Reason for Being

As CWA members at BellSouth, we have worked hard to win the good wages, benefits and working conditions we enjoy today. Our wages and benefits were not “given” to us by “generous” management. They were negotiated piece by piece over many years. It took hard work, sacrifice and mobilization to get where we are today.

Vacation & Time Off

Cwa members work hard and are often subjected to undue stress on the job. Workers deserve adequate vacation with financial security during time spent off the job. CWA has made substantial inroads in this area over the years.

1971 Vacation improved --2 weeks after one year of service, and one additional holiday.

1974 Vacation improved again--3 weeks after 8 years and 4 weeks after 15 years. One additional holiday.

1977 Introduction of excused work days, and long term disability plan. Maternity plan to provide both paid and unpaid leave.

1980 Vacation improved--3 weeks after 7 years, additional excused work day.

1989 Two-hour time-off increments. One-year child or newborn care leave, with benefits paid for 6 months. More leave for taking care or family members who are ill.

1992 New concept of "comp" time. expanded and more flexible leave rules.

Health Care

The health and dental benefits that many workers now take for granted are not a product of the company’s largeness, rather they are a result of CWA’s continued commitment to proper health care. The health care package that we now enjoy was put together a piece at a time. In each new round of bargaining. CWA restated out continued concerns. CWA represented workers enjoy one of the best health care packages in the country.

1960 Established major medical plan for employees, retirees and dependents.

1964 Established basic health plan in addition to major medical for company employees, retirees and dependents. Company paid one- fourth of cost, members paid three-fourths. Today, if CWA members still had to pay, family coverage would cost more than $5,000.

1970 Company agrees to pay full premium of health care package.

1972 HMO option added to health plan. Surgery and physician fees paid at 80% of usual, customary and reasonable (UCR) charges. Deductible decreased to 2% of basic wage or $150 per individual.

1974 Dental plan introduced, UCR increased to 90% for surgery and physician’s fees. Deductible decreased to 1% of basic wage or $150 per individual.

1977 Expanded health coverage, new orthodontia coverage. Retirees- HMO option. Increased maximum health coverage. Joint health care cost containment committee established.

1980 Vision care introduced and dental coverage increased. UCR increased to 95% of surgery charges. Many services covered at 100%. Lifetime retiree maximum benefit is $50,000.

1983 Additional services covered at 100%.

1986 Health care cost containment measures introduced. Dependent life insurance coverage introduced.

1989 Dental plan improved with increased orthodontic coverage to $1,320 for those under age 20, and increased for the annual maximum to $1,100.

1992 Improved basic medical, dental and vision benefits. Caps on post-retirement coverage raised. Two CWA members work full time as Claims Facilitators to insure that employees get maximum benefits when they are sick.

1995 Replaced the PPO network with an IDS managed care plan. Increased type B dental services schedule by 10% and raised the orthodontic maximum by 10%.

Pension Rights

In addition to the benefits employees enjoy while working, CWA has also secured substantial compensation for the non-working years.

1963 Before 1963 the company deducted 50% of your social security from your pension.

1969 Totally eliminated policy reducing pensions by a percentage of social security payments.

1971 Minimum pensions increased and formula improved. Widowers to receive same survivor benefits as widows.

1974 Pension formula improved. Increased benefits 33%. Early retirement penalty significantly reduced. Minimum pension increased 28%.

1977 Savings and security plan with matching funds from company. Increased pension formula and increased minimum pensions, increased death benefits, improved surviving spouse option.

1980 Early retirement penalty is removed for those with 30 years service. Retiree benefits increased 17% by 1983. Revamped pension plan with increased minimum.

1983 Pension Plan is improved. Retirees’ pension improved by 4.5% on 10/01/83 and 10/01/85.

1986 Increased pension bands on 10/01/86 and 10/01/88. Retirees’ benefits increased by 4.5% on 1/01/88. 401K savings plan.

1989 Pension bands increased 6.5% on 1/01/90 and 6% on 1/01/90.

1993 Pension increases ranging up to 15%. Retired workers receive 5% increase.

1995 Introduced a Cash Balance Account that raised pensions by as much as 21% for those who retired during the life of the agreement.

1998 Increased the pension payment by 8% before negotiations began.

Worker Protections

The worker protections that CWA has negotiated for our members give workers substantive rights in the workplace and provide employment and income security during times of hardship.

1968 Three year contract achieved.

1974 Union/management national safety committee established. Union representation at disciplinary meetings guaranteed.

1977 Reassignment pay protection plan, supplemental income protection plan, payment for moving expenses, “just cause” for discipline, expedited arbitration established.

1980 Union/management technology change committee formed. Quality of work life committee, improvements in supplemental income and reassignment pay protection plans. Monitoring of workers is limited. Technology change language and home purchase plan.

1983 Voluntary income protection plan, improvement in supplemental income and reassignment pay protection. Union/management training and retraining committee negotiated. Extended medical coverage for laid-off worked. “Green-circle” protection for workers Affected by divestiture. Quarterly reports on job vacancies and limitations on Evaluation observing.

1986 $23 million career continuation program.

1989 Employment security agreement to cover intercompany transfers. Funding of $25 million for the Employment Security Partnership. Joint job review committee to look at work that should be in the bargaining unit. Improved training and retraining plan. Agreement to limit subcontracting by bringing the innerduct work into the bargaining unit.

1992 Supplemental Income Protection Program expanded and benefits improved to a maximum of $42,100.

1995 Increased protection for workers during times of force adjustments.

Hours & Wage Treatment

For decades, we have negotiated wage increases for BellSouth employees that far outstrip wage improvements for the average worker in the United States.

1965 Nationwide geographic wage zones introduced, reducing the variation in wages for the same work.

1971 First cost of-living allowance (COLA) introduced. The Big City Allowance is established. Progression schedules shortened to 5 years for craft and 4 years for clerical workers. A 10% evening and night differential established. Service representatives upgraded.

1974 Improved wages and reduction or traffic tours from 8 to 7 1/2 hours. Upgrade for service representatives.

1977 Upgrade for service representatives and service observers. clerical upgrades. double traffic split tour differential.

1980 Improved wages. National upgrades for operators. Numerous job title, town and wage zone upgrades. Increased differential and travel expenses.

1983 Wage gains continue through annual raises, and progression increases. Upgrades.

1986 Wage gains continue through annual raises, and progression increases, and team awards. Wage zone and wage scale consolidation and upgrades.

1989 Wage gains continue through raises, progression increases, and team awards. Job title upgrades and town upgrades. Improved travel allowance.

1992 Wage gains through annual raises, zone upgrades, improved progression pay and team awards. All "D" town were upgraded.