TO EMPLOYEES · attention of new employees the relationship between the parties and the Union’s role as the bargaining representative of employees.’’ Company representatives,

TO EMPLOYEES:

Here is your copy of the Labor Agreements between the CommunicationsWorkers of America (“CWA” or the “Union”) and Southwestern Bell Telephone Com-pany, SBC Advanced Solutions, Inc., AT&T DataComm, Inc., AT&T Operations,Inc., AT&T Services, Inc., and SBC Telecom, Inc. (collectively referred to as the“Company” or “Management”). The Communications Workers of America is theofficial bargaining representative for all employees in your collective bargaining unit.This official relationship carries with it serious obligations and responsibilities whichthe Company and the Union are determined to fulfill. As a sign of good faith be-tween the Company and the Union, a “Responsible Union-Company Relationship”clause is included in the Agreements which also govern your wages, hours, andworking conditions. This clause reads:

“ARTICLE VIIIRESPONSIBLE UNION-COMPANY

RELATIONSHIP

The Company and the Union recognize that it is in the best interests ofboth parties, the employees, and the public that all dealings between themcontinue to be characterized by mutual responsibility and respect. To en-sure that this relationship continues and improves, the Company and theUnion and their respective representatives at all levels will apply the termsof this Agreement fairly in accord with its intent and meaning and consis-tent with the Union’s status as exclusive bargaining representative of allemployees in the Bargaining Unit. Each party shall bring to the attentionof all employees in the Bargaining Unit, including new hires, their purposeto conduct themselves in a spirit of responsibility and respect and the mea-sures they have agreed upon to ensure adherence to this purpose.

Further, during the orientation of new hires, each party will bring to theattention of new employees the relationship between the parties and theUnion’s role as the bargaining representative of employees.’’

Company representatives, particularly the first level of supervision, have theday-to-day responsibility to deal reasonably and in good faith with Union represen-tatives. To continue the tradition of responsible relations between the Companyand the Union, it is the intent of both organizations to deal with one another at alllevels in a sincere, honest, and businesslike manner.

COMMUNICATIONS SOUTHWESTERN BELLWORKERS OF AMERICA TELEPHONE COMPANY

SBC ADVANCED SOLUTIONS, INC.AT&T DATACOMM, INC.AT&T OPERATIONS, INC.AT&T SERVICES, INC.SBC TELECOM, INC.

By: ____________________________ By: ___________________________Joe Croci

Vice President Vice PresidentDistrict 6 Labor Relations

Claude Cummings, Jr.

2013LABOR

AGREEMENTS

Communications Workers of America

and

AT&T Southwest

Southwestern Bell Telephone CompanySBC Advanced Solutions, Inc.

AT&T DataComm, Inc.AT&T Operations, Inc.

AT&T Services, Inc.SBC Telecom, Inc.

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2013 DEPARTMENTAL AGREEMENT

Article Title PageI. Recognition and Establishment

of the Unit ............................................... 1II. Classification of Employees ........................ 2

III. New Job Titles ............................................ 4IV. Basis of Compensation ................................ 6V. Cost-Of-Living Allowance .......................... 13

VI. Hours of Work ............................................ 13VII. Work Schedules .......................................... 21

VIII. Holidays ...................................................... 23IX. Vacations ..................................................... 26X. Excused Work Days .................................... 35

XI. Absences From Duty ................................... 37XII. Seniority ...................................................... 42

XIII. Job Vacancy ................................................ 43XIV. Promotional Pay Treatment ......................... 48XV. Temporary Work in Higher Positions ......... 51

XVI. Travel .......................................................... 56XVII. Force Adjustment ........................................ 68

XVIII. Severance Payments .................................... 83XIX. Grievances ................................................... 89XX. Union Representation .................................. 92

XXI. Agency Shop ............................................... 92XXII. Deduction of Union Dues ........................... 93

XXIII. Notice of Promotions andTransfers of Union Officers,Elected Stewards, andDesignated Representatives ..................... 95

XXIV. Safety and Health ........................................ 96XXV. Contract Work ............................................. 97

XXVI. Prior Agreements ........................................ 98XXVII. Duration ...................................................... 99

Appendix A ................................................. 100Appendix B ................................................. 103

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Article Title PageAppendix C ................................................. 115

Supplemental Statements ........................ 127Appendix D ................................................. 136Appendix E ................................................. 142Appendix F ................................................. 146Appendix G ................................................. 154Appendix H ................................................. 158Appendix I .................................................. 159

Supplemental Statements ........................ 166Appendix J .................................................. 179

Supplemental Statements ........................ 181

2013 AGREEMENT OF GENERAL APPLICATION

I. Collective Bargaining Procedure ................ 195II. Service Interruption ..................................... 196

III. Unusual Grievances .................................... 197IV. Arbitration ................................................... 197V. Expedited Arbitration .................................. 200

VI. Leaves of Absence forUnion Representatives onUnion Business ....................................... 203

VII. Pensions, Disability Benefits,and Death Benefits .................................. 208

VIII. Responsible Union-CompanyRelationship ............................................ 209

IX. Nondiscrimination ....................................... 209X. Technology Change .................................... 210

XI. Common Interest Forums ............................ 212XII. Training/Retraining ..................................... 214

XIII. Prior Agreement .......................................... 217XIV. Duration ...................................................... 218

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OTHER AGREEMENTS

Memorandum of UnderstandingRegarding Part-Time

Page

Employees ............................................... 219Motor Vehicle Usage Program .................... 223Memorandum of Agreement

(Armed Forces Leaveof Absence) ............................................. 225

MISCELLANEOUS

Monthly Benefit TablesFor Pensions ............................................ 230

The Strategic Alliance Statement ofRenewed Commitment to thePrinciples of Cooperative Union-Management Relations ............................ 235

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INDEX

PageA

Absences From Duty ............................................... 37Funerals ............................................................... 39Grievance Meetings ............................................. 89Illness

Number of Waiting Days ................................. 41Payment ........................................................... 41

Jury, Witness, Voting, and Election Duty ........... 39Leaves of Absence ............................................... 37Military Training and Emergency Duty ............... 38Quarantine ........................................................... 42

Absentee .................................................................. 25Active Duty in Armed Forces .................................. 225Adequate Rest .......................................................... 17Agency Shop ........................................................... 92Agreement of General Application .......................... 195Americans with Disabilities Act (ADA) .................. 210Appendix A ............................................................. 100Appendix B .............................................................. 103Appendix C .............................................................. 115Appendix D ............................................................. 136Appendix E .............................................................. 142Appendix F .............................................................. 146Appendix G ............................................................. 154Appendix H ............................................................. 158Appendix I ............................................................... 159Appendix J ............................................................... 179Arbitration

Expedited ............................................................. 200Regular ................................................................. 197

Assigned Overtime .................................................. 19Assignment of Nonworking Days ........................... 16

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PageA

Authorization for Union Dues ................................. 93Authorized Holidays ................................................ 10, 23Automobile Mileage Expense .................................. 66

BBasis of Compensation ............................................ 6

Appendix I Employees ........................................ 167Appendix J Employees ........................................ 182

Bilingual Differential ............................................... 54

CCallout Time ............................................................ 16Calls for Special Duty .............................................. 68Carfare Payments ..................................................... 21Classification Differentials (See

Temporary Work in Higher Positions) ................ 51Classification of Employees

Regular Employees .............................................. 2Temporary Employees ......................................... 2Occasional Employees ......................................... 2Full-Time Employees .......................................... 3Part-Time Employees .......................................... 3, 219Term Employees .................................................. 182

Clerical EmployeesNight Differentials ............................................... 11Wage Rates (Appendix E) ................................... 142Wage Rates (Appendix I) .................................... 161

Collective Bargaining Procedure ............................. 195

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PageC

Common Interest Forums ........................................ 212Compensation .......................................................... 6Console Operators

Overtime .............................................................. 10Contract Work ......................................................... 97Cooperative Union-Management Relations ............. 235Cost-Of-Living Allowance ...................................... 13

DDay Tours ................................................................ 15Deduction of Union Dues ........................................ 93Departmental Agreement ......................................... 1Designated Holiday ................................................. 23Differentials ............................................................. 11Dismissals

Arbitration of ....................................................... 198Severance Payments ............................................ 83

Divided Tours—Extra Payments ............................. 21Downgrade .............................................................. 69Dues ......................................................................... 92Duration of Agreements ........................................... 99, 218

EElection Duty ........................................................... 39Employment Terminations ...................................... 83

After Leave of Absence ....................................... 83Amount of Payment ............................................. 84Reasons for Payment ........................................... 83Treatment if Rehired ............................................ 88

Exchanges and Job VacancyScopes (Appendix F) ........................................... 146

Additions to Exchange List ............................. 5Excused Work Days ................................................ 35Expanded Force Adjustment Area ........................... 70Expedited Arbitration .............................................. 200Extra Payments on Divided Tours ........................... 21

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PageF

Floating Holidays .................................................... 23Force Adjustment ..................................................... 68

Downgrade .......................................................... 69Expanded Force Adjustment Area ....................... 70Force Adjustment Area ........................................ 70Involuntary Severance Payment Table ................ 86Job Group ............................................................ 69Lateral Transfer .................................................... 69Layoffs ................................................................. 77Maximum Rate of Pay ......................................... 69Moving Expenses ................................................ 81Procedures ........................................................... 71Reassignment Pay Protection Plan (RPPP) .......... 77Recall Rights ........................................................ 82Reduction in Force Before Layoffs ...................... 71Reemployment—Wage Credit ............................. 83Rehire Rights ....................................................... 82RPPP Payout Table .............................................. 78Seniority .............................................................. 69Surplus Transfer Request ..................................... 70Surplus Work Group ............................................ 69Temporary Layoff ................................................ 83Voluntary Severance Candidate Request ............. 70Voluntary Severance Payment Table ................... 87Wage Treatment ................................................... 77

Full-Time Employees .............................................. 3Full-Time Tours ....................................................... 14Funerals ................................................................... 39

GGrievances ............................................................... 89

Formal Grievance ................................................ 89Informal Grievance .............................................. 92Pay for Attendance at Meetings ........................... 91Time Limit for Filing ........................................... 89

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PageG

Time Limit for Meetings to be Scheduled ........... 90Travel To and From Meetings ............................. 91Unusual ................................................................ 197

HHolidays ................................................................... 23

Absentee .............................................................. 25Authorized ........................................................... 23Designated ........................................................... 24Eligibility ............................................................. 24Falling on Sunday ................................................ 24Floating ................................................................ 24Part-Time Employees .......................................... 25Pay

Holiday Allowance .......................................... 24Time Worked ................................................... 24

Tours .................................................................... 24Within a Vacation Period ..................................... 27

Hours of Work ......................................................... 13Additional Payment for Night Work on

Christmas Eve and New Year’s Eve—Appendix D ..................................................... 21

Adequate Rest ...................................................... 17Appendix A Employees ....................................... 15Appendix D Employees ....................................... 16Appendix I Employees ........................................ 170Assigned Overtime .............................................. 19Assignment of Nonworking Days ....................... 16Callout Time ........................................................ 16Extra Payments on Divided Tours ....................... 21Normal Work Week ............................................. 13On Call Duty ........................................................ 19Relief Periods ....................................................... 20Standby Duty ....................................................... 18Tours .................................................................... 13

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ix

IIllness

Page

Associated with Vacation .................................... 29First Seven Days .................................................. 41Payment for Absence ........................................... 41Preceding or Following a Holiday ....................... 25Waiting Period ..................................................... 41

Immediate Family .................................................... 39Involuntary Severance Payment Table .................... 86IRS-Allowed Travel Maximums .............................. 68

JJob Groups (Appendix G)

Additions, Deletions, or Rearrangementsto Job Groups ....................................................... 5

Job Groups List ........................................................ 154Job Titles

Establishing New Job Titles ................................ 4Establishing Wage Levels .................................... 4Notification to the Union ..................................... 4

Job Vacancy ............................................................. 43Employee Retreats ............................................... 47Job Vacancy Requests ......................................... 43Order of Consideration ........................................ 46Selection .............................................................. 46Time-In-Title and Location .................................. 43Vacancy Definition .............................................. 45

Job Vacancy Scopes (Appendix F) .......................... 146Jury, Witness, Voting, and Election Duty ............... 39

LLaundry .................................................................... 63Layoffs ..................................................................... 77Lateral Transfer ........................................................ 69Leaves of Absence ................................................... 37

Union Business .................................................... 38, 203Lodging Expense ..................................................... 61

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PageM

Maximum Rates ....................................................... 6Memorandum of Agreement

(Armed Forces) .................................................... 225Military Duty

Active Duty .......................................................... 225Training and Emergency Duty ............................. 38

Minimum Rates ....................................................... 6Motor Vehicle Usage Program ................................ 68, 223Moving Expenses .................................................... 81

NNet Credited Service ................................................ 42

Tie-Breaker .......................................................... 42Night Differentials ................................................... 11

Cable Splicing Technicians ................................. 11Company Schools ................................................ 12Operating Employees ........................................... 12Part-Time Employees .......................................... 12

Night Tours .............................................................. 15Night Work Rotation – Cable Splicers ...................... 134Nondiscrimination ................................................... 209Nonworking Day ..................................................... 16Normal Tour ............................................................ 13Normal Work Week ................................................. 13Notice of Promotions and Transfers of Union

Officers, Elected Stewards, andDesignated Representatives ................................. 95

OOccasional Employees ............................................. 2On Call Duty ............................................................ 19Operating Employees

Additional Payment for Night Work—Christmas Eve and New Year’s Eve ................ 21

Assignment of Hours ........................................... 16Carfare Payments ................................................. 21

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PageO

Night Differentials ............................................... 12Night Tours .......................................................... 16Relief Periods ....................................................... 20Seniority Lists ...................................................... 16Sunday Work ....................................................... 10

Outside Contractors ................................................. 97Overnight Temporary Assignment .......................... 59Overnight Travel Allowance ................................... 65Overtime

Assigned .............................................................. 19Authorized Holidays ............................................ 10Central Office Assistants ..................................... 10Console Operators ............................................... 10Non-Operating Employees .................................. 8Operating Employees ........................................... 9Part-Time Employees .......................................... 9Sunday Work ....................................................... 10

PParking ..................................................................... 62Partial Per Diem Allowance ..................................... 64Part-Time Employees

Classification ....................................................... 3Equivalent Work Week ........................................ 3Excused Work Days ............................................ 35Holidays ............................................................... 25Memorandum of Understanding .......................... 219Night Differential ................................................. 12Overtime .............................................................. 9Sunday Work ....................................................... 11Tours .................................................................... 14Vacations ............................................................. 30

Pension Band Tables ................................................ 231Pensions, Disability Benefits, and Death Benefits ... 208Per Diem Allowance ................................................ 59Personal Car Use—Company Business ................... 66

67 Personal Car Use—Reimbursement ........................

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PageP

Prior Agreements ..................................................... 98, 217Progression Plan ...................................................... 6

During Total Disability ........................................ 7Following Upgrading ........................................... 7

Specific Job TitlesBuilding Maintainer ..................................... 7Driver-Tractor Trailer .................................. 8

Promotions and Transfers of Union Officers, Elected Stewards, and DesignatedRepresentatives ................................................ 95

Promotional Pay Treatment ................................. 48Titles and Step Down Guide ............................ 49

RRates of Pay ............................................................. 6Reassignment Pay Protection Plan (RPPP) .............. 77

RPPP Payout Table .............................................. 78Recall Rights ............................................................ 82Recognition and Establishment of the Unit ............. 1Reduction in Force (Force Adjustment) .................. 68Reemployment—Wage Credit ................................. 83Regular Employees .................................................. 2Regular Place of Reporting ...................................... 56Regular Reporting Zone .......................................... 57Rehiring After Layoff .............................................. 82Relief Differential .................................................... 54Relief Periods ........................................................... 20Responsible Union-Company Relationship ............. 209Retreats .................................................................... 47

SSafety and Health ..................................................... 96Same Day Temporary Assignment .......................... 58Same Day Travel Allowance ................................... 58Seniority .................................................................. 42, 69Service Interruption ................................................. 196Sessions ................................................................... 13

xiii

PageS

Severance Payments ................................................ 83Dismissal ............................................................. 84Involuntary Severance Payment Table ................ 86Rehired Employees .............................................. 88Resignations ......................................................... 84Voluntary Severance Payment Table ................... 87

Shortened Tours ....................................................... 14Sickness (See Illness) ............................................... 40Standby Duty ........................................................... 18Sunday Tours ........................................................... 15Sunday Work ........................................................... 10Supervisor’s Manual ................................................ 135Supplemental Statements

Appendix C .......................................................... 127Appendix I ........................................................... 166Appendix J ........................................................... 181

Surplus Transfer Request ......................................... 70Surplus Work Group ................................................ 69

TTechnology Change ................................................. 210Telephone Calls Home............................................. 67Temporary Employees ............................................. 2Temporary Layoff .................................................... 83Temporary Work in Higher Positions ...................... 51

Appendix I Employees ........................................ 176Bilingual Differential ........................................... 54Clerical ................................................................. 51Craft ..................................................................... 52Noncraft ............................................................... 53Operating ............................................................. 53Relief Differential:

Appendix B-Contact ........................................ 54Appendix I-Contact ......................................... 54

All Other .............................................................. 55Tie-breaker, NCS ..................................................... 42

xiv

PageT

Time-In-Title and Location ...................................... 43Tours

Defined ................................................................ 14Assignment of

Appendix A ..................................................... 15Appendix D ..................................................... 16

Holiday ................................................................ 24Trade Time (Less Than Ten Minutes) ..................... 8Training/Retraining .................................................. 214Travel ....................................................................... 56

Calls for Special Duty .......................................... 68Changes in IRS-Allowed Travel Maximums ....... 68Laundry ................................................................ 63Overnight Temporary Assignment ...................... 59Overnight Travel Allowance ............................... 65Parking ................................................................. 62Partial Per Diem Allowance ................................. 64Per Diem Allowance ............................................ 59Personal Car Usage on Company Business ......... 66Personal Car Use—Reimbursement ..................... 67Regular Place of Reporting .................................. 56Regular Reporting Zone ...................................... 57Residence ............................................................. 57Same Day Temporary Assignment ...................... 58Same Day Travel Allowance ............................... 58Telephone Calls Home......................................... 67Travel Day ........................................................... 58

UUniformed Services Leave ....................................... 225Union Dues .............................................................. 93Union Leaves of Absence ........................................ 38, 203Union Representation .............................................. 92Unusual Grievances ................................................. 197Use of Personal Car ................................................. 66

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PageV

Vacations ................................................................. 26Buy-Back ............................................................. 34Eligibility ............................................................. 26Day-At-A-Time ................................................... 30Holiday During Vacation ..................................... 27Illness During Vacation ....................................... 29Leaves of Absence Prior to Vacation ................... 29Pay

Full-Time Employees ...................................... 30Part-Time Employees ...................................... 30

Rescheduling Vacation Due to Illness ................. 29Reserve Week ...................................................... 32Scheduling ........................................................... 30Separation Prior to Vacation ................................ 27

Voluntary Severance Candidate Request ................. 70Voluntary Severance Payment Table ....................... 87Voting Duty ............................................................. 39

WWage Administration

Basis of Compensation ........................................ 6Cost-Of-Living Allowance .................................. 13Promotional Pay Treatment ................................. 48

Wage Schedules ....................................................... 6Wage Rates

Appendix A ......................................................... 102Appendix B .......................................................... 107Appendix C .......................................................... 118Appendix D ......................................................... 138Appendix E (Clerical, Appendices A, B, C & D) 142Appendix I ........................................................... 161Appendix J ........................................................... 180

Witness in Court ...................................................... 39Work Day ................................................................ 14Work Groups—Force Adjustment ........................... 69

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PageW

Work Schedules ....................................................... 21Change of Day Off or Scheduled Hours .............. 23Nonworking Days ................................................ 16Scheduled Tour and Hours .................................. 22

Work Stoppage ........................................................ 196Work Week .............................................................. 13

1

2013 DEPARTMENTAL AGREEMENT

THIS AGREEMENT is made as of February 6, 2013, andeffec-tive as of April 7, 2013, by and between COMMUNICATIONSWORKERS OF AMERICA (hereinafter called the "Union"),and SOUTHWESTERN BELL TELEPHONE COMPANY, aMissouri corporation, SBC ADVANCED SOLUTIONS, INC.,a Delaware corporation, AT&T DATACOMM, INC., a Dela-ware corporation, AT&T OPERATIONS, INC., a Delaware cor-poration, AT&T SERVICES, INC., a Deleware corporation, andSBC TELECOM, INC., a Delaware corporation (hereinafter col-lectively called the “Company” or “Management”). The Unionand the Company agree, subject to any applicable provisions ofthe 2013 SETTLEMENT AGREEMENT, as follows:

ARTICLE IRECOGNITION AND

ESTABLISHMENT OF THE UNIT

Section 1. The Company hereby continues to recognizethe Union as sole collective bargaining agent for those em-ployees of the Company with the job titles and job classifica-tions listed in Appendices A, B, C, D, I, and J of thisAgreement and as subsequently established under Article IIIof this Agreement, excluding confidential and professionalemployees, guards, and supervisors as defined in Section2.(11) of the National Labor Relations Act, as amended.

Section 2. Nothing herein shall be construed as authorizingthe inclusion of any employee or employees not properly includ-ible in the above-described Bargaining Unit, nor shall be con-strued as a waiver or forbearance on the part of the Union of anyright to represent any employee or employees properly includ-ible in such Bargaining Unit as contemplated under the NationalLabor Relations Act as now or hereafter amended or superseded.

Section 3. The provisions contained in Articles I throughXXVII of this Agreement apply to all Bargaining Unit em-ployees, except as indicated to the contrary.

2

ARTICLE IICLASSIFICATION OF EMPLOYEES

(For Appendix J employees, refer toAppendix J, Supplemental Statement 1.)

Section 1. For the purpose of this Agreement, all employ-ees are classified into one of the classifications as defined inSection 2.

Section 2.

a. Regular Employees. A regular employee is one whois engaged for the usual activities of the business andwhose employment is reasonably expected to continuefor longer than eighteen (18) months, although it maybe terminated earlier by action on the part of the Com-pany or the employee.

b. Temporary Employees. A temporary employee isone who is engaged for a specific project or a limitedperiod, with the definite understanding that his or heremployment is to terminate upon completion of theproject or at the end of the period, and whose employ-ment is expected to continue for more than three (3) con-secutive weeks, but not more than eighteen (18) months.

c. Occasional Employees. An occasional employee isone who is engaged on a daily basis for a period of notmore than three (3) consecutive weeks; or for a cumula-tive total of not more than thirty (30) days, in any cal-endar year, regardless of the length of daily or weeklyassignments. An occasional employee who actuallyworks or is engaged to work in excess of three (3) con-secutive weeks or thirty (30) days in a calendar yearshall be reclassified as a regular or a temporary, full-time or part-time employee as appropriate.

Section 3. Employees who are classified as Regular orTemporary as defined in Section 2. above, will be further

3

classified as either full-time or part-time as defined below:

a. Full-Time. A full-time employee is one who is em-ployed and scheduled to work forty (40) hours (or itsequivalent for Operating employees) in a calendar week,except for Appendix J employees.

b. Part-Time. A part-time employee is one who is em-ployed and normally scheduled to work less hours peraverage month than a comparable full-time employee inthe same job title, classification, and work group work-ing the same normal daily tour.

Note A. The classification of a part-time employee isbased on the employee’s “part-time equivalent workweek” which shall be initially determined by divid-ing the employee’s anticipated scheduled hours permonth by 4.35 and rounding the result to the nexthigher whole number. (Illustration: 68 hours permonth divided by 4.35 equals 15.6, rounded to a“part-time equivalent work week” classification of16.)

Note B. The “part-time equivalent work week” classifi-cation of each part-time employee shall be recalcu-lated by the Company no less often than every six (6)months on April 1 and October 1 of each year, basedon the actual average number of hours worked permonth during the preceding six (6)-month period. Therecalculated “part-time equivalent work week” clas-sification shall be placed in effect if it differs by morethan plus or minus three (+/–3) hours from theemployee’s current “part-time equivalent work week”classification, or if it would change the employee’scurrent premium payment percentage for the Medi-cal, Dental, and Vision Plans, as described in the“Memorandum of Understanding Regarding Part-Time Employees,” in the 2013 Labor Agreements,paragraph 5., a., b., and c. Any hours worked which

4

are paid at the overtime rate shall not be counted incomputing the average number of hours worked.

ARTICLE IIINEW JOB TITLES

Section 1. Whenever the Company determines it appro-priate to create a new job title in the Bargaining Unit or re-structure an existing job title, it shall notify the Vice Presi-dent of the Union in writing. Restructure, for purposes of thisArticle, shall be limited to those situations in which the re-structure of the duties of an existing job title is so significantthat the associated job description is no longer representativeof the major functions of the restructured job. Such notifica-tion shall include the job title, the job description of the du-ties for such job title, and the initial Wage Schedule for suchjob title. The initial Wage Schedule shall be classified as tem-porary.

Section 2. Following such notice to the Union, the Com-pany may proceed to staff such job title.

Section 3. The Union shall have the right, within thirty(30) days from receipt of notice from the Company, to ini-tiate negotiations concerning the initial Wage Schedule es-tablished as temporary by the Company.

a. If negotiations are not so initiated within thirty (30) daysas outlined in Section 3. above, the temporary designa-tion shall be removed. If negotiations are so initiated,and agreement is reached between the parties withinsixty (60) days following the receipt of notice from theCompany, the agreed-upon Wage Schedule shall imme-diately replace the Wage Schedule designated as tem-porary.

b. If negotiations are so initiated and the parties are unableto reach agreement within sixty (60) days following re-

5

ceipt of notice from the Company, the issue of an ap-propriate Wage Schedule shall be subject to a bindingmediation process. A mediation conference shall be heldas soon as possible following the conclusion of negotia-tions, but no later than ninety (90) days from receipt ofnotice from the Company.

(1) If agreement is reached in the mediation process, theagreed-upon Wage Schedule shall immediately re-place the Wage Schedule designated as temporary.

(2) If no agreement is reached in the mediation process,each party shall submit a final proposed permanentWage Schedule to the mediator at the conclusion ofthe mediation conference. The mediator shall deter-mine which of the final submissions is appropriate,taking into account the facts, discussions and argu-ments presented by the parties during the confer-ence. The Wage Schedule designated by the media-tor shall immediately replace the Wage Scheduledesignated as temporary.

c. The mediator used in the mediation process referred toin paragraph b. above, shall be selected by mutual agree-ment from a list of five (5) mediators compiled by theAmerican Arbitration Association. Such individuals onthe list shall possess acknowledged expertise in the areaof job evaluation.

Section 4. The Company agrees to notify in writing theVice President of the Union of the addition of an Exchangeto Appendix F, Exchanges and Job Vacancy Scopes, of theDepartmental Agreement when the Company intends to ini-tially locate employees in such Exchange.

Section 5. The Company agrees to notify in writing theVice President of the Union of any additions, deletions, orrearrangements to the Job Groups contained in Appendix G

6

of the Departmental Agreement. Following such notice to theUnion, the Company may implement the identified modifi-cations to the Job Groups for the purposes of Article XVII,Force Adjustment, application. Within thirty (30) days fromreceipt of notice from the Company, the Union shall havethe right to initiate negotiations with the Vice President-Labor Relations concerning such Job Group modifications.

ARTICLE IVBASIS OF COMPENSATION

(For Appendix I employees, refer toAppendix I, Supplemental Statement 1.)


Section 1. Rates of Pay.

a. The Wage Schedules for all job titles shall be as set forthin Appendices A through E.

b. Minimum Rates. Each employee who enters the ser-vice of the Company shall begin employment at theminimum wage rate for the appropriate job title andschedule, except that appropriate allowance over suchminimum rate may be made by the Company for an em-ployee who has had previous experience or training con-sidered to be of value.

c. Maximum Rates. The applicable maximum rates areset forth in the Wage Schedules included as Appendi-ces A through E.

Section 2. Progression Plan. Progression increasesshall be in accordance with the following:

a. Increase to the next higher rate as provided for in theapplicable Wage Schedules included as Appendices Athrough E shall be after a progression interval equal to

7

the difference in months between 1) the wage length ofservice shown by the applicable Wage Schedule for suchnext higher rate, and 2) that shown for the employee’scurrent wage rate.

b. Increase dates will be at six (6) month intervals, or atsuch other intervals as may be specified in the applicableWage Schedules.

c. No wage increase shall become effective during a pe-riod of total disability which is continuous for eight (8)days or more.

d. Progression Following Upgrading. The length ofconsideration intervals for progression increases follow-ing upgrading shall be as provided in the Wage Sched-ules for the classification or job to which upgraded. Theconsideration interval for the first progression increasefollowing upgrading shall begin with the date previouslyestablished for progression on the schedule of the job orclassification from which upgraded except that if thewage rate step is established as the result of a step downfrom maximum as provided in Article XIV, PromotionalPay Treatment, of the 2013 Departmental Agreement, anew progression date shall be established in accordancewith paragraph a. preceding.

Section 3. The following treatment shall be accorded tothe job titles of Building Maintainer and Driver-TractorTrailer:

a. Building Maintainer. In those buildings where three(3) or more regular full-time House Service Maintainersare employed and where the title of Building Mechanicor Air Conditioning Specialist is not currently in use,not to exceed one (1) employee from the regular HouseService Maintainer force in any such building shall beassigned the title Building Maintainer. Building

8

Maintainers shall continue to perform house servicework, and any of the duties normally performed byBuilding Maintainers shall be carried out by House Ser-vice Maintainers to the extent required.

b. Driver-Tractor Trailer. The basic weekly wage ratesfor Driver-Tractor Trailer shall be twenty-five (25) dol-lars higher than each corresponding step of the SuppliesAttendant’s Schedule. The amount of increase and pro-gression interval shall be that which would apply for aSupplies Attendant rate, which is lower by twenty-five(25) dollars. In determining what wage rate shall applyin the event a Driver-Tractor Trailer is transferred to an-other occupation, the rate of the Driver-Tractor Trailershall be used for purposes of determining the applicablenew rate.

Section 4. Overtime at One and One-Half Times theBasic Hourly Rate.

a. Except for Operating employees, certain part-time em-ployees identified in paragraph c. below, Console Op-erators, and Central Office Assistants, compensation atthe rate of one and one-half (11/2) times the basic hourlyrate shall be paid to employees for all time of ten (10)minutes or more worked at the Company’s request ei-ther before or after the scheduled tour (except on an Au-thorized Holiday), or for work time in excess of forty(40) hours worked on scheduled tours (except on an Au-thorized Holiday) in any calendar week (except as maybe otherwise required by law).

Note: Time worked less than ten (10) minutes in excessof scheduled tours shall be treated as normal tradetime, and the time shall not be accounted for on workreports. This is in recognition of the fact that becauseof practical considerations or uncontrollable circum-stances, employees occasionally will quit work a fewminutes before or after the end of their scheduled tour.

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Such differences in work time shall be “traded out”on days following, in the same week. Trade time mustbe made up within the calendar week or else paid foras work time.

Trade time applies also to that travel time defined aswork time. If employees are returned to a designatedplace of reporting less than ten (10) minutes after theclose of a scheduled tour, such time, defined as worktime, may be traded out during that current week.Trade time not traded out during the current weekshall be paid for as work time.

It is the general policy of the Company to avoid thenecessity of using trade time as far as practicable.

b. Compensation for Operating employees shall be at therate of one and one-half (11/2) times the basic hourly ratefor time worked in excess of a full-time tour on any one(1) day or time worked during a calendar week in ex-cess of the number of hours that constitute a full workweek except for three (3) or more consecutive Sundaysworked as set forth in Section 5.b. of this Article andfor work in excess of a full-time tour on an AuthorizedHoliday (except as may be otherwise required by law).

c. Compensation to a part-time employee hired on or afterJanuary 1, 1981, for hours worked in excess of anequivalent normal daily tour or work week for a com-parable full-time employee shall be at the applicableovertime rate for a comparable full-time employee basedon such part-time employee’s basic hourly rate. Any em-ployee who is on the active payroll of the Company asof December 31, 1980, and who works part-time on orafter January 1, 1981, shall thereafter continue, duringthe current term of employment, to be paid on the samebasis as provided in paragraph a. preceding.

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d. Compensation for Console Operators and Central Of-fice Assistants shall be at the rate of one and one-half(11/2) times the basic hourly rate for all time of ten (10)minutes or more worked at the Company’s request inexcess of eight (8) hours on any day or for time workedin excess of forty (40) hours in any calendar week (ex-cept as may be otherwise required by law).

e. Authorized Holidays. For all employees, either timeworked or not worked but excused without loss of payon an Authorized Holiday observed Monday throughSaturday, up to the length of a normal tour, shall be con-sidered as work time for the purpose of determininghours in excess of the number of hours that constitute anormal work week at the basic rate in the calendar week;provided, however, that such treatment shall not applywhere the employee is an “absentee” as defined in Ar-ticle VIII, Section 4., Holidays, of the 2013 Departmen-tal Agreement, or is treated as absent on the Holiday un-der Article XI, Absences From Duty, of the 2013 De-partmental Agreement.

f. Overtime at Two Times the Basic HourlyRate. Where an employee, at the Company’s request,works overtime for which the rate of one and one-half(11/2) times the basic hourly rate is otherwise applicableunder Section 4., paragraphs a., b., c., and d. preceding,and such overtime worked exceeds nine (9) hours in acalendar week, compensation for such overtime in ex-cess of nine (9) hours in that week shall be paid, instead,at the rate of two (2) times the basic hourly rate.

Section 5. Sunday Work.

a. Except for Operating employees and those part-time em-ployees identified in paragraph c. below, employeesscheduled to work a Sunday tour shall be paid at therate of one and one-half (11/2) times the basic hourly ratefor the first eight (8) hours worked.

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b. For Operating employees, Sunday work shall be paidfor at the rate of one and one-half (11/2) times the basichourly rate for the normal tour worked, except that if anOperating employee works on three (3) or more con-secutive Sundays all at the direction of Management,such work on the third and subsequent consecutive Sun-days shall be paid for at twice the basic hourly rate.When an Operating employee shall work on Sunday asa result of a trade of assignments by mutual agreementwith another employee, no such time worked shall beconstrued as Sunday work in determining the numberof consecutive Sundays worked.

c. Part-time employees hired on or after January 1, 1981,and who work in Customer Service Centers, Phone Booths(Kiosks), DM/DR (Direct Marketing/Direct Response)Centers and any equivalent retail sales or service centeroperation, payment for all hours worked, except forovertime hours worked, shall be made at the equivalentbasic hourly rate for a comparable full-time employeeworking a normal daily tour in the same job title, classi-fication, and work group. Any employee who is on theactive payroll of the Company as of December 31, 1980,and who works part-time on or after January 1, 1981,shall thereafter continue, during the current term of em-ployment, to be paid on the same basis as provided inparagraph a. preceding.

Section 6. Night Differentials.

a. A night differential shall be paid to employees for eachscheduled night tour worked in the amount of ten (10)percent of the employee’s basic day’s pay except forCable Splicing Technicians, Operating employees andcertain part-time employees identified in paragraph d.below.

b. Cable Splicing Technicians scheduled to work less thanfour (4) consecutive night tours in a series of consecu-

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tive scheduled work days shall be paid at the rate of oneand one-half (11/2) times the basic hourly rate withoutthe night differential for such night tours worked. Whenscheduled to work four (4) or more consecutive nighttours in a series of consecutive scheduled work days,such employees shall be paid at the rate of one and one-half (11/2) times the basic hourly rate without the nightdifferential for the first three (3) such night toursworked, and at the basic hourly rate plus the night dif-ferential and any payment otherwise applicable for eachsucceeding consecutively scheduled night tour worked.

c. Operating employees shall receive extra payments forthe normal work week as follows:

For employees working tours endingafter 6 p.m. and not later than 9 p.m. ........... $ 1.50*

For employees working tours ending after9 p.m. excluding all night employees .......... $ 2.50*

For all night employees ................................... $21.00*

* Extra payment at the weekly rate of $2.50 for tours* 7.5 hours in length.

d. Night differentials will not be paid to part-time employ-ees hired on or after January 1, 1981, and who work inCustomer Service Centers, Phone Booths (Kiosks), DM/DR (Direct Marketing/Direct Response) Centers and anyequivalent retail sales or service center operation. How-ever, any employee who is on the active payroll of theCompany as of December 31, 1980, and who workspart-time on or after January 1, 1981, shall thereaftercontinue, during the current term of employment, to bepaid on the same basis as provided in paragraph a.preceding.

e. Night Differentials–Company Schools. Night differ-entials to the extent normally applicable shall be paid to

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an employee regularly scheduled for night tours, forscheduled tours paid within the first week when assignedby the Company on scheduled day tours in a Companyschool.

ARTICLE VCOST-OF-LIVING ALLOWANCE

The amount of the May 1, 2012 adjustment shall be 0.5times the increase above four percent (4%) in the U.S. De-partment of Labor Statistics "CPI-W" (1982-84 = 100) forDecember 2011 over December 2010. The adjustment willbe added to the general wage increase and applied exponen-tially with no change to starting wages.

ARTICLE VIHOURS OF WORK

(For Appendix I employees, refer to Appendix I,Supplemental Statement 2.) (For Appendix J employees,

refer to Appendix J, Supplemental Statement 3.)

Section 1. Normal Work Week. Forty (40) hours con-sisting of five (5) scheduled tours of eight (8) hours each, orfive (5) full-time tours for Operating employees, shall con-stitute the normal work week; however, if service require-ments demand, the forty (40) scheduled hours may be spreadover any six (6) days in the calendar week. Tours may fall onany days of the week necessary to meet service requirements.

Section 2. Normal Tour.

a. Except for Operating employees, a tour for full-time em-ployees shall be considered as consisting of two (2) ses-sions, each of which shall not be less than three (3)hours, nor more than five (5) hours in length, exclusiveof overtime periods. When the nature of the employee’sassignment requires constant attention at the post of

(Application of the provisions of this Article is suspended effective April 7, 2013 through April 8, 2017.)

14

duty, the tour is assumed to be divided into two (2)sessions.

b. For Operating employees, eight (8) hours of time onduty shall constitute the normal full-time tour of workexcept tours shall be shortened as follows:

Note 1: The normal full-time tour for Operators, Cen-tral Office Clerks, and Service Assistants who are un-der the supervision of the Manager-Operator Servicesshall be seven and one-half (71/2) hours of time onduty, which shall be compensated for on the basis ofeight (8) hours’ pay.

Note 2: The full-time tour ending in the evening shallbe shortened as follows:

For Operating employees, the normal full-time tourfor tours ending after 7 p.m. but not after 10 p.m. shallbe seven (7) hours in length, and for tours ending af-ter 10 p.m. shall be six (6) hours in length, which shallbe compensated for on the basis of eight (8) hours’pay.

c. A work day shall be the day on which a tour or sessionshall start. All time scheduled, assigned, or worked dur-ing or contiguous to a tour shall be considered as fallingon the day the tour started.

Section 3.

a. Full-time Tours. Full-time tours of work shall be di-vided into two (2) sessions.

b. Part-time Tours. Part-time tours may be assigned.For employees whose job titles are shown in AppendixD, such tours shall be not less than three (3) hours inlength.

15

c. Day Tours. A day tour shall be one which falls whollywithin the period from 6 a.m. to 6 p.m.

d. Night Tours. A night tour shall be one which fallswholly or partially between the hours of 6 p.m. and 6 a.m.

e. Sunday Tours. A Sunday tour shall be one whichstarts at or after 12 midnight Saturday and before 12midnight Sunday.

Section 4. For Employees Whose Job Titles areShown in Appendix A.

a. Assignment of Tours. Subject to the needs of thebusiness and abilities of the employees involved, em-ployee preference in the assignment of tours shall betaken into account in order of seniority among full-timeemployees within the affected work group.

b. Opportunities for Choice of Tours. Opportunitiesfor choice of tours will be arranged for at six (6)-monthintervals unless abnormal conditions exist.

c. Additions to Work Group. Employees hired, up-graded, transferred in, reinstated from leave of absence,or otherwise added to an affected work group shall atthe time of addition be assigned to an available tourwithin the work group. When a new choice of tours isselected by the work group, assignment of tours forthese employees shall be as provided in paragraph a.preceding.

d. Seniority Lists. Upon request to his/her supervisor,any employee within the affected work group, or anyauthorized representative of the Union, shall be advisedof the seniority dates of employees within the workgroup.

