• House Votes Unanimously to Extend FMLA to Flight Attendants
• CWA E-Activists Urging Members of Congress to Support Stimulus Plan
• Mobility Workers Mobilize for Fair Contract
• CWA Local Leaders Prepare for AT&T Bargaining
• Court Upholds $675,000 Arbitration Award for 300 Cincy Bell Workers

House Votes Unanimously to Extend FMLA to Flight Attendants

AFA-CWA member Jennifer Hunt, a US Airways flight attendant, testifies  before a House subcommittee about the need to extend the Family and Medical Leave Act to flight crews.

Flight attendants are a big step closer to gaining the important benefits of the Family and Medical Leave Act under a bill passed this week by the U.S. House of Representatives by a unanimous voice vote.

AFA-CWA has long fought to amend the original 1993 FMLA, which failed to take into account "the unique way in which the airline industry counts its workers' hours," said Rep. Tim Bishop (D-N.Y.), who sponsored the bill, H.R. 912, along with Rep. Thaddeus McCotter (R-Mich.).

"AFA-CWA has worked hard to ensure that no flight attendant is left behind when it comes to FMLA coverage," said AFA-CWA President Patricia Friend. "We are extremely pleased that this bill was a bipartisan and unanimous effort to correct and clarify current FMLA language that has repeatedly denied many flight attendants from qualifying for coverage for years."

Sen. Patty Murray (D-Wash.) will take up the fight for flight attendants in the Senate.

FMLA requires employers with 50 or more employees to provide job-protected unpaid leave to employees who have worked 60 percent of a full-time schedule over the course of a year. However, the courts and federal agencies have narrowly defined the "full-time schedule" as a traditional 40-hour work week. That definition excluded flight attendants since their schedules do not follow a 40-hour week model.

CWA E-Activists Urging Members of Congress to Support Stimulus Plan

CWA e-activists are contacting their Senators and Representatives, urging them to pass the American Recovery and Reinvestment Act now.

Our country has lost more than 1.5 million jobs in the last three months alone. We must act now and start to turn this economy around. The bill includes provisions for building out true high speed broadband and investment in green jobs, both of which are critical to our country's economic future, as well as funds to rebuild our crumbling infrastructure.

President Obama and leaders in Congress have worked to develop a comprehensive plan that will move our country to economic recovery. But we have to do it now.

Please click here to contact your senators and representatives. Tell them to pass the economic recovery bill now.

Mobility Workers Mobilize for Fair Contract

The 20,000 CWA-represented workers at AT&T Mobility "Orange" are in "mobilization mode," determined to get a fair and just contract. CWA members are not on strike and are working under the terms of the expired contract.

Mobility workers and supporters throughout CWA are emailing AT&T CEO Randall Stephenson, telling him to "get a heart" and negotiate a fair contract at Mobility. Other events planned for this weekend include leafleting outside Mobility stores and letting customers know that Mobility employees appreciate their support.

Bargaining went past the Feb. 7 contract deadline but AT&T Mobility refused CWA's request for a 30-day contract extension that would have allowed CWA and Mobility bargainers to work through the remaining bargaining issues. For more on bargaining issues and mobe activities, go to www.cwa-union.org/att/mobility.

The terms of the expired contract remain in effect, meaning that wages, working conditions and benefits like health care remain unchanged.

CWA has made it clear to Mobility that it is prepared to bargain at any time to resolve the issues in these negotiations. Unfortunately, AT&T Mobility has shown no willingness to do so and no sessions are scheduled at this time.

"AT&T Mobility employees are a big part of the company's success. They are looking for an equitable agreement that recognizes their part in making AT&T Mobility an industry leader," said CWA Executive Vice President Annie Hill. AT&T, even in these challenging economic times, is a profitable company and should be a leader in maintaining quality jobs.

CWA members at AT&T Mobility voted by an 85 percent yes vote to authorize a strike if a fair and equitable contract isn't reached. CWA represents 20,000 Mobility workers covered by the "Orange" contract in Districts 1, 2, 4, 7, 9 and 13.

CWA Local Leaders Prepare for AT&T Bargaining

Local leaders representing the six major bargaining units at AT&T met in St. Louis in preparation for bargaining that gets underway Feb. 24.  Discussions focused on evolving technology in the industry and how that affects jobs, training and education for workers. The 50 participants also joined in a presentation and discussion on health care. 

Information was also shared on a plan to coordinate efforts for bargaining among the six tables. This was the first joint meeting of the major units.

CWA Executive Vice President Annie Hill discussed current bargaining and mobilization at AT&T Mobility, and stressed the importance of unity in bargaining both at Mobility and the core company.

CWA bargaining teams will be negotiating new contracts covering 125,000 at six tables: AT&T East, AT&T Southeast, AT&T Midwest, AT&T Southwest, AT&T West and the national AT&T Legacy group.

Court Upholds $675,000 Arbitration Award for 300 Cincy Bell Workers

CWA won a big victory in federal District Court, as the court upheld a $675,000 arbitration decision covering Cincinnati Bell workers that management had refused to accept.

The District Court upheld the force adjustment protections included in CWA contracts with the company.

"This is yet another example of how well our members are being protected from arbitrary management decisions by their CWA contracts," said District Four Vice President Seth Rosen. "The process may have taken a while, but the union prevailed," he said.

 

In January 2007, the company sharply curtailed working hours for more than 300 workers after failing to reach agreement with Locals 4400 and 4401. Management arbitrarily selected which workers would have their hours cut back, and reduced working hours for the group from 40 to 35 hours a week for three months. The reduction meant a 13 percent pay cut for clerical workers, customer service representatives and technicians.

The company ignored the contract's options for reducing the negative impact of force adjustments.

CWA immediately challenged the company's action, but it was November 2007 before the union's complaint was upheld by an independent arbitrator. The arbitrator said the company's actions violated the contract and ordered Cincinnati Bell to pay the workers more than $675,000 in back wages.

Arbitrators awards are supposed to be "final and binding" according to the union contract," but in January 2008 the company challenged that decision in federal District Court.

A year later, the court denied the company's motion and affirmed the arbitrator's decision. The full monetary award could come close to $1 million when interest for the eight months between the company's violation and the arbitrator's decision is taken into account.