a month for families. What Marc Reed didn’t tell you is that these are the contributions for 2012. Beginning in 2013, and for each Plan year after, the Annual Employee Contributions for each plan year will increase by 6% over the previous year. These are the costs if you never use your healthcare. If you happen to be among the thousands of our members who have the nerve to actually use your benefits, the cost increases in the form of co-pays, deductibles and co-insurance could run you into thousands more each year.
Here are a couple of other things Marc Reed didn’t tell you.
The Company has proposed no wage increase for the first year of the contract 2011.
Mr. Reed pointedly didn’t tell you how the Company has proposed a diminished benefit for every new hire. This two-tier system is included in almost every Company proposal. Your Union Bargaining teams are not fooled by this approach. We know that two-tier benefits is the road that leads to certain disaster for every current and future member.
Marc Reed also did not tell you that the company wants a new title with 30% of the wages based on commissions. The company does not want to negotiate with the Union on how our members would make up that 30%. The Company wants us to trust them that they will make sure that they do the right thing so that our members can make that targeted salary. Now, what do you think – should your bargaining committee – TRUST this company to do the right thing.
We have made meaningful proposals on changes to our healthcare plans, absence, medical, job security, call sharing, just to name a few. Yet, the Company has rejected every one of our proposals saying they don’t go far enough to meet their needs. At the same time, almost every proposal the Union has placed on the table has been rejected by the Company. Bargaining has recessed for the July 4th Holiday. We look forward to returning to the Bargaining table after the break. In the meantime, we need every member out there to get engaged.
Verizon is doing more than its part to destroy middle class jobs in this country. The Company is still not hearing us so it is more important than ever that we take this fight to a new level. Our members must continue to mobilize. Every member needs to commit to spending 4 hours per week participating in mobilization activities.

If you have not been involved it is time to get involved.
Call your Local and find out what you can do today to help.
IT IS TIME TO GET ANGRY! IT IS TIME TO GET INVOLVED!
IT’S TIME TO FIGHT BACK!
Mobilize! – Mobilize! – Mobilize!
 

CWA/Verizon Bargaining Report #70
Jun 13, 2012

Last week and again this week, the CWA District 1/IBEW Local 2213 and IBEW New England Regional Committee and the CWA District 2-13/ IBEW Mid Atlantic Regional Committee met with the Company together on the issues of Job Security and Call Sharing. There were also several off table discussions with leadership and the Company chairs regarding these same issues. Both Regional committees presented the company with counter proposals on the Company’s issue of Call Sharing last week. The Union’s proposals looked to provide flexibility the Company is demanding within call centers that handle similar calls from customers. In return the Union demands a return of the work from contractors to the bargaining units. Last Friday, the Company made a counterproposal to the Union on Call Sharing. The Company’s counter proposal has two options. The first option will be on the table until June 25th and then will be withdrawn and a second, less desirable proposal, option 2 will remain as the company’s proposal. The Unions are evaluating an appropriate response to the company’s proposal.

The Company responded to other Union proposals as well. In MidAtlantic, the company rejected the Union’s counterproposal to a Company proposal on an amendment to the Medical Restriction Policy. The Company also rejected both Union’s counter proposals on Absence.

Your Union Bargaining team is working hard and is committed to finding ways to address both the concerns of the Company and the needs of our members in this round of negotiations. The Company continues to have only one goal, givebacks. Their agenda continues to include retrogressive demands across virtually every area of our contracts from job security to pensions and work rules. To show just how heartless this company can be, last week Verizon announced a surplus of over 1700 jobs. The company has offered buyouts throughout the East bargaining units and has targeted technicians and call center workers. Both IBEW in New England and New Jersey Local 827 received notices of involuntary layoffs if enough employees do not accept the voluntary offers. This announcement just highlights this company’s agenda and its lack of concern regarding the loss of jobs and continued flow of work to unrepresented contractors. Verizon is doing more than its part to destroy middle class jobs in this country. The Company is still not hearing us so it is more important than ever that we take this fight to a new level. Our members must continue to mobilize. Every member needs to commit to spending 4 hours per week participating in mobilization activities.

