TO EMPLOYEES:

The Communications Workers of America is the official

bargaining representative for all employees in your collective bargaining

unit. This official relationship carries with it serious obligations and

responsibilities which the Company and the Union are determined to

fulfill. As a sign of good faith between BellSouth Telecommunications,

LLC and the Communications Workers of America, a "Responsible

Relationship" clause, Article 28, is included in the Agreement, which

governs your wages, hours and working conditions.

Simply stated, "mutual respect and responsibility" means an honest

regard for equality in the official relationship between Company and

Union representatives. It does not allow for a supervisor attempting to

"pull rank" on a Union representative nor does it allow for a Union

representative attempting to intimidate or "badger" a supervisor merely

because there is a difference in point of view. It further means that no

Company representative at any level should regard a grievance as merely

an irritant, just as it also means that no Union representative should offer

"grievances" which are designed only to harass management.

Additionally, this clause means that Union and Company representatives

must not engage in activities to undercut or belittle each other.

Company representatives, especially the first level of supervision,

have the day-to-day responsibility to deal reasonably and in good faith

with Union representatives. They have the right, in return, to expect

responsibility and respect from the Union's representatives. To insure

continually improving relations between the Company and Union, it is

the intent of both organizations to deal with one another at all levels in a

sincere, honest and businesslike manner. This effort by both parties

should insure a better feeling for the needs of the employees.

Sincerely,

For the Union: For the Company:

Richard Honeycutt Michael Keith

Vice President Vice President

ii

TABLE OF CONTENTS

Article Page

1 Definitions ............................................................................................................

2 Wages ...................................................................................................................

3 Scheduling ............................................................................................................

4 Pay and Basis of Compensation ...........................................................................

5 Holidays, Excused Work Days and Vacations .....................................................

6 Absences from Duty. ............................................................................................

7 Force Adjustments................................................................................................

8 Employment Security ...........................................................................................

9 Transfer and Travel Expense ...............................................................................

10 Travel Time and Travel Conditions .....................................................................

11 Suspensions, Discharges and Demotions .............................................................

12 Promotions, Transfers and Job Vacancies ...........................................................

13 Application of Seniority .......................................................................................

14 Jurisdiction of Work .............................................................................................

15 Job Descriptions, Titles and Classifications.........................................................

16 Health and Safety .................................................................................................

17 Union Functioning................................................................................................

18 Records .................................................................................................................

19 Pensions and Benefits...........................................................................................

20 Union-Management Conferences .........................................................................

21 Grievance Procedure ............................................................................................

22 Federal or State Law ............................................................................................

23 Arbitration, Expedited Arbitration and Mediation ...............................................

24 Employment Security PARTNERSHIP ...............................................................

25 Payroll Dues Deduction and Union Security .......................................................

26 Absences for Union Duties ..................................................................................

27 Distribution of Agreement ...................................................................................

28 Responsible Union-Company Relationship .........................................................

29 Application, Exclusions and Amendments ..........................................................

30 Non-Discrimination ..............................................................................................

31 Duration of Agreement.........................................................................................

iii

TABLE OF CONTENTS

Appendices and Addendums

Appendix A

Part I Titles and Wage Scale Assignments Table ...................................

Part II Exchanges by States and Zone Classifications .............................

Part III Family of Skills .............................................................................

Appendix B

Part I Wage Scales ..................................................................................

Part II Monthly Pension Benefit Per Year of Service -

Southeast Program .................................................................

Southeast Program of the AT&T Pension Benefit Plan ...............

Bargained Cash Balance Program #2 of the AT&T Pension

Benefit Plan ...................................................................................

Part III Success Sharing Plan ....................................................................

Appendix C

Part I Call Sampling .............................................................................

Part II Closed Key Time ........................................................................

Part III Continuous Bargaining Committee ............................................

Part IV Easy Time ...................................................................................

Part V Flexible Vacation Days ..............................................................

Part VI Incentive Plans ............................................................................

iv

Part VII Job Review Committee ...............................................................

Part VIII Marketing ....................................................................................

Part IX Operator Services/Consumer Services Forums ..........................

Part X Overtime for Call Centers ...........................................................

Part XI Overtime Trials ...........................................................................

Part XII Personal Illness Absence ............................................................

Part XIII Service Observing - Consumer, Finance, Small Business .........

Part XIV Service Requirements .................................................................

Part XV Team Leader ...............................................................................

Part XVI Telecommuting ...........................................................................

Part XVII Uniform Program ........................................................................

v

Network Addendum

Diesel Maintenance / Air Dryer Maintenance .........................................................

Overtime for Network Operations ...........................................................................

Service Observing - Operator Services ....................................................................

Services Technicians and Surplus/Affected Facility Technicians and Outside

Plant Technicians Surplus Employees MOA ...................................................

Wire Work ................................................................................................................

Digital Services Group (DSG) Only

Optional Holidays ..................................................................................................

Flexible Excused Time ...........................................................................................

Time Off Not Scheduled under 5.07F ....................................................................

U-verse Field Operations

Section 1 ............. Application .....................................................................

Section 2 ............. Classification of Employees ...........................................

Section 3 ............. Seniority ..........................................................................

Section 4 ............. Working Conditions .......................................................

Section 5 ............. Time Off .........................................................................

Section 6 ............. Force Adjustment............................................................

Section 7 ............. Health and Safety ............................................................

Section 8 ............. Records ...........................................................................

Section 9 ............. Benefits ...........................................................................

Section 10 ............. PARTNERSHIP .............................................................

Section 11 ............. Compensation ................................................................

Section 12 ............. Continuous Bargaining ...................................................

Section 13 ............. Force Movement of Employees ......................................

Section 14 ............. Economic Protection Following Placement

into the Wire Technician Position of Surplus BST

Employees ......................................................................

Section 15 ............. Employment Classifications Based upon

Entry into the Wire Technician Position ........................

Section 16 ............. Conclusion ......................................................................

Scope of Work for Wire Technician ................................................................

vi

Customer Markets Addendum

Account Management Center Compensation Plan .............................................

Consumer Services Centers - Hours of Operation ..............................................

Leveraged Compensation ....................................................................................

Performance Discharge for Sales Associates ......................................................

Preference for Non-Scheduled Days ...................................................................

Large Business

Optional Holidays 5.01A2 ................................................................................

Flexible Excused Time .....................................................................................

Time Off Not Scheduled Under 5.07F .............................................................

CPE

Cities in Wage Area I .....................................................................................

Work Report Area ..........................................................................................

Compensatory Time .........................................................................................

Contracting of Work in the CPE Marketplace .................................................

Drug Testing .....................................................................................................

Employee Development ...................................................................................

Equalization of Premium Pay Work Opportunity ............................................

Grievance Procedures .......................................................................................

Optional Holidays .............................................................................................

Stand-By Technician ......................................................................................

Temporary Transfers .......................................................................................

Time Off Not Scheduled Under 5.07F .............................................................

Travel Expenses ...............................................................................................

Wages – Starting Rates .....................................................................................

vii

READY REFERENCE INDEX

Subject Reference Page

1

AGREEMENT

between

COMMUNICATIONS WORKERS OF AMERICA

and

BELLSOUTH TELECOMMUNICATIONS

This Agreement, made this 9th day of August, 2015, by and

between Communications Workers of America, herein called Union, and

the BellSouth Telecommunications herein called Company:

The parties agree that the Company hereby continues its

recognition of the Union, for the purposes of collective bargaining with

respect to rates of pay, wages, hours of employment and other conditions

of employment, as the exclusive bargaining representative of all

employees of the Company except for supervisors and professional

employees as defined in the National Labor Relations Act as amended,

and employees regularly performing confidential labor relations duties.

The jobs presently within these non-represented categories are listed in a

Memorandum of Agreement between the parties dated the 10th day of

August, 1986.

As a result of collective bargaining, the parties hereby covenant

and agree that the following provisions shall remain unchanged and

govern their relationship for the duration of this labor agreement.

ARTICLE 1

DEFINITIONS

1.01 Basic Rates, Wages, Pay.

The rate of pay, exclusive of all differential or extra payments, as

shown in Wage Scales, Appendix B.

1.02 Calendar Week.

A consecutive period of 7 days, the first day of which is Sunday.

Article

2

1.03 Call-Out.

A call of an employee to perform non-scheduled work for the

Company.

A. If the time worked immediately follows and connects (as

defined in 1.04) with regularly scheduled time, it shall not be

considered a call-out.

B. If the time worked immediately precedes and connects (as

defined in 1.04) with regularly scheduled time and starts at or

after 7:00 A.M., it shall not be considered a call-out.

C. If the time worked starts before 7:00 A.M., and falls entirely

within the hour which immediately precedes the regularly

scheduled starting time, it shall not be considered a call-out.

D. “Remote” callout is a call to an employee to perform non-

scheduled work that may require testing, diagnosing and

clearing a trouble in a system or equipment with remote

access capability but does not result in an on-site job visit.

1.04 Connecting Work.

Any overtime work which connects with the beginning or end of

scheduled time. If the employee requests and receives time off for

a relief or meal period between the scheduled time and the

overtime period, such break shall not change the connecting

nature of such work (see 3.08C).

1.05 Dedicated Employee. (CPE only)

The term dedicated employee shall mean those instances in which

a customer has contracted for an employee. Selection of

dedicated employees will be made in seniority order from the pool

of qualified available employees.

1.06 Double Time Rate, Pay.

Double time rate of pay is 2 times the basic rate of pay plus such

other differential increment as required under the terms of the Fair

Labor Standards Act in effect on the date of this Agreement.

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3

1.07 Entity.

For purposes of force movement, an entity is defined as BellSouth

Telecommunications, LLC, AT&T Billing Southeast, LLC, Utility

Operations, and National Directory and Customer Assistance.

1.08 Evening and Night Differentials.

Payments as provided for in 4.07 and shown in the Table in 3.07,

made to employees who work tours which fall wholly or partly

within the period 7:00 P.M. to 7:00 A.M. NOTE: No evening or

night differentials apply to tours which begin at 7:00 A.M. or

later, and end at or before 7:00 P.M.

1.09 Full-Time Employee.

An employee engaged to work a full-time or normal work week.

1.10 Gender.

The use of the masculine or feminine gender in this Agreement

shall be construed as including both genders and not as a sex

limitation.

1.11 Headquarters Exchange, Location, Town.

An exchange, location or town designated by the Company as

being the place of employment for an employee and on which

location the employee's basic wage rate is established. All new

geographic areas established as exchanges for basic wage rates or

all other Agreement purposes are subject to notice and bargaining

requirements of Article 15.

1.12 Holiday Work.

Any work which begins on an authorized holiday.

1.13 Non-Scheduled Day.

A day on which an employee is not assigned or scheduled to

work.

1.14 Normal Work Day (Tour).

A normal work day is any of the tours shown in 3.07.

Article

4

1.15 Normal Work Week.

A normal work week shall consist of the first 5 tours, or their

equivalent in tours and part tours, worked in a calendar week.

1.16 Occasional Employee.

An occasional employee is one who is engaged on a daily basis

for a period of not more than 3 consecutive weeks, or for a

cumulative total of not more than 30 days, in any calendar year,

regardless of the length of the daily or weekly assignments. An

occasional employee who actually works or is engaged to work in

excess of 3 consecutive weeks or 30 days in a calendar year shall

be reclassified as a regular or temporary, full-time or part-time

employee as appropriate. An occasional employee is an employee

only on the day(s) such employee works.

1.17 Organizational Unit.

For purposes of force adjustment, an organizational unit is defined

as one of the following: (1) ABS (AT&T Business Solutions)

Customer Services, (2) Consumer Markets, (3) CPE - Business

Field Services Operations, (4) Customer Information Services, (5)

Finance, (6) Network Field Operations, (7) Network Operations,

(8) Organization Support (includes Human Resources,

Regulatory, External Affairs, Executive, Security, Strategic

Management, Auditing), (9) Shared Services, (10) Small Business

Solutions, and (11) Wholesale.

These designations are for the life of this Working Agreement

unless otherwise negotiated at the Bargaining Level. If an

employee is transferred at the Company’s instance from one

organizational unit to another after the effective date of this

Agreement and there is a subsequent force adjustment in either the

old or the new organizational unit, the employee will be grouped

back with his/her previous organizational unit providing he/she is

performing the same basic job duties as he/she performed in the

previous organization.

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1.18 Overtime Rate, Pay.

Overtime rate of pay is 1-1/2 times the basic rate of pay plus such

other differential increment as required under the terms of the Fair

Labor Standards Act in effect on the date of this Agreement.

1.19 Part-Time Employee (Regular or Temporary).

A part-time employee is one who is employed and normally

scheduled to work less hours per average month than a

comparable full-time employee in the same job title, classification

and work group working the same normal daily tour.

1.20 Part Tour.

A work assignment of less length than the normal tour or work

day.

1.21 Premium Pay.

Pay at the overtime rates or pay for non-overtime work at hourly

rates equal to or in excess of the overtime rate.

1.22 Promotions.

Reassignment to a job having a higher top basic weekly rate, or to

a higher-rated job having no established top rate. The top basic

rates on Zone A/Wage Area 1 wage scale shall be used in

determining if a promotion is involved. Transfer from a lower-

rated to a higher-rated exchange/wage area where the job

classification or work assignment is not changed is not a

promotion. Reassignment to a different job having the same top

basic weekly rate is not a promotion.

1.23 Regular Employee.

One whose employment is reasonably expected to continue for

more than one year, except those classed as occasional or

temporary employees.

1.24 Regular Rates, Wages, Pay.

Basic pay plus any differential pay for work on evening and night

tours as provided for in 4.07 and shown in Table A in 3.07. No

overtime or extra pay other than evening or night differential is

included in regular pay.

Article

6

1.25 Scheduled Hours.

Hours falling within an employee's scheduled tour.

1.26 Scheduled Tour.

Any of the tours which are officially posted on the weekly work

schedule for a particular employee.

1.27 Seniority

A. Seniority shall mean Term of Employment (TOE)/Net

Credited Service (NCS) as defined by the applicable Pension

Plan, or if no Pension Plan is applicable to an employee, then

Seniority shall mean length of service calculated as if the

employee were covered by the Bargained Cash Balance

Program #2 of the AT&T Pension Benefit Plan.

B. In applying any of the provisions of this Agreement, in any

case where 2 or more employees' seniority/TOE/NCS is equal,

they shall rotate as the senior employee in the choice of tours,

vacations, etc.

1.28 Service Requirements.

Whenever used in this Agreement, "Service Requirements" means

such Service Requirements as determined by the Company, but

such determination shall be subject to the grievance procedure set

forth in Article 21, and a charge of bad faith or arbitrary action

shall be subject to the arbitration procedure set out in Article 23.

(See Appendix C, Part XIII.)

1.29 Session.

One of the 2 parts into which a tour is divided (or assumed to be

divided when the nature of the employee's assignment requires

constant attention on duty). A session will not be less than 3

hours, except under 3.03K1.

1.30 Split Tour.

A normal tour where the time interval between the end of the first

session and the beginning of the second session is more than one

hour. The total time between the beginning of the first session

and ending of the second session will not exceed 13 hours.

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7

1.31 Sunday Work.

Any work which begins on a Sunday (see 1.35).

1.32 Technological/Operational Efficiency Displacements.

Any regular employee shall be considered displaced by an

improvement in operational efficiency when his/her services shall

no longer be required as a result of a change in plant or

equipment, a change in a method of operation, or other internal

change diminishing the total number of employees formerly

required to supply the same service to the Company or its

subscribers. The term shall not include layoffs caused by external

forces.

1.33 Temporary Employees.

Temporary Employee - One whose term of employment is

intended to last more than 3 weeks, but ordinarily not more than

24 months. A temporary employee that has reached the 24-month

temporary employment period will not be re-hired as a temporary

employee to perform essentially the same type work in the same

department, title, and exchange/WRA for at least 90 days. If a

temporary employee works beyond the 24-month period, a regular

job vacancy will be submitted.

The Company will not work complete a temporary employee as a

means to avoid benefit cost.

Temporary employees shall be converted to a regular

classification prior to the hiring of a new employee to fill a

vacancy, provided they meet selection criteria.

The number of temporary employees is not intended to exceed

10% of the total represented employee population. If

theCompany identifies a need to exceed the cap, the issue will be

resolved through the continuous bargaining process.

The Company will provide to the CWA District office a quarterly

report of all temporary employees on the payroll. This will

include name, hire date, seniority date, expected term of

employment, work location and title.

Article

8

1.34 Wage Length of Service (Wage Experience Credit).

Period credited to an employee in the application of the wage

schedule for his/her job classification. Generally, the wage length

of service of an employee whose entire service has been

continuously in the same job will be his/her total length of service.

If one is employed at a starting rate higher than the normal

starting rate on account of previous telephone or other experience

or special training, the wage length of service will include such

credit as is given at the time of employment or re-employment,

plus service accumulated thereafter. In paid absence cases under

the short-term disability program, only the first month of such

absence is included in computing wage experience credit, except

that employees absent as a result of, and who receive payments

for, accidents arising out of, and in the course of, employment

shall accumulate wage experience credit during the time of such

absence and payment.

1.35 Work Day.

The period of time between 12:00 midnight preceding and 12:00

midnight ending any day. Any tour or call-out is a part of the

work day on which such tour or call-out begins. Any connecting

time which precedes a tour is a part of the work day on which the

connecting time begins. Any connecting time which follows a tour

is a part of the work day on which the tour begins, even though

such connecting time continues until the beginning of a

subsequent tour. Pay for work which starts at or after 12:00

midnight preceding the day and before midnight ending the day

shall be at the rate prescribed for that day.

1.36 Work Group.

A group of employees who work under the same first line, or

immediate supervisor or Manager-Operator Services, and who

regularly interchange on work assignments and regularly relieve

each other.

1.37 Work Reporting Area. (WRA - CPE only)

Work Reporting Area is a town or group of towns within a

relative commuting area. WRA will be used in applying other

0

9

appropriate sections of this agreement except for wages. (See

Customer Markets Addendum.) All new geographic areas

established as WRAs for basic wage rates or all other Agreement

purposes are subject to notice and bargaining requirements of

Article 15.

1.38 Work Unit.

A work unit shall mean all those employees within a given title

and department who have a common place of reporting except

that employees within a single title performing distinctly different

job duties shall not be grouped together.

EXAMPLE: Different groups of Service Technicians having

the same place of reporting but who work in

different departments, or who are divided into

installation and repair forces at a particular place

of reporting, will be considered as separate work

units in the application of this procedure.

1.39 Working Leader.

A non-supervisory employee on productive work who coordinates

the work activities of a group of workers and who contributes to

the training of employees.

ARTICLE 2

WAGES

2.01 Wage Rates.

A. Full-Time Employees. The rates of pay and progression wage

scales for full-time employees shall be those shown in

Appendix B, Part I attached hereto and made a part hereof.

B. Part-Time Employees.

1. Except for payment for overtime hours worked, all hours

worked by a part-time employee in DM/DR (Direct

Marketing/Direct Response) Centers and any equivalent

retail sales or service centers operation, shall be paid at the

Article

10

equivalent basic hourly rate for a comparable full-time

employee working a normal daily tour in the same job

title, classification, and work group. Payment to a part-

time employee for hours worked in excess of an equivalent

normal daily tour or work week for a comparable full-time

employee shall be at the applicable overtime rate for a

comparable full-time employee based on such part-time

employee's basic hourly rate.

2. Any regular employee who is on the active payroll of the

Company as of December 31, 1980, and who works part-

time on or after January 1, 1981, shall thereafter continue,

during the current term of employment, to be paid on the

same basis as was applicable to such a part-time employee

on December 31, 1980 as follows:

a. The rate of pay and amount of increase for a part-time

employee shall be prorated by relating his/her hours of

work to the normal work week.

b. A part-time employee shall receive progression

increases at the same intervals as a full-time employee.

3. The classification of a part-time employee is based on the

employee's "part-time equivalent work week" which shall

be determined prospectively by dividing the employee's

total normally scheduled hours per month by 4.35 and

rounding the result to the next higher whole number.

(Illustration: 68 hours per month divided by 4.35 equals

15.6 rounded to a "part-time equivalent work week"

classification of 16.)

4. The "part-time equivalent work week" classification of

each part-time employee shall be reviewed by the

Company on April 1 and October 1 of each year and more

often if appropriate. Indicated adjustments, if appropriate,

will be on a prospective basis. In determining whether

such adjustment is appropriate, the Company will consider

the actual average number of hours worked per month

during the preceding 6 month period and the likelihood

that such number of work hours will continue for a

0

11

reasonably foreseeable period of time except that any

hours worked which are paid at the overtime rate shall not

be counted in computing the average number of hours

worked.

5. For employees who are hired on or after January 1, 1981,

and who work as regular part-time employees, payments

to a regular part-time employee for sickness disability,

accident disability, or death benefits under the short-term

disability program, vacations, holidays, anticipated

disability leave, sickness absence (not under the short-term

disability program) or termination allowance (or its

equivalent) shall be prorated based on the relationship of

the individual part-time employee's "part-time equivalent

work week" to the normal work week of a comparable

full-time employee in the same job title, classification and

work group.

6. Regular employees who are on the active payroll of the

Company as of December 31, 1980, and who work part-

time on or after January 1, 1981, shall thereafter continue,

during the current term of employment, to receive

payments for the benefits and other items listed above on

the same basis as was applicable to a part-time employee

on December 31, 1980.

2.02 Starting Rates.

A. Except as provided in "B" of this Section, a person engaged to

work in one of the titles listed in Appendix A, Part I, shall

receive the rate designated "Start" on the progression wage

scale for his/her title in the appropriate schedule for his/her

location as shown in Appendix B, Part I.

B. Appropriate allowances for wage experience calling for rates

higher than such "Start" rates may be made as outlined in the

sub-sections of this paragraph. (CPE see Customer Markets

Addendum)

1. Honorably discharged veterans of Armed Forces who were

discharged from the Armed Forces within 2 years prior to

their employment may be granted wage experience credit

Article

12

for a maximum of 75% of their period of military service,

except that this credit shall not exceed 30 months.

2. Persons without previous telephone experience upon initial

employment may be granted wage experience credit for

previous experience or special training of value. Normally

this credit shall not exceed 50% of such actual experience

or training time nor result in an allowable maximum credit

of more than 30 months.

3. An employee formerly employed by the Company, another

BellSouth company, or any company as required by

applicable law(s), shall have his/her former wage

experience credit adjusted in accordance with the

following table if re-employed in the same or lower-rated

job classification:

For Months Out of

Service

Number of Months to be

Deducted from Former

Wage Length of Service

Less than 6 Months

0 Months

6 but less than 12 Months

2 Months

12 but less than 18 Months

3 Months

18 but less than 24 Months

5 Months

24 but less than 30 Months

7 Months

30 but less than 36 Months

8 Months

36 but less than 42 Months

9 Months

42 but less than 48 Months

10 Months

48 but less than 54 Months

11 Months

Over 54 Months

12 Months

a. If the employee had experience or training during

his/her absence from the Company or another

BellSouth company which the Company considers of

value, he/she will be given credit for this experience or

training in addition to the credit provided above.

Normally this credit shall not exceed 50% of such

actual experience or training time nor result in an

allowable maximum credit of more than 30 months of

this outside experience or training.

0

13

b. Each of a series of successive breaks in service shall be

computed in the same manner using the table above.

c. The above table does not apply to an employee re-

engaged within 4 years after layoff as provided in

Article 7 or employees returning from authorized

leaves as provided in Article 6, but he/she will receive

credit for the outside experience or training of value

under "a" above.

4. The provisions of "3" above shall also be applicable to

such a former employee when re-employed in a higher-

rated job classification except that his/her wage rate and

wage length of service on the higher-rated job shall be

established as follows:

a. The wage rate to be received on the higher-rated job

shall be either the same as that calculated by the use of

the above table for the lower-rated job at the

exchange/WRA to which the employee is re-employed

or the starting rate of the higher-rated job, whichever is

greater. If the calculated rate is not an exact step on

the wage scale for the higher-rated job, the employee

shall be paid the nearest higher step rate.

b. The wage length of service shall be the number of

months applicable to the wage rate determined by "a"

above.

5. An employee of another BellSouth entity transferring to

this bargaining unit on a higher-rated job classification

shall have wage rate and wage length of service computed

according to 2.06A. An employee of another BellSouth

entity transferring to this bargaining unit in the same or

lower-rated job classification will be given credit for the

wage experience accrued with the other BellSouth entity.

The employee's wage rate will be determined by reading

the wage length of service directly into the wage scale

being entered.

6. Upon employment, persons who have previous experience

with telecommunications companies shall be given wage

Article

14

experience credit commensurate with such previous

training and experience that is of value to the Company,

but in no event shall the wage experience credit allowed be

more than the employee would have received had such

previous training and experience been with this Company

or another BellSouth Company as determined under the

provisions of 2.02B3 of the Agreement.

C. This section shall not apply to persons initially engaged for

technical assignments, or to persons engaged for typing or

stenographic work or other work comparable to the work

performed by such persons prior to their engagement by the

Company.

2.03 Wage Progression Schedules.

Wage progression increases shall be automatic unless the wage

scales specifically state otherwise.

2.04 Effective Date for Progression Increases.

The effective date for progression increases shall be at six (6)

month intervals, or at such other intervals as may be specified in

the applicable Wage Tables.

2.05 Flexible Starting Rates.

It is agreed that the starting rate specified for any of the wage

scales listed in Appendix B for any exchange or in Customer

Markets Addendum for any WRA may be increased when the

Company determines that the employment situation warrants such

action in accordance with the following:

A. In the event that such action is taken, the progression steps on

the wage scale or scales affected at such exchange/WRA or

exchanges/WRA’s shall be revised in accordance with the

following procedure unless otherwise agreed between the

Company and the Union:

1. Establish the new starting rate which shall be an increase

of not less than $3.00 per week.

0

15

2. Establish new progression steps in multiples of 50¢, but

not less than $1.00, to meld the increased starting rate into

the existing wage scale.

3. The new progression steps shall be established at intervals

of not less than 3 months nor more than 12 months.

B. On the date the new starting rate is placed in effect, the

Company agrees to adjust the wage rates of all employees on

the payroll as of that date to the new rates established in

accordance with their wage experience.

C. At any time after the above action has been taken, the

Company may reinstate the wage rates provided in the related

wage scale or scales listed in Appendix B. However, if this is

done, no employee on the payroll at that time will have his/her

wage rate reduced because of this action.

D. The Company shall notify the Union in all instances where

changes in starting rates are to be made. The Union shall have

the right within 30 days from receipt of notice by the

Company to conduct negotiations concerning such changes.

2.06 Promotional Increases.

Employees promoted from one job to another within the

bargaining unit will be accorded the following pay treatment:

A. Promotional increases will be the higher of the start rate of the

job to which promoted or 10% of the same step rate on the

promoted-to wage scale added to the current pay, rounded up

to the next higher step of the promoted-to wage scale, not to

exceed the maximum rate for the promoted-to job.

Example:

Office Assistant on 24th month of WS 10, is promoted to a

Special Assistant on WS 14

Current Pay for WS 10, 24th month = $674.00

WS 14, 24th month $735.00 x 10% = $73.50 (Promotional

Increase)

$674.00 + $73.50 = $747.50 (Proposed rate of pay)

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The nearest higher step on WS 14 is the 30th month. The

employee will be moved to this step at $784.00 and wage

experience adjusted to provide the employee with 30 months

wage experience.

B. For wage experience credit treatment for employees

reclassified to a lower-rated job and who are subsequently

promoted to a job on their previous wage scale within 5 years,

see 8.02D.

C. Where an employee is transferred to another exchange/WRA

pursuant to a promotion, the transfer will first be made under

2.07 as appropriate, then the rate of pay will be calculated as

shown in this article.

2.07 Transfers Without Change in Wage Scale to

Exchanges/WRAs Having Lower/Higher Wage Zones/Wage

Areas.

A. Employees with 6 months service transferring to a lower wage

zone/wage area shall suffer no change in their rate of pay

unless their rate of pay is more than the maximum of the new

zone/area. If their rate of pay is above the maximum at the

new zone/area, the rate shall be reduced to the maximum. For

employees with less than 6 months of service, the rate of pay

shall be adjusted at the time of transfer to the rate applicable

to their wage experience credit on the wage scale for the lower

zone/area.

1. If his/her rate is not above the maximum at the new

location he/she shall continue at such rate until his/her

wage length of service entitles him/her to an increase on

the wage scale in effect at the new location.

B. When an employee transfers to a higher wage zone/area, his

rate of pay shall be adjusted to the same wage length of

service for the higher zone/area.

C. "A" and "B" above do not apply to transfers from other

BellSouth companies. (See 2.02B5 for details on how to

determine wage rates and wage experience credit for

employees transferring from other BellSouth companies.)

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ARTICLE 3

SCHEDULING

3.01 Work Schedules

A. Work schedules for all employees shall be posted officially by

11:00 A.M. on each Thursday to show for each such employee

his/her scheduled or assigned tours for the next 2 calendar

weeks, except that all holiday schedules shall be posted not

later than 11:00 A.M. on Tuesday of the second week

preceding the week in which the holiday falls.

B. Work schedules shall stipulate the starting and ending time of

such tours, together with the starting and ending time of each

session. Intervals between sessions shall not be shifted, at the

instance of the Company, except as necessary to meet service

requirements.

1. Lunch or meal periods between sessions which are shifted

by the Company shall not be considered as a shift of tours

under 3.03G.

2. "B" above does not require the posting of starting and

ending time of sessions for those tours that have no meal

period.

C. Where employees work common hours as a group, a statement

stating the hours may be posted for the work group.

D. At locations where no management person is assigned to

supervise the employee involved, a letter to such employee

which meets the requirements of 3.01B may be addressed to

him/her advising that until further notice he/she is to work that

schedule. At such locations, this shall be considered as

complying with 3.01A.

3.02 Choice of Tours.

A. Employees shall have the opportunity to exercise their

seniority in preference for choice of tours, not less frequently

than every 13 weeks (except where an employee enters the

work group after assignment of tours have been made as

outlined in Article 3). Employees returning from leaves of

absence, layoff, employees coming in by transfer or

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employees who have their service bridged (entitling them to

additional seniority), shall be granted choice of tours in

accordance with their seniority at the next revision of the

schedule. Once the basic schedule is completed on the basis

of the above, no change shall be made in basic tour

assignments until the next selection period except that the

Company finds it necessary for service requirements to revise

the basic schedule in less than 13 weeks. With each such

revision in a basic schedule, the opportunity to exercise

preference for choice of tours will be afforded.

B. Preference for choice of tours as set forth in this section does

not contemplate the choice of furlough days (meaning non-

scheduled days) which shall be assigned by the Company in

such a manner as to arrange for every employee periodically

to secure desirable furlough days. Sunday and holiday

schedules shall be rotated among the employees within a work

group in such a manner as to provide for the approximate

equalization of both premium pay work opportunity and the

privilege of securing Sundays and holidays as furlough days.

Each holiday will be considered separately insofar as

practicable in the rotation of holiday schedules. For Operating

Room Forces of Operator Services only, Christmas Eve,

Mother's Day, New Year's Eve, and Easter shall also be

rotated even though they are not considered authorized

holidays.

1. When December 25th and January 1st fall on Sunday,

holiday schedules for Operating Room Forces of Operator

Services will be rotated for work on Sunday rather than

Monday which is considered the holiday under 5.02. For

employees who express a preference, choice of tours on

such days worked shall nevertheless be assigned in the

order of seniority.

2. Employees on vacation for one or more full weeks will be

considered unavailable for rotation of Sunday and holiday

schedules beginning with Sunday of the first week and

ending with Saturday of the last week except as provided

under the provisions of 5.07B4a1.

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3.03 Scheduling Tours.

A. Insofar as service requirements permit, the Company shall

assign tours in accordance with the preference of employees in

the order of their seniority, except that seniority shall not

entitle any employee to select a tour assigned by the Company

to an Operator having less than six weeks' service. Training

tours for Consumer Service Representatives, Sales Associates

or Sales Consultant will normally not exceed 8 weeks, but

may last up to 12 weeks with discussion with the Local

President. Tours will be scheduled and assigned in

accordance with 3.04 or 3.06 below.

It is not the intent of this article or any other provision in this

Agreement to require the Company to revise a posted work

schedule so as to assign an employee entering the work group

the tours to which his/her seniority would otherwise entitle

him/her.

B. Tours may fall on any day of the week necessary to meet

service requirements, except that the tours and part tours

which make up the normal work week may not be spread over

more than 6 days of the calendar week.

1. Scheduled time is comprised of tours and/or part tours, and

the scheduled time for any work day shall not exceed the

length of a normal tour.

2. Operating Room Forces week day schedules shall not

include part tours that are the equivalent of morning-

afternoon tours, unless it is necessary to use such part

tours because of service requirements.

3. In the event it becomes necessary to schedule an employee

to work more than 5 tours in a calendar week, the sixth

and seventh day shall be considered as premium days on

the weekly work schedule.

C. No employee will be scheduled to work more than 13

consecutive days nor be required to work six days per week

for more than two consecutive weeks without his/her consent

except where acute service conditions develop caused by

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unanticipated service needs, fire, flood, storm, or other natural

disaster. (See Appendix C, Part XIII.)

D. Insofar as service requirements will permit, a minimum time

interval of 12 hours (11 hours for Operating Room Forces)

shall elapse between the scheduled ending time of one tour

and the scheduled starting time of the next, except when a tour

is assigned to an employee with less than the minimum

interval between tours because of that employee exercising

his/her seniority for the choice of tours. In such case the

Company may change the employee’s schedule, at his/her

request, pursuant to section 3.03G, to provide for the

minimum interval between tours. Such a change will not be

made in violation of the seniority rights of any other

employee.

E. Part tours may be scheduled for full-time employees;

however, the Company recognizes the undesirability of

scheduling such part tours for full-time employees.

F. Employees shall be either scheduled and excused or scheduled

to work on authorized holidays.

1. Insofar as service requirements permit, employees shall be

excused on authorized holidays.

2. Insofar as service requirements permit, holiday

assignments shall be rotated among the employees within

a particular work group in accordance with 3.02, 3.04 and

3.06.

G. Changes from officially posted weekly work schedules may

be made, provided such changes do not result in a full-time

employee being scheduled for less than a normal week and

further provided such changes do not result in the payment by

the Company of additional overtime, premium or penalty

hours during the week involved, to provide for changes in

hours, work days, or off days in accordance with the

following:

1. At the instance of the Company.

2. At the written request of employees.

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a. Such requested changes shall be made when no

replacement of the employee's schedule is required and

when the services of the employee making the request

may be profitably used during the hours to which

he/she wishes to change.

b. When a replacement of the employee's schedule is

required, the change shall be made provided an

agreeable shift can be made in the schedule of another

employee and provided such other employee agrees to

work the shifted tour at the regular rate.

c. If the Company contacts an employee in connection

with a shift of his/her tour and the employee agrees to

the shift, the shift shall not be considered to be made at

the request of the employee.

d. Employees who are normally scheduled for tours

ending after 7:00 P.M. will be scheduled for day tours

(comparable to day tours worked by other employees

in the work group) with starting times as near as

possible to the court convening time, (or their schedule

changed to such day tours) on the days they are to

serve as jurors or witnesses. This will not be

considered a shift of tours under 4.01E.

H. Flexible Scheduling Concepts.

1. The concepts listed in this section are designed to provide

a variety of flexible schedules. The provisions listed in

this section apply to all of the concepts, except as specified

in 3.03I, J, K, and L. It is mutually agreed that neither

party will support efforts to derive incidental or indirect

benefits not specifically addressed in the various flexible

concepts.

2. Eligibility:

The flexible concepts may be applied to regular or

temporary employees. It is recognized that these concepts

may not be applicable for all work groups. Where

utilized, the concept(s) will normally be offered to all

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eligible employees in the work group or administrative

work unit which for the purpose of these concepts is

defined as one or more supervisory groups of employees

in the same title and department who have a common

place of reporting and who perform essentially the same

type of work. However, there may be situations justifying

departure from this rule.

3. Implementation:

Prior to implementation of a flexible concept, agreement

must be reached between the local Union President and the

Director of the involved work group concerning specific

guidelines which fall within the general parameters for the

pertinent concept. These agreements must be concurred in

by the CWA State Representative and the Director - Labor

Relations prior to implementation. Disputes arising from

flexible scheduling concepts not resolved at the local level

may be discussed between the CWA State Representative

and the Director level of the business unit. Each party

reserves the right to discontinue use of a concept with at

least 30 days written notice. Disputes arising from

implementation or discontinuance not resolved at the local

or State Level will be referred to the Executive Level.

4. Scheduling Tours:

Tours will be scheduled in accordance with the provisions

of Article 3 and will incorporate any specific tour

requirements necessary for a certain concept. It is

recognized that certain conditions, such as attendance in

schools, may necessitate the temporary reverting to a

normal work schedule. It is not intended that the 30-day

notification rule apply in these cases, nor would this be

considered a change in schedule.

5. Absences:

Excused absences (paid home conditions, paid

miscellaneous time, paid Union absences, paid illness,

etc.) would be paid at the appropriate number of hours for

the scheduled day. Full weeks of benefits absence and

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leaves of absence would be calculated based on a normal

5-day schedule.

6. Overtime:

The overtime provisions outlined in Article 4 apply for

overtime worked in excess of the scheduled tour.

7. Differentials:

No evening or night differentials will be applicable for a

person on flexible scheduling concepts unless some or all

of the hours he/she works would have fallen within the

differential period of 7:00 p.m. to 7:00 a.m. had the person

not been on a flexible scheduling concept.

I. Four-Day Work Week - Provision allowing the scheduling of

a normal work week over 4 days.

1. Tour Hours:

For employees normally scheduled 40 hours per week,

each tour will be of 10 hours duration except as noted in 2

below. For those normally scheduled 37 1/2 hours per

week, the maximum tour length will be 9 1/2 hours and the

minimum tour length will be 9 hours. The length of a

session will not exceed 5 3/4 hours with one 15-minute

relief period assigned or allowed as near to the mid-point

of each session as practicable.

2. Holiday Week:

During a week with a specified holiday or Company

Designated Excused Work Day, the employee will be

scheduled 7 1/2 or 8 hours, as appropriate, on the holiday.

For the remainder of the hours, the Local President and

Director may mutually agree to allow the option of

reverting to a normal 5-day schedule or scheduling the

remaining hours over a 3-day period for any or all

employees on a 4-day week. In the latter case the 3 non-

holiday tours may be up to 11 hours duration.

3. Time Off:

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One week segments of vacation will be scheduled and paid

at either 37 1/2 or 40 hours per week as appropriate, based

on the employee's normal work week. Vacation days

taken in less than a full week segment, excused work days,

and optional holidays will be based upon the length of the

scheduled day and will be subtracted from the total hours

of annual time-off entitlement (See chart below). Where

there are insufficient hours remaining in any one category

(vacation, EWD or optional holiday) to equate to a full

tour, employees may combine hours from any of the three

categories up to the length of a full tour. As an exception,

a four-day work week employee excused on a Company

Designated Excused Work Day will be paid for the entire

day regardless of the remaining hours of paid EWD hours

to which he/she is entitled. It is not intended that an

employee would be forced to report to work in cases

where less than a session remains after the exhaustion of

vacation/EWD/optional holiday hours; however, if he/she

wishes to take the entire session or tour off, he/she would

be required to take non-paid time for the remaining hours

of the session/tour.

Paid

40 Hour Paid Unpaid Optional

Work Week Vacation EWD Holiday Total

Employees Hours Hours Hours Hours

1 Week Vacation ......... 40 ......... 32 ........ 8 ............. 32 ..............112

2 Weeks Vacation ....... 80 ......... 32 ........ 8 ............. 32 ..............152

3 Weeks Vacation ....... 120 ......... 32 ........ 8 ............. 32 ..............192

4 Weeks Vacation ....... 160 ......... 32 ........ 8 ............. 32 ..............232

5 Weeks Vacation ....... 200 ......... 32 ........ 8 ............. 32 ..............272

37.5 Hour

Work Week

Employees

1 Week Vacation ......... 37.5 ........ 30 ........ 7.5 .......... 30 ..............105

2 Weeks Vacation ....... 75 ........... 30 ........ 7.5 .......... 30 ..............142.5

3 Weeks Vacation ....... 112.5 ...... 30 ........ 7.5 .......... 30 ..............180

4 Weeks Vacation ....... 150 ......... 30 ........ 7.5 .......... 30 ..............217.5

5 Weeks Vacation ....... 187.5 ...... 30 ........ 7.5 .......... 30 ..............255

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4. Differential:

With the exception of differentials described under

3.03H7, the payment of evening and night differentials

shall be based upon tours which fall wholly or partly

within the period from 8:00 p.m. to 6:00 a.m. (For the job

titles listed in Paragraph 3.07, evening and night

differentials will not be paid for any tour with an ending

time earlier than 8:00 p.m.)

J. Flexible Time Scheduling - Provisions allowing flexibility in

starting or ending times for tours.

1. Eligibility:

Occasional employees are excluded.

2. Implementation:

This concept does not require concurrence at the State

Level.

3. Tour Hours:

Certain hours will be designated as core hours during the

full range of hours which employees in a work group may

be required to cover. At least 60% of the group's normal

work day should be covered by the core hours. Each

employee will be required to be at work during the core

hours; however, he/she may vary his/her beginning and

ending times within the full range of hours in compliance

with scheduling guidelines. Once basic tours are chosen,

employees will be considered to be working these stated

scheduled hours, even if they are on flextime.

4. Overtime:

Call-outs which precede and connect to the basic schedule,

and connecting overtime which is required prior to the

start time of the basic schedule will be calculated based on

the basic schedule, not on the flexible start time which an

employee may have chosen. Connecting overtime

following the completion of the employee's tour will be

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calculated based on the hours actually worked, not on the

scheduled hours.

5. Reverting to a basic schedule:

Employees on Flexible Time Scheduling may be required

to revert to a basic schedule on a specified holiday.

K. Flexible Length Tour Scheduling - Provision which allows the

number of hours which presently constitute a normal work

week to be scheduled in various length tours over either 4 or 5

days.

1. Tour Hours:

There must be a minimum of 1 hour's difference between

the shortest and longest tour for the week. No scheduled

tour may exceed 10 hours nor be less than 1/2 the length of

a normal tour under a 5-day schedule. A tour must be

comprised of two sessions with a minimum length of 2

hours and a maximum of 5 hours. Relief periods will be

allowed as near the mid-point of the session as practicable.

For tours of 6.5 hours or less, one 30-minute relief will be

allowed as near the mid-point of the session as practicable.

2. Time Off:

The provisions of 3.03I3 will also apply to Flexible Length

Tour Scheduling.

3. Holiday Week:

During a week with a specified holiday or Company

Designated Excused Work Day, all employees will revert

to a normal (7 1/2 or 8 hour) length tour for that day.

L. 30-30-30 Concept - Provisions allowing the normal work day

to be broken into four parts, separated by three 30-minute

breaks.

1. Eligibility:

30-30-30 will normally be applied to employees working a

four-day work week; however, where mutually agreed, the

concept may be applied to 5-day work week employees.

Where implemented, 30-30-30 will be offered to all

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members of the affected group unless otherwise agreed

upon by the Local President and Director. Employees will

be allowed to choose individually whether they wish to be

placed on 30-30-30 or a traditional schedule.

2. Tour Hours:

For the purpose of this concept, a session is considered to

be 2 of the 4 parts of the tour, separated by the second 30-

minute break. In determining the handling of relief and

meal periods, the first 15 minutes of the first break will be

considered the first relief period; the last 15 minutes of the

last break will be considered the second relief period; all

the break time between these 2 relief periods will be

considered the meal period.

3.04 Assignment of Tours Other Than Open-End Scheduling.

A. For all forces, other than employees scheduled in accordance

with 3.06 where employees in the work group are not

scheduled identical tours or sessions, the following principles

and general procedures for the selection of tours will govern

with the following exceptions:

1. In work groups of 3 or less employees, the Company is not

required to post the list described in "B2a" and "B2b"

below.

2. An employee assigned to a work group to relieve an absent

employee will work the tour assigned to the absent

employee.

3. In the Business Office where an employee is temporarily

assigned to a work group other than his/her own during a

peak load period, his/her regular lunch period may be

changed to meet service requirements during such

temporary assignment.

4. In the Network Department, the provisions of 3.04B7 will

apply for tours on Sunday or holidays although separate

schedules are not used.

B. In conformity with Article 13, the following procedures shall

be followed in the assigning of tours:

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1. Employees will have the privilege of exercising seniority

in preference for choice of tours in accordance with their

seniority dates posted on the seniority list, and the

Company will assign tours as chosen insofar as service

requirements will permit.

2. Not more than 4 weeks prior to the specified effective date

of a new basic week day schedule (Monday through

Friday or Monday through Saturday, as appropriate) or in

the reassignment of an existing basic schedule, the

Company will concurrently post:

a. A copy of the schedule (or a notice) indicating the

starting and ending time of tours, together with the

starting and ending time of each session and the

number of each group of tours.

Example--

Schedule Tours

Number

of Tours

8:00 A.M. to 12:00 Noon-

12:30 P.M. to 4:00 P.M.

6

8:15 A.M. to 12:15 P.M.-

1:00 P.M. to 4:30 P.M.

4

9:30 A.M. to 1:00 P.M.-

5:00 P.M. to 9:00 P.M.

3

3:00 P.M. to 7:00 P.M.-

8:00 P.M. to 11:00 P.M.

3

The posting shall also show the effective date of the

new schedule and the date (not earlier than 3 days

following the date of posting) on which the Company

will begin contacting employees as provided under "3"

below.

b. A list for each work group indicating the seniority date

of each employee as of the effective date of the new

schedule. For employees who will have their service

bridged in accordance with 1.27A prior to or on the

effective date of the new schedule, the seniority date to

be indicated will be the new seniority date arrived at

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by such bridging of seniority. No change shall be

made in the seniority date shown on the list for an

employee after his/her new seniority date has been

passed in the assignment of tours. For the purpose of

this section, employees temporarily assigned to a

different work group in the same exchange/WRA will

be considered as members of their regular group.

Employees with "Acting" titles in work groups other

than those in which they regularly work will be

included on the seniority list for the work group in

which the "Acting" title is held, unless it is expected

that the employees will return to their regular work

group on or before the effective date of the new

schedule.

c. Where it is known prior to contacting for choice of

tours that employees are to enter the work group under

the provisions of Article 7 on or after the effective date

of the new schedule, such employees will be listed on

the seniority list referred to in "b" above and contacted

for choice of tours under the provisions of "3" below.

3. The Company will make a reasonable effort to contact

employees on the seniority list in the order listed for the

purpose of obtaining preferences for choice of tours except

for the following: employees on vacation, employees

absent from the town of their residence and employees on

leave of absence. Since such contacts and the assignment

to basic tours or to the relief force will be made in the

order of seniority in accordance with the list referred to in

"2b" above, the time consumed in attempting to contact

each employee will be necessarily limited. Accordingly, it

is contemplated that employees will express in advance

assignments they prefer if they will not be readily

available for such contact. Changes shall not be made in

any assignment after an assignment is made to the next

person on the list.

a. Employees on vacation, employees on leave of

absence who are expected to return on or before the

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effective date of schedule, employees absent from the

town of their residence, and employees whom the

Company was unsuccessful in its efforts to contact,

unless they have expressed in advance a preference for

a different available tour or an assignment to the relief

force, shall be given assignments identical with their

present assignments, if available. Employees who

have not expressed a preference for an available tour,

and for whom an identical assignment is not available,

shall be assigned a tour of the same general type (MA,

ME, A, etc.) with the nearest ending time to the ending

time of their present assignment, or if a tour of the

same general type is not available then a tour of a

different type with the nearest ending time to the

ending time of their present assignment.

b. Employees on leave of absence who are expected to

return on or before the effective date of the schedule

who did not work during the present schedule and have

not expressed a preference for choice of an available

assignment on the new schedule shall be assigned any

available tour or to the relief force.

c. Employees who are assigned to the relief force under

this Section may exercise their seniority in preference

for choice of tours to be worked by the relief force. If

preferred tours are not available, they shall be assigned

tours of the same general type with an ending time

nearest the ending time of the preferred tour. If tours

of the same general type are not available, they shall

be assigned tours of a different type with the ending

time nearest the ending time of the preferred tour.

4. After one or more employees with less seniority have been

assigned, employees shall be placed on the seniority list

described in "B2b" above immediately following the last

employee who was assigned and shall have the next

preference for choice of the assignments, upon any of the

following conditions:

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a. Employees on leave of absence who were not

expected to return before the effective date of the

schedule.

b. Employees reporting into the work group for duty

by transfer, engagement, re-engagement, etc.

c. Where it becomes known during the contacting for

choice of tours that employees are to enter the work

group under the provisions of Article 7 on or after

the effective date of the new schedule.

5. Employees who enter the work group or who return to

work (except those returning from vacation or benefits)

after all employees on the seniority list have been assigned

shall have no seniority for preference in choice of

assignments on this schedule. However, employees

(except those re-entering by transfer or re-engagement)

who have been given an assignment on the new schedule,

who return to the work group during the period the

schedule is in effect, shall continue on such assignments

for the duration of the schedule.

a. Where employees enter the work group under the

provisions of Article 7 after all assignments have been

made, such employees shall exercise full seniority for

choice of tours in the relief force and on separate

schedules.

b. Employees mentioned in "5" above, who are

considered as having no seniority for choice of

assignments, will have no seniority for this purpose;

but, where there are 2 or more such employees in the

work group, they shall be afforded an opportunity to

exercise seniority among themselves in preference for

choice of assignments on the weekly work schedule.

6. Employees having their service bridged after the effective

date of the new schedule, thus entitling them to additional

seniority, shall have the opportunity to express preference

for choice of tours at the next time all employees within

the group have an opportunity to express this preference.

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Until that time the old service date will determine seniority

for choice of tours.

7. Where separate schedules are used for Saturday and/or

Sunday, Holidays, Christmas Eve, New Year's Eve, and on

days observed locally as holidays (which affect work

loads, but are not observed as Company holidays), the

following procedures shall be followed:

a. Concurrently with the posting of the basic schedule,

the Company shall also post copies of separate

Saturday schedules, if any, and Sunday schedules (or

notices as illustrated in "2a" above).

1) When changes are made in separate Saturday

and/or Sunday schedules, the Company will post

the new separate schedule (or a notice) by not later

than Monday of the second week preceding the

week in which the new schedule becomes

effective.

2) When separate holiday schedules or other separate

schedules (as referred to above) are to be used, the

Company will post a copy of the schedule (or

notice) by not later than Monday of the fourth

week preceding the week in which the schedule

involved becomes effective. However, the rotation

of holiday work, as provided under 3.02B, is to be

applied only on holidays observed as authorized

Company holidays.

b. Employees shall have the same seniority for

preferences for choice of tours on separate schedules

as they have for preference for choice of tours on the

basic schedule. Where such separate schedules are

used, employees who have different preferences for

choice of tours for work on such schedules shall

express a preference for choice of tours to be worked

on such schedules at the same time they express a

preference for choice of tours on the basic schedule.

For employees who do not express a different

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preference for choice of tours to be worked on such

schedules, their preferences for choice of tours on the

basic schedule shall be considered to be their

preference for choice of tours on such separate

schedules.

c. Preferences for choice of tours shall continue in effect

for the duration of the basic schedule unless changed

as provided in "d" below. Employees who are to be

assigned to work on Sundays or holidays, under the

provisions of 3.02B shall be assigned, in accordance

with their seniority, tours of their preference (or the

nearest available tours as described in "3a" above),

insofar as service requirements permit. Employees

who express preferences for choice of tours under "d"

below shall be assigned tours of their preference, if

available, or the nearest available tour, in the order of

seniority, among all those employees who are to be

assigned to work on the day or days involved.

d. Employees who wish to change their preferences for

choice of tours on separate Saturday and/or Sunday

schedules shall notify their supervisor of their

preferences for choice of such tours by not later than

noon Monday preceding the Thursday on which the

work schedule involved will be posted. Employees

who wish to change their preferences for choice of

tours on other separate schedules shall notify their

supervisor of their preference for choice of such tours

by not later than noon Monday of the third week

preceding the week in which the other separate

schedule is to be worked. Such changes in preferences

for choice of tours should specify that the change is for

a particular day or for such separate schedules during

the remainder of the basic schedule.

