CWA District 9 has released the details of the Tentative Agreement that was reached between the union and AT&T.
Ballots will be mailed to each member’s home address later this week or early next week.
Below are the details as listed in the TA. The PDF will be available to download at the end of this post.
Final Bargaining Report
Term of Contract
Wages and Other Compensation
Employment Security
Pension Benefits
Benefit Changes for Active Employees
Health Savings Account for Option 2
Spouse/Partner Access to Medical Coverage Additional Medical Contribution
Tobacco Use Additional Medical Contribution
Prescription Drug Program (RX Plan)
Benefit Changes for Current Retirees
Tuition Aid
Articles
Send us a question
Dear CWA District 9 Brothers, Sisters, and Siblings:
Prior to moving forward with a TA, your elected bargaining committee met with District 9 and the local Presidents. It was decided that the team should move forward with the terms negotiated at the Bargaining Table and present them to the Membership for a Vote. Below, you will find the details of the Tentative Agreement reached through months of intense bargaining.
Your elected Bargaining Team battled to get every cent and every improvement possible at the table. Together, we fought back against the following, and we were successful: New Entrants table, increase in scope of work for Appendix E, reduction of illness (paid) absence time, 0% pension increase, increased cost share for medical and sub-standard raises.
Based on the surveys that were returned from the membership, your elected bargaining team worked tirelessly to achieve an agreement that would be beneficial to all employees. The highlights of what was achieved are below.
1. Wages: 14.25% increase exponentially to all titles, compounded to 15.02%.
2. Employment Security: Article 2 was maintained; pooling MOA was maintained. Additional improvements to Appendix E.
3. Benefits: Maintained medical, dental, and vision. Added funded HSA (Health care spending account) for the high-deductible plan, two-tier system for medical was eliminated. Retained the SSP and 401K.
4. Working conditions: Improved overtime cap to 12 hours for Appendix E, Added double time language for Appendix E, improved notification language for schedule changes in Appendix E and permanently added MLK day as a paid Holiday for Appendix A and E, and memorialized the 4-day work week for the call center.
5. Other Goals and comments: Retained Horizons, increased tuition aid, maintained neutrality and card check along with Successorship language.
Out of the top 22 items on the survey, the following is a summary:
1. Base wage increase achieved.
2. Protect Healthcare achieved.
3. Retain 401K achieved.
4. Job security retained and limited improvements
5. Stop movement of work did not achieve.
6. Eliminate Subcontracting did not achieve.
7. Pension band increase yes traditional/BCB2 built in.
8. Preserve Article 2 achieve for active employees.
9. Retain SSP achieved.
10. Improve vacation and time off achieved MLK.
11. Ratification Bonus achieved lump sum
12. Pension increase for retirees did not achieve.
13. Maintain/improve Overtime Language achieved.
14. Retain ESB/VSB achieved.
15. Improve scheduling-6 days/weekends did not achieve.
16. Classroom training did not achieve.
17. Maintain/Improve differentials achieved/improve App E.
18. Title upgrades did not achieve.
19. Apprenticeship Program did not achieve.
20. Maintain/Improve Horizons Tuition aid achieved.
21. Improve expand Article 9 Safety did not achieve.
22. Address The issue of New Technology achieved
When negotiations started, we considered our current preparedness across the district in mobilization. We want to thank those who were prepared and active prior to and through the negotiations. With this agreement every member will see an increase in their base salary. Over the life of the contract the average hourly pay wil increase by $5.88. Under this agreement, every member currently on the payroll will see improvements to his/her standard of living.
CWA District 9 Vice President
Frank Arce
Assistant to District 9 Vice President
Domoníque Thomas
CORE Bargaining Team
Michael Barfield- Bargaining Chair, Art Gonzalez, Chris Roberts, Jason Hall, John Miller
Final Bargaining Report CWA District 9-AT&T
Term of Contract
The Four-year contract is effective upon ratification through April 4, 2028.
Wages and Other Compensation
14.25% raise over life of contract for a compounded wage increase of 15.02%
The general wage increase will be effective on the following dates:
Ratification – 5%
April 6, 2025 – 3%
April 5, 2026 – 3%
April 4, 2027 – 3.25%
Lump sum of $500 if contract ratified by 8/30/24
The wage schedules will be modified to reflect this increase, exponentialized with no change in the start rate.
Employment Security
Retained and broadened Job Security provisions:
- Maintain Article 2 for Current Employees.