If you have not been involved it is time to get involved.

Call your Local and find out what you can do today to help.

IT IS TIME TO GET ANGRY! IT IS TIME TO GET INVOLVED!

IT’S TIME TO FIGHT BACK!

Mobilize! – Mobilize! – Mobilize!

Regional Bargaining Report # 68
Monday, May 18, 2012

Again this week, the CWA District 1/IBEW Local 2213 and IBEW New England Regional Committee and the CWA District 2-13/ IBEW Mid Atlantic Regional Committee met with the Company together and discussed the issues of Job Security and Call Sharing. There were also several off table discussions with Union leadership and the Company chairs regarding these same issues. The Company continues to demand the elimination of Job Security, elimination of the Movement of Work Protection, elimination of the 35 mile transfer provision and the elimination of New Contracting Initiatives agreement. Both Regional committees also met throughout the week to work on joint proposals for the Company’s Call Sharing proposal and the Union’s Jobs proposal. Formal bargaining has recessed until Tuesday, May 29th.
Your Union Bargaining team is working hard and is committed to finding ways to address both the concerns of the Company and the needs of our members in this round of negotiations. The Company continues to have only one goal, givebacks. Their agenda continues to include retrogressive demands across virtually every area of our contracts from job security to pensions and work rules. The Company is still not hearing us so it is more important than ever that we take this fight to a new level. Our members must continue to mobilize. Every member needs to commit to spending 4 hours per week participating in mobilization activities.

The following Press Release from CWA demonstrates how CWA and IBEW will not stand by and allow this greedy corporation to abuse our members and break the law. CWA presented 63 discipline cases to the NLRB. At this time they have authorized complaints on 58 cases. This is a significant statement about Verizon's unlawful actions.
NLRB Region 2 Authorizes Issuance of Complaint Against Verizon for Unfair Firings, Discipline
Washington, D.C. -- National Labor Relation Board Region 2 has authorized the issuance of a complaint against Verizon Communications for its actions in disciplining and firing workers following the two-week strike by union members last August.
Regional Director Karen Fernbach authorized the complaint for 58 of the 63 cases brought by the Communications Workers of America, following an investigation in Verizon’s actions.
“This is tremendous news for workers who have faced harsh discipline, even firing, from Verizon, that was completely unwarranted,” said Ron Collins, CWA chief of staff.
“This fight has been about economic justice from the beginning. Some 45,000 CWA and IBEW members spent two weeks on the picket line to force this $100 billion company to bargain fairly not continue to demand givebacks of $1 billion a year.
“Progressive allies and the 99 percent spring coalition are standing with us as workers continue to fight against Verigreedy Verizon and corporate greed across our country. We won’t stop now,” he said.
Jennifer Travis, a 15-year Verizon employee in Pittsburgh, Pa., never once was disciplined or written up, but was unfairly fired last August by Verizon.
Here’s her story: “A couple days after the strike began, I took my husband and 2 of my 3 kids with me to the picket line. For us, being union is all in the family!
“There were a lot of us on the picket line that day. Management was bringing scabs across the line to work our jobs. We were loud and boisterous, but peaceful. The company says that I assaulted a manager. Those are outrageous and false allegations.
“Mine was not an isolated incident. Several of my brothers and sisters were fired or disciplined last August for similarly trumped up charges. What many of us have in common is our highly visible status as union leaders and activists. It makes me wonder if the company retaliated against us in an effort to intimidate other members who would consider standing up for their union in the future. If true, that’s flat out bullying and it’s disgusting.”
The regional director’s action is the first step of the NLRB process. Now Region 2 will seek to negotiate with Verizon to settle these cases.
###
If you have not been involved it is time to get involved.
Call your Local or talk to your steward and find out what you can do today to help.
IT IS TIME TO GET ANGRY
IT IS TIME TO GET INVOLVED
IT’S TIME TO FIGHT BACK
Now more than ever we need to mobilize!
Mobilize! – Mobilize! – Mobilize!