8. Notwithstanding any other provisions of this Article and

3.02, employees entering or returning to the work group

who have not been given work assignments in the current

weekly work schedule may be assigned any available tours

Article

34

until the assignments on the next posted weekly work

schedule are effective.

3.05 Force Movement - Operator Services Department (Operating

Room Employees).

A. The term "force group" as used herein applies to a group of

Operating Room employees who may exercise their seniority

for choice of tours on the same basic schedule and who report

to the same Manager-Operator Services. Any reference to a

"work group" in the Working Agreement shall be considered

as applying to a "force group" insofar as Operating Room

Forces are concerned.

B. Employees may submit requests in writing to their Manager-

Operator Services for reassignment to another force group

under the same Manager-Operator Services or to another force

group in a different Manager-Operator Services Unit at the

same place of reporting. Such requests will be valid for a

period of 6 months.

C. Requests, in order to be actively considered, must meet the

following conditions and limitations:

1. The employee has been a member of his/her present force

group for at least 6 months.

2. The employee feels such reassignment will permit him/her

to better exercise his/her seniority for choice of tours in the

new force group.

3. Service requirements will permit the release of the

employee from the present force group.

4. The services of the employee can be utilized in the other

force group.

5. The employee has been trained and is presently qualified

to perform the work of the other force group.

D. Requests which meet the conditions and limitations of "C"

above shall be granted in the order of seniority among all

employees having a valid request in, and, insofar as

practicable, such reassignments shall be made effective as of

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35

the effective date of the next basic schedule for the force

group in which the employees are to be reassigned.

1. Employees who are to be reassigned to another force

group as of the effective date of the new basic schedule

shall be included in the order of their seniority on the

posted seniority list for such force group prior to the date

on which the Company begins contacting employees for

choice of tours, even though they will not be reassigned

until the effective date of the new schedule.

2. Employees reassigned to another force group shall have

the same seniority for choice of tours on separate

schedules as they have for choice of tours on the basic

schedule.

E. Employees entering a force group by reassignment at their

request who have not completed their vacation for the

vacation year shall make a selection from any of the

remaining available vacation periods, if service requirements

do not permit them to take the periods previously selected.

F. Employees who request reassignment from one force group to

another at the same place of reporting who are not reassigned

because of their failure to meet the conditions of "C5" above

will be placed on a training list and shall remain on this list

until reassignment is made or the expiration of the 6 months

period, whichever comes first.

1. While the Company does not cross-train solely to provide

more desirable tours, cross-training for such employees

may, nevertheless, be appropriate. Insofar as service

requirements permit, such employees will be given

training in the order of seniority before other employees

are given training on the work involved.

G. During periods of light traffic, such as night, Saturday,

Sunday and Holidays, one or more force groups or Manager-

Operator Services Units may be assigned to handle the work

which would otherwise be handled by other force groups

and/or Manager-Operator Services Units.

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36

H. Ordinarily, a Manager-Operator Services Unit should consist

of one force group for Operators. However, where there are

multi-services provided within a Manager-Operator Services

Unit and one force group is not practicable separate force

groups (with separate schedules, seniority lists, and relief

forces) may be used, provided each force group handles the

work assigned to it without regularly relieving Operators in

other force groups.

I. When reassignments are to be made at the instance of the

Company, consideration shall be given to the wishes of the

employees insofar as service requirements permit.

3.06 Assignment of Tours - Open-End Scheduling Procedures will

apply for the following:

 Operating Room Forces of Operator Services,

 Centralized Repair Centers,

 Service Evaluation Forces,

 Service Representatives (not applicable for CPE),

 Sales Associate,

 Sales Consultant,

 Collections Representatives,

 and any other administrative work unit as may be agreed to by

the Company and the Union at the local level and concurred in

at a higher level.

A. In conformity with Article 13, the following procedures will

be followed in the assigning of tours in 3.06 above.

1. Where separate schedules are used for Christmas Eve,

New Year's Eve, and on days observed locally as holidays,

the Company will post a copy of the hours of operations

by no later than Monday of the third week preceding the

week in which the schedule involved becomes effective

2. Employees will express their preferences for tours by

completing and signing a "Choice of Hours" form and

submitting it to the immediate supervisor or designated

representative. Four separate preferences will be shown as

follows: Weekday, Saturday, Sunday, and holidays.

Employees will be assigned in accordance with their

0

37

seniority tours for which they have expressed a preference,

or, if such tours are not available, another tour of the same

type, for Operating Room Forces only, tours (as specified

in Table A of 3.07) or, if not available, a tour of a different

type with an ending time nearest the ending time of the

stated choice insofar as service requirements permit.

Preferences recorded on this form will remain in effect

until they are changed by the employee as provided below.

a. Weekday, Saturday or Sunday Schedules -- Any

employee may change his/her preference for choice of

hours for Weekday, Saturday or Sunday Schedules by

submitting a revised "Choice of Hours" form by not

later than Tuesday noon of the third week preceding

the week he/she desires the change to be effective.

b. Holiday Schedules -- Any employee may change

his/her preference for choice of hours on holiday

schedules by submitting a revised "Choice of Hours"

form by not later than noon Tuesday of the third week

preceding the week in which the holiday schedule is to

be worked.

3. Employees entering the work group (returns from leaves,

transfers-in, instances where seniority has bridged, etc.)

will, upon their entry, be inserted in the seniority list at the

point their seniority dates indicate they should be placed.

These employees will have the opportunity to exercise

their seniority for choice of tours on the next posted

weekly work schedule in accordance with the provisions

of "2a" and "2b" above.

a. For Operating Room Forces, Clerks and Service

Assistants who are assigned to work as Operators will

be placed on the seniority list below all Operators.

b. Regardless of any other provisions of this Article,

employees entering or returning to the work group who

have not been given work assignments in the current

weekly work schedule may be assigned any available

tours until the assignments on the next posted weekly

Article

38

work schedule are effective in accordance with the

provisions of "2a" and "2b" above.

4. During periods of lower call volume, such as night,

Saturday, Sunday and Holidays, one or more units or

Manager-Operator Services Units may be assigned to

handle the work which would otherwise be handled by

other units and/or Manager-Operator Services Units.

5. Ordinarily, a Manager-Operator Services Unit should

consist of one force group for Operators. However, where

there are multi-services provided within a Manager-

Operator Services Unit and one force group is not

practicable, separate force groups (with separate

schedules, seniority lists and relief forces) may be used,

provided each force group handles the work assigned to it

without regularly relieving Operators in other force

groups.

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39

3.07 Arrangement of Tours.

The length and arrangement of tours shall be as shown below:

TABLE A

EVENING AND NIGHT DIFFERENTIALS, TOUR LENGTHS AND ENDING TIMES FOR

THE FOLLOWING JOB TITLES

Operator Service Assistant

Type of Tour

M/E

M/ES

A/E

A/ES

E/NS

*N

**M/A

Number of

Work Hours

7 1/2

7

7 1/2

7

6 1/2

6

7 1/2

7:15 PM

$4.50

_____

$4.50

_____

7:30 PM

$4.50

_____

$4.50

_____

7:45 PM

$4.50

_____

$4.50

_____

8:00 PM

$4.50

_____

$4.50

_____

8:15 PM

$5.25

_____

$5.25

_____

8:30 PM

$6.00

_____

$6.00

_____

8:45 PM

$6.00

_____

$6.00

_____

9:00 PM

$6.00

_____

$6.75

_____

9:15 PM

$6.00

_____

$6.75

_____

9:30 PM

$6.00

_____

$6.75

_____

9:45 PM

_____

$7.50

$8.25

_____

10:00 PM

_____

$7.50

$9.75

_____

10:15 PM

_____

$7.50

____

$8.25

_____

10:30 PM

_____

$7.50

____

$8.25

_____

10:45 PM

_____

$7.50

____

$8.25

_____

11:00 PM

_____

$7.50

____

$8.25

_____

11:15 PM

_____

____

$9.00

_____

11:30 PM

_____

____

$9.75

_____

11:45 PM

_____

____

$9.75

_____

12:00 MID

_____

____

$9.75

_____

12:15 AM

_____

____

_____

$6.75

_____

12:30 AM

_____

____

_____

$6.75

_____

12:45 AM

_____

____

_____

$6.75

_____

1:00 AM

_____

____

_____

$6.75

_____

1:15 AM

_____

____

_____

$6.75

_____

1:30 AM

_____

____

_____

$6.75

_____

* Night - Differential of $15.00 per week for tour starting at 10:00 PM or later and ending prior to

or at 7:00 AM.

**Morning/Afternoon - No differential except for tours beginning prior to 7:00 AM for which

differential of $4.50 is applicable.

KEY: M/E - Morning Evening A/ES - Afternoon Evening Short

M/ES - Morning Evening Short E/NS - Evening Night Short

A/E - Afternoon Evening N - Night

M/A - Morning Afternoon

40

TABLE B

TOUR LENGTHS FOR ALL EMPLOYEES OTHER THAN

THOSE COVERED BY THE PROVISIONS OF TABLE A ABOVE

8-Hour Tours

Employees Paid on Wage Scales:

5, 6*, 8, 12, 14, 16#, 20, 24, 25, 26, 28, 30, 31 and 32.

# Network Translations Assistants and

Customer Service Assistants only.

* Protected Wire Technicians only.

7 1/2-Hour Tours

Employees Paid on Wage Scales:

2, 3, 4, 7, 10, 14, 16&, 18, 20@, 19, 21, 22, 23, 27, 27L, 32* and 36.

* Circuit Layout Assigners.

@ Provisioning Specialist only.

& Except Network Translations Assistants

and Customer Service Assistants.

3.08 Relief Periods.

A. Employees in an inside environment shall be granted a 15

minute relief period with pay during each session. Such relief

periods shall be assigned or allowed as near the mid-point of

the session as feasible or practicable, but in no event shall they

be assigned to start less than one hour from the beginning or

end of each session unless a service emergency develops.

1. In case of Operating Room Forces of Operator Services

working the Afternoon-Evening Short (6-1/2 hours) and

the Evening-Night Short (6 hour) tours, one 30 minute

relief period shall be assigned as near the mid-point of the

tour as practicable instead of the two 15 minute periods.

The above language will be met if the 30 minute relief for

6-1/2 hour tours begins no earlier than 2-1/2 hours from

the start of the tour and ends no later than 2-1/2 hours

from the end of the tour. For the 6-hour tours the 30

minute relief should begin no earlier than 2-1/4 hours

41

from the start of the tour and end no later than 2-1/4 hours

from the end of the tour.

B. All other employees shall be allowed appropriate relief

treatment which shall be one period of 15 minutes during each

session worked. The Company shall have the right to

designate the time or hours during which any employee or

group of employees may take such relief period. It is not the

intent of the parties that the practices of the Company in the

matter of granting relief periods shall be changed except in

those instances where an employee or group of employees

abuse or take improper advantage of rights under this Section.

C. In cases of overtime connecting work, as defined in 1.04,

when an employee requests time off for a meal period such

request will be granted, without pay, if practicable in view of

the nature or expected duration of the overtime work.

When an employee works at least the equivalent of a session,

he/she will be granted a relief period, as described in “B”

above, with pay.

ARTICLE 4

PAY AND BASIS OF COMPENSATION

4.01 Pay for Work on a Week Day (Other than an Authorized

Holiday).

A. Employees working on a week day shall be paid at the regular

rate for all scheduled time worked, except as otherwise

provided in this section.

B. Employees working on a week day shall be paid at the

overtime rate for all non-scheduled time worked and for

scheduled time worked under the provisions of 3.03B3 except

as otherwise provided in "D" below. Employees working a

part tour of less than one-half a normal tour (including

connecting time worked if any) on a week day when the

weekly work schedule is in excess of the equivalent of 5

42

normal tours shall be paid as if such work were a call-out.

When work on a week day is a "call-out" as defined in 1.03,

employees shall be paid at the overtime rate, subject to the

following:

1. A minimum of 2 hours pay at the overtime rate if the call-

out starts at or after 7:00 A.M. and before 7:00 P.M.

2. A minimum of 3 hours pay at the overtime rate if the call-

out starts at or after 7:00 P.M. and before 7:00 A.M.

3. A minimum of 3 hours pay at the overtime rate for

employees working tours ending at 8:00 P.M. or later if

the call-out starts at or after 7:00 A.M. and before 7:00

P.M. the following day.

4. A minimum of 1 hour pay at the overtime rate if the call-

out is a remote and does not result in a job site visit.

C. Scheduled time worked on a week day which is in excess of

the equivalent of 5 normal tours worked during the calendar

week as referred to in "1" below will be paid at the overtime

rate except as otherwise provided in "D" below. (Also, see

3.03B3.)

1. Time worked on week days, Sundays, time worked and/or

excused on a holiday, optional holiday, vacations or paid

excused work days (other than time payable under "B" of

4.01, 4.02 and 4.04), and all Union time, up to the length

of a normal tour, shall be included in determining the

equivalent of 5 normal tours when computing weekly

overtime due under "C" above.

2. Optional holidays and paid excused work days must be

scheduled 3 weeks in advance in order to be included in

the equivalent of 5 normal tours.

3. Where a normal work week is scheduled over a four-day

period, the 5th, 6th and 7th days are considered premium

days.

D. Notwithstanding any other provisions of this Section,

employees will be paid at the double time rate for all time

43

worked in excess of 49 hours of work time in a calendar week.

In computing these hours, only time actually worked will be

counted, except that excused time on an observed holiday

which is considered as time worked under "C" above and 4

hours due under 4.06B5, shall also be counted in computing

the hours of work time. An Optional Holiday will not count

as time worked towards 49 hours when scheduled in a week

with a specified holiday. Furthermore, no more than one

Optional Holiday will count as time worked towards

computing 49 hours worked in a week.

E. When scheduled hours are shifted by the Company, the new

scheduled time worked on week days within 48 hours after

notice of the shift but outside the previously posted schedule

shall be paid at the overtime rate except as otherwise provided

in "D" above.

F. Scheduled time worked on week days which falls within 12

hours (11 hours for Operating Room Forces) from the

scheduled end of the preceding tour shall be paid at the

overtime rate except as otherwise provided in "D" above.

1. An employee's exercise of his/her seniority for the choice

of tours or the change of a schedule at the request of any

employee does not obligate the Company to pay, under

"F" above, for time worked at the overtime or double time

rate.

G. When employees have worked 14 or more hours in the 24

hours immediately preceding the starting time of a scheduled

tour on a week day, time worked during such scheduled tour

equal to the time worked in excess of 13 hours during the

preceding 24 hours shall be paid for at the overtime rate

except as otherwise provided in "D" above.

H. When employees have worked on 13 or more consecutive

days (scheduled or non-scheduled), they shall be paid

beginning with the fourteenth day at the overtime rate or the

44

double time rate, as appropriate, for all scheduled time worked

on week days until the employees have been granted a day off.

I. Where a scheduled week day is shifted by the Company from

a work day to an off-day without 12 hours notice, employees

shall be paid on the new off-day for 2 hours at the overtime

rate.

J. Employees working on a week day falling on December 24 or

on December 31 shall be paid at the overtime rate for all time

worked after 7:00 P.M. except as otherwise provided in "D"

above.

K. Notwithstanding any provisions of this Agreement except

4.01F, 4.01H, and 4.01J, the overtime rate of pay shall not be

paid to part-time employees until they have worked in excess

of the length of a normal tour per day or 5 normal tours per

week (see 2.01B).

L. Occasional employees working on a week day shall be paid

the regular rate of pay except that overtime rate of pay shall be

paid for work in excess of the length of a normal tour per day

or 5 normal tours per week except as otherwise provided in

"D" above.

M. Where the weekly work schedule is the equivalent of 5 normal

tours and it includes a week day part tour of less than one-half

a normal tour, employees shall be paid (in addition to pay

under "A", "B", "C" and/or "D" above for the time worked) at

the regular rate for the difference in time, if any, obtained by

subtracting the scheduled time (and connecting time, if any)

worked from one-half the length of a normal tour.

4.02 Pay for Work on Sunday.

A. Employees, working on a Sunday, shall be paid at the Sunday

rate (1-1/2 times the basic hourly rate) for all time worked not

in excess of the length of a normal tour and shall also be paid

any applicable evening or night differentials.

45

B. Employees working on Sunday shall be paid at the overtime

rate for all time worked in excess of the length of a normal

tour.

C. When work on Sunday is a "call-out" as defined in 1.03,

employees shall be paid under "A" and "B" above, as

appropriate, at the rate applicable for the time worked with a

minimum of 2 hours pay if the call-out starts at or after 7:00

A.M. and before 7:00 P.M. and a minimum of 3 hours pay if

the call-out starts at or after 7:00 P.M. and before 7:00 A.M.

D. Where a scheduled Sunday is shifted by the Company from a

work day to an off-day without 12 hours notice, employees

shall be paid for 2 hours at the Sunday rate.

E. Where the weekly work schedule is the equivalent of 5 normal

tours and it includes a Sunday part tour of less than one-half a

normal tour, employees shall be paid (in addition to pay under

"A" above for the time worked) at the regular rate for the

difference in time, if any, obtained by subtracting the

scheduled time (and connecting time, if any) worked from

one-half the length of a normal tour.

F. Where the weekly work schedule is in excess of the equivalent

of 5 normal tours and it includes a Sunday part tour of less

than one-half a normal tour, employees working such part

tours shall be paid as if the hours were worked on a call-out

under "A", "B" and "C" above.

4.03 Pay for Authorized Holiday.

A. Employees other than those specified in "B" and "C" below

shall be paid a day's regular pay for an authorized holiday

irrespective of any payments under 4.04 for time worked on

the holiday, except as provided in "1", "2", "3" and "4" below.

1. Where the holiday is the sixth or seventh scheduled day as

computed under 4.01C, the employee will be paid a day's

pay at the overtime rate except as provided under 4.05B.

46

2. Where no work is performed on the holiday and the

scheduled and excused time on such holiday is in excess of

49 hours as computed under 4.01D, the employee will be

paid a day's pay at the double time rate (see 4.05B).

3. Absentees, meaning employees failing to report for

scheduled work on the holiday, or on the last scheduled

day preceding the holiday or the first scheduled day

following the holiday shall receive no pay for the holiday

unless such absences are excused.

4. Employees excused for any reason without pay for 30 days

or less and who perform no work during the calendar week

in which the holiday occurs shall not be eligible for pay

for the holiday except for absences during the first 7 days

resulting from sickness, absence for Union time, or when

the employee is absent as a result of acceptance of

Company initiated excused time.

5. Employees on leave shall not be eligible for pay for the

holiday if the leave begins before or terminates after the

holiday occurs in a particular week.

B. Part-time employees engaged or re-engaged on or after

January 1, 1981, shall be paid a holiday allowance at the

straight time rate for all authorized holidays whether they are

scheduled to work, scheduled and excused or not scheduled to

work. The holiday allowance paid shall be prorated based on

the relationship of the individual part-time employee's "part-

time equivalent work week" to the normal work week of a

comparable full-time employee in the same job title,

classification and work group.

C. Occasional employees working on the holiday shall be paid

under "A" or "A1" above for an authorized holiday

irrespective of any payments under 4.04 for time worked on

the holiday.

4.04 Pay for Work on Holiday.

A. Employees other than those specified in "H" below working

on a holiday not in excess of the length of a normal tour shall

47

be paid at the overtime rate except as otherwise provided in

this section.

1. Employees will be paid at the double time rate for time

worked on an observed holiday, not in excess of the length

of a normal tour, when such work time is in excess of 49

hours of work in the calendar week as computed under

4.01D.

2. Employees will be paid at the double time rate for time

worked on an observed holiday, not in excess of the length

of a normal tour, when such work time occurs on an

observed holiday falling on Friday or Saturday and is in

excess of 5 normal tours as determined in computing

weekly overtime in 4.01C.

B. Employees working on a holiday shall be paid at 2-1/2 times

the basic rate for all time worked in excess of the length of a

normal tour.

C. When work on a holiday is a "call-out" as defined in 1.03,

employees shall be paid under "A", "B" and "D" of this

section, as appropriate, at the rate applicable for the time

worked with a minimum of 2 hours pay at the overtime rate if

the call-out starts at or after 7:00 A.M. and before 7:00 P.M.

and a minimum of 3 hours pay at the overtime rate if the call-

out starts at or after 7:00 P.M. and before 7:00 A.M.

D. Where the weekly work schedule is the equivalent of 5 normal

tours and it includes a holiday part tour of less than 1/2 a

normal tour, employees shall be paid (in addition to pay under

"A" above for the time worked) at the regular rate for the

difference in time, if any, obtained by subtracting the

scheduled time (and connecting time, if any) worked from 1/2

the length of a normal tour.

E. Where the weekly work schedule is in excess of the equivalent

of 5 normal tours and it includes a holiday part tour of less

than 1/2 a normal tour, employees working such part tours

48

shall be paid as if the hours were worked on a call-out under

"A", "B" and "C" above.

F. Where a scheduled holiday is shifted by the Company from a

work day to an off-day without 12 hours notice, employees

shall be paid on the holiday for 2 hours at the overtime rate

unless paid under 4.03A1 or A2.

G. Pay under this section is in addition to pay under 4.03.

H. Part-time employees engaged or re-engaged on or after

January 1, 1981.

1. If such a part-time employee is scheduled and works on a

holiday, in addition to the holiday allowance, the

employee will be paid straight time for all hours worked

not in excess of an equivalent full time tour for a

comparable full-time employee. Payment to a part-time

employee for hours worked in excess of an equivalent

normal daily tour or work week for a comparable full-time

employee shall be at the overtime rate or double time rate,

as appropriate.

2. If an employee works less than his/her scheduled hours,

he/she shall be paid the holiday allowance plus pay for

only those hours worked at the applicable rate as outlined

above.

3. If an employee is not scheduled to work on the holiday

and is assigned to work, in addition to the holiday

allowance, he/she shall be paid straight time for all hours

worked within the equivalent full-time tour for a

comparable full-time employee. Payment to a part-time

employee for hours worked in excess of an equivalent

normal daily tour or work week for a comparable full-time

employee shall be at the overtime rate or double time rate,

as appropriate.

4.05 Non-Compounding of Overtime.

A. Notwithstanding any other provisions of this Agreement,

employees shall not be paid for work on Sundays, week days,

49

or holidays at any rate in excess of the overtime rate except to

meet holiday pay requirements under 4.04B, double time

requirements under either 4.01D, 4.03A2 or 4.04A, or where

necessary to meet minimum pay requirements as stated in

4.01B, 4.01J, 4.02C, 4.02D and 4.04C.

B. When an employee is paid at the double time rate for time

worked within the length of a normal tour on a holiday, the

holiday pay, equal to the time worked that is paid at the

double time rate, will be paid at the regular rate irrespective of

the provisions of 4.03A1.

4.06 Equalization of Premium Pay Work Opportunity. (CPE see

Customer Markets Addendum)

A. Opportunity for premium pay work shall be equalized insofar

as practicable within each work group.

1. Insofar as practicable, overtime shall be assigned to

employees who desire it.

2. In connection with the Union's review of an alleged

grievance, the Company will furnish the record of

premium pay hours worked by employees within the work

group involved.

B. The allocation of non-scheduled non-connecting overtime for:

(overtime for any titles listed in 4.06B utilized in Consumer

Services, Finance, Operator Services, and Small Business

Services is governed by overtime language contained in

Appendix C, Part IX) Circuit Layout Assigner, Collections

Representative, Customer Service Assistant, Communications

Technician, Digital Technician, Dispatch Assistant, Electronic

Technician, Facilities Assignment Specialist, Facility

Technician, Frame Attendant, Line Translations Specialist,

Maintenance Administrator, Material Service Coordinator,

Network Attendant, Operator, Outside Plant Technician,

Processor Technician, Provisioning Specialist, Repair Service

Attendant, Sales Associate, Sales Consultant, Service

Representative, Services Technician, Switching Equipment

50

Technician, Systems Specialist Technician, Systems

Technician and Testing Technician will be on the following

basis:

1. At 11:00 A.M. on the Friday following the close of each

payroll period an overtime report will be posted by each

employee's supervisor and made available to others who

participate in the allocation of overtime. This list will be

used for any overtime assignments made after the 11:00

A.M. posting that are to be worked during the 2-week

period beginning at midnight on the Saturday following its

posting. A separate report will be prepared for each work

unit and will list the employees in order of the number of

overtime hours worked during the report period. The

overtime hours will include non-scheduled hours worked

and scheduled weekly overtime hours worked.

a. The overtime report will show for each employee,

his/her name and the cumulative total of overtime

hours worked during the elapsed portion of a 12-week

period. The 12-week period will begin on the first day

of a payroll period and conclude at the end of the

twelfth week (sixth payroll period). Such 12-week

periods will run consecutively. At the start of each 12-

week period the overtime report will begin anew.

Employees entering a new work unit (either

temporarily or permanently) will be credited with an

average of the cumulative hours accrued by the

members of that work unit as shown on the current

overtime report.

1) If 2 or more employees in the work unit worked the

same number of overtime hours, such employees

will be grouped and listed in inverse order of their

seniority.

2) Overtime hours worked during the work day at a

temporary location will be recorded on the

overtime report for the temporary location as well

as the home location.

51

3) Employees who do not desire overtime must notify

their supervisors in writing. This notification will

be indicated by an asterisk on the report and will

remain in effect until canceled in writing. The

initial notification and the subsequent cancellation

must be received at least one week prior to the

posting of the overtime report.

4) For situations where there are not enough qualified

volunteers, the general manager or their designee

and the Local President will meet to discuss

alternatives before forcing overtime.

2. Non-scheduled, non-connecting overtime will be offered

to available qualified employees in the work unit,

excluding those who do not desire overtime, in the inverse

order of overtime hours worked during the previous

period. In work units where a stand-by technician has

been designated as described in 4.06B8, the stand-by

technician(s) will be contacted prior to any other

employees on the overtime list.

3. When an employee declines, after being offered a non-

scheduled, non-connecting overtime assignment, the next

qualified employee on the overtime report, omitting those

who do not desire overtime, will be contacted. This

procedure will be followed until someone accepts or all

available qualified employees in the unit have been

contacted and offered the assignment. Should all available

qualified employees in the unit decline, the overtime will

be assigned to the employee lowest in seniority and

qualified, including those who do not desire overtime,

unless the employee has a valid personal reason for not

accepting the assignment or unless the employee has

already worked 12 hours of overtime in the current week.

Network Operations employees will be assigned no more

than 10 hours of overtime in a calendar week during 4

months in a calendar year or no more than 12 hours in a

52

calendar week during 8 months in a calendar year. The

level of assigned overtime for each month shall be at the

sole discretion of the Company. Months with equal levels

of assigned overtime need not be contiguous.

4. When all available qualified employees in a given unit are

needed to perform non-scheduled, non-connecting

overtime work, such employees, including those who do

not desire overtime, will be so advised when they are

initially contacted. In this event they will be expected to

accept the overtime assignment unless they have a valid

personal reason for declining.

5. When a supervisor fails to offer non-scheduled, non-

connecting overtime to available qualified employees in

the inverse order listed on the report and offers the

assignment to another employee or employees, the by-

passed available qualified employees will be paid a

penalty of 4 hours pay at the overtime rate. This penalty

pay will be due only if the employee was available and

qualified, but was not offered the call-out. The number of

employees who are due penalty pay under this section will

not exceed the number of employees who erroneously

worked the overtime assignment. Penalty payments due

under this section are to be reported the next work day

following the date the employee, or the Union, and the

supervisor agree that penalty pay is due the by-passed

employee. Such penalty pay hours will not be included in

determining the equivalent of 5 normal tours in computing

weekly overtime.

6. Under this procedure an employee may be offered non-

scheduled, non-connecting overtime without regard to

his/her position on the overtime report if he/she has been

working on such assignment to the extent that it could be

completed in an economical manner.

7. Employees who are on vacation for one or more full weeks

will be considered as unavailable beginning with Sunday

of the first week and ending with Saturday of the last

53

week. Employees who are on vacation for less than a

week will be considered as unavailable on the day(s) they

are on vacation.

8. Stand-by technicians (CPE see Customer Markets

Addendum) will be available after normal hours or on

non-scheduled days to respond within one hour to a call

from the duty supervisor and will be available for contact

via telephone or pager at all times during his/her period of

duty.

a. Provided there are enough qualified volunteers, the

Company may designate one or more stand-by

technicians within a work unit. Designations will be

rotated in seniority order among volunteers.

b. If there are not enough qualified volunteers, the Senior

Director and Local President will meet in an attempt to

resolve this issue.

c. Stand-by technicians may be assigned for periods of

duty as follows:

- one-day coverage (holidays only)

- weekend coverage (2 days - Saturday and Sunday)

- extended weekend coverage (3 days - Friday,

Saturday and Sunday)

- 5-day coverage (Monday - Friday)

- a full week coverage (7 days - Monday - Sunday)

Designation as stand-by technician may be made for

periods not to exceed one week before being rotated to

the next available technician. Upon agreement with

the Local President(s) and Director, the stand-by

technician coverage may be expanded beyond his/her

work unit area.

d. The Company will give the participants and Local

President 14 days advance notice prior to

54

discontinuing the stand-by technician in a work unit.

Employees who desire to be removed from the stand-

by technician duties will give written notice 14 days

prior to being removed from the list.

Any employee who subsequently wants to be placed

on the stand-by technician list should notify his/her

immediate supervisor and will be placed at the end of

the rotation list. The stand-by technician(s) will be the

first called for non-connecting, non-scheduled

overtime assignments except in cases of full-day call-

outs.

e. When more than one stand-by technician is designated

in a work unit, the call-out assignments will be rotated

among the designees for that period. Pay provisions

for a stand-by technician on call are as follows:

1) 1 hour’s pay per day at the overtime rate for a

scheduled work day.

2) 2 1/2 hours’ pay per day at the overtime rate for an

unscheduled work day.

f. Regular call-out payment provisions will apply in

addition to “e” above.

C. Allocation of connecting overtime for employees described in

4.06B will be on the following basis:

1. Connecting overtime will be offered, insofar as

practicable, to qualified employees in the work unit in the

inverse order of appearance on the overtime report

described in 4.06B1 omitting those who do not desire

overtime.

a. The Company will give employees as much notice as

practicable when connecting overtime will be required

on any given day.

b. Employees having valid personal reasons for not

working overtime on a particular day should notify

their supervisor as far in advance as practicable.

55

c. When all available qualified employees, including

those who do not desire overtime, in a given unit are

needed to perform connecting overtime work, such

employees will be so advised when they are initially

contacted. In this event they will be expected to accept

the overtime assignment unless they have a valid

personal reason for declining.

2. The Company will not be required to reassign a work

assignment in progress at the end of the employee's tour

because of his/her position on the overtime report.

3. If all available (on duty) qualified employees decline the

offered overtime, it will be assigned to the employee

lowest in seniority and qualified on the overtime report

including those who do not desire overtime unless there is

a valid personal reason for not accepting the assignment or

unless the employee has already worked 12 hours of

overtime in the current week. Network Operations

employees will be assigned no more than 10 hours of

overtime in a calendar week during 4 months in a calendar

year or no more than 12 hours in a calendar week during 8

months in a calendar year. The level of assigned overtime

for each month shall be at the sole discretion of the

Company. Months with equal levels of assigned overtime

need not be contiguous.

4. The penalty pay provision specified in 4.06B5 will not be

applicable, as such, in the resolution of disputes which

may arise as to the allocation of connecting overtime.

D. Scheduled overtime in excess of 5 tours per week for

employees described in 4.06B (4 tours for employees on 4-day

work week schedules) will be allocated to qualified available

employees in the inverse order of appearance on the overtime

report in effect.

E. When an employee in one of the titles listed in 4.06B has

worked 12 hours of overtime in a week he/she will have the

56

right to refuse further overtime without giving a reason except

when long term service difficulties exist or when substantial

service interruptions occur. Network Operations employees

will be assigned no more than 10 hours of overtime in a

calendar week during 4 months in a calendar year or no more

than 12 hours in a calendar week during 8 months in a

calendar year. The level of assigned overtime for each month

shall be at the sole discretion of the Company. Months with

equal levels of assigned overtime need not be contiguous. The

parties recognize that service difficulties for an extended

period may develop from time to time during which

suspension of the above overtime limitations would be

appropriate. In the event such service difficulties develop, the

Company and the Union will meet to discuss the problem and

determine how to best deal with the situation.

F. Insofar as practicable, the Company will give 2 hours notice

prior to assigning connecting overtime.

G. Nothing in this procedure will require the Company to offer a

new overtime assignment to an employee who has already

worked 15 hours of overtime in the current week.

H. All employees have the option of either time off or overtime

payments when the employee works overtime. (For CPE see

Customer Markets Addendum)

1. The option to take compensatory time off will be

voluntary on the part of the employee and must be agreed

to by the employee's supervisor and will be granted in

accordance with 5.07F.

2. Compensatory time off must be taken in the same payroll

period in which the overtime occurred.

3. Compensatory time off may only be taken for overtime

hours worked at the 1 1/2 times rate. Such compensatory

time off will be granted at the rate of 1 1/2 hours for each

hour of overtime worked.

57

4. For all employees, overtime hours worked and taken as

compensatory time off will be considered overtime hours

worked.

5. There is no intent to change the way overtime is offered.

4.07 Differential Payments.

A. Employees shall be paid, in addition to their basic rates,

differentials for working tours which fall wholly or partly

within the period 7:00 P.M. to 7:00 A.M., in accordance with

Table "A" of 3.07 and "B", "C", "D", "E" and "F" below, as

appropriate, except, the total number of differentials to be paid

for any work between 7:00 P.M. and the following 7:00 A.M.

shall not exceed 2.

B. All employees, except those who work in Operator Services

and are covered by the provisions of Table A of 3.07, will be

paid differentials for those tours which fall wholly or partially

within the period 7:00 P.M. to 7:00 A.M. in the amount of

10% of their basic wage rate.

C. Where connecting overtime work (see 1.04) extends into a

period for which evening or night differentials are payable,

compensation for that day shall include a differential payment

in the amount of 10% of the basic daily wage rate except that

no such differential will be payable for time worked between

the hours of 7:00 P.M. and 8:00 P.M.

D. Where overtime of 4 or more hours duration is worked which

does not connect with a scheduled tour, and any part of the

overtime is between the hours of 7:00 P.M. and 7:00 A.M.,

compensation for that day shall include the proper proportion

of the applicable differential payment.

E. Only one evening or night differential shall be paid for work

performed between 7:00 P.M. and the following 7:00 A.M.

except in cases where an employee has earned such a

differential under "C" or "D" above and starts his/her next

scheduled work prior to 7:00 A.M.

58

F. When an Operator Services employee is temporarily assigned

to work on a job on a different wage scale performing duties

other than those in Operator Services and works a normal tour

for the job to which he/she is loaned, such employee shall be

paid applicable evening and night differentials in the amount

of 10% of his/her basic rate.

G. Any employee, except Service Assistants and employees

designated as Working Leader, directed by the Company to

assist in the training of a group of employees will be paid, in

addition to his/her basic rate, differentials for tours so worked

in accordance with the following:

1. Basic Conditions:

a. Operators leaving their switchboard work to assist in

the training of one or more Operators will be regarded

as performing the duties of coach, and for such periods

as they are so engaged will be entitled to receive the

differential set forth in "2" below.

b. An Operator who handles regular duty at his/her

switchboard position and, in addition, gives assistance

and directions to an Operator in training in an adjacent

position (the Operators' telephone sets of the 2

positions being bridged) will receive the differential

set forth in "2" below. When an Operator in training is

"plugged in" with another Operator for listening

purposes only, and the other Operator is not called on

to make explanations or render any assistance to the

Operator in training, the other Operator is not entitled

to the differential.

c. A Service Representative who assists in the training of

another Service Representative or Communications

Assistant who assists in the training of another

Communications Assistant, in the manner described in

"b" above for Operators, will receive the differential

set forth in "2" below.

59

d. Employees paid on Wage Scales 10, 12, 14, 16 and 18

who are designated by the Company to train another

employee to qualify for a work assignment, as

differentiated from answering questions about his/her

work or explaining his/her work duties as a matter of

information, will receive the differential set forth in

"2" below.

e. Employees paid on Wage Scales 30, 31 and 32 who

are designated by the Company to give initial training

to a newly appointed employee who has not received

formal training will be paid a differential, as set forth

in "2" below, for not more than 10 tours or 20 sessions

for each employee so trained.

f. Except as limited by 4.07G, an employee who assists

in the training of a group of employees will receive the

differential set forth in "2" below.

2. Employees who perform training work will be paid a

differential of $4.00 per session for any session in which

more than one hour of such work is performed.

H. Supervisory-Relief Differentials.

1. Rate of Differential. When an employee is designated by

the Company to relieve a management employee or to

perform supervisory work, he/she shall be paid a

supervisory relief differential of 10% above his/her basic

hourly rate of pay for such time worked provided he/she

performs such work for 2 or more hours during the

calendar week.

2. "Acting" Titles. When an employee is designated to

perform temporarily the supervisory duties of a first line or

higher supervisor and that designation is expected to run

for a period of longer than 5 weeks, he/she shall be

reclassified temporarily to the title of "Acting" for the

supervisor being relieved. If an employee has been

relieving a supervisor on a differential payment basis for a

60

period of 5 weeks he/she shall be reclassified to the title of

"Acting" if the relieving assignment is expected to

continue for 5 or more additional weeks. Upon the end of

an "Acting" designation, the employee shall receive the

rate of pay to which his/her wage length of service entitles

him/her on the job that he/she thereafter performs.

I. Working on Higher-Rated Job

1. An employee working temporarily on a higher-rated job

classification within the bargaining unit shall receive a

differential of 10% above his/her basic hourly rate of pay

for such time worked provided he/she performs such work

for 2 or more hours during the calendar week. (See 2.06

for wage computation.) Differentials are limited to those

instances in which an employee is substituting in a job

carrying a higher top basic weekly rate than the job on

which the substituting employee normally works except

that an employee in formal training for work on a higher-

rated job classification within the bargaining unit but who

has not been promoted to the higher-rated job

classification shall receive differential payment during the

period of such training (see 13.03A1).

2. In no event shall the basic pay of the employee

substituting in a higher-rated job plus differentials under

"1" above be more for a calendar week than his/her wage

experience credit entitles him/her to receive when applied

to the higher wage scale for the job on which he/she is

temporarily working.

3. When an employee is designated temporarily to work full

time on a higher-rated job classification within the

bargaining unit and that designation is expected to run for

a period of longer than 4 weeks, he/she shall be

reclassified temporarily to the title of "Acting" in the

higher-rated job classification and paid in accordance with

2.06. If an employee has been working on a differential

payment basis for a period of 4 weeks, he/she shall be

reclassified to the title of "Acting" if the relieving

61

assignment is expected to continue for 3 or more

additional weeks. Upon the end of such designation, the

employee shall receive the rate of pay to which his/her

wage length of service entitles him/her on the job that

he/she thereafter performs.

J. Central City Differential. An employee whose designated

place of reporting on a particular day is within one of the

specified areas as described in "4" below, will be paid a

Central City Differential for each day he/she works as follows:

1. An employee will be paid a Central City Differential of

$1.00 for each day he/she works after reporting to a

qualified location, except that an employee who only

works 1/2 the length of a normal tour or less will be paid

50¢.

2. Not more than one daily differential of $1.00 will be paid

to an employee on any one day.

3. The Central City Differential will enter into computations

of overtime pay required under the terms of the Fair Labor

Standards Act but will not be part of the basic rate for any

other purpose nor enter into the computations of any

payments under the "short-term disability program", the

"AT&T Pension Benefit Plan", or any other fringe benefits

or differentials.

4. Central City Differential Areas.

The specific designated areas within which employees will

receive the Central City Differential for each day they are

assigned to, and report for work therein, are described as

follows:

a. Atlanta, Georgia

Eastern Boundary

Beginning at a point where Cumberland Road

intercepts Fulton County line. South following line to

I-20.

62

Southern Boundary

West on I-20 to Cherokee Avenue, South on Cherokee

Avenue to Georgia Avenue, West on Georgia Avenue

into Ralph David Abernathy Boulevard to CSX

Railroad.

Western Boundary

North on CSX Railroad to Bankhead Highway, East on

Bankhead into Northside Drive, North on Northside

Drive to Norfolk Southern Railroad.

Northern Boundary

Northeast on Norfolk Southern Railroad to Peachtree

Road, South on Peachtree to Beverly Road, East on

Beverly Road to Montgomery Ferry Road to Monroe

Drive, Southeast on Monroe Drive to Cumberland

Road, East on Cumberland Road to the County line,

the point of beginning.

b. Birmingham, Alabama

Eastern Boundary

Beginning at the intersection of 10th Avenue North

and 41st Street North, then South on 41st Street to 3rd

Avenue South.

Southern Boundary

Beginning at the intersection of 41st Street and 3rd

Avenue South, West on 3rd Avenue South to 14th

Street.

Western Boundary

Beginning at the intersection of 3rd Avenue South and

14th Street, North on 14th Street to 1st Avenue North,

then West on 1st Avenue North to 11th Street, then

North on 11th Street to 8th Avenue North.

63

Northern Boundary

Beginning at the intersection of 11th Street and 8th

Avenue North, East on 8th Avenue to 19th Street, then

North on 19th Street to 11th Avenue North, then East

on 11th Avenue North to 26th Street, then North to

12th Avenue North, then East on 12th Avenue North to

Vanderbilt Road then South on Vanderbilt Road to

10th Avenue North, then East on 10th Avenue North to

41st Street.

c. Miami, Florida

Eastern Boundary

Beginning at a point where the city limits (N.E. 87th

Street) meets Biscayne Bay, South following Biscayne

Bay shoreline to S.E. 8th Street (Tamiami Trail).

Southern Boundary

West on S.E. 8th Street (Tamiami Trail) and S.W. 8th

Street to S.W. 22nd Avenue.

Western Boundary

North on S.W. 22nd Avenue and N.W. 22nd Avenue

to N.W. 36th Street, East on N.W. 36th Street to I-95,

North on I-95 to city limits.

Northern Boundary

Follow city limits Northeast to Biscayne Bay, the point

of beginning.

d. New Orleans, Louisiana

Southern Boundary

Beginning at the intersection of the Pontchartrain

Expressway and the bank of the Mississippi River,

West along the Pontchartrain Expressway to

Annunciation Street, then South on Annunciation

Street to Melpomene Avenue, then Northwest on

64

Melpomene Avenue into Martin Luther King

Boulevard to Claiborne Avenue.

Western Boundary

Beginning at the intersection of Martin Luther King

Boulevard and Claiborne Avenue, Northeast on

Claiborne Avenue to Iberville.

Northern Boundary

Beginning at the intersection of Claiborne Avenue and

Iberville, Southeast on Iberville to Rampart Street,

then Northeast on Rampart Street to St. Ann, then

Southeast on St. Ann to the Mississippi River.

Eastern Boundary

Beginning at the intersection of St. Ann and the

Mississippi River, South along the bank of the

Mississippi River to Pontchartrain Expressway.

K. Basic Differentials.

Network Assistants on Wage Scale 14 and Network

Translations Assistants on Wage Scale 16 whose length of

tours is 8 hours will be paid differentials of 5% of their basic

wage rates for scheduled hours worked not in excess of 40

(scheduled) hours per week.

These basic differentials will not be a part of the basic wage

rate for any purpose, will not enter into computation of

overtime pay required under the terms of the Fair Labor

Standards Act, nor will they enter into the computations of

any payments under the "short-term disability program", the

"AT&T Pension Benefit Plan," or any other fringe benefits or

differentials.

L. Working Leader Differential.

Any employee performing duties as outlined in 1.39 will, be

paid $12.00 per week above the appropriate wage scale.

M. Employees who meet reasonable threshold requirements for

multilingual positions, and who have been assigned/selected to

65

work in a position for which these threshold requirements are

required, will be paid $3.00 per session for any session

worked in a designated multilingual position.

4.08 Payroll Periods and Paycheck Deliveries.

A. Employees in all departments will be carried on bi-weekly

payrolls. There will be two (2) methods of paycheck and/or

stub delivery to employees:

1. An employee may be paid by direct deposit to a checking

or savings account at any financial institution that is a

member of the U.S. Federal Reserve Automated

Clearinghouse System. The paycheck stub will be made

available to the employee in the most efficient manner

possible. Payday will be on Friday following the close of

each payroll period. Funds will be made available in the

employee’s account on Friday following the close of a

payroll.

2. An employee not electing to participate in direct deposit

will receive his/her paycheck by U.S. mail addressed to

his/her home address. The paycheck will be mailed 2-3

business days prior to the payday.

B. Lump sum payments will be handled via normal paycheck

delivery process.

ARTICLE 5

HOLIDAYS, EXCUSED WORK DAYS AND VACATIONS

5.01 Authorized Holidays

A. Ten holidays shall be authorized (6 specific holidays and 4

Optional Holidays) as follows:

1. Specified Holidays:

NEW YEAR'S DAY LABOR DAY

MEMORIAL DAY THANKSGIVING DAY

(Last Monday in May) CHRISTMAS DAY

INDEPENDENCE DAY

66

2. Optional Holidays: (CPE and Large Business see

Customer Markets Addendum, DSG see Network

Addendum)

Any day other than those specified in "1" above such as,

but not limited to, Washington's Birthday, Good Friday,

Veteran's Day, Martin Luther King's Birthday, employee's

birthday, religious holidays or days of remembrance, etc.,

may be selected as an Optional Holiday. Where some

other holiday has special local significance (such as Mardi

Gras Day at New Orleans, LA), that day may be

substituted for one of the four optional holidays if locally

desired.

a. Employees shall designate 4 optional days as being

their additional holidays. An Optional Holiday may be

scheduled in a week with a specified holiday.

Employees who have not made such designation by

December 31st shall observe Washington's Birthday

(third Monday in February), Good Friday, Veteran's

Day (November 11) and the employee's birthday as

appropriate.

b. Employees hired or recalled from layoff who have not

previously worked in the calendar year are entitled to

Optional Holidays in accordance with the following

schedule:

From

To

# of Days Eligible

January 1

March 31

4 days

April 1

June 30

3 days

July 1

September 30

2 days

October 1

November 15

1 day

November 16

December 31

0 days*

*Except for an Optional Holiday that has been

determined to be a day of local significance, those

hired or recalled from layoff after November 15 are not

67

eligible for optional holidays in the current calendar

year.

c. Employees who are transferred into a work group

where an Optional Holiday has been determined to be

a day of local significance, and who have previously

used all of their Optional Holidays will be excused and

paid for the determined day.

d. Employees who are transferred into a work group

where an Optional Holiday has been determined to be

a day of local significance, and who have remaining

Optional Holidays will be required to use one of their

remaining Optional Holidays as the determined day.

e. Employees who leave the service of the Company,

either pension eligible who retire and/or Article 7.01C,

and who have a remaining Company designated

optional holiday shall have the option to take the day

off or be granted pay in lieu of such Company

designated optional holiday as he/she was otherwise

entitled to receive during the remainder of the current

calendar year.

B. Holiday schedules under "Al" above shall be rotated in

accordance with 3.02B.

1. Optional Holidays under "A2a" above shall, insofar as

service requirements permit, be scheduled and excused in

the order of seniority among those employees who

originally designated such day as their Optional Holiday.

2. Optional Holidays may be changed at the request of an

employee. Such changed Optional Holidays shall, insofar

as service requirements permit, be scheduled and excused

in the order of seniority among those employees who have

requested a change in Optional Holidays after the

provisions of "B1" have been complied with.

3. Employees who are scheduled and excused and/or who

work on an Optional Holiday shall be paid in accordance

68

with 4.03 and 4.04 as appropriate. Such Optional

Holidays shall be treated the same as specified holidays

under other provisions of the Agreement.

5.02 Holidays Falling on Sunday.

When a specified holiday falls on Sunday, the following Monday

shall be recognized and observed as the holiday.

5.03 Holidays Falling on Saturday.

As to employees not normally subject to Saturday scheduling, if

the holiday falls on Saturday the preceding Friday will be

observed.

5.04 Holidays within Vacation Period.

When an authorized holiday falls within an employee's vacation

period, an additional day of vacation shall be provided and

selected in accordance with 5.07B.

5.05 Excused Work Days. (Flexible Excused Time for Large

Business see Customer Markets Addendum; for DSG see Network

Addendum)

A. Eligibility. Each Temporary or Regular employee who has at

least 6 months of seniority on January 1 of any given year will

be eligible for 4 Excused Work Days with pay and one

Excused Work Day without pay during such year. Employees

who do not work on their paid Excused Work Day will be

paid for the day as if for a day worked provided they are on

the active payroll of the Company on that scheduled Excused

Work Day.

69

1. Employees returning from an authorized leave or recalled

from lay-off who have not previously worked in the

calendar year will be entitled to Excused Work Days in

accordance with the following schedule:

Return Date

EWD Equivalent

January thru February

5 days (4 paid & 1 unpaid)

March thru April

4 days (paid)

May thru June

3 days (paid)

July thru August

2 days (paid)

September thru October

1 day (paid)

November thru December

0

B. Part-time employees, regardless of classification, shall be

eligible for Excused Work Days on a prorata basis based upon

the ratio of any such part-time employee's equivalent work

week to the normal work week of a comparable full-time

employee.

C. One paid Excused Work Day in each calendar year may be

designated by the Company (except for CPE) for employees in

a work group or in any larger group provided the employees in

such groups would not be scheduled to work. Employees

(except Occasional employees) in any such group for which

an Excused Work Day is designated by the Company and who

are not otherwise eligible for a paid Excused Work Day shall

be excused and paid for such designated day provided they are

on the active payroll of the Company on the designated

Excused Work Day.

1. Employees who are transferred into a work group where

an Excused Work Day has been designated by the

Company and who have previously used all of their paid

Excused Work Days will be excused and paid for such

designated days.

70

D. Employees who are absent with pay on their paid Excused

Work Day for reasons other than observing it as an Excused

Work Day shall have their paid Excused Work Day

rescheduled if a vacation day would have been rescheduled

under the same circumstances.

E. If an employee agrees to work on his/her paid Excused Work

Day or is assigned to work on a Company designated Excused

Work Day in accordance with 3.02B, and the Company

determines that the day cannot be rescheduled, he/she shall be

paid as applicable in accordance with the following

subparagraphs:

1. An employee who agrees to work on his/her Excused

Work Day or has been notified that he/she will be required

to work on a Company designated Excused Work Day

before the work schedule becomes fixed shall receive one

day's pay as set forth in "A" above in lieu of the paid

Excused Work Day and shall, in addition, be paid in

accordance with the provisions of this Agreement covering

work on a scheduled day of work.

2. An employee who agrees to work on his/her Excused

Work Day or has been notified that he/she will be required

to work on a Company designated Excused Work Day

after the work schedule becomes fixed shall receive one

day's pay as set forth in "A" above in lieu of the paid

Excused Work Day and shall, in addition, be paid in

accordance with the provisions of this Agreement covering

work on a non-scheduled day.

3. Time worked by an employee on his/her paid Excused

Work Day shall be considered time worked on a regularly

scheduled day of work for all purposes except as is

otherwise expressly provided in this Article.

F. Time worked on a paid Excused Work Day, up to the length

of a normal tour, shall be included in determining the

equivalent of 5 normal tours when computing weekly

overtime due under 4.01.

71

G. Excused Work Days are not cumulative and may not be

carried over by an employee from one calendar year to

another except as provided in 5.12. An employee shall not be

granted pay in lieu of his/her Excused Work Days except as

stated in "E1" and "E2" above.

H. Flexible Excused Work Day (FEWD). (Flexible Excused

Time for Large Business see Customer Markets Addendum,

for DSG see Network Addendum)

1. Employee may designate and schedule three EWDs to be

used flexibly.

2. The EWD may be divided into increments with a

minimum of one hour for any increment.

3. An increment may be taken at any time during the

vacation schedule period up to and including the actual

scheduled EWD provided his supervisor is notified before

the beginning of the tour and not more than 25% of the

work group has already been granted time off. In the

event more than 25% of the work group is scheduled off,

then the time may be granted consistent with the needs of

the business.

Such time should not be taken on Mondays, except for

emergencies unless the needs of the business will allow

otherwise.

