President's Corner
I hope you all had a pleasant holiday period and got to spend quality time with family and friends. With the advent of the New Year, things seem to be picking up. AT&T and new parent company SBC have just negotiated their newest contract with C.W.A. Ratification ballots have gone out and are due back by January 16. As usual healthcare, pensions, and cost shifting were the main stumbling blocks. Our hats go off to Communications and Technologies Vice President Ralph Maly and his bargaining team for again pulling off another "best we can get" contract with an ever changing employer. It is hard to believe that this local only has 3 remaining AT&T members. Our other small bargaining unit, AVAYA has only 4 remaining members as they have recently gone through another round of surplus. The face of the telecommunications industry is in constant change. Competition is here, and we are not the only game in town. As a Union, we are constantly challenged to find new ways to combat our employers and protect our jobs.
At our largest bargaining unit Qwest, management is always tweaking things. Our workforce is down at least 30% from what it was six years ago. We keep hearing they are going to be hiring, however as recently as 1-6-06, Qwest announced a surplus of Outside Sales Reps in the Local Market Sales Organization ("Call to Action" or "Feet on the Street"). Unfortunately, we will be losing 5 more members who have been identified as at risk. They will be leaving the payroll January 31st if they can't find another job through Post and Bid by then. Again, our contract does not cover them under article 19, Force Adjustments and Force Reductions. They are not entitled to the VSPP (Voluntary Separations Payment Plan) or ISPP (Involuntary Payment Plan). They are however entitled to Involuntary Separation Allowance equaling several weeks pay in relation to their Term of Employment. We are here to help these members as best we can and are sorry for their surplus.
Stories in this issue:
Changes within the Central Office Organization are also happening. Several new office assignments have taken place, and the company plans to go back to the 3 and 4 wall concept. Training issues will abound, as well as PRP, temporary reporting locations, and the like. I understand 2 additional techs will be arriving in the near term. I challenge each of you to involve our Executive Board members and Stewards should the need arise. The names and numbers are on the Union bulletin boards in your work location as well as this publication. If they are not, or are missing, call the Union Hall and we will get them to you.
The Construction people ground to a halt at years end due to budget reasons. Splicing jobs were curtailed as capital expenditures were maxed out. Technicians were scattered around to look busy or help out in I&M. Cable Maintenance is once again in a state of flux with new shifts, off shifts and late shifts being implemented in the guise of service commitments. Why would a decision maker choose to put his employees on late shifts or possibly in harms way during the shortest daylight hours of the year? I implore each and every one of you to abide by all safety and work area protection plans the company has in place. If you are missing a piece of necessary equipment, ask for it, demand it. But do not take shortcuts; no job is that important to put your safety in jeopardy. Should you need help in this area please call our safety representatives.
The I&M technicians haven't been left out! As you know a new system called 'Load and Lock" was dreamed up and implemented without an ounce of review or discussion with this Union. It is in the grievance process at the present time. Continue to follow the company program as best you can, we are monitoring it very closely. Once again, I hear of technicians floating in and out of our RCA to "help out" or the company implementing mandatory overtime. It appears we are either not staffed correctly, or they are "controlling costs". It is a demanding time we are currently in. Competition from alternative providers is always ebbing near our shores. We look to our employers for answers, but we get misinformation and confusing behavior instead. I ask that all of you take a more pro active stance in support of this Local. Please read the article in this publication regarding union member code of conduct. "Certain behaviors and attitudes are part of being a good Union member". I look forward to working with our newly elected Executive Board, V.P. Garrett, and newly elected Secretary Treasurer, Jake Williams. Please remember that "U" are the Union!
In solidarity,
Randy Grams, President
Wal-Mart wins Grinch of the Year for Second Year in a Row
With 52% of the 13,134 votes cast, Wal-Mart won the 5th annual online "Grinch of the Year" election sponsored by National Jobs with Justice. Nominated by Wake Up Wal-Mart, the company is criticized for leading the global race to the bottom; boosting profits for their executives on the backs of their employees through low wages, insufficient healthcare, and discrimination.
"Given the competition from Donald Rumsfeld and Verizon Wireless, Wal-Mart should be extremely satisfied to have won the'Grinch of the Year' award", said Fred Azcarate, executive director of Jobs with Justice. "With no end in sight for their continued poor treatment of workers, the communities they live in, and the environment, we suspect that they'll go for a 3-peat next year."
Donald Rumsfeld, the U. S. Secretary of Defense, came in second place with 24% of the votes. Rumsfeld was nominated by the American Federation of Government Employees (AFGE) after he proposed to strip over 600,000 federal employees-men and women dedicated to serving their country-of their collective bargaining rights.
Verizon Wireless, nominated by the Communications Workers of America (CWA), came in third place with 16% of the vote, with the final 8% going to write in candidates-President Bush receiving the bulk of the write-in votes.
The 'Grinch of the Year' awards began locally with Jobs with Justice Coalitions around the country highlighting the greedy grinch in their hometowns. That tradition has remained inmany areas with Governor Mitch Daniels winning in Indiana after threatening to close 80% of the state's social service offices and Ron Lohr of Lohr Distribution winning in St. Louis, MO for permanently replacing their striking beer delivery drivers. Their drivers were striking to protect health care for their families and a reasonable workload for a good wage.
Jobs with Justice is a national campaign for workers rights. Around the country, local Jobs with Justice Coalitions unite labor, community, faith based, and student organizations to build power for working people.
Visit their website at www.jwj.org to learn more about the campaign for workers' rights and economic justice.