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Section 5. For Employees Whose Job Titles areShown in Appendix D.

a. Assignment of Hours. Insofar as the service require-ments will permit, employee preference in each officein order of seniority shall be taken into account in theassignment of hours.

b. Seniority Lists. The supervisor in charge of a centraloffice will show to any employee who is employed inthat office, or to any authorized representative of theUnion, on request, the order of seniority established forexpression of preference for hour assignment in that of-fice.

c. Night Tours. Insofar as possible, night tours will beassigned to those people to whom they are acceptable.If it is necessary to assign to night work people to whomsuch work is not acceptable, such assignments will bemade in inverse order of seniority among those peoplewho are qualified for night work.

Section 6. Assignment of Nonworking Days.Assignment of nonworking days shall take into account boththe service requirements and the preferences of the employees.

Section 7. Callout Time.

a. Employees who report for special duty at theCompany’s request on a scheduled day off or fifteen(15) minutes or more after release at the completion oftheir regular scheduled tour, shall be paid at the rate ap-plicable to such work time for a minimum of two (2)hours except that this minimum shall not apply if thespecial time worked on such duty immediately precedesregular scheduled tours.

b. If an employee is required to report for special duty at adesignated hour and adequate notice is given, the time

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between notification and the time required to reach theplace of reporting for the job shall not be counted aswork time unless such notification is given between 12midnight and 5 a.m. If called between midnight and 5a.m., work time shall be counted from the time called.A telephone call to anyone at the employee’s place ofresidence shall constitute sufficient notice.

c. When an employee is called outside of scheduled hoursfor immediate special duty involving service emergen-cies, work time shall begin at the time of notificationand shall include the necessary travel time going to thejob and returning home after release on the job; pro-vided, however, that if the special duty extends into theemployee’s next scheduled tour, the time required to re-turn home shall not be so included.

d. Without changing the provisions of paragraphs a., b. orc. preceding, covering “callouts” for special duty, an em-ployee who is directed by the Company to report forwork on a day not scheduled as a work day shall be en-titled to perform any work which he or she may be di-rected to do by the supervisor throughout the hoursspecified in such direction in each case where such em-ployee reports for duty at the appointed time, weatherconditions permit the performance of the work, thephysical condition and conduct of the employee permitsuch employee to satisfactorily perform the work, and asufficient period of time for adequate rest has elapsedsince the employee last worked.

e. Adequate Rest. Paragraph d. preceding, and ArticleVII, Work Schedules, both provide that the employeeshall be entitled to work provided that the physical con-dition and conduct of the employee permit such em-ployee to satisfactorily perform the work, and a suffi-cient period of time for adequate rest has elapsed sincethe employee last worked.

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It is not possible to specifically evaluate “a sufficient pe-riod of time for adequate rest,” as this is dependent uponthe nature of the work being performed, the conditionsunder which the work is performed, and the employee’sphysical condition. In general, under ordinary circum-stances, sixteen (16) hours of work may be performedwithout an intervening period of rest. Normally eight (8)hours should be allowed for adequate rest between sucha work period and the next work period.

The following examples illustrate how this clause mightreasonably be applied for a normal person under ordi-nary circumstances:

Example 1

An employee works his or her regular tour from 8 a.m.to 5 p.m. He or she is needed to carry out emergencywork and continues to work, with only meal time inter-vening, until 12 midnight, at which time the employeeis released. A sufficient time for adequate rest would befrom 12 midnight until 8 a.m. the next morning. In thesame instance, if the employee had continued to workbeyond midnight until 3 a.m., then that employee wouldnot be expected to work his or her normal tour from 8a.m. to 5 p.m., but would be permitted to come on dutyat 11 a.m. and work the remainder of the tour (with ad-equate time out for meal) until 5 p.m.

Example 2

If an employee who normally works from 8 a.m. to 5 p.m.is called out at 4 a.m. and works until 8 a.m., the em-ployee will, of course, be expected to work his or her nor-mal tour in addition to the period from 4 a.m. to 8 a.m.

f. Standby Duty. An employee required by the Com-pany to remain on standby duty on Company premises

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during an emergency, as determined by the Company,shall be paid until released, at the rate applicable to suchwork time.

Section 8. On Call Duty.

a. On Call Duty is defined as being assigned to be availablefor a callout during a designated seven (7) day period.

b. When management determines the need for a workgroup to have someone on call, management will solicitvolunteers to be a part of the on-call pool on a six (6)week basis. Management will assign these qualified vol-unteers to the on-call schedule. If, at the discretion ofthe Company, there are insufficient volunteers amongthe Group 1 Craft employees whose predominant func-tions comprise the installation/maintenance of PBXequipment and the RMATS technicians, the Companymay assign qualified employees to on-call duty by in-verse order of seniority. The employee must be avail-able to report for duty as required during the seven (7)day period assigned.

c. An employee assigned to on-call duty shall be compen-sated for each week so worked at the rate of fifteen per-cent (15%) of the employee’s basic week’s pay. If cir-cumstances prevent the employee from fulfilling on-callresponsibilities, the employee must immediately informthe supervisor. Compensation will be adjusted for thetime the employee was unable to be on call. Subject tomanagement approval, employees may volunteer for on-call duty for less than seven (7) days. Such employeeswill be compensated on a pro-rata basis. On-call em-ployees actually called out to work shall be paid at theappropriate rate for all time worked.

Section 9. Assigned Overtime. For assigned overtimeat the end of a tour, the employee must receive two (2) hours

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notice prior to the end of the tour. Excluding work on an Au-thorized Holiday, an employee will not be assigned to workovertime, either on a scheduled day or a nonscheduled day,in excess of nine (9) hours in a calendar week during nine(9) months in a calendar year or in excess of twelve (12)hours in a calendar week during three (3) months in a calen-dar year unless the employee consents to such overtime as-signment, with the following exceptions:

a. in case of emergency — such as an event of national,state or local importance, fire, explosion, or other catas-trophe, severe weather conditions, major cable or equip-ment failure, or an act of God, etc.;

b. long-term service difficulties;

c. the employee involved is the “employee on job”; or

d. the employee is directed or assigned to work on a day notscheduled as a work day, in which case the employee willremain on duty as required during the hours so directed.

The Company shall specify the months, which need not becontiguous, by Department and location, in which the over-time limitations referred to above shall apply.

Section 10. Relief Periods.

a. Employees, except for Operating employees, shall be as-signed or allowed one (1) fifteen (15)-minute relief pe-riod to start not less than one (1) hour from the begin-ning or end of each session when working in Companybuildings unless unusual conditions develop.

b. For Operating employees, a fifteen (15)-minute reliefperiod in each session shall be assigned or allowed ineach office. Fifteen (15) minutes of relief away from theoperator workstation shall be allowed at times when

21

only one (1) employee is on duty in an office, subject tothe demands of the service.

c. Employees shall be assigned or allowed one (1) fifteen(15)-minute relief period during each session of over-time worked which is more than two (2) consecutivehours in excess of an employee’s regularly scheduledtour when working in Company buildings unless un-usual conditions develop. Such relief period shall bescheduled by Management.

Section 11. Extra Payments on Divided Tours.When an employee works both sessions of a divided tour inwhich the sessions are separated by three (3) hours or more,the Company will reimburse the employee in the amount oftwo (2) dollars per tour for transportation expense.

Section 12. Additional Payment for Night Work onChristmas Eve and New Year’s Eve — Appendix D. OnChristmas Eve and on New Year’s Eve, in addition to pay-ment at the basic rate and other payments applicable for nightwork, payment of three (3) dollars shall be made for eachassigned tour worked ending after 7 p.m. to 9 p.m., inclu-sive, and payment of four (4) dollars shall be made for eachassigned tour worked ending after 9 p.m.

ARTICLE VIIWORK SCHEDULES

(Except Operating Employees, Console Operators, andCentral Office Assistants)


Section 1. Subject to any changes made prior to 12 noonof each Friday, work scheduled for the next calendar weekshall be officially posted or furnished by the Company toshow the scheduled tours the employee is to work that week,the starting and ending time of each of the tours making up

22

his or her scheduled work week, and the length of the periodto be allowed for meals. If no change is so posted or furnishedprior to the time specified above, the schedule in effect forthe employee for the last calendar week assigned to workshall be considered as that employee’s work schedule for thenext calendar week. Except as to scheduled time when ex-cused with pay, each such employee shall be entitled to workthroughout the work schedule applicable to him/her duringthe next calendar week, provided that the physical conditionand conduct of the employee permit such employee to satis-factorily perform his/her regular work, and a sufficient pe-riod of time for adequate rest has elapsed since the employeelast worked. The term “regular work” hereinabove shall bedeemed to include the work which the supervisor may directthe employee to perform.

Such work schedules may not include more than five (5)eight (8)-hour tours per week for any such employee. In thosecalendar weeks during which an Authorized Holiday is ob-served (Monday through Saturday), each such AuthorizedHoliday shall be included as one (1) of the five (5) eight(8)-hour tours for a full-time employee.

If it is known, prior to the time that the weekly work sched-ule is officially posted or furnished as provided above, that itwill be necessary for an employee to work on Sunday of thatscheduled week, Sunday shall be treated as one of the nor-mally scheduled work days as addressed in Section 1., Ar-ticle VI, Hours of Work.

Section 2. Scheduled Tour and Scheduled Hours. Ascheduled tour shall be one appearing in a work scheduleposted or furnished as provided in Section 1. above. Any timenot included within the hours appearing on such scheduleshall be considered as outside scheduled hours except thatthe provisions of Article IV, Basis of Compensation, Section4.c., shall apply to part-time employees hired on or after Janu-ary 1, 1981.

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Section 3. Change of Day Off or Scheduled Hours atRequest of Employee. Scheduled tours or any of the hoursof such tours may with the approval of the supervisor bechanged, if for personal reasons, other than sickness, an em-ployee wishes to shift his/her day off or wishes to changeany of the hours of his/her scheduled tour or session, pro-vided service and coverage requirements as determined byManagement permit and that such change does not involvethe payment of premium overtime to the employee makingthe request or to any other employees involved. If replace-ment of the employee making the request is necessary, it will,with the approval of the supervisor, be the responsibility ofthat employee to arrange an exchange of tours or hours withsome other employee having the necessary qualifications. Inorder to prevent misunderstandings, a form or memorandumshall be signed by the supervisor and the employee(s) in-volved, acknowledging the fact that the change of tours orhours is made at the employee’s request. When scheduledtours or hours are changed at the employee’s request, neitherthe employee making the request nor any other employeesinvolved in the change shall be entitled to any premium over-time pay otherwise applicable for such time worked.

ARTICLE VIIIHOLIDAYS



Section 1. Authorized Holidays. Ten (10) AuthorizedHolidays shall be observed as follows:

New Year’s Day Christmas DayMemorial Day Designated HolidayIndependence Day (See Note below)Labor Day Two (2) Floating HolidaysThanksgiving Day (See Note below)Day After Thanksgiving

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Note: Each employee who could complete six (6) monthsof service within the calendar year shall be eligible forone (1) Designated Holiday and two (2) Floating Holi-days. An eligible employee will designate three (3) daysin the same calendar year, or prior to April 1 of the fol-lowing year, other than a Sunday or another AuthorizedHoliday, for the days to be observed as the employee’sDesignated Holiday and Floating Holidays. Unlike otherAuthorized Holidays, Management cannot require anemployee to work on his/her Designated Holiday orFloating Holidays.

When an Authorized Holiday falls on Sunday, it shall beobserved on the following Monday.

Section 2. Holiday Tours. Holiday tours are thosewhich begin on the Authorized Holiday.

Section 3. Holiday Pay.

a. Insofar as service requirements permit, full-time em-ployees (except absentees) shall be excused from dutywithout loss of pay on an Authorized Holiday. A part-time employee (except an absentee) shall receive a pro-rated holiday allowance based on the relationship of theemployee’s equivalent work week classification to thenormal work week of a comparable full-time employeein the same job title, classification, and work group.

Note: An employee who meets the requirements of Sec-tion 3.a. above shall be eligible for a holiday allow-ance for New Year’s Day if he/she is on the activepayroll on the preceding December 31.

b. Employees, except certain part-time employees shownin paragraph c. below, required to work on an Autho-rized Holiday shall be paid for their work (in additionto their holiday allowance) at the rate of one and one-

25

half (11/2) times the basic hourly rate for the first eight(8) hours worked (for the normal full-time tour for Op-erating employees listed in Appendix D) and thereafterat the rate of two and one-half (21/2) times the basichourly rate for additional hours worked on an Autho-rized Holiday. At the employee’s option, and with ad-vance notice to Management, employees scheduled towork on an Authorized Holiday may, in lieu of the im-mediately preceding pay treatment, select a day off laterin the calendar year or a day prior to April 1 of the fol-lowing calendar year, other than Sunday or another Au-thorized Holiday. Employees selecting this option willbe paid at the applicable rate for all hours worked.

One (1) night differential (extra payment for night workfor Operating employees listed in Appendix D) shallalso be paid to employees (except absentees) either ex-cused from working or required to work a night tour onan Authorized Holiday in accordance with Section 6. ofArticle IV, Basis of Compensation.

c. Part-time employees hired on or after January 1, 1981,and who work in Customer Service Centers, PhoneBooths (Kiosks), DM/DR (Direct Marketing/Direct Re-sponse) Centers and any equivalent retail sales or ser-vice center operation who are required to work on anAuthorized Holiday shall be paid for their work (in ad-dition to their holiday allowance) at the equivalent ba-sic hourly rate for a comparable full-time employeeworking a normal daily tour in the same job title, classi-fication, and work group.

Section 4. Absentee. An “absentee” for the purpose ofthis Article is an employee who (a) does not work on the Au-thorized Holiday and who is absent from assigned work onthe scheduled work day next preceding and the scheduledwork day next following the Holiday, without being excusedby the supervisor prior to such absence, or (b) is absent on

26

the Holiday without being excused by the supervisor prior tosuch absence.

Section 5. None of the provisions of this Article shall beapplicable to any employee whose particular term of employ-ment is to be three (3) weeks or less.

ARTICLE IXVACATIONS



Section 1. Vacation Eligibility. Subject to the provisionsof Sections 3., 4., 8., and 9. hereof, vacations with pay shall begranted during the vacation year to each employee, except upondismissal for misconduct, who shall have completed a period ofsix (6)-months’ employment since date of engagement orreengagement, whichever is later, and who has performed workfor the Company within the vacation year, as follows:

a. One (1) week’s vacation to any such employee who hascompleted six (6) months or more but less than twelve(12) months of service;

b. Two (2) weeks’ vacation to any such employee who hascompleted twelve (12) months of service but who couldnot complete seven (7) years of service within the vaca-tion year, provided that if such employee initially com-pletes six (6) months’ service and twelve (12) months’service within the same vacation year only two (2)weeks of vacation shall be granted in that vacation year,with the first week granted after completion of six (6)months of service and the second week granted aftercompletion of twelve (12) months of service;

c. Three (3) weeks’ vacation to any such employee who

27

could complete seven (7) or more but less than fifteen(15) years of service within the vacation year;

d. Four (4) weeks’ vacation to any such employee whocould complete fifteen (15) or more but less than twenty-five (25) years of service within the vacation year; or

e. Five (5) weeks’ vacation to any such employee whocould complete twenty-five (25) or more years of ser-vice within the vacation year.

Note A: Where eligibility for a vacation week under either ofthe first two subparagraphs of this Section first occurs onor after December 1 of a vacation year, such vacation weekmay be granted in the next following vacation year pro-vided it is completed prior to April 1 and completed priorto the start of vacation for such following year.

Note B: The service prescribed above shall be the Net Cred-ited Service as determined by the pension plan administrator.

Note C: The vacation year shall begin on December 31 andend on the following December 30.

Section 2. Holiday Falling Within a Vacation Week.When an Authorized Holiday falls in a week during whichan employee is absent on vacation, an additional day of va-cation with pay shall be granted later, in either the same va-cation year or prior to April 1 of the following vacation year.When such additional day of vacation is for the AuthorizedHoliday of Christmas Day, it may also be granted immedi-ately preceding the vacation. Such additional day of vacationwill be selected in seniority order within each vacation groupsubsequent to the scheduling of full vacation weeks andshould be granted to the extent practicable consistent withforce requirements and the needs of the business.

28

conduct) or resigns, such employee shall be entitled to an allowance in cash equal to and in lieu of such vacation.

accrued, an employee is dismissed (except for reason of mis

If, before receiving the vacation to which he or she has

Pbased on the chart below. To determine the number of"accrued" current year vacation hours for employees who have completed at least six months of service and who are eligible to be paid in lieu of, see the following chart:

ayment for unused accrued vacation will be computed

Annual Eligible Vacation Hours (See eligibility above for number of eligible weeks)

Month Employee

Leaves Company

or

5 Days or

1 Week (40 Hrs)

10 Days or

2 Weeks(80 Hrs)

15 Days or

3 Weeks (120 Hrs)

20 Days or

4 Weeks (160 Hrs)

25 Days or 5 Weeks (200 Hrs)

(Credited Months) Number of “Earned” Current Year Vacation Hours Jan. (1) 3 7 10 13 17 Feb. (2) 7 13 20 27 33 Mar. (3) 10 20 30 40 50 Apr. (4) 13 27 40 53 67 May (5) 17 33 50 67 83 Jun. (6) 20 40 60 80 100 Jul. (7) 23 47 70 93 117 Aug. (8) 27 53 80 107 133 Sep. (9) 30 60 90 120 150 Oct. (10) 33 67 100 133 167 Nov. (11) 37 73 110 147 183 Dec. (12) 40 80 120 160 200

In cases of layoff, retirement or death, payment in lieu of vacation shall be made to either the employee or the employee ''estate as if the employee ' had accrued vacation for the entireyear.

’s

Section 3. Separations Prior to Vacation ThroughDismissal, Layoff, Resignation, Retirement, or Death.

Section 4. Leaves of Absence Prior to Vacation. Anemployee who goes on a leave of absence before receivingthe vacation to which such employee has become entitledshall, at the employee’s election, prior to the time of leavingbe given such vacation. If an employee does not elect to takesuch vacation prior to going on a leave of absence and doesnot return to work within the vacation year, the employeeshall, upon written application to the Company within thevacation year, be entitled to receive an allowance in cashequal to and in lieu of the vacation to which he or she wasentitled at the time of leaving.

Section 5. Illness Associated with Vacation.

a. An employee who becomes ill and notifies his/her su-pervisor before the beginning of his/her vacation period(normally Saturday midnight) may have that vacationperiod cancelled and rescheduled.

b. An employee who becomes ill during a vacation period,and notifies his/her supervisor before the beginning ofany subsequent contiguous week, may have such sub-sequent contiguous week cancelled and rescheduled.

c. Such rescheduled vacation week(s) as set out in para-graphs a. and b. above, may not be carried over into thenext vacation year, except as provided in Section 1.,

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Note A, and shall be scheduled taking into account boththe service requirements and preferences of the em-ployee. The Company may at its option require satis-factory medical evidence to substantiate the illness re-ferred to in paragraphs a. and b. above. For all purposes,the first day of absence under this Section shall be thefirst day previously scheduled as vacation in the can-celled vacation week.

Section 6. Vacation Pay for Full-time Employees.Full-time employees shall be paid for each week of vacationat the basic rates of pay (including any night differentials, tothe extent normally applicable to the employees’ regularlyscheduled tours) for the time constituting a full-time workweek at the time of their vacations.

Section 7. Vacation Pay for Part-time Employees.Part-time employees who work regularly shall be paid for va-cations on the basis of the time which constitutes their nor-mal work week at the time of their vacations at the basic ratesof pay (including any night differentials to the extent nor-mally applicable to the employees’ regularly scheduledtours).

Section 8. Time Off Scheduling.

a. Scheduling of vacations for the vacation year shall bein seniority order within the vacation group and shouldbe granted to the extent practicable consistent with forcerequirements and the needs of the business.

b. Insofar as service requirements permit, employees maysplit their vacations into periods of not less than one (1)week except as provided in paragraph c. below. Vacationsshall usually start on the first day of the calendar week.

c. (1) Employees may elect to take one (1) week of vaca-tion [five (5) paid vacation days] on a day-at-a-time

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basis at the time the vacation schedule is initiallyassigned. Employees eligible for three (3) or moreweeks of vacation may elect to take two (2) weeksof vacation on a day-at-a-time basis at the time thevacation schedule is initially assigned. Employeeseligible for four (4) or more weeks of vacation mayelect to take three (3) weeks of vacation on a day-at-a-time basis at the time the vacation schedule isinitially assigned. Individual vacation days may be

taken in half-day increments. The actual days to bescheduled on a day-at-a-time, or half-day incrementbasis, will be assigned subsequently. After all em-ployees have expressed their preferences for fullweeks, those employees who had elected this op-tion will be given the opportunity to express a pref-erence for an available vacation week(s) as a reserveweek(s) from the vacation schedule. The period dur-ing which this reserve week(s) may be scheduledshall extend through the last full calendar week ofMarch of the following vacation year, and will beassigned in accordance with paragraph a. above.

Employees engaged or reengaged after the sched-ule has been posted, and who will become eligiblefor vacation within the vacation year, may elect toschedule one (1) week of vacation on a day-at-a-time basis, two (2) weeks of vacation on a day-at-a-time basis if eligible for three (3) weeks of vaca-tion, or three (3) weeks of vacation on a day-at-a-time basis if eligible for four (4) or more weeks ofvacation at the time of their addition to the group.

(2) Individual vacation days and days to be taken inhalf-day increments (exclusive of Authorized Holi-days) to be deducted from the employee’s reserveweek(s) may be granted to employees on the basisof the earliest request without regard to seniority. Ifthe employee has not received all five (5) days of

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vacation, or ten (10) or fifteen (15) days of vaca-tion, if applicable, on a day-at-a-time or half-dayincrement basis prior to the scheduled reserveweek(s), those vacation days or half-day incrementsremaining will be scheduled and taken during suchweek(s).

(3) Individual vacation days or vacation days taken inhalf-day increments, will be granted to an employeewhile on Company duty outside the exchange wherethe employee’s Regular Place of Reporting is lo-cated. In such event, the employee shall be entitledto receive no more compensation, allowances, or ex-pense reimbursement than such employee would re-ceive if located in the same exchange as his or herRegular Place of Reporting.

d. Vacation schedules (subject to change) shall be postedor furnished once a year prior to December 31 of thevacation year.

e. As stated in paragraph c.(1) above, employees must firstexpress preferences for full weeks of vacation in senior-ity order within the vacation group and must also, at thetime of expressing such preferences, indicate whetherthey elect to take one (1) week of vacation on a day-at-a-time basis, or two (2) weeks of vacation on a day-at-a-time basis if eligible for three (3) weeks of vacation,or three (3) weeks of vacation on a day-at-a-time basisif eligible for four (4) or more weeks of vacation.

In a subsequent interview by Management, also in se-niority order within the vacation group, employees mustselect a specific reserve vacation week(s) (if such elec-tion has been made). During this subsequent interview,employees may also select a Designated Holiday andFloating Holidays as provided in Article VIII of thisAgreement; full day-at-a-time vacation days, as pro-

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vided in paragraph c.(1) above; additional days of vaca-tion, as provided in Section 2. of this Article; and fullExcused Work Days (whether paid or not paid), as pro-vided in Article X of this Agreement.

In addition to the time off scheduled above, employ-ees shall also select “reserve time” in this subsequentinterview. “Reserve time” shall equate to all time off(other than scheduled weeks of vacation) whether or notscheduled above. The period during which the reservetime may be scheduled shall extend through March 31of the following vacation year. Any time off not takenby an employee prior to the scheduled reserve time mustbe taken during the scheduled reserve time for that em-ployee.

Employees who do not select specific days in this sub-sequent interview and employees who elect to take half-day increments, will be granted such days or half-dayincrements, force requirements and the needs of thebusiness permitting, on the basis of the earliest request(“first come, first served”) to the employees’ immediatesupervisor.

Except for Management-designated Excused WorkDays, for administrative purposes but not for pay pur-poses, all time off subject to scheduling under this pro-vision shall be treated in the same manner as vacationtime.

Section 9.

a. Upon written request by the employee and by specificprior Management approval in each case, subject toservice requirements and for a cause deemed sufficientby Management, an employee may be granted the va-cation to which he/she is otherwise entitled for a vaca-tion year, without performing work for the Company

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in that year, provided such vacation is contiguous toand continuous with the employee’s vacation for thepreceding year; or

b. Subject to the conditions applicable to vacation sched-uling, and upon specific Management approval in eachcase, an employee may be scheduled and granted the va-cation to which he or she is otherwise entitled for a va-cation year, without performing work for the Companyin that year, provided such vacation begins with the firstweek of the vacation year which includes the days Mon-day through Friday.

c. In the event an employee, in accordance with Section 1.of this Article, is assigned a vacation week which be-gins during the last week of December of the vacationyear, that portion of such vacation week which falls inthe next vacation year shall be treated as though it oc-curred in the vacation year in which the week began forpurposes of vacation eligibility.

Section 10. Vacation Buy Back. When necessary dueto service requirements, such as those outlined in Article VI,Hours of Work, Section 9., Assigned Overtime, paragraphsa. and b., Management may offer an employee with at leastfifteen (15) years of service the opportunity to sell his/hervacation back to the Company as follows:

a. An employee eligible for four (4) weeks’ vacation un-der the provisions of Section 1.d. of this Article may bepaid in lieu of one (1) week [or up to five (5) day-at-a-time vacation days] of unused vacation.

b. An employee eligible for five (5) weeks’ vacation un-der the provisions of Section 1.e. of this Article may bepaid in lieu of two (2) weeks [or up to ten (10) day-at-a-time vacation days] of unused vacation.

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Note: The offer of pay in lieu of vacation pursuant to thisSection shall be effective only if agreed to by the em-ployee.

ARTICLE XEXCUSED WORK DAYS


Section 1. Eligibility.

a. Each full-time employee who has at least six (6) monthsof Net Credited Service on the first day of the vacationyear shall be eligible for four (4) Excused Work Dayswith pay and one (1) Excused Work Day without payduring such vacation year. Each full-time employee whohas less than six (6) months service on the first day ofthe vacation year, or who is hired after the first day ofthe vacation year, shall be eligible for two (2) ExcusedWork Days with pay and one (1) Excused Work Daywithout pay to be scheduled and taken after six (6)months of service is completed. Excused Work Daysmay be taken in two (2)-hour increments.

Note: Two (2)-hour increments for Operating employeeswith shortened tours shall be one-fourth (1/4) of the totalnumber of hours comprising the full-time tour as definedin Article VI, Hours of Work, Section 2., Normal Tour.

b. Part-time employees who fulfill the service requirementsof Section 1.a. above, shall be eligible for Excused WorkDays on a pro rata basis, based upon the ratio of anysuch part-time employee’s equivalent work week to thenormal work week of a comparable full-time employee.

Section 2. Pay Treatment for Paid Excused Work DayNot Worked. Employees who do not work on their paidExcused Work Day or two (2)-hour increment thereof shall

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be paid for the day as if for a normal or standard day or two(2)-hour increment worked provided they are on the activepayroll of the Company on that Excused Work Day or two(2)-hour increment.

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Section 3. Excused Work Day Designated by theCompany. One (1) paid Excused Work Day in each calen-dar year may be designated by the Company for employeesin an administrative work group (as designated by the Com-pany) or in any larger group, including the entire Company.Employees (except occasional employees) in any such groupfor which an Excused Work Day is designated by the Com-pany and who are not otherwise eligible for a paid ExcusedWork Day shall be excused and paid for such designated dayprovided they are on the active payroll of the Company onthe designated Excused Work Day.

Section 4. Selection. Employee choice of ExcusedWork Days (including the unpaid Excused Work Day, if de-sired) will be in seniority order within each vacation group,and will be granted to the extent practicable consistent withforce requirements and the needs of the business. Such se-lection will be subsequent to the scheduling of full vacationweeks. Excused Work Days not scheduled at that time, andthe Excused Work Days with pay (and the Excused WorkDay without pay, if desired) to be taken in two (2)-hour in-crements will be selected subsequently on the basis of theearliest request to the employee’s supervisor. The period dur-ing which these Excused Work Days may be scheduled shallextend through March 31 of the following calendar year.

Section 5. Employees Absent for Other Reasons onTheir Paid Excused Work Days. Employees who are onvacation or absent with pay on their paid Excused Work Dayor two (2)-hour increment thereof for reasons other than hav-ing observed it as an Excused Work Day shall have their paidExcused Work Day or two (2)-hour increment thereof re-scheduled if a vacation day would have been rescheduled un-der the same circumstances.

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Section 6. Employees Who Agree to Work on TheirPaid Excused Work Days. If employees agree to work ontheir paid Excused Work Day or two (2)-hour incrementthereof and the Company determines that the day or two(2)-hour increment cannot be rescheduled, they shall be paidas applicable in accordance with the following:

a. Employees who agree to work before the work sched-ule becomes fixed shall receive one (1)-day’s pay or two(2)-hours’ pay in lieu of their Excused Work Day or two(2)-hour increment thereof and shall in addition be paidin accordance with the provisions of this Agreementcovering work on a scheduled day of work.

b. Employees who agree to work after the work schedulebecomes fixed shall receive one (1)-day’s pay or two(2)-hours’ pay in lieu of their Excused Work Day or two(2)-hour increment thereof and shall in addition be paidin accordance with the provisions of this Agreementcovering work on a nonscheduled day.

c. Time worked by an employee on his/her Excused WorkDay or two (2)-hour increment thereof shall be consid-ered time worked on a regular scheduled day of workfor all purposes, except as is otherwise expressly pro-vided in this Article.

ARTICLE XIABSENCES FROM DUTY

Section 1. Leaves of Absence.

a. Insofar as the requirements of the service permit, leavesof absence without pay will be granted upon request forgood cause and for reasonable lengths of time. The inten-tion of the employee with respect to return to work shallbe established in writing between the employee and theCompany at the time the leave is granted and a copy shallbe furnished the employee at the time the leave is granted.

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b. Leave of absence procedures for Union representativeson Union business as established by the current Agree-ment of General Application between the Union and theCompany shall be applicable to such employees in theBargaining Unit.

Section 2. Military Training Duty and Emergency Duty.

a. The provisions of this Section apply only to regular andtemporary employees who are members of the NationalGuard, Air National Guard, Army Reserve, Air ForceReserve, Naval Reserve, Marine Corps Reserve, CoastGuard Reserve, or any other category designated by thePresident of the United States in time of war or emer-gency.

b. An employee called 1) for training duty in any organi-zation listed in paragraph a., or 2) for emergency dutyin the National Guard, Air National Guard, or any othercategory designated by the President of the United Statesin time of war or emergency, if such duty requires ab-sence during hours in which he/she otherwise would beon scheduled Company duty, shall be excused orgranted a leave of absence for such cause for a period orperiods not exceeding in the aggregate fifteen (15) cal-endar days in the same calendar year or for suchperiod(s) as required by law.

c. Except for that group under paragraph a. defined as “anyother category designated by the President of the UnitedStates in time of war or emergency,” if absence on suchleave is continuous, difference in pay shall be allowedfor not exceeding the first eleven (11) scheduled workdays falling within the period of the excused absence. Ifthe absence is not continuous, difference in pay shall beallowed for the number of scheduled work days fallingwithin the periods of excused absence, but not to ex-ceed the first eleven (11) such days within the calendaryear. Time absent for training duty under paragraph

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b.(1) and time absent for emergency duty under para-graph b.(2) shall be treated separately with no effect ofone upon the other as to eligibility for pay treatment.

d. The term “difference in pay,” as used in paragraph c.for hours absent on a scheduled work day means the ex-cess, if any, of Company pay at the employee’s basichourly rate for such absent time (plus any night differ-entials, to the extent normally applicable) over thehourly equivalent of the employee’s government payobtained by dividing the monthly government pay rateby two hundred and forty (240). For this purpose, gov-ernment pay shall be the monthly rate of compensationincluding basic pay and, where quarters allowances arereceived because of dependents, the excess, if any, of suchallowances established for members of the armed forceswith dependents over those established for members ofthe armed forces of equal rank without dependents.

Section 3. Jury, Witness, Voting, and Election Duty.Employees shall be allowed pay for necessary scheduled timeabsent due to jury, witness, or election duty. Payment for suchabsent time shall consist of basic pay and any extra paymentsfor night work which would otherwise have been receivedhad the regular scheduled tour been worked. Subject to theprovisions of any applicable State or Federal law, any em-ployee entitled to vote shall be excused from Company dutyon election day for the necessary time required to vote with-out deduction in pay for such absence.

Section 4. Funerals.

a. In accordance with (1) and (2) below, employees shall beallowed pay for absence from scheduled time because ofdeath in their immediate family. Payment for such absenttime shall consist of basic pay and any extra payments fornight work which would otherwise have been received hadthe regular scheduled tour been worked. The term “imme-

diate family” as used herein is defined as consisting of wife,husband, daughter, son, daughter-in-law, son-in-law,mother, father, mother-in-law, father-in-law, brother, sis-ter, brother-in-law, sister-in-law, grandmother, grandfather,grandson, granddaughter, stepmother, stepfather, stepson,stepdaughter, parent of employee’s dependent child, great-grandmother, great-grandfather, great-grandson, great-granddaughter, legally recognized partner, or any otherrelative living in the same household as the employee.

(1) In the event of a death in the immediate family asnoted in paragraph a. above, an employee will beallowed pay for absence from scheduled time, fromthe day of death through the day of the funeral, notto exceed three (3) days.

(2) In the event of death of an employee’s wife, husband,daughter, son, mother, father, or legally recognized

request, be excused from scheduled time up to anadditional five (5) days. Paid individual days maybe substituted for these excused days at the em-ployee’s option.

b. Pay shall be allowed for necessary scheduled time lost,not to exceed one (1) day, to serve as an active pallbearerfor a deceased employee or deceased retired employee,when requested to do so by the family of the deceased.

Section 5. Illness.(For Appendix J employees, refer to

Appendix J, Supplemental Statement 7.)

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(Effective January 1, 2014. For Illness absences prior to January 1, 2014, refer to Article XI, Absences From Duty, of the 2009 Departmental Agreement)

partner, an employee shall, upon the employee’s

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Employees with Periods of ConsecutiveNet Credited Service of

1 year but less than 5 Of 2 days5 years but less than 8 Of 1 day8 years and over No waiting period

a. Payment shall be made to employees having one (1) ormore years of Net Credited Service for absence of atleast one (1) session due to illness on scheduled workdays, in accordance with the following table:

b. No payment will be made for any part of the waitingperiod set out above.

c. A day in the waiting period shall be considered as anabsence of at least one (1) session from scheduled time.

d. No payment hereunder shall be due for any time absentbeyond a period of seven (7) consecutive calendar dayswhich includes days on which the employee is absentfor at least one (1) session from scheduled time.

Service shall be paid at the basic rate for illness absenceson scheduled workdays, up to a maximum of ten (10) paidillness days per calendar year, except that if an employeeis absent five (5) or fewer paid illness days during theprevious calendar year, that employee may be paid up toan additional five (5) paid illness days in the next calen-dar year for the sole purpose of providing paid illness daysfor the five (5) day period leading up to an approved dis-ability benefits absence after the initial ten (10) days ab-sence has been exhausted. Nothing in this paragraph shallbe interpreted to provide for paid illness days in excess of ten (10) days in a calendar year except as provided above.

Employees having one (1) or more years of Net Credited

To Be Paid After Waiting

Scheduled Working Days

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e. Payment made for absent time shall consist of basic ratesand any extra payments for night work which wouldotherwise have been received had the regular scheduledtour been worked.

f. For purposes of this Article, tours are the assignmentsfor full days and sessions are the two (2) parts intowhich tours are divided.

Section 6. Quarantine. An employee having two (2)or more years of Net Credited Service shall be allowed payin accordance with the provisions of Section 5. of this Ar-ticle for absence from scheduled time determined by theCompany to be necessary because of quarantine.

ARTICLE XIISENIORITY

Section 1. Length of service (Net Credited Service [NCS]as determined by the pension plan administrator) shall be takeninto account in the treatment of employees insofar as the condi-tions of the business and the abilities of the employees permit.

Section 2. NCS Tie-breaker.

When employees have the same NCS date, the Companywill use a common method for determining seniority. The lastfour digits of the Social Security Number will be used tobreak NCS ties, with the higher number considered moresenior.

If two employees with a common NCS date have the samelast four digits, the middle two digits will be used to deter-mine seniority, again with the higher number deemed moresenior.

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ARTICLE XIIIJOB VACANCY



Section 1. Job Vacancy Requests.

a. An employee may request a change in his/her present jobtitle and/or location by submitting a request for transfer

deemed to be employee-initiated.

for transfer. One (1) of them may be a single SurplusTransfer Request as defined in Article XVII, Force Adjust-ment, Section 2., if the employee is in a work groupdeclared surplus. A request other than a Surplus Transfer

b. An employee may submit an unlimited number of requests

in a Company-provided format. All such requests shall be

c. An employee who is offered an opportunity to fill a va-cancy, as defined in Section 3.a. below, shall notify theCompany of his/her acceptance within one (1) businessday of the offer. Failure to so notify the Company shallconstitute rejection of the offer

Section 2. Time-In-Title and Location. An employeeshall not be eligible for transfer to any other job title or loca-tion until such employee has completed the time-in-title andlocation requirements in the respective job title or classifica-tion as set forth below. Time-in-title and location require-ments may be waived when required by the conditions of thebusiness or for personal reasons affecting the employee.

.

Note: For application of this article prior to implementingthe post and bid system, refer to Article XIII, Job Vacancy,of the 2009 Departmental Agreement.

Request shall relate to one open requisition.

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Time-In-Title Location

(1) E-1 through E-3 Clerical, 6 months 6 monthsincluding all job titles witha maximum wage rate at orbelow E-3 Clerical, exceptfor Console Operator andCentral Office Assistant.

(2) Console Operator, Central 9 months 9 monthsOffice Assistant, and alljob titles with a maximumwage rate above E-3Clerical but below ServiceRepresentative, except forjob titles listed below.

(3) New hires in job titles 12 months 12 monthsincluded in (1) and (2)above.

(4) Technical Associate, 15 months 15 monthsCAD Technical Specialistand Fraud Specialist.

(5) Service Representative, 24 months 24 monthsSenior Consultant, CentralOffice TranslationsSpecialist, LeveragedService Representativeand Line TranslationsSpecialist.

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Time-In-Title Location

(6) All job titles above the 15 months 12 monthsmaximum wage rate ofService Representativebut below Group 1 Craft.

(7) All job titles with a 24 months 12 monthsmaximum wage rate ofGroup 1 Craft and above.

(8) Premises Technician. 30 months 30 months

Section 3. Vacancy.

a. For purposes of this Article, a vacancy shall be deemedto exist when 1) Management determines that a perma-nent addition to the work force is required; or 2) a posi-tion is vacated on a permanent basis and Management de-termines that such position will not be filled under Sec-tion 3.b.

b. No vacancy shall be deemed to exist when Managementdetermines that a position is to be filled:

(1) on a temporary basis;

(2) by an employee returning from a leave of absence,including military leaves of absence, to the same,equivalent, or lower level job;

(3) by the employee initially displaced by the return ofan employee from military leave of absence;

(4) by an employee returning from a special Companytraining program;

(5) by an employee returning from disability absence;

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(6) by reemployment of a laid-off employee;

(7) by Company-initiated laterals or downgrades forforce rearrangements within the Force AdjustmentArea as defined in Article XVII, Force Adjustment;or

(8) by Company-initiated laterals or downgrades forforce adjustments that involve surplus conditions.

Section 4. Order of Consideration. When the Com-pany determines that a vacancy, as defined in Section 3.a.above, shall be filled from valid job vacancy requests, those

(1) within the Job Vacancy Scope,

(2) within the State (Texas only),

(3) within the Company.