4. The time may be taken based on the employee's personal

need to take the time.

5. If there is unused time available on the day of the so-

scheduled EWD, the employee must take the remaining

time on the scheduled day. The flexible EWD may be

rescheduled to any remaining available time at the request

of the employee provided no portion of the flexible EWD

time has been used.

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5.06 Vacations.

A. Eligibility. Employees shall accrue vacation with pay during

each calendar year as follows:

1. One week of vacation to employees after completion of 6

months of seniority.

2. Two weeks of vacation to employees after completion of

12 months of seniority. If seniority of 6 months and 12

months are both attained in the same calendar year, only 2

weeks of vacation shall accrue with the first week to be

taken anytime after completion of 6 months of service and

the second week only after completion of 12 months of

service.

a. In instances in which an employee becomes eligible

for a vacation week under "1" or "2" above on or after

December 1, such vacation week may at the

Company's option be scheduled and taken in the

following calendar year provided it is completed prior

to April 1.

3. Two weeks vacation to employees who will complete 2 or

more years of seniority within the calendar year in which

the vacation is accrued.

4. Three weeks vacation to employees who will complete 7

or more years of seniority within the calendar year in

which the vacation is accrued.

5. Four weeks vacation to employees who will complete 15

or more years of seniority within the calendar year in

which the vacation is accrued.

6. Five weeks vacation to employees who will complete 25

or more years of seniority within the calendar year in

which the vacation is accrued.

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5.07 Scheduling Vacations, Optional Holidays, Days in lieu of

Holidays which Occur During a Scheduled Vacation Week

and Excused Work Days

A. Insofar as service requirements permit, vacations, Optional

Holidays, days in lieu of holidays which occur during a

scheduled vacation week and Excused Work Days may be

taken at any time during the calendar year with as many

vacation periods being made available during the desirable

periods of the year as is consistent with service requirements.

Not later than October 15th of the preceding year, the

Company shall post a statement showing the available periods

within which these days may be taken for the following year.

B. Not earlier than November 1st the Company will make a

reasonable effort to contact employees, in the order of their

seniority, so that they may choose a vacation period, Optional

Holidays, days in lieu of holidays which occur during a

scheduled vacation week and Excused Work Days from those

available except that an employee will not be permitted to

select more than 4 weeks during the months of June through

September.

1. Employees who will not be readily available between

November 1st and December 15 may express their

preference for choices in advance of being contacted, and

if available, their choices will be assigned as chosen in

accordance with seniority, insofar as service requirements

permit.

2. Employees shall select in the priority herein set forth in

seniority order and the selections will be granted insofar as

service requirements permit.

3. Employees not making a selection at the time of contact,

employees not expressing advance choices, employees

whose advance choice is not available, and employees

whom the Company was unable to contact after a

reasonable effort to do so shall be passed over but shall

74

have the right to make a selection from the remaining

available vacation periods in accordance with their

seniority at any subsequent time prior to December 15.

4. For an employee electing to take his/her vacation in

segments, he/she shall be entitled to exercise preference

for only one segment until all other employees who have

expressed preference for his/her vacation or the first

segment has been assigned or has been passed over

because their preference was not available.

a. A segment of vacation is a continuous period of

vacation (in full week increments beginning with

Sunday of the first week and ending with Saturday of

the last week) with no work time between the

beginning and end of such vacation period.

1) When work group size allows, the employee will

not be scheduled to work the Saturday preceding a

segment of vacation or the Sunday following a

segment of vacation.

b. If the last day of the year falls on any day other than a

Sunday, the week in which it falls will be considered

as if the entire week were in the calendar year under

selection. All vacation days taken during this segment

will be from among those vacation days to which the

employee is entitled during the calendar year under

selection. Furthermore, the vacation day to be selected

in lieu of the New Year's Day holiday will be

rescheduled under "5" below.

5. After all vacations have been selected, a canvass will be

made in seniority order for the selection of Excused Work

Days (paid and non-paid), Optional Holidays and days in

lieu of holidays which occur during a scheduled vacation

week. Such scheduling will immediately follow the

scheduling of vacation weeks and will be completed by

December 15. This time will be chosen in seniority order

within each vacation group with employees choosing all

75

such time off at one time even though the days selected

may not be consecutive.

a. In the scheduling of Excused Work Days, Optional

Holidays, and days in lieu of holidays occurring during

scheduled vacation weeks, the Company shall

designate the days available and the number of

employees to be off at any time during the calendar

year under selection. These days will be designated in

the same manner as the posting of vacation selection.

b. No restrictions will be imposed on the number of

employees who may select any specific day as an

Optional Holiday. However, if an employee selects a

day on which no days are available on the lists, the

provisions of 5.07D will not apply and the Company

will honor these requests in seniority order as service

requirements permit. Employees who choose an

"unavailable" day as an Optional Holiday and who

subsequently must be scheduled to work due to service

requirements will be paid in accordance with 5.01B3.

c. If an employee selects an Optional Holiday on a date

which is still available on the schedule, the provisions

of 5.07D will be applicable.

6. Employees who have not made a vacation selection by

December 15th, may select from the remaining available

periods insofar as service requirements permit.

7. During the selection period an employee who has made a

selection will not be allowed to change that selection.

Insofar as service requirements permit, an employee shall

be assigned the periods of his/her choice.

8. The "order of seniority" as used in this section shall be

determined by the employee's seniority on January 1 of the

vacation year.

9. After these time-off assignments have been completed a

list of such assignments shall be prepared and posted or

76

shall be otherwise available to employees throughout the

calendar year.

10. The Company will give consideration to a request of an

employee, based upon his/her impelling reasons, for a

period not included in the posting under "A" above.

11. In scheduling vacations, weeks in which a holiday falls

will be scheduled in the same manner as other weeks. Any

additional days of vacation due in accordance with 5.04

shall be chosen by the employee as outlined in 5.07B.

C. Vacations and other time off will be rescheduled during the

unexpired portion of the vacation year upon the request of any

employee.

1. Provided no replacement is required, vacation and other

time off shall be rescheduled upon the request of an

employee.

2. Where a replacement is required and an agreeable change

can be made with another employee, vacation periods and

other time off shall be rescheduled upon the request of an

employee. (Not applicable to CPE, DSG and Large

Business.)

3. If an employee is ill on the first day of any full week of

his/her vacation to the extent that he/she would be unable

to take his/her vacation or return to work, such vacation

shall be rescheduled upon his/her request in accordance

with "a" or "b" below. Such illness, however, must be

proven to the satisfaction of the Company and such proof

may include adequate medical evidence. Likewise, if an

employee experiences a death in his/her immediate family

(as defined in 6.04C) on the first day of any full week of

vacation, to include the preceding Saturday or Sunday, and

reports the death no later than Monday of such week, it too

shall be rescheduled at his/her request in accordance with

"a" or "b" below.

a. He/she may reschedule only the week in which he/she

is ill or the death occurs; or

77

b. He/she may reschedule the week in which he/she is ill

or the death occurs and all other full weeks that were

scheduled to be taken consecutively with that week.

4. When an employee is ill and notifies the supervisor before

his/her scheduled vacation day, Excused Work Day or

Optional Holiday, the day shall be rescheduled upon

his/her request provided the illness is proven to the

satisfaction of the Company. Such proof may include

adequate medical evidence.

D. Once vacations have been scheduled in accordance with "B2"

above, and other time off in accordance with "B5" above, they

shall not be changed at the initiative of the Company except as

provided for in 5.09A, 5.11, and in cases where service

requirements demand such changes or such changes will

obviate the layoff or separation of other employees.

E. It is not the intent of this article to require a shift in a vacation

schedule to accommodate an employee who is entering a work

group. If service requirements do not permit the employee to

take his/her vacation as originally scheduled, such employee

will select vacation from current available remaining periods.

An employee entering a work group at the instance of the

Company shall be permitted to take his/her originally

scheduled vacation, except as provided in 5.07D.

F. Subject to the needs of the business (service requirements),

time-off not scheduled under "B" above will be granted in

accordance with 5.07C. (For Large Business and CPE see

Customer Markets addendum for DSG see Network

Addendum)

1. Requests for time off will be submitted via a process

established by the Company (e.g. direct notice to

supervisor, toll free number, or via automated system).

The immediate supervisor, however, retains the

discretion to grant an employee’s request for time off

notwithstanding the process established.

78

Requests for time off will be granted on the basis of the

earliest submitted request. When multiple requests for a

future date are received in a 24-hour period (midnight to

midnight), requests will be granted on a seniority basis

from such requests.

2. Requests for time off will be granted in the following

order:

a. Originally scheduled Optional Holiday.

b. Vacations of a full segment.

c. All other periods of paid time.

d. Unpaid Excused Work Day requests.

e. Compensatory Time Off.

f. Unpaid departmental time (excused time).

G. A vacation shall not be changed to permit an employee to

receive sickness pay except as provided in 5.07C3 and 5.07C4

nor shall a vacation be changed to permit an employee to

receive vacation pay during a period of sickness except as

provided in 5.10.

5.08 Vacation Pay.

Vacation pay is basic pay plus evening and night differentials and

relieving differentials. Differentials, if any, to be included in

vacation pay will be those appropriate for the employee’s regular

tour.

5.09 Vacation Treatment to Employees Leaving the Service.

A. An employee who leaves the service before his/her vacation is

completed shall be granted pay in lieu of such vacation based

on the appropriate accrual schedule in "C" below.

1. Except as provided in "a" and "b" below, an employee

who is granted a leave of absence (other than a sickness

leave of absence) before his/her vacation is completed

shall be paid in lieu of such vacation based on the

appropriate accrual schedule in “C” below.

79

a. An employee who is granted a Union leave of absence

under 26.02 shall be paid in lieu of vacation based on

the appropriate accrual schedule in “C” below only for

such scheduled vacation which falls within the initial

leave period (this does not apply to a period covered

by an extension of leave). If such employee does not

return to work during the current calendar year, he/she

will lose his/her vacation or any remaining vacation

and pay, if any, for the year involved.

b. Employees granted an Anticipated Disability Leave

(ADL) will be given the option of:

1) Taking unused vacation prior to the effective date

of the ADL.

2) Receiving pay in lieu of remaining vacation at the

time of the commencement of the ADL based on

the appropriate accrual schedule in “C” below.

3) Rescheduling unused vacation upon return to work

from the ADL, providing the originally scheduled

vacation fell within the calendar year in which the

vacation was originally scheduled.

4) Taking the vacation as originally scheduled upon

return to work from the ADL.

2. An employee who leaves the service without completing 6

months of service or any employee who is dismissed for

misconduct as distinguished from inability or

unadaptability to perform properly the duties of the job is

not entitled to vacation pay. An employee who leaves the

service without completing 12 months of service is not

entitled to vacation pay for the second week of vacation

but shall receive pay in lieu based on the appropriate

accrual schedule in “C” below.

3. If an employee retires or is laid off before his/her vacation

is completed, payment in lieu of unused vacation as if

he/she had worked the entire calendar year shall be made

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to the employee. In case of death, this payment will be

made to the deceased employee's spouse, or if there is no

spouse, to the employee's estate.

B. An employee transferring to another BellSouth company

before his/her vacation is scheduled to begin shall receive

such vacation before transferring to the other company if such

transfer is arranged upon that basis. If the transfer is made

before the vacation is given, the company receiving the

employee on transfer will be so advised.

C. Except as provided otherwise, an employee who is leaving the

Company shall be paid in lieu of eligible vacation he/she has

accrued but not used in the calendar year based on the

following appropriate accrual schedule.

40 Hour Work Week Employees

Month

Employee

Annual Eligible Vacation Hours for 40 Hour Employees

(See Section 5.06 for number of eligible weeks)

Leaves

Company

Or Credited

Months

1 Week or

40 Hours

2 Weeks

or

80 Hours

3 Weeks

or

120

Hours

4 Weeks

or

160

Hours

5 Weeks

or

200

Hours

Number of "Earned" Current Year Vacation Hours

Jan. (1)

3

7

10

13

17

Feb. (2)

7

13

20

27

33

Mar. (3)

10

20

30

40

50

Apr. (4)

13

27

40

53

67

May (5)

17

33

50

67

83

Jun. (6)

20

40

60

80

100

Jul. (7)

23

47

70

93

117

Aug. (8)

27

53

80

107

133

Sep. (9)

30

60

90

120

150

Oct. (10)

33

67

100

133

167

Nov. (11)

37

73

110

147

183

Dec. (12)

40

80

120

160

200

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5.10 Vacation Treatment for Employees Returning to the Service,

Returning from Sickness, Transferring from Other

Companies.

A. An employee who resumes employment following a leave of

absence (other than a sickness leave of absence or an

Anticipated Disability Leave) and who has not previously

received his/her vacation for the year in which he/she resumes

employment shall be eligible to a vacation when he/she has

worked at least 13 weeks following his/her last paid vacation

or pay received in lieu of vacation.

37.5 Hour Work Week Employees

Month

Employee

Annual Eligible Vacation Hours for 37.5 Hour Employees

(See Section 5.06 for number of eligible weeks)

Leaves

Company

Or Credited

Months

1 Week or

37.5 Hours

2 Weeks

or

75 Hours

3 Weeks

or

112.5

Hours

4 Weeks

or

150

Hours

5 Weeks

or

187.5

Hours

Number of "Earned" Current Year Vacation Hours

Jan. (1)

3

6

9

13

16

Feb. (2)

6

13

19

25

31

Mar. (3)

9

19

28

38

47

Apr. (4)

13

25

38

50

63

May (5)

16

31

47

63

78

Jun. (6)

19

38

56

75

94

Jul. (7)

22

44

66

88

109

Aug. (8)

25

50

75

100

125

Sep. (9)

28

56

84

113

141

Oct. (10)

31

63

94

125

156

Nov. (11)

34

69

103

138

172

Dec. (12)

37.5

75

112.5

150

187.5

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B. An employee returning to work following a sickness absence,

a sickness leave of absence, an Anticipated Disability Leave

of Absence, or an employee resuming employment following

a pension status shall be eligible to any of his/her vacation not

previously taken during the current calendar year.

C. An employee transferring to this Company from another

BellSouth company who has completed 6 months or more of

seniority shall receive vacation, in accordance with 5.06, for

the current year from this Company covering that portion of

vacation which the employee did not receive from the other

company.

D. "A" and "B" above notwithstanding, any employee returning

to service in a temporary position shall be eligible to receive

vacation treatment to which entitled after having completed 3

months in the temporary assignment.

E. Employees recalled from layoff or rehired who have not

previously worked in the calendar year will be entitled

vacation in accordance with the following schedule:

1st quarter .......... 3/4 entitlement

2nd quarter .......... 1/2 entitlement

3rd quarter ........... 1/4 entitlement

4th quarter ........... none

F. Employees recalled from layoff, rehired or selected out of the

PARTNERSHIP Job Bank in the same calendar year they

were laid off, may buy back a prorated amount of vacation

days they were paid in lieu of. Employees will have three

days from the date of reporting to notify the Company of the

number of days they desire to buy back. Repayment will be

made in a lump sum within 60 days of reporting and before

any days can be taken. Repayment must also be made within

the same calendar year the employee reports. The amount of

vacation days eligible to be bought back will be prorated in

accordance with the following schedule based on the quarter

in which the employee reports to work:

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83

1st quarter ....... All of the days paid in lieu of

2nd quarter ...... 3/4 of the days paid in lieu of

3rd quarter ...... 1/2 of the days paid in lieu of

4th quarter ...... 1/4 of the days paid in lieu of

The prorated amount will be rounded down to the nearest

whole number to determine the number of days which may be

bought back. Such days will be scheduled in accordance with

5.07F.

5.11 Vacation Treatment to Sick Employees.

A. An employee with 6 months or more of seniority who is

granted a sickness leave of absence before his/her vacation is

completed shall be granted pay in lieu of such vacation as

he/she was otherwise entitled to receive during the remainder

of the current calendar year, except that an employee who has

not completed 12 months of seniority is not entitled to the

second week of such vacation until after the completion of 12

months of seniority.

B. An employee who returns to duty from sickness disability who

has not received all vacation scheduled during the period of

disability shall reschedule such vacation under the provision

of 5.07C during the remainder of the calendar year in which

the vacation was originally scheduled, subject to the

exceptions in 5.12.

5.12 Vacation and Other Time Off Limitations.

A. Vacations and other time off may only be carried over to the

following year as follows:

1. As provided under 5.06A2a.

2. A maximum of 5 days of eligible time off, excluding any

Flexible Excused Work Day (FEWD) time. (FET for Large

Business see Customer Markets Addendum, FET for DSG

see Network Addendum)

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3. Employees who have vacation scheduled during December

and become ill (Incidental Illness) during such vacation

may include the missed vacation days in the 5 days that

may be carried over into the following year, provided such

time can not be rescheduled during the remainder of

December, provided the employee has returned to work

status by December 31st of the vacation year.

B. Any vacation and other time off carried over to the following

year must be rescheduled in accordance with 5.07C after

January 1 with the selection to be completed by January 31 of

that year.

ARTICLE 6

ABSENCES FROM DUTY

6.01 Personal Leaves of Absence.

A. Leaves of absence without pay shall be granted for good cause

and for reasonable lengths of time provided service

requirements permit and further provided there is nothing in

the record of the employee requesting the leave which would

prevent his/her re-employment.

1. Notwithstanding "A" above, an employee of more than

one month of service who is sick and unable to resume

work after 7 calendar days of such sickness, or after the

expiration of sickness benefit payments when such

payments are made shall be granted a leave of absence for

a reasonable length of time unless eligible for coverage

under the Long Term Disability Plan.

2. Leaves of absence and reinstatements from anticipated

disabilities shall be handled in accordance with the

Anticipated Disability Program Agreement.

3. Employees granted leaves after sickness benefits have

been exhausted shall have none of the period of such

leaves included in computing their seniority.

0

85

4. Where leaves are granted to employees with less than 3

months seniority, none of the period of leave shall be

included in computing seniority.

5. Where leaves are granted to employees within 12 months

after returning from former leaves, none of the period of

such subsequent leave shall be included in computing

seniority.

6. In leaves granted under 26.01 and 26.02, subject to the

restriction contained therein, and those granted to

employees for training in the Armed Forces, the entire

period of absence shall be included in computing seniority.

In all other leaves, except those specified in "3", "4" and

"5" above, the first month only will be included in

computing seniority.

7. Leaves of absence for temporary employees shall not be

granted or extended beyond the period for which the

temporary employee was hired or in the case of employees

hired under Article 7, beyond the date of the technological

change.

B. A complaint that a leave of absence or reinstatement thereafter

was not granted in accordance with this section shall be

subject to the grievance provisions contained in Article 21 but

shall not be subject to arbitration.

C. The reinstatement rights of an employee returning at the

expiration of an authorized leave, other than from leaves

granted under the Anticipated Disability Program Agreement,

are as follows when such employee has experienced no

impairment which would render him/her unqualified to do the

work and has not been guilty of misconduct during the leave

which would have been proper cause for discharge.

1. The employee shall be reinstated in the same

exchange/WRA on the same or an equal job at which

he/she was working prior to the leave if work is available

in such exchange and on such job; or

86

2. In the event work is not available as described under "1"

above, the employee shall, upon his/her request, be

granted an extension of leave and during such extension

shall retain his/her reinstatement rights under this section

or until he/she is offered reinstatement under "1" above,

provided that the total time from the beginning of the leave

period to the end of the last extension shall not exceed 2

years; or

3. In the event work is not available in "1" above, or in the

event the employee does not elect to request an extension

of leave under "2" above, the employee shall be reinstated

in the same exchange/WRA on a lower-rated job than the

one on which he/she was working prior to the leave if

work is available in such exchange/WRA on such lower-

rated job; or

4. In the event work is not available as described in "3"

above, the employee shall be reinstated in any other

exchange/WRA where work is available on the same or an

equal job at which he/she was working prior to the leave.

5. If the employee requests reinstatement in any

exchange/WRA other than as described in "1", "3" and "4"

above he/she may be reinstated in that exchange/WRA on

the same job held prior to the leave or on an equal or

lower-rated job if he/she makes application in that

exchange/WRA and work is available in such

exchange/WRA and on such jobs.

D. The reinstatement rights of an employee who desires to return

from a leave before the expiration date of such leave shall be

as follows: If work is available in the exchange/WRA to

which he/she wishes to return on the same, an equal or a

lower-rated job and he/she has experienced no impairment

which would render him/her unable to perform the essential

functions of the job with or without a reasonable

accommodation and has not been guilty of misconduct during

the leave which would have been proper cause for discharge,

he/she may be reinstated. Consideration will be given his/her

0

87

request for such reinstatement before any new employees are

hired or temporary employees are reclassified to regular.

E. When an employee on an authorized leave is offered work for

a limited period and such work is accepted, the authorized

leave will be suspended. Such work shall not affect the

expiration date of the leave and does not affect the

reinstatement rights of the employee thus working nor any

other employee on leave.

1. Such a limited period shall not exceed 6 weeks for any

employee unless a longer period is agreed upon for any

particular situation by the Company and the Union at the

State Level.

2. The employee will again be on his/her authorized leave at

the termination of such assignment.

a. An employee who is working for a limited period

under a suspended leave shall, prior to its expiration

and upon his/her request, be granted any extension of

leave to which he/she is entitled upon the completion

of the period previously authorized.

b. If work during a suspension extends beyond the

expiration of the total leave limits and permanent

employment is not available, the employee will be

entitled to such termination pay as he/she would

otherwise receive at the expiration of the leave limits.

3. Prior agreement between the Company and the Union at

the Executive Level is required to suspend a leave for an

employee who went on leave from a title and within an

exchange/WRA which is to be affected by a technological

displacement.

F. Employees re-employed after authorized leaves shall exercise

their seniority in accordance with Article 13.

88

6.02 Sickness Payments Prior to Eligibility for Short Term

Disability. (Also see Appendix C, Part XI)

A. Payment for full or partial days scheduled but not worked due

to personal illness during the first seven (7) consecutive days

prior to eligibility for payments under short term disabilitywill

be paid on the following basis:

1. Employees hired prior to 8/9/2015

Completed

Seniority within the

calendar year

Unpaid

waiting period

Maximum

paid days in a

calendar year*

Prior to 3 years 2 5

3 years but less than 6 years

None

5

6 years but less than 11 years None 7

11 years but less than 25 years

None

10

25 years & over None None

* The maximum number of paid days may be converted to an

equivalent number of hours based on the employee’s normal

scheduled daily tour.

2. Employees hired on or after 8/9/2015

Completed

Seniority within the

calendar year

Unpaid

waiting period

Maximum

paid days in a

calendar year*

Prior to 3 years 2 5

3 years & over None 5

* The maximum number of paid days may be converted to an

equivalent number of hours based on the employee’s normal

scheduled daily tour.

3. Employees shall receive pay at the regular rate for

scheduled time not worked on the day they become sick or

return to work in accordance with 6.02A.

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4. Only one waiting period, as specified in "A" above shall

apply to absences on account of the same case of sickness

which begin in any 14 day period. Each such period shall

consist of 14 consecutive full calendar days and shall begin

with the day having the first unpaid session.

B. A part-time employee shall not be paid for absence due to

sickness not covered by short term disability unless such

absence due to sickness occurs on a day of the week on which

the employee is normally scheduled to work. Regular

employees who are on the active payroll of the Company as of

December 31, 1980, and who work part-time on or after

January 1, 1981 shall thereafter continue, during the current

term of employment, to receive payments for the benefits and

other items listed above on the same basis as was applicable to

a part-time employee on December 31, 1980.

6.03 Extended Absence Due to Illness.

Payments for absence due to illness beyond the first 7 consecutive

days are made in accordance with the AT&T Southeast Disability

Benefits Program.

6.04 Absences Excused with Pay.

A. In addition to other provisions of this Agreement calling for

absences with pay, employees shall be excused without loss of

regular pay for absences due to, and in conformity with, any of

the following:

1. Jury or witness duty. If reasonable notice is given to

his/her supervisor, an employee shall suffer no loss of

regular pay for the time necessarily consumed in the

performance of jury or witness duty, and no deduction

shall be made for any amount of monies received from

civil authorities.

2. Quarantine. Absence due to unavoidable quarantine by the

health authorities or a physician designated by the

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Company shall be subject to the same treatment as absence

due to personal illness provided under 6.02.

3. Deaths. If reasonable notice is given to his/her supervisor,

an employee shall suffer no loss of regular pay for a

reasonable amount of scheduled time lost on account of

death in the immediate family or household of such

employee.

4. Elections. If reasonable notice is given to his/her

supervisor, an employee shall suffer no loss of regular pay

for a reasonable amount of scheduled time lost on account

of service at the polls in connection with Federal, State,

Municipal, County or Parish elections. Once per year, an

employee may receive regular pay for up to one session

of a normal tour to attend election training if the training

is not provided outside the employee’s normal tour or is

not available online.

5. Voting. If reasonable notice is given to his/her supervisor,

an employee shall suffer no loss of regular pay for time

necessarily consumed in voting in any Federal, State,

Municipal, County or Parish elections.

B. Absences excused with pay other than those provided for in

6.04A may be permitted at the discretion of the employee's

immediate supervisor.

C. Immediate family within the meaning of 6.04 shall be defined

as consisting of wife, husband, daughter, son, mother, father,

brother, sister, grandmother, grandfather, spouse's

grandparents, mother-in-law, father-in-law, son-in-law,

daughter-in-law, sister-in-law, brother-in-law, grandchildren,

stepbrother, stepsister, stepchildren and stepparents.

D. Household of employee means persons who regularly make

their home with the employee as a part of the family.

6.05 Absence Payment Limitation.

No payment beyond 5 full days regular pay shall be made during

any calendar week because of absences from duty.

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6.06 Military Service.

A. The provisions of the Uniformed Services Employment and

Re-employment Rights Act of 1994, as now written and as it

may be amended, hereinafter referred to as the "Act", will

govern the obligations of the Company to grant employees

leaves of absence for military service. The Secretary of

Labor, the Office of Veterans Re-Employment Rights, Labor

Management Services Administration, has offices in major

cities with which contact may be made with respect to rights

under the Act.

B. The term Military Service includes active duty, active duty for

training, initial active duty for training and full-time national

guard duty with the Armed Forces of the United States.

C. Absence from the job to perform military service with the

Armed Forces will be categorized as follows:

1. Military absences less than 31 Days - Granted to

employees who are members of a federally recognized

Component of any branch of the Armed Forces, who are

called out for a training period normally not to exceed 2

weeks or for active emergency service not in excess of 30

days. (If emergency extends beyond one month, a

Personal Leave will be granted.) Requests to be excused

for military training or duty involving absence of more

than two weeks in one year will be considered

individually.

2. Military Leaves of Absence - Granted to an employee

entering "active duty", as described in "B" above, covering

the period from the date of entry through the date of

discharge.

a. Military Leaves of Absence will be granted to regular

and temporary employees. For the purposes of this

section, temporary employees will include all

temporary employees within the meaning of this

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Agreement except those who leave a "temporary

position" within the meaning of the Act.

b. Employees who at the expiration of their military

leaves of absence are requested to remain on active

duty for the convenience of the federal government

will have their leave extended in accordance with the

Act providing the Company is furnished a copy of the

employee's military orders extending the tour of active

duty.

c. A copy of the appropriate military orders identifying

the employee's name and period ordered to duty as

described in "a" and "b" above must be furnished in all

cases to the Company prior to the date of entry.

D. Re-employment - Employees will be re-employed in

accordance with the terms of the Act and in the same

exchange/WRA or an exchange/WRA in the same general

area on the same or equal job at which the employee was

working prior to the leave. Employees who do not apply for

re-employment or who do not report within the timeframes

listed below will be considered as resigned.

1. An employee who served 30 days or less must return to

work on the next scheduled work day following

completion of the active duty, provided a period of 8 hours

has elapsed since completion of active duty.

2. An employee whose military service was more than 30

days but fewer than 181 days must submit a request for re-

employment no later than 14 days after completing the

service.

3. An employee serving more than 180 days must submit a

request for re-employment no later than 90 days after

completing the service.

4. An employee who is hospitalized or recovering from an

illness or injury has up to 2 years in which to submit a

request for re-employment.

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Employees returning to work according to these prescribed

timeframes will be reinstated with full seniority.

E. Pay Treatment.

1. "Government Pay" for the purposes of this section will

include basic pay, pay for special or hazardous duty and,

for those with dependents, the difference between quarters

allowances established for members of the uniform

services with dependents and those established for

members of the uniform services with equal rank without

dependents. Government pay is based on 7 calendar days

per week when used to determine the differences between

Company pay and Government pay.

2. "Company Pay" for the purposes of this section will be the

amount of the employee's basic pay as defined in 1.24 of

this Agreement. Company pay is based on the employee's

regular weekly pay for the 5 scheduled work days per

week prior to the beginning date of the absence for

military service when used to determine the difference

between Company pay and Government pay.

3. Employees ordered as members of a Component or Unit to

attend a training period, normally not to exceed 2 weeks,

or to active emergency service for a period not to exceed

30 days, will be paid the amount, if any, by which their

regular Company pay exceeds Government pay. However,

it is not the intent of any of the foregoing to provide such

payments for more than 10 work days in any one 12 month

period unless such payments are made with Department

Head level or higher approval.

4. Employees who are granted leave for military service

under this Agreement will, when their Company pay is

greater, receive the difference between their Company pay

and their Government pay in accordance with the

provisions of this section. Moreover, the period during

which an employee is eligible for such difference in pay, if

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any, will be based on the employee's term of service and

the type of entry into military service. Such pay

determinations will be as follows:

a. Employees with less than one year of seniority who (1)

are drafted or inducted or who are subject to induction

and enlist for the minimum period into the military

service, or (2) who are members of a Component

(including the Reserve and National Guard) and the

Unit or employee as an individual is involuntarily

ordered or called into active duty will be paid for the

first 2 weeks with an additional 3 months if the

employee has a spouse and/or dependent children

under 18 years of age on the beginning date of the

leave for military service.

b. Employees with one year or more of seniority who (1)

are drafted or inducted or who are subject to induction

and enlist for the minimum period into military

service, or (2) who are members of a Component

(including the Reserve and National Guard) and the

unit or the employee as an individual is involuntarily

ordered or called into active duty will be paid for the

first 3 months with an additional 3 months if the

employee has a spouse and/or dependent children

under 18 years of age on the beginning date of the

leave.

c. Employees who have not previously served on active

duty and who voluntarily enlist in a Reserve

Component of the Armed Forces which requires the

employee as a condition of the enlistment to perform a

period of training duty usually for a 6 month period

and upon completion of such training returns to

Reserve status will be paid in accordance with "a" and

"b" above.

d. Employees not subject to induction but who

voluntarily enlist in the Armed Forces for a period of

active duty, regardless of seniority, will be paid the

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difference in pay for the first 2 weeks with no

dependent pay.

e. Employees who have dependents other than a spouse

or child under 18 years of age at the commencement of

the leave will, upon submission of proof of

dependency, receive special payments from the

Company not to exceed those provided for dependents

herein.

F. Vacation Treatment.

1. Employees entering the military service, for which a leave

has been granted, will be given such vacations to which

they are entitled under this Agreement. A lump sum

payment in lieu of any unused vacation to which an

employee may be entitled at the date on which the leave

begins will be made at that time as if he/she had worked

the entire calendar year.

2. Upon being re-employed after returning from leave,

employees will receive any vacation to which they are

entitled under the provisions of the Agreement then in

effect to the extent that such vacation may be taken within

the current calendar year. The limitations contained in

5.10 of this Agreement will not be applicable.

3. Participation in training or emergency duty as outlined

herein will not affect the regular vacation to which the

employee may be entitled.

G. Concession Telephone Service.

When an employee is granted a military leave, concession

telephone service may be continued during the period the

employee is on leave provided the service is being furnished

within the Company to the employee or a member of his/her

family to whose support he/she contributes.

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H. Payroll Deductions.

All payroll deduction authorizations will be canceled as of the

date on which the military leave begins.

I. Application of Pay Treatment Where an Employee Reports for

Military Service More Than Once.

1. If an employee has received payments as outlined above

and returns to the employ of the Company and thereafter

within 12 months of his/her return is granted another

military leave, he/she will receive such pay in connection

with such subsequent leave as provided in this section less

the total amount of payments made in connection with

such previous military service.

2. The amount of pay as provided above for an employee

granted a military leave will be reduced by payments, if

any, made (for absences during the 60 days prior to the

effective date of the leave) to such employee excused and

paid under this section.

J. Status Under Short Term Disability.

1. Employees re-employed by the Company under the

provisions of 6.06 and in accordance with the Act will be

entitled to full seniority for the period of absence in the

Armed Forces.

2. Leaves for military services granted under this section will

be with eligibility to death benefits, and with eligibility to

short-term disability benefits at the termination of such

leave if the employee is then incapacitated, all in

accordance with the terms of the short-term disability

program.

a. Death benefit payments, where payable in death cases

occurring during the period of a leave for military

service, will be based upon term of seniority at the

time the leave was granted plus the elapsed time on the

leave to the date of death and will be computed at the

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rate of Company pay which the employee was

receiving at the time the leave began.

b. Short-term disability benefit payments, where payable,

will be based upon seniority at the time the leave for

military service was granted plus the elapsed time on

leave to the termination of the leave and will be

computed on the basis of the rate of Company pay in

effect at the time of the employee's re-employment.

ARTICLE 7

FORCE ADJUSTMENTS

7.01 Reduction in Force. (Also see Appendix A - Family of Skills).

A. The Company will determine the necessity, extent and

procedures for adjusting forces, subject to the procedural

limitations set forth in this Article.

1. These procedures apply to both technological/operational

efficiency and economic surplus except where specified.

2. The Company will endeavor to keep at a minimum the

number of regular, full-time employees within a work

group who will become surplus. To this end, the Company

will utilize temporary employees as appropriate to

supplement affected work groups prior to a known change

which will diminish the total number of employees.

Notwithstanding 1.33, the Company may hire such

employees on a temporary basis for an 24-month period

(or less) prior to the scheduled date of a technological

change. In the event the actual date of the change exceeds

the scheduled date by 6 months, temporary employees will

be reclassified to regular employees. Such temporary

hiring may take place in the exchange/WRA where the

change is to occur and in other exchanges/WRA to which

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the Company reasonably believes that regular employees

affected by the change may desire to transfer.

3. The Company may extend an upfront Supplemental

Income Protection Plan (SIPP) offer to employees prior to

adjusting forces and outside of the force adjustment

process. Such offers may be made by title, performing

essentially the same type work within an exchange/WRA.

The number of employees accepting SIPP will not exceed

the number of employees determined by the Company.

This procedure will be handled in accordance with the

following:

a. SIPP is granted in seniority order to employees

performing essentially the same type work, in the

organizational unit, in the exchange/WRA.

b. Employees opting to take SIPP must have at least 1

year of seniority, are not entitled to enter the

PARTNERSHIP Job Bank, and do not have recall

rights.

c. Employees will have 10 calendar days from the date of

the offer to accept SIPP. After the 10 day period, the

SIPP acceptance cannot be revoked.

d. Upfront SIPP may be combined with a Transitional

Leave.

e. The Company will determine the date the employees

will leave the payroll. Neither such determination by

the Company nor any other part of 7.01A3 will be

subject to arbitration.

4. A vacancy will not be considered to exist when an

employee desires to follow his/her work to another

exchange due to reorganization, relocation of existing

work or centralization.

a. If the number of employees performing the work in the

current exchange(s)/WRA(s) exceeds the number

needed to perform the work in the new

exchange/WRA, affected employees will be allowed,

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in seniority order, regardless of their current

exchange/WRA, to follow their work to the extent that

jobs are available.

b. Employees may elect to follow their work across state

lines.

5. Surplus declarations will be made effective among regular

employees performing essentially the same type of work

within the surplus exchange/WRA* and the affected

organizational unit. (See 1.17 for definition.) The

Company will notify, in writing, by 15th of month

preceding surplus quarter the Vice President and

appropriate State Director of the Union or their designees

all anticipated force reductions prior to the reductions.

* Timeline for notification not applicable for economic

surplus declaration within CPE organization.

6. Except as limited by 7.01C3, employees announced

surplus are eligible for Employment Security

PARTNERSHIP services as described in Article 24. This

program provides guidance to surplus employees on career

counseling, training and retraining, job opportunities, etc.

7. The seniority of employees will be determined as of the

date of displacement.

B. Temporary employees hired under 7.01A2 will be separated

first.

In the event it is unnecessary to terminate the services of all

such employees, those to be retained will be selected in the

order of seniority.

C. If further force reductions are necessary, the following

procedures should be followed.

If there is more than one force adjustment occurring

simultaneously or within the same general time frame in the

same exchange/WRA, the affected employees should be

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grouped for the purpose of reclassifying such employees to

vacancies for which they qualify. However, subsequent force

surpluses announced within the same general time frame will

not affect the status of an employee who has previously been

notified of assignment to a vacancy under these procedures.

The following employees (regardless of their present

organizational unit) will, in order of seniority, receive priority

consideration when the Company fills vacancies at and below

the employee’s current wage scale (regardless of the

organizational unit in which the vacancies exist).

-- Surplus employees identified in 7.01A5.

-- Employees on technological or sabbatical leaves whose

leaves of absence are expiring in the exchange/WRA.

-- Employees who have return rights to the title pursuant to

7.01K. (Present title or previous title in original

exchange/WRA.)

-- Employees who are participants in the Job Bank as

described under 24.05D4.

-- Employees described under 12.02F.

-- Employees displaced from their current jobs because of

permanent medical restrictions. (See 8.05B.)

-- Employees holding part-time jobs in the same title where

the vacancy exists, who were displaced into such status.

The failure of an employee to accept a full-time status offer

relieves the Company of any further obligation to offer that

employee full-time status.

The normal sequence for handling this procedure shall be in

accordance with the following steps and shall apply to both

technological and economical surplus unless excluded in the

step(s):

1. They will be reassigned to equal level vacancies for which

they qualify within the Family of Skills in the

exchange/WRA or any exchange/WRA within 35 miles.

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THEN

They will be reassigned to equal level vacancies for

which they qualify within the Family of Skills table (any

organizational unit) in the exchange/WRA or any

exchange/WRA within 35 miles.

2. SIPP:

 SIPP as described in 8.03, is granted in seniority order

to employees performing essentially the same type

work, in the organizational unit, first in the

exchange/WRA, then in any exchange/WRA within 35

miles of the surplus exchange/WRA.

THEN

 SIPP is granted in seniority order to employees in title,

in the organizational unit, first in the exchange/WRA,

then in any exchange/WRA within 35 miles of the

surplus exchange/WRA. SIPP in title will not be

offered if the employee is not qualified or for whom

extensive training in excess of 14 weeks would be

required.

 Employees opting to take SIPP must have at least 1

year of seniority, are not entitled to enter the

PARTNERSHIP Job Bank, and do not have recall

rights.

3. Surplus employees may fill available vacancies for which

they qualify, first in the exchange/WRA or in an

exchange/WRA within 35 miles.

a. Employees who decline an equal level vacancy will

forfeit bumping rights and will forfeit termination pay

unless equal level vacancy is filled with surplus

employee.

4. Surplus/bumped employees will be provided with

information on the current surplus and all their options and

will have five (5) calendar days to rank their options:

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 Current vacancies within state

 Supplemental Income Protection Program (SIPP),

including ESIPP

 Transitional Leave of Absence

 Sabbatical Leave of Absence

 Technological Displacement Leave of Absence

 Bumping rights or for bumped employee

(remaining choice, if applicable, from the list of

the original surplus employee who bumped).

a. Surplus employees may fill available vacancies for

which they qualify anywhere in the state.

b. The Company will expand the SIPP option (ESIPP) to

other employees or groups not affected by force

adjustment as an additional method to reduce the

surplus. Expanded SIPP will not be offered in order to

create placement opportunities for employees who are

not qualified or for whom extensive training in excess

of 14 weeks would be required.

To be considered for SIPP or ESIPP, all employees

other than surplus employees must notify the

appropriate Company representative in advance that

they will accept such an offer.

Any placement opportunities created by SIPP and

ESIPP will be filled in the order of seniority by surplus

employees and will not be treated as vacancies under

other provisions of the contract relating to the filling of

vacancies.

SIPP may also be granted when the return of a regular

employee at the expiration of a leave of absence with

mandatory return rights will create or add to a surplus.

A senior employee performing essentially the same

type work in the exchange/WRA or in an

exchange/WRA within 35 miles may relieve such a

surplus with SIPP. If no such employee has

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volunteered, the employee on leave may choose not to

return to work and will be paid a termination

allowance computed under 8.04B in lieu of processing.

Otherwise, except for a Sabbatical Leave of Absence,

the employee on leave will return to active

employment and all the provisions of 7.01C will be

applied.

c. Surplus employees who receive no equal level job

offer in an exchange within 35 miles may elect to

bump junior employees from the following groups:

1) 35-Mile List:

 Same title in the exchange/WRA and in any

exchanges/WRA(s) within 35 miles, same

organizational unit, THEN

 Family of Skills in the exchange/WRA and in

any exchanges/WRA(s) within 35 miles, same

organizational unit.

2) State Lists:

 Same title within the state, same organizational

unit, AND

 Family of Skills, including the surplus title,

within the state, same organizational unit.

Jobs that require extensive training (more than 14

weeks) will be excluded except when the surplus is

in the same Family of Skills. Refusal of an offer to

bump qualifies the employee for termination pay.

d. Surplus employees who are within 36 months of actual

age and/or service requirements for service pension

eligibility may take a Transitional Leave of Absence.

Both SIPP and ESIPP may be combined with a

Transitional Leave.

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e. Surplus employees with at least 5 years seniority who

have not taken a Sabbatical in the past 5 years may

take an unpaid Sabbatical Leave of Absence for nine to

24 months. An expiring Sabbatical may be extended at

the employee’s option in increments of at least three

months up to the maximum total period of 24 months.

At the expiration of a Sabbatical Leave, if no equal

level vacancy is available, the employee will be

eligible to enter the PARTNERSHIP Job Bank as

described in Article 24.

f. Surplus employees (unless the surplus is economic)

may take a Technological Displacement Leave of

Absence. An employee who chooses to accept a leave

of absence does not thereby forfeit his/her right to

accept a transfer to another location to perform the

same or related work or to be paid a termination

allowance (technological leaves only), provided he/she

gives notice that he/she wishes to change his/her

option to accept a transfer or the allowance before the

expiration of one year following his/her acceptance of

the leave. In the event notice of a desire to change

his/her option is given:

1) The employee will be notified, in the order of

seniority, of the next job vacancy at the

exchange/WRA of his/her preference by letter to

his/her last known address; or

2) He/She will receive a termination allowance

computed under 8.04B as of the date of his/her

leave of absence.

5. An employee to be laid off who previously declined an

opportunity under 7.01A4 may follow his/her work,

provided vacancies still exist in the new location. Any

such moves will be considered to have been made at the

instance of the Company.

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D. Surplus and bumped employees who cannot be placed under

7.01C are laid off with termination allowance computed under

8.04B. They are eligible for recall under 7.02.

E. The determination by the Company of the qualifications of an

employee under 7.01 will be subject to the grievance

procedure set forth in Article 21, and after the exhaustion of

such procedure a charge of arbitrary action or bad faith will be

subject to the arbitration procedure set forth in Article 23.

F. In the event the Company proposes, or agrees, to a termination

allowance under 8.04A3 within 6 months after an employee

has been reclassified under 7.01C and has been given training

and has unsuccessfully performed new duties, such employee

will be given a termination allowance under 8.04B, or, at the

option of the employee, a transfer to an available vacancy for

which he/she is qualified. (If the employee elects the

termination allowance he is eligible to enter the

PARTNERSHIP Job Bank as described in Article 24).

1. Prior to invoking these provisions, the procedures outlined

in 12.02F1 and F2 will be applied.

2. In the event an employee offers impelling personal reasons

for not accepting reassignment within the exchange/WRA,

and elects not to accept a transfer to another

exchange/WRA, he/she will be entitled to a termination

allowance under 8.04B and will have recall rights under

7.02 as if he/she had been laid off from his/her former job.

G. Employees accepting lower-rated jobs under 7.01C will be

treated under the provisions of the Reassignment Pay

Protection Plan (8.02B or C, as appropriate).

H. Employees accepting offers of jobs that are not in the

exchange/WRA or in an exchange/WRA within 35 miles

under 7.01A4 or 7.01C will receive reasonable transfer and/or

moving expenses as described in 9.01B.

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I. Any regular employee whose job is affected by a force surplus

may refuse reassignment under conditions 1 or 2 below and be

paid a termination allowance. Employees whose options fall

under condition 3 below and refuse a vacancy WILL NOT BE

PAID A TERMINATION ALLOWANCE:

1. Equal level vacancy to an exchange/WRA over 35 miles

away

2. Lower rate of pay vacancy anywhere in the state

3. Equal or greater rate of pay vacancy within 35 miles

J. An employee one step out of the bargaining unit who is

notified by the Company that his/her job is declared surplus

locally may, if he/she has 5 or more years of seniority, be

reassigned to a bargaining unit job within the same

organizational unit in a title which he/she formerly held

including "acting" titles, or to a job which he/she can

satisfactorily perform, provided there are no employees with

Article 7.01K rights and further provided such moves will not

create a force surplus. The temporary loss of seniority

provisions of 12.01G will apply if there is a subsequent force

adjustment of any type.

K. Employees transferred (including transfers across state lines)

and/or demoted under 7.01A4, 7.01C or 12.04 shall have the

right, in order of their seniority, to return within 5 years to

service in the exchange/WRA from which they were displaced

as jobs become available in the job title they now hold or

which they were holding at the time of transfer provided the

employee has a valid request on file under 12.01B. The

employee may only have one 7.01K request on file. The

rejection by the employee of an offer of a job pursuant to the

above shall discharge the Company of any further obligation

hereunder.

Employees demoted within the exchange/WRA under 7.01C

above shall have the right, in order of their seniority, to be

reinstated in a vacancy within 5 years, in the exchange/WRA,

in the job he/she held at the time of his/her demotion, provided

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he/she has a valid request on file to be reinstated in such job.

The rejection of an offer of a job, in the exchange/WRA, in

the title held at the time of the demotion shall discharge the

Company of any further obligation hereunder.

Employees who were originally displaced in this bargaining

unit as a result of a surplus condition and as a result accepted a

lower level job in the same exchange/WRA or an equal or

lower level job in another exchange/WRA, and who were

subsequently transferred at the instance of the Company to

another bargaining unit, or voluntarily accept a position to a

lower level job in the same exchange/WRA or an equal or

lower level job in another exchange/WRA to either AT&T

Billing Southeast, LLC or Utility Operations due to being

surplus, may be considered under the provisions of 7.01K if

there are no surplus employees within this bargaining unit

who have rights for these vacancies.

Vacancies that are filled under the provisions of 7.01K by

such reinstatements will not be subject to the provisions of

Article 12.

L. The smallest appropriate subdivision which the Company may

designate under 7.01 will be the organizational unit in an

exchange/WRA. Company Headquarters will be considered

as if it were a separate exchange/WRA except that Company

Headquarters employees located outside of that

exchange/WRA will be considered as being in the

organizational unit and exchange/WRA where they are

located.

M. Although the filling of vacancies across entity lines under

Article 7 is not subject to the grievance and arbitration

procedures, the Company will consider employees who have

been identified as surplus in other entities and may place such

employees in equal or lower level vacancies.

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N. After all stay-on-payroll options for a surplus employee have

been exhausted, the employee may rank a vacancy in

another state, equal to their wage scale or below. They will

be given consideration after all priority candidates in that

state have been considered, but before regular Article 12

candidates.

O. Employees who are to be laid off as a result of being

processed under 7.01 are eligible for participation in the

PARTNERSHIP Job Bank as described in Article 24.

P. Once regular employees have been displaced (separated or

transferred) under the Force Adjustment procedures,

temporary employees will not be utilized performing

essentially the same type work in the same organizational unit,

title, and exchange/WRA of the surplus declaration for at least

two calendar quarters following the declared displacement

date. These provisions will not apply when there are

emergency conditions over which the Company has no control

or advance notice.

7.02 Recalled After Layoff.

A. Laid off employees will have the right to be recalled as

follows:

1. When a vacancy exists for a regular employee in an

exchange/WRA and there are no employees who are to be

placed in the vacancy under the procedures described in

7.01C, 7.01M, 12.02F, 12.04, 24.05D4, or employees who

have mandatory return rights, any employee(s) who is on

layoff from the same Family of Skills in which that

vacancy exists and who has requested such job will be

offered the equal or lower level vacancy in order of

seniority, from the list of laid off employees, provided

they are qualified to perform the duties of the vacant job,

and provided they were laid off from any exchange/WRA

within the same state in which the vacancy exists.

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109

a. Vacancies that are filled by the recalling of such laid

off employees will not be considered as vacancies to

be filled by the transfer and upgrade provisions of the

Agreement.

2. When a vacancy exists for a regular employee in an

exchange/WRA and there are no employees who are to be

placed in the vacancy under the procedures described in

7.01C or employees who have mandatory return rights,

any employee who is laid off in an equal or higher level

title, who has an Article 12 request on file for the vacant

title will be considered for the vacancy along with other

active employee requestors under the appropriate

provisions of Article 12.

3. Laid off employees may submit up to 6 requests for equal

or lower rated titles, anywhere in the Company. Such

requests will remain active for a period of 5 years from the

date of layoff.

4. Any refusal of an offer of a requested equal or lower level

job will discharge the Company of all obligations

hereunder.

5. Notification under "A1" and "A2" above, will be sent by

certified mail to such employee's last known address. The

employee is responsible for keeping the Company advised

of any change in address.

6. A former employee who wishes to accept such offer of re-

employment will notify the Company of such intention

within 5 work days and will normally return to the

employment of the Company within 14 days from the date

of such notification, which is conclusively to be presumed

to have been given as of the date of the mailing of such

notification.

110

a. Where the time periods specified in "A6" above will

work an undue hardship on an employee, they may be

extended.

7. No impairment which existed at termination of last

preceding period of Company service will be considered

as just cause for a denial of re-employment.

8. Any employee recalled under the provisions of this section

within 5 years from the date of his/her layoff will have the

continuity of his/her service protected, including seniority,

and if his/her layoff was not for more than 6 months

duration, he/she will be allowed service and seniority

credit for such layoff unless it began within 12 months of a

previous layoff.

9. Laid off employees selected for a lower rated job than the

one from which they were laid off will not be eligible for

the Reassignment Pay Protection Plan (RPPP), as outlined

in 8.02B of the Agreement.

10. Laid off employees selected for jobs under 7.02A, in other

exchanges/WRAs or who are selected for lower level jobs

will have return rights as described under 7.01K.

11. Laid off employees will be recalled based upon their

seniority date on the date of layoff.

12. Laid off employees who are subsequently rehired into a

higher rated job and who are unsuccessful within the first

six months, shall retain their 7.02 recall from layoff status

to their original laid off position.

13. Decisions regarding the recall and filling of vacancies of

employees under the provisions of 7.02 may be discussed

between the appropriate CWA and Company

representative. Such decisions, however, are not subject to

the grievance and arbitration procedures.

7.03 Temporary Hiring of Laid Off Employees.

As a general practice the Company will endeavor to offer laid off

employees any temporary vacancies for which they are qualified.

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111

Acceptance of such vacancies will not affect their status as a laid

off employee.

ARTICLE 8

EMPLOYMENT SECURITY

8.01 Technology Change Committee.

A. The Company and the Union recognize that technological

changes in equipment, organization, or methods of operation

have a tendency to affect job security and the nature of the

work to be performed. The parties, therefore, will attempt to

diminish or abolish the detrimental effects of any such

technological change by creating a joint committee to be

known as the Technology Change Committee to oversee

problems and recommend solutions of problems in this area as

set forth below.

B. The Technology Change Committee will consist of not more

than 3 representatives of the Company and not more than 3

representatives of the Union. Such Committee may be

convened at the option of either party at mutually agreeable

times.

C. The purpose of the Committee is to provide for discussion of

major technological changes (including changes in equipment,

organization, or methods of operation) which may affect

employees represented by the Union. The Company will

notify the Union at least 3 months in advance of planned

major technological changes. Meetings of the Committee will

be held as soon thereafter as can be mutually arranged. At

such meetings, the Company will advise the Union of its plans

with respect to the introduction of such changes and will

familiarize the Union with the progress being made.