- Red Circle employees over 35 years for Article 8 (ESB) Table until April 2026.
- Members over 35 years of service will have their seniority frozen until April 2026 for the
purposes of surplus payout, after April 2026 members will receive a max payout of 35 years
(120 weeks)
- Members over 35 years of service will have their seniority frozen until April 2026 for the
- Added Voluntary Separation Language Appendix E.
- Allows high senior employees in Appendix E to volunteer for separation if the Business
declares a surplus.
- Allows high senior employees in Appendix E to volunteer for separation if the Business
- Established New Separation Benefits for new hires.
- Established a new table in Article 2 for any new hires.
- Retained MOA that Sales Consultant (Leverage Rep) is not applicable to a Job Offer Guarantee.
Pension Benefits
West Program:
Current Employees that continue to participate in the West Program will be eligible for the following pension band increases:
- 1.0% effective January 1, 2025
- 1.0% effective January 1, 2026
- 1.0% effective January 1, 2027
- 1.0% effective January 1, 2028
BCB2: (Covers any member hired after 2009)
- No Change. (Increases are built in Year over Year).
Lump Sum
- Lump sum distributions of monthly pension benefits were maintained.
- Bargained Cash Balance Program #2 (BB2) of the AT&T Pension Benefit Plan No change
- Bargained Cash Balance (BCB) No change
Benefit Changes for Active Employees Effective 01/01/2025
Immediate medical coverage for new hires
Added two new discounted tiers to the medical plan (individual + spouse, individual +children)
Maintained medical cost share of 29% for Company plan option
Kaiser Plan
Term of Kaiser Arrangement: Effective 1/1/2025 and terminates 12/31/2028.
Eligibility: Current Employees (eliminated 2 tier health care)
Plan Design: Same terms and conditions as provided by Kaiser to Current Employees who are
Eligible California Employees, subject to changes in law and the exceptions below (Kaiser Plan).
If the cost of Kaiser Plan to AT&T for the Plan Year is in excess of the cost to AT&T of the Company self-insured medical plan Option 1 Broad available to Eligible California Employees, monthly contributions will apply to Eligible California Employees who are enrolled in the Kaiser Plan during the Plan Year equal to the contributions outlined above, plus the cost difference between the Kaiser Plan and the Company self-insured plan Option 1 Broad plan for the coverage tier elected.
Health Savings Account for Option 2:
Employees who select Option 2 only, can elect to make pretax payroll contributions to an HSA (health savings account) up to the annual maximum set by the IRS.
The company will match up to the below amounts for employees who elect to make payroll contributions, in an amount equal or greater than the minimum amount outlined below.
Individual: $1,000
Family: $2,000
All Current Employees:
Spouse/Partner Access to Medical Coverage Additional Medical Contribution:
Participants whose spouse/partner enrolls in AT&T-sponsored medical coverage (within either self-
insured or fully insured programs) but otherwise has access to medical coverage through their employer, excluding AT&T, will pay an additional monthly contribution toward their cost of coverage.
The monthly additional contribution is shown below. The participant must attest that his or her spouse/partner does not have access to medical coverage otherwise the additional contribution will be applied.
Additional Monthly Medical Contribution:
2025 2026 2027 2028
$120 $125 $130 $135
All Current Employees:
Tobacco Use Additional Medical Contribution:
Employees and/or spouses/partners who use tobacco, are enrolled in AT&T-sponsored medical coverage (within either self-insured or fully insured programs) and who choose not to participate in a designated Tobacco Cessation program will pay an additional monthly contribution toward their cost of coverage. The employee and/or spouse/partners must attest to no tobacco usage or engage in a Company-sponsored Tobacco Cessation program in the time defined during Annual Enrollment
otherwise the additional monthly contribution will be applied.
Engagement is currently defined as
enrollment, participation and completion. A tobacco user is currently defined as someone who has
used tobacco products more frequently than once a month. Tobacco products include cigarettes,
cigars, pipes, e-cigarettes, vaporizers and smokeless tobacco. The definitions of engagement, tobacco user, tobacco products and the terms of the Company-sponsored Tobacco Cessation program may change from time to time, at the sole discretion of the Company.
Additional Monthly Medical Contribution for each employee and/or spouse/partner:
2025 2026 2027 2028
$75 $75 $75 $75
Wellbeing Incentive*:
Up to $750 annual individual reimbursement
*Incentives for participating in the AT&T sponsored wellbeing program.