Section 5. Selection.

a. When a vacancy shall be filled in accordance with Sec-tion 4. above, the selection of an employee shall be onthe basis of length of service [Net Credited Service(NCS)] when demonstrated abilities are substantiallyequal and the service requirements permit.

b. Within fourteen (14) calendar days of such selection,the Company shall advise the Union of the name, title,NCS date, and location of the individual accepting thejob, together with the effective date of the transfer. TheCompany shall also provide the Union a list of all se-nior employees whose job vacancy requests were con-sidered by the Company, but who were not offered thejob.

requests shall be considered in the following order of priority:

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Section 6. Employee Retreats.

a. An employee who has accepted a transfer under this Ar-ticle may elect to retreat to the former job, or an equiva-lent job if the former job is not available, within ninety(90) calendar days following the effective date of trans-fer.

b. An employee who retreats shall thereafter be requiredto remain in the title and location for the applicable pe-riod of time, as provided in Section 2. above.

Section 7. Other.

a. Time-in-title and location requirements shall not applywith respect to any Company-initiated move.

b. Notwithstanding any other provision, the Company shallretain the right to make placements for the purpose ofplacing an employee when justified by personal reasonsaffecting the employee.

c. Notwithstanding any other provision, the Company shallretain the right to fill a vacancy with any individual in amanner other than as provided in Section 4. above, forthe purpose of:

(1) employing qualified individuals with disabilities;

(2) complying with affirmative action requirements;

(3) complying with requirements of the law; or

(4) satisfying the demands of the job, provided thatprior to hiring from the street to fill the job title ofOperator or those job titles currently identified inthe E-1 and E-2 Clerical Bands, the Company willfirst offer to qualified surplus employees having

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valid job vacancy requests on file the opportunityof placement therein.

ARTICLE XIVPROMOTIONAL PAY TREATMENT



Section 1. Each employee promoted from one job in theBargaining Unit to another job in the Bargaining Unit with astated Wage Schedule and having a higher-established toprate of pay whether into or within job categories, shall havehis or her rate of pay in the higher-rated job determined asfollows:

a. Upgrades within a job category shall be at full wage ex-perience credit, or Net Credited Service as determinedby the pension plan administrator, if its use is more fa-vorable to the employee.

b. When such upgrade results in a change from one jobcategory to another, the employee shall be placed on thestep of the new Wage Schedule as determined by allow-ing the employee full wage experience credit on the oldWage Schedule, or Net Credited Service as determinedby the pension plan administrator, if its use is more fa-vorable to the employee, but not to exceed the wage rateassociated with the number of months step down frommaximum on the new schedule as listed in Section 4.,unless the following Note is applicable:

Note: An employee who had previously been at the maxi-mum step of the new Wage Schedule during the three(3)-year period immediately preceding the upgrade, andwho had been subsequently assigned to a position witha lower wage rate as a result of a surplus situation, shallnot be subject to any step down.

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c. When placement on the new Wage Schedule as a resultof such upgrade produces a wage rate below theemployee’s current wage rate, the new rate should thenbe determined by placing the employee on the next stepof the new Wage Schedule which produces a rate abovethe employee’s current wage rate.

Section 2. Resultant rates following upgrading shall inno case exceed the top rate for the job to which upgraded.

Section 3. Progression following upgrading shall be inaccordance with the appropriate provisions of Article IV,Basis of Compensation, Section 2.d., in each Appendix ap-plicable to the job titles included in job classifications con-tained therein.

Section 4. The following table establishes the number ofmonths step down from maximum referred to in Section 1.b.:

No. of MonthsUpgraded to Step Down

Job Titles and Categories From Top Rate

I. Business Representative 12Communications ConsultantCustomer RepresentativeCustomer Service Representative IIPay Telephone Consultant

II. Group 1 Craft 12Air Conditioning SpecialistMotor Equipment Inspector/Maintainer

III. Outside Plant Technician 6Systems Analyst

IV. Building Mechanic 6Frame Attendant



V. S-2 Clerical Band 6S-1 Clerical BandSS-2 Clerical BandSS-1 Clerical BandAssistant Customer Service TechnicianBusiness Services InstructorBusiness Systems RepresentativeCAD Technical SpecialistCentral Office ClerkCentral Office Translations SpecialistCircuit Design SpecialistCoin CounterCustomer Services RepresentativeCustomer Service Representative ICustomer Services SpecialistDriver-Tractor TrailerFacilities SpecialistField AssistantGraphics SpecialistInstallation CoordinatorLeveraged Service RepresentativeLine Translations SpecialistMarketing AssistantPay Telephone TechnicianPremises TechnicianRevenue Management RepresentativeSenior ConsultantService AssistantService RepresentativeSupplies AttendantTechnical Associate

VI. E-3 Clerical Band 0Customer Clerk

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Sales and Service Consultant 0Teller

VII. E-2 Clerical Band 0E-1 Clerical BandSales AgentSales Clerk

VIII. Operator 0

IX. Building Maintainer 0Garage AttendantHouse Service AttendantHouse Service Maintainer

X. Central Office Assistant 0Console Operator

ARTICLE XVTEMPORARY WORK IN HIGHER POSITIONS



Section 1. Temporary Upgrade for Clerical Employees.

a. A temporary upgrade for purposes of this Section shallmean a temporary change in assignment of a Clericalemployee to another clerical position with a higher es-tablished maximum rate of pay either to fill an absentemployee’s assignment or to fill a temporaryassignment.

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b. Employees shall be selected on the basis of length of ser-vice when qualifications of the employees are substan-tially equal and the conditions of the business permit.

c. When the Company determines that it is necessary to tem-porarily upgrade a Clerical employee and such upgradeis for a period of fourteen (14) or more consecutive cal-endar days, the following wage treatment shall apply:

For the period of the temporary assignment the se-lected employee shall be upgraded to the higher jobclassification with change of title and promotional paytreatment as provided for in Article XIV, PromotionalPay Treatment.

d. Employees who are temporarily upgraded under thisSection shall be returned to their regular classificationand rate of pay when Management determines the tem-porary assignment is no longer required.

Section 2. Temporary Work in Higher Position —Craft.

a. A Group 2 Craft employee other than a Frame Attendant,who has a basic wage rate lower than the Group 1 Craftrate, who is temporarily scheduled or assigned to andworks throughout two (2) or more full tours in a workweek in a Group 1 Craft occupation, except for purposesof training, shall receive for each full tour worked in theGroup 1 Craft occupation a Classification Differentialequal to one-fifth (1/5) of the amount of the weekly up-grade increase to which the employee would be at thattime entitled if the employee were actually upgraded tothe higher classification at the employee’s regular location.

b. A Frame Attendant, who has been at the applicableGroup 2-A maximum basic rate for six (6) months orlonger, who is temporarily scheduled or assigned to and

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works throughout two (2) or more full tours in a workweek in either a Group 1 Craft or Group 2 Craft occu-pation, except for purposes of training, shall receive foreach full tour worked in such occupation, a Classifica-tion Differential equal to one-fifth (1/5) of the amount ofthe weekly wage progression increase to which the em-ployee would at that time be entitled if the employeewere actually changed to the higher applicable classifi-cation at the employee’s regular location.

Section 3. Temporary Work in Higher Position —Noncraft. A Supplies Attendant who is temporarily sched-uled or assigned to and works throughout one (1) full tour asa Driver-Tractor Trailer, except for purposes of training, shallreceive for each such full tour, a Classification Differentialof five (5) dollars.

Section 4. Temporary Upgrading-Operating Employees.

a. Temporary upgrading (changes to positions within Ap-pendix D with higher established top rates of pay) shallbe determined by the requirements of the service andthe abilities of the employees.

b. Management will consider all employees in the officeinvolved in order of their seniority for any vacancy de-termined by Management to be filled on a temporarybasis.

c. An employee who is temporarily upgraded and worksor is being trained for two (2) days or more in a calen-dar week in a classification covered by Appendix D withan established higher top rate of pay, shall receive foreach full tour paid during that calendar week, a Classi-fication Differential equal to one-fifth (1/5) of the amountof the weekly wage progression increase to which theemployee would at the time be entitled if the employeewere actually changed to the higher applicable classifi-cation at the employee’s regular location.

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d. Employees receiving the Classification Differential de-scribed in Section 4.c. above, shall be returned to theirregular rate of pay in inverse order of seniority whenManagement determines the temporary assignment(s) isno longer required.

Section 5. Relief Differential for Employees WhoseJob Titles are Shown in Appendix B–Contact andAppendix I–Contact.

a. A relief differential consisting of ten (10) percent of one-fortieth (1/40th) of the employee’s current applicable weeklywage rate will be paid to any employee in a service centerwhere customer calls are handled, who is assigned to re-lieve or assist a manager, for each hour the employee per-forms this work or receives associated training.

b. These assignments may involve planning, distributing,directing, coordinating, and training responsibilities.

c. In no event shall such assigned employee have any in-volvement in discipline or performance evaluation ofother employees.

d. An employee involved in such training and/or assign-ment as described in a. above, shall continue to be sub-ject to all applicable provisions of this Agreement.

Section 6. Bilingual Differential.

a. A Bilingual Differential consisting of twenty-five (25)dollars per week payable at one-fifth (1/5) per day foreach full tour worked when being assigned to speak in aforeign language to customers is the preponderance ofduties for the following employees:

(1) Employees whose job titles are shown in Appendix B–Contact and who work in a service center where cus-tomer calls are handled.

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(2) Customer Services Representatives who work incustomer service bureaus and maintenance centers.

(3) Operating employees, Console Operators and Cen-tral Office Assistants.

b. A Bilingual Differential consisting of twenty-five (25)dollars per week payable at one-fortieth ( 1/40th) per hourto any employee referenced in paragraph a. above, foreach hour worked when being assigned to speak in aforeign language to customers is less than the prepon-derance of his/her duties.

Section 7. All Other Temporary Work in a HigherPosition.

a. A qualified employee not otherwise covered by the pro-visions of Sections 1. through 5. above, who is tempo-rarily scheduled or assigned and does work in a posi-tion with a higher established maximum rate of paythroughout a period of two (2) or more full tours in awork week, except for the purposes of training, shall re-ceive for each full tour worked in such position a Clas-sification Differential equal to one-fifth ( 1/5) of theamount of the weekly wage progression increase towhich the employee would at the time be entitled if theemployee were actually changed to the higher applicableclassification at the employee’s regular location.

b. Employees receiving the Classification Differential de-scribed in Section 7.a. above, shall be returned to theirregular rate of pay when Management determines thetemporary assignment is no longer required.

Section 8. Nothing herein shall be construed as requir-ing the Company to make replacements of absent employ-ees.

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ARTICLE XVITRAVEL

(Effective January 1, 2014, except as otherwise noted)(For Appendix J employees, refer to

Appendix J, Supplemental Statement 11.)

Note: For Travel provisions applicable prior to January 1,2014, refer to Article XVI, Travel, of the 2009 Depart-mental Agreement.

Section 1. General.

a. The purpose of this Article is to provide a means of com-pensating employees who are assigned to report forduty, or be released from duty, on a temporary basis, ata location other than their Regular Place of Reporting(referred to throughout this Article as the “RPR”.)

b. Management will determine and designate the locationat which employees will be required to report for dutyand the location at which employees will be releasedfrom duty. Such locations may include, but are not lim-ited to, an administrative office, a business office, a cen-tral office, an equipment location, a garage or work cen-ter, or the location at which work is performed.

c. Except as otherwise specifically provided in Article XV,Temporary Work In Higher Positions, an employeeworking away from the RPR will continue at his/her ba-sic wage rate.

Section 2. Definitions.

a. Regular Place of Reporting (RPR) is the location atwhich an employee normally is assigned to work, i.e.,where the employee normally is required to report forduty and is released from duty.

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b. Regular Reporting Zone is the circular area having a ra-dius of three (3) airline miles from the employee’s RPR.

c. For purposes of this Article, an employee’s Residenceis the location at which the employee’s discounted (con-cession) telephone service is provided, or the locationof the non-Company telephone service for which theemployee is being reimbursed by the Company. If theemployee does not receive either concession service orreimbursement for non-SWBT telephone service, thenthe residence will be the address then currently con-tained in the employee’s service record.

d. A Same Day Temporary Assignment is one which re-quires the employee to report for duty at the beginningof the work period, or to be released from duty at theend of the work period, at a location outside theemployee’s Regular Reporting Zone and within sixty(60) odometer miles from the employee’s residence.

e. An Overnight Temporary Assignment is one which re-quires the employee to report for duty at the beginningof the work period, or to be released from duty at theend of the work period, at a location outside theemployee’s Regular Reporting Zone and more than sixty(60) odometer miles from the employee’s residence.

Note 1: The Company reserves the right in cases ofemergency or long-term service difficulties to requirean employee to remain overnight at or near the loca-tion of the temporary assignment, regardless of 2.d.and 2.e. above.

Note 2: In those unusual cases where 1) an employeereports for a Same Day Temporary Assignment as de-scribed in d. above, but is released at the end of thework period at a location beyond the limits of a SameDay Temporary Assignment, and not in his/her Regu-lar Reporting Zone or 2) a temporary assignment be-

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lieved in good faith to be located within the limits ofa Same Day Temporary Assignment later is discov-ered to be located beyond such limits and not in his/her Regular Reporting Zone, the employee will re-ceive the Same Day Travel Allowance for both thereporting trip and the return trip. In these cases, theemployee will not be entitled to any Per Diem Allow-ance for such day.

Note 3: In unusual circumstances beyond theemployee’s control, such as inclement weather or as-signment to the AT&T Center for Learning, an em-ployee on a Same Day Temporary Assignment may,upon request and with the supervisor’s approval, re-main away from home overnight and be treated ac-cordingly under the provisions of Section 4., Over-night Temporary Assignment, below.

f. Travel Day means the day the employee begins travelto the Overnight Temporary Assignment location andthe day the employee begins travel to return from his/her Overnight Temporary Assignment to his/her homelocation, including authorized trips home as discussedin Section 4.a.(3) below.

Section 3. Same Day Temporary Assignment. Whenan employee, as directed by the supervisor, reports for or re-turns from a Same Day Temporary Assignment, the employeewill be entitled to a Same Day Travel Allowance at the rateof eighty-four (84) cents per odometer mile based on thedistance between the employee’s residence and the locationof the temporary assignment. Effective January 1, 2014, theSame Day Travel Allowance will be increased to eighty-six

be increased to eighty-eight (88) cents per odometer mile;effective January 1, 2016 it will be increased to ninety (90)cents per odometer mile; and effective January 1, 2017 it will be increased to ninety-two (92) cents per odometermile. The Company will treat as taxable income to the em-

(86) cents per odometer mile; effective January 1, 2015 it will

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ployee only that portion of this allowance which exceeds theIRS maximum allowable personal vehicle reimbursement.

Note 1: The Same Day Travel Allowance will not be grantedfor more than fourteen (14) consecutive calendar days in asituation where an employee is offered the opportunity towork in a temporary assignment that involves work in ahigher position at another location and the employee ac-cepts the offer.

Note 2: In situations which relate to efforts to stabilize thework force within a given geographical area and are notcovered in Note 1 above, mutually agreed-upon modifica-tions with respect to application of the Same Day TravelAllowance may be negotiated between local Union andManagement representatives. (“Union” shall mean the VicePresident of District 6, CWA, or his/her designated repre-sentative.) Any such agreed-upon modification will applyto that particular situation only and will not serve as a pre-cedent for other current or future temporary assignments.

Transportation prior to reaching the place of reporting forduty and after leaving the place of release from duty will bethe responsibility of the employee. Transportation associatedwith travel during the work period (the time for which istreated as work time) will be furnished by the Company orwill be by means of other transportation approved by theCompany. If public transportation (such as a bus or taxicab,for example) is used, the Company will reimburse the em-ployee for the associated out-of-pocket expense. If the em-ployee requests and receives permission from the supervisorto drive his/her personal car instead, the Company will reim-burse the employee as provided in Section 5. below.

Section 4. Overnight Temporary Assignment.

a. Per Diem Allowance.

(1) Excluding Travel Days, days on which all three (3)

meals are provided by the Company while on theOvernight Temporary Assignment, and days forwhich the employee receives an Overnight TravelAllowance as provided in Section 4.c. below, whenan employee, as directed by the supervisor, reportsfor an Overnight Temporary Assignment, the em-ployee will be entitled to a Per Diem Allowance, asfollows:

(a) If the Overnight Temporary Assignment lo-cation is within the five-state Company oper-ating area, an amount equal to the IRS maxi-mum Meals & Incidental Expenses (M&IE)Allowances but not to exceed forty-three (43)dollars. The Overnight Temporary AssignmentAllowance will be increased from forty-three(43) dollars to forty (44) dollars effective Janu-ary 1, 2014 and to forty-five (45) dollars effectiveJanuary 1, 2015.

Note: The Per Diem Allowance in the Dallas(Dallas County), Fort Worth (TarrantCounty), Houston (Harris County), KansasCity, Kansas (Johnson and Wyandotte Coun-ties), Kansas City, Missouri (Clay, Jackson,and Platte Counties), San Antonio (BexarCounty) and St. Louis (St. Charles and St.Louis Counties) Exchanges will be the IRSmaximum, but not to exceed fifty-three (53)dollars. The Per Diem Allowance will be in-creased from fifty-three (53) dollars to fifty-

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four (54) dollars effective January 1, 2014and to fifty-five (55) dollars effective January1, 2015.

(b) If the Overnight Temporary Assignment loca-tion is outside the five-state Company operat-ing area, an amount equal to the IRS maximumM&IE Allowance.

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(2) Excluding Travel Days, days on which all three (3)meals are provided by the Company while on theOvernight Temporary Assignment, days for whichthe employee receives an Overnight Travel Allow-ance and except as provided in Section 4.a.(3) be-low, the Per Diem Allowance will be paid on aseven (7)-day basis. The allowance is to cover allexpenses of the employee for the duration of thetemporary assignment, except for the cost of:

(a) lodging;

(b) telephone calls home, as provided in Section 6.of this Article;

(c) round-trip intercity public transportation (air-plane, train and/or bus);

(d) local transportation between the employee’sresidence and the home city’s public transpor-tation terminal, as designated by Management[to be reimbursed at the Same Day Travel Al-lowance rate of eighty-three (83) cents perodometer mile if the distance is sixty (60)odometer miles or less, and at the rate of onedollar and twenty-two cents ($1.22) per odo-

Note 1: Effective January 1, 2014, the SameDay Travel Allowance, if the distance is sixty(60) odometer miles or less, will be increas-

meter mile if the distance is more than sixty (60)odometer miles];

mile; effective January 1, 2015 it will be in-creased to eighty-eight (88) cents per odom-eter mile; effective January 1, 2016 it will beincreased to ninety (90) cents per odometermile; and effective January 1, 2017 it willbe increased to ninety-two (92) cents perodometer mile.

ed to eighty-six (86) cents per odometer

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Note 2: Effective January 1, 2014, the SameDay Travel Allowance, if the distance ismore than sixty (60) odometer miles, will beincreased to one dollar and twenty-four cents($1.24) per odometer mile; effective January1, 2015 it will be increased to one dollar and

to one dollar and twenty-eight cents ($1.28)

(e) parking within the five-state reporting area at thehome city’s public transportation terminal, in thedesignated “Long Term Parking Facility,” willbe reimbursed up to, but not to exceed eleven (11)dollars per each day of the Overnight TemporaryAssignment, beginning on the day the employeebegins travel to the temporary location and end-ing on the day the employee returns to the homelocation. The Company may designate what isto be considered the “Long-Term Parking Facil-ity,” so long as there is shuttle service from theparking facility to the airport terminal and rea-sonable security provided for parked vehicles;

Note: Expenses for parking in a designatedparking facility outside the five-state operat-ing area, when directed by Management, willbe reimbursed at actual cost.

twenty-six cents ($1.26) per odometer mile;effective January 1, 2016 it will be increased

per odometer mile; and effective January 1,2017 it will be increased to one dollar andthirty cents ($1.30) per odometer mile.

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(f) laundry expenses at the rate of four dollars and

Diem Allowance, a Partial Per Diem Allowanceor an Overnight Travel Allowance is not appli-cable, and laundry facilities are not providedfree of charge, for each day the overnight as-signment exceeds one (1) week excluding au-thorized trips home [see (3) below];

(g) local transportation expense between the distantcity’s public transportation terminal and thedesignated place of lodging; and

(h) local transportation expense, if required andtransportation is not otherwise provided by theCompany, between the designated place oflodging and the location of the temporary as-signment.

Reimbursement for the expenses listed in (a) through (h)above, will be made only if the expenditures are actu-ally incurred. The Company will determine the mannerof reimbursement for telephone calls home, referred toin (b) above.

(3) When the assignment requires the employee to re-main away from home overnight for a continuousperiod of four (4) weeks or more, the employee mayelect to return home on weekends as follows:

Length of Assignment Return Trip Home

Less than 4 Weeks None

4 through 6 Weeks One—normally at endof third week.

7 Weeks or More Normally, one at endof each third week.

seventy-five cents ($4.75) per day when a Per

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The Company will reimburse the employee for thecosts of the round-trip intercity public transporta-tion and local transportation as described in (2)(c),(d), and (g) above, only if the employee actuallymakes the trip. Travel time so spent is neither di-rected nor required by the Company and is, there-fore, not to be paid time. The Per Diem Allowancein (1) above, will not be paid for such days (nor-mally Saturday, Sunday and, in some cases, a con-tiguous Authorized Holiday).

b. Partial Per Diem Allowance. The employee will beentitled to a Partial Per Diem Allowance for M&IE onTravel Days in connection with an Overnight Tempo-rary Assignment (including authorized trips home) asfollows:

Traveling ToTemporary Location

(Departure Time)Current 1/1/2014 1/1/2015

Departure: 12 a.m. - 6:59 a.m. $43 $44 $45Departure: 7 a.m. - 10:59 a.m. $34 $35 $36Departure: 11 a.m. - 11:59 p.m. $22 $23 $23

Returning ToHome Location(Arrival Time)

Current 1/1/201Arrival: 12 a.m. - 10:59 a.m. $ 9 $ 9 $ 9Arrival: 11 a.m. - 4:59 p.m. $21 $21 $22Arrival: 5 p.m. - 11:59 p.m. $43 $44 $45

Note: Departure Time is that time when the employee isreasonably expected to begin traveling to the Over-night Temporary Assignment. Arrival Time is thattime the employee would reasonably be expected toarrive at the home work location or his/her Residence,whichever is applicable. No more than one (1) PartialPer Diem Allowance will be payable for any given

4 1/1/2015

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Travel Day; if both the Departure and the Arrival takeplace on the same day, the employee will receive thegreater of the two (2) applicable payments.

c. Overnight Travel Allowance.

(1) An employee on an Overnight Temporary Assign-ment may elect either to stay in lodging providedby the Company or to travel (on his/her own timeand at his/her own expense) between his/her Resi-dence and the temporary assignment location. If theemployee elects not to stay in Company-providedlodging, and subject to the conditions set forth in(2) below, the employee will receive an OvernightTravel Allowance of forty-six (46) dollars each dayon which work is performed and will not be entitledto any Per Diem Allowance or Partial Per Diem Al-lowance for such day.

(2) In order to be eligible for the Overnight Travel Al-lowance described in (1) above, an employee mustnotify his/her supervisor prior to the beginning ofthe temporary assignment and early enough to avoidan obligation by the Company to pay for lodgingnot taken. Once elected, the Overnight Travel Al-lowance will continue for the duration of the assign-ment, unless the employee notifies his/her supervi-sor of a change in his/her election and requestsCompany-provided lodging. Subsequent changes inthe employee’s election will be permitted only uponthe supervisor’s approval.

(3) The Company will furnish the transportation for theinitial trip to the location of the Overnight Tempo-rary Assignment and for the final trip back to theemployee’s RPR at the conclusion of the assign-ment. Normally such transportation will be by Com-pany vehicle in that the vehicle will be needed dur-ing the work day. If the Company vehicle is not

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used, the employee may request to drive his/her per-sonal car instead. If the supervisor gives such per-mission, the Company will reimburse the employeeat the rate provided in Section 5. below, for suchtravel as well as for any authorized incidental useof the personal car on Company business during thetemporary assignment. The time spent in travelingon these initial and final trips will be counted aswork time.

d. Time Spent Traveling. Time spent traveling betweenthe home city’s public transportation terminal and thedesignated place of lodging in the distant city, exceptfor authorized trips home, shall be paid as work time,including a reasonable amount of time spent at the homecity’s or distant city’s terminal due to public transporta-tion delays beyond the employee’s control. When enroute sleeping accommodations are paid for by the Com-pany, no payment will be made for the hours from11 p.m. to 7 a.m.

e. Transportation. The Company will furnish all meansof transportation or specify what transportation shall beused for Company business and will reimburse the em-ployee for necessary fares.

f. Use of Personal Car. If the employee is offered pub-lic transportation but requests and receives permissionfrom the supervisor to drive his/her personal car instead:

(1) The paid travel time shall be the amount of timewhich would have been spent in traveling by publictransportation from the home city’s public transpor-tation terminal to the distant city’s public transpor-tation terminal plus one (1)-hour’s pay at theemployee’s basic hourly wage rate (and vice versa)or the time actually spent in traveling by personalcar, whichever is less.

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(2) Transportation reimbursement shall be equal to theround-trip intercity public transportation fare whichotherwise would have been furnished by the Com-pany or at the rate provided in Section 5. below,whichever is less.

(3) If the employee uses his/her personal car on autho-rized Company business during the temporary as-signment, the employee will be reimbursed for suchusage at the rate provided in Section 5. below.

(4) In no case will any Per Diem Allowance or PartialPer Diem Allowance payments exceed the amountthat would have been paid had the employee utilizedCompany-provided public transportation.

Section 5. Reimbursement Rate for Authorized Use ofPersonal Car on Company Business. Authorized use ofan employee’s personal vehicle on Company business shallbe reimbursed at the Internal Revenue Service (IRS) reim-bursement rate for mileage. In the event the IRS changes thereimbursement rate for mileage, the Company will adjust themileage reimbursement rate to the maximum allowable, ef-fective on the first of the month following the effective dateof the change by the IRS.

Section 6. Telephone Calls Home. When an employeemust remain away from home overnight while on Companybusiness, the Company will assume the cost of toll chargeson the employee’s residence telephone bill for telephone calls(station-to-station) made by the employee to his/her city ofresidence or received by an employee from his/her city ofresidence in an amount not to exceed an average of fifteen(15) minutes for each night the employee is away from home.With prior Management approval, these calls may originateor terminate outside of the employee’s city of residence. Anyunused time may be accumulated from day-to-day but not be-yond a calendar week (Sunday through Saturday). In theevent that the total number of minutes exceeds the applicable

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fifteen (15)-minute increment (15, 30, 45, etc.), the numberof calls for which toll charges are to be assumed shall be re-duced until the number of minutes is below the applicablefifteen (15)-minute increment. For this purpose the Companywill assume the cost of total individual calls only, not por-tions thereof.

Section 7. Calls for Special Duty. The provisions ofArticle VI, Hours of Work, Section 7., Callout Time, ratherthan the provisions of this Article, will apply in cases of callsfor special duty (“callout time”).

Section 8. Motor Vehicle Usage Program. An em-ployee who is participating in this Program shall not be ac-corded treatment under any other provisions of this Articlewhen such treatment would represent a duplication of com-pensation or reimbursement received under this Program.

Section 9. Changes in IRS Maximum Amounts. Asused in this Article, “IRS Maximum” means the maximumnontaxable M&IE and personal vehicle reimbursementamounts stated in IRS regulations, rulings, and proceduresapplicable to employee business travel expenses. If, duringthe term of this Agreement, the IRS raises these maximumamounts, the Company will adjust the affected payments ac-cordingly (except as specifically limited elsewhere in this Ar-ticle) on the first day of the month next following the effec-tive date of the IRS adjustment.

ARTICLE XVIIFORCE ADJUSTMENT



Section 1. General. The purpose of this Article is toprovide the method of effecting force adjustments that reducethe number of employees. The Company shall decide the ne-

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cessity for and shall determine the extent of any force adjust-ment.

Changes in employee job titles in the normal course of op-erations of the business, either at the employee’s request oras a Management-initiated action, shall not constitute a forceadjustment as contemplated by this Article.

Section 2. Definitions.

a. Seniority—Seniority is an employee’s Net Credited Ser-vice as determined by the pension plan administrator.

b. Lateral Transfer—A lateral transfer is a change to an-other place of reporting with the same job title or to an-other job title, for which the maximum rate of pay iswithin plus or minus five dollars (+/– $5) of the estab-lished maximum rate of pay for the employee’s prior jobtitle, excluding the changes to jobs whose maximumrates of pay are below the maximum rate for E-3 Cleri-cal titles.

c. Downgrade—A downgrade is a change to a job titlewith: 1) an established maximum rate of pay which ismore than five (5) dollars lower than the employee’s priorjob title; or 2) an established maximum rate of pay whichis below the maximum rate for E-3 Clerical titles and themaximum rate of pay for the employee’s prior job title.

d. Maximum Rate of Pay—The maximum rate of pay isthe highest basic wage rate for a job title.

e. Surplus Work Group—A Surplus Work Group, as de-termined by the Company, is the Work Group in whichthe surplus exists.

f. Job Group—A Job Group, the parameters of which aredefined in Appendix G, is identified alphabetically andis comprised of a cluster of job titles.

g. Force Adjustment Area—The Force Adjustment Areacomprises the Exchange in which the Surplus WorkGroup is located and those contiguous Exchanges withinthe same state. (An Exchange is the territory designatedfor exchange telephone service for a city or town andits environs. Appendix F to this Agreement lists thoseExchanges.)

Note 1: The Kansas City, Missouri Exchange and allcontiguous Missouri Exchanges, and the Kansas City,Kansas Exchange and all contiguous Kansas Ex-changes, shall be considered as part of the same ForceAdjustment Area.

Note 2: The Kansas City metro area (the Kansas City,Missouri Exchange and the Kansas City, Kansas Ex-change) shall have both the state of Missouri and thestate of Kansas as its Job Vacancy Scope.

h. Expanded Force Adjustment Area—An ExpandedForce Adjustment Area comprises the Force AdjustmentArea and those Exchanges contiguous to the Force Ad-justment Area within the same state.

i. Surplus Transfer Request—A Surplus Transfer Re-quest is a transfer request that affords a surplus em-ployee the opportunity to receive consideration for anyavailable nonmanagement position at any locationwithin the Company and priority consideration for anylateral or downgrade placement.

j. Voluntary Severance Candidate Request—Any regu-lar full-time, nonsurplus employee who has met time-in-title requirements may express his/her interest in re-ceiving a Voluntary Severance Payment by submittinga Voluntary Severance Candidate Request. Such a Can-didate shall have two (2) business days following a Vol-untary Severance Payment offer to confirm acceptanceof the offer. Failure to confirm acceptance within this

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time frame shall result in the Request being cancelled.In such a case, a new Request may not be submitted forthirty (30) calendar days following the cancellation ofthe prior Request. A former surplus employee who hasbeen placed on a lateral or upgrade position vacated bythe acceptance of a Voluntary Severance Payment by aVoluntary Severance Candidate must reestablish time-in-title prior to submitting a Voluntary Severance Can-didate Request.

Section 3. Force Adjustment Procedures.

a. When the Company determines that a force surplus ex-ists pursuant to this Article, it shall, prior to notifyingthe affected employees, advise the Union in writing withrespect to the Work Group(s) involved, job title(s) andapproximate number of employees affected, thelocation(s) or geographical area(s), and the anticipatedforce disposition date. Notification to the affected em-ployees shall be made as soon as practicable, but no laterthan sixty (60) calendar days prior to the anticipatedforce disposition date. No affected employee shall beinvoluntarily terminated prior to ninety (90) calendardays following such notification unless he/she has re-ceived a job offer in the Force Adjustment Area.

Surplus orientation meetings shall be held with affectedemployees as soon as practicable. During these meet-ings the procedures and due dates described in this Ar-ticle shall be explained.

b. The Company shall first attempt to reduce or eliminatethe surplus within the Surplus Work Group by:

(1) Offering lateral transfers, by order of seniority, toemployees in the work group.

(2) Offering downgrades, by order of seniority, to em-ployees in the work group.

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(3) Making lateral transfers, by inverse seniority, of em-ployees within the work group to fill any availablejob openings therein.

c. An affected employee shall notify the Company of his/her acceptance of any “follow-the-work” job offer,where applicable, within thirty (30) calendar days fol-lowing the affected employee’s surplus notification orby such later date as is determined by Management. Fail-ure to so notify the Company by the deadline date shallconstitute rejection of the offer.

Note: Whenever a surplus situation exists which requiresthat employees within the Surplus Work Group havethe opportunity to “follow the work” to anotherwork group, the employees from both work groupsshall be considered on a “pooled-seniority basis” tofill available jobs within the then-consolidated workgroup.

d. In the event a surplus remains, the Company next shalloffer to eligible employees in the Surplus Work Group,in seniority order and to the extent necessary to elimi-nate the surplus, the opportunity to voluntarily termi-nate from the Company and receive a Severance Pay-ment in accordance with Section 2.b. of Article XVIII,Severance Payments.

(1) Voluntary Severance Payments shall be offered toaffected employees in the Surplus Work Group noearlier than twenty-eight (28) calendar days follow-ing the affected employees’ surplus notification. At-risk employees who have not submitted a SurplusTransfer Request within this time frame shall beconsidered to have elected to voluntarily terminatefrom the Company and accept a Voluntary Sever-ance Payment. Failure on the part of an employeewho has filed a Surplus Transfer Request to respondto the offer of a Voluntary Severance Payment

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within four (4) business days shall constitute a re-jection of the offer.

(2) Employees seeking to voluntarily terminate shall berequired to remain with the Company until the forcedisposition date or such earlier date as to whichManagement may agree.

e. In the event that a surplus remains following the appli-cation of d. preceding, the Company shall canvassnonsurplus employees who have filed Voluntary Sever-ance Candidate Requests for confirmation that they arewilling to accept Voluntary Severance Payments underArticle XVIII, Severance Payments, Section 2.b., andvoluntarily terminate from the Company.

(1) Voluntary Severance Payments shall be offered tononsurplus Voluntary Severance Candidates begin-ning no earlier than thirty-two (32) calendar daysfollowing the affected employees’ surplus notifica-tion. Such a Candidate shall have two (2) businessdays following a Voluntary Severance Payment of-fer to confirm acceptance of the offer.

(2) The canvassing of Severance Candidates and theplacement of qualified surplus employees in the va-cancies thus created, shall be in seniority order andin the following order of consideration with refer-ence to Appendix G:

(a) the same job title in the Force Adjustment Area(Tier 1);

(b) the same job title in the Expanded Force Ad-justment Area (if a surplus employee has ex-pressed an interest in the position on his/herSurplus Transfer Request) (Tier 1);

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(c) a lateral position in the same Job Group withinthe Force Adjustment Area (Tier 2);

(d) a lateral position in the same Job Group withinthe Expanded Force Adjustment Area (if a sur-plus employee has expressed an interest in theposition on his/her Surplus Transfer Request)(Tier 2);

(e) a downgrade in the same Job Group first, withinthe Force Adjustment Area and second, withinthe Expanded Force Adjustment Area (if a sur-plus employee has expressed an interest in theposition on his/her Surplus Transfer Request)(Tier 2);

Note: A surplus employee who, within the two(2) years preceding the surplus notification,had successfully performed in a job title out-side his/her current Job Group, and who hasexpressed an interest in returning to this pre-vious title, may be placed, if qualified, insuch a vacancy created through the offeringof a Voluntary Severance Payment to a Vol-untary Severance Candidate after lateral anddowngrade opportunities within the surplusemployee’s current Job Group have been ex-hausted and before consideration is given asto placement in a Tier 3 Job Group.

(f) a lateral position in a Tier 3 Job Group, in suc-cessive order, within the Force AdjustmentArea;

(g) a lateral position in a Tier 3 Job Group, in suc-cessive order, within the Expanded Force Ad-justment Area (if a surplus employee has ex-

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pressed an interest in the position on his/herSurplus Transfer Request);

(h) a downgrade in a Tier 3 Job Group, in succes-sive order, first, within the Force AdjustmentArea and second, within the Expanded ForceAdjustment Area (if a surplus employee has ex-pressed an interest in the position on his/herSurplus Transfer Request); and

Note: For Job Groups J and K, Tier 3 JobGroups shall consist of those Job Groupsspecified on Appendix G with respect to theprocess described in (f), (g), and (h) above.In addition to these steps, for Job Groups Jand K, an upgrade in a Tier 3 Job Group first,within the Force Adjustment Area and sec-ond, within the Expanded Force AdjustmentArea will be considered prior to upgrade po-sitions in Tier 4 Job Groups (if a surplus em-ployee has expressed an interest in the posi-tion on his/her Surplus Transfer Request).

(i) an upgrade in a Tier 4 Job Group first, withinthe Force Adjustment Area and second, withinthe Expanded Force Adjustment Area (if a sur-plus employee has expressed an interest in theposition on his/her Surplus Transfer Request).

(3) If a surplus employee refuses a job offer under thisSection 3.e., no further job offers for that title andlocation shall be made to the employee.

f. Any surplus employee who does not receive a job offerunder Section 3. may elect to replace the most seniorVoluntary Severance Candidate (for whose job the sur-plus employee is qualified) who has confirmed his/herinterest in accepting the Voluntary Severance Payment

and who holds the same job title as the surplus employeefirst, within the Job Vacancy Scope and second, withinthe State.

g. Any surplus employee who has filed a Surplus TransferRequest within the requisite time frame, but has not re-ceived a job offer by the force disposition date, and forwhom no Severance Candidates were identified in ac-cordance with Section 3.e. or f. above, shall be entitledby order of seniority, to displace the most junior em-ployee with his/her same job title within the Force Ad-justment Area, who performs similar job functions andpossesses essentially the same skills. [The displacedemployee shall be subject to layoff fourteen (14) calen-dar days following notification of displacement.]

h. If a surplus remains after application of Section 3.g. pre-ceding, any remaining surplus employees within theSurplus Work Group may, upon his/her election, dis-place, if such displacement can be achieved with lim-ited or no training, the least-senior temporary or occa-sional employee within the Expanded Force AdjustmentArea.

Note 1: The surplus employee who displaces a tempo-rary or occasional employee shall assume thatemployee’s work completion date and the surplusemployee’s force disposition date shall be extendedto coincide with the work completion date. The em-ployee shall also retain surplus status and job title upto the date of the extended force disposition date.

Note 2: The Company, when filling regular vacanciesfor the job title of Operator and those job titles in-cluded in the Clerical Bands currently identified asE-1 and E-2, shall consider qualified surplus employ-ees who have filed a valid Surplus Transfer Requesttherefore prior to hiring from the street.

76

77

i. At the force disposition date, any remaining surplus em-ployees within the Surplus Work Group who have not pre-viously accepted a Voluntary Severance Payment in accor-dance with Section 3.d. above, shall be laid off by inverseseniority order until the surplus is eliminated. Such employ-ees shall receive Involuntary Severance Payments in ac-cordance with Article XVIII, Severance Payments, Section2.a.

Section 4. Wage Treatment.

a. Wage progression increases for employees who acceptor receive jobs in accordance with Section 3. above,shall be based on the Wage Schedule applicable to thenew job classification, and the progression on thatschedule shall be determined by the employee’s wagelength of service as follows:

(1) If employees are assigned to vacancies where thecurrent rate of pay of the employee’s regular job isbelow the rate for the appropriate wage step underthe new schedule, the employee’s rate of pay shallbe raised to the applicable rate.

(2) Reassignment Pay Protection Plan. An eligibleemployee (including an employee returning from aSurplus Leave of Absence) who, because of a forcesurplus adjustment, is assigned to a position wherethe rate of pay for the new position is less than thesurplus employee’s former rate of pay in the Sur-plus Work Group will, upon reporting to the newposition, receive a payout in accordance with thefollowing table:

(Effective January 1, 2015. For RPPP Payout provisionsapplicable prior to January 1, 2015, refer to ArticleXVII, Force Adjustment, of the 2009 DepartmentalAgreement. RPPP Payouts that began before Janu-ary 1, 2015 are not changed by the new table.)

78

79

Note 1: In those cases where the total payout theemployee is to receive exceeds five thousand(5,000) dollars, an initial payment of five thou-sand (5,000) dollars shall be made at the time theemployee reports to the new position. Subsequentpayments of five thousand (5,000) dollars (or aportion thereof) shall continue to be made at six(6)-month intervals until the total amount is paidto the employee, provided the following three (3)conditions are met:

(i) the employee has a valid transfer request on fileto return to the same job level he/she held inthe Surplus Work Group immediately prior tohis/her placement on the new position;

(ii) the employee has not rejected a job offer at thatprior job level; and

(iii) the employee has not been returned to a job atthat prior job level.

