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Questions and Answers

Please note: While all questions are reviewed, only representative Q&A will be posted on the Web site. Specific questions cannot be addressed in this forum.

Questions and answers added May 25, 2010

Q1: I’m confused by the Mobility Southeast Wage Calculator. Can you explain how it works? – various employees and locations.

A1: The wage calculator was developed to allow bargained employees to look at the estimated impact the tentative agreement will have on their pay.

After entering some basic information, the wage calculator provides information regarding your increase in pay under the tentative agreement, as compared to March 2010. The “Increase in Pay” represents the cumulative effect of your proposed wage increases over the life of the tentative agreement. This includes the proposed annual wage increase, wage progression (if applicable) and $500 lump sum payment. Below is an example of a Customer Service Rep I in wage progression (Step 13) with no overtime.

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Remember, the comparison is based on your wages as of March 2010. Without wage increases or progression increases over the next three years, you would receive $115,600 ($28,900 x four years) in wages. With the wage increases negotiated as part of the tentative agreement, you would receive $131,900 ($31,300 + $32,700 + $33,500 + $34,400) in wages. Therefore, the difference would be $16,300 ($131,900 - $115,600) in increased wages over the life of the tentative agreement.

Q2: How do we figure wage increases if we are moving from one title to another?

A2: It varies depending on which title and step you are in, and which title you are moving to. Here are a few illustrative examples of how wage increases will work for those moving into new titles:

Example I

A CSRI currently performing Tier II Technical support functions has been identified for upgrade to the Customer Support Specialist. The employee is currently at step 11 on the wage table earning $515.00 per week. The employee will be slotted into the new table as follows:

The contractual raise of 2.75% is added to the weekly rate of $515 per week yielding a new weekly rate of $529.50 on the 03/27/2010 CSRI table.

The employee is then slotted into the Customer Support Specialist title on the closest rate (not lower) of the new schedule. The employee is placed at step 6 of the Customer Support Specialist table earning $536 per week and continues in progression.

Example II

A CSRI currently performing Laptop Connect Technical support functions has been identified for upgrade to the Customer Support Specialist. The employee is currently at step 15 on the wage table earning $599.00 per week. The employee will be slotted into the new table as follows:

The contractual raise of 2.75% is added to the weekly rate of $599.00 per week yielding a new weekly rate of $615.50 on the 03/27/2010 CSRI table.

The employee is then slotted into the Customer Support Specialist title on the closest rate (not lower) of the new schedule. The employee is placed at step 12 of the Customer Support Specialist table earning $624 per week and continues in progression.

Example III

A Wireless Tech I has been identified for upgrade to the Wireless Technician title. The employee is currently at step 15 on the wage table earning $1061.50 per week. The employee will be slotted into the new table as follows:

The contractual raise of 2.75% is added to the weekly rate of $1061.50 per week yielding a new weekly rate of $1090.50.

The employee is then slotted into the Wireless Technician title on the closest rate (not lower) of the new schedule. The employee is placed at step 13 of the Wireless Technician title earning $1147 per week and continues in progression.

Q3: How are we supposed to know what step (in the wage band) we are on in regards to the wage calculator?

A3: To find what step you are on in the wage band, multiply your hourly rate by 40 and find the corresponding step in the wage table under the column labled “effective 3/29/09” in Appendix A of the contract (page 42).

Questions and answers added May 12, 2010

Q1: Will the ratification bonus checks be cut separately from our regular checks? – LR; Memphis, Tenn.

A1: If the contract is ratified on or before May 28, 2010, the Year 1 general wage increase and the $500 ratification bonus should be reflected in paychecks on June 18, 2010.

Q2: It is listed that the Workforce Agents with the title of CSR I will be moved to the new Workforce Administrator title.  Where will the current employees in the Workforce Operations Group with the title of CSR II be placed?  Will they remain CSR II or will they be moved to the new Workforce Administrator title? – HS; Baton Rouge, La.

A2: They will remain CSR II. In general, if an employee’s current title and wage scale is higher than his or her new title and wage scale, he or she will be grandfathered in their current title and wage scale until a voluntary job change occurs.