CWA/IBEW Regional Bargaining Report #67
The CWA/IBEW Mid-Atlantic Regional Bargaining Committee met with the Company this week in Rye, NY. The Company rejected the Union’s March 29th proposal and continues to express no interest in any proposal that would increase current costs to the Company. The Company also responded to the Union’s questions regarding the Company’s March 29th Pension and 401K proposal.
The Company continues to insist on changes to our defined benefit pension plan. Members currently on the payroll would have their pension frozen. Members, who have less than 30 years of service, would be capped at 30 years and would only accrue at 50% going forward. Those members with more than 30 years would be frozen at their current total years of service and would earn nothing going forward. New employees would not be eligible to participate in the defined pension benefit plan.
The Union also addressed concerns regarding the Dependant Verification Audit currently underway for our active and retired members. Members have encountered long waiting times when attempting to speak to call center representatives to resolve issues. The Company has increased support staff to help alleviate this problem.
The committee has recessed until Monday morning at which time the fight for a fair contract will continue.
It is more important than ever that our members continue to mobilize and that EVERY member commit to spending at least 4 hours per week participating in mobilization activities. If you have not gotten involved, it is time to look at how much you can lose. It is time to call your Local or talk to your steward and find out what you can do to help.
Verizon’s Annual Shareholders Meeting is Thursday May 3, 2012 at 10:30 AM at the Von Braun Center, 700 Monroe Street, Huntsville, Alabama. We are still collecting proxies. We are asking all of our members to vote your proxy, sign and date your card and return it to your Local. The Shareholder’s Meeting is a Thursday and there will be a “sea of red” CWA and IBEW members who are also shareholders who will deliver these proxies and a message to that meeting.
Mobilize! – Mobilize! – Mobilize!

CWA/IBEW Regional Bargaining Report #66
     The CWA/IBEW Mid-Atlantic Regional Bargaining Committee reconvened bargaining on Monday, April 16, 2012 in Rye, NY. The Unions requested clarification on the company’s March 29th comprehensive package and are awaiting the Company’s response to our March 29th proposals. The company presented changes to its proposals on Medical Restriction and Absence this week.
     Most of the Company’s August retrogressive demands still remain on its agenda. The Company has proposed major changes to our heath care plans for both active members and retirees. Not only are they demanding our members pay premiums for healthcare coverage, they are proposing changes to increase deductibles, increase co-insurance, increase out of pocket expenses and increase the costs for prescription drugs. These increases amount to several thousand dollars in cost-shifting per year to our members and retirees. This fight for health care is about more than just paying a premium. The Company wants us to pay more and feel it in our wallet so that we’ll think twice about visiting the doctor or seeking medical attention.
 

Here are a few highlights from the most recent offer:
 

PENSIONS - Cut pension accruals in half. For anyone currently on the payroll your pension will be capped at 30 years. Beginning October 1, 2012, your pension plan will only accrue at 50 %. Eliminate the Pension Lump Sum option. Modify the 401(k) Plan and the CPS. Eliminate the Sickness Death Benefit.
 

ABSENCE – The Company only wants to give 6 day’s paid absence per year and still discipline members who use those 6 days.
 

ELIMINATE JOB SECURITY Eliminate the Job Security Provisions for all employees.

Eliminate the Movement of Work Protection Eliminate the 35 mile transfer provision

Eliminate provisions in Force Adjustment Plan Eliminate New Contracting Initiatives agreement – allowing them to increase the level of contracting

CALL SHARING – Verizon still demands their call sharing proposal but have not entertained any of the security provisions from the Union nor have they given us any additional jobs.

MEDICAL RESTRICTION POLICY – Verizon wants our medically restricted members to take an unpaid leave of absence.
 