Note 2: An employee returning from a SurplusLeave of Absence shall have the amount ofmonthly Voluntary Severance Payments receivedduring the leave deducted from any RPPP pay-out.

RPPP PAYOUT TABLE ASSIGNMENT TO LOWER WAGE RATE

Years Of Net Credited Service

Weekly Difference <10 10<15 15<25 25+ 200.00 204.50 2,060 7,340 29,400 35,280 205.00 209.50 2,120 7,540 30,120 36,150 210.00 214.50 2,160 7,700 30,830 37,010 215.00 219.50 2,200 7,900 31,550 37,870 220.00 224.50 2,260 8,060 32,270 38,740 225.00 + 2,320 8,250 32,990 39,580

Any former surplus employee so assigned may im-mediately submit a transfer request to return to his/her prior job level and shall receive priority consid-eration for such vacancies for a period of two (2)years following his/her placement in the new posi-tion.

(Nothing in this Section 4.a.(2) shall apply to sur-plus employees who accept an assignment to thetitles of Sales Clerk, Sales Agent, Console Opera-tor or Central Office Assistant.)

b. Surplus employees assigned to the Console Operator andCentral Office Assistant titles from a position with ahigher rate of pay will be eligible for a Transition Al-lowance in accordance with the table below:

Transition AllowanceConsole Operator and Central Office Assistant

Years of Net Credited ServiceWeekly Difference <10 10<25 25+

$ 0.50 $ 99.50 $260 $1,050 $ 3,150100.00 149.50 350 1,320 4,250150.00 199.50 450 1,660 5,750200.00 249.50 600 2,090 7,770250.00+ — 790 2,630 10,500

Payment of the allowance is subject to the same condi-tions specified in Note 1 in paragraph a.(2) preceding.

c. Nothing in this Section shall apply to employees engagedor reengaged as occasional or temporary employees.

Section 5. Surplus Transfers.

a. Upon receiving notification as provided in Section 3.a.above, a surplus employee may file one (1) Surplus Trans-fer Request and shall receive consideration pursuant

80

81

to Article XIII, Job Vacancy, Section 3.b.(8). If the em-ployee refuses four (4) job offers generated as a result ofthe Surplus Transfer Request, excluding offers resultingfrom the Voluntary Severance Candidate process out-lined in Section 3.e. above, the request shall be cancelledforthwith.

b. Any surplus employee who has been relocated pursuantto this Article may submit a transfer request to return toa job in the employee’s former Force Adjustment Area.The transfer request shall remain in effect for three (3)years following the placement necessitating theemployee’s relocation and shall, in order of senioritywith other employees similarly situated, be placed firstin order of consideration for laterals and downgrades.The employee shall not receive reimbursement for relo-cation expenses back to his/her former Force Adjust-ment Area.

Section 6. Geographic Scope Modifications. Theforce surplus disposition procedures herein shall not precludelimited, mutually-agreed to, local Union/Management modi-fications with respect to the geographic scope of the ForceAdjustment Area and Expanded Force Adjustment Area.(“Union” shall mean the Vice President of District 6, CWA,or his/her designated representative. “Management” shallmean the Vice President-Labor Relations, or his/her desig-nated representative.) Any such modifications will apply ona one-time basis and will not serve as precedent for other cur-rent or future force surplus treatment procedures.

Section 7. Relocation. Surplus employees who acceptor receive transfers and who are required to relocate their resi-dence as a result thereof, shall be reimbursed by the Com-pany for reasonable moving expenses incurred.

82

Section 8. Reemployment.

a. During the twelve (12) months following their date oftermination, former surplus employees who file employ-ment applications and who have been involuntarily laidoff shall be recalled to available openings in their formerjob titles within the Force Adjustment Area, if qualified,in the inverse order in which such employees were laidoff, provided there are no currently qualified surpluscandidates for that job title who have priority consider-ation.

b. Former surplus employees who have been involuntarilylaid off and who file employment applications shall begiven priority consideration over other job applicants forregular and temporary job vacancies within the ForceAdjustment Area, provided:

(1) The employee’s layoff has not exceeded three (3)years.

(2) The employee is physically able and equipped bytraining and experience to perform the duties of thework available.

c. Failure on the part of any former employee to notify theCompany that its offer of employment is accepted withinseven (7) calendar days and to report for duty withinfifteen (15) calendar days from the date of such offershall constitute a rejection of the offer.

d. It shall be the responsibility of former employees whodesire to be considered for reemployment under thisSection to notify the Company at the employment of-fice of their desire for reemployment and to keep theCompany informed of their current address.

83

Section 9. Temporary Layoff.

a. If an employee, laid off as a result of a force reduction,is reemployed within two (2) years from and after thedate of the layoff, the period of the layoff shall be con-sidered as temporary in any case where such employeeis reengaged 1) as a regular employee, or 2) as a tempo-rary employee if subsequently reclassified as a regularemployee without interruption of service.

b. The employee’s wage length of service, whether reen-gaged as a regular or temporary employee, shall be thesame as at the time of the temporary layoff; provided,however, if the employee was formerly at maximum andis reengaged in a job title which has a higher top rate ofpay than the employee’s former job and in a differentjob category, as described in Article XIV, then the pro-visions of that Article, Promotional Pay Treatment, shallbe applicable.

ARTICLE XVIIISEVERANCE PAYMENTS


Section 1. Eligibility. A regular employee shall receivea Severance Payment as provided in Section 2. of this Ar-ticle when such employee is terminated for one of the fol-lowing reasons:

a. Laid off after having been declared surplus pursuant toArticle XVII, Force Adjustment;

b. Terminated voluntarily pursuant to Article XVII, ForceAdjustment;

c. Terminated after a leave of absence when no work isavailable in the Force Adjustment Area, provided therewas every reasonable expectancy at the time the leave

84

was granted that the employee would return to work andthe employee is willing and able to do so; or

d. Dismissed, except for reasons of misconduct, after hav-ing three (3) or more years of Net Credited Service.

Note A: An employee terminated for any other reason,such as retirement on service pension*, death, trans-fer or resignation**, shall not receive a severance pay-ment.

Note B: Any former surplus employee who is dismissedfor unsatisfactory job performance from a position theemployee accepted during a surplus condition shallreceive a Severance Payment equal to the amount theemployee would have received in the former surplusposition, according to the Voluntary Severance Pay-ment Table, if the dismissal occurs within six (6)months of placement into the position. Payment un-der this provision shall be determined as of the datethe former surplus employee was placed in the cur-rent position.

*An employee terminated as provided in Section 1.a.,b., c. or d. above, will receive an appropriate SeverancePayment under this Article regardless of his/her servicepension eligibility.

**“Resignation” includes the situation of an employeewho refuses a lateral assignment within the Force Ad-justment Area as defined in Article XVII, Force Adjust-ment, and who is subsequently terminated.

Section 2. Amount of Severance Payment. Theamount of the Severance Payment for terminations under Sec-tion 1.a., b. and c. above, shall be based on the employee’scompleted years of Net Credited Service and the PensionBand applicable to the employee’s job title as of the effec-tive date of the termination. With regard to terminations un-

85

der Section 1.d. above, the amount of the Severance Paymentshall be computed based upon the “Basic Wage Rate for Nor-mal Work Week” applicable to the employee at the effectivedate of termination, except for those employees covered byNote B above. Regular part-time employees shall receive pro-rated payments, based on their part-time classification as ofthe effective date of termination.

a. An employee who is terminated as provided in Section1.a. or 1.c. above, shall receive a Severance Payment inaccordance with the table set forth on the followingpage:

(Effective January 1, 2015. For Involuntary SeverancePayment provisions applicable prior to January 1, 2015,refer to Article XVIII, Severance Payments, of the 2009Departmental Agreement.)

86

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b. An employee who is terminated as provided in Section1.b. above or who is covered by Note B above, shallreceive a Severance Payment in accordance with thetable set forth below:

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c. An employee who is dismissed as provided in Section1.d. above, except for employees covered by Note Babove, shall receive a Severance Payment computed asfollows:

1 week’s pay if the employee has completed three (3)years but has not completed five (5) years of NetCredited Service;

2 weeks’ pay if the employee has completed five (5)years but has not completed ten (10) years of NetCredited Service;

10 weeks’ pay if the employee has completed ten (10)years but has not completed fifteen (15) years of NetCredited Service;

15 weeks’ pay if the employee has completed fifteen(15) years but has not completed twenty (20) years ofNet Credited Service;

20 weeks’ pay if the employee has completed twenty(20) years but has not completed twenty-five (25)years of Net Credited Service; or

25 weeks’ pay if the employee has completed twenty-five (25) or more years of Net Credited Service.

Section 3. Rehired Employees. If a former employeewho received a Severance Payment in accordance with theabove provisions is recalled or rehired within twenty-four(24) months of the effective date of his/her termination, theemployee shall be required to repay the amount of the Sever-ance Payment that he/she received less an amount equal toone twenty-fourth (1/24th) of the Severance Payment times thenumber of full months which elapsed between the date of ter-mination and the date of subsequent reemployment. The re-payment of such amount shall be made by payroll deductions

88

89

of ten (10) percent of the “Basic Wage Rate For A NormalWork Week” applicable to the job into which the employeeis hired until the amount owed has been fully repaid.

ARTICLE XIXGRIEVANCES

Section 1. The Union shall be the exclusive representa-tive of all the employees in the Bargaining Unit for the pur-poses of presenting to and discussing with the Companygrievances of any and all such employees arising from suchemployment; subject always, however, to the provisions ofthis Agreement, the current Agreement of General Applica-tion between the Union and the Company and of any appli-cable law.

Section 2.

a. Any employee complaint (except those which contem-plate treatment or proceedings inconsistent with theterms of a collective bargaining contract or agreementthen in effect including proposals for the modificationof, or addition to, any such contract or agreement) whichis reduced to writing and delivered by a Union repre-sentative in accordance with Section 2. b. following,within forty-five (45) days of the action complained ofshall be considered and handled as a formal grievance.

b. The grievance procedure shall normally consist of two(2) successive steps. Notice of grievances and appealsof decisions made at the first step shall be forwarded inaccordance with the following:

Step Company Representative DesignatedNumber to Receive Grievance

1 General Management level manager havingsupervisory authority over the conditions or

ance. (In the absence of a General Manage-ment level, the Company shall inform theVice President, CWA, District 6, in writing ofthe appropriate Company representative whois designated to hear grievances.)

or

Vice President-Labor Relations if the griev-ance involves employees in more than oneGeneral Management level organization. Ifthe grievance is initially filed at this level,there shall be no successive steps.

2 Vice President-Labor Relations.

c. If the grievance involves or affects only employees re-porting to a single immediate supervisor, a copy of thenotice shall also be forwarded at the same time to suchsupervisor.

Section 3.

a. The decision made at the first level of the grievance pro-cedure may be appealed to the second level of the griev-ance procedure provided such appeal is submitted withintwo (2) weeks of the date the decision is communicatedto the Union.

b. A decision at the second level of the grievance proce-dure or default on the Company’s part to meet with theUnion, as explained in Section 7., at the second levelshall be construed as full completion of the “FormalGrievance” procedure.

c. The decision of the Company as to grievances submit-ted shall be confirmed in writing to the Union.

circumstances which gave rise to the griev-

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91

Section 4. So that the Union may present formal griev-ances to the appropriate Company representative, the Com-pany will notify the Union of changes in Company organiza-tion that require a change in the then existing manner of pre-sentation.

Section 5. After a notice as set forth in Section 2.b.above, has been received by the Company, the Company willnot attempt to adjust the grievance with any employee(s) in-volved without offering the Union an opportunity to bepresent.

Section 6. At any meeting held pursuant to Section 2.above, the Company will designate its representative(s) tomeet with the aggrieved employee(s), the representative(s)designated by the Union, or both.

Section 7. Meetings at each level of the grievance pro-cedure shall be arranged promptly. If, due to the Company’sactions, a mutually agreeable meeting date is not arrangedwithin two (2) weeks of either the Company’s receipt of theinitial notification or the appeal of the grievance, the Unionmay present its original grievance to the next higher level ofthe formal grievance procedure.

Section 8. The place of the meeting at each level of thegrievance procedure shall be mutually agreed upon, with eachparty giving due consideration to the convenience of the other.

Section 9. Those employees of the Company includingthe aggrieved employee(s) and the employee representative(s)designated by the Union, who shall suffer no loss in pay fortime consumed in, and necessarily consumed in traveling toand from, grievance meetings shall not be more than three(3) at any level of the grievance procedure.

Section 10. At any meeting held under this Article forthe adjustment of a grievance or complaint, any party present

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(including Union or Company representatives) shall be af-forded full opportunity to present any facts and argumentspertaining to the matter(s) under consideration. The decisionmade upon such facts and arguments shall be made aspromptly after conclusion of the presentation as may be rea-sonably and effectively possible.

Section 11. Any complaint which is not delivered in writ-ing by the Union as specified in Section 2. above, shall behandled by the Company as an informal complaint on an in-formal basis; provided, however, that nothing in this Articleshall preclude the Union and the Company from using anyother mutually satisfactory and proper method of presenta-tion, discussion, and disposition of grievances.

ARTICLE XXUNION REPRESENTATION

At any meeting between a representative of the Companyand an employee in which discipline (including warningswhich are to be recorded as such in the personnel file, sus-pension, demotion, or discharge) is to be announced, a Unionrepresentative may be present if the employee so requests.Time spent in such a meeting shall be considered work time.

ARTICLE XXIAGENCY SHOP*

Section 1. Each employee who is a member of the Unionor who is obligated to tender to the Union amounts equal toperiodic dues on the effective date of this Agreement, or wholater becomes a member, and all employees entering into theBargaining Unit on or after the effective date of this Agree-ment shall, as a condition of employment, pay or tender tothe Union amounts equal to the periodic dues applicable tomembers, for the period from such effective date or, in thecase of employees entering into the Bargaining Unit after the

* Where permitted by law.

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effective date, on or after the thirtieth (30th) day of such en-trance, whichever of these dates is later, until the terminationof this Agreement. For the purpose of this Article, “em-ployee” shall mean any person entering into the BargainingUnit, except an occasional employee.

Each employee who is a member of the Bargaining Uniton or before the effective date of this Agreement and who onthe effective date of this Agreement was not required as acondition of employment to pay or tender to the Unionamounts equal to the periodic dues applicable to members,shall, as a condition of employment, pay or tender to theUnion amounts equal to the periodic dues applicable to mem-bers for the period beginning thirty (30) days after the effec-tive date of this Agreement, until the termination of thisAgreement.

Section 2. The condition of employment specified aboveshall not apply during periods of formal separation* from theBargaining Unit by any such employee but shall reapply tosuch employee on the thirtieth (30th) day following his/herreturn to the Bargaining Unit.

* The term “formal separation” includes transfers out of theBargaining Unit, removal from the payroll of the Company,and leaves of absence of more than one (1)-month dura-tion.

ARTICLE XXIIDEDUCTION OF UNION DUES

Section 1. Subject to the provisions of this Article andthe provisions of the written authorizations herein referredto, the Company agrees to make collections twice each monthof regular Union dues through payroll deduction from anemployee’s pay upon receipt of a written authorization com-plete in all details on the Payroll Allotment Authorization forUnion Dues form signed by the individual employee and de-livered by the Union to the Company. The Company also

94

agrees to remit the amounts so deducted to the order of theTreasurer of Communications Workers of America, and toforward one (1) electronic file per Payroll Office to CWAHeadquarters in Washington, D.C., containing dues remit-tance data for all regular and temporary bargained-for em-ployees on a monthly basis. The electronic file and one (1)check per file, will be forwarded by the fifth (5th) work dayof the month following the month in which the deductionswere made. Any manual corrections necessary to bring thefile totals into balance with the remittance check will also beforwarded at that time. The Company shall not be requiredto fill special requests for employee data on a local basis.

Section 2. Any authorization of dues deduction shall notbe subject to revocation except that an employee may revokethe authorization during the period beginning fourteen (14)days prior to each anniversary date of the current CollectiveBargaining Agreements. These periods are March 24 throughApril 6 for years 2014, 2015, and 2016; and March 25, 2017through April 7, 2017, all dates inclusive. Revocation of duesmust be accomplished as follows:

a. Each employee who desires to revoke his or her duesdeduction authorization must advise his or her PayrollOffice by an individually signed letter. There shall beonly one (1) letter per envelope.

b. The letter to the Payroll Office must be sent by Regis-tered or Certified Mail.

c. Each such letter not postmarked within the specifiedtime limits and in accordance with the above procedurewill be considered void and the employee will be so ad-vised by the Company.

d. The Company will send copies of the letters and associ-ated envelopes to the District Headquarters of the Unionon a daily basis.

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Section 3. The Company shall not be required to deductor remit any such amount or amounts where it has receivednotice of the claim of any employee from whom dues deduc-tions are being made that such amount or amounts are beingdeducted from such employee’s pay without proper authority.

Section 4. The Company shall bear the full cost of itsundertaking hereinabove set forth except that the Unionagrees to print at the Union’s expense the dues deduction au-thorization cards in a form and according to specificationsapproved by the Company and the Union.

Section 5. The application of provisions of this Articleshall continue so long as permitted by law.

ARTICLE XXIIINOTICE OF PROMOTIONS AND TRANSFERSOF UNION OFFICERS, ELECTED STEWARDS,

AND DESIGNATED REPRESENTATIVES

Section 1. The Union agrees to furnish the Company, andrevise from time to time, correct lists of the names, Uniontitles, and locations of Company employees who are Unionofficers, elected Union Stewards, or Union representativesspecifically designated by the Vice President of the Unionfor the purposes of this Article.

Section 2. Where practicable, the Company shall give theUnion prior notice of its intention to promote to a supervi-sory position, when the tenure of position is expected to bemore than one (1) month, or to transfer to a location outsidethe jurisdiction of the employee’s Local any such employeenamed on a list furnished to the Company under Section 1.of this Article.

Section 3. The notice by the Company to the Union shallbe given to the Local President where the employee involvedis an elected Steward, to the CWA Representative where the

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employee involved is a Local officer, and to the Vice Presi-dent of the Union where the employee involved is any otherUnion officer or a representative who has been designatedfor the purposes hereof.

ARTICLE XXIVSAFETY AND HEALTH

Safety and health is a mutual concern of the Company andthe Union. It benefits all parties to have employees work insafe and healthful environments and for employees to per-form their work safely and in the interests of their own health.It is also necessary to promote a better understanding and ac-ceptance of the principles of safety and health on the part ofall employees, in order to provide for their own safety andhealth and that of their fellow employees, customers and thegeneral public.

To achieve the above principles, the Company and theUnion agree to establish for the duration of this contract anadvisory committee on safety and health principles at theCompany’s headquarters level. The committee shall consistof not more than five (5) representatives each from the Com-pany and the Union (to be appointed by the Company andthe Union, respectively). This committee shall meet from timeto time as required, but at least four (4) times per year.

This committee shall be charged with the responsibility todevelop facts and recommendations so that both parties canmake well-informed decisions regarding occupational safetyand health matters.

The committee shall focus on all matters pertaining to oc-cupational safety and health, including ergonomic concernsin the workplace. It shall also consider existing practices andrules relating to safety and health and formulate suggestedchanges in design and adoption of new practices and rules.

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In connection with any Safety and Health Committee meet-ings under this Article, the employee representative(s) desig-nated by the Union shall suffer no loss in pay for time con-sumed in, and necessarily consumed in traveling to and from,these meetings.

In addition, the Company will reimburse employee mem-bers for the cost of round-trip coach airfare for attendingSafety and Health Committee meetings. The number of em-ployee members reimbursed on this Committee shall not ex-ceed the number of employee members as of April 5, 1998.

ARTICLE XXVCONTRACT WORK


Section 1. The Union and the Company agree there shallbe no lockout, stoppage, interruption, slowdown or failure tocarry out assigned duties for employees whose job titles areshown in Appendix C because of allocation of work to con-tractors as outlined below where such contracting of work toothers does not involve the layoff or part-timing of regularemployees.

The work associated with aerial and underground outsideplant comprised of conduit construction and rearrangements,tree cutting and trimming, drayage, and the following poleline construction work:

a. The staking of pole lines.

b. Unloading and hauling material.

c. Pole hole digging.

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d. Pole placing on a new line or a line in a new location,consisting of more than ten poles, or extensive replace-ment on existing rural pole lines.

e. The placing before erection of the pole of brackets orone crossarm (excluding transposition brackets) on onlythose pole lines covered by paragraph d.

Section 2. It is the policy of this Company that traditionaltelephone work will not be contracted out if it will currentlyand directly cause either layoffs or part-timing of regular em-ployees.

ARTICLE XXVIPRIOR AGREEMENTS

Section 1. This Agreement supersedes and cancels the2009 Departmental Agreement and all amendments andsupplements thereto.

Section 2. The following agreements applicable to appro-priate job titles included in job classifications as shown inAppendix C made by the Southwestern Telephone WorkersUnion, Southwestern Division No. 20 CWA, and/or theUnion, with the Company shall remain in effect until super-seded, terminated in accordance with their terms, or untilproper notice of their termination from either party to the other:

a. Supplemental Statements, dated April 7, 2013.

b. Memorandum of Agreement dated August 25, 1947.

c. The provisions of those other related Union-Companyagreements and understandings in effect on June 3,1951, which by their terms were to be effective solelywithin the Plant Group of the Union as constituted onJune 3, 1951.

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ARTICLE XXVIIDURATION

This Agreement shall become effective April 7, 2013, andshall continue until 11:59 p.m., on April 8, 2017, at whichtime it will terminate unless extended by mutual agreementin writing prior to said termination date.

IN WITNESS WHEREOF, Communications Workers ofAmerica and Southwestern Bell Telephone Company, SBCAdvanced Solutions, Inc., AT&T DataComm, Inc., AT&TOperations, Inc., AT&T Services, Inc., and SBC Telecom,Inc. have caused this Agreement to be executed by their re-spective officers and representatives, duly authorized, as ofthe day and year first above written.

COMMUNICATIONS WORKERS OF AMERICABY Claude Cummings, Jr.

Vice PresidentDistrict 6

APPROVEDBY Larry Cohen

President, Communications Workers of America

SOUTHWESTERN BELL TELEPHONE COMPANYSBC ADVANCED SOLUTIONS, INC.AT&T DATACOM, INC.AT&T OPERATIONS, INC.AT&T SERVICES, INC.SBC TELECOM, INC.

BY Joe CrociVice President-Labor Relations

APPENDIX A

1.01 a. CLERICAL CLASSIFICATIONS AND JOBTITLES

E-1 CLERICAL BAND: Employee who performssimple clerical work which includes answering tele-phones, serving as a messenger, handling mail, filing,routine typing, etc.

Office Clerical Assistant-A

E-2 CLERICAL BAND: Employee who may per-form various clerical work of less advanced nature thanthat involved in E-3 Clerical.

Benefit ClerkMail Clerk-AOffice Service ClerkPosting ClerkTicket ClerkTypist-A

E-3 CLERICAL BAND: Employee who performswork which requires specialized training and ability.

Copy Machine OperatorDraft Records ClerkKey Entry OperatorRecords Clerk-ASenior TypistService Order ClerkStenographer-A

SS-1 CLERICAL BAND: Employee who performsclerical work which requires a still higher degree of spe-cialized training and ability.

Balancing Clerk

100

101

Computer Attendant-AEditing ClerkMail AttendantSenior Records Clerk-ASenior Stenographer-ATicket Record ClerkTravel Specialist

SS-2 CLERICAL BAND: Employee who performscomplex clerical work which requires specialized train-ing and ability.

Advanced Computer AttendantBenefit Clerical AssistantHead Clerk-ASenior General Clerk-AService Order Correction Clerk

S-1 CLERICAL BAND: Employee who performswork requiring a thorough knowledge of procedure inspecialized branches of finance or information technol-ogy.

Accounting ClerkCash Control ClerkDraft Reconciliation ClerkFraud SpecialistTechnical Assistance Center Administrator

S-2 CLERICAL BAND: Employee who reviews andanalyzes various types of field reports or who preparesand analyzes the most important accounting records andreports, the nature of whose work requires an intimateknowledge of Company routines, practices and organi-zation, and frequently a thorough knowledge of account-ing principles and a knowledge of legal and regulatoryrequirements.

Audit Clerk

102

Claims RepresentativeGeneral Financial ClerkSenior Accounting ClerkSenior Treasury Clerk

b. GRAPHICS CLASSIFICATION

Graphics Specialist-A

1.02 Wage Schedules for job titles shown in paragraph 1.01preceding, shall be applied in accordance with Sections 1. and2. in Article IV, Basis of Compensation, of the 2013 Depart-mental Agreement. Applicable Wage Schedules are includedas Appendix E for job titles in 1.01 a. preceding, and in thisAppendix for the job title in 1.01 b. preceding.

APPENDIX A

WAGE PROGRESSION SCHEDULES GRAPHICS AND DRAFTING CLASSIFICATION

Basic Wage Rates for Normal Work Week

GRAPHICS SPECIALIST - A Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $285.50 $286.00 $287.00 $288.50 " 12 " $340.50 $343.00 $345.00 $347.50 " 18 " $407.00 $410.50 $415.00 $419.50 " 24 " $485.50 $491.50 $498.50 $506.00 " 30 " $580.00 $589.00 $599.00 $610.00 " 36 " $692.50 $705.00 $720.00 $736.00 " 42 " $826.50 $844.50 $865.00 $887.50 " 48 " $987.00 $1,011.50 $1,039.50 $1,070.50

Pension Band 108 108 108 108

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APPENDIX B



Office Clerical Assistant-B


Assistant ClerkClerk-BFinal Accounts ClerkMail Clerk-BPBX AttendantTypist-B


Business Office ClerkDirectory Distribution ClerkRecords Clerk-BStenographer-B


Data Control ClerkData Entry OperatorData Processing Clerk-BGeneral Clerk-B

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Project Clerk-BSenior Records Clerk-BSenior Stenographer-B


Directory ComposerHead Clerk-BSenior General Clerk-BService Order Writer-B

b. CONTACT CLASSIFICATIONS

BUSINESS REPRESENTATIVE GROUP

Business RepresentativeField Assistant

COIN COUNTER GROUP

Coin Counter

COMMUNICATIONS CONSULTANT

Communications Consultant

CUSTOMER CLERK

Customer Clerk

CUSTOMER REPRESENTATIVE GROUP

Customer RepresentativePay Telephone Consultant

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CUSTOMER SERVICE REPRESENTATIVE II

Customer Service Representative II

CUSTOMER SERVICES SPECIALIST

Customer Services Specialist

HEAD SERVICE REPRESENTATIVE

Head Service Representative

LEVERAGED SERVICE REPRESENTATIVE

Leveraged Service Representative

MARKETING OPERATIONS GROUP

Business Systems RepresentativeCustomer Service Representative IInstallation CoordinatorMarketing Assistant

REVENUE MANAGEMENTREPRESENTATIVE

Revenue Management Representative

SALES CLERK

Sales Clerk

SERVICE REPRESENTATIVE

Service Representative

TELLER

Teller

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c. GRAPHICS CLASSIFICATION

Graphics Specialist-B

1.02 Wage Schedules for job titles shown in paragraph 1.01preceding, shall be applied in accordance with Sections 1. and2. in Article IV, Basis of Compensation, of the 2013 Depart-mental Agreement. Applicable Wage Schedules are includedas Appendix E for job titles in 1.01 a. preceding, and in thisAppendix for job titles in 1.01 b. and c. preceding.

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APPENDIX B

(Continued on next page)

WAGE PROGRESSION SCHEDULES CONTACT CLASSIFICATIONS


BUSINESS REPRESENTATIVE GROUP Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $290.00 $290.00 $290.00 $290.00

After 6 Months $337.50 $338.50 $339.50 $340.50 " 12 " $393.00 $395.00 $397.00 $399.50 " 18 " $457.00 $460.50 $464.50 $468.50 " 24 " $532.00 $537.50 $543.50 $550.00 " 30 " $619.50 $627.00 $635.50 $645.00 " 36 " $721.00 $731.50 $743.50 $757.00 " 42 " $839.00 $853.50 $870.00 $888.50 " 48 " $976.50 $996.00 $1,018.00 $1,042.50 " 54 " $1,136.50 $1,162.00 $1,191.00 $1,223.50 " 60 " $1,323.00 $1,356.00 $1,393.50 $1,435.50

Pension Band 119 119 119 119

Wage Length Effective Dates of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $273.50 $273.50 $273.50 $273.50

$318.00 $319.00 $319.50 $320.50 " 12 " $370.00 $371.50 $373.50 $376.00 " 18 " $430.00 $433.00 $437.00 $440.50 " 24 " $500.00 $505.00 $510.50 $516.50 " 30 " $581.50 $588.50 $596.50 $605.50 " 36 " $676.00 $686.00 $697.50 $710.00 " 42 " $786.00 $800.00 $815.50 $832.50 " 48 " $914.00 $932.50 $953.00 $975.50 " 54 " $1,063.00 $1,087.00 $1,114.00 $1,144.00 " 60 " $1,236.00 $1,267.00 $1,302.00 $1,341.00

Pension Band 116 116 116 116


After 6 Months $337.50 $338.50 $339.50 $340.50 " 12 " $393.00 $395.00 $397.00 $399.50 " 18 " $457.00 $460.50 $464.50 $468.50 " 24 " $532.00 $537.50 $543.50 $550.00 " 30 " $619.50 $627.00 $635.50 $645.00 " 36 " $721.00 $731.50 $743.50 $757.00 " 42 " $839.00 $853.50 $870.00 $888.50 " 48 " $976.50 $996.00 $1,018.00 $1,042.50 " 54 " $1,136.50 $1,162.00 $1,191.00 $1,223.50 " 60 " $1,323.00 $1,356.00 $1,393.50 $1,435.50

Pension Band 119 119 119 119

COIN COUNTER Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $273.50 $273.50 $273.50 $273.50

After 6 Months $318.00 $319.00 $319.50 $320.50 " 12 " $370.00 $371.50 $373.50 $376.00 " 18 " $430.00 $433.00 $437.00 $440.50 " 24 " $500.00 $505.00 $510.50 $516.50 " 30 " $581.50 $588.50 $596.50 $605.50 " 36 " $676.00 $686.00 $697.50 $710.00 " 42 " $786.00 $800.00 $815.50 $832.50 " 48 " $914.00 $932.50 $953.00 $975.50 " 54 " $1,063.00 $1,087.00 $1,114.00 $1,144.00 " 60 " $1,236.00 $1,267.00 $1,302.00 $1,341.00

Pension Band 116 116 116 116

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APPENDIX B


COMMUNICATIONS CONSULTANT Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $303.00 $303.00 $303.00 $303.00 After 6 Months $354.50 $355.50 $356.50 $357.50

" 12 " $415.00 $417.00 $419.50 $422.00 " 18 " $486.00 $489.50 $493.50 $498.00 " 24 " $568.50 $574.50 $580.50 $587.50 " 30 " $665.50 $674.00 $683.00 $693.00 " 36 " $779.00 $790.50 $803.50 $818.00 " 42 " $912.00 $927.50 $945.50 $965.00 " 48 " $1,067.00 $1,088.50 $1,112.00 $1,138.50 " 54 " $1,249.00 $1,277.00 $1,308.50 $1,343.50 " 60 " $1,462.00 $1,498.50 $1,539.50 $1,585.50

Pension Band 123 123 123 123

Wage Length Effective Dates 5/5/2013 5/4/2014 5/3/2015 5/1/2016

$284.00 $285.00 $285.50 $287.00 " 12 " $337.00 $339.50 $341.50 $344.00 " 18 " $400.50 $404.00 $408.50 $413.00 " 24 " $475.50 $481.50 $488.00 $495.50

" 36 " $671.00 $683.50 $697.50 $713.50 " 42 " $797.50 $814.50 $834.00 $856.00

" 48 " $947.00 $970.50 $997.00 $1,027.00 Pension Band 107 107 107 107

COMMUNICATIONS CONSULTANT Wage Length Effective Dates

Minimum $303.00 $303.00 $303.00 $303.00

$354.50 $355.50 $356.50 $357.50 " 12 " $415.00 $417.00 $419.50 $422.00

$486.00 $489.50 $493.50 $498.00 $568.50 $574.50 $580.50 $587.50

$665.50 $674.00 $683.00 $693.00 $779.00 $790.50 $803.50 $818.00 $912.00 $927.50 $945.50 $965.00

067.00 $1,088.50 $1,112.00 $1,138.50 $1,249.00 $1,277.00 $1,308.50 $1,343.50 $1,462.00 $1,498.50 $1,539.50 $1,585.50

Pension Band 123 123 123 123

CUSTOMER CLERK Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016


" 12 " $337.00 $339.50 $341.50 $344.00 " 18 " $400.50 $404.00 $408.50 $413.00 " 24 " $475.50 $481.50 $488.00 $495.50 " 30 " $565.00 $574.00 $583.50 $594.50 " 36 " $671.00 $683.50 $697.50 $713.50 " 42 " $797.50 $814.50 $834.00 $856.00 " 48 " $947.00 $970.50 $997.00 $1,027.00

Pension Band 1-07 107 107 107

109

APPENDIX B


CUSTOMER REPRESENTATIVE GROUP Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016


" 12 " $402.00 $404.00 $406.50 $408.50 " 18 " $469.00 $472.50 $476.50 $480.50 " 24 " $547.00 $552.50 $558.50 $565.50 " 30 " $638.50 $646.50 $655.00 $665.00 " 36 " $744.50 $756.00 $768.00 $782.00 " 42 " $868.50 $884.00 $901.00 $919.50 " 48 " $1,013.50 $1,033.50 $1,056.50 $1,081.50 " 54 " $1,182.00 $1,208.50 $1,238.50 $1,272.00 " 60 " $1,379.00 $1,413.50 $1,452.50 $1,496.00

Pension Band 120 120 120 120


Minimum $276.50 $276.50 $276.50 $276.50

After 6 Months $324.50 $325.50 $326.50 $327.50 " 12 " $381.00 $383.00 $385.00 $387.50 " 18 " $447.50 $451.00 $454.50 $458.50 " 24 " $525.50 $530.50 $536.50 $542.50 " 30 " $616.50 $624.50 $633.00 $642.50 " 36 " $724.00 $735.00 $747.00 $760.50 " 42 " $850.00 $865.00 $881.50 $900.00 " 48 " $998.00 $1,018.00 $1,040.50 $1,065.50 " 54 " $1,171.50 $1,198.00 $1,228.00 $1,261.00 " 60 " $1,375.50 $1,410.00 $1,449.00 $1,492.50

Pension Band 120 120 120 120

CUSTOMER REPRESENTATIVE GROUP Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016


" 12 " $402.00 $404.00 $406.50 $408.50 " 18 " $469.00 $472.50 $476.50 $480.50 " 24 " $547.00 $552.50 $558.50 $565.50 " 30 " $638.50 $646.50 $655.00 $665.00 " 36 " $744.50 $756.00 $768.00 $782.00 " 42 " $868.50 $884.00 $901.00 $919.50 " 48 " $1,013.50 $1,033.50 $1,056.50 $1,081.50 " 54 " $1,182.00 $1,208.50 $1,238.50 $1,272.00 " 60 " $1,379.00 $1,413.50 $1,452.50 $1,496.00

Pension Band 120 120 120 120

CUSTOMER SERVICE REPRESENTATIVE II Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $276.50 $276.50 $276.50 $276.50

After 6 Months $324.50 $325.50 $326.50 $327.50 " 12 " $381.00 $383.00 $385.00 $387.50 " 18 " $447.50 $451.00 $454.50 $458.50 " 24 " $525.50 $530.50 $536.50 $542.50 " 30 " $616.50 $624.50 $633.00 $642.50 " 36 " $724.00 $735.00 $747.00 $760.50 " 42 " $850.00 $865.00 $881.50 $900.00 " 48 " $998.00 $1,018.00 $1,040.50 $1,065.50 " 54 " $1,171.50 $1,198.00 $1,228.00 $1,261.00 " 60 " $1,375.50 $1,410.00 $1,449.00 $1,492.50

Pension Band 120 120 120 120

110

APPENDIX B


CUSTOMER SERVICES SPECIALIST Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $245.00 $245.00 $245.00 $245.00

After 6 Months $293.00 $294.00 $295.00 $296.00 " 12 " $351.00 $353.00 $355.50 $358.00 " 18 " $420.00 $423.50 $428.00 $433.00 " 24 " $502.50 $508.50 $515.50 $523.00 " 30 " $601.00 $610.50 $621.00 $632.50 " 36 " $719.50 $733.00 $748.00 $764.50 " 42 " $861.00 $879.50 $901.00 $924.50 " 48 " $1,030.00 $1,056.00 $1,085.00 $1,117.50

Pension Band 110 110 110 110


Minimum $274.00 $274.00 $274.00 $274.00

After 6 Months $329.50 $330.50 $332.00 $333.00 " 12 " $396.50 $399.00 $402.00 $405.00 " 18 " $477.50 $482.00 $487.00 $492.00 " 24 " $574.50 $581.50 $589.50 $598.50 " 30 " $691.50 $702.00 $714.00 $727.50 " 36 " $832.00 $847.50 $865.00 $884.00 " 42 " $1,001.00 $1,023.00 $1,047.50 $1,075.00 " 48 " $1,204.50 $1,234.50 $1,268.50 $1,306.50

Pension Band 115 115 115 115

CUSTOMER SERVICES SPECIALIST Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $245.00 $245.00 $245.00 $245.00

After 6 Months $293.00 $294.00 $295.00 $296.00 " 12 " $351.00 $353.00 $355.50 $358.00 " 18 " $420.00 $423.50 $428.00 $433.00 " 24 " $502.50 $508.50 $515.50 $523.00 " 30 " $601.00 $610.50 $621.00 $632.50 " 36 " $719.50 $733.00 $748.00 $764.50 " 42 " $861.00 $879.50 $901.00 $924.50 " 48 " $1,030.00 $1,056.00 $1,085.00 $1,117.50

Pension Band 110 110 110 110

HEAD SERVICE REPRESENTATIVE Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $274.00 $274.00 $274.00 $274.00

After 6 Months $329.50 $330.50 $332.00 $333.00 " 12 " $396.50 $399.00 $402.00 $405.00 " 18 " $477.50 $482.00 $487.00 $492.00 " 24 " $574.50 $581.50 $589.50 $598.50 " 30 " $691.50 $702.00 $714.00 $727.50 " 36 " $832.00 $847.50 $865.00 $884.00 " 42 " $1,001.00 $1,023.00 $1,047.50 $1,075.00 " 48 " $1,204.50 $1,234.50 $1,268.50 $1,306.50

Pension Band 115 115 115 115

111

APPENDIX B


LEVERAGED SERVICE REPRESENTATIVE Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $400.00 $400.00 $400.00 $400.00

After 6 Months $438.00 $439.50 $441.50 $444.00 " 12 " $479.50 $483.00 $487.50 $492.50 " 18 " $524.50 $531.00 $538.50 $546.50 " 24 " $574.00 $583.50 $594.50 $606.00 " 30 " $628.50 $641.50 $656.00 $672.50 " 36 " $688.00 $705.00 $724.50 $746.00

Pension Band 113 113 113 113

MARKETING OPERATIONS GROUP Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $310.00 $310.00 $310.00 $310.00

After 6 Months $358.50 $359.50 $361.00 $362.50 " 12 " $415.00 $417.50 $420.00 $423.50 " 18 " $480.00 $484.50 $489.00 $494.50 " 24 " $555.00 $562.00 $569.50 $578.00 " 30 " $642.00 $652.00 $663.00 $675.50 " 36 " $742.50 $756.50 $772.00 $789.50 " 42 " $859.00 $878.00 $899.00 $922.50 " 48 " $993.50 $1,018.50 $1,046.50 $1,078.00

Pension Band 109 109 109 109

LEVERAGED SERVICE REPRESENTATIVE Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $400.00 $400.00 $400.00 $400.00

After 6 Months $438.00 $439.50 $441.50 $444.00 " 12 " $479.50 $483.00 $487.50 $492.50 " 18 " $524.50 $531.00 $538.50 $546.50 " 24 " $574.00 $583.50 $594.50 $606.00 " 30 " $628.50 $641.50 $656.00 $672.50 " 36 " $688.00 $705.00 $724.50 $746.00

