CWA / at&t Mobility (Cingular) Collective Bargaining Agreement

Scheduling Tool Arbitration Award

DO NOT GO INTO A MEETING WITH MANAGMENT TO DISCUSS ANYTHING WITHOUT ASKING THEM IF THAT MEETING CAN LEAD TO DISCIPLINE.  IT IS YOUR RESPONSIBLITY TO ASK, AND THEY LEGALLY HAVE TO TELL YOU.  IF THE MEETING WILL BE DISCIPLINARY IN NATURE, OR THE INFORMATION GAINED FROM THAT MEETING CAN LEAD TO DISCIPLINE, IMMEDIATELY STOP THE MEETING AND REQUEST YOUR UNION REPRESENTATIVE.  THIS INCLUDES COUNSELING NOTICES, WRITTEN WARNINGS, AND FINAL WRITTEN WARNINGS.

COMMON DISCIPLINARY ISSUES

Attendance

This is a common area that is pretty much up to you to control.  You're either on time or you're not (both reporting for work at the beginning of your shift, and returning from lunch).  In some circumstances, we are able to argue some point assessments, but it depends on the individual situation.  Either way, you need, and are entitled to have a Union representative with you during disciplinary meetings.

Job Performance

Many things come into play under job performance.  This could be anything from not making your numbers/goals/quotas, whichever term you choose to use, not greeting customers, or "attitude".  In all of these situations, you are entitled to have your Union representative present during the meeting.  Exercise your rights, because we want to challenge any discipline we feel has not been issued with just cause.

Code of Business Conduct

This is the area in which the employer feels they do not have to follow progressive discipline steps.  In some cases, that may be true.  Some common things that fall under these types of discipline are commission fraud, theft, and harassment  Our opinion is they should always follow progressive discipline.  Just remember if you are ever brought into a meeting and questioned about anything that can lead to discipline being issued to you, you are entitled to have your Union representative present.


                  KNOW AND EXERCISE YOUR CONTRACTUAL RIGHTS