The Work Family Committees has begun the process of starting up the Work Family programs again. In the coming weeks we will be meeting to make decisions about the current programs but since school has ended we wanted to get the ball rolling on the Summer Camp program.
we am happy to report that the Regional Work and Family approved a Summer Camp Program for 2016.
The Summer Camp session will be from July 1st - September 3rd, 2016.
This summer 2 children will be eligible for summer camp. The allowable reimbursement will be up to $600 per child. A family could receive up to $1,200 in reimbursements for 2 children.
A flyer about the summer camp program and the application is available on this web site to the left under the Work and Family tab.
As always, forms will be available on the Work/Family website:www.regionalwfrc.com
Applications must be postmarked by August 26, 2016.
Verizon workers along the East Coast overwhelmingly voted to ratify new contracts that were negotiated following a historic 45-day strike by nearly 40,000 workers.
Voting separately, CWA members in the New York-New England region (CWA District 1) and the mid-Atlantic (CWA District 2-13) and in New Jersey overwhelmingly ratified four-year contracts.
Workers represented by IBEW Locals 827 (mid-Atlantic) and 2213, New York, and T6 in New England also overwhelmingly ratified the contracts.
Verizon Wireless technicians ratified a separate agreement by an overwhelming vote. That contract covers about 100 VZW technicians in New York, and contract gains include a 10.9 percent wage increase over the four-year term, a $1,250 signing bonus, new paid parent leave benefits and improvements in stand-by pay.
For Verizon Wireless retail store workers in Brooklyn, NY, and Everett, Mass., who overwhelmingly approved a separate contract, the first-ever contract makes major improvements in job security and other areas. The contract provides a first-ever grievance and arbitration procedure, protections against arbitrary discipline and firing, and restrictions on the companyâ€™s ability to subcontract work. In a big gain, $2,000 of performance-based pay now will be guaranteed as part of workersâ€™ base pay. The contract also gives workers the right to swap schedules, enabling workers to better balance their work and family lives.
Workers at Verizon Connected Solutions also ratified a separate four-year agreement that provides for the same benefit improvements as the core wireline agreement, and in a big gain for workers, maintains a key job title that ensures that these workers will receive wage raises according to the negotiated pay scale.
The ratification votes were conducted by local unions between May 31 and June 17th. The local votes were conducted through mass membership meetings, mail-in ballots, or walk-in voting at various polling places in proximity to major work locations.
â€śThe ratification of these hard-won contracts cements an incredible victory for the nearly 40,000 courageous workers who put everything on the line to protect the good jobs for their families and for all American families,â€ť said Dennis Trainor, Vice President, CWA District 1. â€śWhen working people come together as a union, we can make a difference in improving wages and providing stability for families.â€ť
â€śIt was a tough strike, but this contract, which secures good jobs in our communities and preserve workersâ€™ standard of living shows what can happen when we stand together. I am so proud of our members for standing up for themselves, our communities, the customers and their families," said Ed Mooney, Vice President, CWA District 2-13.
On April 13, nearly 40,000 Verizon workers from Massachusetts to Virginia went on strike to fight back against the growing outsourcing, off-shoring and contracting out of good jobs by the company. It was the largest strike in recent history, and ended after 45 days with a groundbreaking agreement that will create good jobs, significantly raise pay for tens of thousands of working families, and secures the first contract ever for Verizonâ€™s wireless retail workers. The terms of the new contracts were described in the New York Times as a â€śreal shot in the arm for unionsâ€ť and by other media outlets as a â€śhuge victory for all workersâ€ť and proof that â€śstrikes still work.â€ť Experts on modern working standards said it showed â€śthat the labor movement can expand and thrive in todayâ€™s economy.â€ť
Highlights from the ratified wireline contracts include:
â€˘ A 10.9 percent raise over the next 4 years with compounded interest, including 3% upon ratification, and 2.5% on each anniversary of the contract.
â€˘ $1250 signing bonus in the mid-Atlantic and a $1000 signing bonus plus $250 HRA in the North East, and a minimum of $700 in Corporate Profit Sharing payments in each of the next four years.
â€˘ All call centers that had been threatened with closure in the mid-Atlantic region will remain open. Three of the five threatened call centers in upstate New York will also remain open; the six workers affected in the other two centers will be offered jobs locally in the company.
â€˘ An increased percentage of customer service work will be handled by unionized workers. As a result, Verizon will add 1,300 call center jobs, 850 in the mid-Atlantic and 450 in the Northeast.
â€˘ Several major contracting initiatives will be reversed, sustaining work for union members in their communities and returning a significant amount of pole maintenance work to the unionized workforce in New York State. There will be a 25% increase in the number of unionized crews doing pole work in New York State.
â€˘ Existing job security language is preserved, as is existing language on transfer and seniority protections for retirement incentives. All of the companyâ€™s proposals on forced interstate transfers of technicians were withdrawn.
â€˘ There will be three 1% increases in the Defined Benefit pensions over the life of the agreement.
â€˘ The company agreed to terminate a performance supervisory program (known as QAR) in effect in the five boroughs of New York City that workers found extremely abusive, and both parties will work with an outside consultant to develop a non-punitive program. This was a major issue for NYC-based technicians.
â€˘ The parties agreed to changes to active and retiree healthcare that generate savings to the company while protecting excellent plan designs for medical care.
Due to member requests we are scheduled to conduct ratification balloting at work locations on Monday, June 12th between the hours of 11AM and 2PM. There will be no explanation of the agreement meetings at the work locations, just balloting. If you have questions regarding the agreement please contact your Business Agent or VP or you can read both the contract summary and the MOU (Memorandum of Understanding) on this web site to your right..
Due to the change that balloting will be conducted at the work locations the remaining explanation meeting in Brooklyn will be from 11AM to 1 PM only.
Sunday June 12th 11:00AM to 1:00PM
TWU Local 100
195 Montague St.
August 2, 2013 -
In November 2006 Verizon unilaterally modified the Absence Control Plan (ACP); eliminating steps, changed the accepted definition of satisfactory under the ACP and introduced suspensions as part of the plan. CWA filed grievances regarding the numerous ways the company's changes negatively impacted our members.
On May 22, 2011 the arbitrator decision denied in part and sustained in part the claims made in our grievance.
The arbitrator ruled that:
1. The Company did not violate the just cause provision of the Collective Bargaining Agreement (CBA).
2. The Company did violate the 1983 Freije letter.
3. The Company did violate Article 44.02 of the CBA (Article 44 of the CWA 1105 CBA).
4. The Company did not violate Sec 8(a)(1) or 8 (a)(5) of the National Labor Relations Act.
The Arbitrator ordered the parties to meet to address and remedy the violations the arbitrator had identified. Under his ruling if the parties could not reach an agreement, he would retain jurisdiction and rule on the remedy to be applied. The parties failed to reach agreement and the case went back to the Arbitrator for further review.
On May 5, 2013 the Arbitrator issued a new ruling. This ruling reinstates the extra step to the ACP for employees that have 25 or more years of service and while preserving the company's new definition of unsatisfactory under the ACP for purposes of justifying the suspension provisions of the modified plan which begin at Step 3, it does not allow the company to deny movement under the Specified Posted Vacancy (SPV) plan until an employee reaches Step 4 of the modified ACP.
Both arbitration rulings appear to the right on this web site.
All Verizon Leave of Absense status requests including:
FLMA (Family and Medical Leave Act) Leaves
Anticipated Disability Leaves
Care of Newborn Child (CNC) Leaves
Enhanced Educational Leaves
Family Care Leaves