Communication Workers of America Local 4008




To CWA Members


AT&T has announced a $1000 bonus to all employees because of the GOP tax plan. Our reply:  


You can’t buy our approval.


The bonus you are touting is the blood money from those you announced termination to 10 days before Christmas. The mass emails you send to the hard working employees of this Company thanking them for their dedication and sacrifice are a mockery.    No amount of praise will numb the damage done to our Brothers and Sisters as they spend the Holidays desperately trying to plan how they will continue to provide for their families.


Do the right thing.


Cancel the planned 1st quarter surplus at AT&T.  Take these tax breaks that you are lavishing praise on and use them to train our Members for the work that is to come. Let your words and your actions speak in unison. The 7000 hard hat jobs you promised can start with not sending over 1800 to the unemployment line come January 2018.


Show the nation that these tax cuts truly will benefit the working families of America.  We are waiting for you to do the right thing.


In solidarity,


Michigan Communications Workers of America





Cornett - 12

Dilaura - 30 

Valentine - 61



Valko - 34 

Yeager - 41













Steven M. Decoste – Port Huron, Bancroft


Randy Craft - Roseville, 10 Mile




 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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