MARKETING OPERATIONS GROUP Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $310.00 $310.00 $310.00 $310.00

After 6 Months $358.50 $359.50 $361.00 $362.50 " 12 " $415.00 $417.50 $420.00 $423.50 " 18 " $480.00 $484.50 $489.00 $494.50 " 24 " $555.00 $562.00 $569.50 $578.00 " 30 " $642.00 $652.00 $663.00 $675.50 " 36 " $742.50 $756.50 $772.00 $789.50 " 42 " $859.00 $878.00 $899.00 $922.50 " 48 " $993.50 $1,018.50 $1,046.50 $1,078.00

Pension Band 109 109 109 109

112

APPENDIX B


REVENUE MANAGEMENT REPRESENTATIVE Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $287.00 $288.00 $289.00 $290.00 " 12 " $344.50 $347.00 $349.00 $351.50 " 18 " $414.00 $417.50 $422.00 $426.50 " 24 " $497.00 $503.00 $510.00 $517.50 " 30 " $597.00 $606.00 $616.50 $628.00 " 36 " $716.50 $730.00 $745.00 $761.50 " 42 " $860.50 $879.50 $900.50 $924.00 " 48 " $1,033.50 $1,059.50 $1,088.50 $1,121.00

Pension Band 110 110 110 110


Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $267.50 $268.00 $269.00 $270.00 " 12 " $299.00 $300.50 $303.00 $305.00 " 18 " $334.00 $337.50 $341.00 $344.50 " 24 " $374.00 $378.50 $383.50 $389.50 " 30 " $418.00 $424.50 $431.50 $439.50 " 36 " $467.50 $476.00 $486.00 $497.00 " 42 " $522.50 $534.00 $547.00 $561.00 " 48 " $584.50 $599.00 $615.50 $634.00

Pension Band 96 96 96 96

REVENUE MANAGEMENT REPRESENTATIVE Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $287.00 $288.00 $289.00 $290.00 " 12 " $344.50 $347.00 $349.00 $351.50 " 18 " $414.00 $417.50 $422.00 $426.50 " 24 " $497.00 $503.00 $510.00 $517.50 " 30 " $597.00 $606.00 $616.50 $628.00 " 36 " $716.50 $730.00 $745.00 $761.50 " 42 " $860.50 $879.50 $900.50 $924.00 " 48 " $1,033.50 $1,059.50 $1,088.50 $1,121.00

SALES CLERK Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $267.50 $268.00 $269.00 $270.00 " 12 " $299.00 $300.50 $303.00 $305.00 " 18 " $334.00 $337.50 $341.00 $344.50 " 24 " $374.00 $378.50 $383.50 $389.50 " 30 " $418.00 $424.50 $431.50 $439.50 " 36 " $467.50 $476.00 $486.00 $497.00 " 42 " $522.50 $534.00 $547.00 $561.00 " 48 " $584.50 $599.00 $615.50 $634.00

Pension Band 96 96 96 96

113

APPENDIX B

SERVICE REPRESENTATIVE Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $250.50 $250.50 $250.50 $250.50

After 6 Months $303.00 $304.00 $305.00 $306.00 " 12 " $366.50 $368.50 $371.00 $374.00 " 18 " $443.00 $447.50 $452.00 $457.00 " 24 " $536.00 $542.50 $550.00 $558.00 " 30 " $648.50 $658.50 $669.50 $682.00 " 36 " $784.00 $798.50 $815.00 $833.50 " 42 " $948.50 $969.00 $992.50 $1,018.00 " 48 " $1,147.00 $1,175.50 $1,208.00 $1,244.00

Pension Band 113 113 113 113

Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $284.00 $285.00 $285.50 $287.00 " 12 " $337.00 $339.50 $341.50 $344.00 " 18 " $400.50 $404.00 $408.50 $413.00 " 24 " $475.50 $481.50 $488.00 $495.50 " 30 " $565.00 $574.00 $583.50 $594.50 " 36 " $671.00 $683.50 $697.50 $713.50 " 42 " $797.50 $814.50 $834.00 $856.00 " 48 " $947.00 $970.50 $997.00 $1,027.00

Pension Band 107 107 107 107

SERVICE REPRESENTATIVE Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $250.50 $250.50 $250.50 $250.50

After 6 Months $303.00 $304.00 $305.00 $306.00 " 12 " $366.50 $368.50 $371.00 $374.00 " 18 " $443.00 $447.50 $452.00 $457.00 " 24 " $536.00 $542.50 $550.00 $558.00 " 30 " $648.50 $658.50 $669.50 $682.00 " 36 " $784.00 $798.50 $815.00 $833.50 " 42 " $948.50 $969.00 $992.50 $1,018.00 " 48 " $1,147.00 $1,175.50 $1,208.00 $1,244.00

TELLER Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $284.00 $285.00 $285.50 $287.00 " 12 " $337.00 $339.50 $341.50 $344.00 " 18 " $400.50 $404.00 $408.50 $413.00 " 24 " $475.50 $481.50 $488.00 $495.50 " 30 " $565.00 $574.00 $583.50 $594.50 " 36 " $671.00 $683.50 $697.50 $713.50 " 42 " $797.50 $814.50 $834.00 $856.00 " 48 " $947.00 $970.50 $997.00 $1,027.00

Pension Band 107 107 107 107

114

APPENDIX B

WAGE PROGRESSION SCHEDULES GRAPHICS AND DRAFTING CLASSIFICATION


GRAPHICS SPECIALIST - B Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $285.50 $286.00 $287.00 $288.50 " 12 " $340.50 $343.00 $345.00 $347.50 " 18 " $407.00 $410.50 $415.00 $419.50 " 24 " $485.50 $491.50 $498.50 $506.00 " 30 " $580.00 $589.00 $599.00 $610.00 " 36 " $692.50 $705.00 $720.00 $736.00 " 42 " $826.50 $844.50 $865.00 $887.50 " 48 " $987.00 $1,011.50 $1,039.50 $1,070.50

Pension Band 108 108 108 108

115

APPENDIX C



Office Clerical Assistant-C


Combination ClerkTypist-C


Records Clerk-CReports ClerkRight of Way ClerkStenographer-CSupplies Clerk


Administrative ClerkAdministrative Reports ClerkData Processing Clerk-COperations ClerkPersonnel Records ClerkSenior Reports ClerkSenior Stenographer-C

116


Advanced Data Processing ClerkHead Clerk-CHead Stenographer-C

b. GROUP 1 CRAFT CLASSIFICATION

Cable Splicing TechnicianCombination TechnicianCommunications TechnicianCustomer Services TechnicianData Services TechnicianNetwork Center TechnicianRMATS TechnicianSystems Technician

c. GROUP 2 CRAFT CLASSIFICATION

Frame Attendant (Group 2-A)Outside Plant TechnicianSystems Analyst

d. NONCRAFT CLASSIFICATION

Air Conditioning SpecialistAssistant Customer Service TechnicianBuilding Maintainer

(See Note 1 below)Building MechanicCAD Technical SpecialistCentral Office Translations SpecialistCircuit Design SpecialistCustomer Services RepresentativeDriver-Tractor Trailer

(See Note 2 below)Facilities Specialist

117

Garage AttendantHouse Service AttendantHouse Service MaintainerInstallation CoordinatorLine Translations SpecialistMotor Equipment Inspector/MaintainerPay Telephone TechnicianSupplies AttendantTechnical Associate

Note 1: See Section 3.(a) in Article IV, Basis ofCompensation, of the 2013 Departmental Agree-ment.

Note 2: See Section 3.(b) in Article IV, Basis ofCompensation, of the 2013 Departmental Agree-ment.

1.02 Wage Schedules for job titles shown in paragraph 1.01preceding, shall be applied in accordance with Sections 1. and2. in Article IV, Basis of Compensation, of the 2013 Depart-mental Agreement. Applicable Wage Schedules are includedas Appendix E for job titles in 1.01 a. preceding, and in thisAppendix for job titles in 1.01 b., c., d., and e. preceding.

118

APPENDIX C


WAGE PROGRESSION SCHEDULES CRAFT CLASSIFICATIONS


GROUP 1 Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $276.50 $276.50 $276.50 $276.50

After 6 Months $324.50 $325.50 $326.50 $327.50 " 12 " $381.00 $383.00 $385.00 $387.50 " 18 " $447.50 $451.00 $454.50 $458.50 " 24 " $525.50 $530.50 $536.50 $542.50 " 30 " $616.50 $624.50 $633.00 $642.50 " 36 " $724.00 $735.00 $747.00 $760.50 " 42 " $850.00 $865.00 $881.50 $900.00 " 48 " $998.00 $1,018.00 $1,040.50 $1,065.50 " 54 " $1,171.50 $1,198.00 $1,228.00 $1,261.00 " 60 " $1,375.50 $1,410.00 $1,449.00 $1,492.50

Pension Band 120 120 120 120


of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $276.50 $276.50 $276.50 $276.50

After 6 Months $323.50 $324.50 $325.00 $326.00 " 12 " $378.50 $380.50 $382.50 $384.50 " 18 " $443.00 $446.00 $449.50 $453.50 " 24 " $518.00 $523.00 $529.00 $535.00 " 30 " $606.00 $613.50 $622.00 $631.00 " 36 " $709.00 $719.50 $731.50 $744.50 " 42 " $829.50 $844.00 $860.00 $878.00 " 48 " $970.50 $990.00 $1,011.50 $1,036.00 " 54 " $1,135.50 $1,161.00 $1,189.50 $1,221.50 " 60 " $1,328.50 $1,361.50 $1,399.00 $1,441.00

Pension Band 119 119 119 119


of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $276.50 $276.50 $276.50 $276.50

After 6 Months $324.50 $325.50 $326.50 $327.50 " 12 " $381.00 $383.00 $385.00 $387.50 " 18 " $447.50 $451.00 $454.50 $458.50 " 24 " $525.50 $530.50 $536.50 $542.50 " 30 " $616.50 $624.50 $633.00 $642.50 " 36 " $724.00 $735.00 $747.00 $760.50 " 42 " $850.00 $865.00 $881.50 $900.00 " 48 " $998.00 $1,018.00 $1,040.50 $1,065.50 " 54 " $1,171.50 $1,198.00 $1,228.00 $1,261.00 " 60 " $1,375.50 $1,410.00 $1,449.00 $1,492.50


of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $276.50 $276.50 $276.50 $276.50

After 6 Months $323.50 $324.50 $325.00 $326.00 " 12 " $378.50 $380.50 $382.50 $384.50 " 18 " $443.00 $446.00 $449.50 $453.50 " 24 " $518.00 $523.00 $529.00 $535.00 " 30 " $606.00 $613.50 $622.00 $631.00 " 36 " $709.00 $719.50 $731.50 $744.50 " 42 " $829.50 $844.00 $860.00 $878.00 " 48 " $970.50 $990.00 $1,011.50 $1,036.00 " 54 " $1,135.50 $1,161.00 $1,189.50 $1,221.50 " 60 " $1,328.50 $1,361.50 $1,399.00 $1,441.00

Pension Band 119 119 119 119

119

APPENDIX C

GROUP 2A Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $276.50 $276.50 $276.50 $276.50

After 6 Months $325.00 $325.50 $326.50 $327.50 " 12 " $381.50 $383.50 $386.00 $388.50 " 18 " $448.00 $452.00 $456.00 $460.50 " 24 " $526.50 $532.50 $538.50 $546.00 " 30 " $618.50 $627.00 $636.50 $647.00 " 36 " $726.50 $738.50 $752.00 $767.00 " 42 " $853.50 $870.00 $888.50 $909.00 " 48 " $1,002.50 $1,024.50 $1,049.50 $1,077.50 " 54 " $1,177.50 $1,207.00 $1,240.00 $1,277.00

Pension Band 114 114 114 114

120

APPENDIX C

WAGE PROGRESSION SCHEDULESNONCRAFT CLASSIFICATION



AIR CONDITIONING SPECIALIST MOTOR EQUIPMENT INSPECTOR MAINTAINER


Minimum $276.50 $276.50 $276.50 $276.50

After 6 Months $324.50 $325.00 $326.00 $327.00 " 12 " $380.50 $382.50 $384.50 $386.50 " 18 " $446.50 $449.50 $453.50 $457.50 " 24 " $523.50 $529.00 $534.50 $541.00 " 30 " $614.00 $622.00 $630.50 $639.50 " 36 " $720.50 $731.50 $743.50 $756.50 " 42 " $845.50 $860.00 $876.50 $894.50 " 48 " $991.50 $1,011.50 $1,033.50 $1,058.00 " 54 " $1,163.00 $1,189.00 $1,218.50 $1,251.50 " 60 " $1,364.50 $1,398.50 $1,437.00 $1,480.00

Pension Band 120 120 120 120


Minimum $261.50 $261.50 $261.50 $261.50

After 6 Months $301.50 $302.50 $303.50 $304.50 " 12 " $347.50 $349.50 $352.00 $354.50 " 18 " $400.50 $404.50 $408.50 $413.00 " 24 " $462.00 $467.50 $474.00 $481.00 " 30 " $532.50 $541.00 $550.00 $560.50 " 36 " $614.00 $625.50 $638.50 $653.00 " 42 " $708.00 $723.50 $740.50 $760.50 " 48 " $816.00 $836.50 $859.50 $885.50

Pension Band 103 103 103 103

AIR CONDITIONING SPECIALIST MOTOR EQUIPMENT INSPECTOR MAINTAINER


Minimum $276.50 $276.50 $276.50 $276.50

After 6 Months $324.50 $325.00 $326.00 $327.00 " 12 " $380.50 $382.50 $384.50 $386.50 " 18 " $446.50 $449.50 $453.50 $457.50 " 24 " $523.50 $529.00 $534.50 $541.00 " 30 " $614.00 $622.00 $630.50 $639.50 " 36 " $720.50 $731.50 $743.50 $756.50 " 42 " $845.50 $860.00 $876.50 $894.50 " 48 " $991.50 $1,011.50 $1,033.50 $1,058.00 " 54 " $1,163.00 $1,189.00 $1,218.50 $1,251.50 " 60 " $1,364.50 $1,398.50 $1,437.00 $1,480.00

ASSISTANT CUSTOMER SERVICE TECHNICIAN Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $261.50 $261.50 $261.50 $261.50

After 6 Months $301.50 $302.50 $303.50 $304.50 " 12 " $347.50 $349.50 $352.00 $354.50 " 18 " $400.50 $404.50 $408.50 $413.00 " 24 " $462.00 $467.50 $474.00 $481.00 " 30 " $532.50 $541.00 $550.00 $560.50 " 36 " $614.00 $625.50 $638.50 $653.00 " 42 " $708.00 $723.50 $740.50 $760.50 " 48 " $816.00 $836.50 $859.50 $885.50

Pension Band 103 103 103 103

121

APPENDIX C


BUILDING MAINTAINER GARAGE ATTENDANT


Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $280.00 $280.50 $281.50 $282.50 " 12 " $328.00 $330.00 $332.00 $334.50 " 18 " $384.00 $387.50 $391.50 $395.50 " 24 " $449.50 $455.00 $461.50 $468.00 " 30 " $526.50 $534.50 $544.00 $554.00 " 36 " $616.50 $628.00 $641.00 $655.00 " 42 " $722.00 $737.50 $755.50 $775.00 " 48 " $845.50 $866.50 $890.50 $917.00

Pension Band 104 104 104 104

of Service

Minimum $273.00 $273.00 $273.00 $273.00

After 6 Months $318.50 $319.50 $320.00 $321.00 " 12 " $371.50 $373.50 $375.50 $377.50 " 18 " $433.50 $436.50 $440.00 $444.00 " 24 " $505.50 $510.50 $516.50 $522.50 " 30 " $590.00 $597.00 $605.50 $614.50 " 36 " $688.00 $698.50 $710.00 $722.50 " 42 " $803.00 $817.00 $832.50 $850.00 " 48 " $936.50 $955.50 $976.50 $999.50 " 54 " $1,092.50 $1,117.00 $1,145.00 $1,176.00 " 60 " $1,274.50 $1,306.50 $1,342.50 $1,383.00

Pension Band 117 117 117 117


Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $280.00 $280.50 $281.50 $282.50 " 12 " $328.00 $330.00 $332.00 $334.50 " 18 " $384.00 $387.50 $391.50 $395.50 " 24 " $449.50 $455.00 $461.50 $468.00 " 30 " $526.50 $534.50 $544.00 $554.00 " 36 " $616.50 $628.00 $641.00 $655.00 " 42 " $722.00 $737.50 $755.50 $775.00 " 48 " $845.50 $866.50 $890.50 $917.00

Pension Band 104 104 104 104

BUILDING MECHANIC Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $273.00 $273.00 $273.00 $273.00

After 6 Months $318.50 $319.50 $320.00 $321.00 " 12 " $371.50 $373.50 $375.50 $377.50 " 18 " $433.50 $436.50 $440.00 $444.00 " 24 " $505.50 $510.50 $516.50 $522.50 " 30 " $590.00 $597.00 $605.50 $614.50 " 36 " $688.00 $698.50 $710.00 $722.50 " 42 " $803.00 $817.00 $832.50 $850.00 " 48 " $936.50 $955.50 $976.50 $999.50 " 54 " $1,092.50 $1,117.00 $1,145.00 $1,176.00 " 60 " $1,274.50 $1,306.50 $1,342.50 $1,383.00

Pension Band 117 117 117 117

122

APPENDIX C


CAD TECHNICAL SPECIALIST Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $286.50 $287.00 $288.00 $289.00 " 12 " $343.00 $345.00 $347.50 $350.00 " 18 " $411.00 $414.50 $419.00 $423.50 " 24 " $492.00 $498.00 $505.00 $512.50 " 30 " $589.50 $598.50 $609.00 $620.00 " 36 " $706.00 $719.50 $734.00 $750.50 " 42 " $845.50 $864.50 $885.00 $908.00 " 48 " $1,013.00 $1,038.50 $1,067.00 $1,099.00

Pension Band 109 109 109 109

CUSTOMER SERVICES REPRESENTATIVE CIRCUIT DESIGN SPECIALIST

FACILITIES SPECIALIST Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $249.00 $249.00 $249.00 $249.00

After 6 Months $299.00 $299.50 $301.00 $302.00 " 12 " $358.50 $361.00 $363.50 $366.00 " 18 " $430.50 $434.50 $439.00 $443.50 " 24 " $516.50 $523.00 $530.00 $538.00 " 30 " $619.50 $629.50 $640.00 $652.00 " 36 " $743.50 $757.50 $773.00 $790.50 " 42 " $892.50 $912.00 $934.00 $958.50 " 48 " $1,071.00 $1,098.00 $1,128.00 $1,162.00

Pension Band 111 111 111 111

CAD TECHNICAL SPECIALIST Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $286.50 $287.00 $288.00 $289.00 " 12 " $343.00 $345.00 $347.50 $350.00 " 18 " $411.00 $414.50 $419.00 $423.50 " 24 " $492.00 $498.00 $505.00 $512.50 " 30 " $589.50 $598.50 $609.00 $620.00 " 36 " $706.00 $719.50 $734.00 $750.50 " 42 " $845.50 $864.50 $885.00 $908.00 " 48 " $1,013.00 $1,038.50 $1,067.00 $1,099.00

Pension Band 109 109 109 109

CUSTOMER SERVICES REPRESENTATIVE CIRCUIT DESIGN SPECIALIST

FACILITIES SPECIALIST Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $249.00 $249.00 $249.00 $249.00

After 6 Months $299.00 $299.50 $301.00 $302.00 " 12 " $358.50 $361.00 $363.50 $366.00 " 18 " $430.50 $434.50 $439.00 $443.50 " 24 " $516.50 $523.00 $530.00 $538.00 " 30 " $619.50 $629.50 $640.00 $652.00 " 36 " $743.50 $757.50 $773.00 $790.50 " 42 " $892.50 $912.00 $934.00 $958.50 " 48 " $1,071.00 $1,098.00 $1,128.00 $1,162.00

Pension Band 111 111 111 111

123

APPENDIX C


DRIVER-TRACTOR TRAILER Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Pension Band 111 111 111 111

HOUSE SERVICE ATTENDANT Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $277.00 $278.00 $279.00 $280.00 " 12 " $321.50 $323.50 $325.50 $328.00 " 18 " $373.00 $376.50 $380.50 $384.50 " 24 " $432.50 $438.00 $444.00 $450.50 " 30 " $502.00 $509.50 $518.00 $528.00 " 36 " $582.00 $593.00 $605.00 $618.50 " 42 " $675.00 $689.50 $706.50 $724.50 " 48 " $783.00 $802.50 $824.50 $849.00

Pension Band 102 102 102 102

HOUSE SERVICE MAINTAINER Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $279.00 $280.00 $281.00 $282.00 " 12 " $326.00 $328.00 $330.50 $332.50 " 18 " $381.00 $384.50 $388.50 $392.50 " 24 " $445.00 $450.50 $456.50 $463.50 " 30 " $519.50 $527.50 $536.50 $546.50 " 36 " $607.00 $618.00 $631.00 $645.00 " 42 " $709.00 $724.00 $741.50 $761.00 " 48 " $828.00 $848.50 $872.00 $898.00


Pension Band 111 111 111 111


Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $277.00 $278.00 $279.00 $280.00 " 12 " $321.50 $323.50 $325.50 $328.00 " 18 " $373.00 $376.50 $380.50 $384.50 " 24 " $432.50 $438.00 $444.00 $450.50 " 30 " $502.00 $509.50 $518.00 $528.00 " 36 " $582.00 $593.00 $605.00 $618.50 " 42 " $675.00 $689.50 $706.50 $724.50 " 48 " $783.00 $802.50 $824.50 $849.00

Pension Band 102 102 102 102

HOUSE SERVICE MAINTAINER Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $279.00 $280.00 $281.00 $282.00 " 12 " $326.00 $328.00 $330.50 $332.50 " 18 " $381.00 $384.50 $388.50 $392.50 " 24 " $445.00 $450.50 $456.50 $463.50 " 30 " $519.50 $527.50 $536.50 $546.50 " 36 " $607.00 $618.00 $631.00 $645.00 " 42 " $709.00 $724.00 $741.50 $761.00 " 48 " $828.00 $848.50 $872.00 $898.00

Pension Band 104 104 104 104

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APPENDIX C


INSTALLATION COORDINATOR Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $310.00 $310.00 $310.00 $310.00

After 6 Months $358.50 $359.50 $361.00 $362.50 " 12 " $415.00 $417.50 $420.00 $423.50 " 18 " $480.00 $484.50 $489.00 $494.50 " 24 " $555.00 $562.00 $569.50 $578.00 " 30 " $642.00 $652.00 $663.00 $675.50 " 36 " $742.50 $756.50 $772.00 $789.50 " 42 " $859.00 $878.00 $899.00 $922.50 " 48 " $993.50 $1,018.50 $1,046.50 $1,078.00

Pension Band 109 109 109 109

LINE TRANSLATIONS SPECIALIST Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $250.50 $250.50 $250.50 $250.50

After 6 Months $301.50 $302.50 $303.50 $304.50 " 12 " $363.00 $365.00 $367.50 $370.50 " 18 " $437.00 $441.00 $445.50 $450.50 " 24 " $526.00 $532.50 $539.50 $547.50 " 30 " $633.00 $642.50 $653.50 $666.00 " 36 " $761.50 $776.00 $792.00 $809.50 " 42 " $917.00 $937.00 $959.00 $984.50 " 48 " $1,103.50 $1,131.00 $1,162.00 $1,197.00

Pension Band 112 112 112 112

INSTALLATION COORDINATOR Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $310.00 $310.00 $310.00 $310.00

After 6 Months $358.50 $359.50 $361.00 $362.50 " 12 " $415.00 $417.50 $420.00 $423.50 " 18 " $480.00 $484.50 $489.00 $494.50 " 24 " $555.00 $562.00 $569.50 $578.00 " 30 " $642.00 $652.00 $663.00 $675.50 " 36 " $742.50 $756.50 $772.00 $789.50 " 42 " $859.00 $878.00 $899.00 $922.50 " 48 " $993.50 $1,018.50 $1,046.50 $1,078.00

CENTRAL OFFICE TRANSLATION SPECIALIST LINE TRANSLATIONS SPECIALIST


Minimum $250.50 $250.50 $250.50 $250.50

After 6 Months $301.50 $302.50 $303.50 $304.50 " 12 " $363.00 $365.00 $367.50 $370.50 " 18 " $437.00 $441.00 $445.50 $450.50 " 24 " $526.00 $532.50 $539.50 $547.50 " 30 " $633.00 $642.50 $653.50 $666.00 " 36 " $761.50 $776.00 $792.00 $809.50 " 42 " $917.00 $937.00 $959.00 $984.50 " 48 " $1,103.50 $1,131.00 $1,162.00 $1,197.00

Pension Band 112 112 112 112

125

APPENDIX C


PAY TELEPHONE TECHNICIAN Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $273.50 $273.50 $273.50 $273.50

After 6 Months $319.00 $320.00 $321.00 $322.00 " 12 " $372.50 $374.50 $376.50 $378.50 " 18 " $434.50 $438.00 $441.50 $445.50 " 24 " $507.00 $512.00 $518.00 $524.00 " 30 " $592.00 $599.50 $607.50 $616.50 " 36 " $690.50 $701.00 $712.50 $725.50 " 42 " $806.00 $820.00 $836.00 $853.50 " 48 " $940.50 $959.50 $980.50 $1,004.00 " 54 " $1,097.50 $1,122.50 $1,150.00 $1,181.00 " 60 " $1,281.00 $1,313.00 $1,349.00 $1,389.50

Pension Band 117 117 117 117

Effective Dates of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $287.00 $287.50 $288.50 $290.00 " 12 " $344.00 $346.50 $348.50 $351.50 " 18 " $413.00 $417.00 $421.00 $426.00 " 24 " $496.00 $502.00 $509.00 $516.50 " 30 " $595.00 $604.00 $614.50 $626.00 " 36 " $714.00 $727.50 $742.50 $759.00 " 42 " $857.00 $875.50 $896.50 $920.00 " 48 " $1,028.50 $1,054.00 $1,083.00 $1,115.50

Pension Band 110 110 110 110

PAY TELEPHONE TECHNICIAN Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $273.50 $273.50 $273.50 $273.50

After 6 Months $319.00 $320.00 $321.00 $322.00 " 12 " $372.50 $374.50 $376.50 $378.50 " 18 " $434.50 $438.00 $441.50 $445.50 " 24 " $507.00 $512.00 $518.00 $524.00 " 30 " $592.00 $599.50 $607.50 $616.50 " 36 " $690.50 $701.00 $712.50 $725.50 " 42 " $806.00 $820.00 $836.00 $853.50 " 48 " $940.50 $959.50 $980.50 $1,004.00 " 54 " $1,097.50 $1,122.50 $1,150.00 $1,181.00 " 60 " $1,281.00 $1,313.00 $1,349.00 $1,389.50

SUPPLIES ATTENDANT Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $287.00 $287.50 $288.50 $290.00 " 12 " $344.00 $346.50 $348.50 $351.50 " 18 " $413.00 $417.00 $421.00 $426.00 " 24 " $496.00 $502.00 $509.00 $516.50 " 30 " $595.00 $604.00 $614.50 $626.00 " 36 " $714.00 $727.50 $742.50 $759.00 " 42 " $857.00 $875.50 $896.50 $920.00 " 48 " $1,028.50 $1,054.00 $1,083.00 $1,115.50

Pension Band 110 110 110 110

126

APPENDIX C

TECHNICAL ASSOCIATE Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $286.50 $287.00 $288.00 $289.00 " 12 " $343.00 $345.00 $347.50 $350.00 " 18 " $411.00 $414.50 $419.00 $423.50 " 24 " $492.00 $498.00 $505.00 $512.50 " 30 " $589.50 $598.50 $609.00 $620.00 " 36 " $706.00 $719.50 $734.00 $750.50 " 42 " $845.50 $864.50 $885.00 $908.00 " 48 " $1,013.00 $1,038.50 $1,067.00 $1,099.00

Pension Band 109 109 109 109

APPENDIX CSUPPLEMENTAL STATEMENTS

SUMMARY

STATEMENTNO. TITLE

1. Payment of Group 1 Rate to Employeeson Certain Types of Preventive Mainte-nance Work

2. Classification of Installation Work Be-tween Group 1 and Group 2

3. Lunch Periods4. Rotation of Night Work Among Cable

Splicing Forces5. Use of Employee-Owned Automobiles6. Supervisor’s Manual

127

128

APPENDIX CSUPPLEMENTAL STATEMENTS

1. PAYMENT OF GROUP 1 RATE TO EMPLOYEES ONCERTAIN TYPES OF PREVENTIVE MAINTENANCEWORK

The purpose of the following is to better define theclassification of preventive maintenance work betweenGroup 1 and Group 2 workers:

A. Drop Wire, Inside Wire, and Station Cords

The locating and clearing of trouble indicated by wetweather tests or resulting from subscriber reports and/ortests shall be classified as Group 1 work; however, wheresuch trouble is located and is then cleared on a temporarybasis, the later routine replacement of the plant involvedshall be classified as Group 2 work. The identification ofdefective drop wires for the purpose of subsequent clear-ing of the trouble shall not be considered as “cleared on atemporary basis.”

Straight drop wire patrol work involving partial orcomplete drop wire replacement, rerouting (including thenecessary inside wire work on the subscriber’s premises),tree trimming, and other drop or inside wire repair worknot involving the locating of trouble found through tests,shall be classified as Group 2 work and may be carriedout by installers and outside plant technicians.

Repair or replacement of subscriber’s station cords re-sulting from tests from the Central Office desk or in con-nection with the use of portable electronic test sets or othersimilar devices shall be classified as Group 1 work. Rou-tine replacement of subscriber station cords on other thana trouble testing basis as above described shall be classi-fied as Group 2 work.

129

B. Cable Work

The following shall be Group 1 work:

(a) Cable splicing work.

(b) Locating and clearing cable trouble by opening thesheath and repairing cable conductors.

(c) Cutting in cable terminals, regardless of size ormethod.

(d) Sheath welding.

All other preventive maintenance work not requiring aCable Splicing Technician shall be considered as Group2 work.

C. The general types of work operations listed above andother work associated with preventive maintenance maybe carried out by Group 1 employees or by Group 2 em-ployees for training purposes or to such extent as theirqualifications permit. Subject to any applicable provisionsof Article XIII, which covers Job Vacancy, each employeeshall be assigned the appropriate title under Group 1 orGroup 2, dependent upon that employee’s preponderantduties.

2. CLASSIFICATION OF INSTALLATION WORKBETWEEN GROUP 1 AND GROUP 2(Work Primarily On The Subscriber’s Premises)

In order to better define the classification of installa-tion work between Group 1 and Group 2, lists of typicaljob assignments are shown below.

130

GROUP 1 WORK

A. Install, reinstall, reconnect, rearrange, move, change,disconnect, or remove:

1. Auxiliary signals, push buttons, and buzzers, di-rectly associated with equipment listed hereun-der.

2. Cord type PBX.

3. Cordless type PBX.

4. Cord circuit at PBX.

5. PBX trunk jacks, station jacks, and associatedswitchboard equipment.

6. PBX tie line with associated switchboard or tieline equipment (equipment not in place).

7. Storage battery.

8. Rectifier.

9. Code calling equipment.

10. Conference service equipment.

11. PAX equipment units — all types.

12. 750 or 755 PAX.

13. 750 or 755 PAX key station.

14. Order turrets and call distributors.

15. 1A Interphone System and 2A and 3A Commu-nication Systems.

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16. 1A Key telephone system with visual signalling,or to intercommunicate, or to automatically cutoff or exclude.

17. Visual signalling equipment.

18. 102 Key equipment, or key box or line.

19. Secretarial service equipment.

20. No. 4 type Key equipment.

21. 6A Key equipment (dial intercom).

22. Teletype equipment.

23. Telephoto equipment.

24. Paging systems.

25. Volume limiter equipment.

26. Automatic telephone answering equipment.

27. Distant talking microphone set.

28. Interconnect devices directly associated withequipment listed above.

B. Regrade or regroup PAX or multiple PBX trunk cir-cuits.

C. Test and adjust mobile radio station or televisionequipment.

D. Equalize loops (all types).

E. Maintain, install, and repair equipment arranged forcarrier operation.

132

GROUP 2 WORK

A. Install, reinstall, reconnect, rearrange, move, change,disconnect, or remove:

1. Auxiliary signals (other than visual signals),push buttons, and buzzers, directly associatedwith equipment listed hereunder.

2. Main station.

3. PBX station.

4. Extension station.

5. Jacks for portable station.

6. Private line equipment.

7. Special service circuits.

8. Pay telephone and associated equipment.

9. Telephone booths, shelves, pedestals, and asso-ciated equipment.

10. Outside or explosive atmosphere telephone set.

11. Broadcasting and supervisory loops.

12. PBX trunk or tie line (equipment in place).

13. 1A Key telephone system to pick up, hold, ormanually cut off or exclude, where visual sig-nalling is not involved.

14. Handsets, including amplifier, push-to-talk,weak speech, shoulder rest, etc.

133

15. Long cords or special cords.

16. Operator’s handset or headset.

17. Line on secretarial service equipment (equip-ment in place).

18. Illuminated dial telephone set.

19. Recorder coupler.

20. Recorder connector.

21. 106- and 107-type loudspeakers.

22. Interconnect devices directly associated withequipment listed above.

B. Change:

1. Pairing.

2. Class of service.

3. Coin number plate.

4. Grouping for party line fill.

C. Place, connect, move, or remove mobile radio stationor television equipment.

D. Restrict, intercept, or remove from intercepting PAXstation lines.

E. Place, connect, move or remove equipment arrangedfor carrier operation, and make necessary tests and ad-justments encountered on installation of such equip-ment.

134

Note: Drop wire work, inside wire work, and other workof this general type associated with installation work,shall be classified as Group 2 work.

3. LUNCH PERIODS

The length of the lunch period for Craft constructionforces shall be thirty (30) minutes, unless constant atten-dance at the post of duty is required. The length of thelunch period for other Craft employees having outsideplant maintenance titles may be either forty-five (45) min-utes or one (1) hour as desired by the majority of suchemployees in a particular exchange.

In certain other forces, a thirty (30)-minute lunch pe-riod may be permitted if specifically approved by Gen-eral Management. [This applies particularly to testroomemployees who were formerly on a thirty (30)-minutelunch period schedule.]

No change in lunch hour practice is contemplated forother forces.

When an employee is temporarily assigned to a groupobserving a different lunch period, the employee will berequired to follow the lunch hour practice observed by thegroup to which he or she is temporarily assigned. In suchcases where an employee normally works from 8 a.m. to4:45 p.m. and is temporarily assigned to a group having aone (1)-hour lunch period and working from 8 a.m. to 5p.m., no overtime payment will be involved.

4. ROTATION OF NIGHT WORK AMONG CABLESPLICING FORCES

It is agreed that night cable splicing work over an ex-tended period will be rotated among the available cablesplicing forces so that a given employee will not be regu-

135

larly scheduled for consecutive night tours for more thana thirty (30) day period. After such a period of consecu-tive night tours, the employee will be assigned to day toursfor a period of not less than thirty (30) days before reas-signment to night tours on a regular basis.

5. USE OF EMPLOYEE-OWNED AUTOMOBILES

Employee-owned and driven automobiles may be usedincident to the Company’s business for the convenienceof the employee provided that the employee carries ad-equate insurance coverage with an approved insurancecompany, and the necessary authorization is obtainedthrough lines of organization in accordance with the ex-isting instructions.

Information concerning the procedure in obtaining au-thorization to drive employee-owned automobiles onCompany time may be secured through the immediate su-pervisor.

The extent to which personal cars may be used onCompany business must of necessity be determined in theareas, and this statement is not intended as indicating anyviewpoint as to whether such usage in any locality shouldor should not be increased.

The safe operation of non-Company automobiles onCompany time by employees is a responsibility of theCompany even though the automobiles may be used pri-marily for the convenience of the employee.

6. SUPERVISOR’S MANUAL

The Company will furnish the Union, for informa-tional purposes, copies of the Supervisor’s Manual whenrevised.

136

APPENDIX D



Office Clerical Assistant-D


Miscellaneous Summaries ClerkTypist-D


Force Reports ClerkRecords Clerk-DService Results ClerkStenographer-D


Computer Attendant-DDAS/C Data Base ClerkForce Adjustment ClerkGeneral Clerk-DPayroll Change ClerkSenior Records Clerk-DSenior Stenographer-D

137


Head Clerk-DHead Stenographer-DSenior General Clerk-DService Evaluator

b. CENTRAL OFFICE ASSISTANT CLASSIFI-CATION

Central Office Assistant

c. CONSOLE OPERATOR CLASSIFICATION

Console Operator

d. CONTACT CLASSIFICATION

Business Services Instructor

e. OPERATING CLASSIFICATION

Central Office ClerkOperatorService Assistant

1.02 Wage Schedules for job titles shown in paragraph 1.01preceding, shall be applied in accordance with Sections 1. and2. in Article IV, Basis of Compensation, of the 2013 Depart-mental Agreement. Applicable Wage Schedules are includedas Appendix E for job titles in 1.01 a. preceding, and in thisAppendix for job titles in 1.01 b., c., d., and e. preceding.