D. The impact and effect of such changes on the employees shall

be appropriate matters for discussion. The Company will

discuss with the Union:

112

1. What steps might be taken to offer employment to

employees affected:

a. In the same locality or other localities in jobs which

may be available in occupations covered by the

collective bargaining agreements between the parties;

b. In other occupations in the Company not covered by

the collective bargaining agreement;

c. In other BellSouth companies.

2. The applicability of various Company programs and

contract provisions relating to force adjustment plans and

procedures, including Supplemental Income Protection

Program, Reassignment Pay Protection Plan, termination

allowances, retirement, transfer procedures and the like.

3. The feasibility of the Company providing training for

other assignments for the employees affected. (Example:

sponsorship of typing training on Company time.)

E. The Committee shall not formulate policy or arrive at binding

decisions or agreements, but rather shall be charged with the

responsibility to develop facts and recommendations so that

the Company can make well informed decisions regarding the

matters covered by this provision.

8.02 Transfers to Lower-Rated Wage Scales. (Including

Reassignment Pay Protection Plan)

A. When an employee is involved in an interdepartmental

transfer, or a reclassification within his/her department, to a

lower-rated job as a result of asserting his/her seniority rights

under 7.01J, a transfer under Article 12, or a demotion for

misconduct, gross negligence, lack of effort or other such

extraordinary circumstances, his/her rate of pay shall be

reduced to that applicable to his/her wage length of service on

the lower wage scale and he/she shall thereafter progress on

such scale.

B. RPPP (Reassignment Pay Protection Plan). When an

employee is reclassified to a lower rated job under 7.01C,

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113

12.02F, 24.05D4d or as a result of being permanently

medically restricted the employee's rate of pay will be reduced

over a period of time based on the employee's length of

seniority.

The reductions in pay will be effective at periods following

reassignment as shown in the following chart and each

reduction is based on the difference in the appropriate rates for

the old and new jobs:

Economic, Technological Displacements, PMR, 12.02F,

24.05D4d

Reduction

In Difference

WEEKS In Old & New Rate

Employees with 0-10 Years of Seniority

1 thru 4 .....................................................

No Reduction

5 thru 8 .....................................................

1/3 Reduction

9 thru 12 ...................................................

2/3 Reduction

13 & thereafter ...........................................

Full Reduction

Employees with 10 - 15 Years of Seniority

1 thru 30 ...................................................

No Reduction

31 thru 34 ...................................................

1/3 Reduction

35 thru 38 ...................................................

2/3 Reduction

39 & thereafter ...........................................

Full Reduction

Economic Displacements, 12.02F and 24.05D4d

Employees with 15 or More Years of Seniority

(Exception see 8.02C below)

1 thru 56 ...................................................

No Reduction

57 thru 60 ...................................................

1/3 Reduction

61 thru 64 ...................................................

2/3 Reduction

65 & thereafter ...........................................

Full Reduction

114

C. An employee with 15 years or more of seniority who, due to

technological changes or as a result of being permanently

medically restricted, is assigned to a vacancy with a lower rate

of pay than the then current rate of the employee's regular job

shall continue to be paid in the lower level job, an amount

equivalent to the rate of pay of the higher paid job in effect at

the time of the downgrade. Such wage treatment will continue

for 36 months following the effective date of the downgrade.

Any employee involved in such downgrades shall receive any

increases in pay in amounts which are applicable for a

comparable employee in the lower-rated job to which

downgraded. At the end of the 36 month period following the

date of the downgrade, the employee's wages will be reduced

on the following scale:

Technological and PMR – more than 15 years

Weeks 1 through 4 ------ No Reduction

Weeks 5 through 8 ------ 1/3 Reduction

Weeks 9 through 12 ----- 2/3 Reduction

Weeks 13 & thereafter -- Full Reduction

D. An employee who has been reclassified to a lower-rated job

and who is subsequently promoted to a job on the wage scale

from which he/she was displaced (within 5 years) shall be

credited with the wage experience credit he/she had accrued

prior to the displacement or as computed under 2.06

(whichever is greater), except that such wage experience

credit shall not exceed the maximum number of months on the

higher wage scale.

E. In all other instances in which an employee is involved in an

interdepartmental transfer, or a reclassification within his/her

department, to a lower-rated job, his/her rate of pay shall be

computed as follows:

1. His/her rate of pay will not be reduced if it is not above the

maximum rate for the new job and he/she shall continue at

such rate until his/her wage experience credit entitles

him/her to an increase on the scale for his/her new job.

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115

He/she shall receive initial credit for wage length of

service on the new job in an amount equal to the wage

length of service credited to him/her in his/her old job,

except that if he/she had formerly held a job in the lower

classification to which he/she is being reclassified, his/her

wage experience credit will be established as the wage

experience credit formerly attained in the lower

classification plus the time spent on the higher job or jobs,

subject to any adjustments as provided in 2.02, when

applicable.

2. If his/her rate of pay is above the maximum for his/her

new job, his/her rate of pay shall be reduced to that

maximum.

F. Employees involuntarily transferred under the provisions of

12.04 shall have the right to claim the job from which they

were moved if the job should become available within five

years after such move as described in 7.01K.

8.03 Supplemental Income Protection Program and Extended

Medical Coverage:

A. Supplemental Income Protection Program.

1. If during the term of this Agreement the Company notifies

the Union in writing that an employee is unable to remain

in his/her current job because of a permanent medical

restriction or if a surplus in any job title in a work location

will necessitate lay-offs or involuntary permanent

reassignments of regular employees to different job titles

involving a reduction in pay, employees in the affected job

titles and work locations, who have at least 1 year of

seniority may elect, in the order of seniority and to the

extent necessary to relieve the surplus, to leave the service

of the Company and receive Supplemental Income

Protection Program (SIPP) benefits described in this

Section. The Company will offer Expanded SIPP (ESIPP)

as provided in 7.01C for surplus.

116

a. The Company will determine the job titles and work

locations in which a surplus exists, the number of

employees in such titles and locations who are

considered to be surplus, and the period during which

the employee may leave the service of the Company

pursuant to this Section. Neither such determination

by the Company nor any other part of this Section will

be subject to arbitration.

b. The number of employees who may be considered will

not exceed the number of employees determined by the

Company to be surplus.

c. Employees may lock/unlock electronically from the 1st

day of the month to the last day of the month, before

midnight, Eastern time, preceding the surplus quarter.

After this time period, the SIPP acceptance may not be

revoked.

1) Acceptances will be valid for one quarter only.

Employees must lock in during the specified time

period.

2) There will be no penalty or Expression of Interest

associated with SIPP/ESIPP.

d. Job titles and locations of employees who have

committed to accept ESIPP will be made available to

surplus and PMR employees. Placement into equal or

lower level jobs created through ESIPP will be made

in seniority order among interested, qualified surplus

employees.

e. Surplus employees are allowed to submit two requests

for an equal or lower level job title in their Family of

Skills, in their organizational unit, in any

exchange/WRA in the Company. One request may be

in any organizational unit, in their Skill Group, in

any exchange/WRA in their home state.

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117

f. In a surplus situation, SIPP will first be granted in

seniority order to any employees with Irrevocable

SIPP/ESIPP Acceptance forms on file who are

performing essentially the same type work in the

surplus exchange/WRA and exchanges/WRA(s) within

35 miles of the surplus exchange/WRA. Then if the

surplus is not satisfied, SIPP is granted in seniority

order to employees in title, in the organizational unit,

first in the exchange/WRA, then in any

exchange/WRA within 35 miles of the surplus

exchange/WRA. SIPP in title will not be offered if the

employee is not qualified or for whom extensive

training in excess of 14 weeks would be required.

Employees who continue to be surplus after this step

will have the opportunity to take SIPP, even though

they do not have Irrevocable SIPP/ESIPP Acceptance

forms on file in advance.

2. SIPP/ESIPP payments for employees who leave the

service of the Company in accordance with "1" above will

begin within one month after such employee has left the

service of the Company and continue until payments have

been made for 48 months. The employee may elect to

receive this payment in one lump sum should he/she so

desire or in two equal payments, one paid as the employee

leaves the service of the Company and the other paid on

February 1 of the year following.

3. The following SIPP/ESIPP payment table is designed for

use with surplus under 7.01 and for permanently medically

restricted placement as described in 8.05. Employees who

receive either voluntary SIPP or ESIPP will not be entitled

to a termination allowance under this article or further

processing under Article 7.

118

a. Voluntary SIPP/ESIPP Payment Table

Completed

Years of

Seniority

Wage

Scales in

Pension

Band Up

to 107

Wage

Scales in

Pension

Band

108-109

Wage

Scales in

Pension

Band

110-111

Wage

Scales in

Pension

Band

112-114

Wage

Scales in

Pension

Band

115-118

Wage

Scales in

Pension

Band

119-120

Wage

Scales in

Pension

Band

121+

1

$ 800

$ 850

2

1,700

1,750

1,800

1,900

3

2,800

2,900

3,000

3,100

4

4,000

4,300

4,400

4,600

5

5,050

5,400

5,500

5,700

6,000

6,200

6,600

6

5,600

6,000

6,100

6,350

6,700

6,950

7,400

7

6,150

6,600

6,700

7,000

7,400

7,700

8,200

8

6,700

7,200

7,300

7,650

8,100

8,450

9,000

9

7,250

7,800

7,900

8,300

8,800

9,200

9,800

10

8,500

8,800

9,100

9,400

10,200

10,400

10,800

11

8,500

8,800

9,100

9,400

10,200

10,400

10,800

12

10,200

10,500

10,800

11,300

12,200

12,600

13,000

13

10,200

10,500

10,800

11,300

12,200

12,600

13,000

14

11,800

12,300

12,800

13,400

14,300

14,800

15,300

15

11,800

12,300

12,800

13,400

14,300

14,800

15,300

16

13,400

14,100

14,600

15,300

16,600

17,200

17,800

17

13,400

14,100

14,600

15,300

16,600

17,200

17,800

18

15,400

16,100

16,800

17,600

19,100

19,800

20,400

19

15,400

16,100

16,800

17,600

19,100

19,800

20,400

20

16,800

17,500

18,300

19,200

20,900

21,700

22,500

21

18,200

19,000

19,900

20,800

22,700

23,500

24,500

22

19,600

20,500

21,500

22,600

24,500

25,400

26,400

23

21,100

21,900

22,900

24,100

26,300

27,300

28,300

24

22,500

23,500

24,500

25,800

28,100

29,100

30,300

25

23,900

25,000

26,100

27,500

29,900

31,000

32,400

26

25,300

26,300

27,500

29,000

31,700

32,900

34,300

27

26,600

27,800

29,200

30,600

33,500

34,800

36,300

28

28,100

29,300

30,700

32,300

35,300

36,700

38,300

29

30,700

32,100

33,700

35,400

38,700

40,300

42,100

30

30,700

32,100

33,700

35,400

38,700

40,300

42,100

,

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119

4. Upon the happening of any of the following:

a. Re-employment of the recipient by the Company as a

regular employee;

b. Employment of the recipient by an affiliate or

subsidiary company, within the same control group of

companies as is the Company, as a regular employee;

or

c. Employment of the recipient by a competitor of the

Company or competitive self-employment;

monthly SIPP/ESIPP payments will cease permanently.

Recipients who obtained SIPP/ESIPP as a lump sum or in

two equal payments will repay to the Company an amount

equal to the total monthly payments yet to be received had

they elected SIPP/ESIPP payment on a monthly basis.

Repayment will be handled as stated in the last sentence of

8.04D2.

B. Extended Medical Coverage.

1. Employees (1) whose employment is terminated as a result

of layoff or application of the force adjustment procedures;

or (2) who elect to leave the service of the Company

pursuant to the provisions of the Supplemental Income

Protection Program or Expanded Supplemental Income

Protection Program or (3) who elect, pursuant to the

technological displacement provisions in the Agreement,

to accept a termination allowance and leave the service of

the Company in lieu of reassignment to a different job title

involving a reduction in pay or to locations requiring a

change in residence, will continue to remain eligible for

coverage for up to 12 months under the Company's

Medical Assistance Plan or its successor plan, as follows:

a. An employee whose seniority is 5 years or more will

be eligible for coverage at Company expense for a

period of 6 months following the month in which

Article

120

employment is terminated. The employee may elect to

continue such coverage for an additional 6 months at

the employee's expense by paying the monthly

premium amount.

b. An employee whose seniority is at least one year but

less than 5 years will be eligible for coverage at

Company expense for a period of 3 months following

the month in which employment is terminated. The

employee may elect to continue such coverage for an

additional 9 months at the employee's expense by

paying the monthly premium amount.

c. An employee with less than one year of seniority who

is eligible for coverage at the time of termination of

employment may elect to continue such coverage at

the employee's expense for a period of 12 months

following the month in which employment is

terminated by paying the monthly premium amount.

d. When permitted by applicable federal law, employees

may elect to continue such coverage at their own

expense for longer periods than those indicated above.

2. The extended medical coverage will be on the same basis

and in the same amount to which the employee was

entitled immediately prior to leaving the service of the

Company. If during the period of any extended medical

coverage, as set forth above, the medical expense coverage

is changed for employees who remain on the payroll, the

same changes will be applied to persons participating in

this extended medical coverage program.

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8.04 Employment Termination Allowance.

A. Basis of Payment. A termination allowance will be paid to a

regular or temporary employee whose service is terminated

under any of the conditions outlined below; moreover, service

pension eligibility will not be a factor in determining whether

an employee is eligible for a termination allowance.

1. Laid off in conformity with 7.01.

2. As an inducement proposed, or agreed to, by the Company

to an employee to resign because of inability or

unadaptability to perform properly the duties of the job as

distinguished from misconduct.

3. Dismissed except for misconduct as distinguished from

inability or unadaptability to perform properly the duties

of the job.

4. Upon exhaustion of the leave limits under 6.01C for a

leave of absence (other than leaves that have a guaranteed

return right) granted to an employee of 8 years or more

seniority when the employee is not offered work in the

same, an equal or lower-rated job in the exchange/WRA

from which the leave was granted.

a. Such employee must have indicated, at the time the

leave was granted, a reasonable expectancy to return to

work.

b. Such employee will have experienced no impairment

during the time of such leave of absence which would

render him/her unqualified to do the work.

c. Such employee will not have been guilty of

misconduct during the leave of absence which would

be proper cause for discharge.

Article

122

B. Termination allowances due under 8.04A1 will be at the basic

pay rate of the employee at the time of the service termination

and will be in accordance with the following:

Completed

Seniority

Number

Weeks’ Pay

Completed

Seniority

Number

Weeks’ Pay

6 mos.

1

15 yrs

33

1 Yr.

2

16 "

36

2 Yrs.

3

17 "

39

3 "

3-1/2

18 "

42

4 "

4

19 "

46

5 "

6

20 "

50

6 "

8

21 "

54

7 "

10

22 "

58

8 "

12

23 "

62

9 "

15

24 "

66

10 "

18

25 "

70

11 "

21

26 "

74

12 "

24

27 "

78

13 "

27

28 "

82

14 "

30

29 "

86

30 or more

90

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C. Termination allowances due under 8.04A2, 8.04A3 and

8.04A4 shall be at the basic pay rate of the employee at the

time of the service termination and shall be in accordance with

the following:

Completed

Years of

Seniority

Number

Weeks’ Pay

Completed

Years of

Seniority

Number

Weeks’ Pay

6 mos.

0

15 yrs

22

1 Yr.

1

16 "

25

2 Yrs.

2

17 "

28

3 "

3

18 "

31

4 "

4

19 "

35

5 "

5

20 "

39

6 "

6

21 "

43

7 "

7

22 "

47

8 "

8

23 "

51

9 "

9

24 "

55

10 "

11

25 "

59

11 "

13

26 "

63

12 "

15

27 "

67

13 "

17

28 "

71

14 "

19

29 "

75

30 or more

79

D. Termination allowances paid are subject to the following

conditions:

1. An employee who has his/her service terminated in

accordance with 8.04A and 7.01 after having been re-

engaged from a previous service termination under the

conditions outlined in 8.04A and 7.01 will be paid the

difference between the amount computed as his/her

termination allowance and any previous termination

payments he/she may have received on account of

previous service terminations.

Article

124

2. If an employee has received a termination allowance under

8.04B or C returns to the employ of the Company or any

BellSouth company, as a regular employee in a lesser

number of weeks than he/she was paid for in his/her

termination allowance, he/she will repay the Company the

difference between the net amount of the termination

allowance paid to him/her and the amount of his/her basic

wage rate for the period off the payroll. In lieu of cash

payments such repayment may be made through payroll

deductions in an amount not less than 5% or more than

10% of the basic wage per week or per month.

8.05 Employees with Permanent Medical Restrictions.

A. An employee who has been determined to be permanently

medically restricted is one who, due to permanent physical or

mental limitations, is no longer able to perform the essential

functions of his/her job, with or without reasonable

accommodations.

B. In addition to the rights to which all employees are entitled

under the Collective Bargaining Agreement, such an employee

will also be eligible under 7.01C for priority consideration for

vacancies, as well as 7.01C1, C2, C3 and C4 (with the

exception of bumping) and the provisions of Sections 8.02,

8.03 and 24.05D2 of this Agreement.

C. For employees with permanent medical restrictions, the

phrases "essentially the same type work" and "same title" in

Article 7 mean "an equal level job".

D. When an employee moves to a new job as a result of

employee’s PMR, the move to the new job will not affect the

running of time-in-title nor time-in-exchange/WRA.

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125

ARTICLE 9

TRANSFER AND TRAVEL EXPENSE

9.01 Expense in Connection with Transfers.

A. Employee Initiated: The Company will not pay transfer or

moving expenses when the transfer is employee initiated.

1. The employee will suffer no loss of regular pay for

reasonable time off to arrange for the moving of

household furnishings and to make the trip to the new

location.

B. When an employee is transferred from one town to another in

accordance with 7.01A4, 7.01C, and 12.04, he/she will be

given reasonable notice prior to the transfer (see 9.01C).

Reasonable expenses incurred by the employee in connection

with the transfer will be borne by the Company as follows:

1. The transferred employee may be allowed one exploratory

trip for self and spouse from the old location to the new

location at Company expense to find a new residence and

the following expenses will be paid by the Company:

a. Actual transportation costs of Company designated

public transportation between cities (unless Company

transportation is provided), or the equivalent if the

employee uses privately arranged transportation.

Local transportation at the new location may be

provided by the Company. If the Company does not

provide such transportation, an allowance of $10.00

will be paid the employee in lieu of local transportation

costs during the exploratory trip.

b. Receipted lodging for employee and spouse not to

exceed 2 nights.

c. Receipted meal expense for the employee and spouse

not to exceed 3 days.

d. The employee will suffer no loss of regular pay for up

to 3 days.

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126

e. Receipted reasonable baby sitting charges for child

care if required, not to exceed 2 nights and 3 days.

2. The employee will suffer no loss of regular pay for

reasonable time off to arrange for the moving of household

furnishings and to make the trip to the new location.

a. The employee will be reimbursed, upon presentation of

receipted bills or other evidence of payment, for actual

costs of transportation, meals, lodging and other

incidental expenses of himself, and the members of

his/her immediate family residing with him/her,

including drayage costs (includes movement of mobile

homes) and the other incidental expenses of moving

household furnishings. All expenses to be reimbursed

under this Article must be submitted for

reimbursement within 6 months of the effective date of

the transfer, unless the exception is agreed to by the

Company.

3. The following options are provided with respect to a

relocated employee's disposal of his/her principal

residence, which is limited to one- or two-family houses,

condominiums, and townhouses. Mobile homes, house

boats, lake houses, farms or other land in excess of 5 acres

on which the employee lives will qualify to the limit of 5

total acres under this plan, inclusive of the principal

residence.

a. The employee may elect to sell his/her own residence

in which case the following actual out-of-pocket

expenses connected with the sale will be paid by the

Company:

1) Any penalty payment that the employee must pay

because of pre-payment or early payment of the

mortgage loan on his/her residence, not to exceed

$200.00.

2) Appraisal fee or expense if paid by the seller.

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3) Cost of preparation of abstract or cost of title

insurance or title search in those localities in which

there is a well-established practice of the seller

furnishing proof of title (by abstract, title insurance

or other title search). Such expenses are not

reimbursable where the seller varies from the

established local practice of the purchaser paying

for his/her own title insurance, abstract or title

search.

4) The cost of any federal revenue or documentary

stamps that the seller has to purchase in connection

with the transfer or sale of his/her residence.

b. Employees will be paid a lump sum equal to 4.5% of

the appraised value of their home within 10 days

following the receipt of the property appraisals.

Employees will be paid an additional 4.5% of the

appraisal value after 9 months or upon sale of their

residence, whichever is earlier. The appraised value

will be based on the average of 2 independent

appraisals. Both appraisals will be made by appraisers

selected by the Company and should be completed as

soon as is practicable following the employee's

acceptance of a job which requires a change in

residence. The employee may suggest an appraiser

who is on the Company's list of approved appraisers.

Consideration will be given to using that appraiser for

one of the 2 appraisals. The average of these 2

appraisals will normally be the established value of the

employee's property. However, if the lower appraisal

varies from the higher by more than 5%, a third

appraisal will be ordered and the average of the 3

appraisals will become the appraised value.

1) The payment of the lump sum described in "b"

above relieves the Company of any further

obligations under 9.01B3.

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2) Disputes that may arise under 9.01B3b are not

subject to the grievance procedure nor arbitration.

3) Employees whose principal residence is a mobile

home will have the option to accept the lump sum

provision of 9.01B3b or be reimbursed for the

movement of the mobile home.

4. The Company will also reimburse the employee for the

following expenses:

a. Expenses incurred for disconnecting normal household

appliances at the old residence and reconnecting said

appliances at his/her new residence. This item

includes the expense of providing interior wiring

(including 220 volt wiring) and interior pipe and

tubing extensions which are necessary in order to use

the electric or gas appliances which are being moved

from the residence at the old location. The expenses of

new or rearranged entrance facilities for either gas or

electricity are not to be included. It is also understood

that appliances as used in this paragraph do not apply

to television antenna installations at either the old or

the new residence.

b. Connection charges for utility service. This item

includes only charges which are paid to the utility as a

connection charge and does not include advance

deposits required by the utility as insurance for the

payment of future utility bills.

c. Expenses incurred for refitting, installation of drapes,

curtains, rugs or carpets. This item is limited only to

the cost of installation and refitting of drapes and

curtains, and the refitting and laying of rugs or carpets

and does not include any replacement cost or the cost

of any additional or new material.

5. The Company will also pay a lump sum of $2,500.00 to

employees who rent their principal residence to help cover

other move-related expenses. Upon receipt of written

notice to the Relocation Coordinator of employee’s intent

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to relocate, a voucher will be processed to pay the

employee. The above payment is contingent upon the

employee moving his/her principal residence within one

year.

C. Any change in the designation of an employee's headquarters

town that is more than 35 miles will be considered and treated

as a transfer for the purposes of this Section. Distance

calculations under this section will be as shown on the most

recent official State Highway Department map.

9.02 Travel Expenses.

A. Commuting Expense.

1. When an employee is asked to report to work outside

his/her headquarters exchange/WRA at another location

that is 50 miles or less from his/her regular place of

reporting, he/she will travel on his/her own time, report for

duty at the beginning of his/her assigned tour and be

compensated as follows:

Up to and including 35 miles $24.00

Over 35 through 50 miles $48.00

a. Service Consultants covered under PVR will be

entitled to a daily allowance of $10.00 per day or part

day worked.

2. Distance calculations in this section will be actual mileage

on the most commonly used direct route.

3. The Company agrees to follow the selection procedures of

12.05C for all commutes outside an employee’s

headquarters exchange/WRA.

B. Temporary Transfers. (See 12.05A) (CPE see Customer

Markets Addendum)

1. For temporary transfers of over 50 miles from the

employee’s regular place of reporting, reimbursement will

be based on the option chosen by the employee:

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Option A

IRS maximum allowance for all expenses.

Option B

IRS maximum allowance for meals and incidental

expenses plus $12.00. Company pays for lodging. When

an employee takes Option B, he/she may voucher properly

receipted, necessary and reasonable lodging expense

incurred at a commercial establishment.

Over 50 miles: Company pays for transportation and

travel time.

a. Distance calculations under this section will be as

shown on the most recent official State Highway

Department maps.

2. In addition to the IRS maximum allowance for meals and

other incidental expenses plus $12.00 authorized under

Option B above, for each day worked the employee will be

entitled to directly voucher, with proper receipts,

reasonable and necessary local transportation for intracity

transportation cost that exceeds $5.50 per day incurred for

travel from his/her place of lodging in the temporary

location to his/her place of reporting provided such

transportation is not arranged for by the Company without

cost to the employee.

3. When an employee is traveling to or from the temporary

location, if the combination of paid travel time and work

time at the temporary location does not exceed one-half of

the length of a normal tour, he/she will be entitled to one-

half the applicable meal and incidental expense allowance.

Should this combination exceed one-half the length of a

normal tour, he/she will receive the entire daily allowance.

4. If an employee's established home is within the exchange

to which he/she is temporarily transferred, he/she will only

be entitled to be paid in accordance with the mileage bands

in 9.02A1 for up to 50 miles, on the day or part days

worked, even though the distance between the employee’s

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headquarters exchange and the temporary exchange

location is more than 50 miles.

5. In the case of training schools or emergency situations, the

Company may elect to furnish suitable lodging and pay for

same directly. If lodging is furnished, the employee will

not be reimbursed for lodging incurred elsewhere unless

such expense is specifically approved by the Company in

advance.

6. If the distance and work conditions permit, an employee

on temporary transfer may visit on non-scheduled days

any town within reasonable travel distance. In this event,

he/she will receive travel expense as follows:

a. Employees receiving the IRS maximum allowance

under Option B will only be entitled to receive the

appropriate IRS maximum allowance under Option A.

b. Employees receiving Option A IRS maximum

allowance will be entitled to receive the same amount

for such travel.

c. When the Company furnishes lodging for employees

attending training schools or for employees involved in

a group movement for emergency reasons and pays for

same directly, such employees will not be entitled to

lodging expense incurred elsewhere when he/she visits

another town on non-scheduled days. In this event

he/she will be entitled to Option B.

7. Any employee who is in a temporary transfer status to

attend a training school, who travels to the temporary

location by common carrier, may directly voucher

reasonable and necessary local travel expense incurred on

weekends by presenting properly receipted vouchers,

provided the Company does not provide local

transportation.

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C. Interim return home expense.

1. In the event of extended periods of transfer, the Company

will occasionally pay intercity and intracity transportation

cost in accordance with the provisions of 9.04 for the

employee to visit his/her home on non-scheduled days.

On such return home visits the employee will also be

entitled to the IRS maximum allowance amounts as if the

temporary assignments were commencing or terminating

as outlined in 9.02B3. This return home provision is to be

interpreted and applied as follows:

a. When the Company furnishes lodging as outlined in

"5" above, the employee will only be reimbursed for

designated inter and intracity transportation cost plus

IRS maximum allowance for meals and incidental

expenses plus $12.00.

b. The frequency of visits to the employee's home should

be based on the expected duration of the temporary

assignment. The following frequency for return home

visits should be permitted if the employee so desires.

Expected Duration of

Temporary Transfer

Permitted Home

Visits

21 days or less

0 [see (2) below]

22 days through 35 days

1

36 days through 49 days

2

50 days through 63 days

3

More than 63 days

1 for each additional

period of 13 days

1) For the purposes of this paragraph, the days must

be consecutive, but may include partial days (e.g.,

partial days in a travel status while traveling to or

from the temporary location) and will also include

those days at home on a return visit per the

provisions of this paragraph.

2) Where the duration of the temporary transfer is

expected to be 21 days or less but includes 3 full

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week-ends, one visit home would be allowed under

this paragraph.

c. The return home visits may be taken during any non-

scheduled periods, provided the total number of visits

does not exceed the number specified for the expected

duration. Return home visits should not be made

during consecutive weeks.

d. Returning home is optional with the employee. He/She

may elect to remain at the temporary location in lieu of

returning home. In this event he/she is not entitled to

receive the cost of transportation in lieu of returning to

his/her home. After a minimum period of 3

consecutive weeks and on 3-week intervals thereafter,

an employee may have his/her spouse or a member of

his/her immediate family travel to the temporary work

location in lieu of the employee traveling to his/her

home location. Expenses for such travel are

reimbursable to the employee up to an amount not

exceeding the expenses which the employee would

have incurred in traveling to and from his/her home

location. In those instances where the spouse or a

member of the employee's immediate family visits the

temporary location, he/she will not be entitled to the

IRS maximum allowance/per diem allowance (CPE

only) on non-scheduled non-work days during such

visits.

e. When an employee elects to visit his/her home, he/she

is not entitled to any travel time since such travel is not

required by the Company.

f. Intercity and intracity transportation to be paid by the

Company is limited to visits to the employee's home

only. If he/she elects to visit elsewhere he/she will

only be entitled to the IRS maximum allowance/per

diem allowance (CPE only) under the conditions

outlined in 9.02B6.

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D. Employees will be required to submit individual expense

vouchers when such expense is not reported on their work

reports or otherwise furnished directly by the Company.

9.03 Expenses for Employees Working Split Tours.

Employees working split tours will be paid $6.00 per split tour as

the equivalent of street car or public bus transportation, provided

both sessions of the tour are worked in whole or in part.

9.04 Intercity Transportation.

A. The Company will provide transportation by Company owned

vehicles or commercially rented motor vehicles, or will

designate transportation by intercity common carrier (subject

to "B" below) for necessary intercity transportation.

1. When the Company designates transportation by intercity

common carrier (and the employee does not elect

treatment under "B" below), the cost of necessary and

reasonable local transportation incurred at the employee's

home location between the local point of departure and the

intercity common carrier terminal for the beginning and

ending segments of the intercity trip will be handled by

reimbursing the employee for such cost upon presentation

of properly receipted vouchers from a local commercial

common carrier. Such reimbursements, however, will not

exceed the cost of transportation between the employee's

usual place of reporting and the intercity common carrier

terminal. As an alternative, the employee may elect to be

paid a local transportation allowance of $5.00 each for

either or both the departing and terminating segments at

his/her home location.

2. Additionally, upon presentation of properly receipted

vouchers from a local commercial common carrier at the

employee's destination, the employee will be reimbursed

for the cost of necessary and reasonable local

transportation incurred between the intercity common

carrier terminal and the employee's place of lodging, or

place of reporting as appropriate, for the beginning and

ending segments of the intercity trip. As an alternative,

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the employee may elect to be paid a local transportation

allowance of $5.00 each for either or both the terminating

and departing segments at his/her destination.

B. When an employee not covered by the Personal Vehicle

Reimbursement Plan declines to travel by Company designated

intercity common carrier and elects to make his/her own

transportation arrangements and he/she has principal

responsibility (owned, borrowed, leased or rented) for the

vehicle used for such travel, the Company will reimburse the

employee at the maximum IRS rate per mile based on distance

calculations between locations as shown on the most recent

official State Highway Department maps for intrastate travel or

Rand McNally Atlas for interstate travel. This rate will go into

effect as soon as possible after the increase becomes effective

and no later than the beginning of the next calendar quarter of

the year. In addition, when the Company designated common

carrier is an airline, the employee, including those on the

Personal Vehicle Reimbursement Plan, will be paid an Optional

Travel Allowance as indicated in the table below. If a round trip

is involved, he/she will be paid one allowance for the trip to the

distant city and one for the return.

Intercity Travel Distance (one way)

Amount

0 thru 50 miles

$ 0

greater than 50 thru 100 miles

$14.50

greater than 100 miles

$29.25

1. After having declined to travel by Company designated

means as described in "A" above, should an employee

subsequently elect to travel by intercity common carrier,

upon presentation of properly receipted travel vouchers,

the employee will be reimbursed for the cost of the

intercity common carrier travel utilized up to an amount

not in excess of the travel cost that would have been

incurred had the employee traveled by Company

designated intercity common carrier or subsequently

designated Company transportation.

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2. In addition, the Company's obligation, if any, under 9.02

or 10.02 for employee arranged travel expenses and travel

time will be the same as would have been incurred had the

employee actually traveled by the means designated by the

Company.

C. Employees on the Personal Vehicle Reimbursement Plan shall

use their own vehicle for intercity travel of 100 miles or less.

For intercity travel of more than 100 miles, the employee has

the option of “A” above.

9.05 Special Commuting Allowance.

A. A special "all in a day's work" commuting allowance may be

paid an employee not covered under PVR when a need

develops for the employee to work or attend training for one

tour or part tour in another exchange/WRA. This special

allowance will be paid in accordance with the mileage bands

in 9.02A1 for up to 50 miles. For distances over 50 miles in

addition to the mileage band payments, an employee will be

entitled to the maximum IRS rate per mile for all miles driven

over 50 miles each way.

The conditions under which this special allowance is

applicable are as follows:

1. When an employee is needed to work, take training or

attend a meeting in another exchange/WRA after his/her

tour begins at his/her regular place of reporting, he/she

may, with his/her supervisor's approval, use his/her

personal vehicle in lieu of public or Company provided

transportation and be paid the special allowance. In this

event he/she will be paid for all scheduled and non-

scheduled time required to travel to and from the distant

exchange/WRA.

2. When an employee is scheduled to work, take training or

attend a meeting in another exchange/WRA for one day or

part day he/she may, with his/her supervisor's approval,

use his/her personal vehicle and be paid the special

allowance in lieu of using public or Company provided

transportation. In this event he/she will be paid for all

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scheduled and non-scheduled time required in traveling to

and from the distant exchange/WRA.

3. This special allowance is to be paid in "1" and "2" above

only if the employee elects to use his/her personal vehicle

in lieu of Company provided transportation and the use of

same is approved in advance by his/her supervisor. If the

employee does not agree to use his/her personal vehicle

and receive the allowance and travel pay, the Company

will be required to provide transportation for such travel

and pay for the time spent traveling to and from the distant

location.

9.06 Motor Vehicle Usage.

A. In the work units where Stand-by Technicians are utilized, the

Technician on Stand-by shall be allowed to drive a Company

vehicle to and from his/her home in accordance with the Fair

Labor Standards Act.

B. Additionally, the General Manager, or his/her designee and

the Local President, or his/her designee, will hold a meeting to

mutually agree on plans for Motor Vehicle Usage to be used in

special circumstances. Following that agreement, employees

may be granted use of a Company vehicle on an individual

case.

If the General Manager and Local President (or their designee)

cannot come to an agreement, the issue can be escalated to the

Network Vice President, or his/her designee, and the State

Representative, or his/her designee, for the parties to come to

mutual agreement. Following that agreement, employees may

be granted use of a Company vehicle on an individual case.

9.07 Personal Vehicle Reimbursement Plan (for Large Business

and CPE only).

A. Service Consultants may participate in the personal vehicle

reimbursement plan or elect to opt out.

1. The employee’s vehicle should be available for business

needs at all times during normal business hours.

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2. The vehicle should meet safety standards comparable to

Company owned vehicles and be mechanically sound.

3. The vehicle must be in a presentable condition.

B. Employees must provide insurance coverage at least equal to

the minimum liability limits required under their state’s

financial responsibility or compulsory liability insurance law.

Employees shall provide their supervisor a copy of their

insurance policy detailing coverage levels and endorsements

equal to or exceeding the standards specified.

C. Commuting expenses are considered personal expenses and

will not be reimbursed. Commuting is defined as “the first

and last trip of the day between the employee’s residence and

any work location within the general metropolitan area in

which the employee normally responds to work.” Should the

first or last trip be to or from a location outside the general

metropolitan area, then all the mileage is reportable as

business.

D. Reimbursement will include a fixed amount and mileage.

1. The fixed amount of $25.00 will be per 2 week pay period.

This is considered as taxable income and will be reflected

on the employee’s W-2.

2. The mileage reimbursement will be the IRS rate per mile,

subject to review and adjustments of the Employee

Personal Vehicle Reimbursement Plan. This is not

considered as taxable income. A mileage log will be

turned in bi-weekly.

ARTICLE 10

TRAVEL TIME AND TRAVEL CONDITIONS

10.01 Place of Reporting.

A. The Company will designate the place at which employees

will be required to report for work.

1. This may be an office, garage, work center or place of

motor vehicle storage (or, in the case of Construction cable

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splicing forces who do not operate from a motor vehicle at

the job) within the limits of his/her headquarters

exchange/WRA. It is further understood that within a

Control Center environment, there will be only one place

of reporting for an employee within an exchange.

a. Construction cable splicing forces who do not operate

from a motor vehicle and are required to report at the

job will be paid $5.00 per tour or part tour worked in

lieu of the cost of public transportation.

b. Nothing in this section will be construed as prohibiting

the Company from designating the job or a location en

route to the job for any employee when such

designation is requested by the employee or the

Company and is agreeable to both parties.

c. An employee whose place of reporting is temporarily

changed within his/her headquarters exchange/WRA

will be paid a daily allowance of $5.50 provided that

the temporary place of reporting lies beyond a radius

of one mile from the regular place of reporting.

2. Consideration will be given in the order of seniority to an

employee with a valid request on file for (1) reporting to a

work group or work unit at another location within the

exchange/WRA, or (2) being reassigned to another work

group, work unit, assignment, or shift at the same place of

reporting. Employees may request the same or a different

type of work in the same or a different department. Such

requests will be considered, needs of the business

permitting, provided the employee’s services may be

profitably utilized in such location, assignment, or shift

and further provided that the employee has been at his/her

present location, assignment, or shift, and in his/her

present title for at least 24 months. The elapsing of the 24

month period will not be affected by a change in place of

reporting at the instance of the Company. Requests of this

type will be submitted to the staffing system. The request

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must be on file and the requestor test qualified at the time

consideration begins. Employees may have up to 10

requests on file. These may be Article 10 requests, Article

12 requests, or any combination of the two.

a. When a WRA has more than one place of reporting for

work groups within a General Manager (or equivalent)

organization, doing essentially the same type of work,

consideration shall be given in order of seniority to the

written request of an employee for reporting to work at

another location within the WRA, or being reassigned

to another work group, and his/her services may be

profitably utilized in such location. Requests of this

type shall be submitted in writing to the employee’s

General Manager and the receipt will be acknowledged

to the requestor within 10 working days.

3. When permanent changes in place of reporting are to be

made to initially staff, in part or whole, a new work group

(as distinguished from relocating an existing work group),

the following procedure will apply. The Company will

designate the work group(s) or work unit(s), whichever is

larger at the place of reporting, from which employees will

be assigned. Those employees from the designated work

group(s)/work unit(s) who desire the assignment and

whose services may be profitably utilized at the new

location(s) will be assigned in order of seniority. Such

assignments will be made, needs of the business

permitting, up to the number of employees the Company

desires.

If additional employees are still needed, such additional

assignment as the Company deems it appropriate to make

will be made in inverse order of seniority from the same

designated work group(s)/work unit(s) provided the

employee's services may be profitably utilized at the new

location, needs of the business permitting.

a. When initially staffing a new work group at an existing

location, a notice will be adequately posted at that

place of reporting. Requests will be limited to those

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received within 7 days from employees in the group(s)

from which the assignment will be made. Such

requests may be granted at the discretion of the

Company.

4. If under the provision of 10.01A, the Company designates

a permanent change in the place of reporting (other than

the type described in "3" above) of an employee, such

employee will be allowed to exercise his/her seniority to

remain at his/her present location, needs of the business

permitting, provided a junior qualified employee is

available in his/her work group or work unit, whichever is

larger at the place of reporting, to fill the vacancy.

10.02 Time Considered Worked.

A. Time during the scheduled or assigned hours of an employee

which is spent at the direction of the Company in traveling

from one job assignment to another or from one town to

another shall be considered as time worked.

B. Time spent by an employee, at the direction of the Company,

in traveling before or after the hours of his/her scheduled or

assigned tour, which may be described as "all in a day's work"

(see 12.05A1), shall be considered as work time. It is not

intended that this provision be applied to travel on a day the

employee was not scheduled or assigned to work or to travel

which consumes a considerable period of time.

C. Where a total of travel time required by the Company and

time worked on a scheduled tour exceeds the length of a

normal tour in one day and the employee spends at least one

night away from his/her headquarters exchange/WRA, the

employee will be paid for travel time in excess of such hours.

D. Where an employee is directed to travel continuously for more

than a full working day, the time spent traveling during his/her

scheduled or assigned tours shall be considered as time

worked. The application of this provision shall not result in

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an employee being paid for a less number of hours than is

contained in a normal work week.

E. An employee required by the Company to travel on a day on

which he/she was not scheduled shall be considered as

working on such day for the number of traveling hours up to

the length of a normal tour.

1. Insofar as it is practicable the Company will not require

employees to travel on Sundays and holidays.

2. The "established starting and stopping time" for

employees who work varied (relief) tours within the week

shall be as follows: The tour which has been worked more

than any other tour during the preceding 5 tours worked

before travel shall be the established starting and stopping

time. If no tour has been worked more than another tour,

the next 5 preceding tours worked shall be included and

this process shall continue until it is determined that one

tour has been worked more than any other tour.

F. Hours of paid travel time under "A", "B", "C", "D", and "E"

above shall not exceed the length of a normal tour during any

period of continuous travel of 24 or less hours.

G. The above provisions are not intended to cover every possible

condition under which travel time may be properly considered

as work time, and all such cases not expressly covered by this

Article shall be governed by the provisions of the Fair Labor

Standards Act, as amended.

10.03 Pay Basis for Travel Time.

When it is to be considered as time worked, travel time will be

paid for on the same basis as actual work time.

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ARTICLE 11

SUSPENSIONS, DISCHARGES AND DEMOTIONS

11.01 Limitations.

A. In the event an employee is suspended or discharged, a charge

that the suspension or discharge was without just cause will be

handled in accordance with the following:

1. If the employee has 6 months or less of seniority, a charge

that the discharge was without just cause will be subject to

the full grievance procedure set forth in Article 21 but will

not be subject to arbitration.

2. If the employee has more than 6 months of seniority, a

charge that the discharge was without just cause will be

subject to the full grievance and arbitration procedures set

forth in Articles 21 and 23.

3. If the employee has been suspended, a charge that the

suspension was without just cause will be subject to the

full grievance and arbitration procedures set forth in

Articles 21 and 23.

B. In the event an employee is demoted, a charge that the

demotion was without just cause will be handled in

accordance with the following:

1. If the employee has less than 3 months service (exclusive

of formal training) in the job from which he/she was

demoted at the time of the demotion, the matter will be

subject to the grievance procedure set forth in Article 21

but will not be subject to arbitration.

2. If the employee has 3 months or more of (exclusive of

formal training) service in the job from which he/she was

demoted, the matter will be subject to the full grievance

and arbitration procedures set forth in Articles 21 and 23.

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11.02 Reinstatement.

A. In the processing of grievances or arbitration (see Article

23.02 Expedited Arbitration), unless the parties at the State or

higher level mutually agree to the contrary with respect to the

particular grievance or arbitration case, the following will

apply: If as a result of such grievance or arbitration procedure

it is determined that the employee was discharged, suspended

or demoted without just cause, the Company agrees to

reinstate the employee and to reimburse him/her according to

the following:

1. In a discharge case, the employee will receive his/her

regular pay for the time lost less the amount of any

termination pay received from the Company and

unemployment compensation received or receivable; and

the employee will receive an additional 7% of the

remaining amount.

2. In a suspension case, the employee will receive his/her

regular pay for the time lost.

3. In a demotion case, the employee will be made whole for

the difference, if any, between his/her rate on the job from

which he/she was demoted and his/her rate on the job to

which he/she was demoted for each day he/she remains on

the lower-rated job.

B. An employee reinstated as the result of an arbitration case will

also be entitled to the following:

1. If the employee has paid medical insurance premiums

under the BellSouth COBRA plan, he/she will be

reimbursed for these premiums for any period covered by

backpay, up to the 18 month COBRA limitation.

2. The employee will receive a Success Sharing Plan lump

sum amount calculated to include the time off the payroll.

3. Provided an employee was enrolled in the savings plan

prior to termination and contributes his/her share to the

plan upon reinstatement, the Company will pay the

appropriate matching funds and interest. Interest will be

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based on a composite of all funds for the period the

employee was off the payroll.

ARTICLE 12

PROMOTIONS, TRANSFERS AND JOB VACANCIES

12.01 Advertising Anticipated Job Vacancies.

A. Job vacancies within the bargaining unit will be adequately

advertised via the staffing system.

1. The following jobs are considered as career entrance jobs:

Frame Attendant

Material Service Coordinator

Office Assistant

Office Clerical Assistant

Operator

Outside Plant Technician

Processing Assistant

Services Technician

a. Before filling the above jobs by the hiring of new

employees, the Company will give consideration to

employees who have valid requests on file for these

jobs. Except as otherwise provided for in "c" below,

decisions in the filling of any jobs listed in "1" above

are subject to the grievance procedure but not

arbitration.

b. The transfer or reclassification of an employee from

one entrance job to another, or from a non-entrance job

to an entrance job, with a higher top basic rate may be

handled under 12.01B or 12.04 even though such a

move would be a promotion for the employee

involved.

c. In the selection of an employee for transfer from one

entrance job to another, or from a non-entrance job to

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an entrance job, with higher top basic rate, the

principle of 12.02C shall be observed if one or more

employees have requested such transfer under 12.01B.

2. Vacancies will be advertised via the staffing system for

seven calendar days and will include as much specific

information as is available (work location, hours, any

special requirements, etc.). A copy of advertised

vacancies in the state will be provided to designated CWA

Staff Representatives who will be responsible for

providing to the appropriate Union Presidents.

B. Requests must meet the following criteria in order to be valid:

1. Requests may be submitted to the staffing system by

regular employees for a specific job title and

exchange/WRA and must be on file before the close of the

job ad. Transfer or promotional moves may be requested

within and between the following entities: BellSouth

Telecommunications, LLC, AT&T Billing Southeast,

LLC, Utility Operations, and National Directory and

Customer Assistance.

The Company will acknowledge the receipt of all requests

to the employee in writing, upon request.

a. Should the Company choose to select an employee

whose request was not on file before the close of the

job ad, any other employee whose request was not on

file before the close of the job ad may grieve such

selection.

b. The provisions of 12.01B and 12.02A notwithstanding,

former regular employees returning to service with the

Company from a BellSouth represented entity in

temporary positions may submit requests and receive

consideration for placement after a minimum period of

3 months in the temporary assignment.

1) A temporary employee who has not been a former

employee of any of the BellSouth represented

entities may submit requests and receive

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consideration for placement after a minimum

period of 3 months in the temporary assignment.

However, such requests will only be considered for

equal or lower level jobs prior to the hiring of a

new employee to fill a vacancy.

2. Requests shall be submitted to the staffing system.

Employees may also submit information on the

experience, training and other qualifications which the

requestor feels are pertinent to the vacant job on the

appropriate form(s) to the person stipulated by the

Company. Employees may submit an unlimited number

of “specific” requests for currently advertised vacancies

and may submit up to 10 “future” requests. These may be

a combination of Article 10 requests or Article 12 intra- or

inter-entity requests. A specific request is only valid until

the advertised job is filled. A future request will expire at

the end of the quarter in which 12 months is attained,

unless renewed or canceled sooner by the employee or as

specified in 12.02A6. The staffing system will advise the

employee of expiring requests.

3. The Company is not required to consider a request unless

the requestor has met test qualification requirements for

the job under consideration. However, if the Company

selects an employee who was not test qualified as of the

date the job ad closes, other such requestors may grieve.

4. The Company is not required to consider a request for

movement unless the requestor meets the minimum time-

in-title and exchange/WRA requirements as indicated

below. However, if the Company selects an employee

who does not meet time-in-title and exchange/WRA

requirements as outlined in the following chart, other such

requestors may grieve:

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a. Job Title Time-In Time-In

-Title -Exchange/WRA

Circuit Layout Assig. ...... 24 months ........... 24 months

Communications Sales

Specialist. ................. 24 months ........... 24 months

Communications Tech. ... 24 months ........... 24 months

Customer Service Assoc. 24 months ........... 24 months

Digital Tech. .................... 36 months# ......... 36 months#

Electronic Tech. .............. 36 months# ......... 36 months#

Facility Tech. ................... 36 months# ......... 36 months#

Line Translations Spec. ... 24 months ........... 24 months

Multi-Media Tech. .......... 24 months ........... 24 months

Outside Plant Tech. ......... 24 months* ......... 24 months*

Processor Tech ................ 24 months ........... 24 months

Sales Associate ................ 24 months ........... 24 months

Sales Consultant .............. 24 months ........... 24 months

Service Consultant .......... 24 months ........... 24 months

Service Consultant/CPE .. 24 months ........... 24 months

Service Rep. .................... 24 months ........... 24 months

Service Specialist. ........... 24 months ........... 24 months

Services Tech. ................. 24 months* ......... 24 months*

Switching Equip. Tech .... 36 months# ......... 36 months#

Systems Specialist Tech. . 24 months ........... 24 months

Systems Technician ......... 24 months ........... 24 months

Testing Tech. ................... 36 months# ......... 36 months#

* OPTs and STs are held to only 15 months time-in-

title and exchange if the move will be a promotion.

# Titles with 36 months time-in-title and exchange are

held to only 24 months if the move will be a

promotion.

b. All Other Job Titles 15 months 15 months

c. In addition to the 36 months 36 months

requirements above, for

new hires transferring

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out of the State or Area

whichever is smaller or

transferring between

entities.

d. See Section 8.05 for PMR time-in-title/time- in-

exchange/WRA.

e. Time criteria as described in 12.01B4 will be

considered as time met if time criteria is satisfied no

later than the sixth Sunday following the date the

employee is notified.

C. Employees may cancel, renew and/or add requests at any time

via the staffing system.

D. Nothing in this Agreement is to be construed as prohibiting

the Company from filling vacancies in excess of the number

advertised as needs of the business dictate. The Company is

not required to fill advertised vacancies.

E. Notwithstanding any other provisions of this Agreement, an

employee transferring into an exchange/WRA under the

provisions of 12.01 after the Company has determined to

employ temporary employees under Article 7 shall lose

his/her seniority for treatment under Article 7. Coincident with

or prior to granting of such transfer request, the employee

shall be advised in writing of his/her seniority treatment. After

all other regular employees in the exchange/WRA have been

offered treatment under Article 7, such transferred employees

shall have full seniority rights restored for all purposes except

for an offer of termination pay.

F. Decisions in the filling of vacancies across entity lines are

subject to the grievance procedure but not arbitration.

G. An employee from one step outside the bargaining unit

reassigned to the bargaining unit under Article 7 or Article 12

at his/her request will lose his/her seniority for the provisions

of Article 7 for the first 12 months following such assignment.

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Additionally, the employee previously must have been in the

bargaining unit, and the employee must meet applicable,

reasonable threshold requirements for the job as defined in

12.02E prior to being reassigned to the bargaining unit.

12.02 Filling Job Vacancies.

A. Vacancies will be filled by return of regular employees from

leave of absence, promoting qualified regular employees,

transferring qualified regular employees, demoting regular

employees within or from one step outside of the bargaining

unit, transfers from other states within the Company, as

defined in 12.01B1 of regular employees, re-employment of

regular employees laid off under Article 7, provided such

employees are as well qualified to fill the job vacancies as

persons or other employees available from other sources and

provided further that service requirements will permit the

release of the requesting employees from their present

assignments (not applicable in cases of promotion). No

individual employee will be held from transfer due to service

requirements longer than 9 months. The Company will notify

CWA District 3 and the appropriate State Director of the

Union or their designees prior to invoking service

requirements and will discuss other alternatives the Union

might suggest. An employee who has been declared surplus

and is within 4 months of his/her displacement date will not be

held for service requirements.

1. In filling job vacancies as described in "A" above, the

Company shall consider non-promotional movements

along with other requests.

2. Transfers to Higher-Rated Wage Scales. When an

employee is involved in an interdepartmental transfer, or a

reclassification within his/her department, to a higher-

rated job, the matter shall be considered and treated as a

promotion in accordance with Article 12.

3. The Company is not required to consider a request for

promotion from an employee on leave of absence.

However, if an employee on leave of absence is selected

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for promotion, all other employees who are on leave who

have valid requests on file must be considered under the

appropriate provisions of 12.01.

