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2012 - 2015 CWA Local 7270 Bargaining Committee

CWA-Frontier 2012 Tentative Agreement Highlights



1.      ARTICLE 3.02   Joint Operations and Call Center Employee/Management Meetings   (pages 5, 6)   (Now includes prior LOA intent specific to healthcare issues)


The Company and the Union will establish an Employee/Management Committee to discuss items of mutual or self-interest.  As part of these joint meetings, Health and Welfare and other benefits may be discussed and the Company will make available the appropriate personnel to answer employee questions and discuss current trends and initiatives.  The Committee will make every reasonable effort to meet as requested by either party quarterly, but will not meet more often than once per calendar quarter. The Union may be represented by its officers and the Committee may include up to one employee per District.  Employee members of the Committee will rotate every quarter and those from areas outside of the South Metro District will join telephonically.  Employees will be paid for any time during their normal scheduled working hours reasonably spent traveling to and attending such meetings.  The agenda will be set by mutual agreement between the Union and the Company.



2.      ARTICLE 6.01 – Part-Time Employee Benefits

“Part-time employees” are regular employees who normally work less than forty (40) hours per calendar week, but who may be assigned to work full time in the temporary absences of other employees. “Flexible Part-Time employees” are Part-time employees hired with the expectation that their schedules will be flexible and permit them from time to time to work hours beyond their normally scheduled shift or nonscheduled hours, particularly in circumstances where full-time employees are working high amounts of overtime. Part-time employees, who on a regular basis work more than twenty four (24) hours per week, will be eligible for prorated Company benefits. Part-time employees, who on a regular basis work twenty four (24) hours or less per week, will only be eligible for Vacation, 401(k) and Education and Lifelong Learning benefits. No other Company provided benefits will apply.



3.      ARTICLE 6.02 – Probationary Employees

For job classifications covered by the Wage Schedules in Exhibit A, wage step progression increases will be granted according to those Schedules.  For employees covered by the Call Center Pay for Performance Compensation Plan (Article 8, Section 8.13), employees will be moved to the post-probationary rate when removed from probationary status, or when they have completed their nine (9) month probationary period if the Company and the Union have agreed to extend their probationary period. Nothing in this Article shall prohibit the Company from moving employees currently on probation, to the post-probationary rate based on overall performance, subject to notification to the Union.









4.      ARTICLE 7-A  Working Hours for Operations Employees


          7.01             Workdays and Workweeks:


a.                   The normal workweek for a full-time employee shall consist of forty (40) hours per week, eight (8) hours per day and five (5) days per week.  The Company shall make a good faith effort to provide employees with two (2) consecutive days off during the workweek, unless business needs necessitate otherwise.


Business needs include service emergencies, weather, employees out on Short Term Disability or other conditions of a temporary nature. Such decisions shall not be arbitrary.  The Company shall make a good faith effort to utilize non-consecutive scheduling no more than one (1) week per month per employee, except in the case of the SCC Technicians and the Service Assurance Representatives who may be assigned to a workweek with non-consecutive days off as needed.


b.             The workweek shall run from Sunday through Saturday, inclusive.  The normal five (5) day workweek shall be Monday to Friday, however, nothing shall prohibit the Company from scheduling alternative work weeks. Should the Company schedule alternative work weeks, it will first offer these weeks to volunteers by seniority within the work group(s) affected. Should there be no volunteers for the alternative work week schedule, the schedule will be rotated within the work group.     If requested by the employee, lunch hours may be waived at the discretion of the Company.



          7.03              Work Assignment:


a.             With respect to assigning work, the controlling principle under this Agreement is that the Company may assign work in a manner that allows it to maximize its operational efficiency, to provide the best possible customer service at a highly competitive cost, and to consistently outperform its competitors in every facet of the business. The provisions of this Agreement shall be construed and administered to promote this principle and these objectives.


b.             Work assignments will be assigned by the Company to the employee(s) it determines to be most qualified and available to perform such work.   The Company may will first ask for volunteers among the group it considers most qualified to perform the assignment.  Such assignments will be rotated among qualified volunteers whenever possible.


c.             Employees may be loaned to a reporting location outside their District.  The Company will make such work assignments based on qualifications.  However, when these assignments involve an overnight stay, the Company will first seek volunteers from such qualified employees prior to assigning the least senior of the qualified employee(s).



