Idearc

CWA Local 13500

CWA Local 13500

Click Here for Final Progression Wage Tables

HIGHLIGHTS
OF
2006 CONTRACT NEGOTIATIONS
BETWEEN
CWA LOCAL 13500
AND
VERIZON INFORMATION SERVICES –
VALLEY FORGE DIRECTORY GRAPHICS

Wages/Economic Issues:

1. General wage increases: June 4, 2006 = 3.5% of basic weekly wage rate, One-time lump sum payment of $750.00 to every active employee no later than the first regular paycheck in 2007, June 3, 2007 = 3% of basic weekly wage rate and, June 1, 2008 = 3% of basic weekly wage rate. (Wage Rate Progression Tables are attached.)

2. The Performance Incentives were increased in each year of the contract while the minimum payout remains the same at $600.00: Plan Year 2007 = $1,600.00 to $2,500, Plan Year 2008 = $1,700 to $2,750 and, Plan Year 2009 = $1,750 to $3,000. The Company renewed its commitment that at least 90% of eligible employees will receive at least the minimum payout in each of these three Plan Years. The Company also agreed to review the performance coefficients and employee progress with the Union on a quarterly basis. Previous letter was replaced with a new letter stating the above.

3. Beginning January 2007 change 37.5 hour week to 40-hour week with increase in weekly pay rate equal to the additional 2.5 hours per week. (See the Wage Rate Progression Table for the rates that go into effect on December 31, 2006)

4. Change Definitions Section of Contract to reflect the new 40-hour work week, including when overtime is paid. Change the Overtime Article to show that overtime will be paid after 40 hours instead of after 37.5 hours.

Benefits:

1. No changes in the current Pension Plan or the Medical Benefits Plan(s) provisions in the contract.

2. The Company committed to review the 2007 Employee Benefits Renewal communications with the Union in the fall of 2006.

Job Security Issues:

1. 3-Year contract expiring on June 6, 2009

2. The Lay Off notification procedure was improved by:

Increasing the amount of time of notification from 40 days to 60 days, and
Increasing the number of weeks to notify an individual from 3 weeks to 4 weeks or receive pay for 4 weeks.

3. Improved the payout under the Income Security Plan (ISP) from $1,000 for each year of service to $1,100 for each year of service. And, change the maximum payout from $30,000 to $33,000.

4. Increased the ISP Expense Allowance from a maximum of $2,500 to $3,750.

5. A special “Voluntary Separation Enhancement” agreement will increase the ISP pay out by $400.00 per year of service, up to a maximum of $45,000, should there be a force reduction between June 4, 2006 and December 31, 2007.

6. Increase in the Termination Payments by adding an additional ½ week’s pay to the current one week’s pay for each year of service over 10 years up to a maximum of 40 weeks’ pay. (i.e. 11 years service = 11 ½ weeks pay, 12 years service = 13 weeks pay, etc.)

7. A special Letter confirming that the Company’s current business plan includes the continued publishing operation at the Valley Forge facility.

Additional Changes/Improvements:

1. One additional Personal Day will be permitted beginning January 2007.

2. Beginning January 2007 one Personal Day or Vacation Day, at the employee’s choice, may be taken in one-hour increments. An additional day may be taken in one-hour increments beginning January 2008 if the first year’s program proves successful. At least one day will be permitted to be taken in one-hour increments for the life of the contract. (This is detailed in a separate Letter Agreement in the new contract.)

3. Military Leave was improved by permitting 3 additional paid days.

4. Death-In-Family absence was improved by allowing 2 days off for the death of grandparents, great grandparents, grandchildren and great grandchildren.

5. Include a Pay Grade 8.5 in the Wage Rate Tables.

6. Establish a 4-Day work week trial for one year beginning December 2006, with an advance pilot to begin prior to year-end 2006. One measurement of success of the trial and pilot will include Employee satisfaction. Replace previous letter on the 4-Day work week trial.

7. The letter permitting transfers to other Idearc bargaining units was replaced by an up to date letter providing the same opportunity.

8. The letter agreement regarding the Tuition Assistance Plan was replaced by a new letter requiring that employees receive a grade of “C” (a C- is counted as a C) or above to avoid repayment of approved tuition and fees to the Company.