4. Nothing in this Agreement is to be construed as

prohibiting the Company from giving consideration in

filling job vacancies to employees who do not have

requests on file under the provisions of 12.01.

5. Requestors with deficiencies that may affect their chances

for being selected will be informed as to the deficiency.

(Deficiencies will include, but are not limited to, failure to

satisfactorily complete required tests, failure to meet time-

in-title, time-in-exchange/WRA, and/or time-in-entity

requirements.)

6. When an employee is notified that he/she has been

selected to fill a vacancy, all other requests on file in

his/her behalf shall be considered as withdrawn unless the

employee notifies the Company within 2 business days

after selection that he/she wishes to reject the offered

vacancy.

7. When an employee is selected to fill a job vacancy, the

employee will be released from his/her present assignment

as soon as practicable but normally no later than the sixth

Sunday following the date the employee is notified. If an

employee has been declared surplus and is within 4

months of his/her displacement date, a release date no later

than the 9th Sunday may be permitted in cases where

service requirements do not permit his/her release. In such

cases the employee will suffer no loss of higher rated pay

due after the sixth Sunday.

8. If an employee rejects a future requested move, he/she will

not be entitled to replace the rejected request for a period

of 6 months from the date of rejection. An employee who

has rejected a requested move shall not be eligible to

submit a future request in the rejected title in the rejected

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exchange/WRA for 6 months from his/her date of such

rejection.

9. When an employee is selected under 12.02A to fill a job,

any transfer and moving expenses will be borne by the

employee. The employee will suffer no loss of regular pay

for reasonable time off to arrange for the moving of

household furnishings and to make the trip to the new

location.

10. Notification of selection activity will be furnished monthly

to designated CWA Staff Representatives who will be

responsible for providing to the appropriate Union

Presidents. This information will include the names and

seniority dates of persons selected.

11. Grievances must be filed in writing at the 2nd Step on

behalf of an employee, subject to the exception of

12.01B1a, who had a valid request against a specifically

identified selectee (or selectees) within 60 days after the

notification covered in "10" above. Such grievances will

be processed in accordance with Article 21.

12. When an employee has an active grievance on one or more

selections, he/she may continue to grieve on only one of

the pending grievances for a job which is higher than one

he/she subsequently accepted.

B. In considering employees for job vacancies within an entity or

between entities, the Company shall give consideration to

seniority, qualifications, and service requirements, and, if the

employee is returning from a leave of absence or a layoff,

whether he/she has been guilty of misconduct which would

have been proper cause for discharge.

C. In the selection of employees within an entity or between

entities for promotions, seniority shall govern if other

necessary qualifications of the individuals are substantially

equal.

D. No employee will be denied promotion, transfer or downgrade

solely because he/she has not had the opportunity to complete

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Company sponsored training classes related to his/her present

job or Company sponsored training classes related to the job

that is to be filled.

E. Except as described in "E1" and "E2" below, the Company

may, regardless of other provisions of this section, disqualify

an employee from further consideration upon determining that

the employee does not meet reasonable threshold requirements

for the job to be filled. "Reasonable threshold requirements"

shall be construed to be the attainment of recommended

minimum test scores on applicable standard BellSouth tests, or

their successor tests, or other appropriate tests (e.g., a typing

test for a typing job). The Union may challenge through the

grievance and arbitration procedure whether the use of a

particular test or tests as a threshold requirement for a

particular vacancy is reasonable. Such challenges will be filed

initially at the Executive Level. The Union may also challenge

the Company's decision to disqualify an employee from

further consideration (as it relates to threshold requirements)

through the grievance procedure, but not through arbitration.

1. If the attainment of a minimum test score is established by

the Company as a prerequisite for receiving Company-

sponsored formal training associated with a new job title

which is to substantially replace one or more existing

titles, the incumbents in the existing title(s) in an affected

exchange/WRA shall be given priority consideration over

all other employees for staffing the new title in that

exchange/WRA, such priority consideration to consist of

the following:

a. Incumbents who have already qualified on the test

involved or who are exempted from taking the test

based on their experience and/or previous training will

be eligible for immediate transfer to the new title upon

its implementation.

b. Incumbents not meeting the description in "a" above

shall as soon as practicable be offered the test, and, if

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they meet the required minimum score will be

considered concurrently with those employees

described in "a" above.

c. Incumbents not qualifying under "a", or "b" above

because of not meeting minimum test score

requirements will be given an opportunity in seniority

order to attend appropriate general skills training under

PARTNERSHIP.

d. Incumbents described in "a", "b" and those who

complete the training in "c" above who are

subsequently transferred to the new title will be sent to

appropriate job-specific training as soon as practicable

in seniority order.

e. Incumbents not desiring to be considered further for

transfer to the new title under these procedures, and

those described in "c" above for whom there are no

staffing vacancies available due to all of them being

previously filled by those described in "a", "b" and "c"

above, may be treated as an "operational efficiency"

surplus under the appropriate sections of the

Agreement.

f. Vacancies in the new title which develop subsequent to

completion of initial staffing will be handled under the

other relevant provisions of Article 12 and/or Article 7.

2. Surplus employees desiring to continue their career (under

Article 12 or PARTNERSHIP) in a different title and work

discipline for which the Company has established the

attainment of a minimum test score as a prerequisite for

receiving Company-sponsored formal training shall be

considered for filling a vacancy for the title as follows:

a. An employee who has already qualified on the test

involved or who is exempted from taking the test

based on his/her experience and/or previous training

will be eligible for transfer to the new title.

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b. An employee not meeting the description in "a" above

shall as soon as practicable be offered the test, and, if

he/she meets the required minimum score will be

eligible for transfer to the title.

c. An employee not qualifying under "a" or "b" above

because of not meeting minimum test score

requirements will be given an opportunity to be

retested following his/her completion of appropriate

general skills training under PARTNERSHIP. Usual

Company-enforced time limits on retesting will be

waived with respect to this second test. If the

employee fails to pass the test on this second effort,

he/she will be provided the assessment and counseling

provisions of PARTNERSHIP.

F. An employee who is transferred or promoted under Article 12

to a new job and who cannot satisfactorily complete training

or who cannot perform satisfactorily on the job during the 6

months following the completion of training will be grouped

with those employees (if any) under 7.01C for existing

vacancies only in equal or lower level jobs for which they are

qualified, except as described in F1 below. If no vacancy

exists or the employee declines an offer of a job offered under

7.01C which requires a change in residence, the employee will

receive termination allowance in accordance with 8.04C, will

be eligible to enter the PARTNERSHIP Job Bank as described

in Article 24.05D, and will have recall rights under 7.02 as if

he/she had been laid off from his/her former job.

1. If during the first six months following successful

completion of training, the employee’s job performance

has not reached a satisfactory level, the Company will

provide an individualized performance improvement plan

of up to 60 days, depending on the nature of the job and

the progress of the employee, which identifies specific

deficiencies and improvement benchmarks. This plan will

be discussed with the employee, and if requested, with a

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Union representative. The Company will also provide on-

the-job assistance as appropriate for the job.

2. If an employee is having difficulty during initial job

specific training, the Company will provide additional

assistance for up to 3 days depending on the employee’s

progress, the nature of the training and the needs of the

business.

12.03 Promotional Increase Treatment.

When an employee within the bargaining unit is promoted to a

higher-rated job within the bargaining unit, he/she shall receive at

the time of promotion the applicable promotional wage treatment

as set forth in 2.06.

12.04 Transfers at the Instance of the Company.

A. When the Company decides that a job is to be filled by

transfer from one exchange/WRA to another, preference shall

be granted in the order of seniority to employees who are

willing to accept the transfer provided they meet the

requirements of the job to be filled and provided that their

transfer can be accomplished without incurring extraordinary

expense.

1. Notice that a job is to be filled under "A" above shall be

adequately posted at the place of reporting within the

exchange/WRA of all employees within the department

holding the title from which the transfer will be made and

shall be limited to requests received within 7 days from

such employees who are willing to accept the transfer.

B. When it is necessary to fill a job by transfer from one

exchange/WRA to another and no qualified employee within

the Department from which the transfer is to be made is

willing to accept the transfer on a voluntary basis, the transfer

will be made by transferring in the inverse order of seniority

the most junior qualified employee in the wage scale within

that department from within the exchange/WRA who can

meet the requirements of the job to be filled provided there is

a qualified replacement available in the title originally posted

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under "A" above and such transfer will not result in a special

hardship to such employee or his/her immediate family.

1. After the transfer has been made under "B" above, the

Company may correct any force imbalance in the

exchange/WRA that was caused by the transfer by moving

the junior qualified employee in the title designated under

"A" above into the vacated position.

2. In those instances where the Company has designated an

employee to involuntarily transfer to another

exchange/WRA and a qualified employee in the specified

exchange/WRA who otherwise would be acceptable

subsequently volunteers to transfer rather than the

designated employee, the transfer will be considered as

being made under 12.04B.

C. When the Company decides that a job is to be filled by

transfer from one job title to another within the same

exchange/WRA and no promotion is involved, the job shall be

filled by the senior qualified employee, in the title, in the

department from which the transfer is to be made who has

requested the transfer under 12.01, service requirements

permitting. If no such employee has requested the transfer

under 12.01, the selection will be made from the employees in

the wage scale in the department from which the transfer is to

be made in the inverse order of seniority in the

exchange/WRA or district, whichever is smaller, who can

meet the requirement of the job.

D. Use of 12.04B for transferring employees to same or other

jobs in other exchanges/WRAs shall be limited to those

situations in which a force imbalance exists or as directed by

the provisions of Article 7. A force imbalance exists when the

number of employees performing the required volume of work

is proper but is improperly distributed by exchange/WRA.

Transfers under force imbalance circumstances shall be

confined to exchanges no further than 50 miles from the

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employee’s present exchange location or 100 miles for a

WRA.

E. When the Company decides that a job would be filled by

involuntarily transferring employees from one job to another,

within the same exchange/WRA, or outside the

exchange/WRA, it will not affect the running of the time-in-

title nor the time-in-exchange/WRA referred to in 12.01B4.

12.05 Temporary Transfers. (CPE see Customer Markets

Addendum)

A. None of the foregoing provisions of this Article will apply to

temporary transfers, which are defined as follows: An

employee will be in a temporary transfer status when he/she is

assigned to work outside his/her headquarters exchange and is

not returned to such exchange on Company time at the

conclusion of the day's work.

1. When an employee is to be assigned to work outside

his/her headquarters exchange, the Company will advise

the employee whether he/she will be temporarily

transferred or be returned to his/her headquarters exchange

at the conclusion of each day of work. In the event the

employee is returned to his/her headquarters exchange at

the conclusion of the day's work, the assignment will be

considered as "all in a day's work".

2. The Company may terminate a temporary transfer by

returning the employee to his/her headquarters exchange

on Company time and expense. However, temporary

transfers will not be terminated on non-scheduled or non-

work days prior to the completion of the employee's

temporary assignment except as follows:

a. When the employee's services are temporarily needed

in his/her headquarters exchange for a full tour or

more.

b. When the employee is permitted to take his/her

scheduled vacation while on a temporary assignment.

In this event, the Company is obligated to return the

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employee to his/her headquarters exchange on

Company time and travel expense provided he/she

wants to commence his/her vacation from his/her

home base. Should the employee elect to commence

his/her vacation at his/her temporary location and

continue to receive the IRS maximum allowance,

he/she may do so, if the IRS maximum allowance cost

for the period does not exceed the cost of returning the

employee to his/her headquarters exchange on

Company time and expense and back to the temporary

location.

c. When the employee requests and is granted an

unscheduled vacation day(s), excused time or excused

work day(s), etc., and the cost of returning the

employee to his/her headquarters exchange and back to

the temporary location on Company time and expense

would be less than the cost of the IRS maximum

allowance.

d. When the employee becomes ill to the extent that

he/she is unable to work, and his/her illness is expected

to continue for an extended period. In this event,

his/her temporary transfer should be terminated as

soon as he/she is able to travel. (An illness that is

expected to be of short duration should be handled in

accordance with "c" above if the employee is able to

return to his/her headquarters exchange.)

3. When an employee's temporary transfer is terminated

under the conditions outlined in 12.05A2b, c and d above,

he/she may be placed back on the same temporary

assignment provided he/she returns to the temporary

location on his/her first scheduled day to work after his/her

transfer was terminated. If the employee performs work in

his/her headquarters exchange after a temporary transfer

has been broken, he/she should not be placed back on

temporary transfer except as required or permitted under

the selection procedures outlined in 12.05C1 or C2 below.

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4. A temporary transfer may be terminated without the

employee having to physically return to his/her home base.

He/She can be paid for the equivalent time and travel

expense that would have been incurred had he/she actually

returned. Such time and expense should be based on the

means of transportation designated by the Company at the

beginning of his/her temporary transfer.

5. When an employee on a temporary transfer elects to return

home or go elsewhere on non-scheduled days on his/her

own time and expense, he/she may do so and still be

entitled to the IRS maximum allowance expense and travel

conditions specified in 9.02B6.

B. The Company recognizes the undesirability, both from the

standpoint of the transferring employees and the resident

employees, of temporarily transferring employees to work

away from their regular location or of receiving employees

from other companies for extended periods and will neither

make nor effectuate such transfers except to meet service

requirements.

1. When it does become necessary to temporarily transfer an

employee(s), such employee(s) will be given as much

advance notice as feasible. Where the temporary transfer

is beyond reasonable commuting distance and is expected

to last in excess of one week, and the employee(s) was not

given as much as 5 days of advance notice, he/she should

be given a reasonable amount of time off with pay, if

needed, to handle his/her personal business prior to being

transferred. Such excused time should not exceed one tour

for interstate transfers or one session for intrastate

transfers.

C. The following procedures will be followed in the selection of

individual employees for temporary transfers. However, in

emergency situations the Company may transfer work groups

without applying these procedures.

1. When it becomes necessary to transfer employees

temporarily to an assignment expected to be of more than

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one week duration, the Company will make a

determination as to the work unit or units from which it

desires to make such transfers. (Work unit for this

purpose will be all employees within a given title who

have a common place of reporting and who perform the

same job duties.) All employees in the unit or units will

be notified of the proposed transfer either by personal

supervisory contacts or by a notice placed on bulletin

boards within the selected unit or units. Those qualified

employees volunteering for the temporary assignment will

be selected and transferred in order of seniority, service

requirements permitting. If the above procedure does not

produce a sufficient number of volunteers, all employees

holding the same title and who are performing the same

job duties within the exchange (in multi-district

exchanges, the district) and department from which the

transfers are to be made will be notified of the proposed

transfers either by personal supervisory contacts or by

notices placed on bulletin boards. Qualified employees

volunteering for the assignment will be selected and

transferred in order of seniority, service requirements

permitting. Should additional employees be needed,

selection will be made in the inverse order of seniority

from among qualified employees, in the same job title and

department who are performing the same duties, within the

same exchange (in multi-district exchanges, the district)

from which the Company elects to make the transfer,

service requirements permitting, provided such transfers

will not result in a special hardship to such employees or

their immediate families.

2. When temporary transfers are expected to be of one week

duration or less, the Company will make a determination

as to the work group in the exchange from which it desires

to make such transfers. Where practicable, all employees

in the work group will be notified of the proposed transfer

either by personal supervisory contact or by a notice

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placed on the bulletin board within the selected work

group. Those qualified employees volunteering for the

temporary assignment will be selected and transferred in

order of seniority, service requirements permitting.

If the above procedure does not produce a sufficient

number of volunteers, volunteers will be sought using the

same procedure from among all employees in the work

unit in the exchange from which the Company desires to

make such transfers. Those qualified employees

volunteering for the temporary assignment will be selected

and transferred in order of seniority, service requirements

permitting.

If the above procedures do not produce a sufficient

number of volunteers, the transfer will be made by

transferring in the inverse order of seniority the first

qualified employee in the work unit from which the

Company has elected to make the transfer, service

requirements permitting, provided such transfer will not

result in a special hardship to such employee or his/her

immediate family.

3. When temporary transferees under 12.05C are transferred

to an exchange, resident employees in that exchange

performing the same work as that being performed by the

temporary transferees will be offered 6 day work

opportunity whenever the temporary transferees are

offered 6 days.

D. Basic pay treatment for temporarily transferred employees

will continue in accordance with the wage progression scale in

effect for their job classification at their home location. Any

evening or night differential payments applicable will be paid

in accordance with the schedule for such differentials in effect

in the offices in which they are temporarily working.

E. Transferred employees will be returned to their headquarters

exchange on a seniority basis under the following conditions:

1. When the need for temporary employees diminishes to a

point where some employees may be returned.

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2. When junior employees are available while senior

employees from the same exchange (or work unit as

appropriate), in the same title, are on temporary duty in

other locations, the junior employees will be assigned to

relieve the senior employees concurrent with the senior

employees' next Company-paid weekend home visit,

provided:

a. The junior employee(s) is qualified to relieve the

senior employee(s).

b. The work being performed by the senior employee(s)

can be prudently reassigned.

c. The senior employee(s) makes a request to return

home.

3. When employees in exchange "A" are selected and

temporarily transferred to exchange "B", such employees

should not be subsequently moved to another exchange

with the following exceptions:

a. When such employees are to perform work in an

exchange within 35 miles of exchange "B", those

initially selected may be so utilized.

1) When it is known in advance that the employees

selected are to perform work in another exchange

within 35 miles of exchange "B", this information

should be made known to the appropriate

employees at the time such employees are being

canvassed. Also, when the expected duration of

such work is known, the employees will be so

advised at the time of canvassing. The Company

will endeavor to keep such movement within the

cluster at a minimum, service requirements

permitting.

b. When employees in exchange "A" are selected and

temporarily transferred to exchange "B" and the need

for work develops in an exchange more than 35 miles

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from exchange "B", the selection process specified in

12.05C should be reinstituted and the appropriate

employees in exchange "A" should be given the

opportunity to volunteer for the assignment.

F. Temporary transfers for the purpose of training will be

excluded from the requirements of 12.05C1, C2, and 12.05E.

G. In a Control Center (CC) environment, the performance of

work assignments involving movement of forces in and out of

exchanges is not considered a temporary transfer insofar as the

application of 12.05A, C and E is concerned provided such

exchanges are not beyond 35 miles of the employee's existing

exchange. Such work will, however, be subject to the

provisions of 9.02, as appropriate. Exemption from the

application of these sections will not apply to such CC forces,

however, when they are temporarily transferred away from

their home exchange to other CC's or work groups in order to

temporarily perform work functions outside of the scope of

their home CC's normal area of control.

H. The movement in and out of exchanges within a State of

employees on State payrolls is not a temporary transfer under

12.05.

12.06 Appeal Rights.

The decision of the Company on any of the factors mentioned in

12.01, 12.02, 12.04 and 13.03 will be subject to the grievance

procedure set forth in Article 21. After exhaustion of the

grievance procedure, a charge of bad faith or arbitrary action will

be subject to the arbitration procedure set forth in Article 23. If

the Arbitrator finds that the Company acted arbitrarily or in bad

faith, the Company will promptly take the necessary steps to

correct such action.

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ARTICLE 13

APPLICATION OF SENIORITY

13.01 Extent and Limitations. (For definition of "Seniority", see

1.27.)

In matters relating to assignment of hours and vacations, layoffs,

rehiring after layoffs, voluntary transfers, involuntary transfers

and promotions, seniority shall govern to the extent and with the

limitations set out in 3.03A, 5.07A, Article 7, 10.01A2, 12.01A1b,

12.01A1c, 12.01E, 12.02, 12.02A2, 12.04 and 12.05C

respectively. The provisions of 3.02 and 13.03 shall likewise

apply.

13.02 The application of the principle of seniority will be on the

following basis:

A. For assignment of tours, the provisions of 1.38

notwithstanding, the "work group" will apply, with the

following exceptions:

1. The Company and the Union may agree at the Operations

or higher level to assign tours in some manner other than

by work groups.

2. Except for the conditions and limitations specified in

13.01, Network Operations employees in buildings

housing central office equipment, where there is more than

one central office or toll supervisor supervising work

groups shall have the right to select tours in accordance

with their seniority, provided they have the same job

classification (title) and work on the same type of

equipment. (No. 1 ESS, No. 2 ESS, No. 3 ESS, No. 4

ESS, No. 5 ESS, TSPS, and specialized assignments in

Switching Control and Toll Center work groups, such as

Field Forces, Trunking, Analyzation & Control, etc. are to

be considered as different types of equipment.) On any

changes occurring in Control Center (CC) groupings, or

the introduction of new CC's, the Company will give prior

notification to the appropriate State Director of the Union,

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or his/her designee, of the purpose of the proposed change,

the job titles involved and if applicable, the intended CC

area of control. The Company will consider the Union's

input before making the change. The action of the

Company in proceeding with the change will not prejudice

the Union's rights under Article 15, or any other applicable

rights under the Agreement.

3. Construction Forces who hold the same title and report to

the same work center shall be grouped together for the

choice of tours.

4. Tours for Operating Room and Centralized Repair Service

Attendant Bureau Forces will be assigned in accordance

with the provisions of 3.06.

5. Employees, other than those covered in 13.02A2, A3 and

A4 above, who have a common title, a common place of

reporting, a common second level supervisor (or higher

level in the absence of a second level), and who perform

the same type work shall be grouped together for choice of

tours. This paragraph will not apply in the Comptrollers

Department when the parties at the Director Level or

higher level agree to assign tours by a work group. In

those instances where tours were assigned by work group

in the Comptrollers Department, immediately prior to

August 10, 1986, such groups may continue unless the

parties at the Director level or higher mutually agree

otherwise.

B. For Vacations, the provisions of 1.38 notwithstanding, the

work group with the following exceptions:

1. The Company and the Union may agree at the Operations

or higher level to assign vacations in some manner other

than by work groups.

2. Except for the conditions and limitations specified in

13.01, Network Operations employees in buildings

housing central office equipment where there is more than

one central office or toll supervisor supervising work

groups shall have the right to select vacations in

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accordance with their seniority, provided they have the

same job classification (title) and work on the same type of

equipment, (No. 1 ESS, No. 2 ESS, No. 3 ESS, No. 4 ESS,

No. 5 ESS, TSPS, and specialized assignments in

Switching Control and Toll Center work groups, such as

Field Forces, Trunking, Analyzation & Control, etc., are to

be considered as different types of equipment.) On any

changes occurring in Control Center (CC) groupings, or

the introduction of new CC's the Company will give prior

notification to the appropriate State Director of the Union,

or his/her designee, of the purpose of the proposed change,

the job titles involved and, if applicable, the intended CC

area of control. The Company will consider the Union's

input before making the change. The action of the

Company in proceeding with the change will not prejudice

the Union's rights under Article 15 or any other applicable

rights under the Agreement.

3. Construction forces will be grouped together for the choice

of vacations as follows:

a. All employees holding the same title who report to the

same work center will be grouped together when such

employees report to different supervisors.

b. All employees holding the same title or who hold a

different title and report to the same or different work

centers may be grouped together when such employees

all report to the same supervisor provided vacation

relief is to be obtained from such employees. The

grouping of employees in this manner will only be

applicable in small exchanges (see Appendix "A").

4. Employees, other than those covered in “2” and “3” above,

in the same or different titles having the same or a

different place of reporting, who work under the same

immediate supervisor may be grouped together for

vacation selection purposes provided vacation relief is to

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be obtained from such employees and such employees

possess the skills to relieve each other without training.

5. Employees, other than those covered in 13.02B2, B3 and

B4 above who have a common title, a common place of

reporting, a common second level supervisor (or higher

level in the absence of a second level), and who perform

the same type work shall be grouped together for choice of

vacations.

13.03 Preference for Training.

A. When an employee is to be selected for training to equip

him/her for some higher-rated work, the matter shall be

treated and handled in the same general manner as in 12.02C.

1. Training includes the selection of employees from within a

work group who are regularly scheduled to work part-time

or to relieve in another job in accordance with 4.07I, and

the principle of 12.02C shall be observed among all the

members of the work groups who are grouped together for

the purpose of overtime equalization and vacation

selections at the same place of reporting.

2. In the case of an unanticipated need for selecting a person

from within a work group to fill in temporarily in another

job in accordance with 4.07I, the principle of 12.02C shall

be observed if such assignment extends beyond work on 3

consecutive work days.

B. Opportunity for training will first be offered to employees

within the job title and group normally performing the work

prior to offering such training to employees in lower rated

titles. Seniority shall govern if other necessary qualifications

of the individuals are substantially equal.

Opportunity for training will be rotated among the employees

within a work group insofar as practicable in keeping with the

needs of the business.

C. If job technology or functions are to be changed within a job

title within a work group to the extent that the incumbents will

not be able to satisfactorily perform in the job without

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successfully completing additional company-sponsored job-

specific training, and the company has established the

attainment of a minimum test score as a prerequisite to taking

the training, the company will notify all of the incumbents in

all of the work groups affected within an exchange/WRA.

1. Such incumbents will then be offered an opportunity to

take the prerequisite test as soon as practicable following

such notification and, if they meet minimum test score

requirements, will be considered as qualifying for taking

the job-specific training subject to the provisions of

13.03B.

2. Those incumbents in "1" above who fail to meet the

required minimum test score will be advised of the areas in

which they appear to be deficient and will be given the

opportunity to receive appropriate general skills training

under PARTNERSHIP. If they complete such training

they will then be considered as qualifying to the same

degree as those in "1" above for taking the job-specific

training subject to the provisions of 13.03B.

3. If an incumbent declines to take the prerequisite test at all,

or declines the process offered in "2" above, or fails to

successfully complete the job-specific company sponsored

training, he/she will be assigned to the unchanged

functions within the title within the exchange/WRA to the

extent such work is available on a full-time basis, so long

as such assignment will not adversely affect operations

efficiency. If such assignment is not made or at such time

such assignment cannot be continued, the employee may

be treated as an "operational efficiencies" surplus under

Article 7.

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ARTICLE 14

JURISDICTION OF WORK

(for CPE see Customer Markets Addendum)

14.01 Contract Work.

A. The Company agrees to use only Company employees on

work involving the construction, maintenance, removal and/or

repair of the following types of plant:

1. All aerial outside plant except that on which such work

may be performed by unskilled or occasional labor

working on the ground rather than aloft.

2. Underground cable and splicing of buried cable.

3. Submarine cable except where such work requires the use

of boats, barges, water-borne or other special equipment

not normally used by the Company.

4. Local and toll central office, TWX, TLX, private line or

station equipment which constitutes any part of a

communication circuit except work on such plant done by

a connecting company on plant located in its territory.

Notwithstanding the above, the Company will not contract

the maintenance or repair of such telephone plant located

in the territory of a connecting company where the

Company is now doing such work by employees now

stationed or may subsequently be stationed in the territory

of the connecting company.

5. Nothing in 14.01 is to be interpreted as restricting the right

of the Company to use contractors' labor to perform any

work under "2" and "3" above which can be done by

unskilled or occasional employees. Neither is it intended

to prevent the Company from contracting out the type of

work which was normally performed by the Western

Electric Company and The Long Lines Department of

American Telephone and Telegraph Company prior to the

divestiture of the Southern Bell Telephone and Telegraph

Company and South Central Bell Telephone Company

from the American Telephone and Telegraph Company.

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6. Nothing in 14.01 is to be interpreted as restricting the right

of the Company to contract out any work during an

emergency or to allow subscribers to remove the

instruments from their premises if such removal can be

effected without the use of telephone craft skills.

Emergency work includes the clearing of trouble and the

accompanying repair of any plant located in the territory

of a connecting company.

B. The Company further agrees that in the carrying out of its

program of construction, removal, maintenance and/or repair

of telephone plant it will not contract any work which would

make it necessary to lay off or part-time any regular or

temporary employee of the Company.

14.02 Non-Performance of Craft Work by Supervisors.

The Company agrees that it will not as a general practice work

supervisory employees who are classed as "Executive" employees

under the provisions of the Fair Labor Standards Act, as amended,

on work ordinarily performed by non-supervisory employees

except for purposes of instruction or to meet emergency

conditions. The parties recognize, however, that there are proper

exceptions to this general practice, made in the interest of the

service or economical operation, and in such cases nothing herein

is intended to prohibit the Company from working such

supervisory employees on non-supervisory work.

ARTICLE 15

JOB DESCRIPTIONS, TITLES AND CLASSIFICATIONS

15.01 Job Titles and Classifications.

Whenever the Company determines it appropriate to create a new

job title or job classification in the bargaining unit or to

restructure or redefine an existing one, it shall be handled as

follows:

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A. The Company shall notify the Union in writing of such job

title or classification and shall furnish a job description of the

duties and the wage rates and schedules initially determined

for such job titles and classifications. Such wage rates and

schedules shall be designated as temporary. Following such

notice to the Union at the Company bargaining level, the

Company may proceed to staff such job title or classification.

B. The Union shall have the right, within 30 days from receipt of

notice from the Company, to initiate negotiations concerning

the initial wage rates or schedules established as temporary by

the Company.

C. If negotiations are not so initiated or if agreement is reached

between the parties within 60 days following receipt of notice

from the Company concerning the wage rates and schedules,

the temporary designation shall be removed from the job title

or classification.

D. If negotiations are initiated and the parties are unable to reach

agreement within 60 days following receipt of notice from the

Company, the Union shall provide the Company in writing a

statement of their position containing the wage rate they

consider appropriate for the new or restructured job. The

issue of an appropriate schedule of wage rates shall then be

submitted to a neutral third party (NTP), to be selected as set

forth below, for determination of the final schedule of wage

rates.

E. It is expected that agreement on a job description be reached

during the negotiation. If such agreement is not reached, a

joint job description verification study will be undertaken to

ensure that the work components assigned to the job by the

Company are accurately described. If, following this

verification study and any resulting modifications to the job

description, agreement still cannot be reached that the work

components are accurately described, grievance and

arbitration procedures may be initiated. Such grievances must

be filed by the Union at the Executive Level within the 60 day

period described in "D" above.

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F. Once the parties agree the job has been accurately described

or the matter has been resolved by arbitration, the Company

and the Union will notify the NTP that he/she has been

selected and arrange a meeting within the third or fourth week

of the first 30 days at a place mutually agreeable with all

parties. The NTP will also be informed that each of the

parties will send their written rationale for the proposed wage

rate of the disputed job to the NTP within 2 weeks. This will

include a job description and other agreed upon information.

G. The Union and Company will meet within 2 weeks and

exchange their rationale for their proposed rate. This will

normally include comparisons of not more than 2 existing

bargained-for jobs that each party feels will justify their

position. They will jointly mail the required material to the

NTP. This material will include: (1) an agreed upon job

description of the disputed job, (2) the job descriptions of

existing jobs (not more than 2) that each party feels justifies

the rate of the disputed job, and the wage schedule that each

party believes should apply, and (3) the parties may include

information such as competitive market rates if they so desire.

H. At the meeting, each party may verbally present its position to

the NTP. This meeting is for the purpose of providing the

NTP with detailed information concerning the duties of the

job, the skills required, the training necessary to perform the

work and other related information. Similar information for

the comparable jobs as detailed in "G" above may be provided

so that the NTP can expeditiously render a fair and informed

decision determining the wage rate for the disputed job. It is

generally expected this informative meeting would be

concluded in one day or less and be completed within 30 days

of the NTP selection. Each party shall bear the expense of its

representatives and witnesses at this meeting.

I. At the conclusion of this meeting, the NTP must notify the

Union and Company if additional information or a job visit is

required. The parties will coordinate the provision of

additional information or a job visit. If the Union and

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Company representatives wish to accompany the NTP on the

job visit or incumbent interview, they may do so. All of these

arrangements must be made so that the decision can be

reached within 60 days.

J. While it is not intended that such third party undertake a full

and complete job evaluation study, he/she shall review the job

titles and their respective wage schedules as submitted by the

Company and the Union for comparison purposes. Also, if

necessary, the NTP may make an on-site inspection of the

workplace and conduct a reasonable number of interviews of

incumbents.

K. The decision should include a brief rationale for the wage

schedule that was selected for the disputed job. The intent is

that the NTP will select either the wage schedule submitted by

the Company or the Union. In the event the NTP selects the

wage schedule submitted by the Union, the new schedule shall

be placed in effect retroactively to the date notification was

given to the NTP as specified in "F" above up to a maximum

of 60 days. If the parties mutually agree to waive the time

frames specified in Article 15, the period of retroactivity will

be a negotiable item to be addressed in the final evaluation of

the issue.

L. The expense of the NTP will be borne equally by the parties.

M. The NTP referred to above shall be selected by mutual

agreement from a list of 5 individuals compiled by the

Company and the Union. Such individuals on the list shall

possess acknowledged expertise in the area of job evaluation.

15.02 Negotiations Covering Wage Rates for New or Restructured

Job Titles or Classifications.

The procedures set forth in 15.01 above shall be the exclusive

means by which the Union may contest the schedule of wage rates

which the Company sets for any new or restructured job title or

classification.

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15.03 Negotiations Covering Wage Rates for Exchanges/WRA(s) or

Equipment Locations.

A. The Company shall furnish to the Union, in writing, notice of

the acquisition or activation by the Company of additional

exchanges/WRA or equipment locations which require the

establishment of new jobs or extension of jobs or job titles.

B. The Union shall have the right within 30 days from receipt of

such notice in "A" above to initiate negotiations concerning

the appropriate wage zone/wage area applicable to the job

titles or job classifications involved.

ARTICLE 16

HEALTH AND SAFETY

16.01 Work During Inclement Weather.

When employees are on duty and because of inclement weather,

are, in the opinion of the supervisor, unable safely to perform their

regular work, they shall be assigned such other work as may be

available in order that their time may be profitably utilized.

The correctness of a supervisor's opinion regarding the clemency

of the weather shall be subject to Union grievance action and any

Union complaint of unfair treatment under this section shall be

subject to final review by the appropriate Department Head.

16.02 Grievance Procedure Regarding Safety.

The maintenance of proper health and sanitary conditions, the

observance of all laws relating to fire protection and safety, and

hazardous wastes, materials, and substances are of mutual concern

to the Company and the Union. Any question regarding such

matters may be made the subject of a grievance but shall not be

submitted to arbitration.

16.03 Occupational Safety and Health Committee.

The Company will continue to make provisions for the safety and

health of its employees during hours of employment. The Union

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agrees to cooperate with the Company in assuring conformance to

all established safety regulations.

A. The Company and the Union shall establish a committee on

Occupational Safety and Health. The Committee which will

meet at least quarterly shall be comprised of 3 members from

the Union and 3 members from the Company, to be appointed

by the Company and the Union respectively. The Company

agrees to reimburse only for the time spent by active

employees for attendance at such committee meetings during

the employee's scheduled tour at his/her regular rate of pay.

B. The Safety Committee will discuss safety and health matters

such as existing practices and rules relating to safety and

health, work place design, accident statistics and trends,

personal protective equipment, safety training, potential toxic

substances, first aid procedures and other safety matters.

ARTICLE 17

UNION FUNCTIONING

17.01 Promotions and Transfers of Union Officers.

A. The Company agrees that it will not promote or transfer any

duly certified local Union representative without the consent

of the appropriate CWA representative if such promotion or

transfer affects his/her status as a representative of the Union.

B. The Company shall first discuss the proposed promotion or

transfer with the employee and if the employee desires the

promotion or transfer, then the Company shall give the

appropriate CWA representative not less than 2 weeks written

notice of the proposed promotion or transfer and the

appropriate CWA representative shall conclusively be

presumed to have consented, unless within 2 weeks after

receiving such written notification he/she advises the

Company in writing that he/she does not consent.

C. This Section does not apply to temporary transfers; however,

elected local Union officers (not to exceed 5) who have local-

wide jurisdiction in all departments shall not be transferred

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involuntarily. If a local has more than 5 officers with local-

wide jurisdiction in all departments, the Union at the State

Level shall designate to the Company at the State Level the 5

titles covered by this provision.

17.02 Bulletin Boards.

A. The Union shall be permitted adequate space to place bulletin

boards on Company property.

B. Union bulletin boards shall conform with those in use by the

Company when in adjacent locations and when not in adjacent

locations, they shall conform with the character of the quarters

in which they are located.

C. The number, type and location of Union bulletin boards shall

be satisfactory to the appropriate Director of the Company.

The name of the Director shall be given, in writing, to the

Local President and appropriate State Director of the Union.

D. All Union bulletin boards shall be plainly designated as Union

bulletin boards.

E. Union bulletin boards shall be furnished, installed and

maintained by the Union without cost to the Company.

F. Union bulletin boards shall be confined to use by the Union

for such matters as announcements of Union meetings, social

functions, nomination and election of Union officers,

information bulletins containing only factual reports of the

progress of results of Union-Management negotiations, and

such other matters as may be considered as non-controversial

and not derogatory of the Company or its personnel.

17.03 Union Activity on Company Property.

A. Neither the Union nor its members shall carry on Union

activities on Company time, nor shall such activities occur on

Company premises except as set forth in the following sub-

sections:

1. Union members who are also employees may solicit

members, distribute Union literature and carry on similar

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Union organization work outside of working periods in

space where no Company operations or administrative

work is being performed.

2. Any such solicitation and organization work shall be

limited to small groups of employees (not to exceed 8) and

shall not be carried on for any considerably continuous

period and shall not interfere with the operations of the

Company or the use of the space by other employees for

the purposes for which the space is intended.

B. If a certified Union representative is a Company employee on

leave, or is a former employee, he/she may exercise the rights

to engage in Union activities on Company property outlined in

"A" above. The Union agrees to save the Company harmless

from any claims for accidental injury or loss occurring to such

representatives or their property, while on Company premises.

C. The CWA Representative for the area will be electronically

notified and the Local Union President will be notified in

writing by the designated Company representative at the same

time as the receiving manager when new employees are hired

or transferred into their Local. Notification will include the

employee's name, work location, report date, and the name of

the supervisor to whom the employee reports.

1. The local Union President will arrange with the supervisor

designated above to meet with newly-hired or transferred

employees as part of the overall orientation process for the

purpose of furnishing them with information about the

Union. The meeting will be limited to a maximum of 30

minutes and may be coupled with a relief or lunch period.

When appropriate for coverage of transferees, group

meetings may be arranged. Time spent during the basic

scheduled work period for each employee will be paid as

time worked.

2. In addition, the Company also agrees to introduce

employees transferring into different work groups to the

local Union Job Steward assigned to that area.

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17.04 Union Activity on Customer Property.

The Company agrees that it will not discipline an employee for

violating any provision of this Agreement solely because he/she

refuses to cross an authorized picket line established in connection

with a lawful strike by the employees of another employer at

premises where such striking employees were working.

17.05 Union Representation.

A. At a meeting between the Company and an employee in which

discipline (warning to be placed in the personnel file,

suspension, demotion or discharge) is to be announced, the

Union representative from the employee's work group, if

available, may be present if the employee so requests. The

Union representative shall suffer no loss of pay for time

consumed in such meeting.

B. At any investigatory interview between a representative of the

Company and an employee, wherein the employee reasonably

believes that the information obtained may be used as the

basis for disciplinary action against the interviewed employee,

a Union representative may be present if the employee so

requests. The Union representative shall be paid by the

Company for time consumed in an investigatory interview

with Asset Protection.

17.06 Pay for Certified Union Representatives.

Certified Union Representatives in the employ of the Company

shall suffer no loss of pay to attend any joint meetings between

the parties or with Company officials in any AT&T company

represented by CWA.

ARTICLE 18

RECORDS

18.01 Personnel Records.

A. All personnel records kept by the Company on an employee

which may affect the conditions of such employee's

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employment shall be subject to his/her inspection. Upon

request to his/her supervisor, employees' personnel records

shall be made available within ten (10) working days of the

request. After such inspection he/she shall have the right to

initial and date the record as acknowledgment of having

inspected the record on that date.

Upon the development of a grievance condition where

necessary to develop pertinent facts having to do with the

presentation or resolving of such a grievance, the personnel

record of any employee shall be subject to inspection by the

Union upon such employee's written consent. In addition, the

Company will provide security investigations with any

personal identifiable information redacted.

When entries other than those of a routine nature are made to

an employee's personnel record which may affect conditions

of his/her employment, the employee will be given a copy of

the entry. The employee will be given the opportunity to affix

his/her signature and date acknowledging that the employee

has inspected the entry. The acknowledged entry shall be

placed in the employee's personnel record within 7 days from

the discussion and does not indicate the employee concurs

with the entry.

B. A counseling entry that has been on file for a period of six (6)

months without any intervening disciplinary action pertaining

to the same subject matter will be removed from the

employee’s personnel record. A warning entry will be

removed after 24 months and all remaining entries will be

removed after a period of 36 months subject to the preceding

criteria. Any related data will also be removed with the entry

from the personnel record and should not be taken into

consideration in the future.

18.02 General Records.

Records kept by the Company which are pertinent to collective

bargaining between the parties as described in 20.02 shall be

made available to certified Union Representatives upon request.

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ARTICLE 19

PENSIONS AND BENEFITS

19.01 Benefit Agreements, Plans and Programs.

In addition to this Agreement the parties have concurrently

executed separate agreements either adopting or amending the

following Agreements, Plans or Programs:

Southeast Program of the AT&T Pension Benefit Plan (for

employees hired on or before August 8, 2009)

Bargained Cash Balance Program #2 of the AT&T Pension

Benefit Plan (BCB2 - for employees hired or rehired after

August 8, 2009)

AT&T Dental Program

Health VEBA Trust

AT&T Southeast Employee Medical Program

AT&T Employee Assistance Program

BellSouth Savings and Security Plan (for employees hired on or

before August 8, 2009)

AT&T Retirement Savings Plan (for employees hired or rehired

after August 8, 2009)

AT&T Southeast Disability Benefits Program

AT&T Disability Income Program (for employees hired after

ratification)

AT&T Vision Program

AT&T Southeast Leaves of Absence Policy

AT&T CarePlus – A Supplemental Benefit Program

AT&T Group Life Insurance Program for Active Employees

AT&T Consolidated Long-Term Care Insurance Plan (closed to

new entrants 05/01/2012)

AT&T Flexible Spending Account Plan

AT&T Commuter Benefit Policy

AT&T Adoption Reimbursement Policy

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The above named Agreements, Plans and Programs are

incorporated by reference into this Agreement and become a part

of it as though their provisions had been specifically and fully

included within this Agreement.

19.02 Benefit Plan Eligibility for Part-Time Employees.

A. Employees who are hired on or after January 1, 1990, and who

work as part-time employees shall, if otherwise eligible under

the terms of all benefit plans, be eligible for medical, dental

and vision coverage as provided in the Benefits

Memorandum of Agreement. For medical coverage, the

minimum weekly hours for full-time benefits, service credit

and cost of coverage shall be prorated based on the number of

hours worked as a percent of 37.5 hours.

B. Death Benefits shall be based on basic pay.

C. Regular part-time employees who are on the active payroll of

the Company as of December 31, 1989, shall be eligible for

medical, dental and vision. Medical coverage will be on the

same basis as a regular full-time employee regardless of

classification.

19.03 Change Limitation.

During the life of this Agreement, no change which will affect the

employees within the bargaining unit may be made in the terms of

the existing "AT&T Southeast Disability Benefits Program" and

the "AT&T Pension Benefit Plan (Southeast Program and

Bargained Cash Balance Program #2)" except as follows:

A. No change which would reduce or diminish the benefits or

privileges provided by the Plans may be made without the

agreement of the Union.

B. No change which would increase or enlarge the benefits or

privileges provided by the Plans may be made without notice

to the Union and an offer to bargain during the 60 days

following such notice. Any claim that 19.03B has been

violated shall be subject to arbitration under the provisions of

Article 23.

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19.04 Grievance Procedure Regarding Benefit Plans.

Nothing herein shall be construed to subject the Plans or their

administration to the arbitration procedures of Article 23, but such

matters may be subjected to the grievance procedures of Article

21. Likewise, nothing herein shall be construed to require the

Company to bargain during the life of this Agreement, upon the

request of the Union, on any change in the Plans.

19.05 Employee-Benefits Administration Relationships.

In the administration of the short-term disability program, as well

as all other Benefit Agreements, Plans and Programs, the parties

recognize the absolute necessity for mutual respect and courtesy.

All employees and/or their families having occasion to contact the

Benefits Administration office in this regard are due the utmost

respect, courtesy and prompt response to their needs. Likewise,

Benefits Administration personnel in discharging their

administrative responsibilities may reasonably expect similar

respect, courtesy, and reasonableness from those with whom they

deal. Moreover, it is mutually agreed that employees absent on

sickness or accident disability and Benefits Administration

personnel have a mutual obligation to be available for

communication. In fulfilling its responsibilities as described

above, the Benefits Administration organization recognizes its

responsibility for assuring that employees receive all benefits to

which they are entitled, consistent with Plan provisions.

ARTICLE 20

UNION-MANAGEMENT CONFERENCES

20.01 Joint Conferences.

A. All meetings between representatives of the Union and

representatives of the Company shall be held at the request of

either party upon reasonable notice to the other party. The

Company and the Union will give adequate notice in writing

to each other of their respective duly authorized

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representatives and of the general nature of the matter to be

discussed.

1. The Union and the Company agree to certify to each other

the names of their respective officers and representatives

who are authorized to represent the parties at each step of

the grievance procedure.

2. All management employees below the level of Director,

except as specified below, are to be considered as being

certified to the Union to represent the Company at the 1st

Step of the grievance procedure.

a. For promotion grievances, selectors are considered as

being certified for the Step of initial presentation (1st

or 2nd).

b. Represented employees with "Acting" management

titles are not to be considered as being certified.

3. All management employees at the Director level or higher,

except Directors having primary Labor Relations

responsibilities, are to be considered as being certified to

the Union to represent the Company at the 2nd Step of the

grievance procedure. (Also, 1st Step if the management

representative is the aggrieved employee's immediate

supervisor.)

4. The Executive Director - Labor Relations and the

Directors having primary Labor Relations responsibilities

are to be considered as being certified to the Union to

represent the Company at the 3rd Step of the grievance

procedure.

5. Any exceptions to "2", "3" and "4" above are to be

covered by specific certifications from the Executive

Director - Labor Relations.

B. Counsel or advisors to the representatives of the Union or the

Company may, at the will of either, attend any conference or

meeting between the Union and the Company.

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C. The Union or the Company may engage, jointly or separately,

the services of a stenographer to take down a verbatim record

of the discussions held.

20.02 Collective Bargaining Procedure.

A. Bargaining on wages, hours of employment, working

conditions and other general conditions of employment shall

be conducted at the Executive Level of Management by the

duly authorized representatives of the Union and by the duly

designated representatives of the Company at the Executive

Level. The Union and the Company agree to notify each other

of the names of their respective representatives who are

authorized to represent the parties under this Section.

B. The Union and the Company hereby respectively assume all

rights and obligations, subject to limitations therein expressed,

of all valid and subsisting collective bargaining agreements

entered into by and between the Company and the

Communications Workers of America.

ARTICLE 21

GRIEVANCE PROCEDURE

(for CPE see Customer Markets Addendum)

21.01 Grievance Levels.

In the processing of any grievance, the Company will furnish the

Union all necessary and relevant data concerning the grievance

as determined by the National Labor Relations Act. If the

grievance is initiated at the local level, this information will be

furnished to the Local President or authorized Union

representative upon request. The parties agree that in the

handling and adjustment of grievances by the Union the

following procedures will be followed:

A. An employee or group of employees will have the right to

present to and adjust with management any grievance as

provided in Section 9(a) of the National Labor Relations

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Act, as amended, provided, however, that no adjustment will

be made with the employee or group of employees involved

which is inconsistent with the terms of any collective

bargaining agreement between the parties then in effect, and

provided further that the Union has been given an

opportunity to be present at such adjustment.

B. After an employee or employees have presented a grievance

to the Union for settlement and a Union representative has

informed the Company that the Union represents that

employee(s), the Company will not discuss or adjust such

grievance with said employee(s) unless the aggrieved

employee(s) initiate a request that the Company discuss and

adjust such grievance directly with the involved

employee(s), but in no event will an adjustment be made

unless a Union representative is afforded an opportunity to

be present at such adjustment.

C. Grievances, other than those involving the true intent and

meaning (see 21.01C5) of this or any other agreement

between the parties or adversely affecting the rights of other

employees, will be handled under the procedure set forth

below. For each such grievance initiated by the Union under

this Paragraph, the steps in the procedure will be those listed

below except as provided in 21.06C (Vacancies), and 21.07

(Short Term Disability).

1st Step - The Informal Level (the level where the

aggrieved employee is employed)

2nd Step - Panel Process/Formal Level

3rd Step - State Level

4th Step - Executive Level

1. Informal Level (1st Step).

Before formal grievances involving matters other than

discharges and demotions are filed at the 2nd Step, there

must have been an Informal Level meeting or conference

with the appropriate Union and Company

representatives, normally the local steward and the

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immediate supervisor. This meeting may be waived by

mutual consent where appropriate. When necessary, the

Union may request the presence of an involved

grievant(s). This meeting is intended to allow both sides

to fully explore the incident, develop the facts, state their

contentions, clear up any possible misunderstandings and

attempt to informally resolve the dispute. No record will

be made at this meeting or conference; no papers, forms

or written answers are to be filed. (For pay treatment see

21.03 and 21.04.)

2. Panel Process/Formal Level (2nd Step).

Each grievance must be presented as a formal grievance

at the 2nd Step within 60 days from the date of the last

occurrence on which the grievance is based by filing a

written request for a formal grievance meeting. This

request must be filed with the Director/designee within

14 days following the Informal Level meeting.

At the 2nd Step meeting, the grievance must be reduced

to writing on the Record of Grievance Form and

presented to the Company by the Union at the conclusion

of the meeting(s). (For pay treatment see 21.03 and

21.04.)

Grievance meetings at the 2nd Step will normally be

handled as follows:

a. By a panel composed of 2 CWA and 2 Company

representatives designated by the Local President and

involved Director, respectively.

1) Panelists will meet at a mutually agreeable time

to hear presentations made by the two parties

(normally the steward and supervisor who met at

the Informal Level or Company/CWA designee

in some instances) and to ask questions as

needed.

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2) Panelists will then excuse the presenters/

grievant(s) and discuss the issue among

themselves until they reach resolution or

determine that the grievance will be rejected or

appealed.

3) The decision of the panel will then be relayed to

the presenters/grievant(s).

4) If the panel is unable to reach consensus, the

Union will provide the Company a Form 3G3A.

Within 7 days, the Company will provide the

Union its answer on the Form 3G3A. Within 7

days of receipt, the Union will provide its

response on the Form 3G3A. (See “c” and “d”

below.)

5) If a grievance heard by the panel is appealed, a

joint brief, outlining both CWA and Company

viewpoints, will be prepared by panel members

and forwarded to the State Level.

b. As exceptions, grievances involving true intent and

meaning of this contract or other agreements between

the parties (see 21.01C and C5) and grievances

involving discharges will not be heard by the panel.

The parties may mutually agree to use the following

Formal Level grievance procedure in lieu of the

panel:

At the Formal Level meeting the grievance must be

reduced to writing on the Record of Grievance Form

adopted by the parties and presented to the Company

by the Union at the conclusion of the meeting(s). (For

pay treatment see 21.03 and 21.04.)

1) Within 14 days from the date of the meeting (or the

last adjourned meeting) the management

representative with whom the grievance was

discussed will inform the Union in writing on 4

copies of the Record of Grievance Form of his/her

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proposed position. If the parties agree on an

adjustment, the adjustment will be stated as the

proposed disposition on the Record of Grievance

Form and both parties will sign 2 copies of the

form and each retain one signed copy.

2) With respect to “1” above, failure of the

management representative to submit a written

decision within 14 days as described therein,

effects an automatic appeal to the next higher

Level.

3) Within 14 days from the date when the Union is

advised on the Record of Grievance Form of the

proposed disposition by the management

representative, the Union will advise the Company

on a copy of the Record of Grievance Form

whether the proposed disposition is accepted,

rejected or appealed. Such advice should be

directed to the management representative with

whom the Union discussed the grievance. If the

grievance is appealed to the 3rd Step, the Union

will promptly forward the grievance to the Union’s

designated representative who services the area

involved. Grievances so appealed may

nevertheless be dropped without a meeting and

without prejudice to the Union’s contentions

regarding the merits of the grievance.