7.04     Work Schedule Posting, Changes, Selection, Temporary Shift Change

a.             The Company will post weekly or monthly work schedules.  If appropriate for a work group, the Company shall post or make work schedules available to employees by 3:00 p.m. Thursday, before the starting date of the work schedule.  Choice of shifts and schedules shall be based on seniority within a work group, needs of the business/demands of service permitting;


b.             When service conditions require a workweek other than Monday through Friday, such workweek shall be alternated weekly among the qualified employees within the force group affected








7.13        Call-Outs: 


When employees are called back after having been released from a regular tour or shift, or before their scheduled starting time of their next regular shift, they shall be paid for not less than three (3) hours at their regular rate. Such call-out time shall be computed from the time the employee leaves home and continue until the employee has had time to return home (or the equivalent), except that when necessary work extends beyond the starting time of the employee’s next regular work day only the traveling time from the employee’s home to the job shall be included in the computation of the call-out time worked and effective with the beginning of the employee’s regular work day he/she shall be paid at this regular rate for the regular time worked. 


For employees who live outside of their normal reporting District, the computation of call-out time under this subsection shall not include more than 30 minutes travel time from the employee’s home to the job, and shall not include more than 30 minutes travel time from the job to the employee’s home.


If a technician called-out to work can clear trouble without leaving home, the technician shall be paid a minimum of three (3) two (2) hours straight time at the appropriate rate.



5.      ARTICLE 7-B  Working Hours for Call Center Employees


7.03        Work Assignment:


b.                   Work assignments will be assigned by the Company to the employee(s) it determines to be most qualified and available to perform such work.   The Company may will first ask for volunteers among the group it considers most qualified to perform the assignment.  Such assignments will be rotated among qualified volunteers whenever possible.


7.04          Work Schedule Posting, Changes, Selection, Temporary Shift Coverage:


(1) The following provisions apply to scheduling new hires during the three (3) month period after their date of hire.  In order to assure that a sufficient number of experienced employees are available to service customers, the Company may place new employees on any scheduled shift from Monday through Friday.  On Saturday or Sunday shifts, employees will may be scheduled on a ratio of one (1) new employee for every five (5) more experienced employees.



7.05    Four Day Work Weeks


c.        When a four‑day schedule is in effect as a normal work week, overtime payments shall be made only for time worked in excess of forty (40) hours in a week or in excess of ten (10) hours in a day, except where employees are making up the two (2) hours of work time from an eight (8) hour floating holiday as provided for in 7.03 (f).  


f.        For calendar weeks containing Holidays recognized under the Agreement, the Company will revert to a five‑day schedule.  When a Holiday recognized under this Agreement falls on an employees’ normal scheduled day off, the employee will maintain their regular four-day schedule and receive a floating holiday consisting of eight (8) hours. When scheduling the floating holiday, employees will have two options, (a) use two (2) PTO hours and be paid for a ten (10) hour day or (b) make up the two (2) hours of work time during the same work week.    









6.      ARTICLES 8.05 through 8.09   Team Performance Bonus   (pages 21, 22)


8.05   The team performance bonus is designed to encourage and recognize teamwork through

    incentive compensation. It is intended to afford employees a greater role in the growth and

    success of the Company by encouraging and rewarding improved productivity and



8.06    The team performance bonus plan shall include a maximum of five (5) the following four

bonus components, each with relative weighting, as specified below. The Company will   establish the objectives for each component by February 1 of each year and communicate them to the Union and employees. The Company will seek input from the Union with the objective of ensuring fairness and relevance to the team workforce. The final plan components, objectives and weighting will be at the sole discretion of the Company.    


Incentive Components


Weighting of 40%


§  Average jobs completed per 8 hours


Weighting of 20% each


§  Take The  Lead Sales

§  Repeat Trouble Reports

§  Commitments Met (Service Orders and Trouble Tickets)


8.07        All Sales and Service Technicians will be covered by the plan. The results will be measured and paid out by District teams on an annual basis. 


