The Problem

AT&T has recently begun asking its employees to “Review” a new policy which requires reporting on- and off-duty misconduct. We feel this policy vastly intrudes into the personal, private lives of our members and their families. Because AT&T has made their policy “AT&T Proprietary (Restricted),” we are not allowed to reproduce it here, but we can tell you that, depending on where you live and what your job-title is, you may be required to report any involvement with law-enforcement, even jaywalking(!) whether or not you are even guilty. Even if it happens off the clock, on your own time and even if you are innocent! In this policy, AT&T warns that, even before it is determined that you are guilty of the offense, regardless of what the offense is or whether it took place on or off the clock, AT&T may still terminate you.

Imagine a scenario where you are in a dispute with a neighbor or with your ex; as can sometimes happen, police are called and charges are filed against you, right or wrong. Often, cooler heads will later prevail and charges are dropped. However, if you work at AT&T, you are required to report all misconduct, upon pain of termination! So, now AT&T management knows all about the incident, which may involve your family, you, your neighbors, etc. If AT&T decides that the situation could affect the Company, or your work, AT&T may fire you even though the charges were dropped/dismissed!

Your Local is attempting to get more information from AT&T on why it needs so much sensitive personal information about its employees’ personal lives, and potentially the lives of their families. We believe that AT&T should have submitted such a draconian policy to the CWA leadership during the just-completed bargaining so that the Union would have a chance to bargain this important issue on behalf of its members. Instead, AT&T just completed bargaining with CWA District 4 without ever mentioning that it wanted so much access into the personal lives of CWA families, and that our jobs would be on the line subject to the whim of HR.

Help us fight this..

We strongly urge our members to decline to review this policy. If your supervisor orders you to do so, politely refuse and ask your supervisor if it is mandatory. If your supervisor says that it is mandatory, then comply with your supervisor’s direction and immediately file a grievance through your union steward.

CWA/AT&T Midwest ratification results

51.6% Yes, 48.4% No, with 56.8% return

With a majority of eligible voters participating, members that work for AT&T Midwest Core and Global COS voted in favor of ratifying the tentative agreements reached on May 13, 2015 with AT&T.  The vote count was conducted by 36 members from 13 different locals across the District.

“Although it was a close vote, it shows the continued appreciation our members have for the work of our bargaining committee,” stated District 4 Vice President Linda Hinton.  “In these tough times, our committee was able to get a contract that enhanced both our employment security and our standard of living.”

The contractual wage increases are retroactive to April 12, 2015, and the benefit changes do not take effect until January 1, 2016.  We don’t know yet the exact date when the raises will be reflected in paychecks, but expect it within weeks, and the retroactive pay a few weeks following that.  As soon as we have a certain date, we will advise Local Presidents.

In Solidarity,

Linda L. Hinton

Vice President

CWA District 4