     The Company’s goal is to destroy Middle Class jobs and they are starting with their own employees. We are in the fight of our lives with Verizon. The Chairman and CEO, Lowell McAdam tripled his compensation from 7.2 million to 23.1 million annually yet he does not want to give his employees a raise. This is a slap in the face to every member and retiree. We need to send a clear message that we are determined if there is no place in this business for us, then we will make certain there will be no business without us either. It is more important than ever that our members continue to mobilize and that EVERY member commit to spending at least 4 hours per week participating in mobilization activities. If you have not gotten involved, it is time to look at how much you can lose. It is time to call your Local or talk to your steward and find out what you can do to help.
     Verizon’s Annual Shareholders Meeting is Thursday May 3, 2012 at 10:30 AM at the Von Braun Center, 700 Monroe Street, Huntsville, Alabama. We are still collecting proxies. We are asking all of our members to vote your proxy, sign and date your card and return it to your Local. The Shareholder’s Meeting is a Thursday and there will be a “sea of red” CWA and IBEW members who are also shareholders who will deliver these proxies and a message to that meeting.
Mobilize! – Mobilize! – Mobilize!

CWA and IBEW REGIONAL BARGAINING REPORT
March 30, 2012 - Bargaining Report Number 65
      Bargaining continued in Rye, NY this week as the Mid-Atlantic CWA/IBEW bargaining committee met with the Company each day in an attempt to move closer to a fair contract settlement for both the company and our members.
     

     Verizon continues to push its agenda of demanding givebacks from our members in almost every area of our contracts. It has demanded significant changes to economic issues including healthcare and pensions which would result in cost shifting thousands of dollars a year to every active member. Verizon also demands that our retirees contribute the same for their healthcare coverage. They have demanded changes in non-economic issues like eliminating the 18% vacation scheduling percentage and increases in the amount of overtime our members can be forced to work. Verizon has stuck with its agenda to gut our contracts.

     Verizon has rejected every proposal the Union has passed across the table in this round of bargaining. The standard response has been that Verizon cannot agree to any proposal that adds cost to the business. The company’s bargaining chair has repeatedly stated the corporation needs each of the cuts it has proposed in order for the business to survive. Your Union bargaining committee has seriously looked at many of the retrogressive demands the company has placed on the table and made meaningful counter-proposals in an attempt to reach agreement. However, we have told them many times that bargaining is not a one-way street. We have told Verizon that in order for us to address the company’s needs, it in turn, needs to address the needs of our members. To date Verizon has remained unresponsive to our members’ needs.

     We cannot stress enough this fight will not be won at the bargaining table alone. Only through members standing up and demonstrating they will do whatever it takes, will we see this Company move away from their most egregious retrogressive demands. Following last week’s mobilization and rally activities we have seen a demonstration of how our members’ activity in the workplace has an effect at the bargaining table. At the end of this week, Verizon passed a comprehensive package of proposals to the Union. We will evaluate fully the company’s latest proposals before we respond.
     

     We are in the fight of our lives with Verizon. It is obvious from the company’s demands it has a plan for the business that does not include us. After months of hearing the company tell us how the business is in trouble and how we need to accept the concessions its demands in order to survive, we recently learn that the Chairman and CEO, Lowell McAdam tripled his compensation from 7.2 million to 23.1 million annually. This is a slap in the face to every member. We need to send this company a clear message, we are determined if there is no place in this business for us, then we will make certain there will be no business without us either. Bargaining will recess for the next two weeks due to the Passover/Easter holiday. The Union bargaining committee will use this time as an opportunity to fully examine the latest comprehensive package of proposals placed on the table by Verizon and formulate our response.

CWA and IBEW REGIONAL BARGAINING REPORT

March 23, 2012 - Bargaining Report Number 64

The Mid-Atlantic Committee met with the Company several times this week in Rye, New York. Verizon continues to demand give backs from our members. We will say it again; Verizon still has all their give back demands on the table. These are not minor adjustments. These changes will affect every member’s standard of living.