Questions and answers added May 11, 2010

Q1: Does the pay differential provision in regards to opening and closing duties mean whether you open or close the store? If so, can you please explain further? – SW; Altamonte Springs, Fla.

A1: It seems that you are referencing the differential in Article 19, Section 8. When an employee is assigned to relieve for a manager (manager may or may not be on site), the employee receives a 10 percent differential for each hour they are assigned to perform the managerial duties.

Q2: What is the Working Relation Committee? What does the renewed emphasis mean? – MA; Orlando, Fla.

A2: This is a committee composed of representatives from the Company and the Union. They meet as scheduled to discuss various issues of concern for either party.

Q3: Will the joint committee to discuss enhancing aspects of job satisfaction include agents? Can we join the committee? – MA; Orlando, Fla.

A3: The CWA will select its representatives for the committee.

Questions and answers added May 7, 2010

Q1: What is wage progression and who is eligible for wage progression? – RL; Raleigh, N.C.

A1: The wage tables have multiple steps (rates of pay) that employees who are in progression (making less than the top rate for the title) move through until they reach the top of the wage scale.

Q2: What does GWI stand for? – AW; Lafayette, La.

A2: GWI stands for general wage increase.

Q3: Is there more than one choice for bargained-for benefits now? – PB; Orlando, Fla.

A3: Health care is not a subject of this contract.  Health care for AT&T Mobility employees nationwide is bargained separately under a single contract and provided under the National Bargained Benefit Plan.

Q4: The update indicates continued lump sum payout upon retirement or termination. Is this mandatory or can monthly payments be an option? – BA; Atlanta, Ga.

A4: The forms of payment for the Wireless Program under the AT&T Pension Benefit Plan, including annuity options, remain unchanged for employees covered by this agreement. Annuities continue to remain an option.

Questions and answers added May 6, 2010

Q1: Who is eligible for the $500 lump sum cash payment upon ratification? – various employees; various locations

A1: This payment is dependent upon the contract ratifying on or before May 28, 2010. It is paid to all Current (regular and part-time) employees covered by the Mobility Southeast labor agreement who are on the payroll as of the ratification date and payment date. Part-time employees receive the full payment.

Q2: When is the contract going into effect? – JC; Orlando, Fla.

A2: Upon ratification, this proposed new four-year contract goes into effect March 27, 2010 and expires February 7, 2014.

Q3: When will the CWA vote for the ratification of the Mobility Southeast contract? – BM; Johnson City, Tenn.

A3: The union will conduct a vote during the month of May and the results are scheduled to be announced on Friday, May 28. The Company will be notified of the results on that same day.

Q4: Are the changes for the four-year pay schedule meant for the first four years of AT&T employment or are they for the next four years regardless of how long you have been employed? – ME; Greensboro, N.C.

A4: Each employee, assuming they remain on payroll, will receive the general wage increases for each year of the four-year agreement, regardless of how long he or she has been with the company.

Q5: Does this increase and bonus apply to those employees who are capped out on pay? – HJ; Marietta, Ga.

A5: If the contract is ratified on or before May 28, 2010, the ratification bonus is payable to all current employees (see Q&A #1above). As for the increase, employees who are at the top of their wage progression table will receive the general wage increase. Employees who are over the top of the wage progression table will receive the increase as a lump sum payment on or around the yearly anniversary date.

Questions and answers added May 4, 2010

Q1. What is being negotiated here?

A1. This bargaining involves economic issues such as wages and pension as well as work rules for employees in CWA District 3. Benefits are bargained separately.

Q2. What states are covered by the current negotiations?

A2. The current negotiations cover CWA District 3 (AT&T’s Southeast Region), which includes Alabama, Florida, Georgia, Kentucky, Louisiana, Mississippi, North Carolina, South Carolina, and Tennessee.

Q3. What about the other CWA Districts?

A3. The economic contract for District 6 was negotiated in 2008 and Districts 1, 2, 4, 7, 9, and 13 in January 2009; Puerto Rico will be negotiated in 2011.

Q4. What is the bargaining schedule?

A4. Bargaining will open on Monday, Mar. 29, 2010. The contract expires at 11:59 p.m. on Friday, Apr. 16, 2010.

Q5. Where will bargaining take place?

A5. Atlanta, Ga.

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