4) The Union’s rejection of the proposed disposition

by the management representative at the 2nd Step

will close the grievance without prejudice to the

Union’s contentions regarding the merits of the

grievance.

5) If the Union does not return a copy of the Record

of Grievance Form indicating their decision within

the 14 days specified in “3” above, the Company’s

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proposed disposition will be considered to have

been appealed.

(a) Where agreed to by the Company, a Mediation

Hearing may be held for grievances other than

true intent at the Company’s expense if the

parties fail to resolve the grievance(s). (See

23.03) Refusal of the Company to use

mediation will not be subject to escalation or

grievance.

c. Regardless of format chosen, in discipline cases the

Company and CWA representatives have the

responsibility to meet, discuss the issue(s) and

complete the related paperwork within 30 days of the

request for a meeting date. On non-discipline

grievances, the parties will have 60 days to do so.

d. Where mutually agreed, the time periods in “c” may be

extended, normally not beyond 30 days. It is intended

that the time limits specified in 21.01C2a4 above will

be included in the time frames outlined in “c” and “d”.

e. Failure of the parties to carry out their responsibilities

within the specified time frames will generate an

automatic appeal of the grievance to the State Level.

The State Level representatives will determine the

action necessary to address the problem and will

handle the grievance accordingly.

f. Grievances involving counseling entries shall not be

appealed beyond the 2nd Level of the grievance

procedures.

3. State Level (3rd Step).

On grievances appealed to the 3rd Step, the CWA Staff

Representative will request a meeting with the designated

Management representative within 30 days of the date of

appeal and that meeting will be held within 30 days of

such request.

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a. If mutually agreed, State Level representatives may

extend the time frame, normally not beyond 60 days, to

meet and discuss the related grievance.

1) If either party identifies a problem with meeting on

grievances within the specified time frames, such

would be referred to the Executive Level for

review and remedy of the problem.

b. If the parties agree on a settlement, such will be stated

as the proposed disposition on the Record of Grievance

Form and both parties will sign 2 copies of the form

and each retain one signed copy.

1) If the grievance is not disposed of otherwise the

parties will indicate in writing their respective

positions on the Record of Grievance Form. Such

positions will be exchanged in accordance with “a”

and “b” below. These positions, will include the

issue(s) in question, the position taken by the

respective parties, their contentions concerning the

true facts and offers made at the 1st, 2nd and 3rd

Steps, if any, to settle the issue.

(a) Within 7 days from the date of the meeting (or

the last adjourned meeting) the Management

representative with whom the grievance was

discussed will inform the Union in writing on 2

copies of the Record of Grievance Form of

his/her proposed position. Except as otherwise

provided for in 21.01C3b1d, failure of the

Management representative to submit a written

decision within 7 days, effects an automatic

appeal to the next higher Level.

(b) Within 14 days (90 days for discipline related

grievances) from the date when the Union is

advised on the Record of Grievance Form of

the proposed disposition by the Management

representative, the Union will advise the

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Company on a copy of the Form whether the

proposed disposition is accepted, rejected or

appealed except as otherwise provided for in

21.01C3b1d. If the grievance is appealed to the

4th Step, the Union will promptly forward the

grievance to the Union’s designated

representative. Grievances so appealed may

nevertheless be dropped without a meeting and

without prejudice to the Union’s contentions

regarding the merits of the grievance.

(c) Grievances, except those involving benefit and

discipline issues, not satisfactorily adjusted at

the 3rd Step may then be appealed to the 4th

Step. If the Union does not request a

conference on an appeal to the next higher level

within 30 days of the date of appeal, the

grievance will be closed.

(d) Discipline related grievances not satisfactorily

adjusted at the 3rd Step, may then be subject to

the arbitration procedures as outlined in Article

23.

4. Executive Level (4th Step).

Each party will advise the other of the names of its

representatives at the 4th Step who are authorized to

finally approve settlements made at the 2nd or 3rd Step of

the grievance procedure. On grievances appealed to the 4th

Step the appropriate Company representative should meet

with the Union within 30 days after the Union has

requested a conference on such grievance. In the event the

appropriate Company representative is unable to meet

within that time period, the Company and Union may

agree to a 14 day extension for the meeting.

a. If a meeting is not held by the appropriate Company

representative within the greater of 30 days of the

Union's request for a conference or the extended time

period due to the fault of the Company, the Company

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will have defaulted on that grievance. Upon default by

the Company, a remedy of the grievance will be

fashioned at the Bargaining Level of the Company. If

a remedy cannot be agreed upon at this Level, the

appropriate remedy will be determined by arbitration

under 23.01.

b. All appeals to the 4th Step will be based upon the

record consisting of the Record of Grievance Form,

Joint Minutes (if any) at the 2nd Step, positions under

21.01C3b above and any oral or written statements,

affidavits or exhibits that the parties at the 2nd and 3rd

Steps incorporated into the record.

5. Grievances which involve the true intent and meaning of

this or any other agreement between the parties or

adversely affect the rights of any employee(s) if filed by

the Union will be initially presented at the 2nd, 3rd or 4th

Step: such grievances and those involving alleged

violations of the Agreement by the Union, if filed by the

Company, will be filed at the 4th Step of the Company

with the District Office of the Union. Each such grievance

must be presented, orally or in writing, within 60 days

from the date of the last occurrence on which the

grievance is based.

a. When a grievance is filed at the 4th Step of the

Company with the District Office of the Union as

described in "5" above, such grievance will be

accompanied by a written statement of position from

the Company representative setting forth the

Company's position regarding the grievance. Such

written position will include the Company's

contentions as to the true facts involved, its allegations

as to how the Union has violated the Agreement and, if

appropriate, its contentions as to the true intent and

meaning or interpretation of any provision of the

Agreement. The District Office of the Union will have

a period of 14 days in which to reply in writing to the

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Company's written statement or position and the

Union's reply will also set forth its contentions as to

the true facts involved, its reply to the Company's

allegation, if any, as to how the Union has violated the

Agreement and its contentions as to the true intent and

meaning of the Agreement provisions if such are

involved.

b. If the grievance is to be arbitrated, the written positions

of the parties, or amendments thereto, served on the

other party at least 14 days in advance of the

arbitration hearing, will be filed with the arbitrator as

exhibits. Such exhibits may be assigned such weight

as the arbitrator deems appropriate.

6. When a Union grievance is appealed, the decision of

management at the 4th Step will be given to the Union

within 7 days after the appeal is discussed at a conference

(or last adjourned meeting mutually agreed upon). When

the grievance is initiated by the Company under "5" above,

the decision of the District Office of the Union will be

given to the Company within 7 days after the grievance is

discussed at a conference (or last adjourned meeting

thereof mutually agreed upon).

7. Grievance adjustments at the 2nd and 3rd Steps will be

final and binding, and will not be used as a precedent by

either party, except that an adjustment at the 2nd or 3rd

Step may be made subject to Executive Level approval if

either party at the 2nd or 3rd Step notifies the other in

writing within 60 days from the date the settlement was

executed, that a “true intent and meaning” question exists.

The parties will not use a local past practice established by

a local level settlement to support controversies that

develop in other locations. The parties reserve the right to

urge that grievances dropped after having been appealed to

arbitration may have, or may not have, a precedential

effect in accordance with all of the circumstances.

D. The computation of any period of time prescribed by any

Agreement between the parties will begin on the day after the

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occurrence, presentation, appeal, decision, request or demand

and continue on a calendar-day basis through the last day of

the period. If the last day is a Sunday or holiday, the period

will run until the next day not a Sunday or holiday. Any

communication required to be in writing will be considered to

be made on the date it is postmarked, dated by personal

receipted delivery, or by other means mutually agreeable.

E. The presence of a Union Officer except those certified under

21.01C7 at the adjustment of any grievance presented by an

employee(s) under “A” above will not be regarded as an

agreement on the part of the Union that the grievance was

properly adjusted.

21.02 Pay for Certified Union Representatives.

Subject to the limitations expressed in 21.03 and 21.04, certified

Union representatives in the employ of the Company, and other

employees necessary to a grievance hearing will suffer no loss in

pay for time consumed in meetings with Management on subjects

mentioned in this Article and in 20.02, and necessarily consumed

in traveling to and from such meetings. Each such employee will

give reasonable notice (not less than one working day) to his/her

immediate supervisor when such excusal is to begin and for what

period the employee expects to be absent from duty. Accordingly,

in responding to requests for such meetings, management should

allow sufficient time in scheduling to permit employees to comply

with this "reasonable notice".

21.03 Number of Union Representatives in Meetings with

Management.

In meetings with Management the number of persons other than

those mentioned in 21.04 below, who will suffer no loss of pay for

time consumed in meetings with Management and necessarily

consumed in traveling to and from such meetings will be as

follows:

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A. In the 1st Step meetings under this Article, 1; and at the 2nd

Step meeting not more than a total of 2, except in the panel

process where a total of 3 would be paid, plus the grievant.

B. In meetings on subjects mentioned in 20.02, not more than a

total of 10.

C. The number of Management representatives participating in

any meeting will not exceed that of the Union.

D. If the number of Union representatives attending a meeting

with Management is greater than the number indicated above,

the Union will designate which of its representatives, not to

exceed the number indicated above, are to suffer no loss of

pay.

21.04 Pay for Grievant.

In meetings with Management on grievances at the 1st and 2nd

Steps, the individual employee whose grievance is being

presented by the Union will suffer no loss in pay, as provided in

21.02, for time consumed in such meetings or necessarily

consumed in traveling to and from such meetings, provided,

however, when a group of employees has a common cause of

grievance, the members of the group, to be designated by the

Union, who will suffer no such loss in pay will not exceed 2 at the

1st Step meeting and 1 at the 2nd Step meeting.

21.05 Strike Limitations.

As the parties have agreed on procedures for handling complaints

and grievances, they further agree that there will be no lockouts or

strikes during the life of this Agreement as outlined below:

A. If an employee is disciplined as a result of an alleged breach

of 21.05 above, such disciplinary action will be subject to the

full grievance procedure, as provided for in 21.01C, and to

arbitration notwithstanding the limitations in Article 11 of this

Agreement.

B. In the event of arbitration under "A" above, the arbitrator will

have authority to sustain, modify or to set aside the

disciplinary action.

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C. Any discipline resulting from an alleged violation of 21.05

above will be imposed within a reasonable time, but in no

event to exceed 30 days from the date the employee first

engaged in the alleged violation.

21.06 Grievances Involving the Filling of Vacancies.

In promotion cases the Union will be given an opportunity to

examine all test papers, appraisal sheets and any other pertinent

records on all employees selected to fill the vacancy or vacancies

and the unsuccessful requesters (upon the showing of proper

authorization only from unsuccessful requesters). This

examination of records by the Union will be considered as the

Informal Level grievance meeting under Article 21 and 1 Union

representative will be paid under the provisions of 21.02 for the

time consumed in the examination of such records. If required,

the second step will consist of discussion with the selector in

person or by phone.

A. No promotion grievances will be filed at the 2nd Step until the

designations required below have been properly made by the

Union.

B. In those situations where more vacancies were filled than

there are employees who filed requests in whose behalf the

Union desires to handle a grievance, the following procedure

will be followed: After the Union has had the opportunity to

examine test papers, appraisal sheets and other records as

described above, the Union will designate the employee(s)

whom it contends were erroneously selected instead of the

aggrieved employee(s).

C. In those situations where there are more employees who filed

requests in whose behalf the Union desires to process the

grievance than there are vacancies which have been filled, the

following procedure will be followed: After the Union has

had the opportunity to examine test papers, appraisal sheets

and other records as described above, the Union will advise

the Company in the letter requesting the 2nd Step grievance

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meeting which of the unsuccessful requesters they believe

should have been selected and on whose behalf it is grieving.

21.07 Grievances Involving Short Term Disability.

A. Grievances involving the denial of short-term disability

benefits will not be presented until the claim underlying the

grievance has been heard and resolved at the final appeals

level through the claim and appeal process under the short-

term disability program.

B. Such grievances will be presented at the 3rd Step (State Level)

of the grievance procedure within 60 days of the date of

receipt of the final appeal letter of denial of benefits under the

short-term disability program.

1. Appropriate Company and Union representatives will meet

at the 3rd Step within 30 days after the Union has

requested a conference on such grievances. Additionally,

each party may have an appropriate designated resource

person present.

2. Grievances unresolved at the 3rd Step will be considered

rejected and not subject to arbitration.

3. Any settlement or agreement reached through the

grievance process will not set precedent under this

Agreement.

C. The Company and the Union acknowledge that any relief

provided as a result of such a grievance is provided in

resolution of a contractual claim and is not paid as a claim

under the STDP.

D. Should the Union at the district or local levels desire

information relative to the handling of a case, before it

becomes a grievance, the Company will furnish such

information or facts as are available. It is also understood that

securing of such information will not constitute the initiation

or discussion of a grievance.

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ARTICLE 22

FEDERAL OR STATE LAW

22.01 Jurisdiction of Law.

In the event any Federal or State Law or regulation or

governmental order affects any provision of this Agreement, those

provisions so affected shall be made to comply with the

requirements of such laws, regulations or governmental order.

ARTICLE 23

ARBITRATION, EXPEDITED ARBITRATION

AND MEDIATION

23.01 Arbitration.

A. The provisions for arbitration will apply only to the matters

made specifically subject to arbitration in "B" below.

B. If at any time a controversy should arise between the parties

regarding the true intent and meaning of any provisions of this

or any other agreement between the parties or a controversy as

to the performance of an obligation hereunder, which the

parties are unable to resolve by use of the grievance

procedure, the matter will be arbitrated upon written request

of either party to the other.

C. Such request for arbitration will be made within 90 days from

the date of the final decision in writing on the grievance,

unless the failure to make such request will be excused by the

Arbitrator because of extraordinary circumstances including,

but not limited to, newly discovered or previously unavailable

material evidence that could not have been discovered or

produced by reasonable diligence.

D. The procedure for arbitration will be as follows:

1. Within 30 days after the filing of the written request for

arbitration, the Vice President of the Union or his/her

delegated representative will confer with the Executive

Director of Labor Relations of the Company or his/her

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delegated representative to select an Impartial Arbitrator

and a date for the hearing.

a. Failure on the part of the Union to make the above

request within 30 days will relieve the Company of the

responsibility for retroactive wages from the date of

the filing of the written request for arbitration until the

date the Union complies with "1" above.

2. In the event of the failure of the persons named in "1”

above to agree upon the selection of an Impartial

Arbitrator within 30, days the Union or the Company may

apply to the Federal Mediation and Conciliation Services,

Washington, D.C., for the appointment of such Impartial

Arbitrator.

3. The arbitration hearing will be started within 60 days, if

practical, of the selection of the Impartial Arbitrator and

carried to a conclusion as expeditiously as possible. A

decision and award by the Impartial Arbitrator will be

rendered within 15 days, if feasible, of the completion of

the hearing.

4. The Impartial Arbitrator will have power to decide

whether or not a particular finding will have a retroactive

effect, provided, however, that no retroactivity will predate

the Union's demands for arbitration except as is or may be

otherwise provided in other contracts or agreements

between the parties.

E. The decision of the Impartial Arbitrator will be final and the

Company and the Union agree to abide by such decision. The

compensation and expenses of the Impartial Arbitrator and the

general expenses of the arbitration will be borne by the

Company and the Union in equal parts, except transcripts.

The total costs and fees of transcripts will be borne 75% by

the Company and 25% by the Union. Each party will bear the

expense of its representatives and witnesses. Any expenses

incurred because of any cancellation or postponement of an

arbitration hearing will be borne by the party requesting such

cancellation or postponement.

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23.02 Expedited Arbitration.

A. In lieu of the procedures specified in 23.01 of this Agreement,

any grievance filed on behalf of an employee which involves

suspensions or discharges except those which also involve an

issue of arbitrability, contract interpretation, or strike activity

and those which are also the subject of an administrative

charge or court action will be submitted to expedited

arbitration within 15 calendar days after the filing of a request

for arbitration. In all other grievances involving disciplinary

action which are specifically subject to arbitration under

23.01, both parties may, within 15 calendar days after the

filing of the request for arbitration, elect to use the expedited

arbitration procedure provided. The election will be in writing

and, when signed by authorized representatives of the parties,

will be irrevocable. If no such election is made within the

foregoing time period, the arbitration procedure in 23.01 will

be followed.

B. A panel of at least 10 arbitrators will be selected by the

parties. Each arbitrator will serve until the termination of this

Agreement unless his/her services are terminated earlier by

written notice from either party to the other. The arbitrator

will be notified of his/her termination by a joint letter from the

parties. The arbitrator will conclude his/her services by

settling any grievance previously heard. A successor

arbitrator will be selected by the parties. Arbitrators will be

assigned cases in rotating order designated by the parties. If an

arbitrator is not available for a hearing within 10 working days

after receiving an assignment, the case will be passed to the

next arbitrator. If no one can hear the case within 10 working

days the case will be assigned to the arbitrator who can hear

the case on the earliest date.

C. The procedure for expedited arbitration will be as follows:

1. The parties will notify the arbitrator in writing on the day

of agreement or date of arbitration demands to settle a

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grievance by expedited arbitration. The arbitrator will

notify the parties in writing of the hearing date.

2. The parties may submit to the arbitrator prior to the

hearing a written stipulation of all facts not in dispute.

3. The hearing will be informal without formal rules of

evidence and without a transcript. However, the arbitrator

will be satisfied himself/herself that the evidence

submitted is of a type on which he/she can rely, that the

hearing is in all respects a fair one, and that all facts

necessary to a fair settlement and reasonably obtainable

are brought before the arbitrator.

4. Within 5 working days after the hearing, each party may

submit a brief written summary of the issues raised at the

hearing and arguments supporting its position. Such

summaries are not to exceed 10 pages in cases involving

discharge or 5 pages in cases involving suspension. The

arbitrator will give his/her settlement within 5 working

days after receiving the briefs. He/She will provide the

parties a brief written statement of the reasons supporting

his/her settlement.

5. The decision of the arbitrator will settle the grievance;

however, it will only apply to the grievance being

arbitrated and will not be precedent-setting, unless the

settlement or a modification thereof is adopted by the

written concurrence of the representatives of each party at

the Executive Level of the grievance procedure.

6. The time limits in "1" and "4" of this Section may be

extended by agreement of the parties or at the arbitrator's

request, in either case only in emergency situations. Such

extensions will not circumvent the purpose of this

procedure.

7. In any grievance arbitrated under the provisions of this

Section, the Company will under no circumstances be

liable for back pay for more than 9 months (plus any time

that the processing of the grievance or arbitration was

delayed at the specific request of the Company or time

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between original proposed dates and actual arbitration

resulting from the Company’s inability to comply with

original dates) after the date of the disciplinary action. In

grievances which were scheduled for mediation prior to

expedited arbitration, the liability for back pay will be no

more than 12 months. Delays requested by the Union in

which the Company concurs will not be included in such

additional time.

8. The arbitrator will have no authority to add to, subtract

from or modify any provisions of this Agreement.

9. The decision of the arbitrator will settle the grievance, and

the Company and the Union agree to abide by such

decision. The compensation and expenses of the arbitrator

and the general expenses of the arbitration will be borne

by the Company and the Union in equal parts. Each party

will bear the expense of its representatives and witnesses.

Any expenses incurred because of any cancellation or

postponement of an expedited arbitration hearing will be

borne by the party requesting such cancellation or

postponement.

23.03 Mediation.

A. Where mutually agreed, grievances may be mediated once at

either the 2nd or 3rd Step, with the exception of those dealing

with matters of contract interpretation.

1. Once a grievance has been appealed to arbitration, if the

Union at the Executive Level requests mediation and the

Company concurs, the grievance will be presented at a

mediation hearing.

a. Grievances to be mediated at the 2nd Step are not

required to be approved for arbitration prior to

mediation.

2. Within 45 days of the Union's request for arbitration, the

parties will schedule and hold a mediation hearing. This

hearing will normally be held in the grievant's

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204

exchange/WRA and in either a Company or Union facility.

Should the availability of a mediator unnecessarily delay

the processing of the grievance, either party may request

that the mediation step be bypassed and the grievance be

scheduled for arbitration.

3. Spokespersons for the mediation hearing will normally be

as follows:

2nd Step

3rd Step

CWA Local President/

designee

CWA Staff Rep

Company Management designee Director/designee

with primary LR

responsibility

An attorney will not be used by either party at the

mediation hearing. The number of employees who will

suffer no loss in pay under 21.03 of the Agreement will be

no more than 2. Should additional employees be

necessary for the complete discovery of facts at the

hearing, the parties will agree in advance to the number of

additional employees who will attend the conference and

suffer no loss in pay under 21.03.

4. The mediation hearing will normally be attended by the

grievant, the Local President/designee, the grievant's

supervisor and the Director/designee. Attendance at the

mediation hearing will be limited to those people actually

involved.

5. All written material that is presented to the mediator will

be returned to the party presenting the material at the

termination of the mediation hearing. The mediator may,

however, retain one copy of the written grievance, to be

used solely for purposes of statistical analysis.

6. Proceedings before the mediator will be informal in

nature. The presentation of evidence is not limited to that

which has been presented in the grievance proceedings;

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however, the issue mediated will be the same as the issue

the parties have tried to resolve through the grievance

process. The rules of evidence will not apply, and no

record of the mediation hearing will be made.

7. The mediator will have the authority to meet separately

with any person or persons, but will not have the authority

to compel the resolution of a grievance.

8. The Company and Union spokesperson at the mediation

hearing may accept the resolution proposed by the

mediator and such settlement or any other settlement

resulting from the conference will not be precedent-

setting, unless both parties agree.

9. If no settlement is reached during the mediation hearing,

the mediator will provide the parties with an immediate

oral advisory opinion, including the grounds for his/her

opinion, unless both parties agree that no opinion will be

provided. The grievance is then subject to being

scheduled for arbitration.

10. In the event that a grievance which has been mediated

subsequently is arbitrated, no person serving as a mediator

between these parties may serve as arbitrator. Nothing

said or done by the mediator may be referred to at

arbitration. Any settlement proposal made by either party

at the mediation hearing will not be referred to at the

arbitration hearing.

B. The parties will share equally the costs associated with

mediations held at the 3rd Step. Costs associated with

mediations at the 2nd Step are outlined in 21.01C2b5a.

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206

ARTICLE 24

EMPLOYMENT SECURITY PARTNERSHIP

24.01 General Information.

A. Definition: The Employment Security PARTNERSHIP is

intended to benefit our employee body because we

acknowledge that employees represent our best competitive

advantage. Employees and their jobs will continue to be

affected by technological developments and structural

changes, therefore CWA and BellSouth realize the need for

ongoing employee development, career preparation and career

transition.

B. Eligibility: All regular full-time and regular part-time

employees with at least 6 months of seniority will be eligible

to participate in the Program.

C. Participation: Participation in all components of the Program

are on the employee’s own time with the exception of

Orientation meetings and Career Counseling (as specified in

24.03 and 24.05).

D. Funding: The Program will be funded through an

Employment Security PARTNERSHIP account. This account

will be computed by multiplying term of contract (years) x

$110 x the total number of regular full-time and regular part-

time employees in the Company as used in wage and benefits

calculations for contract negotiations. The PARTNERSHIP

Board of Directors will monitor Employment Security

PARTNERSHIP funding levels and, from time to time, may

recommend to the Company that it provide additional funds in

order to maintain approved programs, training courses, and

other PARTNERSHIP activities.

1. Costs to be charged to the Employment Security

PARTNERSHIP account include:

a. All training and associated costs for the

PARTNERSHIP Program, including educational

assistance and the PARTNERSHIP Job Bank.

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b. PARTNERSHIP Representatives' time and expenses in

accordance with 9.02 involved in delivering

orientation meetings or other services of this Program.

c. All employees’ scheduled time associated with

participation in the orientation meetings, career

counseling and assessment.

d. All administrative costs of this Program.

e. All temporary transfer costs as defined in 9.02 and

relocation expenses as defined in 24.05D4d4.

f. All training costs and wages for employees while in

training associated with 24.05D3a1.

g. All costs associated with the supplemental training

(24.04A) and career counseling, as well as the costs for

administration of subsequent job-specific training as

described in 24.04A.

h. Other costs intended to enhance employment security.

i. Reasonable expenses incurred by ESP Board of

Directors associated with their participation on the

Board.

2. Credits to the Employment Security PARTNERSHIP

account include:

a. Training and associated costs reimbursed by a

department for required training successfully

completed by participants selected to fill vacancies in

that department.

b. Reimbursement by a department for work performed

under the provisions of 24.05D3b.

3. If the Account is fully depleted prior to contract

expiration, services will be discontinued.

E. Grievances: Provisions of Article 24 will not be subject to the

grievance and arbitration procedure, except decisions in the

filling of vacancies with Job Bank participants which will be

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208

subject to the grievance procedures up to and including

arbitration within each BellSouth entity.

24.02 Program Administration.

A. Definition: The Program is jointly governed and administered

by the Company and CWA.

B. Employment Security Board of Directors: The Board will

consist of 5 Company and 5 CWA Representatives and may

include up to two non-voting external advisors who will meet

periodically and have responsibility for:

1. Providing direction and guidance for the Employment

Security PARTNERSHIP Program.

2. Reviewing the progress of the Program through periodic

status reports, quarterly report of the Employment Security

Account expenditures. In addition, an annual report will

be provided detailing the Program components made

available to employees and the overall number of

participants in the services.

3. Establishing amount available/limits for program

participants.

4. Furnishing advice to the Company on personal or career

development and job displacement training courses and

curricula.

5. Reviewing and making recommendations regarding

training delivery systems (Technical Schools, Colleges,

home study programs, Computer Based Training, and Web

Sites, etc.) available to be used by the Company.

6. Evaluating the effectiveness and progress of the Program.

7. Encouraging employees to participate in and successfully

complete available training courses.

C. PARTNERSHIP Staff: The PARTNERSHIP Staff will co-

administer the day-to-day operation of the PARTNERSHIP

Program. Responsibilities include:

1. Tracking data, costs, and Program participation in order to

provide reports to the Board of Directors.

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2. Maintaining the PARTNERSHIP office (formerly Career

Resource Center) which will house facilities for

counseling, workshops, clerical support and a resource

library. The office will be open to all participants for

assistance and support in their career objectives. It will

also function to coordinate and monitor throughout

BellSouth all components of the ESP Program, including

the Job Bank.

3. Ensuring the timely and effective delivery of the Program

components.

4. Evaluating the delivery systems (inside and outside

BellSouth) necessary to meet employee training needs.

D. PARTNERSHIP Representatives: Local PARTNERSHIP

Representatives will exist for linkages and assistance in

delivery of Program services throughout the region. Duties

include:

1. Presenting Article 24 in joint Career Transitions

Orientations (24.05C1).

2. Assistance in surveying employee training requirements

and identifying training delivery options.

3. Conducting meetings to present Program components to

employees.

24.03 Employee Development/Internal Opportunities.

A. Definition: The Employment Security PARTNERSHIP

provides the information and support necessary for an

employee to identify a path or direction for his/her career and

to effectively pursue that path within or outside BellSouth.

Through joint sponsorship of the PARTNERSHIP, CWA and

BellSouth will ensure that personal and career development is

made available to each employee so both our business and our

employees can flourish.

Article

210

B. Program Components: PARTNERSHIP consists of several

components, each aimed at meeting special needs of

participants. The components are:

1. A PARTNERSHIP Employee Orientation meeting,

conducted jointly by the Union and Company, will be held

on company time. During this meeting information will be

provided on:

 Career Counseling and Assessment

 Internal Job/Career Development Plan

 Educational assistance

All services are available to employees who wish to

pursue such development on their own time unless

otherwise specified. An overview of the Career

Transitions component will also be included.

2. Career Counseling and Assessment will be provided by

professional career counselors associated with the

Program. The counseling session could include internal

and/or external focus. One counseling session per contract

cycle will be offered on company time. However, this

session may be scheduled on employee’s own time at their

request. Subsequent counseling would be available on the

employee’s own time. Additional counseling will be

offered associated with Career Transitions (24.05C2).

3. Internal Job/Career Development Plan, which is

personalized, may be jointly created by the employee, or

Job Bank participant (24.05D) and a professional career

counselor. The acquisition of skills for a job title may be

pursued through this plan which will identify the skills

required for targeted jobs.

 Workshops, correspondence courses, home studies,

customized courses, study guides, etc. associated with

skills tests will be available to assist employees with

their Internal Job/Career Development Plan.

4. Educational Assistance training under this Program will

address vocational, personal, and general skills.

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Coursework that enhances employability (including

courses that can be used inside or outside the Company)

will be approved under educational assistance.

a. All such training will be taken at an

accredited/approved institution.

Tuition, textbooks, and fees for approved coursework

will be reimbursed to the employee after successful

course completion provided the employee meets all

applicable administrative requirements.

b. A lump sum of $50.00 will be paid to an employee

upon submitting evidence that he/she has satisfactorily

completed a PARTNERSHIP-approved course. This

sum is intended to defray expenses associated with

pursuit of training.

c. Successful completion by an employee of any training

or course pursuant to such Program will be taken into

account when considering the employee for an upgrade

or transfer.

5. Career Transitions services are designed for employees

declared surplus or surplus-affected. Such employees are

eligible to participate in Program services defined in 24.03

as well as 24.05.

24.04 Future Technological Change.

A. Old Work Environment to New Work Environment: An

employee who is in an organization which has been identified

by the Company as being affected by a future technological

change which will have immediate and significant impact on

an incumbent’s job responsibilities will receive, on Company

time, information on these technological changes as well as

general information on the skills and training requirements of

the new environment. An employee who does not desire to go

to the new environment will be treated as outlined in 13.03C3.

1. In accordance with 12.02E, eligible incumbents will

receive Company sponsored job-specific training.

Article

212

2. Incumbents who successfully complete the job-specific

training will be eligible for immediate transfer to the new

environment.

3. If work exists in the “old” environment, incumbents who

do not successfully complete training will be retained in

title and be provided supplemental training, on Company

time, for a maximum of 6 months or until the old work has

been exhausted, whichever is less. Such supplemental

training will be designed to help incumbents understand

the subject matter of the training.

Incumbents who are assigned the supplemental training

will be afforded the opportunity to successfully complete

the job-specific training within the 6 months period.

Incumbents may retake the entire training or the

appropriate modules that were not initially successfully

completed.

Incumbents who successfully complete the job-specific

training during the 6 months period will become eligible

for immediate transfer to the new work environment.

Incumbents who do not successfully complete the job-

specific training during this period will receive treatment

at the appropriate time under Article 7.

4. If work in the “old” environment does not exist,

incumbents who do not successfully complete training will

be offered supplemental training, on Company time, to

prepare them to repeat the training. Generally, such

supplemental training will immediately follow the initial

training and will be conducted under the auspices of the

Employment Security PARTNERSHIP. This

supplemental training will not extend beyond 3 weeks or

one-half the duration of the initial training, whichever is

less. At the completion of the supplemental training, such

incumbents will be afforded the opportunity to retake the

entire job-specific training or the appropriate modules that

were not initially successfully completed.

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Incumbents who successfully complete the job-specific

training will be eligible for immediate transfer to the new

work environment. Incumbents who do not successfully

complete the second training will receive treatment at the

appropriate time under Article 7.

5. Incumbents who do not successfully complete the initial

training and who choose not to accept the supplemental

training will receive treatment at the appropriate time

under Article 7.

6. All costs associated with the supplemental training as well

as all cost(s) for administration of the second training class

will be charged to the Employment Security

PARTNERSHIP Account as describe in 24.01D1g.

B. Announced Surplus Condition: Employees within an

organization who have been identified by the Company (based

on, but not limited to, input from the Technological Change

Committee) as being part of an announced future surplus

condition will be eligible to receive an overview, on Company

time, which will provide information on the following:

1. Career Counseling and Assessment (24.03B2)

2. Internal Job/Career Development Plan (24.03B3)

3. Educational Assistance (24.03B4)

4. Career Transitions (24.03B5 or 24.05C1, as appropriate)

5. General job skill needs of the Company

24.05 Career Transitions/ External Opportunities.

A. Definition: The Career Transitions component of the

Employment Security PARTNERSHIP provides additional

services to employees affected by surplus displacement.

B. Eligibility: Employees eligible to participate in the services

provided under Career Transitions (24.05) include regular full-

time and regular part-time employees who, because of their

seniority, will be affected by a formal declaration of surplus

made by the company (as described in 7.01A).

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214

C. Program Components: Career Transitions consists of several

components, each aimed at meeting the needs of surplus and

surplus-affected employees. The components are:

1. A Career Transitions Orientation provided jointly by the

Union and Company will be held on company time.

Information will be presented on Article 24 as follows:

a. PARTNERSHIP program components (as described in

24.03B3, 4 and 5)

b. Career Transitions Counseling and Assessment

c. An overview of PARTNERSHIP Job Bank

d. General job skill needs of the company

Information will also be provided, as it applies to affected

employees, on the provisions of Articles 7, 8, 12.02E and

13.03C.

2. A Career Transitions Counseling and Assessment session

is available on a voluntary basis on company time by

professional career counselors associated with the

PARTNERSHIP Program. This counseling and

assessment will provide advice and assistance in

establishing a plan for career development.

3. Access to the PARTNERSHIP Job Bank: When a regular

full-time surplus or surplus affected employee has been

processed through Article 7 and is to be laid off, the

employee may elect to take their termination allowance

incrementally (in bi-weekly payments, based on the title

held) by participating in the PARTNERSHIP Job Bank for

a designated period of time as described in 24.05D below.

D. PARTNERSHIP Job Bank.

1. Definition: Job Bank participants are retained on the

company payroll while receiving their termination

allowance and accruing seniority. Seniority for the

determination of Job Bank eligibility and subsequent

termination pay will be as of the date the employee enters

the Job Bank. For surplus employees, vacation time will

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be taken, or the employee will be paid in lieu of his/her

unused vacation, as if he/she had worked the entire

calendar year, prior to entry into the Job Bank. For other

employees entering the Job Bank vacation time will be

taken, or the employee will be paid in lieu of his/her

vacation, based on the appropriate accrual schedule in

5.09C, prior to entry into the Job Bank. Vacation time

will not accrue as a result of employee’s election to

participate in the Job Bank.

2. Eligibility: Regular full-time and regular part-time

employees scheduled to be laid off under the provisions of

Article 7 may elect to participate in the PARTNERSHIP

Job Bank and remain in the Job Bank until the completion

of Career Transitions Counseling and Assessment plus the

following:

Article

216

CONDITION WEEKS OF ELIGIBILITY

 Regular full-time and regular part-

time employees with at least 6

months of service but less than 5

years of service, who are to be laid

off under the provisions of Article

7.

 Permanently medically

restricted employee as identified

in Article 8.05A.

2 WEEKS*

*An employee who has six months or

more service but less than one year of

service, at the time of entering the

PARTNERSHIP Job Bank (PJB), and

is receiving one week of termination

pay will be eligible for two weeks in

the PJB. One of the weeks in the PJB

with pay (receipt of term pay) and

one week without pay.

 Regular full-time and regular

part-time employees with 5 or

more years of service who are to

be laid off under the provisions

of Article 7.

 Permanently medically

restricted employee as identified

in Article 8.05A.

YEARS SVC.

5-6

7

8

9

10

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

26

27

28

29+

WEEKS ELIG.

4

5

6

7

8

10

12

14

16

18

20

22

24

26

28

30

32

34

35

36

37

38

39

52

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3. Services for job opportunities available while in Job Bank

include:

a. Internal Job Placement: the Job Bank participant will

be tested to identify abilities, skills, and interests to

perform jobs in BellSouth as well as general

occupations outside the corporation. The results of the

assessment will be used in Career Transitions

Counseling to establish an Internal Job/Career

Development Plan (24.03B3) and/or external career

plan. Upon creation of a career plan the following will

be available:

1) A Job Bank participant can receive up to a

maximum of 6 weeks of training, on their own

time, while still in the Job Bank for higher or lower

rated jobs. Such training would assist in

preparation for threshold requirements and would

be included in his/her educational assistance

allotment of $2,500.

b. Temporary Job Placement: Job Bank participants may

be voluntarily assigned available temporary work

while in the Job Bank.

1) The Job Bank participant may voluntarily identify,

in priority order, the types of assignments and

locations of his/her preference, and may be

assigned to work based on his/her skills and

assignment requests in order of seniority. The

Career Transitions Counseling and the Internal

Job/Career Development Plan are available to

assist in identification of skills. Staffing will give

preference to Job Bank employees whose

exchange/WRA of reporting is within 35 miles of

the work assignment.

2) If a Job Bank participant is assigned to a temporary

position the following will apply:

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218

 Once an employee begins an assignment,

he/she will continue in that assignment until it

is completed (provided the employee can

satisfactorily perform the job), or the employee

is selected to fill a vacancy, or the employee

enters a qualified training program, or

participation in the Job Bank is terminated.

Should such an assignment extend beyond an

employee’s normal eligibility, the Company at

its option can suspend the clock for the balance

of the assignment for a maximum of 120 days.

 Should the employee perform temporary work

at a higher wage scale than was held when

he/she entered the Program, the employee will

be paid a differential while working in the

assignment as described in 4.07I1. At the

Company’s option, the employee can remain in

the assignment for the duration of Program

eligibility but will not receive an acting title

while performing the temporary work

 An employee who remains on the same

temporary assignment after six months on the

job may take up to 1 week of time off from the

temporary job. This time will be counted

toward Job Bank eligibility, and the employee

will continue to be paid from his/her

termination pay.

 Employees may be temporarily transferred on a

voluntary basis, in order of seniority, to a

location outside the exchange/WRA where they

normally report, and will be paid travel and

living expenses as provided for in the

Agreement.

c. Outplacement Services, (ex: résumé assistance,

workshops on topics such as job search skills and

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training/career development opportunities, subsequent

counseling, as needed.)

4. Benefits associated with participation in PARTNERSHIP

Job Bank

a. Continuation of benefits (as described in Article 19),

with termination allowance received in bi-weekly

payments

b. Continued union membership

c. Regular full-time participants will be eligible to

participate in Educational Assistance as described in

24.03B4 above. $2,500 for such training including

tuition, required books, and required materials for

coursework approved while in the Program will be

available. The $2,500 will remain available up to 2

years beyond the date of termination of employment

provided the employee completes their full Job Bank

eligibility. Reimbursement for any such expenses will

be made to the participant after successful course

completion. This amount will not be deducted from

termination pay at the end of the Job Bank eligibility.

d. Priority consideration for equal or lower level

vacancies within their home state in BellSouth

Telecommunications.

1) All requests will be canceled if an employee is

selected to fill a regular full-time vacancy, leaves

the Job Bank, or is laid off. Laid off employees

may submit requests under the provisions of 7.02.

2) Selections will be based on the normal selection

procedures as described in the Agreement, except

that Job Bank participants will be given priority

consideration for existing equal or lower level

vacancies in their home state in BellSouth

Telecommunications after employees with

mandatory return from leave rights and along with

Article

220

employees to be considered under the provisions of

7.01C.

3) A Job Bank participant selected for a vacancy

which has a report date later than the last day of

Job Bank eligibility may elect to take a

departmental or personal leave of absence from the

last day of eligibility until the report date. In no

event can the leave of absence exceed 90 days.

4) Relocation expenses for Job Bank participants

selected to fill intra- or inter- company vacancies

requiring relocation will be paid according to the

provisions of 9.01B of the Agreement.

5. After the eligibility time of an employee has been

exhausted, or if such employee elects to terminate

participation in Job Bank, the employee will be laid off. A

laid off employee who participated in the Career

Transitions Counseling and Assessment component of the

Program will continue to have access to the

PARTNERSHIP office as long as the laid off employee

maintains transfer requests as described in 7.02.

The termination allowance from which the employee

receives bi-weekly payments while in the Job Bank will be

adjusted as follows:

a. For each day in a work assignment (24.05D3b) or

while in the Career Transitions Counseling and

Assessment, nothing will be subtracted from the

termination allowance.

b. For each day in Job Bank in which the participant is

not in Career Transitions Counseling and Assessment

or on a work assignment, an amount equivalent to a

full day’s pay, excluding any general wage increase or

progression increase occurring while in the Job Bank,

will be subtracted from the termination allowance.

Any remaining balance will be paid to the employee at

the time he/she exits the Job Bank.

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c. A Job Bank participant selected for a vacancy will be

paid a lump sum in lieu of any general wage increase

or progression increase that occurred while in the Job

Bank at the time he/she exits the Job Bank. Any future

termination allowance will be adjusted by this lump

sum amount.

ARTICLE 25

PAYROLL DUES DEDUCTION AND UNION SECURITY

25.01 Payroll Dues Deduction.

The Company agrees to make collection of Union dues or an

amount equal thereto from any eligible employee through payroll

deduction upon the order in writing signed by such employee and

to pay over the amount thus deducted to the Union. The

Company will continue to make such payroll deductions for

employees who have properly executed dues deduction cards on

file. Except as provided below, or as provided in the

Memorandum of Understanding between the parties, or as

otherwise provided by applicable law, all cards may only be

revoked during the 10 day period preceding the expiration date of

this Agreement and the same 10 day period each year during the

life of this Agreement.

A. Cancellations by employees of such written authorization for

payroll deductions must be in writing and the Company agrees

to notify the Union forthwith of the receipt of any such written

cancellations.

B. Such cancellation requests must be sent individually by

certified mail to the Payroll Office Manager with a copy to

the Union, postmarked during one of the 10 day periods

described in 25.01 above. The Company shall cease such

deductions the month after the receipt by the Company of the

certified notice.

Article

222

C. The Union may, by written notice (over the signature of its

Secretary) given to the Company, terminate, with respect to

any employee, the obligation and right of the Company to

make such deductions. The Company shall give notice of

such termination to the employee.

D. Cancellation of such dues deductions will be made by the

Company on the transfer or promotion of an employee to an

ineligible position effective the first payroll period following

the transfer or promotion and will notify the Union of such

cancellation.

E. Authorization cards which by their terms are revocable at will

are not subject to the 10 day revocation periods referred to in

25.01 above.

25.02 Dues Requirements.

Each employee who is a member of the Union or who is obligated

to tender to the Union amounts equal to periodic dues on the

effective date of this Agreement, or who later becomes a member,

and all employees entering into the bargaining unit on or after the

effective date of this Agreement, shall, as a condition of

employment, pay or tender to the Union amounts equal to the

periodic dues applicable to members for the period from such

effective date or, in the case of employees entering into the

bargaining unit after the effective date on or after the thirtieth day

of such entrance, whichever of these dates is later, until the

termination of this Agreement. (For the purpose of this article,

"employee" shall mean any person entering into the bargaining

unit except an occasional employee.)

25.03 Effective Dates for Dues Collection.

Each employee who is a member of the bargaining unit on or

before the effective date of this Agreement and who on the

effective date of this Agreement was not required as a condition of

employment to pay or tender to the Union amounts equal to the

periodic dues applicable to members, shall, as a condition of

employment, pay or tender to the Union amounts equal to the

periodic dues applicable to members for the period beginning 30

0

223

days after the effective date of this Agreement until the

termination of this Agreement.

25.04 Movement In and Out of Bargaining Unit.

The condition of employment specified above shall not apply

during periods of formal separation from the bargaining unit by

any such employee but shall reapply to such employee on the

thirtieth day following his/her return to the bargaining unit. The

term "formal separation" includes transfers out of the bargaining

unit, removal from the payroll of the Company, and leaves of

absence of more than one month duration.

25.05 Application Under the Law.

Sections 25.02 and 25.03 shall apply only in those States where

the law permits the Union to enter into this type of Union security

agreement. If during the term of this contract the Union shall

become duly authorized under the laws of any other State to enter

into this type of Union security agreement, the effective date of

this Article as to employees in such State shall be the date upon

which the Company receives proper written evidence from the

Union that it is fully qualified to enter into such an agreement in

such State.

25.06 COPE Payroll Deduction.

The Company agrees to make collection of CWA-COPE-PAC

payments of any bargaining unit employee through payroll

deduction upon the order in writing, signed by such employee,

and to pay over the amount thus deducted to the CWA-COPE-

PAC.

25.07 Union Dues Deduction Agreement.

In addition to this section of the Agreement, the parties have

concurrently executed a separate Union Dues Deduction

Agreement.

Article

224

ARTICLE 26

ABSENCES FOR UNION DUTIES

26.01 Excused Time for Union Duty.

Subject to limitations expressed below, employees who are

elected or appointed to an office or committee in or for the Local,

District or National Union and who are certified in writing to the

Company by the Vice President or the Executive Board of the

Union as having to be absent from their regular Company work

for the proper performance of their lawful duties to the Union in

connection with such office or committee shall be excused

without pay for periods not exceeding, in the total, 120 work days

in any calendar year provided that such absences shall not exceed

30 consecutive days in any 1 period. However, for Union officers

as identified and limited by 17.01C the 120 work days (150 for

Local Presidents) may be increased to a maximum of 150 work

days (180 for Local Presidents) upon approval at the Company

bargaining level. Except for unforeseen situations, a Local officer

shall notify the immediate supervisor of the employee to be

released when such absence is to begin and for what period the

employee expects to be absent. The status of employees absent

for such duties shall be the same, including seniority, as for other

employees excused from Company duties for personal reasons not

in excess of 30 consecutive days at any one period.

The excusal of employees from Company duty to perform Union

duties shall not be followed to the extent of withdrawing adequate

protection of telephone service in any department or locality.

26.02 Union Leave of Absence.

Employees whose Union duties require their absence from

Company work for a period, or periods, in excess of those set out

in 26.01 shall apply to the Company for a leave of absence

without pay, and the Company shall grant such leave of absence

for a reasonable period not to exceed one year. Employees that

exceed the limits set in Article 26.01 and who do not request a

formal leave will automatically be placed on an unpaid Union

leave of absence. Leaves of absence granted pursuant to this

0

225

Article shall be subject to the conditions hereinafter stated in

26.03.

A. Requests for leaves of absence shall be made in writing by the

employee and the Vice President of the Union or his/her

delegated representative, with the request being directed to the

Executive Director of Labor Relations of the Company at least

30 days before such leave is to begin.

B. Requests for such leaves of absence shall be acted upon

promptly by the Company.

C. Employees who exceed the limits of 26.01 and are

automatically placed on a Union leave will be notified. These

leaves may be retroactive to the date when the time limits

specified in 26.01 were exceeded.

26.03 Conditions of Leaves of Absence.

Leaves of absence granted under the terms of 26.02 are subject to

these conditions.

A. The period of an employee's absence on such leave shall be

included in determining such employee's seniority with the

Company. However, for the purpose of determining the

length of service upon which such employee's wage

progression is based, such employee shall be given credit for

only the first 30 days of the first leave of absence granted such

employee. When the employee returns from leave, his/her

wage progression, if determined in accordance with an

automatic wage scale, shall be accelerated by reducing the

normal intervals between increases by one-half until the

employee shall have attained his/her position on his/her wage

scale commensurate with his/her length of service had he/she

not been on leave of absence.

B. During the period of such employee's leave of absence, such

employee's qualified dependent, or dependents shall retain

eligibility to Sickness-Death Benefits. The employee may

continue coverage under the applicable Company medical

plan when employed by CWA or when elected or appointed to

Article

226

a CWA office within a Local Union (coverage elected under

any CWA plan will be at CWA's or the employee's expense).

The employee may continue his/her own coverage under the

AT&T Dental Plan and the AT&T Vision Plan by individual

payment of the full amount of appropriate payment.

C. Employees who return to Company duty at the expiration of

such leaves of absence shall be placed on the payroll at the

rate received when such absence was granted, adjusted for any

changes in wage level made during the period of such leave of

absence. In the event such leave of absence has expired and

such employee desires to, and is otherwise entitled to, resume

employment with the Company, but at the time of such

expiration such employee is unable to perform the required

Company duties because of sickness, such employee shall

nevertheless be re-employed, and in determining the eligibility

of such employee to sickness payments the first day of such

re-employment shall be considered as such employee's first

day of absence because of sickness.

D. Such leave of absence for an employee shall be terminated at

his/her request prior to the expiration of such leave of absence

only in case the employee is able to perform on a full-time

basis the Company duties required of such employee. The

term "full-time basis" as used in the preceding sentence shall

not be construed to deny to such employee incidental

participation in Union matters without pay if excused by the

Company for such purposes. An employee requesting to

return from Union leave under this paragraph shall give

his/her supervisor reasonable notice.

E. The termination of this Agreement by either party shall not

affect the leave status or re-employment rights of an employee

who is on leave of absence granted under 26.02.

F. Notwithstanding the provisions of 21.02, employees on such

leaves of absence shall not be entitled to receive from the

Company any pay or compensation for time consumed in

meetings with Management, or necessarily consumed in

traveling to and from such meetings.

0

227

26.04 Limitations of Union Leaves.

In the event the Company is of the opinion that the duties being

performed by an employee are not within the intent of this Article,

the Company shall notify the employee and the Union and allow

the employee an opportunity to cease such duties.

ARTICLE 27

DISTRIBUTION OF AGREEMENT

27.01 Distribution to Employees.

The Company shall have this Agreement printed in a union shop

and distributed to all of its present employees and shall hand a

copy to all employees when they begin work with the Company.

ARTICLE 28

RESPONSIBLE UNION-COMPANY RELATIONSHIP

The Company and the Union recognize it is in the best interests of both

parties, employees and the public that all dealings between them

continue to be characterized by mutual responsibility and respect. To

ensure this relationship continues and improves, both parties agree that

their respective representatives at all levels will apply the terms of this

Agreement in accord with its intent and meaning and consistent with the

Union's status as exclusive bargaining representative of all employees in

the unit.

Each party shall bring to the attention of all employees in the unit their

purpose to conduct themselves in a spirit of responsibility and respect

and of the measures they have agreed upon to ensure adherence to this

purpose.

This Agreement recognizes the heritage of our responsible relationship

which began in the 1960's and has been improved upon throughout the

Article

228

subsequent years. We recognize that the labor relationship builds upon

our past but looks to the future as well.

The long-term success of the Company and the Union are interrelated

and dependent upon our meeting the needs of our customers. The

Union, through its membership, has a vital role in the overall success of

the Company's operations. Consequently, each party shall participate in

the open exchange of information to the fullest extent possible. The

Company must continually improve efficiency in order to ensure our

ability to be competitive in the marketplace and to prosper. The Union

must play an essential role in sharing in the achievement of these goals.

Organizational and technological innovations are necessary and

inevitable. We believe that every employee has both the ability and

responsibility to contribute to the goals of the organization - in return,

the Company will treat every employee with dignity and respect.

Both parties have the responsibility to assure this improving relationship

exists, is endorsed and communicated throughout all levels of the

Company and the Union.

ARTICLE 29

APPLICATION, EXCLUSIONS AND AMENDMENTS

29.01 Application.

This Agreement applies to all regular and temporary employees of

the Company within the bargaining unit, but applies to occasional

employees only to the extent and with the limitations expressed in

29.02.

29.02 Occasional Employees.

The following provisions of this Agreement are not applicable to

occasional employees: Articles 3, except 3.07; 4, except 4.01D,

4.01J, 4.01L, 4.02A, 4.02B, 4.03B, 4.04A, 4.04B, 4.04D, and

4.07; 5; 6; 7 (except separation of occasionals); 8; 9 (except 9.03);

10; 11; 12; 13; 14; 15; 16; 19; 25; and 26.

29.03 Amendments.

Any provisions of this Agreement may be amended, modified or

supplemented at any time by mutual consent of the parties hereto,

0

229

without in any way affecting any of the other provisions of this

Agreement.

ARTICLE 30

NON-DISCRIMINATION

30.01 Company Responsibilities.

The Company agrees not to discriminate against, interfere with,

restrain or coerce employees because of membership or lawful

activity in the Union.

30.02 Union Responsibilities.

The Union agrees not to exert any coercion or intimidation on any

employee because of non-membership in the Union or for the

purpose of inducing membership therein.

30.03 Non-Discrimination Clause.

In a desire to restate their respective policies, neither the Company

nor the Union shall discriminate against any employee because of

such employee's race, color, religion, sex, sexual orientation,

national origin, age, disability, creed, gender, gender identity,

marital status, military status, citizenship status, veteran status or

any other protected characteristic.