138

APPENDIX D

WAGE PROGRESSION SCHEDULES CENTRAL OFFICE ASSISTANT CLASSIFICATION


CENTRAL OFFICE ASSISTANT Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $245.00 $245.00 $245.00 $245.00

After 6 Months $293.50 $294.50 $295.50 $297.00 " 12 " $351.00 $353.50 $356.50 $359.50 " 18 " $420.50 $425.00 $430.00 $435.50 " 24 " $503.50 $510.50 $518.50 $527.50 " 30 " $602.50 $613.50 $625.50 $639.00 " 36 " $721.50 $737.00 $754.50 $774.00 " 42 " $864.00 $885.50 $910.00 $937.50

Pension Band 105 105 105 105

139

APPENDIX D

WAGE PROGRESSION SCHEDULES CONSOLE OPERATOR CLASSIFICATION


CONSOLE OPERATOR Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $284.50 $285.50 $286.50 $287.50 " 12 " $338.00 $340.50 $343.00 $346.00 " 18 " $402.00 $406.50 $411.00 $416.50 " 24 " $478.50 $485.00 $492.50 $501.00 " 30 " $569.00 $579.00 $590.50 $603.00 " 36 " $677.00 $691.00 $707.50 $725.50 " 42 " $805.00 $825.00 $847.50 $873.00

Pension Band 103 103 103 103

140

APPENDIX D

WAGE PROGRESSION SCHEDULES CONTACT CLASSIFICATION


BUSINESS SERVICES INSTRUCTOR Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $261.50 $261.50 $261.50 $261.50

After 6 Months $311.00 $312.00 $313.00 $314.50 " 12 " $370.50 $372.50 $375.00 $378.00 " 18 " $440.50 $445.00 $449.50 $454.50 " 24 " $524.50 $531.00 $538.50 $546.00 " 30 " $624.00 $634.00 $644.50 $656.50 " 36 " $743.00 $757.00 $772.50 $789.50 " 42 " $884.00 $903.50 $925.00 $949.00 " 48 " $1,052.00 $1,078.50 $1,108.00 $1,141.00

Pension Band 110 110 110 110

141

APPENDIX D

WAGE PROGRESSION SCHEDULES OPERATING CLASSIFICATIONS


CENTRAL OFFICE CLERK SERVICE ASSISTANT


Minimum $249.00 $249.00 $249.00 $249.00

After 6 Months $296.00 $297.00 $298.00 $299.00 " 12 " $352.50 $354.50 $357.00 $359.50 " 18 " $419.00 $423.00 $427.50 $432.00 " 24 " $498.50 $505.00 $512.00 $519.50 " 30 " $593.50 $602.50 $613.00 $624.00 " 36 " $706.00 $719.00 $734.00 $750.00 " 42 " $839.50 $858.00 $878.50 $901.50 " 48 " $999.00 $1,024.00 $1,052.00 $1,083.50

Pension Band 109 109 109 109


Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $284.50 $285.50 $286.50 $287.50 " 12 " $339.00 $341.00 $343.50 $346.00 " 18 " $403.50 $407.50 $411.50 $416.00 " 24 " $480.50 $486.50 $493.50 $500.50 " 30 " $572.50 $581.50 $591.50 $602.50 " 36 " $682.00 $694.50 $709.00 $724.50 " 42 " $812.00 $829.50 $849.50 $872.00 " 48 " $967.00 $991.00 $1,018.50 $1,049.00

Pension Band 108 108 108 108

OPERATING CLASSIFICATIONS

CENTRAL OFFICE CLERK SERVICE ASSISTANT


Minimum $249.00 $249.00 $249.00 $249.00

After 6 Months $296.00 $297.00 $298.00 $299.00 " 12 " $352.50 $354.50 $357.00 $359.50 " 18 " $419.00 $423.00 $427.50 $432.00 " 24 " $498.50 $505.00 $512.00 $519.50 " 30 " $593.50 $602.50 $613.00 $624.00 " 36 " $706.00 $719.00 $734.00 $750.00 " 42 " $839.50 $858.00 $878.50 $901.50 " 48 " $999.00 $1,024.00 $1,052.00 $1,083.50

Pension Band 109 109 109 109

OPERATOR Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $284.50 $285.50 $286.50 $287.50 " 12 " $339.00 $341.00 $343.50 $346.00 " 18 " $403.50 $407.50 $411.50 $416.00 " 24 " $480.50 $486.50 $493.50 $500.50 " 30 " $572.50 $581.50 $591.50 $602.50 " 36 " $682.00 $694.50 $709.00 $724.50 " 42 " $812.00 $829.50 $849.50 $872.00 " 48 " $967.00 $991.00 $1,018.50 $1,049.00

Pension Band 108 108 108 108

142

APPENDIX E


WAGE PROGRESSION SCHEDULES CLERICAL CLASSIFICATIONS

APPENDICES A, B, C, and D


E-1 CLERICAL Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $278.00 $278.50 $279.50 $280.50 " 12 " $323.00 $325.00 $327.00 $329.50 " 18 " $375.50 $379.00 $383.00 $387.00 " 24 " $436.50 $442.00 $448.00 $454.50 " 30 " $507.50 $515.50 $524.50 $534.00 " 36 " $590.00 $601.00 $613.50 $627.00 " 42 " $686.00 $701.00 $718.00 $736.50 " 48 " $797.50 $817.50 $840.00 $865.00

Pension Band 103 103 103 103

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $282.50 $283.50 $284.50 $285.50 " 12 " $334.50 $336.50 $339.00 $341.50 " 18 " $395.50 $399.50 $403.50 $408.00 " 24 " $468.00 $473.50 $480.00 $487.50 " 30 " $553.50 $562.00 $572.00 $582.50 " 36 " $654.50 $667.00 $681.00 $696.00 " 42 " $774.50 $791.50 $810.50 $832.00 " 48 " $916.00 $939.00 $965.00 $994.00

Pension Band 106 106 106 106



of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $278.00 $278.50 $279.50 $280.50 " 12 " $323.00 $325.00 $327.00 $329.50 " 18 " $375.50 $379.00 $383.00 $387.00 " 24 " $436.50 $442.00 $448.00 $454.50 " 30 " $507.50 $515.50 $524.50 $534.00 " 36 " $590.00 $601.00 $613.50 $627.00 " 42 " $686.00 $701.00 $718.00 $736.50


of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $282.50 $283.50 $284.50 $285.50 " 12 " $334.50 $336.50 $339.00 $341.50 " 18 " $395.50 $399.50 $403.50 $408.00 " 24 " $468.00 $473.50 $480.00 $487.50 " 30 " $553.50 $562.00 $572.00 $582.50 " 36 " $654.50 $667.00 $681.00 $696.00 " 42 " $774.50 $791.50 $810.50 $832.00 " 48 " $916.00 $939.00 $965.00 $994.00

Pension Band 106 106 106 106

143

APPENDIX E



of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $284.00 $285.00 $285.50 $287.00 " 12 " $337.00 $339.50 $341.50 $344.00 " 18 " $400.50 $404.00 $408.50 $413.00 " 24 " $475.50 $481.50 $488.00 $495.50 " 30 " $565.00 $574.00 $583.50 $594.50 " 36 " $671.00 $683.50 $697.50 $713.50 " 42 " $797.50 $814.50 $834.00 $856.00 " 48 " $947.00 $970.50 $997.00 $1,027.00

Pension Band 107 107 107 107

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $284.50 $285.50 $286.50 $287.50 " 12 " $339.00 $341.50 $343.50 $346.00 " 18 " $404.00 $408.00 $412.00 $416.50 " 24 " $481.50 $487.50 $494.00 $501.50 " 30 " $573.50 $582.50 $592.50 $603.50 " 36 " $683.50 $696.50 $710.50 $726.50 " 42 " $814.00 $832.00 $852.50 $874.50 " 48 " $970.00 $994.50 $1,022.00 $1,052.50

Pension Band 108 108 108 108


of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $284.00 $285.00 $285.50 $287.00 " 12 " $337.00 $339.50 $341.50 $344.00 " 18 " $400.50 $404.00 $408.50 $413.00 " 24 " $475.50 $481.50 $488.00 $495.50 " 30 " $565.00 $574.00 $583.50 $594.50 " 36 " $671.00 $683.50 $697.50 $713.50 " 42 " $797.50 $814.50 $834.00 $856.00 " 48 " $947.00 $970.50 $997.00 $1,027.00

SS-1 CLERICAL Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $284.50 $285.50 $286.50 $287.50 " 12 " $339.00 $341.50 $343.50 $346.00 " 18 " $404.00 $408.00 $412.00 $416.50 " 24 " $481.50 $487.50 $494.00 $501.50 " 30 " $573.50 $582.50 $592.50 $603.50 " 36 " $683.50 $696.50 $710.50 $726.50 " 42 " $814.00 $832.00 $852.50 $874.50 " 48 " $970.00 $994.50 $1,022.00 $1,052.50

Pension Band 108 108 108 108

144

APPENDIX E



of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $286.00 $287.00 $288.00 $289.00 " 12 " $342.00 $344.00 $346.50 $349.00 " 18 " $409.00 $413.00 $417.00 $422.00 " 24 " $489.50 $495.50 $502.50 $510.00 " 30 " $585.50 $594.50 $605.00 $616.00 " 36 " $700.50 $713.50 $728.50 $744.50 " 42 " $838.00 $856.50 $877.00 $900.00 " 48 " $1,002.50 $1,027.50 $1,056.00 $1,087.50

Pension Band 109 109 109 109


Minimum $245.00 $245.00 $245.00 $245.00

After 6 Months $293.00 $294.00 $295.00 $296.00 " 12 " $351.00 $353.00 $355.50 $358.00 " 18 " $420.00 $423.50 $428.00 $433.00 " 24 " $502.50 $508.50 $515.50 $523.00 " 30 " $601.00 $610.50 $621.00 $632.50 " 36 " $719.50 $733.00 $748.00 $764.50 " 42 " $861.00 $879.50 $901.00 $924.50 " 48 " $1,030.00 $1,056.00 $1,085.00 $1,117.50

Pension Band 110 110 110 110


of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $286.00 $287.00 $288.00 $289.00 " 12 " $342.00 $344.00 $346.50 $349.00 " 18 " $409.00 $413.00 $417.00 $422.00 " 24 " $489.50 $495.50 $502.50 $510.00 " 30 " $585.50 $594.50 $605.00 $616.00 " 36 " $700.50 $713.50 $728.50 $744.50 " 42 " $838.00 $856.50 $877.00 $900.00 " 48 " $1,002.50 $1,027.50 $1,056.00 $1,087.50

S-1 CLERICAL Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $245.00 $245.00 $245.00 $245.00

After 6 Months $293.00 $294.00 $295.00 $296.00 " 12 " $351.00 $353.00 $355.50 $358.00 " 18 " $420.00 $423.50 $428.00 $433.00 " 24 " $502.50 $508.50 $515.50 $523.00 " 30 " $601.00 $610.50 $621.00 $632.50 " 36 " $719.50 $733.00 $748.00 $764.50 " 42 " $861.00 $879.50 $901.00 $924.50 " 48 " $1,030.00 $1,056.00 $1,085.00 $1,117.50

Pension Band 110 110 110 110

145

APPENDIX E

S-2 CLERICAL Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $254.50 $254.50 $254.50 $254.50

After 6 Months $304.50 $305.50 $306.50 $307.50 " 12 " $364.00 $366.00 $368.50 $371.50 " 18 " $435.00 $439.50 $444.00 $448.50 " 24 " $520.50 $527.00 $534.00 $542.00 " 30 " $622.50 $632.00 $643.00 $655.00 " 36 " $744.50 $758.00 $774.00 $791.00 " 42 " $890.00 $909.50 $931.50 $955.50 " 48 " $1,064.50 $1,091.00 $1,121.00 $1,154.50

Pension Band 111 111 111 111

146

APPENDIX FEXCHANGES AND JOB VACANCY SCOPESScope Exchanges Within Scope

Arkansas

*Non-Company-Owned Exchange.

Jacksonville*JessievilleJonesboroLake VillageLittle RockLonokeMagnoliaMalvernMariannaMcGeheeMenaMonticelloMorriltonNashvilleNewarkNewportOsceolaParagouldParkinPine BluffPortlandRogersRussellville*SearcySmackoverSpringdaleStampsStephensStrongVan BurenWalnut RidgeWarrenWest MemphisWilsonWynne

AltheimerArkadelphiaAshdownBatesvilleBeebeBentonBentonvilleBlythevilleBrinkleyCamdemCashCave CityCenter RidgeChidesterConcordConwayDermottEarleEl DoradoEudoraEureka SpringsFayettevilleForrest CityFort SmithGradyGravetteGurdonHamburgHarrisburgHeber SpringsHelenaHickory RidgeHindsvilleHopeHot SpringsHughes

147

EXCHANGES AND JOB VACANCY SCOPES(Continued)

Scope Exchanges Within Scope

Kansas AbileneAnthonyArkansas CityAtchisonAtwoodBellevilleBeloitBlue RapidsBucklinCaneyChanuteChaseCheneyCherryvaleClay CenterCoffeyvilleColbyColdwaterConcordiaCottonwood FallsDeSotoDodge CityEl DoradoEllsworthEmporiaErieEurekaFort ScottGarden CityGoodlandGreat BendGreensburgHalsteadHarperHaysHeringtonHowardHoxieHutchinsonIndependenceIolaKansas City, KSKansas City, MOKingmanKinsleyLaCrosse

LarnedLawrenceLeavenworth/LansingLiberalLincolnLindsborgLyonsManhattanMankatoMarionMarysvilleMcPhersonMeadeMedicine LodgeMinneapolisNeodeshaNewtonNortonOakleyOberlinOttawaPaolaParsonsPeabodyPhillipsburgPittsburgPlainvillePrattSabethaSalinaScott CitySedanSenecaSmith CenterSt. FrancisStaffordStocktonSubletteTonganoxieTopekaWashingtonWellingtonWichitaWinfieldYates Center

148



Missouri AdrianAdvanceAntoniaArbela**Ash GroveBillingsBismarckBonne TerreBoonvilleBowling GreenBrookfieldCabool*CamdentonCape GirardeauCarrolltonCarthageCaruthersvilleCedar HillChaffeeCharlestonChillicotheColumbia*DeSotoDexterEast PrairieEdinaEldonElsberryExcelsior SpringsFair GroveFarmingtonFayetteFestus/Crystal CityFlat RiverFredericktownFultonGlasgowGravois MillsGray SummitHannibalHarrisonville*Hayti

*Non-Company-Owned Exchange.**Repeater Station.

Herculaneum/PevelyHigh RidgeHillsboroImperialIrontonJacksonJefferson City*JoplinKansas City, KSKansas City, MOKennettKirksvilleKnob NosterLake Ozark/Osage

BeachLamarLancasterLinnLockwoodLouisianaMaldenMansfield*Marble HillMarcelineMarionvilleMarshallMaryville*MexicoMoberlyMonettMontgomery CityNeoshoNevadaNew MadridNixaOranPacificPerryvillePoplar BluffPortage Des SiouxPortagevillePuxico

149



Missouri(continued)

QulinRepublicRichmondRogersvilleRolla*Scott CitySedaliaSenathSikestonSlaterSmithvilleSpringfieldSt. ClairSt. JosephSt. Louis***

StanberrySte. GenevieveStraffordSullivan*TrentonUnionVan Buren*VersaillesViennaWashingtonWebb CityWellsvilleWentzville*Willard

Oklahoma

*Non-Company-Owned Exchange.***Includes St. Louis County Exchanges, Maxville, St. Charles andHarvester.

AdaAftonAltusAlvaAnadarkoAntlersArdmoreAtokaBartlesvilleBillingsBingerBlackwellBristowCacheChandlerChelseaCherokeeChickashaClaremoreClevelandClintonCoalgateCollinsvilleCordellCushing

DavisDrumrightDuncanDurantEl RenoEldoradoElk CityEnidEufaulaFairviewFort CobbFort GibsonGroveGuthrieHarrahHartshorneHealdtonHenryettaHobartHoldenvilleHooker*HugoIdabelKetchumKingston

150



Oklahoma(continued)


KonawaLawtonMadillMangumMariettaMarlowMcAlesterMedfordMiamiMincoMuldrowMuskogeeNewkirkNobleNowataOkemahOklahoma CityOkmulgeePauls ValleyPawhuskaPawneePerryPonca CityPryorRush SpringsSallisawSayre

SeminoleShawneeSkiatookSpiroStiglerStillwaterStratfordStroud*TahlequahTalihinaTishomingoTonkawaTulsaVinitaWaltersWaurikaWeatherfordWeleetkaWestvilleWetumkaWewokaWilburtonWilsonWoodwardWynnewoodYale

Central & West Texasand South Texas

AbileneAlamo/Pharr/San JuanAlbanyAliceAlpineAmarilloAnsonAustinBanderaBartlettBastropBeevilleBeltonBig SpringBorgerBracketville

BrownsvilleCameronCanadianCanyonCarrizo SpringsCastrovilleColorado CityCorpus ChristiCotullaCraneCrystal CityCueroDel Rio*DevineDonnaEagle Pass

151



Central & West Texasand South Texas(continued)

EdcouchEdinburgEdnaEl PasoElginFlatoniaFloydadaFort StocktonFreerGoldsmithGoliadGruverHale CenterHallettsvilleHamlinHarlingenHebbronvilleHerefordHillsboroHondoKarnes CityKenedyKermitKerrville*KingsvilleLampasasLaredoLockhartLockneyLos FresnosLubbockLulingMarfaMarlinMathisMcAllenMcCameyMcLeanMercedesMeridianMexiaMidlandMission


MonahansNew BraunfelsOdessaPampaPearsallPipe CreekPlainviewPleasantonPort IsabelPoteetRefugioRio HondoRockdaleRockportRotanSan Angelo*San AntonioSan BenitoSan DiegoSandersonSeguinSeminoleShamrockShinerSintonSlatonSmithvilleSnyderStamfordStantonSweetwaterTaylorTeagueTempleTerminalUvaldeVictoriaWacoWoodsboroYoakum*YorktownZapata

152




Dallas/Fort Worth AllenAlvaradoAtlantaAubreyBowieBreckenridgeBurkburnettCarthageCelinaChildressCiscoCleburneCorsicanaDallasDenisonDentonEastlandEnnisFarmersvilleFort WorthFriscoGainesvilleGrahamGranburyGreenvilleHenriettaHoney GroveItalyJacksboroJacksonville*

JeffersonJewettLindaleLongviewMarshallMcKinneyMidlothianMineolaMineral WellsMt. PleasantParisPittsburgPottsboroPrincetonQuanahRangerRed OakRockwallRoyse CitySherman*StrawnTerrellTexarkana*TylerVernonWaxahachieWeatherfordWichita FallsWills PointWolfe City

AlvinAngletonBay CityBeaumontBellvilleBrenhamBridge CityBryan*BunaCenterCleveland

Houston & SoutheastTexas

Clute/Lake JacksonColumbusCorriganDaytonDeweyvilleDickinson*Eagle LakeEl CampoFannettFreeportGalveston

153



Houston & SoutheastTexas

HearneHempsteadHoustonHuntsvilleJasperKirbyvilleKountzeLibertyLufkin*LumbertonMadisonvilleMauricevilleNacogdochesNederland/Pt. NechesOrangePort Arthur/GrovesPort BolivarPrairie View


Richmond/RosenbergSan AugustineSealySilsbeeSour LakeSplendoraSpringSpurgerTexas City/LamarqueTimpsonTomballVidorWallerWarrenWestburyWhartonWoodville

154

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APPENDIX H

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159

APPENDIX I



Office Clerical Assistant-I


Clerk-I


Records Clerk-I


Project Clerk-ISenior Records Clerk-ISenior Reports Clerk-ISenior Stenographer-I


Head Clerk-ISenior General Clerk-IService Order Writer-I

160

b. CONTACT CLASSIFICATIONS

SALES AGENT

Sales Agent

SALES AND SERVICE CONSULTANT

Sales and Service Consultant

SENIOR CONSULTANT

Senior Consultant

1.02 Wage Schedules for job titles shown in paragraph 1.01preceding, shall be applied in accordance with Sections 1. and2. of the Basis of Compensation Supplemental Statement setforth in this Appendix.

161

APPENDIX I


WAGE PROGRESSION SCHEDULES CLERICAL CLASSIFICATIONS



of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $277.50 $278.50 $279.50 $280.50 " 12 " $322.50 $324.50 $327.00 $329.00 " 18 " $374.50 $378.00 $382.00 $386.50 " 24 " $435.00 $440.50 $446.50 $453.50 " 30 " $505.50 $513.50 $522.50 $532.00 " 36 " $587.50 $598.50 $611.00 $624.50 " 42 " $682.00 $697.50 $714.00 $733.00 " 48 " $792.50 $812.50 $835.00 $860.00

Pension Band 703 703 703 703

Wage Length of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $282.50 $283.50 $284.50 $285.50 " 12 " $334.00 $336.00 $338.00 $340.50 " 18 " $394.50 $398.00 $402.00 $406.50 " 24 " $466.00 $472.00 $478.50 $485.50 " 30 " $551.00 $559.50 $569.00 $579.50 " 36 " $651.00 $663.00 $677.00 $692.00 " 42 " $769.50 $786.00 $805.00 $826.00 " 48 " $909.50 $932.00 $957.50 $986.00

Pension Band 706 706 706 706



of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $277.50 $278.50 $279.50 $280.50 " 12 " $322.50 $324.50 $327.00 $329.00 " 18 " $374.50 $378.00 $382.00 $386.50 " 24 " $435.00 $440.50 $446.50 $453.50 " 30 " $505.50 $513.50 $522.50 $532.00 " 36 " $587.50 $598.50 $611.00 $624.50 " 42 " $682.00 $697.50 $714.00 $733.00 " 48 " $792.50 $812.50 $835.00 $860.00


of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $282.50 $283.50 $284.50 $285.50 " 12 " $334.00 $336.00 $338.00 $340.50 " 18 " $394.50 $398.00 $402.00 $406.50 " 24 " $466.00 $472.00 $478.50 $485.50 " 30 " $551.00 $559.50 $569.00 $579.50 " 36 " $651.00 $663.00 $677.00 $692.00 " 42 " $769.50 $786.00 $805.00 $826.00 " 48 " $909.50 $932.00 $957.50 $986.00

Pension Band 706 706 706 706

162

APPENDIX I



of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $283.50 $284.50 $285.50 $286.50 " 12 " $336.50 $338.50 $341.00 $343.50 " 18 " $399.50 $403.50 $407.50 $412.00 " 24 " $474.00 $480.00 $486.50 $494.00 " 30 " $563.00 $571.50 $581.50 $592.00 " 36 " $668.00 $680.50 $694.50 $710.00 " 42 " $793.00 $810.00 $829.50 $851.00 " 48 " $941.00 $964.50 $991.00 $1,020.50

Pension Band 707 707 707 707


of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $284.50 $285.50 $286.50 $287.50 " 12 " $338.50 $341.00 $343.00 $345.50 " 18 " $403.00 $407.00 $411.00 $415.50 " 24 " $480.00 $486.00 $492.50 $500.00 " 30 " $571.50 $580.50 $590.00 $601.00 " 36 " $680.00 $693.00 $707.00 $723.00 " 42 " $810.00 $827.50 $847.00 $869.50 " 48 " $964.00 $988.00 $1,015.00 $1,045.50

Pension Band 708 708 708 708

163

APPENDIX I


of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $239.00 $239.00 $239.00 $239.00

After 6 Months $285.50 $286.50 $287.50 $288.50 " 12 " $341.50 $343.50 $346.00 $348.50 " 18 " $408.00 $412.00 $416.00 $421.00 " 24 " $488.00 $494.00 $500.50 $508.00 " 30 " $583.00 $592.50 $602.50 $613.50 " 36 " $697.00 $710.00 $724.50 $741.00 " 42 " $833.50 $851.50 $872.00 $895.00 " 48 " $996.00 $1,021.00 $1,049.00 $1,080.50

Pension Band 709 709 709 709

164

APPENDIX I




SALES AGENT Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $279.50 $279.50 $279.50 $279.50

After 6 Months $310.50 $311.50 $312.50 $313.50 " 12 " $345.00 $347.00 $349.50 $352.00 " 18 " $383.00 $386.50 $390.50 $395.00 " 24 " $425.50 $431.00 $437.00 $443.50 " 30 " $472.50 $480.00 $488.50 $497.50 " 36 " $525.00 $535.00 $546.00 $558.00 " 42 " $583.50 $596.00 $610.50 $626.50 " 48 " $648.00 $664.00 $682.50 $703.00

Pension Band 7A8 7A8 7A8 7A8


Minimum $302.50 $302.50 $302.50 $302.50

After 6 Months $336.50 $337.50 $338.50 $340.00 " 12 " $374.50 $376.50 $379.00 $382.00 " 18 " $416.50 $420.00 $424.50 $429.00 " 24 " $463.00 $469.00 $475.00 $482.50 " 30 " $515.00 $523.00 $532.00 $542.00 " 36 " $573.00 $583.50 $595.50 $609.00 " 42 " $637.50 $651.00 $667.00 $684.50 " 48 " $709.00 $726.50 $746.50 $769.00

Pension Band 700 700 700 700



SALES AGENT Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $279.50 $279.50 $279.50 $279.50

After 6 Months $310.50 $311.50 $312.50 $313.50 " 12 " $345.00 $347.00 $349.50 $352.00 " 18 " $383.00 $386.50 $390.50 $395.00 " 24 " $425.50 $431.00 $437.00 $443.50 " 30 " $472.50 $480.00 $488.50 $497.50 " 36 " $525.00 $535.00 $546.00 $558.00 " 42 " $583.50 $596.00 $610.50 $626.50

SALES AND SERVICE CONSULTANT Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $302.50 $302.50 $302.50 $302.50

After 6 Months $336.50 $337.50 $338.50 $340.00 " 12 " $374.50 $376.50 $379.00 $382.00 " 18 " $416.50 $420.00 $424.50 $429.00 " 24 " $463.00 $469.00 $475.00 $482.50 " 30 " $515.00 $523.00 $532.00 $542.00 " 36 " $573.00 $583.50 $595.50 $609.00 " 42 " $637.50 $651.00 $667.00 $684.50 " 48 " $709.00 $726.50 $746.50 $769.00

Pension Band 700 700 700 700

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APPENDIX I

SENIOR CONSULTANT Wage Length Effective Dates

of Service 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $250.50 $250.50 $250.50 $250.50

After 6 Months $301.50 $302.00 $303.00 $304.50 " 12 " $362.50 $364.50 $367.00 $370.00 " 18 " $436.00 $440.00 $444.50 $449.50 " 24 " $524.00 $530.50 $538.00 $546.00 " 30 " $630.50 $640.00 $651.00 $663.00 " 36 " $758.00 $772.50 $788.00 $806.00 " 42 " $911.50 $931.50 $954.00 $979.00 " 48 " $1,096.50 $1,124.00 $1,155.00 $1,189.50

Pension Band 712 712 712 712

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APPENDIX I

SUPPLEMENTAL STATEMENTSSUMMARY

STATEMENTNO. TITLE

1. Basis of Compensation2. Hours of Work3. Holidays4. Vacations5. Job Vacancy6. Promotional Pay Treatment7. Temporary Work in Higher Positions8. Force Adjustment9. Job Groups List (Appendix G)

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APPENDIX I

SUPPLEMENTAL STATEMENTS

1. BASIS OF COMPENSATION

In lieu of Article IV, Basis of Compensation, of the 2013Departmental Agreement, the following terms and conditionsapply to Appendix I:


a. The Wage Schedules for all job titles shall be as set forthin Appendix I.

b. Minimum Rates. Each employee who enters the ser-vice of the Company shall begin employment at theminimum wage rate for the appropriate job title andschedule, except that appropriate allowance over suchminimum rate may be made by the Company for an em-ployee who has had previous experience or training con-sidered to be of value.

c. Maximum Rates. The applicable maximum rates areset forth in the Wage Schedules included as Appendix I.


a. Increase to the next higher rate as provided for in theapplicable Wage Schedules included as Appendix I shallbe after a progression interval equal to the difference inmonths between 1) the wage length of service shownby the applicable Wage Schedule for such next higherrate, and 2) that shown for the employee’s current wagerate.

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d. Progression Following Upgrading. The length ofconsideration intervals for progression increases follow-ing upgrading shall be as provided in the Wage Sched-ules for the classification or job to which upgraded. Theconsideration interval for the first progression increasefollowing upgrading shall begin with the date previouslyestablished for progression on the schedule of the job orclassification from which upgraded except that if thewage rate step is established as the result of a step downfrom maximum as provided in Article XIV, PromotionalPay Treatment, of the 2013 Departmental Agreement, anew progression date shall be established in accordancewith paragraph b. preceding.

Section 3. Overtime at One and One-Half Times theBasic Hourly Rate.

a. Compensation at the rate of one and one-half (11/2) timesthe basic hourly rate shall be paid to employees for timeworked outside of scheduled tours if in excess of eight(8) hours in a day or forty (40) hours worked on sched-uled tours (except on an Authorized Holiday for a full-time employee) in any calendar week (except as may beotherwise required by law).

Note: Time worked less than ten (10) minutes in excessof scheduled tours shall be treated as normal tradetime; and the time shall not be accounted for on workreports. This is in recognition of the fact that becauseof practical considerations or uncontrollable circum-

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stances, employees occasionally will quit work a fewminutes before or after the end of their scheduled tour.Such differences in work time shall be “traded out”on days following, in the same week. Trade time mustbe made up within the calendar week or else paid foras work time.

Trade time applies also to that travel time defined aswork time. If employees are returned to a designatedplace of reporting less than ten (10) minutes after theclose of a scheduled tour, such time, defined as worktime, may be traded out during that current week.Trade time not traded out during the current weekshall be paid for as work time.

It is the general policy of the Company to avoid thenecessity of using trade time as far as practicable.

b. Authorized Holidays. For all employees, either allscheduled time worked, or time not worked but excused,without loss of pay, up to the length of a normal tour,whichever is greater, on an Authorized Holiday ob-served Monday through Saturday, shall be consideredas work time for the purpose of determining hours inexcess of the number of hours that constitute a normalwork week at the basic rate in the calendar week; pro-vided, however, that such treatment shall not applywhere the employee is an “absentee” as defined in Ar-ticle VIII, Section 4., Holidays, of the 2013 Departmen-tal Agreement, or is treated as absent on the Holidayunder Article XI, Absences From Duty, of the 2013 De-partmental Agreement.

c. Overtime at Two Times the Basic Hourly Rate.Where an employee, at the Company’s request, worksovertime for which the rate of one and one-half (11/2)times the basic hourly rate is otherwise applicable un-der Section 3., paragraph a., preceding, and such over-

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time worked exceeds nine (9) hours in a calendar week,compensation for such overtime in excess of nine (9)hours in that week shall be paid, instead, at the rate oftwo (2) times the basic hourly rate.

Section 4. Night Differentials.

a. A night differential shall be paid to employees for eachscheduled hour, or fraction thereof, worked after 10 p.m.in the amount of ten (10) percent of the employee’s ba-sic hourly rate.

b. Night Differentials–Company Schools. Night differ-entials to the extent normally applicable shall be paid toan employee regularly scheduled for night tours, forscheduled tours paid within the first week when assignedby the Company on scheduled day tours in a Companyschool.

2. HOURS OF WORK

In lieu of Article VI, Hours of Work, of the 2013 Depart-mental Agreement, the following terms and conditions applyto Appendix I:

Section 1. Normal Work Week. Forty (40) hours con-sisting of five (5) scheduled tours of eight (8) hours each shallconstitute the normal work week; however, if service require-ments demand, the forty (40) scheduled hours may be spreadover any six (6) days in the calendar week. Tours may fall onany days of the week necessary to meet service requirements.

Section 2. Normal Tour.

a. A tour for full-time employees shall be considered asconsisting of two (2) sessions, each of which shall notbe less than three (3) hours, nor more than five (5) hoursin length, exclusive of overtime periods. When the na-

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ture of the employee’s assignment requires constant at-tention at the post of duty, the tour is assumed to be di-vided into two (2) sessions.

b. A work day shall be the day on which a tour or sessionshall start. All time scheduled, assigned, or worked dur-ing or contiguous to a tour shall be considered as fallingon the day the tour started.

Section 3.

a. Full-time Tours. Full-time tours of work shall be di-vided into two (2) sessions.

b. Part-time Tours. Part-time tours may be assigned.Such tours shall not be less than three (3) hours inlength. Subject to employee consent, these tours may bemore than eight (8) hours.

c. Day Tours. A day tour shall be one which falls whollywithin the period from 6 a.m. to 10 p.m.

d. Night Tours. A night tour shall be one which fallswholly or partially between the hours of 10 p.m. and6 a.m.

Section 4. Assignment of Nonworking Days.Assignment of nonworking days shall take into account boththe service requirements and the preferences of the employ-ees.

Section 5. Callout Time.

a. Employees who report for special duty at theCompany’s request on a scheduled day off or fifteen(15) minutes or more after release at the completion oftheir regular scheduled tour, shall be paid at the rate ap-

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plicable to such work time for a minimum of two (2)hours except that this minimum shall not apply if thespecial time worked on such duty immediately precedesregular scheduled tours.

b. If an employee is required to report for special duty at adesignated hour and adequate notice is given, the timebetween notification and the time required to reach theplace of reporting for the job shall not be counted aswork time unless such notification is given between 12midnight and 5 a.m. If called between midnight and 5a.m., work time shall be counted from the time called.A telephone call to anyone at the employee’s place ofresidence shall constitute sufficient notice.

c. When an employee is called outside of scheduled hoursfor immediate special duty involving service emergen-cies, work time shall begin at the time of notificationand shall include the necessary travel time going to thejob and returning home after release on the job; pro-vided, however, that if the special duty extends into theemployee’s next scheduled tour, the time required to re-turn home shall not be so included.

d. Without changing the provisions of paragraphs a., b., orc. preceding, covering “callouts” for special duty, anemployee who is directed by the Company to report forwork on a day not scheduled as a work day shall be en-titled to perform any work which he or she may be di-rected to do by the supervisor throughout the hoursspecified in such direction in each case where such em-ployee reports for duty at the appointed time, weatherconditions permit the performance of the work, thephysical condition and conduct of the employee permitsuch employee to satisfactorily perform the work, and asufficient period of time for adequate rest has elapsedsince the employee last worked.

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e. Adequate Rest. Paragraph d. preceding, and ArticleVII, Work Schedules, both provide that the employeeshall be entitled to work provided that the physical con-dition and conduct of the employee permit such em-ployee to satisfactorily perform the work, and a suffi-cient period of time for adequate rest has elapsed sincethe employee last worked.

It is not possible to specifically evaluate “a sufficientperiod of time for adequate rest,” as this is dependentupon the nature of the work being performed, the con-ditions under which the work is performed, and theemployee’s physical condition. In general, under ordi-nary circumstances, sixteen (16) hours of work may beperformed without an intervening period of rest. Nor-mally eight (8) hours should be allowed for adequaterest between such a work period and the next work pe-riod.

The following examples illustrate how this clause mightreasonably be applied for a normal person under ordi-nary circumstances:

Example 1An employee works his or her regular tour from 8 a.m.to 5 p.m. He or she is needed to carry out emergencywork and continues to work, with only meal time inter-vening, until 12 midnight, at which time the employeeis released. A sufficient time for adequate rest would befrom 12 midnight until 8 a.m. the next morning. In thesame instance, if the employee had continued to workbeyond midnight until 3 a.m., then that employee wouldnot be expected to work his or her normal tour from8 a.m. to 5 p.m., but would be permitted to come onduty at 11 a.m. and work the remainder of the tour (withadequate time out for meal) until 5 p.m.

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Example 2If an employee who normally works from 8 a.m. to5 p.m. is called out at 4 a.m. and works until 8 a.m., theemployee will, of course, be expected to work his or hernormal tour in addition to the period from 4 a.m. to8 a.m.

f. Standby Duty. An employee required by the Com-pany to remain on standby duty on Company premisesduring an emergency, as determined by the Company,shall be paid until released, at the rate applicable to suchwork time.

Section 6. Assigned Overtime. Excluding work on anAuthorized Holiday, an employee will not be assigned towork overtime, either on a scheduled day or a nonscheduledday, in excess of ten (10) hours in a calendar week duringseven (7) months in a calendar year or in excess of fifteen(15) hours in a calendar week during five (5) months in acalendar year unless the employee consents to such overtimeassignment, with the following exceptions:

a. in case of emergency — such as an event of national,state, or local importance, fire, explosion, or other ca-tastrophe, severe weather conditions, major cable orequipment failure, or an act of God, etc.;

b. long-term service difficulties;

c. the employee involved is the “employee on job;” or

d. the employee is directed or assigned to work on a daynot scheduled as a work day, in which case the employeewill remain on duty as required during the hours so di-rected.

The Company shall specify the months, which need not becontiguous, by Department and location, in which the over-time limitations referred to above shall apply.

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Section 7. Relief Periods.

a. Employees shall be assigned or allowed one (1) fifteen(15)-minute relief period to start not less than one (1)hour from the beginning or end of each session whenworking in Company buildings unless unusual condi-tions develop.

b. Employees shall be assigned or allowed one (1) fifteen(15)-minute relief period during each session of over-time worked which is more than two (2) consecutivehours in excess of an employee’s regularly scheduledtour when working in Company buildings unless un-usual conditions develop. Such relief period shall bescheduled by management.

Section 8. Extra Payments on Divided Tours. Whenan employee works both sessions of a divided tour in whichthe sessions are separated by three (3) hours or more, theCompany will reimburse the employee in the amount of two(2) dollars per tour for transportation expense.

3. HOLIDAYS

In lieu of Section 1, Note, of Article VIII, Holidays, of the2013 Departmental Agreement, the following Note is modi-fied for Appendix I to provide:

Note: Each employee who could complete six (6) months ofservice within the calendar year shall be eligible for one(1) Designated Holiday and two (2) Floating Holidays. Aneligible employee will designate three (3) days in the samecalendar year, or prior to April 1 of the following year,other than another Authorized Holiday, for the days to beobserved as the employee’s Designated Holiday and Float-ing Holidays. Unlike other Authorized Holidays, Manage-ment cannot require an employee to work on his/her Des-ignated Holiday or Floating Holidays. The Designated

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Holiday and Floating Holidays may be scheduled in two(2) hour increments.

4. VACATIONS

Section 8.c.(1) of Article IX, Vacations, of the 2013 De-partmental Agreement is modified for Appendix I to allowemployees to schedule day-at-a-time vacations in two (2)hour increments.

5. JOB VACANCY

Section 2.(5) of Article XIII, Job Vacancy, of the 2013 De-partmental Agreement is modified for Appendix I to treat aSenior Consultant in the same manner as a Service Repre-sentative for time-in-title and location purposes under thisArticle.

6. PROMOTIONAL PAY TREATMENT

Section 4. of Article XIV, Promotional Pay Treatment, ofthe 2013 Departmental Agreement is modified for AppendixI as follows:

Senior Consultant shall be included in Job Category V.Sales and Service Consultant shall be included in Job Cat-egory VI. Sales Agent shall be included in Job Category VII.

7. TEMPORARY WORK IN HIGHER POSITIONS

Section 5. of Article XV, Temporary Work in Higher Po-sitions, of the 2013 Departmental Agreement is modified forAppendix I Contact employees to provide a Relief Differen-tial.

Section 7.a. of Article XV, Temporary Work in HigherPositions, of the 2013 Departmental Agreement is modifiedfor Appendix I to provide:

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a. A qualified employee not otherwise covered by the pro-visions of Sections 1. through 5. above, who is tempo-rarily scheduled or assigned and does work in a posi-tion with a higher established maximum rate of pay forless than 30 days, shall receive for each hour worked insuch position a Classification Differential equal to one-fortieth (1/40th) of the amount of the weekly wage pro-gression increase to which the employee would at thetime be entitled if the employee were actually changedto the higher applicable classification at the employee’sregular location.

b. When the Company determines that it is necessary totemporarily upgrade a Contact employee and such up-grade is for more than 30 consecutive calendar days, thefollowing wage treatment shall apply:

For the period of the temporary assignment the se-lected employee shall be upgraded to the higher jobclassification with change of title and promotionalpay treatment as provided for in Article XIV, Pro-motional Pay Treatment.

Employees who are temporarily upgraded under thisSection shall be returned to their regular classifica-tion and rate of pay when Management determinesthe temporary assignment is no longer required.

8. FORCE ADJUSTMENT

Note 2 in Section 4.a.(2) of Article XVII, Force Adjust-ment, of the 2013 Departmental Agreement is modified forAppendix I as follows:

(Nothing in this Section 4.a.(2) shall apply to surplus em-ployees who accept an assignment to the Sales Agent title.)

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9. JOB GROUPS LIST (APPENDIX G)

Appendix G, Job Groups List, of the 2013 DepartmentalAgreement is modified for Appendix I as follows:

Group G shall include Senior Consultant. Group H shallinclude Sales and Service Consultant. Group K shall includeSales Agent.

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APPENDIX J

1.01 CLASSIFICATION

Premises Technician

1.02 Wage Schedules for job titles shown in paragraph1.01 preceding, shall be applied in accordance with Sections1. and 2. of the Basis of Compensation Supplemental State-ment set forth in this Appendix.

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APPENDIX J

WAGE PROGRESSION SCHEDULES


PREMISES TECHNICIAN Wage Length Effective Dates

of Service 4/7/2013 5/5/2013 5/4/2014 5/3/2015 5/1/2016

Minimum $514.00 $514.00 $514.00 $514.00 $514.00

After 6 Months $540.00 $541.50 $543.00 $544.50 $546.00 " 12 " $567.50 $570.50 $573.50 $576.50 $580.00 " 18 " $596.50 $601.00 $605.50 $610.50 $616.00 " 24 " $627.00 $633.00 $639.50 $646.50 $654.00 " 30 " $659.00 $667.00 $675.00 $684.50 $694.50 " 36 " $692.50 $702.50 $713.00 $725.00 $738.00 " 42 " $728.00 $740.00 $753.00 $767.50 $783.50 " 48 " $765.50 $780.00 $795.50 $813.00 $832.50 " 54 " $805.00 $821.50 $840.00 $861.00 $884.00 " 60 " $846.50 $865.50 $887.00 $911.50 $939.00

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APPENDIX J

SUPPLEMENTAL STATEMENTSSUMMARY

STATEMENT TITLENO.

1. Classification of Employees2. Basis of Compensation3. Work Schedules4. Holidays5. Vacations6. Personal Days7. Absences from Duty8. Transfers9. Promotional Pay Treatment

10. Relief Differential11. Travel12. Force Adjustment13. Subcontracting14. Additional Payments15. Work Apparel16. Employment Security17. Monitoring18. Global Positioning System (GPS)

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APPENDIX J

SUPPLEMENTAL STATEMENTS

1. CLASSIFICATION OF EMPLOYEES

Section 2 of Article II, Classification of Employees, of the2013 Departmental Agreement, is modified for Appendix Jto add the following:

d. Term Employees. A term employee is one who is en-gaged for a specific project or a limited period, with thedefinite understanding that his or her employment is toterminate upon completion of the project or at the endof the period, and whose employment is expected tocontinue for more than three (3) consecutive months, butnot more than thirty-six (36) months. If a Term em-ployee covered by Appendix J attains thirty-six (36)months of service, the employee shall either be workcompleted or converted to a Regular Employee at theCompany’s discretion. If the employee is converted to aRegular Employee, the employee will continue to becovered by the terms, conditions and benefits providedby Appendix J.