9. A Letter Agreement to schedule a Mutual Interest seminar to include the Union Officials and Managers/Supervisors. Additionally, to establish and encourage Process Improvement Teams composed of employees and management.

10. Removed the letter regarding Communications Allowance.

11. Removed the letter regarding a trial of a third tour for each shift.

IDEARC Bargaining Team

(Sitting) Company (left) Peter Konrad, Union (right) Jim Byrne,
2nd row left: Phil Gaughan, Sandy Kmetyk Local President)
Last row left to right: John Hanchak, Larry Best, Heather Dean, and Marianne Seborowski.

Click Here to Download the April 19, 2005 Bargaining Report

Click Here to Download the April 20,2005 Idearc Sales Newsletter.

Idearc Sales Newsletter - Vol. 1, Issue 1, 4/4/05

4/5/2005

Sales Plan ARBITRATION CASE LOST

Arbitrator George Nicolau dealt the Union a serious setback in its efforts to restrict the Company from making arbitrary changes to sales objectives. After eight (8) days of formal hearings, the filing of briefs and counter briefs, an arbitration case brought by the Union in late 2003 concluded with a loss for the Union. The central question at issue in the case follows: Did “the Company violate the contracts by increasing the initial quarterly quota of a Sales Representative if that Sales Representative works more Present Issue revenue than planned for that quarter?”
Arbitrator Nicolau bought the Company’s argument that it constructed the “Encompass” Plan to reward growth. Further, the arbitrator states: “…the amount of planned Present Issue (PI) and the Objective [are] linked. If the former was increased by going into the next quarter and the latter were unchanged, the Representative would be rewarded even though growth never occurred; that would be abusing the system.” The arbitrator quoted from testimony of a Company witness.
Over the past year Verizon has concluded that the current sale plan is not only driving many good sales persons out of the Company, but it is also hurting its bottom line.
Although the arbitrator decided against the Union, it does not appear that the Company viewed it as a great win. If anything, it may have convinced them of just how wrong-headed the Encompass Plan was from the very beginning.

New Sales Plan Proposed

On March 14 representatives from CWA Districts 1, 2 and 13 met with Idearc to discuss a trial sales plan that the Company implemented in the non-represented offices (called “The West”). That trial began on March 21. This new plan appears, on the surface, to be a significant improvement over the current plan in the East and a vast improvement over the plan previously used in the West. It provides a clearer relationship between effort and reward, the ability to better predict one’s payout, bi-weekly payouts on commission and Quarterly Bonuses.
The Company ties the introduction of this new plan to the Union’s willingness to enter early bargaining over the twenty-one (21) Collective Bargaining Agreements that expire between mid-2005 and mid- 2006. The five (5) contracts in Pennsylvania all expire on February 11, 2006.
Several Union Representatives who work as either Telephone or Premise Reps for Idearc are reviewing an overview of the proposed new compensation plan. Local 13500 is seeking feedback to determine whether this new plan has the potential to rectify the Sales Force’s complaints over the current Encompass Plan.

Verizon Proposes Early bargaining for all 21 contracts

At the same meeting where the Company presented its new sales plan, it also offered the Union an opportunity to enter into early negotiations with Idearc. As mentioned above, Pennsylvania has five (5) contracts between CWA and Idearc (Chaddsford, Levittown, Bethlehem, Harrisburg and Monroeville). They all expire on February 11, 2006. The Union agreed to consider the proposal and to respond to the Company by early April. The Company suggested a sixty-day time period for bargaining, and agreed that it will consider all issues the Union raises – not just a new pay plan.
Presently, CWA’s President and Vice-Presidents generally approve of entering early bargaining; however no party has recommended or approved a structure yet.
Local 13500 will be conducting a bargaining survey and membership meetings over the next couple of weeks to gain insight into the concerns of its Idearc members beyond the need for a new sales plan.

PIP is back

The PIP is back in effect. On March 31, 2005 Idearc notified the Union that it would be placing people on the modified PIP plan again. As you may recall, the original plan was stopped and then revised. The revised plan was supposed to go into effect in October 2004. However, due to “system” problems the plan was placed on hold again. PIP will be reactivated on April 4, 2005. If anyone feels they are on this plan inappropriately, please contact your Union Representative ASAP. Don’t wait for disciplinary action before you challenge your placement on this plan.