30.04 Effect on Employment.

Affiliation or non-affiliation with any labor organization is a

matter solely for the decision of the employees; the decision of an

employee in this matter will not affect his/her employment or

advancement with the Company.

Article

230

ARTICLE 31

DURATION OF AGREEMENT

31.01 Life of Agreement.

This Agreement shall be effective as of August 9, 2015 and shall

continue in full force and effect until its termination at 11:59 p.m.

(eastern time), August 3, 2019.

IN WITNESS WHEREOF, Communications Workers of America

and BellSouth Telecommunications have caused this Agreement

to be executed by their respective officers and agents thereunto

duly authorized, all as of the day first above written.

COMMUNICATIONS BELLSOUTH

WORKERS OF TELECOMMUNICATIONS,

AMERICA LLC

Richard Honeycutt Michael Keith

Vice President Vice President

Labor Relations

ATTEST: ATTEST:

Michael J. Fahrenholt, Sr. John P. Trageser

State Representative Executive Director

CWA – District 3 Labor Relations

APPROVED:

Chris Shelton

President, Communications

Workers of America

Appendix A

Part I

231

TITLES AND WAGE SCALE ASSIGNMENTS

The following table shows current titles and wage scale assignments.

Titles and Wage Scale Table

(A)

(B)

Wage Scale

Title

16

Accounting Assistant

18

Accounting Specialist (1)

16

Billing Verification Assistant

32

Circuit Layout Assigner

18

Claims Specialist

18

Collections Representative

21

Communications Assistant

3, 19

Communications Sales Specialist

30

Communications Technician

14

Computer Attendant (2)

16

Customer Service Assistant

27

Customer Service Associate

32

Digital Technician

12

Dispatch Assistant

14

Drafting Assistant

32

Electronic Technician

16

Engineering Assistant (1)

1) These titles are normally filled through promotions from within the department in which the

vacancy exists.

(2) These titles are normally filled through promotions from Wage Scale 10 in the department in

which the vacancy exists.

(3) Employees who were in these titles effective August 8, 1998, will remain in these titles as long

as they perform these duties. No employees will be placed in these titles subsequent to August

9, 1998.

(4) Employees in these titles effective August 9, 1986, will remain in these titles as long as they

perform these duties. No employees will be placed in these titles subsequent to August 10,

1986.

Appendix A

Part I

232

(A)

(B)

Wage Scale

Title

20

Facilities Assignment Specialist

32

Facility Technician

5

Field Services Technician

24

Frame Attendant

16

Independent Company Assistant

16

Investigation Assistant

20

Line Translations Specialist

20

Maintenance Administrator

25

Material Service Coordinator

10

Messenger (3)

32

Multi-Media Technician

16

Network Administration Assistant

18

Network Analysis Specialist

14

Network Assistant

12

Network Attendant

16

Network Translations Assistant

10

Office Assistant

2

Office Clerical Assistant

11

Operator

31

Outside Plant Technician

4

Payment Processing Assistant

1) These titles are normally filled through promotions from within the department in which the

vacancy exists.

(2) These titles are normally filled through promotions from Wage Scale 10 in the department in

which the vacancy exists.

(3) Employees who were in these titles effective August 8, 1998, will remain in these titles as long

as they perform these duties. No employees will be placed in these titles subsequent to August

9, 1998.

(4) Employees in these titles effective August 9, 1986, will remain in these titles as long as they

perform these duties. No employees will be placed in these titles subsequent to August 10,

1986.

Appendix A

Part I

233

(A)

(B)

Wage Scale

Title

10

Processing Assistant

32

Processor Technician

20

Provisioning Specialist

12

Repair Service Attendant (3, except CPE)

27

Sales Associate

27L

Sales Consultant

14

Secretarial - Stenographer (4)

10

Senior Office Assistant

14

Service Assistant

36

Service Consultant

36

Service Consultant/CPE

23

Service Representative

25

Service Specialist

31

Services Technician

14

Special Assistant (2)

16

Special Services Assistant

10

Supplies Assistant

32

Switching Equipment Technician

32

Systems Specialist Technician

32

Systems Technician

32

Testing Technician

6

Wire Technician

1) These titles are normally filled through promotions from within the department in which the

vacancy exists.

(2) These titles are normally filled through promotions from Wage Scale 10 in the department in

which the vacancy exists.

(3) Employees who were in these titles effective August 8, 1998, will remain in these titles as long

as they perform these duties. No employees will be placed in these titles subsequent to August

9, 1998.

(4) Employees in these titles effective August 9, 1986, will remain in these titles as long as they

perform these duties. No employees will be placed in these titles subsequent to August 10,

1986.

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

234

ALABAMA

Alabaster# A

Albertville# C

Alexander City C

Anniston# C

Athens C

Attalla C

Auburn C

Bay Minette C

Belle Fontaine C

Bessemer# A

Birmingham# A

Boaz C

Brewton C

Bridgeport C

Calera C

Carbon Hill C

Centreville C

Chelsea A

Childersburg C

Citronelle C

Clanton C

Clayton C

Columbiana C

Cordova C

Courtland C

Cullman# C

Dadeville C

Decatur# C

Demopolis C

Dora C

Dothan C

Elbow Gap* C

Eufaula C

Eutaw C

Evergreen C

Fairhope C

Flomaton C

Florence C

Ft. Deposit C

Fort Mitchell C

Ft. Payne C

Gadsden# C

Gardendale A

Goodwater -

Graysville A

Greensboro C

Guntersville C

Gurley C

Hanceville C

Hartselle C

Hazelgreen C

Holtville C

Huntsville# C

Hurtsboro C

Jackson C

Jacksonville C

Jasper# C

Killen C

LaFayette C

Leighton C

Lexington C

Linden C

Livingston C

Madison C

Maplesville C

Marion C

McIntosh C

Mobile# C

Montevallo C

Montgomery# C

Moulton C

Munford C

Mt. Vernon C

Ohatchee C

Opelika# C

Parrish C

Phenix City# C

Piedmont C

Pinson A

Prattville C

Red Bay C

Rogersville C

Russellville C

Selma# C

Sheffield# C

Stevenson C

Sylacauga# C

Talladega C

Thomasville C

Town Creek C

Troy C

Tuscaloosa# C

Tuskegee C

Uniontown C

Vincent C

Warrior C

West Blocton C

Wetumpka C

York C

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

235

FLORIDA

Archer C

Baldwin C

Belle Glade A

Big Pine A

Boca Raton# A

Boynton Beach# A

Bronson C

Brooksville# C

Bunnell C

Cantonment C

Cedar Keys -

Chiefland C

Chipley C

Cocoa# C

Cocoa Beach C

Coral Springs# A

Crestview* C

Cross City C

Daytona Beach# C

DeBary C

DeLand C

DeLeon Springs C

Deerfield Beach A

Delray Beach# A

Dunnellon C

East Orange C

Eau Gallie C

Fernandina Beach C

Flagler Beach C

Fort George -

Fort Pierce# C

Fort Walton Bch* C

Ft. Lauderdale# A

Ft. Myers C

Gainesville# C

Geneva C

Graceville C

Green Cove Sprgs C

Gulf Breeze C

Havana C

Hawthorne C

Hobe Sound C

Holley-Navarre C

Hollywood# A

Homestead# A

Islamorado A

Jacksonville# B

Jacksonville Beach B

Jay C

Jensen Beach# C

Jupiter A

Key Largo A

Key West A

Keystone Heights C

Lake City C

Lakeland C

Lynn Haven C

Madison* C

Mandarin B

Marathon A

Maxville -

Melbourne# C

Miami# A

Micanopy C

Middleburg C

Milton C

Munson -

Naples C

Newberry C

Newport* C

New Smyrna Bch C

North Dade# A

North Key Largo A

Oak Hill -

Old Town C

Orange Park# B

Orlando# B

Oviedo C

Pace C

Pahokee C

Palatka# C

Palm Coast C

Panama City# C

Penney Farms -

Pensacola# C

Perrine# A

Pierson C

Pomona Park -

Pompano Beach# A

Ponte Vedra Beach C

Port St. Lucie C

Pratt Whitney* C

St. Augustine# B

St. Petersburg* C

Sanford# C

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

236

Sarasota C

Sebastian C

Stuart C

Sugarloaf Key A

Sunny Hills C

Tallahassee* C

Tampa* C

Titusville C

Trenton C

Vernon C

Vero Beach# C

Weeki Wachee C

Welaka C

West Palm Beach# A

Yankeetown -

Youngstown Ftn. C

Yulee C

GEORGIA

Acworth A

Adairsville C

Albany# C

Alpharetta A

Americus C

Appling C

Arlington C

Athens# C

Atlanta# A

Augusta# C

Austell# A

Baconton -

Bainbridge C

Barnesville C

Baxley C

Blackshear C

Bogart-Statham C

Bowdon C

Bremen C

Brunswick# C

Buchanan C

Buford C

Calhoun C

Camilla C

Carrollton# C

Cartersville C

Cave Spring -

Cedartown C

Chamblee# A

Claxton C

Clermont C

Cochran C

Colquitt C

Columbus# C

Concord C

Conyers C

Cordele C

Covington C

Cumming C

Cusseta C

Dallas C

Dalton* C

Douglasville# C

Dublin# C

Duluth# A

Eastman C

Eatonton C

Elberton C

Fairburn C

Fayetteville C

Flowery Branch C

Forsyth C

Fort Valley C

Franklin C

Gainesville# C

Gay -

Gibson C

Grantville -

Greensboro C

Greenville C

Griffin# C

Hamilton C

Hampton C

Harlem C

Hazelhurst C

Hephzibah C

Hogansville C

Jackson C

Jekyll Island C

Jesup C

Johnson's Corner -

Jonesboro# C

Kingston -

LaGrange# C

Lake Park C

Lawrenceville# A

Leary -

Leesburg C

Lithonia C

Loganville C

Louisville C

Lula C

Lumber City -

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

237

Lumpkin C

Luthersville -

Lyons C

Macon# C

Madison C

Marietta# A

McDonough C

Millen C

Monticello C

Newnan# C

Newton C

Norcross A

Palmetto C

Panola C

Pelham C

Pine Mountain -

Pooler C

Powder Springs A

Richland C

Rome# C

Rockmart C

Roopville C

Roswell# A

Royston C

Rutledge -

St. Simons C

Sandersville-

Tennille C

Sardis -

Savannah# C

Savannah Beach -

Senoia C

Smithville -

Smyrna# A

Social Circle C

Sparks C

Sparta C

Stockbridge C

Stone Mountain A

Swainsboro C

Sylvester C

Tallapoosa C

Temple -

Thomasville C

Thomson C

Tifton C

Tucker# A

Valdosta# C

Vidalia C

Villa Rica C

Wadley C

Warner Robins C

Warrenton C

Watkinsville C

Waycross C

Waynesboro C

Winder* C

Woodbury C

Woodstock C

Wrens C

Wrightsville C

Zebulon C

KENTUCKY

Allen C

Allensville -

Aurora -

Bagdad -

Bardstown# C

Beattyville C

Beaver Dam C

Bedford -

Benham-Lynch C

Benton C

Bloomfield -

Bluff Springs -

Bowling Green# C

Bremen -

Burgin -

Cadiz C

Calhoun C

Campbellsburg -

Carlisle C

Carrollton C

Cayce -

Centertown -

Central City C

Chaplin -

Clay -

Clinton C

Cloverport C

Corbin C

Cornishville -

Corydon -

Crab Orchard -

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

238

Crofton -

Cropper -

Cynthiana C

Danville# C

Dawson Springs C

Dixon -

Drakesboro -

Earlington -

Eddyville C

Edgoten C

Elkhorn City C

Elkton C

Eminence C

Ensor C

Fedscreek C

Finchville -

Ford -

Fordsville C

Frankfort# C

Franklin C

Freeburn C

Fredonia -

Fulton C

Georgetown C

Ghent -

Gilbertsville C

Golden Pond -

Gracey -

Greenville C

Guthrie C

Habit C

Hanson -

Hardinsburg C

Harlan C

Harrodsburg C

Hartford C

Hawesville C

Hebbardsville C

Henderson# C

Hickman C

Hopkinsville# C

Inez C

Island -

Jackson C

Junction City -

Kirksville -

LaFayette -

LaGrange C

Lawrenceburg C

Lebanon Jct. -

Lexington* C

Little Rock -

Livermore C

Louisa C

Louisville# A

Maceo C

Mackville -

Madisonville# C

Marion C

Martin C

Mayfield C

Maysville C

McDaniels C

McDowell C

Middlesboro C

Millersburg -

Milton -

Mooresville -

Morganfield C

Morgantown C

Mortons Gap -

Mt. Eden -

Mt. Sterling C

Murray C

Nebo -

Neon C

New Castle C

New Haven -

New Liberty -

No. Middletown -

Nortonville C

Olmstead -

Owensboro# C

Owenton C

Paducah# C

Paintsville C

Panther -

Paris C

Pembroke -

Perryville -

Pikeville# C

Pilot View -

Pineville C

Pleasant Ridge -

Pleasureville -

Port Royal -

Prestonsburg C

Princeton C

Providence C

Oak Grove C

Richardsville C

Richmond# C

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

239

Robards -

Rose Terrace B

Russellville C

Sacramento -

Sadieville -

St. Charles -

Salvisa -

Sebree -

Sharon Grove -

Shawhan -

Shelbyville C

Simpsonville -

Slaughters -

Smithfield -

Sorgho C

South Williamson C

Springfield C

Stamping Ground -

Stanford -

Stanley -

Stanton C

Stone C

Sturgis C

Sulphur -

Symsonia -

Taylorsville C

Trenton C

Utica -

Virgie C

Waco -

Waddy -

Wallins Creek -

Water Valley -

Waverly -

Wayland C

West Louisville C

West Point B

Whitesburg C

Whitesville C

Williamsburg C

Willisburg -

Winchester# C

Woodburn -

LOUISIANA

Abbeville C

Albany C

Alexandria# C

Amelia C

Amite C

Angie C

Arcadia C

Baldwin C

Bastrop C

Baton Rouge# C

Benton -

Bernice C

Blanchard C

Bogalusa# C

Boyce C

Broussard C

Bunkie C

Buras A

Bush -

Calhoun -

Carencro C

Castor -

Centerville -

Chackbay -

Clinton C

Colfax C

Columbia C

Convent -

Converse -

Coushatta C

Covington# C

Crowley# C

Crowville -

Delacroix -

Delhi C

Denham Springs C

DeRidder C

Donaldsonville C

Doyline -

Dry Prong C

Dubach -

Dulac C

Duson C

Edgard -

Epps -

Erath C

Eunice C

Farmerville C

Ferriday C

Florien -

Folsom -

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

240

Fort Necessity -

Franklin C

Franklinton C

Georgetown -

Gibsland C

Gibson C

Grambling -

Grand Cane -

Greenwood C

Gueydan C

Hammond# C

Harrisonburg -

Haughton C

Haynesville C

Homer C

Hornbeck -

Houma# C

Independence C

Jackson C

Jeanerette C

Jennings C

Jesuit Bend A

Jonesboro C

Jonesville C

Keatchie -

Keithville C

Kenner# A

Kentwood C

Krotz Springs -

Labadieville -

Lacombe -

Lafayette# C

Lafitte A

Lake Arthur C

Lake Catherine -

Lake Charles# C

Lake Providence C

LaPlace C

Lawtell C

LeCompte -

Leesville# C

Leonville -

Lisbon -

Livingston C

Lockport C

Logansport C

Loreauville -

Luling A

Lutcher C

Madisonville -

Mandeville C

Mansfield C

Many C

Marksville C

Melville C

Mer Rouge -

Merryville -

Minden C

Monroe# C

Montegut C

Monterey -

Montgomery -

Mooringsport -

Morgan City# C

Morganza -

Mt. Hermon -

Napoleonville C

Natchitoches C

Newellton C

New Iberia# C

New Orleans# A

New Roads C

Norco C

Oakdale C

Oak Grove C

Oil City -

Opelousas# C

Paradis -

Patterson C

Pearl River -

Pierre Part C

Pine -

Plaquemine C

Pointe a la Hache -

Pollock -

Ponchatoula C

Port Barre C

Port Sulphur A

Raceland C

Rayne C

Rayville C

Robeline C

Rougon C

Ruston# C

Saline -

Shreveport# C

Sicily Island -

Slidell# C

Springfield -

St. Bernard A

St. Francisville C

St. Gabriel C

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

241

St. Joseph C

St. Landry -

St. Martinville C

Sterlington C

Sulphur C

Sweet Lake -

Tallulah C

Thibodaux# C

Tunica -

Vacherie C

Venice -

Vidalia C

Vinton -

Washington C

Waterproof -

Weeks Island -

White Castle -

Wilson -

Winnfield C

Winnsboro C

Youngsville C

Yscloskey -

Zachary C

Zwolle C

MISSISSIPPI

Aberdeen C

Amory C

Ashland -

Baldwyn C

Batesville C

Bay St. Louis C

Beaumont -

Belmont C

Belzoni C

Benoit -

Biloxi# C

Blue Mountain -

Bolton -

Booneville C

Brandon C

Brookhaven# C

Buckatunna -

Burnsville -

Caledonia -

Canton C

Carrollton C

Carthage C

Centreville C

Charleston C

Clarksdale C

Cleveland C

Clinton# C

Coffeeville -

Coldwater C

Collins C

Columbia C

Columbus# C

Columbus A.F.B. C

Como -

Corinth C

Crenshaw C

Crystal Springs C

DeKalb C

Drew C

Duckhill -

Duncan -

Durant C

Edwards -

Ellisville C

Enterprise -

Ethel -

Eupora C

Fayette C

Flora -

Forest C

Friars Point -

Gloster C

Goodman -

Greenville# C

Greenwood# C

Grenada C

Gulfport# C

Gunnison -

Hattiesburg# C

Hazlehurst C

Heidelberg C

Hernando C

Hickory -

Hollandale C

Holly Springs C

Houston C

Hurley C

Indianola C

Inverness -

Itta Bena -

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

242

Iuka C

Jackson# C

Jonestown -

Kilmichael -

Kosciusko C

Lake -

Laurel# C

Leland C

Lexington C

Liberty C

Louisville C

Lucedale C

Lula C

Lumberton C

Maben -

Macon C

Madison C

Magee C

Magnolia C

Marks C

McComb# C

McCool -

McLain -

Mendenhall C

Meridian# C

Mize C

Monticello C

Moorehead -

Morton C

Moss Point C

Mt. Olive C

Natchez# C

Naval Air Station C

Nettleton C

New Albany C

Newton C

Oakland -

Obadiah C

Ocean Springs C

Okolona C

Osyka C

Oxford# C

Pace -

Pascagoula# C

Pass Christian C

Pearlington -

Pelahatchie C

Philadelphia C

Picayune C

Pickens C

Pontotoc C

Poplarville C

Port Gibson C

Purvis C

Quitman C

Raleigh C

Raymond C

Richton C

Ripley C

Rolling Fork C

Rosedale C

Roxie -

Ruleville C

Saltillo C

Sardis C

Scooba -

Seminary -

Senatobia C

Shannon -

Shaw -

Shelby C

Shubuta -

Shuqualak -

Silver Creek -

Starkville C

Sumner C

Sumrall C

Taylorsville C

Tchula -

Terry C

Toomsuba -

Tunica C

Tupelo# C

Tutwiler -

Tylertown C

Union C

Utica -

Vaiden -

Van-Cleave C

Verona -

Vicksburg# C

Walnut C

Water Valley C

Waynesboro C

West -

West Point C

Wesson -

Wiggins C

Winona C

Woodville C

Yazoo City C

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

243

NORTH

CAROLINA

Acme C

Anderson C

Apex C

Arden C

Arcadia-Midway -

Asheville# C

Atkinson C

Belmont C

Bessemer City C

Black Mountain C

Blowing Rock C

Bolton -

Boone C

Burgaw C

Burlington# C

Canton C

Caroleen C

Carolina Beach C

Cary C

Castle Hayne C

Chapel Hill C

Charlotte# A

Cherryville C

Claremont C

Cleveland C

Clyde C

Concord* C

Davidson C

Denver C

Ellenboro C

Enka C

Fairmont C

Fairview C

Forest City C

Gastonia# C

Gatewood C

Gibson -

Goldsboro# C

Grantham C

Greensboro# C

Grover C

Hamlet C

Hendersonville# C

Hickory* C

Huntersville C

Julian C

Kimesville -

Kings Mountain C

Knightdale C

Lake Lure C

Lattimore C

Laurinburg C

Lawndale C

Leicester C

Lenoir# C

Lincolnton# C

Locust C

Long Beach C

Lowell C

Lumberton# C

Maggie Valley C

Maiden C

Marion* C

Milton -

Monroe* C

Monticello C

Morganton C

Mt. Holley C

Mt. Olive C

Newland C

Newton C

Pembroke C

Raleigh# A

Reidsville C

Rockingham C

Rowland C

Rutherfordton C

Sailsbury C

Saxapahaw C

Scotts Hill C

Selma C

Shelby C

Southport C

Spruce Pine C

Stanley C

Statesville# C

Stony Point C

Summerfield C

Swannanoa C

Taylorsville C

Troutman C

Vale C

Waynesville C

Wendell C

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

244

Wilmington# C

Winston-Salem# C

Wrightsville Bch. C

Zebulon C

SOUTH

CAROLINA

Aiken# C

Allendale C

Anderson# C

Bamberg -

Barnwell C

Batesburg C

Bath C

Beech Island C

Belton C

Bennettsville C

Blacksburg C

Blackville -

Blenheim -

Blue Ridge C

Camden C

Central -

Chapin-Little Mtn. C

Charleston# C

Cheraw C

Clemson C

Clinton C

Clio -

Clover C

Columbia# B

Cowpens C

Darlington C

Denmark C

Dillon C

Easley C

Eastover C

Edgefield C

Edisto Beach C

Florence# C

Folly Beach -

Fountain Inn C

Gaffney C

Graniteville C

Greenville# C

Greenwood* C

Greer C

Hartsville C

Hickory Grove -

Hilton Head C

Honea Path C

Isle of Palms- C

Sullivan's Island

Joanna -

Johnston C

Jonesville C

Lake View -

Lake Wylie C

Latta -

Lexington C

Liberty C

Lyman C

Marion C

McColl -

Mt. Pleasant C

Mullins C

Myrtle Beach C

Newberry C

New Ellenton C

Nichols -

North Augusta C

Orangeburg# C

Pacolet -

Pelzer-Williamston C

Pendleton C

Pickens C

Piedmont C

Prosperity -

St. George C

Salem -

Seneca C

Sharon -

Six Mile C

Society Hill -

Spartanburg# C

Springfield-Salley -

Summerville C

Sumter* C

Timmonsville C

Travelers Rest C

Union C

Walhalla C

Westminster C

Whitmire C

York C

TENNESSEE

Adams-Cedar Hill -

Arlington A

Ashland City C

Athens# C

Bells -

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

245

Benton C

Bethel Springs -

Big Sandy C

Blanche -

Bolivar C

Brownsville C

Bulls Gap C

Camden C

Carthage C

Cedar Grove -

Centerville C

Charleston C

Charlotte -

Chattanooga# C

Clarksville# C

Cleveland# C

Clinton C

Collierville A

Columbia# C

Copper Basin C

Covington C

Cross Plains- C

Orlinda

Culleoka -

Cumberland City -

Cumberland Gap C

Cunningham -

Dandridge C

Dayton C

Decatur C

Dickson# C

Dover C

Dyer -

Dyersburg C

Eagleville -

Elkton -

Etowah C

Fairview C

Fayetteville C

Flintville C

Franklin# C

Fredonia -

Gallatin# C

Gatlinburg C

Gibson -

Gleason -

Goodlettsville A

Grand Junction -

Greenback C

Greenbrier C

Greenfield C

Halls C

Hampshire -

Harriman C

Hartsville C

Henderson C

Hendersonville C

Henning -

Hohenwald C

Hornbeak C

Humboldt C

Huntingdon C

Huntland -

Jackson# C

Jasper C

Jefferson City C

Jellico C

Johnson City C

Kenton C

Kingston C

Knoxville# C

LaFollette C

Lake City C

Lawrenceburg C

Lebanon C

Lenoir City C

Lewisburg C

Lexington C

Loudon C

Lyles C

Lynchburg -

Lynnville -

Madisonville C

Manchester C

Maryville# C

Mascot-Strawberry C

Plains

Maynardville C

McEwen -

McKenzie C

Medina -

Memphis# A

Middleton -

Milan C

Morristown# C

Moscow -

Appendix A

Part II

EXCHANGES BY STATES AND ZONE CLASSIFICATIONS

EXCHANGE ZONE EXCHANGE ZONE EXCHANGE ZONE

246

Mt. Pleasant C

Murfreesboro# C

Nashville# A

Newbern C

Newport C

Normandy -

Norris C

Oak Ridge# C

Old Hickory C

Oliver Springs C

Palmyra -

Paris C

Petersburg -

Pleasant View C

Portland C

Pulaski C

Ridgely -

Ripley C

Rockwood C

Rogersville C

Sango C

Santa Fe -

Savannah C

Selmer C

Sevierville# C

Sewanee C

Shelbyville C

Smyrna C

Sneedville C

Soddy-Daisy C

Somerville C

South Pittsburg C

Spring City C

Springfield C

Spring Hill C

Summertown C

Surgoinsville -

Sweetwater C

Tiptonville C

Trenton C

Triune -

Troy C

Tullahoma# C

Union City C

Vanleer -

Wartrace -

Watertown -

Waverly C

White Bluff C

White House C

White Pine C

Whiteville -

Whitwell C

Williamsport -

Winchester C

* Headquarters Locations (Other than Company exchanges).

# Large exchanges not subject to the provisions of Paragraph 13.02B3b.

Appendix A

Part III

247

FAMILY OF SKILLS

WAGE SKILL

TITLE SCALE GROUP

Service Consultant* 36 1

Customer Service Associate 27 1

Sales Associate 27 1

Sales Consultant 27L 1

Service Representative 23 1

Communications Sales Specialist 19 1

Collections Representative 18 1

Material Service Coordinator 25 2

Facility Technician* 32 3

Digital Technician* 32 3

Services Technician* 31 3

Outside Plant Technician* 31 3

Communications Technician* 30 3

Field Services Technician 5 3

Multi-Media Technician 32 4

Switching Equipment Technician-Other* 32 5

Frame Attendant 24 5

Electronic Technician* 32 6

Testing Technician* 32 6

Systems Specialist Technician* 32 6

Processor Technician* 32 6

Switching Equipment Technician-ESS* 32 6

Frame Attendant* 24 6

Line Translations Specialist 20 6

Network Assistant 14 6

Circuit Layout Assigner* 32 7

Service Specialist* 25 7

Facilities Assignment Specialist 20 7

Appendix A

Part III

248

WAGE SKILL

TITLE SCALE GROUP

Maintenance Administrator 20 7

Provisioning Specialist 20 7

Sales Associate* 27 8

Sales Consultant* 27L 8

Customer Service Associate* 27 8

Service Representative* 23 8

Communications Assistant* 21 8

Communications Sales Specialist 19 8

Accounting Specialist 18 8

Collections Representative 18 8

Customer Service Assistant 16 8

Special Services Assistant 16 8

Processing Assistant 10 8

Office Assistant 10 8

Digital Technician* 32 9

Systems Technician* 32 9

Systems Specialist Technician* 32 9

Communications Technician* 30 9

Field Services Technician 5 9

Service Consultant/CPE* 36 10

Service Representative* 23 10

Communications Assistant* 21 10

Special Assistant 14 10

Senior Office Assistant 10 10

Office Assistant 10 10

Office Clerical Assistant 2 10

Employees in Wage Scales 2, 4, 5, 7, 10, 11, 12, 14, 16, 18, 19 and 20 will be

grouped with the most junior people in the organizational unit in their Wage

Scale, then with the most junior people in the organizational unit in Wage Scales

below them.

* Only these titles may bump in this skill group.