8.08 For calendar years 2009 through 2012 2013 through 2015, the annual bonus available for each

year will be one percent (1%) for 2009 and one and one-half percent (1.5%) for 2010, 2011, and   2012 of the top rate for a Sales and Service Technician multiplied by the number of those technicians in the District team.  The total payout will be divided equally among all Sales and Service Technicians in the Company bargaining unit. 


 8.09       Payout Potential, Eligibility and Timing

a.          For calendar years 2009 through 2012 2013 through 2015, the payout will range between a minimum of 50% and to a maximum of 135% of the available bonus pool, depending upon results compared to objectives.  The payout will depend upon the number of objectives met, as follows:


§  135% Payout -- Four (4) Objectives Met

§  120% Payout -- Three (3) Objectives Met

§  100% Payout -- Two (2) Objectives Met

§  85% Payout   --  One (1) Objective Met

§  50% Payout   --  Zero (0) Objectives Met


b.          The performance bonus will be paid no later than March 31 of the following year to all eligible employees who are on the payroll as of December 31 of the preceding (bonus) year.  In order to be eligible for this payment, employees must be on the payroll as of July 1 of the bonus year (e.g., July 1, 2009 for the March 2010 bonus).  The bonus will be prorated for new hires engaged on or before July 1 based on the number of full months a new hire was employed during the bonus year.  


For an employee who is laid off or who retires before the payout date, the July 1 and December 31 eligibility dates do not apply; the bonus will be prorated based on the number of full months the employee worked during the bonus year.  Employees out on disability for a period in excess of thirty (30) days in a calendar year will have their bonus payout prorated. Employees who are discharged for cause or resign before the payout date are ineligible for any bonus payout.



7.      ARTICLE 8.14   Wage Increases   (page 25)                                                                    


Tier II Enterprise, DST, Save, Team Lead, and Activation Specialists will be paid at the Silver Achievement Level, and in addition, will receive, a differential of $1.00 per hour.


Ø  All employees classified as Tier II Sales and Service Consultants as of May 31, 2006 will receive $1.00 more per hour on the Base Rate if they are assigned to the Business Call Center. 



8.   ARTICLE 9.05   Compensated Availability for Call Outs (page 29)


9.05        Compensated Availability Pay


In order to receive Compensated Availability Pay, employees assigned to "Compensated Availability" status must be reachable and available to work during the period of the assignment. 


a.   Hourly Daily Assignments

For each hour an employee is assigned to Compensated Availability status, the employee shall receive 2 hours of pay $2.40 per day hour.


b.       Weekly Assignments


For each 7-day week an employee is assigned to Compensated Availability Status, an employee will receive eleven (11) hours pay at the employee’s basic hourly wage rate.



9.  ARTICLE 11.02 (a)   Traveling Time Compensation   (page 30)


  1. Overnight Travel: when an employee will be traveling overnight by air, the employee and the employee’s supervisor will arrange mutually acceptable travel arrangements.  The employee will be paid for the time consumed from when the employee leaves home to travel to the departure airport to the time the employee arrives at the hotel at the destination point, and the time consumed by the employee’s trip home from the departure airport to the employee’s home.  Any time involved in layovers during the trip as shown in the original itinerary will be included. Any additional time, (up to eight (8) hours per day), due to delays or cancellations outside of the employee’s control in excess of one hour over the time in the original itinerary will not be included in this paid time.



10.   ARTICLE 12.04    TOOLS (Boot Allowance)   (page 31)     5/16/12 – T/A


The Company agrees to provide safety shoes for all applicable employees on an “as needed” basis.. The Company will pay up to $150.00 $175.00 annually towards the purchase of safety shoes or rubber boots. Reimbursable purchases require a receipt and are limited to an annual reimbursement for up to two items.



11.   ARTICLE 13.01   HOLIDAYS   (page 31)


13.01      The following days shall be observed as holidays:


New Years Day                                                    Labor Day                           

Memorial Day                                                      Thanksgiving Day

Fourth of July                                                       Day after Thanksgiving1

                                                                                Christmas Day



When any of the above holidays fall on a Sunday, the Monday following shall be observed as the holiday. When any of the above holidays fall on a Saturday, the preceding Friday shall be observed as the holiday.




