Key Highlights:
The 2026 Collective Bargaining Agreement between the Communications Workers of America (CWA Districts 1, 2–13, 4, 7, and 9) and AT&T Mobility Services LLC took effect on February 14, 2026, running through February 15, 2030.
Below is an objective overview of the key terms, compensation updates, work policies, and job security provisions established in the agreement.
1. Duration and Unit Scope
- Term: Effective February 14, 2026, through 11:59 p.m. on February 15, 2030.
- Coverage: Covers represented employees across CWA Districts 1, 2–13, 4, 7, and 9 in job classifications set forth in Appendix A (excluding Outside Premise Sales Representatives and NLRA-exempt roles).
2. Wages and Compensation
- General Wage Increases: Four scheduled wage adjustments across job classifications effective 2/14/2026, 2/21/2027, 2/20/2028, and 2/18/2029 (detailed across 13 progression steps in Appendix A).
- Shift and Assignment Differentials:
- Night Differential: 10% premium for hours worked between 8:00 p.m. and 6:00 a.m.
- Sunday Differential: 10% premium on the basic wage rate.
- Relief Differential: 10% premium when assigned to relieve or assist a manager (e.g., Key Holder duties, planning, coordinating; excludes discipline/evaluations).
- Temporary Upgrade Differential: 5% premium for performing duties of a higher top-rate job title.
- Multilingual Differential: $8.00 per day (up to $40.00 per week) for Call Center employees assigned to speak a foreign language.
- On-Call Duty: $48.00 per day of assignment.
- Network Call-Out: Minimum 2-hour basic wage payment for call-outs totaling 2 hours or less.
3. Sales Commission, Quotas, and Incentives
- Target “At-Risk” Commissions:
- Retail Sales Consultants (RSC): Minimum pre-chargeback targeted “at-risk” commission of $12,000/year at 100% performance target achievement.
- Senior In-Home Sales Experts (IHE): Minimum pre-chargeback targeted “at-risk” commission of $16,000/year at 100% performance target achievement.
- Sales Quota Relief: Monthly quotas for RSCs and IHEs are adjusted in 8-hour increments for Vacation, EWP, Company-mandated training, and Union absence.
- Discipline Safeguards: Chargebacks older than 91 days will not count against quota attainment for disciplinary purposes.
- Price Matching: Retail Sales Consultants and Inside Sales reps are permitted to match AT&T Mobility consumer internet pricing for identical items/services upon management approval.
- Compensation Committees: Establishes two joint committees (Retail and In-Home Solutions) meeting semi-annually to review compensation, commissions, and bonus programs.
4. Work From Home (WFH) Guidelines
- Internet Stipend: $65 per month high-speed internet reimbursement for permanent, full-time WFH employees (or the state-mandated rate, whichever is higher).
- System/Power Outages: Outages caused by AT&T systems remain paid time. Outages from home power/internet disruptions are unpaid but not point-impacting, with options to use Exchange Time, Excused Time, or PTO.
- Webcam & Monitoring Rules: Webcams are restricted to coaching, training, team meetings, recognition, and disciplinary discussions; webcams cannot be used for surveillance, and 360-degree room scans are prohibited.
- Desk Inspections: Limited specifically to verifying clean workspace areas (no handwritten notes/pens, no unapproved personal devices, and isolated work area).
5. Hours of Work, Scheduling, and Overtime
- Standard Workweek: 40 hours spread over 5 days (with provisions allowing 4-day, 10-hour tour agreements).
- Mandatory Overtime Cap: Mandatory overtime is limited to a maximum of 8 hours per calendar week (except in declared catastrophes/emergencies).
- Schedule Notification: Regular schedules posted at least one week in advance; schedule reassignments require 48 hours’ notice.
- Rest Periods: Employees working 16+ hours in a 24-hour period are normally entitled to 8 hours of rest before the next tour.
- Mini-Shift Bids: Integration of new-hire classes into call centers triggers an internal mini-shift bid by seniority before assigning new hires.
6. Paid Time Off and Leaves of Absence
- Excused Days With Pay (EWPs): Up to 4 EWPs per year (eligible to be taken in 1-hour increments and carried over through March of the following year).
- Vacation: Accrual based on Net Credited Service (NCS):
- 6 months: 1 week
- 12 months: 2 weeks
- 5–9 years: 3 weeks
- 10–19 years: 4 weeks
- 20+ years: 5 weeks
- Holidays: 7 standard paid holidays, Day After Thanksgiving, 2 Floating Holidays, and 1 Company Designated Holiday.
- Bereavement Leave: 3 days of paid leave for immediate family members, with an option for up to 5 additional excused days for close family (spouse/partner, child, parent).
- Paid Illness Days: Employees hired after January 1, 2018, receive up to 5 days (40 hours) per year; employees with 1+ years NCS hired prior receive up to 10 paid days without waiting periods.
7. Job Security, Subcontracting, and Transfers
- Force Adjustment / Layoffs:
- Surplus notice of at least 30 calendar days (60 calendar days for surplus of 50+ employees at a single location).
- Severance pay formula: $700 or one week’s pay per 6 months of service in year 1, and per year thereafter, up to a $21,000 maximum.
- 2-year recall priority for laid-off employees over off-street candidates.
- Subcontracting Policy: Traditional wireless work will not be contracted out if it directly causes layoffs or part-timing of regular bargaining unit members.
- National Transfer Plan (NTP): Continued framework governing priority placement, movement between AT&T subsidiaries, and recognition of Net Credited Service for benefits/vacation seniority.
8. Monitoring, Safety, and Grievance Resolution
- Quality Observations:
- Call Centers: Maximum of 8 observed calls per representative per month (management selects the first, then alternates with the employee; calls must be 3+ minutes).
- Retail Floor: Maximum of 6 observations per month. Coaching reviews must occur within 2 scheduled workdays.
- Safety Allowances: Provision of clear/dark/photocromatic prescription safety glasses and up to 1 pair of climbing boots/safety footwear per calendar year for eligible technicians and supply chain staff.
- Dispute Resolution: Two-step formal grievance process, optional mediation, an expedited Neutral Evaluation procedure (limited to 90-minute reviews for dismissal/suspension cases), and binding arbitration.