CWA / AT&T 2026 “Orange” Contract Bargaining
While the Orange Bargaining Committee continues negotiations with AT&T, they continue to put out
misleading bargaining reports like the one dated today. Once again, we must clear up their spin with the
facts:
- Percentages can be used to mislead when the amounts are not stated. The company proposal
offers increasing the at-risk available compensation in LOA 16 for sales performance for Retail
Sales Consultants by 15% according to their report; but this would not result in an increase for
you. RSCs know that their plan is currently budgeted for much higher than the minimum amount
of $10,250 in the contract in LOA 16. This number is the floor. They only proposed going to
$12,000 today. True this is a higher annual minimum floor, but it certainly is less than you have
available in the current plan. A higher floor does not result in more money in your pocket. We are
trying to get a minimum number that will keep you from losing money if they decide to further
erode your compensation payments by cutting what you are paid for the items you sell. - Same for In-Home Sales Experts. They stated they proposed increasing your compensation too,
but LOA 18 in our contract works like the RSC’s LOA with more in the at-risk amount. So, the
minimum annual floor currently for you in LOA 18 is $15,000, and AT&T proposed an additional
$1,000 for the year. This proposed $16,000 is a higher floor, but your plan is targeted much higher
than this, so once again – you will not see an increase in your compensation from this proposal.
The amount in LOA 18 is a safety net in case AT&T decides to cut your sales compensation. - For Customer Care let us do the math on the WFH internet stipends: 10% sounds like a lot, but
their proposal offers to take you from $55 monthly to $60 monthly. You told us your internet
provider bills have gone up more than $5. Regarding the Saturday schedule trial, we are happy
that they finally listened to our demands for more weekends off; and we hope the trial that they
are promoting will result in the relief you need. - Wireless techs: The offer to give you FirstNet work is a nice thing to get in writing. They should
have been clear in their report that they don’t want to pay anything extra for these assignments,
which require an extra skill set for towing. - Today they boasted about eliminating the waiting period of one day for certain employees to get
paid sick time, but many of you who live in States where the law requires ATTM to pay from day
one, will not benefit from this. We want to be clear that it will benefit the employees in certain
States who don’t currently have the protection of their State law by eliminating the one day
waiting period. - Lastly, again they point out the raised cap in tuition reimbursement, which is something you didn’t
ask for, and it doesn’t come with an increase in reimbursements.
We will continue to negotiate with the company as long as it takes to get a fair deal for you, the employees
who make ATTM such a successful company.
Stay mobilized! Stay angry! In Solidarity, your 2026 CWA Orange Bargaining Committee