We cannot express our disappointment in Verizon’s total unwillingness to take our demands seriously. The Company has focused only on their demands. Make no mistake that your bargaining team is determined to get this Company to address our demands. We need everyone to participate in mobilization activities. We can go about our daily lives as if nothing is wrong since this is the easier approach. In reality though, we are in the fight of our lives and need the support of every member if we are going to win this fight.

 Some of the givebacks the company demands are as follows:

Eliminate all Job Security

Freeze pensions for current employees with no pension for future hires

Implement extensive changes to healthcare with substantial increases including the addition of contributions for premiums

Force Retirees to pay Heath Care Premiums

Discontinue the pension lump sum cash out provisions

Significantly increase the amount of work that can be permanently transferred

Force Transfers from 35 miles to 85 miles in addition to changes in established work rules

Remove the Contracting Initiatives Letter of Agreement to allow unlimited contracting at any time

Implement Call Sharing to greater erode bargaining unit call center work and allow the Company to send more work to contractors

Have a Commission Sales Compensation Plan placing a percentage of existing pay at risk and creating a new job title

Limit the number of sick days

Increase the number of forced overtime hours

Eliminate the 18% allowed vacation

Eliminate Short Notice Excused Work Days

Decrease Corporate Profit Sharing

Eliminate or Change Differentials

Eliminate Accident Disability Benefits

Shorten the time for Short Term Disability Eliminate the Independent Medical Examination and Functional Capacity Exam processes

Work at Home Arrangements including a Company provided camera to spy on you

Home Garaging at management’s discretion

Electronic Recording of Calls

The Elimination of Certain Commercial and Marketing Letters of Agreement

 We all need to take this round of bargaining very seriously. It has been ten (10) months and the Company is continuing to do what it wants in the field. They are reinterpreting the contract and taking actions to force the Unions to file grievances and arbitrate issues we have won in the past. They are sending more and more calls to contractors while Consultants sit idle in our service centers. They deliberately do not give notice to the Unions of changes in work place practices. The Company has even tried to implement some of their bargaining issues before we have reached final agreements. While Verizon continues to contract out more of your work, it is important that you do not take unpaid excused time. The bottom line is that the Company has a plan that does not include us. NOW IS YOUR TIME TO TAKE A STAND or we will all suffer the consequences.
 

CWA and IBEW REGIONAL BARGAINING REPORT
March 16, 2012
Bargaining Report Number 63
The Mid-Atlantic bargaining team met in Rye New York this week. In meetings with the Company, management rejected Union proposals on Call Sharing and Absence and passed counter-proposals on each of those issues. The bargaining team reviewed the Company counter-proposals, discussed them with the Company and asked questions so we are clear about their intentions.
We also spent a good deal of time working on proposals that address our members agenda in this round of bargaining while trying to address the Company’s issues in an effort to reach a fair agreement. These issues included Absence, Medical Restriction and Healthcare.
Your Union Bargaining team is working hard and is committed to finding ways to address both the concerns of the Company and the needs of our members in this round of negotiations. The Company seems to have only one goal, givebacks. Their agenda continues to include retrogressive demands across virtually every area of our contracts. Job security, pensions, work rules and much more are still on the Company’s retrogressive agenda.
The Company is still not hearing us so it is more important than ever that we take this fight to a new level. Our members must continue to mobilize. Every member needs to commit to spending 4 hours per week participating in mobilization activities.
On March 22nd Join the Fight for Good Jobs – Stand up to Corporate Greed. Call your Local and find out how you can Join the Fight.

CWA, IBEW AND VERIZON BARGAINING REPORT

March 2, 2012

Bargaining Report Number: 61

     The Mid-Atlantic bargaining team met in Rye New York this week with the Company and presented a counter-proposal that addressed call center work, absence, the Medical Restriction Policy, transfers, benefits and many other items that remain outstanding. The Company response to this proposal showed a lack of interest and concern to the bargaining priorities of CWA and IBEW.

