CWA Local 13500
and
Idearc Media – Valley Forge
2009 Contract Negotiations
Union Agenda
May 20, 2009
Extend the current Labor Agreement until December 31, 2009 with the following improvements: Willing to Extend to Oct. 31, 2009 or closing of VF Facility.
1. Continue the Pension Plan, including the lump-sum option, for former Verizon Mid-Atlantic employees (from Elkins Park). The Company agreed to continue Part 2 Pension Plan, including Lump Sum cash out option, to the end of the year 2009. Those employees currently participating in Part 2 (former Elkins Park employees) who transfer to any other Idearc location, including Bensalem, will move into Part 1 of the Pension Plan (the Cash Balance Plan).
2. Extend the Retiree Health Care Coverage Caps (as per Verizon’s 2008 contract) retroactively to January 2009. Not willing to touch this at all.
3. Improve the Layoff Allowance amounts by the following: Company’s proposal did not speak to this demand.
a. Add 1/2 week to those at 5 years to 9 years (making it 1.5 weeks per year of service), and
b. Add 1/2 week to those with 10 years and up (making it 2 weeks per year of service).
c. Treat those with 6 months or more after their last anniversary date as having completed the next year of service for the purpose of calculating lay off allowance.
4. Provide for a pro-rated TIPS Payout for Plan Year 2009. The Company is willing to pay full amount on a pro-rated basis determined by employee’s standing and date of lay-off.
5. Extend Medical Coverage for laid off employees by removing any maximum number of weeks and providing coverage for a minimum of 3 months. Company’s proposal did not speak to this.
6. General Wage Increase of 3% for all employees effective June 7, 2009. Company’s proposal did not speak to this.
7. Provide that all laid off employees, including those laid off during 2008, remain in recall status for two years after the final close of the Valley Forge office. Company’s proposal offered to maintain recall to the end of the contract (Oct. 31, 2009 or when facility closes.)
8. Provide that all employees whose work is moving to other US facilities be permitted the opportunity to fill vacancies in the same or similar job titles in those facilities prior to jobs being offered to off-the-street hires. This is agreeable and has already started. There will be no payment of expenses for such a move.
9. Provide for cash equivalent “pay-out” for unused 2009 Personal Days. Company will pay out all unused Personal Days for 2009
10. Treat all separations after June 7, 2009 as “involuntary” and in accordance with the severance plan as amended by this agreement. Company’s proposal did not speak to this demand.
11. Transition Compositors and Clerical employees into the Sales Contracts, with the following conditions:
a. Provide for appropriate job title and wage rate for “Spec Artists” Company’s offer included moving Spec Artists to Bensalem and into he Artist title with appropriate wage increase.
b. Integrate other clerical titles into existing Sales Contract titles with appropriate wage treatment. Co. offered to move clerical titles into the Division Assistant (DA) position in Bensalem and “red-circle” (that is: to freeze the current wage rate until the DA wage rate reaches and exceeds the current wage rate of the individual) current wage rate if DA is lower than the employee’s current wage rate. (There has been no determination as to who will be offered these positions.)
c. Provide for reimbursement for excess travel and meal expenses for the first 30 days after transfer to new work location. Travel expense will be paid at the current Federal auto reimbursement rate and meals at $15.00 per day. The Company’s proposal did not speak to this demand.
d. Provide for “Winter Closing” options. The Company offered to allow those moving to Bensalem the option to keep Christmas Eve Holiday or work that day and use the Holiday as one of the days paid during the winter close. The other days will be taken with paid or unpaid time at the employee’s choice.
e. No changes in Benefits options and payments (per Article 31 of the current CBA) until 1-1-10. The Company’s proposal addressed this demand favorably and in full.
12. Resolve all outstanding grievances and arbitration cases, including Fulmer, Cady, Brown, McClain and Brooks. These issues are being discussed separately.
The Union reserves the right to add, delete or amend this agenda at any time.