12.   ARTICLE 14-A Operations and 14-B Call Center – Carryover of PTO


14.04    Carryover of PTO


Note: The following provision (a) will remain in effect through December 31, 2009 and permit PTO to be carried over into 2010 according to its terms.


a.             Carryover: Up to five (5) days of PTO may be carried over to the next calendar year. Hours in excess of forty (40) that are not used by December 31st of that year will be forfeited.


Note: The following provision (a) will be effective January 1, 2010 and apply to carrying over PTO into 2011 and beyond.


a.             Carryover:  Up to 5 days of PTO may be carried over if it is PTO that was waitlisted by an employee for any of the 7 calendar days preceding or following the December 25 Holiday, if the employee was among the top three employees on the waitlist for groups with 8 or more employees, or the top-listed employee for groups with fewer than 8 employees, and the employee’s waitlist request for time off during that period was not granted.  Otherwise, unused PTO will be forfeited at the conclusion of a calendar year. 


b.             PTO days carried over will be scheduled on a first-come, first-serve basis after the annual PTO bids have been completed.  Seniority for scheduling PTO carryover days will not be applied.


c.             Borrowing PTO: With Company approval, an employee with 5 or more years of service may borrow up to five (5) PTO days (40 hours) from the employee's PTO allotment for the following year.  Borrowed PTO may only be used for Short Term Disability absences occurring later in the year (during the months of October, November or December).



13.   ARTICLE 14-A  14.01 (a) PTO for New Hired Operations Employees


For all regular full-time employees hired on or after June 1, 2012, the following PTO Accrual Chart will apply.


Length of Service

(As of date of hire)

Monthly Accrual

Annual Allocation

Less than 5 years

1.667 days

20 days or 160 hours

5 years but fewer than 10 years

1.833 days

22 days or 176 hours

10 years but fewer than 15 years

2.0 days

24 days or 192 hours

15 years but fewer than 20 years

2.167 days

26 days or 208 hours

20 years but fewer than 25 years


28 days or 224 hours

25 years or more

2.5 days

30 days or 240 hours



14.  ARTICLE 17 – Job Vacancies and Bidding


17.01      a.  When a job vacancy occurs, the company shall post the job for bids. 


The bidding notice, setting forth the location of the job and the minimum qualifications required, will be posted on Company bulletin boards electronically .  Within five (5) working days after the day of the posting, any employee who has worked one (1) year or more in his/her current occupational classification may bid on the vacancy in accordance with the process outlined in this Article. Employees currently on an active step of discipline (written warning or higher) shall not be eligible for job bidding.


(NOTE: Any changes made by management to the qualifications required for the job classification being bid shall be submitted to the Union prior to posting).





b                     Bids will be awarded in the following order:


i.              Employees must meet the minimum qualifications of the job prior to bidding on a vacancy.


ii.             Qualifications, including but not limited to, qualifications required by the job, applicable testing and/or licensing requirements and all applicable performance metrics. the employee must have achieved a satisfactory or above performance evaluation in the most recent year prior to the job bid and have maintained satisfactory attendance.


iii.            The job shall be awarded to the more qualified employee(s).  If two (2) employees or more have substantially equal qualifications, the most senior employee shall be awarded the job.



15.   ARTICLE 18.01 (f)   Absence for Union business   (page 49)


f.             Absence for Union business: Service and other business conditions permitting, any employee who is an authorized representative of the Union and whose Union assignment requires that the employee be absent from the Company will, upon request by the employee to the employee's immediate supervisor (outside of the Bargaining Unit) be excused with pay subject to the Local Union reimbursing the Company.


All requests for excused absences shall be made in writing and as far in advance as possible and the Company shall act promptly upon each request and respond in writing. Such excused absences shall not exceed fifteen (15) consecutive calendar days, or a total of forty-five (45) working days in any calendar year., with the exception of the Local Union President, whose absences shall not exceed a total of sixty (60) working days in a calendar year.