     The greed continued to overflow this week when the Company counter-proposals demanded that we give up benefits, in order to save this Company millions and millions of dollars. When questioned, their response to our proposal as well as several other Company proposals that demand concessions, the Company struggled to explain how these demands would be handled in our different locals. They requested time to look into their proposals and will respond to us at a later time. Bargaining has recessed until next week.

     Active and Local members need to continue mobilization activities. Preparations are in place for the upcoming National Day of Action and all should make arrangements to participate in planned events.

Keep up the fight each day in every location and stay strong.
 

CWA, IBEW AND VERIZON BARGAINING REPORT
February 24, 2012
Bargaining Report Number: 60

     The bargaining team met with the Company in Rye Town, New York this week, where on table discussions took place.

     The Unions presented counter proposals pertaining to the Health Care Benefit Coordinators that provide valued service to our members, and on the Medical Restriction Policy.

The Company rejected the Union’s earlier counter proposal on absence.

     As your Unions continue to fight for good American middle class Union jobs, the Company notified CWA and IBEW this morning of an EISP offer in certain specific work centers and titles throughout the region. We have the work, we want the work, but clearly the Company’s intent is to move OUR work to Mexico, Canada, the Philippines and India. This is just another example of corporate greed at its best.

     Your Unions remain committed to delivering a contract that meets the needs of the membership. The strength of the bargaining team however continues to be each and every member. Thank you for your continued support.

CWA, IBEW AND VERIZON BARGAINING REPORT
February 17, 2012
Bargaining Report Number: 59

     The Mid-Atlantic bargaining team returned to the bargaining table in Rye New York this week. We returned awaiting the Company’s response to the wage and health care proposals we presented last week. The Company rejected both of the wage and health care proposals. The Company countered very low wage increases as well as a health care proposal with extremely high cost sharing of premiums for both our active and retired members and diminished benefits. This once again demonstrates to the Union bargaining team that the Company is taking a step back in this bargaining process.

     We met with the Company later in the week in order to reject two proposals the Company presented that would lead to an increase in contract labor performing bargaining unit work. At this meeting, we also introduced proposals that would secure bargaining unit work and protect existing members on the payroll.

     The Union will be reviewing the Company’s recent counters and will look to formulate counter proposals when we return to the table next week.

     We cannot stress enough to the membership that the Company is looking to take away things we have fought so hard for with nothing in return.

     The bargaining team needs each and every member to continue to stay involved in all activities and tell this Company that we will fight as long and as hard as we have to in order to get a fair contract for our members.
 

Mid-Atlantic Regional Bargaining Report #58
February 10, 2012
     The Mid-Atlantic Bargaining team continued bargaining this week in Rye, NY. The MidAtlantic team met with the company this week. Some of the proposals we exchanged included those on Jobs, Job Security, Successorship, Union Recognition, Absence, Corporate Profit Sharing, Travel Allowances, Home Garaging and Weekly Paychecks for former GTE employees. The Union also passed a counter proposal on Healthcare. Some proposals have been rejected while others are still being reviewed. The talks have recessed for this week and are scheduled to resume on Monday, February 13, 2012.
     Meetings were also held between sub-committees from the North and the Mid-Atlantic teams. The purpose of these meetings between the two union committees is to make certain we are working in concert with one another and not allowing the Company to divide us in any way.
     Your Union Bargaining Committees are working every day to bring a contract to our members that is fair to all involved. Stay engaged. Stay focused. Mobilize against the Company’s attack on our middle class standard of living.
We will send more updates as they become available.

Jan 27, 2012

     Bargaining continued this week in Rye, NY. In our meetings, the Company rejected the Union’s proposals on the Advisory Committee on Healthcare, Healthcare Benefit Coordinators, Pensions, Corporate Profit Sharing and Meal Allowances. The Company offered counter-proposals on the Advisory Committee on Healthcare and one part of our proposal on pensions.