1-02-06
As my first contribution to this newsletter, as the new Secretary/Treasurer of CWA Local 7804, I wanted to take this opportunity to thank the members of the Local for showing the confidence and trust by electing me to this position. I very much look forward to the challenge set before me, and hope to carry on the great tradition and respect that Local 7804 has earned through an incredible amount of hard work and fantastic leadership this Local has come to know.
As we move ahead as a union and a work group there are a few thoughts I want to share with you. You don't have to look very hard to realize that there are many challenges and obstacles for the American Union Worker today. Right now is not a Pro-Union time, although I feel that as time goes by you will see a Pro-Union attitude swing back to the present. It becomes clearer and clearer everyday that the employer's main goal is the bottom line, and maybe to a certain degree that should be part of the goal. After all if the companies are not making money then there is no need for employees. But I don't think the bottom line should be the only goal for companies. I think that providing a good safe work environment along with good benefits, a livable wage, and an open, honest line of communication between the employer and the employees should be a part of the overall goal.
But I think it needs to be said, that we as a union carry responsibility too. The attitude or overall way of thinking that the company "owes me" needs to be kept in check. Now before you get all bent out of shape, let me explain what I mean. I think that we as a union need to give the company as much "bang for their buck" as possible. The company is always looking for ways to save money, and we need to make sure that we as a group do everything we can to protect the value we provide to the company. We need to make it so that we are so valuable to the company, that the thought or plan, of doing away with us or outsourcing our jobs is not an option that could be entertained by the company. In the last 7 years, there have been more changes to the Telecommunication Industry than the 70 years before. And while I don't agree with all the moves that the company is trying to accommodate these changes, it needs to be pointed out that one thing that will be constant in our Industry is change. With all the new technology and services that are coming down the pipe, we need to make sure that we as a union are the best qualified and trained work group in the Telecommunications market. If this goal and way of thinking can be obtained we can secure our jobs and the future jobs for many years to come. And having good jobs for current Union members and for future Union generations is one goal that can not be overlooked.
In solidarity and unionism,
Jake Williams
Secretary/Treasurer CWA Local 7804
CODE OF CONDUCT BECOMING OF A UNION MEMBER
The Union should renew the idea that there are certain standards of behavior as a worker and a Union member. Remember, being a member of CWA is a privilege not a right and we are proud to be one.
In the early days of Unionism, before there were complex contracts, Unions often included a Code of Ethics and on-the-job conduct requirements in their Local bylaws or in a "Union Rulebook." The rulebook was written and passed solely by Union members, not negotiated with the employer. It gave guidelines for who should do what, and how Union members should relate to bosses and to each other.
Certain behaviors and attitudes are part of being a good Union member:
- Passing on all relevant information immediately to the Union.
- Spreading the Union position on issues when they come up.
- What is said and why.
- Safety and health come first.
- It is more important to protect jobs than to show management how smart you are.
Likewise, there are certain actions, which are outside the boundaries of "Conduct Becoming of a Union Member".
- Working unsafely because management is in a hurry.
- Complaining to management that a fellow worker is not working hard enough.
- Making suggestions that eliminate jobs.
- Sexual harassment or discrimination.
- Discussing Union business with members of management.
- Snitching to management
Never forget that management has a job to do. They may be friendly to you and make you feel comfortable enough to tell them anything, but if it ever comes down to defending you or putting their job at risk, they will choose their job every time!
Service Anniversaries and Retirements
Janurary: Hank Austin 30 yrs., Laurie Gonce 30 yrs., Kevin Lathrop 10 yrs.
Feburary: Leslie Tower 40 yrs., Carla Gramlich 25 yrs., Jeffrey Grawe 10 yrs., Willie Hellems Jr. 10 yrs., Ray Hall 10 yrs., DeWayne Reichert 10 yrs., Donald Davis 10 yrs.
Retirements: Merle Eickmeyer, Central Office Technician Qwest, 45 years. Ron Devany, Network Technician Qwest, 32 years.
Congratulations to All!
CWA Joe Beirne Foundation
Dear Colleagues: We're ready, once again, to kick off the CWA Joe Beirne Foundation's annual scholarship offerings for the 2006-2007 school year. The Foundation's Board of Directors has approved the awarding of thirty (30) partial college scholarships of up to $3,000 each, and the winners also will receive second-year scholarships for the same amount, contingent upon satisfactory academic achievement.
Eligible for the scholarships are CWA members and their spouses, children and grandchildren, including the dependents of retired, laid off, or deceased members. Applicants must be high school graduates or high school students who will graduate during the year in which they apply. Undergraduate and graduate students returning to school may also apply.
Applications will be available solely online for completion and submission to the Foundation's website: www.cwa-union.org/members/beirne . Applications will be accepted between December 2005 and March 31, 2006 - the final deadline. Early submission of applications is encouraged. The winners will be chosen by lottery from those submitting the required essay. Additional information about the program can be found at the website.
This valuable scholarship program is made possible by the funding of CWA locals. For those locals not yet participating in funding the Beirne scholarships, I urge you to do so. Financial arrangements can be developed to accommodate your local's needs. Please feel free to call my office for information and assistance.
In Unity,
Larry Cohen
President
Officers and Executive Board Members: Left to right, Gregg Sherwood, Secretary Treasurer - Jake Williams, Rick Beaver, Mike Nord, Laurie Gonce, President - Randy Grams, Kevin Lathrop, and Vice President - Dennis Garrett.
Kenny Kenyon, Executive Board.