16.   ARTICLE 23.01   Termination Pay   (pages 56, 57)


23.01     Regular employees hired on or after June 2, 1995 whose services are terminated due to a layoff shall be eligible to receive termination pay  in accordance with the following table if on their termination date they have at least one (1) year of net credited service with the Company:



Number of Years Net Credited Service

Number of Weeks Regular Pay


Less than One (1) year



One (1) year but less than

two (2) years

One (1) Week

Two (2) years but less than

five (5) years

Three (3) Weeks

Five (5) years but less than

ten (10) years

Eight (8) Weeks


Ten (10) years and thereafter

Fifteen (15) weeks One (1) Week per Year of Service to a Maximum of Twenty (20) weeks









17.   ARTICLE 29– Benefits

                29.02 ( c )

* Note: Base pay is any pay an employee receives from the Company as base wages. The Team Performance Bonus is not included in the calculation of “base pay”.  The Company will do the “true up” for the 401k fixed contribution payout made in 2009.


29.02 (f) Roth Ira

Beginning January 1, 2013, the Company agrees to make a Roth IRA option available to employees through payroll deduction.


            29.03 9(i)

                i.           Beginning January 1, 2013, employees eligible for Retiree Medical will be able to elect between two (2) coverage levels; Retiree (single) or Retiree +1. Family coverage will no longer be available. 





Plan Features(1)

2013 FTR High Option PPO

2014 FTR High Option PPO

2015 FTR High Option PPO

Company Contribution


Employee Contribution


Tobacco User Premium for employee/spouse(2)


























Physician Office Visit




Specialty Office Visit




Routine Physical Exam

100% Employer Paid

100% Employer

100% Employer Paid

Out Patient Lab and X-Ray




Advanced Diagnostic Radiology Services (MRI, MRA, Ct-scan, Pet-scan)

10% coinsurance  - employee   90% coinsurance - Company

10% coinsurance  - employee   90% coinsurance – Company

10% coinsurance  - employee   90% coinsurance – Company

In-Patient Hospital & Related Services 


10% coinsurance  - employee   90% coinsurance - Company


10% coinsurance  - employee   90% coinsurance – Company

$150 Co Pay, then

10% coinsurance  - employee   90% coinsurance – Company

Employee Annual OOP Max for

In-network In-Patient Hospital & Related Services, and Advanced Diagnostic Radiology Services







Outpatient Surgery

           $100 Co Pay


$150 Co Pay


$150 Co Pay, then

10% coinsurance  - employee   90% coinsurance – Company

Emergency Room Visit




Out-of Network:




Annual Deductible

$500 Per Person

$500 Per Person

$500 Per Person

Annual Out-of pocket

$3,000 Per Person 

$3,000 Per Person 

$3,000 Per Person 





(1) - Various benefit limitations that are summarized in the 2012 Summary Plan Description will continue to apply for the duration of this contract.

(2)- Tobacco User Premium = 10% of the premium equiv. cost of the medical plan's single coverage   

Note on Chiropractic Coverage: coverage cap increased to $1000.




Plan provides a $20,000 lifetime maximum benefit for the Surgical Treatment of Morbid Obesity. Plan provides a $25,000 lifetime maximum benefit for Infertility Services per employee and spouse or employee and domestic partner.







Retail - 30-day supply            








$35 $30

$35 $30

$35 $30


$50 $45

$50 $45

$50 $45

Other Drugs(4)

$60 $55

$60 $55

$60 $55

Mail - 90-day supply









$87.50 $75.00

$87.50 $75.00

$87.50 $75.00


$125 $112.50

$125 $112.50

$125 $112.50

Other Drugs(4)

$150 $137.50



             Prescription Plan Co-Pays and Features *


* Various plan limitations that are summarized in the 2012 Summary Plan Description will continue to apply for the duration of this contract.


18.   ARTICLE 30 – STD/LTD for New Hires


Eligibility for STD begins after six (6) months of continuous full time employment.


19.   ARTICLE 31.06 – Insurance Premiums while on LTD


When on an unpaid personal leave, the employee is fully responsible for payment of insurance benefits that he or she wants continued during the period of the leave.  When the employee is on disability, after the initial one hundred and eighty (180) day Short-term Disability period, and who is on the Company’s Long-term Disability plan, he/she shall have the same level of health insurance benefits as active employees. at no cost to the employee, The employee will be required to pay his/her share of the premium for the period of the leave or up to twenty-nine (29) months from the first day of the disability, whichever is less.