     We also met and discussed the Company Call Sharing proposal. The Company provided data and answers to some of the questions we asked last week. Some of the answers created more questions and requests for information. Our discussions on call sharing will continue as the Company responds with further data. The talks have recessed for the week and will reconvene on February 6th.

     As we continue to fight back against the concessions the Company is pushing at the bargaining table, we know it will take the commitment of every member and retiree to send a clear message to management this is a fight we intend to win.

Stay engaged. Stay focused on what is going on during this round of bargaining. The Company is attacking our middle class standard of living.

We will send more updates as they become available.
 

Mid-Atlantic Regional Bargaining Report
January 11, 2012
The Mid-Atlantic and New York/New England Bargaining Teams met this morning to review the discussions that have taken place with the Company since we last met before the holiday break. Together, the two committees reviewed the items that still need to be addressed going forward in order for us to reach a successful contract.
 

As previously reported, we spent the last couple of months in off the record sub-committee meetings with the company in an effort to break through on the major issues. We have moved out of the “off the record” subcommittees and are back on the record in formal bargaining sessions.
 

Following the meeting with the NY/NE Bargaining team, we met with the Company and in the morning session, we formally rejected the comprehensive proposal the company passed across the table on October 11, 2011.
 

Here are just a few of the “low-lights” from that proposal:
 

No Wage Increase Offer and No retroactivity on any negotiated items
Sales Commission Plan for Consultants
Significantly increase deductibles, co-pays & implement premium sharing for Health Care Plans
Eliminate the HCBC & RHCBC positions
Significantly increase co-pays in our prescription drug benefit plan
Major diminishment in our benefits including Incidental Absence, Short Term Disability and Medically Restricted Plans
Eliminate the Pension Plan
Eliminate the Pension Cash Out Option
Eliminate the Sickness Death Benefit
Eliminate the Job Security Protections
Increase the movement of work provision to 5%
Change the contractual relocation provision to any move more than 85 miles
Increase the forced Overtime limits
Reduce evening and night differential payments and eliminate Saturday differentials altogether
Eliminate Short Notice Excused Days and the 18% vacation provision
Allow Electronic Recording of Calls
 

Following that, we presented the company with a counter-proposal on call sharing.
 

In the afternoon bargaining session, the union passed to the company a counter proposal on issues related to healthcare. The company asked very few questions and stated they would evaluate these proposals and respond at a later time.
 

Members have been told their participation in mobilization activities is crucial if our members expect to get a good contract. The leadership from both the CWA and IBEW has spread this message to every local president in an effort to get every member involved. If you are reading
this report and you are not participating in these efforts you need to contact your union rep or local union office and get involved. We are more than six months into these negotiations and this company is not feeling the pressure from our members. You have no excuse for sitting back and doing nothing unless you are ready to accept the cuts the company still has on the table.
 

Don’t wait another day. Renew your commitment to do whatever it takes to get a good contract. Get involved now. Only together will we get the fair contract we deserve.

CWA/Verizon Bargaining Report

Dec 14, 2011

     For the past several weeks, the CWA District 1/IBEW Local 2213 and IBEW New England Regional Committees and the CWA District 2-13/ IBEW Mid Atlantic Regional Committees have been meeting at the RyeTown Hilton in Rye, NY. The meetings have been “off the record” discussions in Sub Committees focusing on several major areas of our collective bargaining agreements.
     The Company continues to undermine the bargaining process by not providing information on its partnership with Comcast, Time Warner and Bright House Cable Companies. Your committees demanded that full disclosure of of the Company’s planned partnership be shared with CWA/IBEW to determine the effect on our members. The Company has agreed to provide this information at a meeting of Union and Company leadership tentatively scheduled for next week.
      The sub-committee process of the last several weeks has not had the desired outcome. So no further sub-committee meetings are scheduled.
      After your CWA/IBEW Regional teams receive and evaluate the cable partnership information, formal bargaining sessions will be scheduled. In all likelihood no sessions will be scheduled until after January 1, 2012.
      It is more important than ever that our members continue to mobilize and that EVERY member commit to spending 4 hours per week participating in mobilization activities. Please contact your local for instructions.
     Your bargaining teams thank you for all your support and wish all CWA/IBEW brothers and sisters a joyous holiday season and a happy and healthy New Year.

