Communication Workers of America Local 4008

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1) Will the remaining Service Techs in the Midwest region be offered a promote in place?
The Company has stated that there is not plan to promote any remaining Service Techs in the Midwest at this time. However this will be something that Ron and I will keep on our radar going forward. As You all are aware there have been opportunities when the company has been willing to promote in place and we will continue to discuss this issue & make that request periodically.

2) With some areas having actual DTV technicians driving DTV vehicles will core mechanics represented by the CBA have the opportunity to service those vehicles when these technicians are completely rolled in?
The company says that there is no plan for 2016 to have Core Mechanics service these vehicles.
And as far as going forward they have not made any decisions one way or the other for 2017 and beyond. So again this will be something that we will monitor and continue to discuss with the company, specifically when these technicians become fully implemented.

 

 

 


 

 

 

 

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.

 

 

 

 

 

 



Due to issues in the EDGE systems the routing of non-video BP orders to CORE techs has been put on hold until a future date TBD.

All BP orders will be routed to Prem Techs BAU until the system issues are corrected.

 

 

 

 

 

Last year, CWA conducted an extensive membership endorsement process, one that was broader and more democratic than any conducted by any other labor union. After a three-month voting period, the votes were tallied and CWA endorsed Bernie Sanders for President. Tens of thousands of members were mobilized by Bernie’s call for change and poured energy and enthusiasm into that campaign. Despite that incredible effort, Hillary Clinton will be the Democratic presidential candidate. While we will continue to push for the policies that led our members to endorse Bernie Sanders, elections are about choices and Secretary Clinton is the best choice this Fall.
Hillary Clinton has stood with us and pledges her commitment to making life better for working families. Secretary Clinton walked with CWA members on the Verizon picket line. She supports the call to get big money out of politics. She is working with Senator Elizabeth Warren and others to end special treatment for Wall Street and the 1 percent. She wants to help students end the cycle of education debt. She has a solid record on the issues that are critical for working families: bargaining rights and the right to organize; family and medical leave; closing tax loopholes that benefit the 1 percent at the expense of our communities; secure health care and retirement benefits, and equal pay legislation. She has reaffirmed her opposition to the Trans-Pacific Partnership.
Donald Trump also has been telling us exactly what he would do. He supports “right to work” laws that weaken workers’ bargaining rights. He is union busting at his new Las Vegas hotel and firing organizers. He thinks the minimum wage is too high and that workers in Michigan and others states should accept lower wages. He dismisses the need for equal pay for women. He talks a good game about bad trade deals but manufactures his fancy ties offshore.
The contrast between these two candidates couldn’t be greater. Hillary Clinton is thoughtful and experienced. Donald Trump is reckless, unthinking and much more likely to cut a deal with his billionaire colleagues than look out for working families.
In a Donald Trump administration, we’d be watching our backs for four years. We’d have no opportunity to move forward on real gains for working families, instead, we’d be forced on defense, just to defend the jobs and gains we’ve made over the years. With Hillary Clinton as president, we will have the ability and opportunity to push forward on our agenda to build a just, democratic society for working families.
The choice is clear. We must do everything we can to mobilize members and activists for the election of Hillary Clinton as president of the United States and to elect Senators, members of Congress and other elected officials who are committed to standing up for economic justice and our democracy.
The CWA Executive Board has voted unanimously* to endorse Hillary Clinton for President and I will be formally announcing CWA's endorsement of Hillary Clinton tomorrow. In the coming weeks, State Political Action Coordinators will be reaching out to you with more information so you can make sure your local’s members and retirees are part of this critical effort.
In Unity,

Chris Shelton
President
* As is the NewsGuild-CWA tradition, TNG-CWA President Bernie Lunzer abstained from the vote.

 

 

 

 

 

 

The SD&A organization is being renamed Internet and Entertainment Field Services (IEFS).


The major difference in the organizational structure is that the home services employees (DTV) in OH and IL are assigned to the existing  IEFS directors in the those states. (Bentz and Ouellette).


 

 

 

 

 

Finance Committee Meeting
Wednesday July 20th, 5pm
Mount Clemens Union Hall

 

Bylaw Committee Meeting
Thursday August 4th, 6pm
Mount Clemens Union Hall

 


 

 

 

 

 

 

 

 

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:

Absenteeism
Accidents
Compliance with work rules
Damage to company property
Drinking
Drugs
Falsification of records
Fighting
Insubordination
Lateness
Poor attitude
Poor work performance
Sabotage
Slowdowns
Theft
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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