20.   ARTICLE 32.01 Sales and Service Technicians - Uniform CWA Logo      


(b) Sales and Service Technicians; Retail Employees


1). Uniforms will be provided to employees who have face-to-face contact with our   customers.  Company-provided uniforms must be worn during scheduled hours.   Beginning January 1, 2013, uniforms shirts and jackets will include identification of CWA Local 7270 on the sleeve location between the shoulder and elbow.  At the Company’s option, Company-provided uniforms will either be laundered at the Company’s expense or employees will be provided with a laundry allowance of   $20.00 per month.                                  


21.   ARTICLE 37.01 – Incentive/Commission/Award Plans/Reward Time


The Company may implement sales or incentive, commission, prize or award programs or plans as may be necessary to meet sales and Company goals.  The Union shall be informed of any changes to existing plans and any new programs or plans. Prior to implementation the Company will discuss such plans with the Union. Incentives may not include awarding additional paid time off (such as PTO Reward Time and holidays.). Reward Time will be administered according to the Reward Time MOA in this agreement.



22.  ARTICLE 38 - Establishing New Job Classifications


38.03      If negotiations are not so initiated, the Company may proceed to staff the new job title and the

compensation package provided by the Company shall remain in effect. It is not the Company’s     intent to use this Article to disrupt the job content/wage rate of existing classification.



23.   WAGE SCHEDULES - Exhibits A & B   (pages 82, 83, 84, 85)


2012 – 2% increase, 2013 – 1.75% increase, 2014 – 2.0% increase 

        (See Wage Schedules)



Letters and Memorandums of Agreement


MOA – Scheduling of Non-Selected Tours (page 85, 86)

Renewed Memorandum


MOA – Sales and Service Technicians  (pages 87, 88)

Renewed Memorandum


LOA – Article on Establishing New Job Classifications  (page 89)  

Letter intent has been moved into Article 38.03


LOA - Discussion Forum on Sales Objectives and Commissions  (page 90)    

Renewed Letter


MOA - Payment of “Penalty” for Late 401(k) Contribution  (page 91)

Renewed Memorandum


MOA - Call Center Consolidation Initiative   (page 92)

Deleted – No longer in effect


LOA - May 28, 2009 Joint Health Care Committee   (page 93)

Letter intent has been moved into Article 3.02


MOA – Voluntary Terminations During A Layoff   (page 94)

Renewed Memorandum


MOA - Training    (page 95)

Renewed Memorandum


MOA - Call Center Vacancies    (pages 96-97)

Renewed Memorandum (The titles of Team Lead and Business DST have been added)


MOA - Work At Home   (page 100)

Renewed and amended MOA ‘sections’ as listed:


Section 1.  General 


The Company may establish and staff a Work-at-Home Program.  The wages, benefits eligibility and coverage, and other terms and conditions of employment for employees in the Program shall be governed by the applicable provisions of this Agreement, except as modified by the following terms, conditions, and principles for working-at-home.  The Work-at-Home Program would be staffed with employees in the new classification of Work at Home Agent.  Work-at-Home Agents would receive the same compensation treatment as Sales and Service Specialists receive under Article 8. A copy of the current roster of Work-at-Home agents will be made available to the Union upon request.


Section 2.  Eligible Employees


a)       All employees are eligible to be considered for participation in the Program, including new hires.


b)       The Company will determine the number of employees who may participate in the Work-at-Home Program. The ratio of Work-at-Home Agents to Sales and Service Specialists in the bargaining unit may not exceed one (1) Work-at-Home Agent for every five (5) three (3) Sales and Service Specialists.





Section 5.  Equipment; Expenses 


The Company will provide employees with a one-time allowance of $150 $250 for purchasing a chair and/or work station, and bear the cost of the equipment and services it determines are needed to perform the duties and responsibilities of the employee’s job.  All equipment supplied by the Company remains the property of the Company and may be removed or replaced at the Company’s discretion with reasonable notice to the employee.  Except as expressly provided above, the Company assumes no responsibility for any cost (including, but not limited to increases in rental or utility charges or insurance premiums, fees for zoning waivers or exceptions, or license fees) associated with the creation or maintenance of a workspace and equipment in a participant's home.