Cryopreservation and Surrogacy Reimbursement.
Maximum annual reimbursement for adoptions has been increased
-Vision and Dental Coverage has been extended for dependents until age 26
Prescription Drug Program (RX Plan):
Changes t o RX plan:
1) Flat dollar copay amounts will be replaced with percentage coinsurance, meaning members will pay a
percentage of the cost of the drug (Option 1 – 10%, Option 2 – 30%) up to a maximum of $50 for generics
and $100 for preferred brand drugs for a 30-day supply.
2) Under the Option 1 plan, the annual deductible and out-of-pocket maximum will now apply to both medical services and prescription drugs. Previously under Option 1, prescription drugs had no deductible and a separate out-of-pocket maximum.
3) The Option 2 annual deductible and out of pocket maximum will continue to apply to both medical and
prescription drugs.
4) Maintenance drugs for chronic conditions like diabetes, asthma, hypertension, and congestive heart failure will be covered without a deductible.
5) New diet and weight loss medications will have expanded coverage.
All Current Employees
Option 1 Broad and Select:
Deductible: Now is Integrated with Med/Surg and MH/SA.
Retail – Network Coinsurance:
(Up to 30-day supply, Limited to 2 fills for maintenance)
2025-2028
Generic 10%
Preferred 10%
Non-Preferred 50%
Retail – Non-Network Coinsurance:
Participants pay the greater of the applicable Network coinsurance or balance remaining after the program pays 75% of network retail cost.
Mail Order Coinsurance:
(Up to 90-day supply)
2025-2028
Generic 10%
Preferred 10%
Non-Preferred 50%
Mail Order Coinsurance Maximum:
Option 2 Broad and Select:
Deductible: Integrated with Med/Surg and MH/SA.
Any applicable coinsurance paid for preventive care drugs as permitted under section 223(c)(2)(C) of the IRS is not subject to the deductible
Out of Pocket Maximum – integrated with Med/Surg, MH/SA and CarePlus
Retail – Network Coinsurance:
(Up to 30-day supply, Limited to 2 fils for maintenance)
2025-2028
Generic 30%
Preferred 30%
Non-Preferred 50%
Retail – Network Co-insurance Maximum
Retail – Non-Network Coinsurance:
Participants pay the greater of the applicable Network coinsurance or balance remaining after the program pays 75% of network retail cost.
Mail Order Coinsurance:
(Up to 90-day supply)
2025-2028
Generic 30%
Preferred 30%
Non-Preferred 50%
Disability Benefits:
Program:
2012 and 2009 New Hires and Current Employees
No Change from Current Program
2020 New Hires 2016 New Hires
No Change from Current Program
Short-Term Disability (STD):
No Change from Current Program
2012 and 2009 New Hires a n d Current Employees
No Change from Current Program
2020 New Hires and 2016 New Hires
No Change from Current Program
Benefit Changes for Current Retirees
No improvements. Your Union Bargaining Committee requested to bargain for current retirees, but AT&T was very consistent with their response that they were not willing to bargain for current retirees, as current retiree benefits are not a mandatory subject of bargaining.
Tuition Aid
Annual tuition aid cap for full-time employees from $5,250 to $8,000.
Increase tuition lifetime caps for undergrade from $20,000 to $25,000.
Graduate from $25,000 to $30,000.
Articles
Article 1:
1.05 Contract distribution
Retained GIIT (Consumer call center)
Retained Success Sharing Plan
Modified Horizon’s Training/Retraining Program
Modified Tuition Aid (Nanodegrees)
Retained National Transfer Plan (NTP)
Retained Pooling
Retained Sunday Plus Four
Retained MOA that Sales Consultant (Leverage rep) is not applicable to a Job Offer Guarantee.
Retained Company Paid Union Appointed Representative (B-Help)
Retained Wage Credit
Retained Office Closure MOA
Retained CVS Caremark letter
Retained Company Wellness Letter
Retained Technological change Moa Added Artificial Intelligence (A/I) letter
Respectfully Submitted, Bargaining Committee Members
Michael Barfield – Chair, Art Gonzalez, Chris Roberts, Jason Hall, John Miller
Send Us A Question
If you have a question about the Tentative agreement, please feel free to enter it in the form below. It will be sent to our leadership team who will respond as quickly as they can. We only ask for email and phone number so we can reach out to you with an answer to your question.
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