Remember to wear RED!!!

Now more than ever we need to mobilize!

Mobilize! – Mobilize! – Mobilize!

Mid-Atlantic Regional Bargaining Report
November 22, 2011
    

CWA/Verizon Bargaining Report 10/26/11

Mid-Atlantic Regional Bargaining Report
November 2, 2011
     The Mid-Atlantic Bargaining Team and the Company met on November 1 and November 2 in subcommittees on call sharing, healthcare and sales compensation. Our committees are continuing to push our agenda in each of these subcommittees. We continue to identify inaccurate information the Company has provided in response to our previous data requests. We have informed the company they need to come to these subcommittee meetings with realistic proposals, not the same BS that has gotten us nowhere. We have identified many issues they must address and will continue to meet to work through these issues. Additional subcommittee meetings are scheduled for Thursday and an update will follow.
     This Company continues to feel the pain from our mobilization activities as it continues to attempt to destroy the middle class. They are desperate to convince you, the membership and the public that they are for the middle class. They just fail to point out that they are for the middle class in India and Mexico where they have outsourced many jobs.
     We were advised today that Vz. management has placed large signs stating, "Vz is for the middle class" throughout several office locations, in elevators etc. We should make sure our members are not involved in hanging these signs. Any member directed to hang the signs, should refuse and request other work. As a concerted activity all members should refuse this type of coerced work assignment. We will not tolerate Vz.'s attempt to use our members to work against one another.
     Our members are too smart to fall for this company’s desperate attempt to protect its image and we must keep the pressure on them every day.
Stay Focused! Stay United! Stay Mobilized!

CWA/Verizon Bargaining Report 10/14/11

CWA/Verizon Bargaining Report 10/12/11

CWA/Verizon Bargaining Report 10/11/11

CWA/Verizon Bargaining Report 10/6/11

CWA/Verizon Bargaining Report 10/3/11

CWA/Verizon Bargaining Report 9/15/11

CWA/Verizon Bargaining Report 9/14/11

CWA/Verizon Bargaining Report 9/8/11

CWA/Verizon Bargaining Report 9/7/11

CWA/Verizon Bargaining Report 9/1/11

CWA/Verizon Bargaining Report 8/31/11

CWA/Verizon Bargaining Report 8/25/11

CWA/Verizon Bargaining Report 8/19/11

CWA/Verizon Bargaining Report 8/18/11

CWA/Verizon Bargaining Report 33

CWA/Verizon Bargaining Report 22

CWA/Verizon Bargaining Report 21

CWA/Verizon Bargaining Report 20

CWA/Verizon Bargaining Report 19

CWA/Verizon Bargaining Report 18

CWA/Verizon Bargaining Report 17

CWA/Verizon Bargaining Report 16

CWA/Verizon Bargaining Report 15

CWA/Verizon Bargaining Report 14

CWA/Verizon Bargaining Report 13

CWA/Verizon Bargaining Report 12

CWA/Verizon Bargaining Report 11

CWA/Verizon Bargaining Report 10

CWA/Verizon Bargaining Report 9

CWA.Verizon LOCAL Bargaining Report 2

CWA/Verizon LOCAL Bargaining Report

CWA/Verizon Bargaining Report 8

CWA/Verizon Bargaining Report 7

CWA/Verizon Bargaining Report 6

CWA/verizon Bargaining Report 5- This should be an eye opener!

CWA/Verizon Bargaining Report 4

CWA/Verizon Bargaining Report 3

CWA/Verizon Bargaining Report 2

CWA/Verizon Bargaining Report 1

CWA/Verizon Bargaining Opening Statement