Section 3 of Article II, Classification of Employees, of the2013 Departmental Agreement, is modified for Appendix Jemployees to add “term employees” to the employees whoare classified as either full-time or part-time.

2. BASIS OF COMPENSATION

In lieu of Article IV, Basis of Compensation, of the 2013Departmental Agreement, the following terms and conditionsapply to Appendix J:

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a. The Wage Schedules for all job titles shall be as set forthin Appendix J.

b. Employees may be hired anywhere on the Wage Sched-ule, as determined by management.


a. Increase to the next higher rate as provided for in theapplicable Wage Schedules included as Appendix J shallbe after a progression interval equal to the difference inmonths between 1) the wage length of service shownby the applicable Wage Schedule for such next higherrate, and 2) that shown for the employee’s current wagerate.



d. Progression Following Upgrading. The length ofconsideration intervals for progression increases follow-ing upgrading shall be as provided in the Wage Sched-ules for the classification or job to which upgraded. Theconsideration interval for the first progression increasefollowing upgrading shall begin with the date previouslyestablished for progression on the schedule of the job orclassification from which upgraded except that if thewage rate step is established as the result of a step downfrom maximum as provided in Article XIV, PromotionalPay Treatment, of the 2013 Departmental Agreement, a

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new progression date shall be established in accordancewith paragraph a. preceding.

Section 3. Overtime. Employees may be required towork overtime subject to the needs of the business. Employ-ees scheduled to work overtime will be paid in accordancewith applicable Federal and/or State Laws. Employees willnot be scheduled or assigned overtime in excess of seventeen(17) hours in a work week unless either the employee con-sents to such overtime assignment or, as determined by man-agement, there exists a service emergency (e.g., an event ofnational, state or local importance, fire, explosion, or othercatastrophe, severe weather conditions, long-term service dif-ficulties or an act of God, etc.).

Section 4. Shift Differentials. Employees who arescheduled to work an evening or night assignment in whichmore than fifty (50) percent of the time falls between thehours of 6:00 p.m. and 6:00 a.m., will receive a daily pre-mium payment of ten (10) percent of their base wages foreach day worked. Shift differentials will be included in theemployee’s rate of pay for purposes of computing paymentsduring periods of vacation and holidays, if the following con-ditions are met: an employee works one (1) full work weekof evening or night assignments before his/her vacation orholiday and is scheduled to work one (1) full work week ofevening or night assignments, following his/her vacation orholiday.

Section 5. Sunday Premium Payments. Employeeswho work on a Sunday shall receive the rate of one and one-half (1½) times the employee’s base wages, up to a maxi-mum of eight (8) hours per day. Employees who are excusedfrom work with pay during scheduled hours on Sunday shallbe paid at straight time for the excused absence.

Section 6. Meal Periods. Unpaid meal periods willnormally be scheduled for thirty (30), forty-five (45) or sixty(60) minutes, as determined by the Company.

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3. WORK SCHEDULES

In lieu of Article VI, Hours of Work and Article VII, WorkSchedules, of the 2013 Departmental Agreement, the follow-ing terms and conditions apply to Appendix J:

Section 1. Work Schedules. The Company will deter-mine and post the work schedules. Insofar as the service

time of the day, on any day ofover any six (6) days of the week. Work schedules will beposted for a minimum period of one (1) week and are subjectto change, with forty-eight (48) hours notice to the employee.

Section 2. Change of Hours. If an employee is noti-fied less than twelve (12) hours before the originally sched-uled start time of a change in work hours, the affected em-ployee will receive two (2) hours of pay at the straight timerate.

Section 3. Cancellation of Hours.

a. If an employee is notified less than twelve (12) hoursbefore the originally scheduled start time that the sched-uled hours are canceled, the affected employee will re-ceive two (2) hours of pay at the straight time rate.

b. If an employee begins work at the scheduled time on ascheduled workday the employee’s scheduled workdaycannot be canceled.

Section 4. Split Workdays. The Company may sched-ule employees to work a split workday. A split workday is adivided workday, with hours off in between.

requirements and abilities of the employees will permit, asdetermined by management, employee preference in orderof seniority shall be taken into account in the assignment oftours. Employee scheduled work hours may start at any

the week and may be spread

All employees will have the opportunity to work thirty-two (32) hours in a week. Any time off from otherwise scheduled work will be counted toward the thirty-two (32) hours.

’s

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4. HOLIDAYS

In lieu of Article VIII, Holidays, of the 2013 Departmen-tal Agreement, the following terms and conditions apply toAppendix J:

Section 1. Paid Holidays. Seven (7) paid holidaysshall be observed as follows:

New Year’s DayMemorial DayIndependence DayLabor DayThanksgiving DayDay After ThanksgivingChristmas Day

Holidays that fall on a Sunday will be observed on the fol-lowing Monday. When a holiday falls on a Saturday, employ-ees will be given another day off in a subsequent week or apreceding week as determined by the Company. All time offearned in the previous vacation year must be taken beforeany time off in the current vacation year can be taken.

Section 2. Working on a Holiday. Employees whowork on a holiday will not be given a day off to be taken at alater date. Employees who work on a holiday will be paideight (8) hours at straight time for the holiday and at timeand one half (1 ½) for each hour worked on the holiday.

Section 3. Holidays During a Vacation Week. Whena holiday falls during a week in which an employee is onvacation, the day will be treated as a holiday, not as a day ofvacation.

Section 4. Holiday Tours. Holiday tours are thosewhich begin on the Authorized Holiday.

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5. VACATIONS

In lieu of Article IX, Vacations, of the 2013 DepartmentalAgreement, the following terms and conditions apply to Ap-pendix J:

Section 1. Vacation Year. The year in which vacationand Personal Days off may be taken shall be known as the“vacation year.” The vacation year is defined as a period oftime beginning December 31st and ending on December 30thof the following year. Employees must be active on the pay-roll (not on a leave of absence or on disability) and mustphysically report to work for at least one (1) day in the vaca-tion year to be eligible for vacation and Personal Days Off.However, employees may be granted vacation for which theyare otherwise eligible in a vacation year without performingany work for the Company in that year, provided they arenot on a leave of absence or disability and such vacation iscontiguous to and continues with their vacation for the pre-ceding year or such vacation begins during the first seven (7)days of the vacation year.

Section 2. Vacation Eligibility. Employees shall beeligible for vacation, based on their Net Credited Service(NCS) with the Company, as follows:

a. One (1) week of vacation upon completion of six (6)months of service.

b. Two (2) weeks of vacation upon completion of twelve(12) months of service. This provision cannot be com-bined with the above to result in more than two (2)weeks of vacation entitlement in the same vacation year.

c. Three (3) weeks of vacation to any employee who couldcomplete seven (7) years of service or more but less thanfifteen (15) years of service within the vacation year.

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d. Four (4) weeks of vacation to any employee who couldcomplete fifteen (15) years of service or more but lessthan twenty-five (25) years of service within the vaca-tion year.

e. Five (5) weeks of vacation to any employee who couldcomplete twenty-five (25) years of service or morewithin the vacation year.

Section 3. Carry-over Vacation. All employees areencouraged to take all of their vacation time during the vaca-tion year. However, a maximum of one (1) week of vacationmay be carried over into the next vacation year. A vacationweek that is carried over must be taken by April 30th. TheCompany may at its discretion place employees on vacationand require them to take vacation at a specified time. Thenumber of weeks management may place employees on va-cation is limited to not more than one (1) week in a vacationyear. Should the need to place employees on vacation occur,the Company will provide thirty (30) days notice to the af-fected employees.

Section 4. Vacation Selection. Employees may selecttheir vacation in full weeks and on a day-at-a-time basis dur-ing the vacation selection process. Vacations shall be selectedin a work group as determined by the Company, based onseniority. The Company shall determine periods available forselection and the number of employees allowed off on vaca-tion.

6. PERSONAL DAYS

In lieu of Article X, Excused Work Days, of the 2013 De-partmental Agreement, the following terms and conditionsapply to Appendix J:

Section 1. Personal Days Off. Employees are allowedflexibility through the use of Personal Days Off to be off

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work with pay, subject to approval by management. Eachemployee who has completed six (6) months of service willbe eligible for seven (7) paid Personal Days Off each vaca-tion year. The Company may at its discretion place employ-ees on Personal Days Off and require them to take PersonalDays Off at a specified time. The number of Personal DaysOff that management may place employees on is limited tonot more than one (1) in each vacation year. Should the needto place employees on a Personal Day Off occur, the Com-pany will provide thirty (30) days notice to the affected em-ployees.

Section 2. Carry-over of Personal Days Off. All em-ployees are encouraged to take all of their Personal Days Offduring the vacation year. However, Personal Days Off maybe carried over into the next vacation year. Personal DaysOff that are carried over must be taken by April 30th of theyear in which they are carried over.

Section 3. Selection of Personal Days Off. All Per-sonal Days Off shall be selected based on seniority within awork group as determined by the Company. Employees maybe permitted to take all of their Personal Days Off in two (2)-hour increments. The Company shall determine periods avail-able for selection and the number of employees allowed offon Personal Days Off.

7. ABSENCES FROM DUTY

Section 5, Illness, of Article XI, Absences From Duty, ofthe 2013 Departmental Agreement, is replaced for AppendixJ as follows:

Section 5. Absence. Employees having one (1) or moreyears of Net Credited Service shall be paid at the basic wagerate for illness absences on scheduled workdays, up to a maxi-mum of five (5) paid illness absence days per calendar year.Employees must notify their supervisor before their sched-uled start time that they will be absent from work due to illness.

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8. TRANSFERS

Article XIII, Job Vacancy, of the 2013 DepartmentalAgreement, is modified for Appendix J to add the followingnote:

Note: The Company may at its discretion hire employeesoff the street or from outside of the Bargaining Unit to fillvacancies.

Regular employees with at least thirty (30) months of time-in-title, unless waived by the Company, and who have sat-isfactory attendance and work performance, may transferto titles included in Appendices A, B, C, D, E and I at thediscretion of management.

The Company retains its discretion to make force rear-rangements per Article XIII, Job Vacancy, Section 3.b.(7).

The Surplus Transfer Request (STR) process will not ap-ply to employees in titles listed in Appendix J.

9. PROMOTIONAL PAY TREATMENT

Section 4 of Article XIV, Promotional Pay Treatment, ofthe 2013 Departmental Agreement is modified for AppendixJ as follows:

Premises Technician shall be included in Job Category V.

10. RELIEF DIFFERENTIAL

In lieu of Article XV, Temporary Work in Higher Posi-tions, Section 5, Relief Differential for Employees Whose JobTitles are Shown in Appendix B-Contact and Appendix I-Contact, paragraph a, of the 2013 Departmental Agreement,the following terms and conditions apply to Appendix J:

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Section 5. Relief Differential.

a. Employees will be paid a differential of eight dollars($8.00) when in addition to their normal duties they re-lieve or assist a manager for four (4) hours or more. Re-lief Differential assignments specifically exclude admin-istering discipline to other employees.

11. TRAVEL

In lieu of Article XVI, Travel, of the 2013 DepartmentalAgreement, the following terms and conditions apply to Ap-pendix J:

Section 1. Travel and Temporary Work Locations.

a. The Company will either furnish all means of transpor-tation or specify what transportation shall be used fortravel on Company business.

b. Employees who agree to use their personal vehicles forCompany business will be reimbursed at the then cur-rent IRS reimbursement rate for mileage.

c. Employees may be assigned to work at a temporarywork location. When employees are assigned to work ata temporary work location, the employee will be reim-bursed for travel time and transportation expenses to andfrom the temporary work location in excess of that re-quired for the employee’s normal commute.

d. Transportation expenses include, but are not limited to,mileage, bridge toll, parking, airfare, and bus fare.

Section 2. Overnight Trips. If the Company deter-mines that overnight travel is required, the employee will bereimbursed for expenses, which are supported by receipts asfollows:

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a. Transportation expenses as described in Section 1.

b. Lodging, approved in advance by the Company.

c. Meals, not to exceed thirty-five dollars ($35) per day, un-

12. FORCE ADJUSTMENT

In lieu of Article XVII, Force Adjustment and ArticleXVIII, Severance, of the 2013 Departmental Agreement, thefollowing terms and conditions apply to Appendix J:

Section 1. Relocation Of Work. When work is to berelocated, the Company may, if it deems appropriate, offerthe affected employees the opportunity to follow their workto the new location. Transfers of employees who elect to fol-low their work to the new location will be considered as em-ployee-initiated transfers.

Section 2. Force Adjustment. Whenever force condi-tions as determined by the Company are considered to war-rant a surplus and the possible layoff of employees, the Com-pany shall notify the Union in writing prior to notifying theaffected employees. Employees will be laid off in a processdetermined by the Company. The surplus employees desig-nated for layoff will be notified a minimum of two (2) weeksprior to the layoff date, unless otherwise provided by law.

less management approves a higher amount in advance.

d. The Company will determine when overnight trips are

of the employees will permit, as determined by manage-ment, employee preference in order of seniority shall betaken into account in the assignment of overnight trips.

required. Insofar as the service requirements and abilities \

Section 3. Layoff Allowance. Employees who are laidoff will be paid a layoff allowance based on their seniorityand their basic weekly wage rate in effect at the time of thelayoff, in accordance with the following:

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Length of Service Layoff Allowance0 - 12 Months 1 week of pay13 - 24 Months 2 weeks of pay25 - 47 Months 3 weeks of pay48 Months or More 4 weeks of pay

Section 4. Priority Rehire. An employee who is laidoff with satisfactory attendance and work performance andwho applies for re-employment in the same position fromwhich he/she was laid off, will receive priority considerationfor rehire over new applicants for twenty-four (24) monthsfrom his/her layoff date.

13. SUBCONTRACTING

In lieu of Article XXV, Contract Work, of the 2013 De-partmental Agreement, the following terms and conditionsapply to Appendix J:

It is the Company’s objective to consider carefully the in-terests of both the customer and employee along with otherconsiderations essential to management of the business in ahighly competitive and dynamic environment. While theCompany believes it is in its best interests to utilize its ownemployees, the Company does use contractors, as it deemsnecessary in order to respond to a highly unpredictable mar-ketplace. For various reasons where the needs of the busi-ness require, the Company may subcontract work.

14. ADDITIONAL PAYMENTS

Section 1. Discretionary Lump Sum Payments. Alump sum payment of up to five (5) percent of an employee’sannualized fifty-two (52) week wage rate may be granted toindividual employees at the Company’s discretion.

Section 2. Additional Cash Awards. The Companymay provide employees with additional cash awards. The se-

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lection of employees and the amounts of the cash awards willbe made at the discretion of management.

15. WORK APPAREL

Section 1. Appearance Guidelines. The Company may,at its sole discretion, implement appearance standards and/or adress code consistent with State and Federal laws. The Com-pany may change the standards and code at its discretion.

Section 2. Branded Apparel Program. For the em-ployees in Appendix J, participation in the AT&T BrandedApparel Program (BAP) is mandatory.

The Company can modify or discontinue the BAP at itsdiscretion. In the event the BAP is discontinued for the em-ployees listed in Appendix J, the Company will give the em-ployees a minimum notice of thirty (30) days prior to suchdiscontinuance.

16. EMPLOYMENT SECURITY

The provisions of the Memorandum of Agreement – Em-ployment Security Commitment dated April 7, 2013, and theMemorandum of Agreement – Extended Employment Op-portunity Period dated April 7, 2013, shall not apply to em-ployees in titles listed in Appendix J.

17. MONITORING

The Company, at its discretion, may monitor and/or recordcalls of those employees in Appendix J in accordance withState and Federal laws.

18. GLOBAL POSITIONING SYSTEM (GPS)

The Company, at its discretion, may use GPS technologywith those employees in Appendix J in accordance with Stateand Federal laws.

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2013 AGREEMENT OFGENERAL APPLICATION

THIS AGREEMENT is made as of February 6, 2013, and

TIONS WORKERS OF AMERICA (hereinafter called the“Union”), and SOUTHWESTERN BELL TELEPHONECOMPANY, a Missouri corporation, SBC ADVANCEDSOLUTIONS, INC., a Delaware corporation, AT&TDATACOMM, INC., a Delaware corporation, AT&T OP-ERATIONS, INC., a Delaware corporation, AT&T SER-VICES, INC., a Delaware corporation, and SBC TELECOM,INC., a Delaware corporation (hereinafter collectively calledthe “Company” or “Management”), which Union is recog-nized by the Company as sole collective bargaining agent forthe Company employees in the Bargaining Unit as set forthin the 2013 Departmental Agreement. The Union and theCompany agree, subject to any applicable provisions of the2013 Settlement Agreement, as follows:

ARTICLE ICOLLECTIVE BARGAINING PROCEDURE

Section 1. All negotiation of proposals for changing,adding, removing, renewing, or superseding any provision orprovisions in the 2013 Departmental Agreement between theCompany and the Union effective as of April 7, 2013, shallbe between representatives designated and so authorized re-spectively by the parties thereto.

Section 2. All negotiation of proposals for changing,adding, removing, renewing, or superseding any provision orprovisions in this Agreement shall be between representativesdesignated and so authorized by the Vice President of theUnion, and representatives designated and so authorized bythe Vice President-Labor Relations of the Company.

Section 3. Neither the Union nor the Company shall berequired to meet or discuss any proposal covered by Sec-

effective as of April 7, 2013, by and between COMMUNICA-

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tion 1. or Section 2. of this Article if such proposal is to bemade effective prior to April 8, 2017.

Section 4. Meetings under this Article shall be held inAustin, Texas, unless the parties agree otherwise.

Section 5. The Company shall compensate up to six (6)employee Union representatives for attending collective bar-gaining meetings under this Article. Such compensation shallbe at the employee’s basic wage rate for a normal scheduledwork day. The total days for payment by the Company foreach employee for negotiation of proposals, as covered inSections 1. and 2. above, shall not exceed thirty (30) days.No time spent in attending collective bargaining meetingsunder this Article shall be work time. The expenses of allUnion representatives shall be borne by the Union and thecompensation and expenses of all Company representativesshall be borne by the Company.

ARTICLE IISERVICE INTERRUPTION

The Company and the Union recognize their responsibil-ity in the interests of the public and the employees to avoidinterruptions in telephone service. Accordingly, they will pro-cess promptly employee complaints and grievances which aresubject to handling under the grievance procedures for thepurpose of avoiding interruption of telephone service to thepublic and economic loss to employees from work stoppages.

Any employee complaint or grievance which is subject tohandling under the grievance procedures shall be presentedand heard promptly in accordance with the provisions ofthose procedures and the arbitration procedures, where ap-plicable.

As to those employee grievances which are subject to ar-bitration, the Union, its officers, or representatives will notorder or sanction a work stoppage or slowdown at any time.

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As to those employee complaints and grievances which arenot subject to arbitration, the Union, its officers, or represen-tatives will not order or sanction a work stoppage or slow-down while the matter is being processed through the Griev-ance procedures.

ARTICLE IIIUNUSUAL GRIEVANCES

Whenever the Vice President of the Union (or in his or herabsence, the Assistant to Vice President) informs the VicePresident-Labor Relations of the Company, or a representa-tive designated by the Vice President-Labor Relations, that acomplaint or grievance exists which in the opinion of the VicePresident of the Union involves a condition which constitutesa serious and immediate threat to the health or safety of anemployee or group of employees and which in his or heropinion requires prompt handling, and it is mutually agreedthat such a question of health or safety is in fact involved,then such complaint or grievance may be presented and heardat such level of the Grievance Procedure as the Vice Presi-dent of the Union may select. The first meeting with respectto such complaint or grievance shall be held at a time andplace to be agreed upon and as promptly as conditions per-mit; the two (2)-week time limitation set forth in the Griev-ance Procedure shall be applicable. There shall be no obliga-tion on the part of the Union to appeal such complaint orgrievance to any higher level, and the grievance if arbitrableshall then be subject to the provisions of the arbitration pro-cedures of this Agreement.

ARTICLE IVARBITRATION

Section 1. If, during the term of this Agreement, with re-spect to the 2013 Departmental Agreement effective April 7,2013, between the Union and the Company, and subsequentagreements which by specific reference therein are made sub-ject to this Article, a difference shall occur, between the

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Union and the Company, and continue after all steps in the“Formal Grievance” procedure established in the 2013 De-partmental Agreement shall have been undertaken and com-pleted, regarding:

a. the true intent and meaning of any specific provision orprovisions thereof (except as such provision or provi-sions relate, either specifically or by effect, to prospec-tive modifications or amendments of such agreement),or

b. the application of any provision or provisions thereof toany employee or group of employees, and grievancesarising from such application, or

c. the dismissal for just cause of any employee with morethan one (1) completed year’s Net Credited Service, or

d. the disciplinary suspension for just cause of any em-ployee, or

e. the demotion of any employee with more than one (1)completed year’s Net Credited Service,

then in any such event, either the Union or Management maysubmit the issue of any such matter to arbitration for finaldecision in accordance with the procedure hereinafter setforth or, where applicable, in accordance with Article V ofthis Agreement.

Section 2. In the event that either party hereto, withinsixty (60) days after completion of the Formal Grievance pro-cedure aforesaid, elects to submit a matter described in thepreceding section to arbitration, the parties agree that the mat-ter shall be so submitted and agree that such submission shallbe to one (1) arbitrator. The parties shall endeavor in eachinstance within a three (3)-week period to agree upon the ar-bitrator, but if unable to so agree, the arbitrator shall be des-

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ignated by the American Arbitration Association upon thewritten request of either party. In either such event, the arbi-tration shall be conducted under the then obtaining rules ofthe Voluntary Labor Arbitration Tribunal of the AmericanArbitration Association. Each party shall pay for the timeconsumed by and the expenses of its representatives, and shallbe equally responsible for the fees of the American Arbitra-tion Association, the compensation, if any, of the arbitrator,and any such other general administrative expense that mayoccur.

After an election to arbitrate, if within one hundred andfifty (150) days following completion of the “Formal Griev-ance” procedure no arbitrator has been agreed upon and nowritten request has been made upon the American Arbitra-tion Association to designate an arbitrator, then no such mat-ter shall continue to be arbitrable.

Section 3. The arbitrator shall be confined to the subjectssubmitted for decision, and may in no event, as a part of anysuch decision, impose upon either party any obligation to ar-bitrate on any subjects which have not herein been agreedupon as subjects for arbitration; nor may the arbitrator, as apart of any such decision, effect reformation of the contract,or of any of the provisions thereof.

Section 4. The decision of any arbitrator, selected in ac-cordance with Section 2. hereof, shall be final, and the par-ties agree to be bound and to abide by such decision.

Section 5. If and when notice of termination of thisAgreement is given as provided in the Duration Articlehereof, any existing dispute described in Section 1. hereof,as an appropriate subject for arbitration which is in the pro-cess of Formal Grievance negotiation of record prior to theservice of such notice of termination, or, if such an existingdispute appropriate under Section 1. hereof, shall become amatter of record in the process of Formal Grievance negotia-

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tion in the manner and within the time limit prescribed forfiling Formal Grievances, then in either such event any suchmatter may be carried to a conclusion under this Article with-out regard to the termination of this Agreement.

ARTICLE VEXPEDITED ARBITRATION

Section 1. In lieu of the procedures specified in ArticleIV of this Agreement, any grievance involving the suspen-sion of an individual employee including a Decision MakingLeave (DML), or the demotion of any employee with morethan one (1) completed year’s Net Credited Service, exceptthose which also involve an issue of arbitrability, contract in-terpretation, or work stoppage (strike) activity, and thosewhich are also the subject of an administrative charge or courtaction, shall be submitted to arbitration under the expeditedarbitration procedure hereinafter provided within fifteen (15)calendar days after the filing of a request for arbitration. Inall other disciplinary or contract application grievances whichare specifically subject to arbitration under Article IV of thisAgreement, both parties may, within fifteen (15) calendardays after the filing of the request for arbitration, elect to usethe expedited arbitration procedure. The election shall be inwriting and, when signed by authorized representatives of theparties, shall be irrevocable unless a subsequent related ad-ministrative charge or court action is filed by or on behalf ofthe grievant(s). In such event, the election may be revokedby either party, in writing, within fifteen (15) calendar daysafter that party’s receipt of actual notice of the charge or courtaction. If no election to proceed with expedited arbitration istimely made, or if the election is revoked as provided above,the arbitration procedure in Article IV shall be followed.

Section 2. As soon as possible after this Agreement be-comes final and binding, a panel of twelve (12) expeditedarbitrators shall be selected by the parties. Each arbitratorshall serve until the termination of this Agreement unless his

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or her services are terminated earlier by written notice fromeither party to the other. The arbitrator shall be notified ofhis or her termination by a joint letter from the parties. Thearbitrator shall conclude his or her services by settling anygrievance previously heard. A successor arbitrator shall beselected by the parties. Arbitrators shall be assigned cases inrotating order designated by the parties. If an arbitrator is notavailable for a hearing within thirty (30) calendar days afterreceiving an assignment, the case will be passed to the nextarbitrator. If no one can hear the case within thirty (30) cal-endar days, the case will be assigned to the arbitrator whocan hear the case on the earliest date.

Section 3. The procedure for expedited arbitration shallbe as follows:

a. As soon as possible, but no later than thirty (30) calen-dar days after the filing of the demand for arbitration(in suspension, DML, or demotion cases), or after theagreement to utilize the provisions of this Article (in allother cases), the parties shall notify the arbitrator by tele-phone of, and confirm in writing, his or her selection tosettle the grievance by expedited arbitration. The par-ties and the arbitrator shall confer and agree upon thedate, time and place of the hearing, which the arbitratorshall confirm to the parties in writing.

b. The parties may submit to the arbitrator prior to the hear-ing a written stipulation of all facts not in dispute.

c. The hearing shall be informal without formal rules ofevidence and without a transcript. However, the arbitra-tor shall satisfy himself or herself that the evidence sub-mitted is of a type on which he or she can rely, that thehearing is in all respects a fair one, and that all facts nec-essary to a fair settlement and reasonably obtainable arebrought before the arbitrator.

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d. Within fourteen (14) calendar days after the hearing,each party may submit to the arbitrator a brief writtensummary of the issues raised at the hearing and argu-ments supporting its position. A copy of any such briefsubmitted to the arbitrator also shall be provided at thesame time to the opposing party. Unless specificallywaived at the hearing, each party shall have the optionto submit a reply brief within seven (7) calendar daysafter receipt of the opposing party’s initial brief. Anyreply brief shall be confined to responses to the issues,facts and arguments discussed in the opposing party’sinitial brief.

e. The arbitrator shall give his or her award, in the form ofa brief written statement including the reasons support-ing the award, within fourteen (14) calendar days afterhis or her receipt of the parties’ initial (or, if applicable,reply) briefs.

f. The arbitrator’s award shall apply only to the instantgrievance. The award shall not constitute a precedent forother cases or grievances and may not be cited or usedas a precedent in other arbitration matters between theparties unless the award or a modification thereof isadopted by the written concurrence of the representa-tives of each party at the final step of the grievance pro-cedure.

g. The time limits set forth in this Article may be extendedby agreement of the parties and/or at the arbitrator’s re-quest, but in either case only in emergency situationsbeyond the control of the parties or the arbitrator. Suchextensions shall not circumvent the purpose of this pro-cedure.

h. In any grievance arbitrated under the provisions of thisArticle, the Company shall under no circumstances beliable for back pay for more than six (6) months (plus

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any time that the processing of the grievance or arbitra-tion was delayed at the specific request of the Company)after the date of the action complained of in the griev-ance. [In cases of alleged “continuing violations”, thesix (6)-month limit will run beginning forty-five (45)days prior to the filing of the grievance at the first stepof the Formal Grievance procedure.] Delays requestedby the Union in which the Company concurs shall notbe included in such additional time.

i. The arbitrator shall be confined to the issue(s) submit-ted for decision, and shall have no authority to add to,subtract from or modify any provisions of this Agree-ment.

j. The decision of the arbitrator will settle the grievance,and the Company and the Union agree to abide by suchdecision. The compensation and expenses of the arbi-trator and the general expenses of the arbitration shallbe borne by the Company and the Union in equal parts.Each party shall bear the expense of its representativesand witnesses.

k. The time limit for requesting arbitration under this Ar-ticle shall be the same as set forth in Article IV, Arbitra-tion, of this Agreement.

ARTICLE VILEAVES OF ABSENCE FOR

UNION REPRESENTATIVES ONUNION BUSINESS

Section 1. Employees of the Company in the BargainingUnit who are either elected officers of the Union, or are des-ignated in accordance with Section 3. of this Article as itsrepresentatives, will be excused from regular work with theCompany or be granted formal leaves of absence to attend tobusiness matters pertaining to the Union (AFL-CIO in addi-

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tion to Communications Workers of America), subject to thefollowing provisions:

Section 2. The Union recognizes that service require-ments as determined by the Company must be taken into ac-count in determining the number of employees to be excusedor granted leaves of absence during any one time from theBargaining Unit. Except where it is impossible because oftime or other circumstances, such Union officer, steward, ordesignated representative shall give his or her supervisor one(1) week’s prior notice of his or her intention to be absentfrom duty for Union business.

Section 3.

a. Subject to the limitations in Sections 1. and 2. above,any such Union officer included on a list or lists fur-nished to the Company by the Union, or where specifi-cally designated by a CWA Representative to the Se-nior Manager of the Department involved, or by theVice President of the Union to the Company Vice Presi-dent-Labor Relations, any elected or designated Unionsteward or representative may, upon request to his orher supervisor, be excused without pay from assignmentto Company duty for intervals aggregating not in excessof sixty (60) normally scheduled work days during anycalendar year, and during the same period not more thana total of one hundred (100) Union officers and repre-sentatives from the Bargaining Unit, specifically desig-nated by the Vice President of the Union to the Com-pany Vice President-Labor Relations, may upon requestbe excused without pay from assignment to Companyduty for intervals aggregating not in excess of one hun-dred and forty-five (145) normally scheduled work daysduring such year.

b. (1) Where, under the provisions of this Agreement, anemployee representative of the Union is engaged in

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meetings with the Company with respect to Collec-tive Bargaining (as defined in Article I hereof); or

(2) Where, under the provisions of the 2013 Depart-mental Agreement between the Union and the Com-pany, an employee is protected against loss of payfor time consumed in meetings with the Companywith respect to complaints or grievances, then nei-ther the time spent in any such meeting nor the timenecessarily consumed in traveling to or from suchmeeting shall be taken into account in computingabsence covered by this Section 3.

Note: None of the provisions of this Section 3. shall apply toany full-time CWA staff member.

Section 4. Subject to the limitations in Sections 1. and 2.of this Article and in this Section 4., when an officer or des-ignated representative of the Union requires time off fromassigned Company duties to attend solely to Union matters,either before or after exhausting the time allowed without payprovided in Section 3. above, he or she will be granted a leaveof absence without pay either upon the initiative of the Com-pany or upon the request of the Vice President of the Unionto the Vice President-Labor Relations of the Company, pro-vided that:

a. no such leave of absence shall be for an initial period ofless than thirty (30) calendar days or more than one (1)year, nor shall the total cumulative period of all suchleaves of absence for any one (1) employee exceedtwenty-one (21) years; and

b. no more than a total of thirty-five (35) Union officersand designated representatives may be granted suchleaves of absence at any one time at the request of theUnion.

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Section 5. All leaves of absence granted under this Ar-ticle will be granted with the following conditions:

a. During the absence the employee shall retain eligibility,if any, according to term of service, for the MedicalPlan, the CarePlus Plan, the Dental Plan, the Group Lifeand Accidental Death or Dismemberment Insurance, andthe Vision Plan, provided that:

(1) The employee shall pay his or her share of the pre-miums for the Medical Plan, the CarePlus Plan, theDental Plan and the Vision Plan; and

(2) The Company shall pay the premium for the GroupLife and Accidental Death or Dismemberment In-surance.

b. During the absence the employee shall retain eligibility,if any, according to term of service, to:

(1) payments subject to the 2013 Departmental Agree-ment for absence due to illness during first seven(7) days after expiration of the leave,

(2) disability benefits beginning on the eighth (8th) dayafter expiration of the leave,

(3) death benefits and pension.

c. The period of absence will not be deducted in comput-ing term of employment, and the period of absence willnot be credited for wage progression purposes.

d. The pension base shall not in any manner be affectedby a leave of absence granted pursuant to this Article.Should an employee on such leave elect to retire at thetermination thereof, the employee’s pension base, if any,shall be computed as if the employee were continuallyemployed during the period of leave.

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Section 6. A leave of absence granted under the terms ofthis Article will be terminated 1) whenever the Union shallcease to be the bargaining representative for the employee orthe Bargaining Unit, or 2) upon expiration of the period forwhich the leave is granted, or 3) prior to such expiration, uponthe date an employee shall return to work following assign-ment by the employee’s supervisor.

Section 7. Any employee excused from duty or granteda leave of absence under this Article will be restored to thestatus of an active employee at the termination of his or herabsence, provided that, had the employee remained in activeservice during the period of the absence, such employeewould be qualified and eligible to retain his or her formerposition or an equivalent position.

No physical or occupational examination shall be requiredas a requisite of reemployment except where an obviousphysical or mental condition exists which requires medicaladvice regarding job placements or fitness for work.

The rate of pay upon return shall be that rate at the samepoint on the Wage Schedule the employee occupied when heor she left; that is, any modification in Wage Schedules ef-fected while the employee is on leave which changes the oc-cupational rate in effect at the time of the leave, will be ap-plicable to the employee upon his or her return.

Section 8. All rights of an employee under a leave of ab-sence granted under this Article shall terminate if the em-ployee resigns his or her employment with the Company oraccepts employment with a new or different employer otherthan the Union, prior to the expiration of the leave.

Section 9. An employee returning to work during the va-cation year at the expiration of a leave of absence under thisArticle which began on or prior to the first day of the vaca-tion year, will be eligible for such vacation to which his or

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her term of service entitles the employee for the year duringwhich he or she returns to work, provided that such return towork be before November 1 and provided further that an em-ployee on a leave of absence which began on or prior to thefirst day of the vacation year taken under the provisions ofSection 3. or Section 4. of this Article, or combinationthereof, shall not interrupt that absence for the purpose of tak-ing his or her vacation at Company expense.

Section 10. Nothing herein shall be deemed to affect anyleave of absence hereinbefore granted in accordance with theAgreement Covering Leaves of Absence for Union Repre-sentatives dated September 1, 1944, as amended, or in accor-dance with the provisions of Article IV of the 1949, 1950,1951, or 1952 Agreement of General Application or ArticleVI of the 1953, 1954, 1955, 1956, 1957, 1959, 1960, 1963,1967, 1968, 1977, 1980, 1983, 1986, 1989, 1992, 1995,1998, 2001, 2004, or 2009 Agreement of General Applica-

ARTICLE VIIPENSIONS, DISABILITY BENEFITS, AND

DEATH BENEFITS

During the term of this Agreement, no change may bemade without the consent of the Union in the existing AT&TPension Benefit Plan-Bargained Program, or the AT&T Dis-ability Income Plan which would reduce or diminish the ben-efits or privileges provided thereunder. Any claim that suchbenefits or privileges have been so diminished or reducedmay be presented as a grievance and if not resolved by theparties under their grievance machinery may be submitted toarbitration pursuant to the provisions of Article IV hereof butin any such case any decision or action of the Company shall

tion or Article VII of the 1971 Agreement of General Appli-cation or Article V of the 1974 Agreement of General Ap-plication and for all purposes each such leave regardless of thedate of its issuance or expiration, shall be deemed to havebeen issued under the provisions of this Article.

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be controlling unless shown to have been discriminatory orin bad faith and only the question of bad faith or discrimina-tion shall be subject to the grievance procedure or arbitration.

ARTICLE VIIIRESPONSIBLE UNION-COMPANY

RELATIONSHIP

The Company and the Union recognize that it is in the bestinterests of both parties, the employees, and the public thatall dealings between them continue to be characterized bymutual responsibility and respect. To ensure that this rela-tionship continues and improves, the Company and the Unionand their respective representatives at all levels will apply theterms of this Agreement fairly in accord with its intent andmeaning and consistent with the Union’s status as exclusivebargaining representative of all employees in the BargainingUnit. Each party shall bring to the attention of all employeesin the Bargaining Unit, including new hires, their purpose toconduct themselves in a spirit of responsibility and respectand the measures they have agreed upon to ensure adherenceto this purpose. Further, during the orientation of new hires,each party will bring to the attention of new employees therelationship between the parties and the Union’s role as thebargaining representative of employees.

ARTICLE IXNONDISCRIMINATION

In the desire to restate their respective policies, neither theCompany nor the Union shall unlawfully discriminate againstany employee because of such employee’s race, color, reli-gion, sex, age, or national origin or because he or she is aqualified individual with a disability, a disabled veteran, or aveteran of the Vietnam era.

The Company and the Union further reaffirm their com-mitment that none of the terms of the collective bargainingagreements shall expressly or in effect unlawfully discrimi-

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nate against qualified individuals with disabilities as definedby the Americans With Disabilities Act (ADA). For this rea-son, nothing in the 2013 Departmental Agreement or the 2013Agreement of General Application shall be applied or inter-preted to restrict either party from taking whatever action itdeems reasonably necessary to fully comply with the ADA.

ARTICLE XTECHNOLOGY CHANGE

The Company and the Union recognize that technologicalchanges in equipment, organization, or methods of operationmay affect job security, the nature of the work to be per-formed and the skills necessary to work in the new environ-ment. The parties, therefore, will attempt to diminish or elimi-nate the detrimental effects of any such technological changesby expanding the role of the Technology Change Committeein an effort to identify Human Resources issues as early inthe planning process as possible and recommend solutions tothese problems as set forth below.

The purpose of the committee, which will consist of three(3) representatives of both the Union and the Company, is toprovide a “core” group of Human Resources leaders wheremeaningful discussion of major technological changes (includ-ing changes in equipment, organization, or methods of opera-tion) which may affect employees represented by the Union,can take place. To accomplish the goal of developing a skilledwork force necessary for the Company to effectively competein the Twenty-first Century, this “core” group of the Technol-ogy Change Committee will meet semiannually and discussitems such as training, testing procedures, deployment of tech-nology and Human Resources trends. This group will also re-view recommendations from teams with bargaining unit mem-bers that may be used to provide input on new technology ap-plications. The second of the semiannual meetings will em-phasize reviewing work brought about by new technologythat is being performed outside the Bargaining Unit and toconsider whether methods and procedures can be developed

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that would allow some or all of that work to be performed byBargaining Unit members. In addition, annually the Companywill provide a forum for up to an additional four (4) represen-tatives of the Union to participate in a Technology Change Hu-man Resources Planning Conference in which technologicaland operational changes that will materially affect theCompany’s Human Resources needs can be discussed. Unlessthe Company and the Union mutually agree to a change in date,the semiannual meetings will be held on the second Tuesdayof January and the third Tuesday in September and the HumanResources Planning Conference will be held on the secondTuesday in May.

The annual conference will focus on issues such as neworganizational structures, new methods of operation, the in-troduction of new technology and new applications of exist-ing technology that will require a more well-educated, moreskilled work force in the future.

The Company further commits to continue the practice ofnotifying the Union in ad hoc Technology Change implemen-tation meetings of planned major technological changes whenfirm details are available.

The impact and effect of such changes on the employeesshall be appropriate matters for discussion in the meetings.The Company will discuss with the Union:

a. What steps might be taken to provide continued employ-ment to affected employees:

(1) in the same locality or other localities in jobs whichmay be available in occupations covered by the col-lective bargaining agreements between the parties;

(2) in other associated companies; and

(3) in other occupations in the Company, not coveredby the contract.

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b. The applicability of various Company programs andcontract provisions relating to force adjustment plansand procedures, including Voluntary Separation proce-dures, Reassignment Pay Protection Plan, SeverancePayments, retirement, transfer procedures and the like.

c. The feasibility of the Company providing training forother assignment for the employees affected. (Example:Sponsorship of keyboard skill training on Companytime.)