Section10.  Reporting to Locations Other Than Residence.


Participants may be required to report to Company or non-Company locations for purposes such as, but not limited to, supervisor meetings, training sessions and policy/practice coverage.  If practicable, participants will be given at least 48 hours notice in advance of the start time of such meetings, sessions, and the like. In addition, Work-at-Home Agents will be required to report to the brick and mortar location at least two (2) one (1) day per calendar month.  Generally one day will be scheduled during the first half of a calendar month and the other during the second half of the month.  These “brick and mortar” visits shall be for purposes of training, coaching, taking calls, or any other purpose designated by the Company.  This two (2) one (1) day visit requirement may be waived or modified by mutual agreement between the Company and the Union.  The purpose of this requirement is to assure the success of the Program for all involved parties.


Section12.   Evaluation of Program.


Participants will be required to cooperate in surveys, evaluations, focus groups and other similar activities, as directed by supervision, to determine the ongoing value and effectiveness of work-at-home arrangements.  The Company will make available to the Union reports summarizing the results of work-at-home arrangements. The Company shall supply a monthly Work-at-Home Agent roster to the Union; this Work-at-Home roster should be distributed by the 10th of each month.  



MOA - Performance Appraisals   (page 103)

Deleted – No longer in effect.



MOA – ProResource   (page 105)

Renewed Memorandum



MOA – New Employee PTO Carry Over  (New)


During the course of 2012 bargaining, the Company expressed its intent to eliminate the carry over of PTO from one calendar year to the next. The Company agreed to make exceptions on a case-by-case basis due to extenuating circumstances. The Union expressed concerns about new employees, beginning later in the year, who would be accruing PTO and have no opportunity to use it prior to year’s end.   Based on these discussions the parties agree, new employees who accrue PTO and do not have the opportunity to use it prior to years end will be allowed to carry over PTO to the following calendar year. It is agreed the portion of PTO carried over into the following calendar year will, whenever possible, be taken in the first quarter of that year.  


Unless extended in writing signed by the parties’ authorized representatives, this Memorandum shall terminate on May 31, 2015.




MOA – Reward Time (New)


During the course of 2012 bargaining, the Company expressed its intent to use Reward Time as an incentive or reward. The Union expressed concerns about this practice and, based on discussions between the parties, the following is agreed to:


1         When Reward Time is used as an incentive it will be awarded in no less than fifteen (15) minute increments.


2         Reward Time must be pre-scheduled and pre-approved based on availability.


3         All employees in the bargaining unit will be eligible for Reward Time incentives at least once (1) in a calendar year. Reward Time is not transferrable and must be used by the expiration date, which will be no less than ninety (90) days from the original award date.


4           For the remainder of 2012, total Reward Time awarded will be limited to 500 hours. For 2013, total Reward Time awarded will be limited to 900 hours. National rewards will not be included in the Reward Time limits.


5         For national Reward Time awards, should any employees be waitlisted for the same date(s) as the national award, at the time the national award is announced, the Company will grant, on a one-for-one basis, time off to the employee(s) first on the waitlist (e.g. one (1) employee wins a national award for particular dates, the first waitlisted employee will be granted those dates as well).


6         The Company and the Union agree to meet, evaluate and discuss Reward Time as requested by either party. These meetings will occur no more than quarterly.    



MOA – Retail Sales Specialist  (New)

New Memorandum as listed:


In order to provide the best possible economic viability for Company retail locations, the Company and Union agree to adjust the compensation, effective upon ratification, to the levels provided below;


1         Employees, covered by this agreement, who may be assigned to a Company retail location, will be titled Retail Sales Specialist and will receive a base wage according to the Retail Sales Specialist wage schedule below and be placed on the Company Retail Commission Plan.


   Retail Sales Specialist



Starting Rate

Base Rate

(After Probation)












As Per Company Retail Commission Plan

As Per Company Retail Commission Plan


1.50% GWI





1.50% GWI





The Company agrees to continue the practice of paying employees, who may be assigned to work in retail locations on a temporary basis, at their regular rate and the Company Retail Commission Plan will not apply.




Steve Schneider     Carson Turnquist

Todd Thraen        Karen Kiser

Contract Change Proposal Form

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