Communication Workers of America Local 4008





General Membership Meeting
Steward Meeting

Thursday, December 8th, 2016 7:00pm

145 Colonial Court, Mount Clemens, MI 48043
Food and Refreshments Provided







Although we have not been officially notified by the Company, below is what we believe will be the SSP payout for the 2016 award year. Based on figures posted on the at&t investor relations website, the payout for this award year should be $1500.00 for each eligible member. This includes the total of both the stock appreciation value and dividend rate value and represents the highest payout in several years.

Eligibility requirements and other information on the SSP MOA (A6) in our current collective bargaining agreement can be found on page 116-118.

This will be the first year all eligible members will receive a cash payout instead of the HRA contribution. 

This payment is not paid out of the Company’s good nature. It is a result of hard work by our members who make the Company successful regardless of the ridiculous targets, goals, and discipline issued by many departments, and the collective bargaining agreement we achieved together.

This payout will go to all eligible members in the Core contract, including Appendix F, G, and COS. Below are the calculations we used to arrive at the $1500.00. Again, eligibility requirements and other information on the SSP MOA (A6) in our current collective bargaining agreement can be found on page 116-118.

Typically the payout is last pay period in November.





Closing 10/1/2015 = $32.53
Closing 9/30/2016 = $40.61

Diff $8.08 x 150 shares = $1,212


4th Quarter 2015 $.48 x 150 = $72.00
1st Quarter 2016 $.48 x 150 = $72.00
2nd Quarter 2016 $.48 x 150 = $72.00
3rd Quarter 2016 $.48 x 150 = $72.00

Total = $ 288.00








The Company approached the Union regarding a trial that was conducted in Ohio. The project involved CSS technicians from the IM organization being loaned to GNFO to assist in a Central Office Equipment consolidation. 
The company is now expanding the project to other CO's throughout the Midwest region.
Briefly, CSS technicians will be canvassed in areas where CO's have been slated for the project.  CSS technicians will take existing circuits and move them to new assigned OE and test the circuit leaving the CO on the new OE.  This work is not traditional TCS work, but rather what Net Techs have done.   With work loads low in the IM organization this is a good opportunity to provide work for over 100 CSS technicians.After the banks of OE are vacated they will be powered down and decommissioned, this work will be conducted by the TCS technicians, again creating additional work.

While I was on vacation the company provided the entire list of CO's I apologize for getting it out a little later then I would have liked to,

I have attached the complete list of CO's that will be conducting the project along with tentative dates for canvass, training and implementation. (keep in mind these dates are tentative and may change)
The company has agreed that local management will work with local leadership who have selected CO's in their areas regarding the canvassing process as well as training and implementation details. 
I have also attached the Training Agenda that the CSS tech's who volunteer for the project will undergo.

I believe this to be a great opportunity to provide additional work for CSS & TCS technicians when there are concerns surrounding the low volume of work in the field.












Steven M. Decoste – Port Huron, Bancroft


Greggory Jordan – Sterling Heights, Warren Main




 Dear  Member:

We wanted to share a little information with you about Weingarten Rights. They are rules that apply during investigatory interviews. An investigatory interview occurs when: (1) management questions an employee to obtain information; and (2) the employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says. Investigatory interviews relate to such subjects as:

Compliance with work rules
Damage to company property
Falsification of records
Poor attitude
Poor work performance
Violations of safety rules
Under the Supreme Court's Weingarten decision, when an investigatory interview occurs, these rules apply:

The employee may request union representation before or during the interview.
After the request, the employer must choose from among three options:
1. Grant the request and delay the questioning until the union representative arrives.
2. Deny the request and end the interview immediately.
3. Give the employee a choice of (a) having the interview without representation (usually a mistake) or (b) ending the interview.

If the employer denies the request for union representation, and questions the employee, it commits an unfair labor practice and the employee may refuse to answer.







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