Attendees at the annual Technology Change Human Re-sources Planning Conference, the “core” group of Technol-ogy Change Committee members, or attendees at the Tech-nology Change implementation meetings shall not formulatepolicy or arrive at binding decisions or agreements, but rathershall be charged with the responsibility to develop facts andrecommendations on how future Human Resources needs canbe met so that the parties can make well-informed decisionsregarding the matters covered by this provision. In connec-tion with any Technology Change meetings under this Ar-ticle, the employee representative(s) designated by the Unionshall suffer no loss in pay for time consumed in, and neces-sarily consumed in traveling to and from these meetings. Inaddition, the Company will reimburse employee representa-tives for the cost of round trip coach airfare, for attendingTechnology Change meetings. The number of employee rep-resentatives reimbursed on this committee shall not exceedthe number of employee representatives as of April 5, 1998.

ARTICLE XICOMMON INTEREST FORUMS

Recognizing that rapid changes are occurring and will con-tinue to occur in the information and telecommunications in-dustries, the parties express their intent that forums of com-mon interest be held at appropriate operational levels in or-der to promote the principles of a cooperative Union-

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Management business alliance. Specifically, Common Inter-est Forums will serve the following purposes:

1. Establish a business alliance by providing a frameworkfor early communication and discussion between theparties on business developments of mutual interest andconcern to the parties and their constituencies, includ-ing regulatory and legislative issues.

2. Discuss and review innovative approaches to equip theCompany to maintain historic levels of excellence andsuccess in the face of rapidly increasing competition inboth traditional and newly emerging telecommunica-tions markets thereby improving employees’ competi-tive responsiveness, while protecting and enhancing op-portunities for employment security.

3. Promote Participative Management Employee Involve-ment (PMEI) at every level of the organization in waysthat increase shareowner value and maximize employ-ees’ satisfaction with their jobs’ content and operatingenvironment by:

a. delegating authority, responsibility, and account-ability to meet customers’ needs at the point of con-tact;

b. adopting innovative methods of operation whichmodify traditional workplace relationships; and

c. increasing Union and employee participation in lo-cal workplace decisions.

4. Improve understanding of and relationships between theparties and thereby avoid unnecessary disputes by co-operatively addressing significant changes and develop-ments in both the Union and Company environments.

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5. Provide an opportunity for the Union to discuss variouswork operations being contracted out and to offer sug-gestions as to how employees in a particular locationmight perform this same work in a practical and effec-tive manner which meets the cost and completion timeobjectives of the business. The Company must considersuch suggestions and, as appropriate, the parties maymutually agree that such discussions be continued be-tween designated local Management and Union repre-sentatives.

Equal numbers of key Union and Management personsshall constitute the Forum. It is anticipated that Managementmembers of the Forum will include at least one (1) SeniorManager with operations responsibilities and one (1) upper-level Manager with legislative and/or regulatory responsibili-ties. Union members of the Forum will include Local Presi-dents and/or CWA Staff Representatives whose positionswithin the CWA influence a broad range of responsibilities.Meetings will be convened by the parties at mutually agree-able places and times but no less often than quarterly, unlessmutually agreed. Otherwise, the members of the Forum shalldetermine its composition, structure, agenda, and operation.

It is intended that each Forum support the collective bar-gaining process, the established contractual dispute resolu-tion procedures, and existing joint Union-Managementcommittees.

ARTICLE XIITRAINING/RETRAINING

In the present environment of fast-paced technological de-velopments and structural changes, the parties recognize thebenefits in offering to employees training and retraining pro-grams for personal or career development or in the event theirexisting jobs are displaced. Accordingly, the Company willcontinue to offer at Company expense, training and retrain-ing programs to its employees for personal or career devel-

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opment, and to employees being displaced to qualify for jobvacancies as anticipated by the Company. Any employee laidoff while participating in one (1) or more courses pursuant toa Program shall be permitted to complete the course at Com-pany expense on the same terms and conditions as had thelayoff not occurred.

The personal or career development training and the jobdisplacement retraining programs contemplated by this Ar-ticle will be generic in nature and separate and distinguishedfrom the current job specific training instruction.

A Training Advisory Board comprised as set forth belowwill continue to assist and advise in the training efforts en-compassed by these programs.

Personal or CareerDevelopment Training

Personal or career development training programs will bedesigned as an educational self-development aid to assist em-ployees in their personal development or preparing them-selves for career progression opportunities or job changeswithin the Company.

Training under such program will be generic in nature asopposed to job specific and will cover technical, sales, cleri-cal, and other fundamental skills.

Any regular employee with at least one (1) year of NetCredited Service will be eligible to participate in such train-ing program under the terms of such program.

Participation by employees in the personal or career de-velopment training program will be voluntary, and time spentby employees in such training will be outside scheduledworking hours and not paid or considered as time worked forany purpose.

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Successful completion by an employee of any training orcourses offered pursuant to such program will be taken intoaccount by the Company when considering the employee foran upgrade or transfer.

Job Displacement Training

Job displacement training programs will be designed toprepare employees whose jobs are being displaced or whosejobs are being restructured to a wage schedule with a lowermaximum wage rate to enhance their ability to qualify foranticipated job vacancies within the Company.

Employees will be informed of potential displacements assoon as possible and, depending on the number of any an-ticipated job openings, will be offered training, if necessary,which is intended to enable them to qualify for such job open-ings in the Company.

All regular employees who are notified of potential dis-placement of their current jobs or restructuring to a lower ratewill be eligible to participate in such training program regard-less of length of service.

Participation by employees in the job displacement train-ing program will be voluntary, and time spent by employeesin such training will be outside scheduled working hours andnot paid or considered as time worked for any purpose un-less the Company determines it appropriate in specific in-stances to permit the employees to receive such training dur-ing working hours.

Training Advisory Board

The Training Advisory Board will consist of three (3)Union representatives and three (3) Management representa-tives (one of whom will be the person in the Company re-sponsible for training) who will meet periodically and haveresponsibility for:

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a. furnishing advice to the Company on personal or careerdevelopment and job displacement training courses andcurricula;

b. reviewing and making recommendations regardingtraining delivery systems (e.g., technical schools, com-munity colleges, home study programs, etc.) availableto be used by the Company;

c. evaluating the effectiveness of such training programsand courses and the delivery systems utilized; and

d. encouraging employees to participate in and success-fully complete the available training courses.

The Union and the Company will each be responsible forthe respective costs and expenses of their representatives’ par-ticipation on the Training Advisory Board and will shareequally in the joint costs and expenses incurred by the Board;however, the Company will reimburse employee members forthe cost of round trip coach airfare, for attending TrainingAdvisory Board meetings. The number of employee mem-bers reimbursed on this Board shall not exceed the numberof employee members as of April 5, 1998. However, the em-ployee representative(s) involved in Training Advisory Boardmeetings shall suffer no loss in pay for time consumed in,and necessarily consumed in traveling to and from thesemeetings.

Nothing in this program will supersede any applicable pro-motion or transfer provisions of this contract.

ARTICLE XIIIPRIOR AGREEMENT

This Agreement supersedes and cancels the 2009 Agree-ment of General Application.

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ARTICLE XIVDURATION

This Agreement shall become effective as of April 7, 2013,and shall continue until 11:59 p.m., on April 8, 2017, atwhich time it will terminate, unless extended by mutual agree-ment in writing prior to said termination date.

IN WITNESS WHEREOF, Communications Workers ofAmerica and Southwestern Bell Telephone Company, SBCAdvanced Solutions, Inc., AT&T DataComm, Inc., AT&TOperations, Inc., AT&T Services, Inc., and SBC Telecom,Inc. have caused this Agreement to be executed by their re-spective officers and representatives thereunto duly autho-rized as of the day and year first above written.



APPROVEDBY Larry Cohen

President, Communications Workers of America

SOUTHWESTERN BELL TELEPHONE COMPANYSBC ADVANCED SOLUTIONS, INC.AT&T DATACOMM, INC.AT&T OPERATIONS, INC.AT&T SERVICES, INC.SBC TELECOM, INC.


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MEMORANDUM OF UNDERSTANDINGREGARDING PART-TIME

EMPLOYEES

PART-TIME EMPLOYEESEFFECTIVE JANUARY 1, 1981

A part-time employee is one who is employed and nor-mally scheduled to work less hours per average month than acomparable full-time employee in the same job title, classifi-cation, and work group working the same normal daily tour.

CLASSIFICATION AND TREATMENT OFPART-TIME EMPLOYEES

1. Except for payment for overtime hours worked, all hoursworked by a part-time employee in PhoneCenter Stores, Cus-tomer Service Centers, Phone Booths (Kiosks), DM/DR (Di-rect Marketing/Direct Response) Centers and any equivalentretail sales or service center operation, and any employee whois transferred to or employed by any new unregulated sub-sidiary or affiliated entity in the AT&T System shall be paid

employee working a normal daily tour in the same job title,classification, and work group. Payment to a part-time em-ployee for hours worked in excess of an equivalent normaldaily tour or work week for a comparable full-time employeeshall be at the applicable overtime rate for a comparable full-time employee based on such part-time employee’s basichourly rate. Any regular employee who is on the active pay-roll of the Company as of December 31, 1980, and whoworks part-time on or after January 1, 1981, shall thereaftercontinue, during the current term of employment, to be paidon the same basis as was applicable to such a part-time em-ployee on December 31, 1980.

2. The classification of a part-time employee is based on theemployee’s “part-time equivalent work week” which shall be

at the equivalent basic hourly rate for a comparable full-time

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initially determined by dividing the employee’s anticipatedscheduled hours per month by 4.35 and rounding the resultto the next higher whole number. (Illustration: 68 hours permonth divided by 4.35 equals 15.6, rounded to a “part-timeequivalent work week” classification of 16.)

3. The “part-time equivalent work week” classification ofeach part-time employee shall be recalculated by the Com-pany no less often than every six (6) months on April 1 andOctober 1 of each year, based on the actual average numberof hours worked per month during the preceding six (6)-month period. The recalculated “part-time equivalent workweek” classification, shall be placed in effect if it differs bymore than plus or minus three (+/–3) hours from theemployee’s current “part-time equivalent work week” classi-fication, or if it would change the employee’s current pre-mium payment percentage for the Medical, Dental and Vi-sion Plans, as described in paragraph 5., a., b., and c. below.Any hours worked which are paid at the overtime rate shallnot be counted in computing the average number of hoursworked.

4. For employees, who are hired on or after January 1, 1981,and who work as regular part-time employees, payments to aregular part-time employee for disability or death benefitsunder the “Pension Benefit Plan or the Disability IncomePlan,” vacations, holidays, anticipated disability leave, sick-ness absence (not under the “Disability Income Plan”), or ter-mination allowance (or its equivalent) shall be prorated basedon the relationship of the individual part-time employee’s“part-time equivalent work week” to the normal work weekof a comparable full-time employee in the same job title, clas-sification, and work group. A part-time employee shall notbe paid for time not worked on a holiday or for absence dueto sickness (not under the “Disability Income Plan”) unlesssuch holiday or absence due to sickness occurs on a day ofthe week on which the employee is normally scheduled towork. Regular employees who are on the active payroll of

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the Company as of December 31, 1980, and who work part-time on or after January 1, 1981, shall thereafter continue,during the current term of employment, to receive paymentsfor the benefits and other items listed above on the same ba-sis as was applicable to a part-time employee on December31, 1980.

5. Employees who are hired on or after January 1, 1981, and who work as part-time employees shall, if otherwise eligible to participate under the terms of such plans, be eligible for coverage under the Medical Plan, Dental Plan, and Vision plan as follows:

a. For the Medical Plan:

b. For the Dental Plan and Vision Plan:

(i) Employees working twenty (20) or more hoursaweekpayfifty(50)percentofthefull cost of coverage.

(ii) Employees working less than twenty (20) hours a week pay one hundred (100) percent of the full cost of coverage.

(1) Employees whose part-time equivalent workweekclassificationislessthanseven- teen (17) hours shall be eligible by enrollment and payment of one hundred (100) percent of the premiums for such coverage.

(2) Employees whose part-time equivalent work week classification is at leastseventeen (17) hours but less than twenty-five (25) hours shall be eligible by enrollment and payment of fifty (50) percent of the premiums for such coverage.

(3) Employees whose part-time equivalent work weekclassificationisgreaterthanorequalto twenty-five (25) hours shall be eligible by enrollment and pay the same as full-time employees.

(4) Regular employees who are on the active payroll of the Company as of December 31, 1980, shall continue to be eligible for such

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7. This Memorandum is the result of national bargaining andexpresses the general principles governing the treatment ofpart-time employees. These principles are incorporated, as ap-propriate, in the various Agreements between SouthwesternBell Telephone Company, SBC Advanced Solutions, Inc.,AT&T DataComm, Inc., AT&T Operations, Inc., AT&T Ser-vices, Inc., and SBC Telecom, Inc. and the CWA and willexpire or be changed through future amendments to those par-ticular Agreements.

For the Union: For the Company:

Vice President Vice President-District 6 Labor Relations

Claude Cummings, Jr. Joe Croci

6. Effective January 1, 1981, part-time employees regardlessof classification, shall be eligible for Excused Work Days ona pro rata basis based upon the ratio of any such part-timeemployee’s equivalent work week to the normal work weekof a comparable full-time employee.

b. For the Dental Plan and Vision Plan:

coverage on the same basis as a regular full- timeemployeeregardlessofclassification.

(1) Employees working twenty (20) or more hoursaweekpayfifty(50)percentofthefull cost of coverage.

(2) Employees working less than twenty (20) hours a week pay one hundred (100) percent of the full cost of coverage.

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MOTOR VEHICLE USAGE PROGRAM

1. There will be established a Motor Vehicle Usage Pro-gram to provide, in those administrative work units whereimplemented, that employees who participate will be assigneda motor vehicle for use in their work and for traveling be-tween their work locations and places of residence or otherdesignated places for the vehicle storage. The Company willadminister the Motor Vehicle Usage Program based on thisagreement and the "Home Dispatch: Technician Course."

2. The Motor Vehicle Usage Program will be implementedonly within administrative work units where some or all ofthe employees normally use a Company-provided motor ve-hicle in order to perform their work. The decision to imple-ment and to continue the program within any such adminis-trative work unit will be within Management’s discretion.

3. When the Motor Vehicle Usage Program is introducedwithin an administrative work unit, all employees within thatunit who normally use a Company-provided motor vehiclein the performance of their work assignment will be eligibleto participate. Participation by any such employees will beon a voluntary basis. If an employee elects not to participate,Management will determine where the motor vehicle assignedto that employee is to be stored and that location will becomethe employee’s work reporting location.

4. Employees who participate in the program will be ex-pected to provide normally secure and legal storage for thevehicle at their places of residence. If the vehicle cannot beproperly stored at an employee’s place of residence, the Com-pany may arrange for appropriate storage at its expense.

5. Operating and maintenance costs will be at theCompany’s expense. The Company will make arrangementsfor maintenance of the vehicle; however, it will be the re-sponsibility of the employee to whom the vehicle is assignedto assure that the vehicle is properly maintained.

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6. For employees who participate in the Motor Vehicle Us-age Program, a work reporting area will be established on alocal basis before implementation. Such work reporting areawill be designed so as to serve the interests of the customer,reasonably accommodate the employee, and be satisfactoryto Management and the Union. The work reporting area nor-mally will be a circular geographic area. In large congestedmetropolitan locations or where natural barriers render a cir-cular work reporting area impractical, other suitable param-eters will be established.

7. Each participating employee will be expected to beginand end the work tour at any assigned location within the es-tablished work reporting area. Prior to implementation of theProgram, the Company and Union will determine a methodof compensation for employees who begin or end a work touroutside an established work reporting area.

8. Employees participating in the Motor Vehicle UsageProgram may be subject to removal from the Program on anindividual basis for any reason. Any employee participatingin the Program shall have the right to arbitrate the issue ofjust cause for such removal. Only the issue of just cause shallbe subject to arbitration, not whether the Company has theright to remove the employee or set productivity standards.

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MEMORANDUM OF AGREEMENT

This Memorandum shall apply, effective April 7, 2013, tothe extent set forth below, to employees of SOUTHWEST-ERN BELL TELEPHONE COMPANY, SBC ADVANCEDSOLUTIONS, INC., AT&T DATACOMM, INC., AT&TOPERATIONS, INC., AT&T SERVICES, INC., and SBCTELECOM, INC. (hereinafter called the “Company”) in-cluded in any recognized or certified Bargaining Unit, whoenter active duty in the armed forces of the United States asdefined in the Uniformed Services Employment and Reem-ployment Rights Act of 1994, effective October 13, 1994,and supersedes all practices heretofore applicable to suchemployees entering active duty in the armed forces of theUnited States.

SECTION I. LEAVE OF ABSENCE

A leave of absence will be granted to any employee, ex-cluding occasional employees, leaving a position to enter ac-tive duty in the armed forces who:

(a) is inducted under the Uniformed Services Employmentand Reemployment Rights Act of 1994,

(b) is subject to induction under said Act and enlists forthe minimum enlistment period of the branch of thearmed forces involved,

(c) is a member of the reserve component of the armedforces (as defined in the Uniformed Services Employ-ment and Reemployment Rights Act of 1994) and isordered or called into active military service, or

(d) is not subject to induction under said Act and enlistsfor the minimum enlistment period of the branch ofthe armed forces involved.

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This leave shall be subject to the conditions hereinafterstated and shall cover such employee’s necessary absence onactive duty in the armed forces of the United States.

SECTION II. BENEFIT STATUS

1. An employee on such leave who has reemploymentrights under the Uniformed Services Employment and Re-employment Rights Act of 1994 and who makes applicationfor reinstatement within the period provided in the Act, willreceive upon reinstatement, full service credit for the periodof absence on active duty in the armed forces.

2. Such leave will be with eligibility to death benefits andwith eligibility to disability benefits at the termination of theleave if the employee is then incapacitated, all in accordancewith the terms of the Disability Income Plan and the PensionBenefit Plan.

3. In death cases occurring during such leave, sicknessdeath benefits, where payable, shall be based upon the NetCredited Service at the time the leave was granted plus theelapsed time on such leave to the date of death, and shall becomputed at the rate of Company pay in effect at the time theleave began.

4. Disability benefits, where payable, shall be based uponthe Net Credited Service at the time such leave was grantedplus the elapsed time on such leave to the termination of theleave of absence, and shall be computed on the basis of therate of Company pay in effect at the time of the employee’sreinstatement.

SECTION III. MILITARY PAY ALLOWANCE

1. Employees granted leaves of absence under the provi-sions of Section I (a), (b), or (c) above, except for leaves forPublic Health Services and any other category designated by

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the President of the United States in time of war or emer-gency, will (where their Company Pay is greater) receive thedifference between their Government Pay and their CompanyPay for the first six (6) months of military service or for anyshorter period of such service.

2. Employees granted leaves of absence under the provi-sions of Section I (d) above, except for leaves for PublicHealth Services and any other category designated by thePresident of the United States in time of war or emergency,will (where their Company Pay is greater) receive the differ-ence between their Government Pay and their Company Payfor the first two (2) weeks of military service or for anyshorter period of such service.

SECTION IV. DETERMINATION OFGOVERNMENT PAY ANDCOMPANY PAY

1. Government Pay shall, for the purpose of this Agree-ment, include basic pay, and, for those with dependents, theexcess of quarters allowances established for members of thearmed forces with dependents over those established formembers of the armed forces of equal rank without depen-dents, and shall be computed as of the time the employee soenters military service. Where difference in pay for two (2)weeks is involved, Government Pay shall be fourteen thirti-eths (14/30th) of the monthly rate as determined above.

2. Company Pay for the purpose of computing military payallowances shall be based upon the employee’s rate (includ-ing any night, or unlocated differentials, to the extent nor-mally applicable) in effect at the time of such employee’s en-try into military service.

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SECTION V. REEMPLOYMENT

All employees who are granted leaves of absence to enteractive duty in the armed forces and have reemployment rightsunder the law, and all others who have such reemploymentrights will be reinstated in accordance with the provisions ofthe law.

SECTION VI. VACATION TREATMENT

A lump-sum payment in lieu of any unused vacation towhich the employee may be entitled at the date on which his/her leave of absence begins shall be made at that time.

SECTION VII. DURATION

The procedures established by this Memorandum shallcontinue in force and effect until April 8, 2017, and thereaf-ter until terminated by thirty (30) days’ notice in writing fromeither party to the other; provided however, that no such ter-mination shall affect any rights under any leave of absencegranted hereunder which is in effect on the day prior to theeffective date of such termination. Notice of termination maybe given at any time on or after March 9, 2017, and shall besufficient with respect to the Union if addressed to the VicePresident, District 6, Communications Workers of America,and with respect to the Company if addressed to the VicePresident-Labor Relations.

IN WITNESS WHEREOF, Communications Workers ofAmerica and Southwestern Bell Telephone Company, SBCAdvanced Solutions, Inc., AT&T DataComm, Inc., AT&TOperations, Inc., AT&T Services, Inc., and SBC Telecom,Inc. have caused this Agreement to be executed by their re-spective officers and representatives thereunto duly autho-rized, as of the day and year first above written.

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MONTHLY BENEFIT TABLES

Pension benefit amounts will be determined using theappropriate Monthly Benefit Tables as shown on thesubsequent pages according to the following:

For Pension Effective Dates: Use Table:

• On or after January 1, 2014 ANDbefore January 1, 2015 A

• On or after January 1, 2015 ANDbefore January 1, 2016 B

• On or after January 1, 2016 ANDbefore January 1, 2017 C

Note: Use tables below for Appendix I employees

For Pension Effective Dates: Use Table:

• On or after January 1, 20̀14 ANDbefore January 1, 2015 E

• On or after January 1, 2015 ANDbefore January 1, 2016 F

• On or after January 1, 2016 ANDbefore January 1, 2017 G

• On or after January 1, 2017 H

• On or after January 1, 2017 D

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MONTHLY BENEFIT TABLE A FOR PENSION EFFECTIVE DATES

ON OR AFTER JANUARY 1, 2014 AND BEFORE JANUARY 1, 2015

MONTHLY BENEFIT TABLE B FOR PENSION EFFECTIVE DATES


Increase = 1% Increase = 1% PENSION

BAND NUMBERS

PENSION BAND

NUMBERS

ANY AGE ANY AGE

94 $26.21 94 $26.47 95 $27.78 95 $28.06 96 $29.34 96 $29.63 97 $30.88 97 $31.19 98 $32.45 98 $32.77 99 $34.00 99 $34.34 100 $35.57 100 $35.93 101 $37.13 101 $37.50 102 $38.69 102 $39.08 103 $40.30 103 $40.70 104 $41.86 104 $42.28 105 $43.40 105 $43.83 106 $44.95 106 $45.40 107 $46.56 107 $47.03 108 $48.15 108 $48.63 109 $49.71 109 $50.21 110 $51.26 110 $51.77 111 $52.84 111 $53.37 112 $54.35 112 $54.89 113 $55.99 113 $56.55 114 $57.52 114 $58.10 115 $59.05 115 $59.64 116 $60.65 116 $61.26 117 $62.19 117 $62.81 118 $63.79 118 $64.43 119 $65.34 119 $65.99 120 $66.92 120 $67.59 121 $68.48 121 $69.16 122 $70.07 122 $70.77 123 $71.61 123 $72.33 124 $73.19 124 $73.92 125 $74.76 125 $75.51 126 $76.30 126 $77.06 127 $77.90 127 $78.68 128 $79.45 128 $80.24 129 $81.03 129 $81.84 130 $82.56 130 $83.39 131 $84.18 131 $85.02 132 $85.71 132 $86.57 133 $87.26 133 $88.13 134 $88.86 134 $89.75 135 $90.41 135 $91.31

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MONTHLY BENEFIT TABLE C FOR PENSION EFFECTIVE DATES


MONTHLY BENEFIT TABLE D FOR PENSION EFFECTIVE DATES

ON OR AFTER JANUARY 1, 2017


BAND NUMBERS

PENSION BAND

NUMBERS

ANY AGE ANY AGE 94 $26.73 94 $27.00 95 $28.34 95 $28.62 96 $29.93 96 $30.23 97 $31.50 97 $31.82 98 $33.10 98 $33.43 99 $34.68 99 $35.03

100 $36.29 100 $36.65 101 $37.88 101 $38.26 102 $39.47 102 $39.86 103 $41.11 103 $41.52 104 $42.70 104 $43.13 105 $44.27 105 $44.71 106 $45.85 106 $46.31 107 $47.50 107 $47.98 108 $49.12 108 $49.61 109 $50.71 109 $51.22 110 $52.29 110 $52.81 111 $53.90 111 $54.44 112 $55.44 112 $55.99 113 $57.12 113 $57.69 114 $58.68 114 $59.27 115 $60.24 115 $60.84 116 $61.87 116 $62.49 117 $63.44 117 $64.07 118 $65.07 118 $65.72 119 $66.65 119 $67.32 120 $68.27 120 $68.95 121 $69.85 121 $70.55 122 $71.48 122 $72.19 123 $73.05 123 $73.78 124 $74.66 124 $75.41 125 $76.27 125 $77.03 126 $77.83 126 $78.61 127 $79.47 127 $80.26 128 $81.04 128 $81.85 129 $82.66 129 $83.49 130 $84.22 130 $85.06 131 $85.87 131 $86.73 132 $87.44 132 $88.31 133 $89.01 133 $89.90 134 $90.65 134 $91.56 135 $92.22 135 $93.14

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MONTHLY BENEFIT TABLE E FOR PENSION EFFECTIVE DATES


MONTHLY BENEFIT TABLE F FOR PENSION EFFECTIVE DATES



BAND NUMBERS

PENSION BAND

NUMBERS

ANY AGE ANY AGE

7A8 $32.45 7A8 $32.77 7A9 $34.00 7A9 $34.34 700 $35.57 700 $35.93 701 $37.13 701 $37.50 702 $38.69 702 $39.08 703 $40.30 703 $40.70 704 $41.86 704 $42.28 705 $43.40 705 $43.83 706 $44.95 706 $45.40 707 $46.56 707 $47.03 708 $48.15 708 $48.63 709 $49.71 709 $50.21 710 $51.26 710 $51.77 711 $52.84 711 $53.37 712 $54.35 712 $54.89

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MONTHLY BENEFIT TABLE G FOR PENSION EFFECTIVE DATES


MONTHLY BENEFIT TABLE H FOR PENSION EFFECTIVE DATES

ON OR AFTER JANUARY 1, 2017


BAND NUMBERS

PENSION BAND

NUMBERS

ANY AGE ANY AGE

7A8 $33.10 7A8 $33.43 7A9 $34.68 7A9 $35.03 700 $36.29 700 $36.65 701 $37.88 701 $38.26 702 $39.47 702 $39.86 703 $41.11 703 $41.52 704 $42.70 704 $43.13 705 $44.27 705 $44.71 706 $45.85 706 $46.31 707 $47.50 707 $47.98 708 $49.12 708 $49.61 709 $50.71 709 $51.22 710 $52.29 710 $52.81 711 $53.90 711 $54.44 712 $55.44 712 $55.99

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Statement of Renewed Commitment to the Principles ofCooperative Union-Management Relations

The Company and the Union recognize that significantbenefits have been derived and will continue to derive fromcooperative Union-Management relations. Through such co-operation, the parties have been able to explore innovativemethods of operation which seek to modify traditional work-place relationships in ways designed to enhance theCompany’s effectiveness and competitiveness, increaseUnion and employee participation in local workplace deci-sions, and maximize employees’ satisfaction with their work.

The parties also recognize that the 1996 Telecommunica-tions Act and associated legislation changed the market placefrom heavily regulated to highly competitive. Therefore,achieving mutual goals of competitive excellence and em-ployment security in this new environment will present ever-increasing challenges.

In light of these challenges, the parties realize that the needfor effective and mutually respectful cooperation between theUnion and Management at all levels of the business is moreimportant now than ever before. Therefore, the Company andthe Union hereby renew and strengthen their commitment tothe following Principles of Cooperative Union-ManagementRelations:

1. Participative Management Employee Involvement(PMEI) is based on the tenet that employees are responsible,trustworthy and capable of making contributions whenequipped with the necessary business information and train-

STRATEGIC ALLIANCE Southwest Region

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ing. In this regard, the Company and the Union will promotestrategies designed to:

• educate employees and all levels of Union and Manage-ment leadership to promote PMEI efforts and increaseunderstanding of the link between PMEI and improve-ment in both bottom-line results and job satisfaction; and

• provide access to relevant business information to im-prove employees’ level of competitive responsivenessand their ability to make well-informed, customer-fo-cused decisions.

2. The principles of PMEI require engaging employees andCompany and Union leadership at all levels in meaningfulopportunities for participation in and contribution to businessdecisions that affect their work. The parties will promote thegoals of increasing shareowner value and enriching jobs byactively soliciting employees’ input and by recognizing theircontributions to these objectives.

3. The Company and the Union agree to uphold and pro-mote PMEI principles and to encourage and support imple-mentation of PMEI processes in a consistent and effectivemanner at every level of their respective organizations. Theparties recognize that effectiveness and productivity can andwill be enhanced by delegating authority, responsibility, andaccountability to employees closer to the actual work pro-cess, resulting in greater pride and satisfaction with the work,as well as increased personal growth.

4. The PMEI Companywide Steering Committee will con-tinue to guide, support, and promote PMEI efforts to increaseshareowner value and enrich jobs. The Steering Committeewill also serve as a forum to explore and exchange innova-tive ideas and successful applications of PMEI concepts us-ing both internal and external sources. The CompanywideSteering Committee, with input from operations Steering

237

Committees, will continue to plan, evaluate, and introducetraining and developmental programs to facilitate and en-hance PMEI efforts.

5. PMEI efforts will continue to be viewed as a supple-ment to the collective bargaining process. The integrity of thecollective bargaining process, the contractual rights of theparties, and the workings of the grievance procedure must beupheld and maintained.

6. Process improvement is based on the belief that im-proved quality leads to improved productivity, decreasedcosts, and increased market share, all of which allow theCompany to provide more jobs and increase shareownervalue. The Company and the Union recognize that a continu-ous quality improvement process is in their mutual best in-terest, and that a PMEI approach should be used to gain com-mitment to and support of such improvements. For example,the principles of PMEI can be applied from the beginning of,and throughout, implementation of the process improvementmethodology, thus becoming the key link in obtaining inputfrom bargaining unit employees for use in improving thebusiness operations in which they are involved. The Com-pany will encourage all levels of Management to utilize a par-ticipative approach in forming process improvement commit-tees when involvement of bargaining unit employees is de-sired.

7. Employment security will continue to be a major con-cern of the Company and the Union. Innovations which re-sult from the PMEI processes will not result directly in thelayoff of any regular employee or negatively affect the payor seniority status of any Union-eligible employee, whetheror not he or she is a participant in the process. In addition,process improvement committees on which bargaining unitemployees serve will not undertake activities or make rec-ommendations that could be expected to result directly in thelayoff of any regular employee or negatively affect the pay

238

or seniority status of any Union-eligible employee, whetheror not he or she is a participant in the process.

8. The parties recognize that genuine involvement by Man-agement, the Union and all employees is essential for the suc-cess of these mutual efforts. The parties agree, therefore, toencourage all levels of their respective organizations to co-operate in the design, development, and implementation ofPMEI efforts that foster a business alliance in the spirit ofmutuality and responsible leadership. PMEI remains a pro-cess; there is no universal or one best approach.

COMMUNICATIONS WORKERS OF AMERICA

/s/ Claude Cummings, Jr.

Vice President, District 6

/s/ Sylvia J. Ramos

Assistant to Vice President


/s/ Joe Croci

Joe CrociVice President-Labor Relations

Claude Cummings, Jr.

Sylvia J. Ramos

JanuaryS M T W T F S

1 2 3 4 56 7 8 9 10 11 12

13 14 15 16 17 18 1920 21 22 23 24 25 2627 28 29 30 31

FebruaryS M T W T F S

1 23 4 5 6 7 8 9

10 11 12 13 14 15 1617 18 19 20 21 22 2324 25 26 27 28

MarchS M T W T F S

1 23 4 5 6 7 8 9

10 11 12 13 14 15 1617 18 19 20 21 22 2324 25 26 27 28 29 3031

AprilS M T W T F S

1 2 3 4 5 67 8 9 10 11 12 13

14 15 16 17 18 19 2021 22 23 24 25 26 2728 29 30

MayS M T W T F S

1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30 31

JuneS M T W T F S

12 3 4 5 6 7 89 10 11 12 13 14 15

16 17 18 19 20 21 2223 24 25 26 27 28 2930

JulyS M T W T F S

1 2 3 4 5 67 8 9 10 11 12 13

14 15 16 17 18 19 2021 22 23 24 25 26 2728 29 30 31

AugustS M T W T F S

1 2 34 5 6 7 8 9 10

11 12 13 14 15 16 1718 19 20 21 22 23 2425 26 27 28 29 30 31

SeptemberS M T W T F S1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27 2829 30

OctoberS M T W T F S

1 2 3 4 56 7 8 9 10 11 12

13 14 15 16 17 18 1920 21 22 23 24 25 2627 28 29 30 31

NovemberS M T W T F S

1 23 4 5 6 7 8 9

10 11 12 13 14 15 1617 18 19 20 21 22 2324 25 26 27 28 29 30

DecemberS M T W T F S1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27 2829 30 31

2013


1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30 31


12 3 4 5 6 7 89 10 11 12 13 14 15

16 17 18 19 20 21 2223 24 25 26 27 28

MarchS M T W T F S

12 3 4 5 6 7 89 10 11 12 13 14 15

16 17 18 19 20 21 2223 24 25 26 27 28 2930 31

AprilS M T W T F S

1 2 3 4 56 7 8 9 10 11 12

13 14 15 16 17 18 1920 21 22 23 24 25 2627 28 29 30

MayS M T W T F S

1 2 34 5 6 7 8 9 10

11 12 13 14 15 16 1718 19 20 21 22 23 2425 26 27 28 29 30 31

JuneS M T W T F S1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27 2829 30

JulyS M T W T F S

1 2 3 4 56 7 8 9 10 11 12

13 14 15 16 17 18 1920 21 22 23 24 25 2627 28 29 30 31

AugustS M T W T F S

1 23 4 5 6 7 8 9

10 11 12 13 14 15 1617 18 19 20 21 22 2324 25 26 27 28 29 3031

SeptemberS M T W T F S

1 2 3 4 5 67 8 9 10 11 12 13

14 15 16 17 18 19 2021 22 23 24 25 26 2728 29 30


1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30 31


12 3 4 5 6 7 89 10 11 12 13 14 15

16 17 18 19 20 21 2223 24 25 26 27 28 2930

DecemberS M T W T F S

1 2 3 4 5 67 8 9 10 11 12 13

14 15 16 17 18 19 2021 22 23 24 25 26 2728 29 30 31

2014


1 2 34 5 6 7 8 9 10

11 12 13 14 15 16 1718 19 20 21 22 23 2425 26 27 28 29 30 31

FebruaryS M T W T F S1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27

MarchS M T W T F S1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27 2829 30

AprilS M T W T F S

1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29

MayS M T W T F S

1 23 4 5 6 7 8 9

10 11 12 13 14 15 1617 18 19 20 21 22 2324 25 26 27 28 29 30

JuneS M T W T F S

1 2 3 4 5 67 8 9 10 11 12 13

14 15 16 17 18 19 2021 22 23 24 25 26 2728 29

JulyS M T W T F S

1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30

AugustS M T W T F S

12 3 4 5 6 7 8

9 10 11 12 13 14 1516 17 18 19 20 21 2223 24 25 26 27 28 2930


1 2 3 4 56 7 8 9 10 11 12

13 14 15 16 17 18 1920 21 22 23 24 25 2627 28 29 30


1 2 34 5 6 7 8 9 10

11 12 13 14 15 16 1718 19 20 21 22 23 2425 26 27 28 29 30

NovemberS M T W T F S1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27 2829


1 2 3 4 56 7 8 9 10 11 12

13 14 15 16 17 18 1920 21 22 23 24 25 2627 28 29 30

2015

2831

3031

30

3131

31 30 31


1 23 4 5 6 7 8 9

10 11 12 13 14 15 1617 18 19 20 21 22 2324 25 26 27 28 29 30


1 2 3 4 5 67 8 9 10 11 12 13

14 15 16 17 18 19 2021 22 23 24 25 26

MarchS M T W T F S

1 2 3 4 56 7 8 9 10 11 12

13 14 15 16 17 18 1920 21 22 23 24 25 2627 28

AprilS M T W T F S

1 23 4 5 6 7 8 9

10 11 12 13 14 15 1617 18 19 20 21 22 2324 25 26 27

MayS M T W T F S

JuneS M T W T F S

JulyS M T W T F S

AugustS M T W T F S





2016

2729

28

3128 29 30 31

29 30

1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27 2829 30 31

1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30

1 23 4 5 6 7 8 9

10 11 12 13 14 15 1617 18 19 20 21 22 232431

25 26 27 28 29 30

1 2 3 4 5 67 8 9 10 11 12 13

14 15 16 17 18 19 2021 22 23 24 25 26 2728 29 30 31

1 2 34 5 6 7 8 9 10

11 12 13 14 15 16 1718 19 20 21 22 23 2425 26 27 28 29 30

12 3 4 5 6 7 8

9 10 11 12 13 14 1516 17 18 19 20 21 2223 24 25 26 27 28 2930 31

1 2 3 4 56 7 8 9 10 11 12

13 14 15 16 17 18 1920 21 22 23 24 25 2627 28 29 30

1 2 34 5 6 7 8 9 10

11 12 13 14 15 16 1718 19 20 21 22 23 2425 26 27 28 29 30 31



MarchS M T W T F S

AprilS M T W T F S

MayS M T W T F S

JuneS M T W T F S

JulyS M T W T F S

AugustS M T W T F S





2017

1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27 2829 30 31

1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28

1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30

1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30

12 3 4 5 6 7 8

9 10 11 12 13 14 1516 17 18 19 20 21 2223 24 25 26 27 28 2930

3

12 3 4 5 6 7 8

9 10 11 12 13 14 1516 17 18 19 20 21 2223 24 25 26 27 28 2930 31

3

1 2 3 4 5 67 8 9 10 11 12 13

14 15 16 17 18 19 2021 22 23 24 25 26 2728 29 30 31

1 2 34 5 6 7 8 9 10

11 12 13 14 15 16 1718 19 20 21 22 23 2425 26 27 28 29 30

1 2 3 4 56 7 8 9 10 11 12

13 14 15 16 17 18 1920 21 22 23 24 25 2627 28 29 30 31

1 23 4 5 6 7 8 9

10 11 12 13 14 15 1617 18 19 20 21 22 2324 25 26 27 28 29 30

1 23 4 5 6 7 8 9

10 11 12 13 14 15 1617 18 19 20 21 22 2324 25 26 27 28 29 30

1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27 2829 30 31

31

31

January February MarchS M T W T F S

April

S M T W T F S1 2 3 4 5 6

7 8 9 10 11 12 1314 15 16 17 18 19 2021 22 23 24 25 26 2728 29 30

S M T W T F S1 2 3 4 5 6

7 8 9 10 11 12 1314 15 16 17 18 19 2021 22 23 24 25 26 2728 29 30

May June

July August

S M T W T F S1 2 3

4 5 6 7 8 9 1011 12 13 14 15 16 1718 19 20 21 22 23 2425 26 27 28 29 3031

31

SeptemberS M T W T F S1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27 2829 30

S M T W T F S1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27 2829 30

October November

S M T W T F S1 2

3 4 5 6 7 8 910 11 12 13 14 15 1617 18 19 20 21 22 2324 25 26 27 28 29 30

December

2018

S M T W T F S1 2 3

4 5 6 7 8 9 1011 12 13 14 15 16 1718 19 20 21 22 23 2425 26 27 2831

1 2 34 5 6 7 8 9 10

11 12 13 14 15 16 1718 19 20 21 22 23 2425 26 27 28 29 30 31

S M T W T F S1 2 3 4

5 6 7 8 9 10 1112 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30 3131

S M T W T F S1

2 3 4 5 6 7 89 10 11 12 13 14 15

16 17 18 19 20 21 2223 24 25 26 27 28 2930

S M T W T F S1

2 3 4 5 6 7 89 10 11 12 13 14 15

16 17 18 19 20 21 2223 24 25 26 27 28 2930

S M T W T F S1 2 3 4 5

6 7 8 9 10 11 1213 14 15 16 17 18 1920 21 22 23 24 25 2627 28 29 30 31

NOTES

NOTES

NOTES

Documents

TO EMPLOYEES · attention of new employees the relationship between the parties and the Union’s role as the bargaining representative of employees.’’ Company representatives,