Appendix B

Part I

Page 249

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 1

TITLES

Weekly Wage Rates

Wage Length

Start / Top

of Service

No Progression

09/06/15

754.50

09/04/16

777.00

09/03/17

794.50

09/02/18

814.50

Pension Band

- 111 -

Appendix B

Part I

Page 250

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 2

TITLES

OFFICE CLERICAL ASSISTANT

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

403.00

443.00

487.00

535.50

588.50

647.00

711.00

782.00

859.50

09/04/16

403.00

444.50

490.50

541.50

597.50

659.00

727.50

802.50

885.50

09/03/17

403.00

446.00

493.50

546.00

604.00

668.50

739.50

818.50

905.50

09/02/18

403.00

447.50

496.50

551.00

611.50

678.50

753.50

836.00

928.00

Zone B / Wage Area II

09/06/15

362.50

403.00

448.50

499.00

555.00

617.00

686.50

763.50

849.00

09/04/16

362.50

404.50

452.00

504.50

563.00

628.50

701.50

783.50

874.50

09/03/17

362.50

406.00

454.50

508.50

569.50

637.50

713.50

798.50

894.00

09/02/18

362.50

407.00

457.00

513.50

576.50

647.50

727.00

816.00

916.50

Zone C

09/06/15

329.00

370.00

415.50

467.00

525.00

590.00

663.50

745.50

838.00

09/04/16

329.00

371.00

418.50

472.50

533.00

601.00

678.00

765.00

863.00

09/03/17

329.00

372.00

421.00

476.50

539.00

609.50

689.50

780.00

882.50

09/02/18

329.00

373.50

423.50

480.50

545.50

619.00

702.50

797.00

904.50

Pension Band

Zone A / Wage Area I - 102

Zone B / Wage Area II - 102

Zone C - 102

Appendix B

Part I

Page 251

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 3

TITLES

COMMUNICATIONS SALES SPECIALIST

Weekly Wage Rates

Wage Length

Start / Top

of Service

No Progression

09/06/15

851.50

09/04/16

877.00

09/03/17

896.50

09/02/18

919.00

Pension Band

- 111 -

Appendix B

Part I

Page 252

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 4

TITLES

PAYMENT PROCESSING ASSISTANT

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

424.00

466.00

512.50

563.00

619.00

680.50

748.00

822.00

903.50

09/04/16

424.00

468.00

516.00

569.50

628.00

693.00

764.50

843.50

930.50

09/03/17

424.00

469.00

519.00

574.00

635.00

702.50

777.50

860.00

951.50

09/02/18

424.00

470.50

522.00

579.50

643.00

713.50

792.00

879.00

975.50

Zone B / Wage Area II

09/06/15

383.00

425.50

473.00

526.00

584.50

650.00

722.50

803.00

892.50

09/04/16

383.00

427.50

476.50

532.00

593.50

662.00

738.50

824.00

919.50

09/03/17

383.00

428.50

479.50

536.50

600.00

671.50

751.00

840.00

940.00

09/02/18

383.00

430.00

482.50

541.50

607.50

681.50

765.00

858.50

963.50

Zone C

09/06/15

346.00

389.00

437.00

491.00

551.50

620.00

696.50

782.50

879.50

09/04/16

346.00

390.00

440.00

496.50

560.00

631.50

712.00

803.50

906.00

09/03/17

346.00

391.50

442.50

500.50

566.00

640.50

724.50

819.00

926.50

09/02/18

346.00

392.50

445.50

505.00

573.00

650.50

737.50

837.00

949.50

Pension Band

Zone A / Wage Area I - 104

Zone B / Wage Area II - 103

Zone C - 103

Appendix B

Part I

Page 253

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 5

TITLES

FIELD SERVICES TECHNICIAN

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

429.00

471.50

518.00

569.50

626.00

688.00

756.00

831.00

913.50

09/04/16

429.00

473.50

522.00

576.00

635.50

701.00

773.00

853.00

941.00

09/03/17

429.00

474.50

525.00

580.50

642.50

710.50

786.00

869.50

962.00

09/02/18

429.00

476.00

528.00

586.00

650.50

721.50

801.00

888.50

986.00

Zone B / Wage Area II

09/06/15

385.50

428.50

476.00

529.00

588.00

653.50

726.00

806.50

896.50

09/04/16

385.50

430.00

479.50

535.00

596.50

665.50

742.50

828.00

923.50

09/03/17

385.50

431.00

482.50

539.50

603.50

675.00

755.00

844.50

944.50

09/02/18

385.50

432.50

485.50

544.50

611.00

685.50

769.00

863.00

968.00

Zone C

09/06/15

350.50

394.00

442.50

497.00

558.50

627.50

704.50

792.00

889.50

09/04/16

350.50

395.00

445.50

502.50

566.50

639.00

720.50

812.50

916.00

09/03/17

350.50

396.50

448.00

506.50

573.00

648.00

732.50

828.00

936.50

09/02/18

350.50

397.50

451.00

511.50

580.00

658.00

746.00

846.50

960.00

Pension Band

Zone A / Wage Area I - 104

Zone B / Wage Area II - 104

Zone C - 103

Appendix B

Part I

Page 254

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 6

TITLES

WIRE TECHNICIAN

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

463.50

505.00

550.50

600.00

654.00

712.50

776.50

846.50

922.50

09/04/16

463.50

507.00

554.50

606.50

663.50

726.00

794.00

868.50

950.00

09/03/17

463.50

508.50

557.50

611.50

671.00

736.00

807.50

885.50

971.50

09/02/18

463.50

510.00

561.00

617.50

679.50

747.50

822.50

905.00

996.00

Zone B / Wage Area II

09/06/15

419.00

462.00

509.50

561.50

619.50

683.00

753.00

830.50

915.50

09/04/16

419.00

463.50

513.00

568.00

628.50

695.50

770.00

852.00

943.00

09/03/17

419.00

465.00

516.00

572.50

635.50

705.50

782.50

868.50

964.00

09/02/18

419.00

466.50

519.00

578.00

643.50

716.00

797.50

887.50

988.00

Zone C

09/06/15

384.50

427.00

474.50

527.50

586.00

651.50

723.50

804.00

893.50

09/04/16

384.50

429.00

478.50

533.50

595.00

663.50

740.00

825.50

920.50

09/03/17

384.50

430.00

481.00

538.00

601.50

672.50

752.50

841.50

941.00

09/02/18

384.50

431.50

484.00

543.00

609.00

683.00

766.50

860.00

964.50

Appendix B

Part I

Page 255

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 7

TITLES

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

446.00

490.00

538.50

592.00

650.50

714.50

785.50

863.00

948.50

09/04/16

446.00

492.00

542.50

598.50

660.00

728.00

803.00

886.00

977.00

09/03/17

446.00

493.50

545.50

603.50

667.50

738.50

816.50

903.00

999.00

09/02/18

446.00

495.00

549.00

609.00

676.00

750.00

832.00

923.00

1024.00

Zone B / Wage Area II

09/06/15

402.00

447.00

496.50

552.00

613.50

682.00

758.50

843.00

937.00

09/04/16

402.00

448.50

500.50

558.50

623.00

695.00

775.50

865.00

965.00

09/03/17

402.00

449.50

503.00

563.00

629.50

704.50

788.00

882.00

986.50

09/02/18

402.00

451.00

506.00

568.00

637.50

715.50

803.00

901.00

1011.00

Zone C

09/06/15

363.00

408.50

459.50

516.50

581.00

654.00

735.50

827.00

930.50

09/04/16

363.00

410.00

462.50

522.50

590.00

666.00

752.00

849.00

958.50

09/03/17

363.00

411.00

465.50

527.00

596.50

675.50

764.50

865.50

980.00

09/02/18

363.00

412.50

468.00

531.50

604.00

686.00

779.00

884.50

1004.50

Pension Band

Zone A / Wage Area I - 105

Zone B / Wage Area II - 105

Zone C - 104

Appendix B

Part I

Page 256

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 10

TITLES

MESSENGER

SENIOR OFFICE ASSISTANT

OFFICE ASSISTANT

SUPPLIES ASSISTANT

PROCESSING ASSISTANT

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

499.50

544.00

593.00

646.00

703.50

766.50

835.50

910.00

991.50

09/04/16

499.50

546.00

597.50

653.00

714.00

781.00

854.00

933.50

1021.00

09/03/17

499.50

547.50

600.50

658.50

722.00

792.00

868.50

952.00

1044.00

09/02/18

499.50

549.50

604.50

664.50

731.00

804.00

884.50

973.00

1070.00

Zone B / Wage Area II

09/06/15

449.50

494.50

544.50

599.00

659.50

725.50

798.50

878.50

967.00

09/04/16

449.50

496.50

548.50

606.00

669.00

739.00

816.50

901.50

996.00

09/03/17

449.50

498.00

551.50

611.00

676.50

749.50

830.00

919.50

1018.50

09/02/18

449.50

499.50

555.00

616.50

685.00

761.00

845.50

939.50

1044.00

Zone C

09/06/15

405.00

451.50

503.00

560.50

625.00

696.50

776.00

865.00

964.00

09/04/16

405.00

453.00

507.00

567.00

634.00

709.50

793.50

887.50

993.00

09/03/17

405.00

454.50

509.50

571.50

641.50

719.50

807.00

905.50

1015.50

09/02/18

405.00

455.50

513.00

577.00

649.50

730.50

822.00

925.00

1041.00

Pension Band

Zone A / Wage Area I - 106

Zone B / Wage Area II - 106

Zone C - 105

Appendix B

Part I

Page 257

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 11

TITLES

OPERATOR

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

435.50

483.50

536.50

595.50

660.50

733.50

814.00

903.50

1002.50

09/04/16

435.50

485.00

540.50

602.00

670.50

747.00

832.00

927.00

1032.50

09/03/17

435.50

486.50

543.50

607.00

678.00

757.50

846.00

945.00

1055.50

09/02/18

435.50

488.00

547.00

612.50

686.50

769.00

862.00

965.50

1082.00

Zone B / Wage Area II

09/06/15

392.00

440.50

494.50

556.00

624.50

701.50

788.00

885.00

994.50

09/04/16

392.00

442.00

498.50

562.00

633.50

714.50

806.00

908.50

1024.50

09/03/17

392.00

443.00

501.00

566.50

641.00

724.50

819.50

926.50

1047.50

09/02/18

392.00

444.50

504.50

572.00

648.50

736.00

834.50

946.50

1073.50

Zone C

09/06/15

353.50

402.00

457.00

519.50

591.00

672.00

764.00

868.50

987.50

09/04/16

353.50

403.50

460.50

525.50

599.50

684.50

781.00

891.00

1017.00

09/03/17

353.50

404.50

463.00

530.00

606.50

694.00

794.00

909.00

1040.00

09/02/18

353.50

406.00

466.00

535.00

614.00

704.50

809.00

928.50

1066.00

Pension Band

Zone A / Wage Area I - 107

Zone B / Wage Area II - 106

Zone C - 106

Appendix B

Part I

Page 258

PRELIMINARY BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 12

TITLES

DISPATCH ASSISTANT

REPAIR SERVICE ATTENDANT

NETWORK ATTENDANT

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

523.50

570.00

621.00

676.00

736.50

802.00

873.50

951.50

1036.00

09/04/16

523.50

572.00

625.50

683.50

747.50

817.00

893.00

976.00

1067.00

09/03/17

523.50

574.00

629.00

689.50

755.50

828.50

908.00

995.50

1091.00

09/02/18

523.50

575.50

633.00

696.00

765.00

841.50

925.00

1017.00

1118.50

Zone B / Wage Area II

09/06/15

471.50

519.50

572.50

631.00

695.50

766.50

844.50

930.50

1025.50

09/04/16

471.50

521.50

577.00

638.00

706.00

780.50

863.50

955.00

1056.50

09/03/17

471.50

523.00

580.00

643.50

714.00

791.50

878.00

974.00

1080.50

09/02/18

471.50

524.50

583.50

649.50

722.50

804.00

894.50

995.50

1107.50

Zone C

09/06/15

425.00

474.00

528.00

589.00

656.50

732.00

816.00

909.50

1014.00

09/04/16

425.00

475.50

532.00

595.50

666.50

745.50

834.00

933.50

1044.50

09/03/17

425.00

477.00

535.00

600.50

673.50

756.00

848.50

952.00

1068.00

09/02/18

425.00

478.50

538.50

606.00

682.00

767.50

864.00

972.50

1094.50

Pension Band

Zone A / Wage Area I - 107

Zone B / Wage Area II - 107

Zone C - 107

Appendix B

Part I

Page 259

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 14

TITLES

COMPUTER ATTENDANT

SECRETARIAL-STENOGRAPHER

DRAFTING ASSISTANT

SERVICE ASSISTANT

NETWORK ASSISTANT

SPECIAL ASSISTANT

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

567.00

611.50

659.50

711.50

767.00

827.50

892.50

962.50

1038.00

09/04/16

567.00

614.00

664.50

719.00

778.50

843.00

912.50

987.50

1069.00

09/03/17

567.00

615.50

668.00

725.00

787.00

854.50

927.50

1007.00

1093.00

09/02/18

567.00

617.50

672.50

732.00

797.00

868.00

945.00

1029.00

1120.50

Zone B / Wage Area II

09/06/15

510.00

556.50

607.50

662.50

723.00

789.00

861.00

940.00

1025.50

09/04/16

510.00

558.50

612.00

670.00

734.00

804.00

880.50

964.50

1056.50

09/03/17

510.00

560.00

615.50

676.00

742.50

815.50

895.50

983.50

1080.50

09/02/18

510.00

562.00

619.00

682.00

751.50

828.00

912.50

1005.00

1107.50

Zone C

09/06/15

458.50

506.50

559.50

618.00

682.50

754.00

832.50

920.00

1016.00

09/04/16

458.50

508.50

563.50

625.00

692.50

768.00

851.50

944.00

1046.50

09/03/17

458.50

509.50

566.50

630.00

700.50

778.50

865.50

962.50

1070.00

09/02/18

458.50

511.50

570.00

636.00

709.00

791.00

882.00

983.50

1097.00

Pension Band

Zone A / Wage Area I - 108

Zone B / Wage Area II - 107

Zone C - 107

Appendix B

Part I

Page 260

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 16

TITLES

ACCOUNTING ASSISTANT

INVESTIGATION ASSISTANT

BILLING VERIFICATION ASSISTANT

NETWORK ADMINISTRATION ASSISTANT

CUSTOMER SERVICE ASSISTANT

NETWORK TRANSLATIONS ASSISTANT

ENGINEERING ASSISTANT

SPECIAL SERVICES ASSISTANT

INDEPENDENT COMPANY ASSISTANT

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

581.50

627.50

677.00

730.50

788.00

850.50

917.50

990.50

1068.50

09/04/16

581.50

630.00

682.00

738.50

800.00

866.50

938.50

1016.00

1100.50

09/03/17

581.50

631.50

686.00

745.00

809.00

878.50

954.00

1036.50

1125.50

09/02/18

581.50

633.50

690.00

752.00

819.00

892.00

972.00

1059.00

1153.50

Zone B / Wage Area II

09/06/15

522.00

569.50

621.50

678.50

740.50

808.00

881.50

962.00

1050.00

09/04/16

522.00

572.00

626.50

686.00

751.50

823.00

901.50

987.50

1081.50

09/03/17

522.00

573.50

630.00

692.00

760.00

834.50

916.50

1007.00

1106.00

09/02/18

522.00

575.00

633.50

698.00

769.00

847.50

934.00

1029.00

1133.50

Zone C

09/06/15

470.00

519.50

573.50

634.00

700.50

773.50

855.00

944.50

1043.50

09/04/16

470.00

521.00

578.00

641.00

711.00

788.50

874.00

969.50

1075.00

09/03/17

470.00

522.50

581.00

646.50

718.50

799.00

888.50

988.50

1099.00

09/02/18

470.00

524.50

585.00

652.50

727.50

811.50

905.50

1010.00

1126.50

Pension Band

Zone A / Wage Area I - 108

Zone B / Wage Area II - 108

Zone C - 108

Appendix B

Part I

Page 261

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 18

TITLES

ACCOUNTING SPECIALIST

COLLECTIONS REPRESENTATIVE

CLAIMS SPECIALIST

NETWORK ANALYSIS SPECIALIST

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

588.50

636.00

687.50

743.00

802.50

867.50

937.50

1013.00

1095.00

09/04/16

588.50

638.50

692.50

751.00

815.00

884.00

958.50

1040.00

1128.00

09/03/17

588.50

640.00

696.50

757.50

824.00

896.00

975.00

1060.50

1153.50

09/02/18

588.50

642.00

700.50

764.50

834.00

910.00

993.00

1083.50

1182.50

Zone B / Wage Area II

09/06/15

529.50

578.50

632.50

691.50

755.50

826.00

903.00

986.50

1078.50

09/04/16

529.50

581.00

637.50

699.00

767.00

841.50

923.00

1012.50

1111.00

09/03/17

529.50

582.50

641.00

705.00

775.50

853.00

938.50

1032.50

1136.00

09/02/18

529.50

584.50

645.00

711.50

785.00

866.50

956.00

1055.00

1164.50

Zone C

09/06/15

477.00

528.00

584.50

646.50

715.50

792.00

877.00

970.50

1074.00

09/04/16

477.00

530.00

588.50

654.00

726.50

807.00

896.50

995.50

1106.00

09/03/17

477.00

531.50

592.00

659.50

734.50

818.00

911.50

1015.50

1131.00

09/02/18

477.00

533.00

595.50

665.50

743.50

831.00

928.50

1037.50

1159.50

Pension Band

Zone A / Wage Area I - 109

Zone B / Wage Area II - 109

Zone C - 109

Appendix B

Part I

Page 262

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 19

TITLES

COMMUNICATIONS SALES SPECIALIST

Weekly Wage Rates

Wage Length

Start / Top

of Service

No Progression

09/06/15

1187.50

09/04/16

1223.00

09/03/17

1250.50

09/02/18

1282.00

Pension Band

- 111 -

Appendix B

Part I

Page 263

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 20

TITLES

FACILITIES ASSIGNMENT SPECIALIST

MAINTENANCE ADMINISTRATOR

LINE TRANSLATIONS SPECIALIST

PROVISIONING SPECIALIST

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

596.00

646.00

700.00

759.00

822.50

891.50

966.00

1047.00

1135.00

09/04/16

596.00

648.50

705.50

767.50

834.50

908.00

988.00

1074.50

1169.00

09/03/17

596.00

650.00

709.50

774.00

844.00

921.00

1004.50

1096.00

1195.50

09/02/18

596.00

652.00

713.50

781.00

854.50

935.00

1023.50

1120.00

1225.50

Zone B / Wage Area II

09/06/15

537.50

588.00

643.50

704.00

770.00

842.50

921.50

1008.00

1103.00

09/04/16

537.50

590.00

648.00

711.50

781.50

858.00

942.00

1034.50

1136.00

09/03/17

537.50

592.00

651.50

717.50

790.00

870.00

958.00

1055.00

1161.50

09/02/18

537.50

593.50

655.50

724.00

800.00

883.50

976.00

1078.00

1190.50

Zone C

09/06/15

482.50

535.00

592.50

657.00

728.00

807.00

894.50

991.00

1098.50

09/04/16

482.50

536.50

597.00

664.00

739.00

822.00

914.50

1017.00

1131.50

09/03/17

482.50

538.00

600.50

670.00

747.00

833.50

930.00

1037.00

1157.00

09/02/18

482.50

540.00

604.00

676.00

756.50

846.50

947.00

1060.00

1186.00

Pension Band

Zone A / Wage Area I - 110

Zone B / Wage Area II - 110

Zone C - 110

Appendix B

Part I

Page 264

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 21

TITLES

COMMUNICATIONS ASSISTANT

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

602.00

651.50

705.50

763.50

826.50

895.00

968.50

1048.50

1135.00

09/04/16

602.00

654.00

710.50

772.00

839.00

911.50

990.50

1076.00

1169.00

09/03/17

602.00

656.00

714.50

778.50

848.50

924.50

1007.00

1097.00

1195.50

09/02/18

602.00

658.00

719.00

786.00

859.00

938.50

1026.00

1121.50

1225.50

Zone B / Wage Area II

09/06/15

542.50

593.50

650.00

711.00

778.50

851.50

932.00

1020.00

1116.50

09/04/16

542.50

596.00

654.50

719.00

790.00

867.50

953.00

1047.00

1150.00

09/03/17

542.50

597.50

658.50

725.00

798.50

880.00

969.00

1067.50

1176.00

09/02/18

542.50

599.50

662.50

732.00

808.50

893.50

987.50

1091.00

1205.50

Zone C

09/06/15

487.00

540.00

598.50

663.00

735.00

815.00

903.00

1001.00

1109.50

09/04/16

487.00

542.00

603.00

670.50

746.00

830.00

923.50

1027.50

1143.00

09/03/17

487.00

543.50

606.00

676.00

754.50

841.50

939.00

1047.50

1168.50

09/02/18

487.00

545.00

610.00

682.50

763.50

854.50

956.50

1070.00

1197.50

Pension Band

Zone A / Wage Area I - 110

Zone B / Wage Area II - 110

Zone C - 110

Appendix B

Part I

Page 265

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 22

TITLES

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

54th

60th

Month

Zone A / Wage Area I

09/06/15

609.00

650.00

693.50

740.00

789.50

842.50

899.00

959.50

1023.50

1092.50

1165.50

09/04/16

609.00

652.00

697.50

746.50

799.00

855.00

915.00

979.50

1048.00

1121.50

1200.50

09/03/17

609.00

653.00

700.50

751.50

806.00

864.50

927.50

994.50

1067.00

1144.50

1227.50

09/02/18

609.00

655.00

704.00

757.00

814.00

875.50

941.00

1012.00

1088.00

1170.00

1258.00

Zone B / Wage Area I I

09/06/15

547.00

589.00

634.00

682.50

734.50

790.50

851.00

916.50

986.50

1062.00

1143.00

09/04/16

547.00

590.50

637.50

688.50

743.50

802.50

866.50

935.50

1010.00

1090.50

1177.50

09/03/17

547.00

592.00

640.50

693.00

750.00

811.50

878.00

950.00

1028.00

1112.50

1204.00

09/02/18

547.00

593.50

643.50

698.00

757.50

821.50

891.00

967.00

1048.50

1137.50

1234.00

Zone C

09/06/15

494.00

536.50

583.00

633.50

688.50

748.00

812.50

882.50

959.00

1042.00

1132.00

09/04/16

494.00

538.50

586.50

639.00

696.50

759.00

827.00

901.00

982.00

1070.00

1166.00

09/03/17

494.00

539.50

589.00

643.50

702.50

767.50

838.00

915.00

999.50

1091.50

1192.00

09/02/18

494.00

541.00

592.00

648.00

709.50

777.00

850.50

931.50

1019.50

1116.00

1222.00

Pension Band

Zone A / Wage Area I - 111

Zone B / Wage Area II - 111

Zone C - 111

Appendix B

Part I

Page 266

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 23

TITLES

SERVICE REPRESENTATIVE

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

629.50

679.00

732.50

790.50

852.50

919.50

992.00

1070.00

1154.50

09/04/16

629.50

681.50

738.00

799.00

865.00

936.50

1014.00

1098.00

1189.00

09/03/17

629.50

683.50

742.00

806.00

875.00

950.00

1031.50

1120.00

1216.00

09/02/18

629.50

685.50

746.50

813.50

886.00

965.00

1051.00

1144.50

1246.50

Zone B / Wage Area II

09/06/15

567.00

619.00

675.50

737.50

805.00

878.50

959.00

1046.50

1142.50

09/04/16

567.00

621.00

680.50

745.50

817.00

895.00

980.50

1074.50

1177.00

09/03/17

567.00

623.00

684.50

752.00

826.00

907.50

997.00

1095.50

1203.50

09/02/18

567.00

625.00

688.50

759.00

836.50

921.50

1015.50

1119.50

1233.50

Zone C

09/06/15

510.00

563.50

623.00

688.50

761.00

841.00

929.50

1027.00

1135.00

09/04/16

510.00

565.50

627.50

696.00

772.00

856.50

950.00

1054.00

1169.00

09/03/17

510.00

567.50

631.00

702.00

781.00

868.50

966.00

1074.50

1195.50

09/02/18

510.00

569.00

635.00

708.50

790.50

882.00

984.50

1098.50

1225.50

Pension Band

Zone A / Wage Area I - 111

Zone B / Wage Area II - 111

Zone C - 111

Appendix B

Part I

Page 267

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 24

TITLES

FRAME ATTENDANT

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

54th

60th

Month

Zone A / Wage Area I

09/06/15

632.00

674.00

719.00

766.50

817.50

872.00

929.50

991.50

1057.50

1127.50

1202.50

09/04/16

632.00

676.00

723.00

773.50

827.00

884.50

946.50

1012.00

1082.50

1158.00

1238.50

09/03/17

632.00

677.50

726.50

778.50

834.50

894.50

959.00

1028.00

1102.00

1181.50

1266.50

09/02/18

632.00

679.00

730.00

784.50

843.00

905.50

973.50

1046.00

1124.00

1208.00

1298.00

Zone B / Wage Area II

09/06/15

569.50

612.50

659.00

708.50

762.00

820.00

881.50

948.50

1020.00

1097.00

1180.00

09/04/16

569.50

614.50

662.50

715.00

771.50

832.00

897.50

968.00

1044.50

1127.00

1215.50

09/03/17

569.50

615.50

665.50

720.00

778.00

841.50

909.50

983.50

1063.50

1149.50

1243.00

09/02/18

569.50

617.50

669.00

725.00

786.00

852.00

923.00

1000.50

1084.50

1175.50

1274.00

Zone C

09/06/15

512.00

556.00

603.50

655.50

712.00

773.00

839.50

911.50

989.50

1074.50

1167.00

09/04/16

512.00

557.50

607.50

661.50

720.50

784.50

854.50

930.50

1013.50

1103.50

1202.00

09/03/17

512.00

559.00

610.00

666.00

726.50

793.50

866.00

945.00

1031.50

1126.00

1229.00

09/02/18

512.00

560.00

613.00

670.50

734.00

803.00

878.50

961.50

1052.00

1151.00

1259.50

Pension Band

Zone A / Wage Area I - 112

Zone B / Wage Area II - 112

Zone C - 112

Appendix B

Part I

Page 268

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 25

TITLES

MATERIAL SERVICE COORDINATOR

SERVICE SPECIALIST

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

54th

60th

Month

Zone A / Wage Area I

09/06/15

636.50

679.50

725.00

774.00

826.00

882.00

941.00

1004.50

1072.00

1144.50

1221.50

09/04/16

636.50

681.50

729.50

781.00

836.00

895.00

958.00

1025.50

1098.00

1175.00

1258.00

09/03/17

636.50

683.00

732.50

786.00

843.50

905.00

971.00

1041.50

1117.50

1199.00

1286.50

09/02/18

636.50

684.50

736.50

792.00

851.50

916.00

985.50

1059.50

1140.00

1226.00

1318.50

Zone B / Wage Area II

09/06/15

573.00

617.50

665.00

716.50

771.50

831.50

895.50

964.50

1039.00

1119.50

1206.00

09/04/16

573.00

619.00

669.00

722.50

781.00

843.50

911.50

985.00

1064.00

1149.50

1242.00

09/03/17

573.00

620.50

672.00

727.50

788.00

853.00

923.50

1000.50

1083.00

1173.00

1270.00

09/02/18

573.00

622.00

675.00

733.00

795.50

863.50

937.50

1018.00

1105.00

1199.50

1302.00

Zone C

09/06/15

516.00

561.50

610.50

664.50

723.00

786.50

855.50

931.00

1012.50

1101.50

1198.50

09/04/16

516.00

563.00

614.50

670.50

731.50

798.00

871.00

950.50

1037.00

1131.50

1234.50

09/03/17

516.00

564.50

617.00

675.00

738.00

807.00

882.50

965.50

1055.50

1154.50

1262.50

09/02/18

516.00

565.50

620.00

680.00

745.50

817.00

896.00

982.00

1076.50

1180.50

1294.00

Pension Band

Zone A / Wage Area I - 113

Zone B / Wage Area II- 113

Zone C - 113

Appendix B

Part I

Page 269

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 26

TITLES

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

54th

60th

Month

Zone A / Wage Area I

09/06/15

638.50

681.50

727.00

776.00

828.00

883.50

943.00

1006.50

1074.00

1146.00

1223.00

09/04/16

638.50

683.50

731.50

783.00

838.00

897.00

960.00

1027.50

1099.50

1177.00

1259.50

09/03/17

638.50

685.00

734.50

788.00

845.50

907.00

973.00

1043.50

1119.50

1200.50

1288.00

09/02/18

638.50

686.50

738.50

794.00

853.50

918.00

987.00

1061.50

1141.50

1227.50

1320.00

Zone B / Wage Area II

09/06/15

574.00

618.50

666.00

717.50

773.00

832.50

897.00

966.50

1041.00

1121.50

1208.00

09/04/16

574.00

620.00

670.00

724.00

782.00

845.00

913.00

986.50

1065.50

1151.50

1244.00

09/03/17

574.00

621.50

673.00

729.00

789.00

854.50

925.00

1002.00

1085.00

1174.50

1272.00

09/02/18

574.00

623.00

676.50

734.00

797.00

865.00

939.00

1019.50

1106.50

1201.50

1304.00

Zone C

09/06/15

517.00

561.50

610.50

663.00

720.50

783.00

850.50

924.00

1004.00

1091.00

1185.50

09/04/16

517.00

563.50

614.00

669.00

729.00

794.50

866.00

943.50

1028.00

1120.50

1221.00

09/03/17

517.00

564.50

616.50

673.50

735.50

803.50

877.50

958.50

1046.50

1143.00

1248.50

09/02/18

517.00

566.00

619.50

678.50

743.00

813.50

890.50

975.00

1067.50

1168.50

1279.50

Pension Band

Zone A / Wage Area I - 113

Zone B / Wage Area II - 113

Zone C - 112

Appendix B

Part I

Page 270

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 27

TITLES

CUSTOMER SERVICE ASSOCIATE

SALES ASSOCIATE

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

Month

Zone A / Wage Area I

09/06/15

654.00

704.50

759.50

818.00

881.50

949.50

1023.50

1102.50

1188.00

09/04/16

654.00

707.50

765.00

827.00

894.50

967.50

1046.00

1131.50

1223.50

09/03/17

654.00

709.00

769.00

834.00

904.50

981.00

1063.50

1153.50

1251.00

09/02/18

654.00

711.50

774.00

842.00

916.00

996.50

1084.00

1179.00

1282.50

Zone B / Wage Area II

09/06/15

588.00

641.00

698.50

761.00

829.50

904.00

985.00

1073.50

1170.00

09/04/16

588.00

643.00

703.50

769.50

841.50

920.50

1007.00

1101.50

1205.00

09/03/17

588.00

645.00

707.50

776.00

851.00

933.50

1024.00

1123.00

1232.00

09/02/18

588.00

647.00

712.00

783.00

862.00

948.00

1043.50

1148.00

1263.00

Zone C

09/06/15

530.50

585.00

645.50

712.00

785.50

866.00

955.50

1054.00

1162.50

09/04/16

530.50

587.50

650.50

720.00

797.00

882.50

977.00

1081.50

1197.50

09/03/17

530.50

589.00

654.00

726.00

806.00

895.00

993.50

1103.00

1224.50

09/02/18

530.50

591.00

658.00

732.50

816.00

908.50

1012.00

1127.00

1255.00

Pension Band

Zone A / Wage Area I - 113

Zone B / Wage Area II - 113

Zone C - 113

Appendix B

Part I

Page 271

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 27L

TITLES

SALES CONSULTANT

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

Month

Zone A / Wage Area I

09/06/15

400.00

440.50

485.00

534.00

588.50

648.00

713.50

09/04/16

400.00

442.50

490.00

542.00

600.00

664.00

735.00

09/03/17

400.00

444.50

493.50

548.50

609.00

676.50

751.50

09/02/18

400.00

446.00

497.50

555.00

619.50

690.50

770.50

Zone B / Wage Area II

09/06/15

400.00

439.50

482.50

530.00

582.50

639.50

702.50

09/04/16

400.00

441.50

487.50

538.00

594.00

655.50

723.50

09/03/17

400.00

443.00

491.00

544.00

603.00

668.00

740.00

09/02/18

400.00

445.00

495.00

551.00

613.00

682.00

758.50

Zone C

09/06/15

400.00

439.00

481.50

528.50

580.00

636.00

698.00

09/04/16

400.00

441.00

486.50

536.50

591.50

652.00

719.00

09/03/17

400.00

442.50

490.00

542.00

600.00

664.00

735.00

09/02/18

400.00

444.50

494.00

549.00

610.00

678.00

753.50

Pension Band

Zone A / Wage Area I - 113

Zone B / Wage Area II - 113

Zone C - 113

Appendix B

Part I

Page 272

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 28

TITLES

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

54th

60th

Month

Zone A / Wage Area I

09/06/15

704.00

751.50

802.00

856.00

913.50

975.00

1041.00

1111.00

1186.00

1265.50

1351.00

09/04/16

704.00

753.50

807.00

863.50

924.50

990.00

1059.50

1134.50

1214.00

1300.00

1391.50

09/03/17

704.00

755.50

810.50

869.50

933.00

1001.00

1074.00

1152.00

1236.00

1326.50

1423.00

09/02/18

704.00

757.00

814.50

876.00

942.00

1013.50

1090.00

1172.00

1261.00

1356.00

1458.50

Zone B / Wage Area II

09/06/15

633.00

682.00

735.00

792.00

853.50

919.50

990.50

1067.50

1150.50

1239.50

1335.50

09/04/16

633.00

684.00

739.50

799.00

863.50

933.00

1008.50

1090.00

1177.50

1273.00

1375.50

09/03/17

633.00

685.50

742.50

804.50

871.00

943.50

1022.00

1107.00

1199.00

1298.50

1406.50

09/02/18

633.00

687.50

746.50

810.50

880.00

955.00

1037.00

1126.00

1222.50

1327.50

1441.50

Zone C

09/06/15

570.00

619.50

673.50

732.00

795.50

864.50

939.50

1021.00

1110.00

1206.00

1311.00

09/04/16

570.00

621.50

677.50

738.50

805.00

877.50

956.50

1042.50

1136.50

1239.00

1350.50

09/03/17

570.00

622.50

680.50

743.50

812.00

887.00

969.50

1059.00

1157.00

1264.00

1381.00

09/02/18

570.00

624.50

683.50

749.00

820.00

898.00

984.00

1077.50

1180.00

1292.50

1415.50

Pension Band

Zone A / Wage Area I - 117

Zone B / Wage Area II - 117

Zone C - 117

Appendix B

Part I

Page 273

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 30

TITLES

COMMUNICATIONS TECHNICIAN

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

54th

60th

Month

Zone A / Wage Area I

09/06/15

706.00

753.50

804.50

858.50

916.50

978.00

1044.00

1114.50

1189.50

1269.50

1355.00

09/04/16

706.00

756.00

809.00

866.00

927.00

992.50

1062.50

1137.50

1217.50

1303.50

1395.50

09/03/17

706.00

757.50

812.50

872.00

935.50

1003.50

1077.00

1155.50

1239.50

1330.00

1427.00

09/02/18

706.00

759.50

816.50

878.50

945.00

1016.00

1093.00

1175.50

1264.50

1360.00

1462.50

Zone B / Wage Area II

09/06/15

634.50

683.00

735.50

791.50

852.00

917.00

987.50

1063.00

1144.50

1232.00

1326.00

09/04/16

634.50

685.00

739.50

798.50

862.50

931.00

1005.00

1085.50

1172.00

1265.00

1366.00

09/03/17

634.50

686.50

743.00

804.00

870.00

941.50

1018.50

1102.00

1192.50

1290.50

1396.50

09/02/18

634.50

688.50

746.50

810.00

878.50

953.00

1034.00

1121.50

1216.50

1319.50

1431.50

Zone C

09/06/15

572.50

622.00

676.00

734.00

797.50

866.50

941.50

1023.00

1111.50

1207.50

1312.00

09/04/16

572.50

624.00

680.00

741.00

807.00

879.50

958.50

1044.50

1138.00

1240.50

1351.50

09/03/17

572.50

625.00

683.00

746.00

814.50

889.50

971.50

1061.00

1158.50

1265.50

1382.00

09/02/18

572.50

627.00

686.00

751.50

822.50

900.50

986.00

1079.50

1182.00

1294.00

1416.50

Pension Band

Zone A / Wage Area I - 117

Zone B / Wage Area II - 116

Zone C - 116

Appendix B

Part I

Page 274

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 31

TITLES

OUTSIDE PLANT TECHNICIAN

SERVICES TECHNICIAN

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

54th

60th

Month

Zone A / Wage Area I

09/06/15

757.50

805.50

856.50

910.50

968.00

1029.50

1094.50

1163.50

1237.00

1315.50

1398.50

09/04/16

757.50

808.00

861.50

918.50

979.50

1044.50

1114.00

1188.00

1266.50

1351.00

1440.50

09/03/17

757.50

809.50

865.50

925.00

988.50

1056.50

1129.00

1206.50

1289.50

1378.00

1473.00

09/02/18

757.50

811.50

869.50

931.50

998.00

1069.50

1146.00

1227.50

1315.50

1409.50

1510.00

Zone B / Wage Area II

09/06/15

681.50

730.50

783.50

840.00

901.00

966.00

1035.50

1110.50

1190.50

1277.00

1369.00

09/04/16

681.50

733.00

788.00

847.50

911.50

980.50

1054.00

1133.50

1219.00

1311.00

1410.00

09/03/17

681.50

734.50

791.50

853.00

919.50

991.00

1068.50

1151.50

1241.00

1337.50

1441.50

09/02/18

681.50

736.50

795.50

859.50

928.50

1003.50

1084.00

1171.50

1265.50

1367.50

1477.50

Zone C

09/06/15

613.50

664.00

719.00

778.00

842.50

912.00

987.00

1068.50

1157.00

1252.00

1355.50

09/04/16

613.50

666.00

723.00

785.00

852.50

925.50

1004.50

1091.00

1184.50

1286.00

1396.00

09/03/17

613.50

667.50

726.50

790.50

860.00

936.00

1018.50

1108.00

1205.50

1312.00

1427.50

09/02/18

613.50

669.00

730.00

796.00

868.50

947.50

1033.50

1127.00

1229.50

1341.00

1463.00

Pension Band

Zone A / Wage Area I - 118

Zone B / Wage Area II - 117

Zone C - 117

Appendix B

Part I

Page 275

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 32

TITLES

CIRCUIT LAYOUT ASSIGNER

PROCESSOR TECHNICIAN

DIGITAL TECHNICIAN

SWITCHING EQUIPMENT TECHNICIAN

ELECTRONIC TECHNICIAN

SYSTEMS SPECIALIST TECHNICIAN

FACILITY TECHNICIAN

SYSTEMS TECHNICIAN

MULTI-MEDIA TECHICIAN

TESTING TECHNICIAN

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

54th

60th

Month

Zone A / Wage Area I

09/06/15

782.50

830.00

880.50

934.50

991.50

1051.50

1116.00

1183.50

1256.00

1332.50

1413.50

09/04/16

782.50

832.50

886.00

942.50

1003.00

1067.50

1136.00

1208.50

1286.00

1368.50

1456.00

09/03/17

782.50

834.50

890.00

949.00

1012.00

1079.50

1151.00

1227.50

1309.00

1396.00

1489.00

09/02/18

782.50

836.50

894.50

956.00

1022.00

1092.50

1168.00

1249.00

1335.00

1427.50

1526.00

Zone B / Wage Area II

09/06/15

705.00

754.00

806.50

862.50

922.50

986.50

1055.00

1128.00

1206.50

1290.50

1380.00

09/04/16

705.00

756.00

811.00

870.00

933.50

1001.00

1074.00

1152.00

1235.50

1325.00

1421.50

09/03/17

705.00

758.00

815.00

876.00

941.50

1012.50

1088.00

1170.00

1257.50

1352.00

1453.50

09/02/18

705.00

760.00

819.00

882.50

951.00

1025.00

1104.50

1190.50

1283.00

1382.50

1490.00

Zone C

09/06/15

633.50

684.00

739.00

798.50

862.00

931.50

1006.00

1086.50

1173.50

1267.50

1369.00

09/04/16

633.50

686.50

743.50

805.50

872.50

945.00

1024.00

1109.00

1201.50

1301.50

1410.00

09/03/17

633.50

688.00

746.50

810.50

880.00

955.50

1037.50

1126.50

1223.00

1327.50

1441.50

09/02/18

633.50

689.50

750.50

816.50

889.00

967.50

1053.00

1146.00

1247.50

1357.50

1477.50

Pension Band

Zone A / Wage Area I - 119

Zone B / Wage Area II - 118

Zone C - 118

Appendix B

Part I

Page 276

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 36

TITLES

SERVICE CONSULTANT

SERVICE CONSULTANT/CPE

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

54th

60th

Month

Zone A / Wage Area I

09/06/15

817.50

872.50

931.00

993.50

1060.50

1131.50

1207.50

1288.50

1375.00

1467.50

1566.00

09/04/16

817.50

875.00

936.50

1002.50

1073.00

1148.50

1229.00

1315.50

1408.00

1507.00

1613.00

09/03/17

817.50

877.00

940.50

1009.00

1082.50

1161.00

1245.50

1336.50

1433.50

1537.50

1649.50

09/02/18

817.50

879.00

945.50

1016.50

1093.00

1175.50

1264.00

1359.50

1462.00

1572.00

1690.50

Zone B / Wage Area II

09/06/15

735.00

792.00

853.50

919.50

991.00

1068.00

1151.00

1240.50

1336.50

1440.00

1552.00

09/04/16

735.00

794.50

858.50

928.00

1003.00

1084.00

1171.50

1266.00

1368.50

1479.00

1598.50

09/03/17

735.00

796.00

862.50

934.00

1012.00

1096.00

1187.50

1286.00

1393.00

1509.00

1634.50

09/02/18

735.00

798.00

866.50

941.00

1022.00

1109.50

1205.00

1308.50

1421.00

1543.00

1675.50

Zone C

09/06/15

662.00

720.00

783.00

851.50

926.00

1007.00

1095.00

1191.00

1295.00

1408.50

1531.50

09/04/16

662.00

722.00

787.50

859.00

937.00

1022.00

1114.50

1215.50

1326.00

1446.50

1577.50

09/03/17

662.00

723.50

791.00

865.00

945.50

1033.50

1129.50

1235.00

1350.00

1475.50

1613.00

09/02/18

662.00

725.50

795.00

871.00

954.50

1046.00

1146.50

1256.50

1377.00

1509.00

1653.50

Pension Band

Zone A / Wage Area I - 123

Zone B / Wage Area II - 123

Zone C - 123

Appendix B

Part I

Page 277

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 40

TITLES

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

54th

60th

Month

Zone A / Wage Area I

09/06/15

609.00

654.00

702.50

754.50

810.50

870.50

935.00

1004.00

1078.50

1158.00

1244.00

09/04/16

609.00

656.00

706.50

761.50

820.00

883.50

951.50

1025.00

1104.50

1189.50

1281.50

09/03/17

609.00

657.50

710.00

766.50

827.50

893.50

964.50

1041.50

1124.50

1214.00

1310.50

09/02/18

609.00

659.00

713.50

772.00

835.50

904.50

979.00

1059.50

1147.00

1241.50

1343.50

Zone B / Wage Area II

09/06/15

547.00

592.50

642.00

695.50

753.00

816.00

884.00

957.50

1037.00

1123.50

1217.00

09/04/16

547.00

594.50

645.50

701.50

762.00

828.00

899.50

977.50

1062.00

1153.50

1253.50

09/03/17

547.00

595.50

648.50

706.00

769.00

837.00

911.50

992.50

1081.00

1177.00

1281.50

09/02/18

547.00

597.00

651.50

711.50

776.50

847.50

925.00

1010.00

1102.50

1203.50

1313.50

Zone C

09/06/15

494.00

540.00

590.50

645.50

706.00

772.00

844.00

922.50

1009.00

1103.00

1206.00

09/04/16

494.00

541.50

594.00

651.50

714.50

783.50

859.00

942.00

1033.00

1132.50

1242.00

09/03/17

494.00

543.00

596.50

656.00

720.50

792.00

870.50

956.50

1051.50

1155.50

1270.00

09/02/18

494.00

544.50

599.50

660.50

728.00

802.00

883.50

973.50

1072.50

1181.50

1302.00

Pension Band

Zone A / Wage Area I - 114

Zone B / Wage Area II - 113

Zone C - 113

Appendix B

Part I

Page 278

BELLSOUTH TELECOMMUNICATIONS, LLC

WAGE SCALE 45

TITLES

Weekly Wage Rates

Wage Length

End of

of Service

Start

6th

12th

18th

24th

30th

36th

42nd

48th

54th

60th

Month

Zone A / Wage Area I

09/06/15

627.50

673.50

723.00

776.00

833.00

894.50

960.00

1030.50

1106.00

1187.50

1274.50

09/04/16

627.50

675.50

727.50

783.00

843.00

907.50

977.00

1052.00

1132.50

1219.00

1312.50

09/03/17

627.50

677.00

730.50

788.00

850.50

917.50

990.00

1068.50

1152.50

1244.00

1342.00

09/02/18

627.50

678.50

734.00

794.00

859.00

929.00

1005.00

1087.00

1175.50

1271.50

1375.50

Zone B / Wage Area II

09/06/15

573.50

620.00

670.00

724.50

783.00

846.50

915.00

989.00

1069.00

1155.50

1249.00

09/04/16

573.50

622.00

674.00

731.00

792.50

859.00

931.00

1009.50

1094.50

1186.50

1286.50

09/03/17

573.50

623.00

677.00

735.50

799.50

868.50

944.00

1025.50

1114.00

1210.50

1315.50

09/02/18

573.50

624.50

680.50

741.00

807.50

879.50

958.00

1043.50

1136.50

1238.00

1348.50

Zone C

09/06/15

551.00

596.00

645.00

698.00

755.50

817.00

884.00

956.50

1035.00

1120.00

1212.00

09/04/16

551.00

598.00

649.00

704.00

764.50

829.50

900.00

977.00

1060.00

1150.50

1248.50

09/03/17

551.00

599.50

652.00

709.00

771.00

838.50

912.00

992.00

1079.00

1173.50

1276.50

09/02/18

551.00

601.00

655.00

714.00

779.00

849.00

926.00

1009.50

1100.50

1200.00

1308.50

Pension Band

Zone A / Wage Area I - 115

Zone B / Wage Area II - 114

Zone C - 113

Appendix B

Part II

279

SOUTHEAST PROGRAM

OF THE

AT&T PENSION BENEFIT PLAN

(for employees hired on or before August 8, 2009

MONTHLY PENSION BENEFIT PER YEAR OF SERVICE

For Pension Effective Dates on or After:

PENSION BAND AMOUNTS USED TO CALCULATE

CASH BALANCE ACCOUNT AND PRE-99 BENEFIT

On or After

Band*

1-Jun-16

1-Jan-17

1-Jan-18

1-Jan-19

101

37.13

37.50

37.88

38.26

102

38.73

39.12

39.51

39.91

103

40.32

40.72

41.13

41.54

104

41.81

42.23

42.65

43.08

105

43.42

43.85

44.29

44.73

106

45.01

45.46

45.91

46.37

107

46.58

47.05

47.52

48.00

108

48.12

48.60

49.09

49.58

109

49.72

50.22

50.72

51.23

110

51.27

51.78

52.30

52.82

111

52.85

53.38

53.91

54.45

112

54.35

54.89

55.44

55.99

113

55.93

56.49

57.05

57.62

114

57.49

58.06

58.64

59.23

115

59.07

59.66

60.26

60.86

116

60.68

61.29

61.90

62.52

117

62.19

62.81

63.44

64.07

118

63.79

64.43

65.07

65.72

119

65.36

66.01

66.67

67.34

120

66.96

67.63

68.31

68.99

121

68.48

69.16

69.85

70.55

122

70.05

70.75

71.46

72.17

123

71.65

72.37

73.09

73.82

124

73.17

73.90

74.64

75.39

129

81.04

81.85

82.67

83.50

* See Wage Scale and Zone/Wage Area to determine Pension Band

Appendix B

Part II

280

SOUTHEAST PROGRAM of the AT&T PENSION BENEFIT PLAN

For Employees Hired On or Before August 8, 2009

Instructions to calculate a monthly pension benefit

Cash Balance Account portion

1. All employees hired on or after January 1, 1999 will begin with a

$0 opening balance.

2. Annual Pension Band Credits

 An annual credit shall be made to the cash balance account that

is equal to 60 times the applicable pension band at the end of

each plan year. This credit amount will be prorated for

terminations prior to the end of the calendar year.

3. Interest Credits

 The cash balance account shall earn interest at the 30-year

Treasury rate (the published rate in November of the preceding

year) and will be credited to the accounts at the end of each

calendar year. This credit will be prorated for terminations

prior to the end of the calendar year.

Pre-99 Benefit portion

1. The accrued benefit will be based on:

 Pension band at the time of retirement; times

 Service at December 31, 1998.

Also, the accrued benefit will be:

 Increased with age-based enhancements based on age at

retirement

 Decreased with early retirement reductions based on age

and service at retirement.

Appendix B

Part II

281

Optional Forms of Payment

 For service pension retirements, the AT&T Pension Benefit Plan –

Southeast Program will permit a lump-sum payment equivalent to

the total annuity benefit accrued as a result of service through and

including December 31, 1998. The lump sum will be calculated

according to the 2009 Benefits Memorandum of Agreement, and

the lump sum amount cannot be less than any preceding December

31 lump sum amount, beginning with the lump sum calculated on

December 31, 1999.

 For deferred vested pensioners, the prior service annuity benefit

will be paid under the options available prior to December 31,

1998.

 For service pension retirements, participants may be paid their

cash balance account as a lump sum.

 For deferred vested pensioners who terminate during the period

January 1, 2002 through and including December 31, 2003,

participants will not be paid their cash balance account as a lump

sum.

 For deferred vested pensioners who terminate on and after January

1, 2004, cash balance accounts may be paid as a lump sum to all

participants upon termination of employment, regardless of their

pension commencement date.

BARGAINED CASH BALANCE PROGRAM #2

of the

AT&T Pension Benefit Plan

For employees hired or re-hired after August 8, 2009

Employees hired or re-hired after August 8, 2009 are covered by the

Bargained Cash Balance Program #2 (BCB2). Refer to plan document

for information.

Appendix B

Part III

282

SUCCESS SHARING PLAN

Based on the Union and Company’s desire to have employees share

in the success of AT&T Inc. (AT&T), the parties agree to a Success

Sharing Plan (SSP). Eligible employees may receive annual lump

sum cash payments, based on AT&T stock price appreciation and

AT&T dividend rate.

A. Plan Components

1. Success Units

Employees will be awarded 150 success units at the

beginning of each award year (October 1, 2015, October 3,

2016 and October 2, 2017 and October 1, 2018). Those

success units will only be valid for that award year and will

not carryover to the next award year. A success unit is only

used as a multiplier in the payout calculation and is not a

share of stock nor has any other value.

2. Determining Stock Appreciation Award Value

Award Year

Beginning Award

Value

Ending Award

Value

2016

(October 1, 2015 to

September 30, 2016)

October 1, 2015

closing AT&T stock

price

September 30, 2016

closing AT&T stock

price

2017

(October 3, 2016 to

September 29, 2017)

October 3, 2016

closing AT&T stock

price

September 29, 2017

closing AT&T stock

price

2018

(October 2, 2017 to

September 28, 2018)

October 2, 2017

closing AT&T stock

price

September 28, 2018

closing AT&T stock

price

2019

(October 1, 2018 to

September 30, 2019)

October 1, 2018

closing AT&T stock

price

September 30, 2019

closing AT&T stock

price

The stock price used in establishing the award value will be

the closing AT&T stock price on the New York Stock

Exchange.

Appendix B

Part III

283

The award value will be adjusted proportionally to reflect

any stock split.

3. Determining Dividend Rate Value

The dividend rate value will be determined by adding each

AT&T declared quarterly dividend during the award year

(historically December, March, June, and September) and

multiplying this total by 150 success units.

4. Payout

Employees will receive a total payout based on the

difference between the ending award value and the

beginning award value for the award year times 150

success units plus the dividend rate value. For example:

Stock Appreciation Value:

Beginning award value – October 1, 2015 closing AT&T

stock price $33.00

Ending award value – September 30, 2016 closing AT&T

stock price $38.00

Payout – $38 - $33 = $5 x 150 success units = $750.00

Dividend Rate Value:

December 2015 declared dividend $.47

March 2016 declared dividend $.47

June 2016 declared dividend $.47

September 2016 declared dividend $.47

Total Declared Dividend $1.88

Dividend Rate Value - $1.88 x 150 success units = $282.00

Appendix B

Part III

284

Total Award

$750.00 stock appreciation value + $282.00 dividend rate

value = $1,032.00

The award payment will be made as soon as practicable

after the award year and will normally occur the payday of

the last full pay period in November.

B. Eligibility

Employees eligible for payments as described above are those

regular, temporary and term employees who are on the payroll

on both the beginning and ending dates of the award year and

who works for a minimum of three (3) months within the award

year in a position covered by this Collective Bargaining

Agreement. Eligible employees who are on approved leaves of

absence, short-term disability absence or partial disability

absence and meet the other eligibility requirements on the

ending date of the award year shall receive a payment, provided

they return to duty on or before December 31 of the year in

which the payment is made.

An eligible employee who transfers between AT&T Companies

participating in the SSP will be eligible to receive a payout

under the terms of the SSP applicable to the employee’s current

bargaining unit at the time of a payout, so long as the combined

service in both AT&T Companies satisfies the above eligibility

provisions.

C. Part-Time Employees

Eligible part-time employees will receive prorated payments

based on their part-time classification (or “part-time equivalent

work week”) on the ending date of the award year.

D. Benefits Treatment

SSP payments will be recognized as eligible compensation

under all benefit plans, as applicable.

Appendix B

Part III

285

E. Taxes, Personal Allotments

Payments are subject to state and local taxes, Federal Income

Tax, Social Security Tax, Medicare Tax, and any state disability

deductions at the time of payment. Union dues will be

deducted. Employees with 401(k) pre-tax elections will not

have State or Federal Income Taxes deducted from that portion.

Personal allotments such as United Way contributions will not

be made.

F. Dispute Resolution

Company determination under this plan shall be final and

binding. The Union may present grievances relating to matters

covered by the SSP, but neither the plan nor its administration

shall be subject to arbitration.

Appendix C

Part I

286

CALL SAMPLING

(Except Large Business, CPE, Consumer Services, Finance,

Operator Services and Small Business Services)

Sampling of service, used in the spirit of trust and respect, is a valuable

tool to enhance customer service. To assure courteous treatment,

accurate information and superior service, customer calls may be

monitored to assist in the training, development and evaluation of

employees, the identification of customer needs and to evaluate products

and service.

Individual Call Sampling

Individual call sampling will not be used to harass an individual or group

of employees, nor will it be used to create an atmosphere of pressure in

the work environment. In departments where such sampling is

conducted, trained Company management observers will perform it.

When individual call sampling, defined as sampling which targets or is

directed at a specific employee, takes place, employees will be given

prior notification the day sampling occurs. Each employee will have the

option of side-by-side or remote call sampling. All remote, individual

call sampling will be taken from within the general work area, defined as

the same building, of the employee being observed and a light turned on

when individual, remote call sampling is being conducted.

Feedback of all calls sampled will be provided to the employee by the

end of the day in which the calls were observed, unless prevented by

employee initiated absence. Such feedback should be constructive, with

emphasis on the positive aspects of the employee’s performance.

Feedback may be conducted away from the employee’s workstation.

Any time the feedback discussion is expected to include information

which may require extensive dialog between the observer and the

employee, arrangements should be made to conduct the feedback away

from the employee’s workstation. In addition, employees may request

that feedback be given in a remote location.

Appendix C

Part I

287

Process Call Sampling

Process call sampling, defined as any sampling other than individual call

sampling, may be done from remote locations. Since process call

sampling is not employee specific, the notification and remote/side-by-

side option associated with individual call sampling will not be provided.

Employees will not be evaluated or appraised on process call samplings.

Results of process call samples will normally only be provided at the

work unit level except for gross customer abuse, fraud, and violation of

secrecy of communications. Employees may request individual

feedback, if available, by advising their supervisor. The Company shall

remove any details which would allow identification of individual

employees from official observing reports.

Employees will not be disciplined as a result of process call sampling on

the 1st occurrence. If, within 18 months, subsequent incidents of gross

customer abuse, fraud, or violation of secrecy of communications are

observed and the employee can be identified, it will be formally

documented and action taken if warranted.

The Company will continue to comply with any applicable laws

regarding service monitoring or observation.

General

Personal calls made on either telephones provided for personal use of

employees or at employees’ workstations will not be subject to

supervisory observing. This is not to be construed as influencing present

or future practices as to the making of such calls from employees’

workstations. Speaker phones will be prohibited. Test calls will be for

diagnostic purposes only.

This agreement does not restrict the Union’s right of representation,

including the processing of grievances and engaging in arbitration.

Appendix C

Part II

288

MEMORANDUM OF AGREEMENT

CLOSED KEY TIME

Consumer Services, Finance and Small Business Services

This agreement between the Communications Workers of America

(CWA) and BellSouth Telecommunications, LLC (BST) outlines the

understanding reached by the parties related to closed key time. The

agreement is as follows:

Purpose:

The Company recognizes the importance of providing closed time to

Collections Representatives, Sales Associates, Sales Consultants and

Service Representatives for the purpose of staying current on changes in

practices and procedures, development, customer follow-up and/or

service order correction.

How:

The Company agrees to provide closed key time to each employee as

follows:

 One hour of closed key time per week in Small Business

Services & Finance’s Collections Centers (handling accounts

receivables for Consumer & Small Business customers)

 Fifteen (15) minutes of closed key time per day in Consumer

Services

Affected Organizations:

BST – Consumer Services, Finance and Small Business Services

Affected Titles:

Collections Representative, WS18 (handling accounts receivables for

Consumer & Small Business customers); Sales Associate, WS27; Sales

Consultant, WS27L and Service Representative, WS23 (in Consumer

Services and Small Business Services)

Appendix C

Part II

289

Guidelines:

 Excludes Mondays, Holidays and the day after a Holiday

 Used for business purposes such as catching up on email,

reviewing job aids or other training or reference material,

reviewing results, reviewing A&R, finish and/or correct service

orders

 Can only be used in the scheduled or designated time period

 Be guaranteed but optional for all employees

 Does not include formal training time or meeting time

 Does not include outbound calling

 Cannot be saved or carried over from week to week or day to

day

 Does not constitute a break

 Management will designate the work to be performed when

closed time is allotted

 In the event of major incidents impacting our call volumes or

ability to serve the public, closed key time may be suspended.

Duration:

This Memorandum of Agreement is for the life of the 2015 BST

Working Agreement.

For The Union For The Company

Michael J. Fahrenholt, Sr. John P. Trageser

CWA State Representative Executive Director

CWA District 3 Labor Relations

Appendix C

Part III

290

CONTINUOUS BARGAINING COMMITTEE

The parties agree to maintain the Continuous Bargaining Committee for

the duration of this agreement. This committee will build on the

structure and joint problem solving methods used in prior sessions. It

will meet as needed, by mutual agreement.

The committee will be comprised of six regular members, three

Company and three Union, chaired by the respective collective

bargaining agents. If mutually agreed, both the Company and the Union

may select up to an additional three members in order to best resolve the

issues at hand. The Continuous Bargaining Committee may discuss any

topic that is a subject of collective bargaining. The parties agree,

however, that modifications to the Working Agreement will require the

normal method of implementing the changes through Memoranda of

Agreement or through ratification. By way of example, such topics

could include:

 Issues identified but not resolved during previous formal

contract negotiations

 Issues that need to be addressed before the next scheduled

contract negotiations

 Proposals from employee participative groups that require

negotiation of an agreement

 Establishment of joint task forces, as needed, to develop mutual

solutions

The parties affirm that the Continuous Bargaining Committee will

conduct its meetings to solve problems and will promote continual

improvement in collective bargaining.

Appendix C

Part IV

291

EASY TIME

Consumer Services and Consumer Collections in Finance

This agreement between the Communications Workers of America

(CWA) and BellSouth Telecommunications (BST) outlines the

understanding reached by the parties in regard to the implementation of

Easy Time (ET).

This agreement allows the ET plan to cover all Service Representatives,

Sales Associates, Sales Consultants and Office Assistants in Consumer

and Consumer Collections Representatives and Consumer Collections

Office Assistants in Finance.

Purpose of Easy Time:

Provide employees with greater flexibility and control of time off needed

as a result of personal and/or family obligations.

Guidelines:

 Fifteen–minute increments of time, up to two full vacation days,

are available to employees for personal and/or family

obligations.

 Only one vacation day may be utilized as Easy Time during the

first quarter of the calendar year.

 An increment may be taken provided not more than 25% of the

work group has already been granted time off. In the event

more than 25% of the work group is scheduled off, then the time

may be granted consistent with the needs of the business.

 Employee will advise supervisor or in-charge personnel that ET

is needed. No justification is required.

 Holidays, the day following a Holiday, Saturdays and Mondays

are not available for ET use.

Appendix C

Part IV

292

 ET can be used after the fact, but the employee MUST notify the

supervisor or in-charge personnel during the first session of the

scheduled tour and the 25% rule will still apply.

 ET is not an option available for use for the employee’s personal

illness.

 Employees will be required to identify the scheduled vacation

day from which ET will be deducted. Once a whole day is

broken with ET, that day must be used in its entirety before

another day is broken.

 ET cannot be denied (except for the limits of the 25% rule) and

no reason has to be given by the employee for ET. Other time

off could be denied due to service requirements, while ET was

granted. If other time off is unavailable, the request can be

changed to ET and may be granted subject to the 25% rule.

Omission:

The parties have attempted to include all issues associated with the Easy

Time (ET) program. To the extent a situation arises that was not

contemplated by the parties, it is agreed to initiate discussion at the

Executive Level in an effort to resolve such matters.

Duration:

Easy Time will continue for the life of the 2015 Working Agreement.

Appendix C

Part V

293

FLEXIBLE VACATION DAYS

Dear Mr. Fahrenholt:

During bargaining, we had lengthy discussions regarding the need for

employees to have more flexibility in taking time off to handle personal

obligations. It is the Company’s intent to allow the business units the

ability to grant more contractual time to be used flexibly when the

business allows.

The business unit will determine the number of vacation days that can

be used flexibly each year, above the current contractual provisions,

prior to the vacation selection period. Since flextime may be different

between business units, an employee leaving a work group shall be

permitted to take the remainder of a partial day on the originally

scheduled day. The business unit will provide the guidelines to

employees for taking the flexible time.

John P. Trageser

Executive Director

Labor Relations

Appendix C

Part VI

294

INCENTIVE PLANS

The Company may implement incentive plans linked to sales, service,

productivity and/or other business related standards set by lines of

business or business units.

The plan is designed and can be implemented for employees within an

organization, based on individual or team results.

The payments may be paid monthly, quarterly, semi-annually or annually.

The incentive compensation is subject to state and local taxes, federal

income and social security taxes in effect at the time of payment. Personal

allotments will not be made. Deductions for Union dues will be made

from incentive payments as authorized by the employee and the Union.

During the development of an incentive plan, the Company will meet with

the Union at the Executive Level and provide the Union with an

opportunity to have input concerning the terms of the plan. The Company

reserves the right to amend, modify or discontinue any incentive plan with

30 days advance notification to the Union at the Executive Level.

The Union may only grieve, or otherwise challenge, general disputes that

arise over the Company’s enforcement of the terms of an incentive plan.

A general dispute is one that involves a plan enforcement issue that

commonly affects all employees (as opposed to individual employees)

who participate in the same incentive plan. General disputes may not be

brought over differences that may exist in the treatment of employees who

participate in different incentive plans.

General disputes will be grieved at the Executive Level. Grievances that

are not resolved at the Executive Level may be appealed by the Union to

full arbitration.

Appendix C

Part VII

295

JOB REVIEW COMMITTEE

It is hereby agreed that the Joint Job Review Committee will be

continued during the term of the 2015 Working Agreement. The

purpose of this committee is to examine jobs identified by the parties to

determine their appropriate placement within or outside the bargaining

unit.

Appendix C

Part VIII

296

MARKETING

The Company and the Union recognize that our mutual success is

determined by our position in an increasingly competitive marketplace.

The parties understand the need for the Company to be a market leader

in today’s competitive environment. We agree to join with each other to

grow revenues while providing the highest quality of customer service

and to promote and support Company product and service offerings to

the fullest extent possible.

A. In no event will any employee’s sales results be used to adversely

affect consideration given that employee for possible transfer or

promotion to jobs in which selling is not fundamentally involved.

B. Grievances arising under the provisions of this Appendix will be

subject to the full grievance and arbitration procedure set forth in the

Agreement.

C. It is recognized that sales results may vary according to sales ability,

training, and opportunity, therefore, results secured by employees

who do not have selling as a fundamental part of their job duties,

will not affect their conditions of employment.

Appendix C

Part IX

297

OPERATOR SERVICES

CONSUMER SERVICES

Dear Mr. Fahrenholt:

The Company recognizes the desirability of ongoing joint dialogue in

Operator Services and Consumer Services organizations.

It is, therefore, in the best interest of both the Company and the Union that

forums function under the direction of the Operations Board.

John P. Trageser

Executive Director

Labor Relations

Appendix C

Part X

298

OVERTIME FOR CALL CENTERS

(Collections Representatives, Operators, Service

Representatives, Sales Associates, Sales Consultants in

Consumer Services, Finance, Operator Services, and Small

Business Services)

The Company and the Union agree that it is in the best interests of the

parties to commit to certain provisions that will improve the overtime

situation. Therefore, the Company and the Union agree to the following

in order to address the issues of forced overtime.

 When overtime is necessary, volunteers will be solicited prior to

forcing overtime.

 Service conditions may, at times, necessitate involuntary overtime

assignments.

 No employee will be required to work more than 2 consecutive 6th

days without his/her consent.

 Employees will not be forced to work more than 49 hours in a work

week.

 Employees will provide written notification to the Company

regarding their preferences for overtime assignments.

 Each employee will complete and present to his/her supervisor a

form, designated by the Company, indicating whether he/she desires

to work the following types of overtime assignments:

1. Connecting overtime

2. Non-scheduled, non-connecting overtime (call-outs)

3. 6th day (up to 2 consecutive weeks)

4. 6th day (more than 2 consecutive weeks)

5. No voluntary overtime

Appendix C

Part X

299

 Overtime will be assigned on the following basis until overtime

requirements are satisfied:

1. Connecting overtime will first be offered to on-duty

employees (or those present but not yet on duty) who have

expressed a desire for connecting overtime in inverse order

of appearance on the posted overtime report.

2. Employees not on duty who have expressed a preference

for non-scheduled, non-connecting overtime:

 will be offered the assignment if the overtime is equal to

or greater than 3 hours

 may be offered the assignment if the overtime is less

than 3 hours

in inverse order of appearance on the posted overtime

report.

3. On-duty employees will be assigned connecting overtime in

inverse order of seniority regardless of preference.

4. Off-duty employees will be assigned non-scheduled, non-

connecting overtime in inverse order of seniority regardless

of preference.

Preferences will remain in effect until changed by the employee.

Employees will have the right to change their preference forms once

per week.

Employees who are on vacation for one or more full weeks will be

considered as unavailable beginning with Sunday of the first week

and ending with Saturday of the last week. Employees who are on

vacation for less than a week will be considered as unavailable on

the day(s) they are on vacation.

Appendix C

Part XI

300

OVERTIME TRIALS

During 2001 bargaining, the Company and the Union discussed

numerous issues related to overtime. Both parties agree that it is in their

best interest to improve the administration of overtime. Accordingly, the

Company and the Union agree to nurture innovative grassroots efforts

that encourage simplification and easier administration of overtime.

Prior to any trial being implemented, the parties at the Executive Level

must agree on the trial parameters. Furthermore, agreement on such

trials must be reached between the Local President and the Operations

Manager prior to implementation.

During the trials, the pay provisions of the Working Agreement will not

be altered. Recommendations resulting from such trials will be

discussed by the Operations Board.

Appendix C

Part XII

301

PERSONAL ILLNESS ABSENCE

Dear Richard:

This will confirm that in addition to the provisions of Article 6.02A,

with regard to one approved disability absence during one of the

calendar years 2016, 2017, 2018, and 2019 an employee who:

 has exhausted the current year maximum paid days of personal

illness; or

 will exhaust the current maximum paid days of personal illness

leading up to the approved disability;

will be paid for the otherwise unpaid personal illness days leading up to

the approved disability subject to the other limits in Article 6.02A as

applicable.

Michael Keith

Vice President

Labor Relations

Appendix C

Part XIII

302

SERVICE OBSERVING

(Consumer Services, Finance and Small Business Services)

Service observing, used in the spirit of trust and respect, is a valuable

tool to enhance customer service. To assure courteous treatment,

accurate information and superior service, customer calls may be

observed to assist in the training and development of employees, the

identification of customer needs and to evaluate products and service.

Service observing will be used for non-evaluative purposes. It will not

be used to harass an individual or group of employees, nor will it be used

to create an atmosphere of pressure in the work environment. Feedback

of all calls observed will be provided to the employee by the end of the

next business day, unless prevented by employee-initiated absence.

Supervisors will provide developmental feedback on no more than

twenty-five (25) remote observations monthly for any individual

employee. Such feedback will be constructive with emphasis on the

positive aspects of the employee’s performance. Feedback may be

conducted away from the employee’s workstation. Any time the

feedback discussion is expected to include information which may

require extensive dialog between the observer and the employee,

arrangements should be made to conduct the feedback away from the

employee’s workstation.

When service observing uncovers any incident of gross customer abuse,

fraud, non-compliance with any applicable legal or regulatory

requirements, or violation of secrecy of communications, action may

result. Employees will not be disciplined for customer abuse, non-

compliance with any applicable legal or regulatory requirements or

violation of secrecy of communications on the first occurrence. If action

is taken as a result of remote service observing, appropriate

documentation of the incident is necessary to support the action

administered.

Appendix C

Part XIII

303

General

The Company will comply with any applicable laws regarding service

observing.

Personal calls made on either telephones provided for personal use of

employees or at employee’s workstation will not be subject to

supervisory observing. This is not to be construed as influencing present

or future practices as to the making of such calls from employees’

workstations.

This agreement does not restrict the Union’s right of representation,

including the processing of grievances and engaging in arbitration.

Appendix C

Part XIV

304

SERVICE REQUIREMENTS

Dear Mr. Fahrenholt:

During 2001 bargaining, the CWA expressed concern that some

managers continue to use the term "service requirements" in

administering various sections of the Working Agreement. The CWA

felt that some managers were too restrictive in scheduling and granting

time off and were incorrectly using service requirements as the reason.

The Company and the CWA also discussed the need to continue to

provide our customers with excellent service and are fully aware that

good customer service is an important competitive advantage to our

Company.

The Company recognizes the need for our managers to exercise "service

requirements" in a spirit of good faith. While service to our customers is

more important than ever, we must carefully consider the needs of our

employees and the economical operation of the business before invoking

"service requirements".

John P. Trageser

Executive Director

Labor Relations

Appendix C

Part XV

305

TEAM LEADER

Customer Markets and Consumer

and Small Business Collections in Finance

The Company recognizes the need to improve and leverage knowledge

of our highly skilled employees. A Team Leader position in Customer

Markets will address this need and may be used to fill this existing gap.

The Team Leader role is not intended to replace a supervisor or anyone

in a relieving supervisory role. Team Leaders will have, but not be

limited to, the following responsibilities:

 Handles questions from peers within the employee’s work

group or work unit

 Handles escalations and takeovers as appropriate for all

employees

 Handles inter / intra departmental calls

 Conducts Team Meetings

 Conducts Training

 Conducts “Peer” Coaching / Development (non-evaluative)

 Performs normal duties of employee's position for no less

than 10% of monthly hours worked to help maintain

employee’s high skill level

Team Leaders will NOT have responsibility for evaluative observations,

creating entries in personnel records or disciplinary actions.

Selection of Team Leaders will be based on the following criteria:

 Senior qualified, rotated within the team between qualified

employees

 Meets / Exceeds all performance objectives

 Satisfactory attendance

Appendix C

Part XV

306

 No other disciplinary action

 Satisfactory completion of Team Leader Training Class

 Satisfactory competency ratings on:

-- Communication skills

-- Customer contact skills

-- Problem solving skills

-- Interpersonal skills

-- Technical skills

-- Current on-line systems

The position will receive a differential of 10% above their basic daily

wage rate for providing team level support. In addition, Team Leaders

on a leveraged compensation plan will receive 100% of their target

incentive amount. Team Leaders not on a leveraged compensation plan

will assume their team’s objectives - not an individual objective - for the

duration of their assignment. Assignments will be for a minimum of 30

days not to exceed 12 months.

Appendix C

Part XVI

307

TELECOMMUTING

The Company and the Union recognize the challenge that each employee

faces as workplace demands, career objectives, family needs and personal

goals compete for time and attention. Telecommuting is a possible resource

to help meet those challenges as well as addressing environmental concerns.

In addition, telecommuting affords the Company the opportunity to

demonstrate to its current and potential customers the benefits of adopting

new and evolving technologies, including remote worker applications.

Telecommuting is an alternative work arrangement that may provide

increased flexibility where work content does not require that a particular

job function be done totally at a specific job site. The criteria for

telecommuting will be developed by the Company and the Union at the

Executive Level prior to implementation.

The selections of employees who volunteer for telecommuting opportunities

will be by seniority if all criteria qualifications are equal and the necessary

qualifications of the individuals are equal. Employees or the Company may

opt out of a telecommuting work arrangement after 30 days or immediately

in emergency situations.

Appendix C

Part XVII

308

UNIFORM PROGRAM

The Company and the Union recognize the importance of our employees

presenting a professional image to our customers and the general public.

In order to assure consistency in dress and present a professional image,

the Company and the Union agree to the following uniform policy.

Employees in the following titles are covered by these provisions of the

program:

Digital Technician

*Electronic Technician

Facility Technician

Field Services Technician

Material Service Coordinator

Outside Plant Technician

Services Technician

Switching Equipment Technician

All Customer Visible Employees in CPE except

Service Consultants/CPE

*The Electronic Technician title listed above applies

only to non-center positions.

 Employees in these titles new to the program will be provided an

initial vendor credit of $443.55 to purchase uniforms from an

approved catalog.

 Employees in these titles will receive a vendor cost increase

adjustment credit as necessary.

 An annual credit of $194.10 will be provided to program participants.

 Central Office ET employees and Material Service Coordinators may

opt out of the Uniform Program during an annual opt out period.

Employees in the following titles are covered by these provisions of the

program:

Appendix C

Part XVII

309

Electronic Technician

Testing Technician

 Center ET and TT employees may opt out of the Uniform Program

during an annual opt out period.

 Employees in these titles will receive a vendor cost increase

adjustment credit as necessary.

 An annual credit of $172.90 will be provided to program participants.

Any employee entering the Electronic Technician, Testing Technician

or Material Service Coordinator title will not be eligible for the

uniform program.

For all titles in the program, unused balances may be carried over from

one year to the next.

Additional uniform items may be purchased from the catalog at

discounted prices at the employee’s expense.

Employees in the above titles will wear the approved uniforms while on

Company business. Individual exceptions to the Company’s uniform

policy may be allowed on a daily case-by-case basis with prior

supervisory approval.

The Company shall provide shorts as an option for employee selection,

except for CPE. Both the Company and the Union recognize that

Company safety rules and obligations will not be lessened in any degree

to accommodate employee wearing of the shorts.

The Company and the Union understand that if the employee chooses to

wear a uniform with a Union logo, an approved Union logo will be

placed on the uniform shirt sleeve, cap, and outerwear (except overalls)

by the vendor and be the same size as the Company logo. Clothing

needing replacement as a result of work related damage will be the

responsibility of the Company. Additionally, both parties understand

that employees will not suffer any financial risk due to a change in

vendor or increases in clothing costs.

The Company and the Union are committed to working together on the

Uniform Program and to discussing problems of mutual concern.

Network Addendum

310

NETWORK ADDENDUM

Diesel Maintenance / Air Dryer Maintenance

Overtime for Network Operations

Service Observing - Operator Services

Services Technician and Surplus/Affected Facility Technicians and Outside

Plant Technicians Surplus Employees MOA

Wire Work

Digital Services Group (DSG) Only

Optional Holidays

Flexible Excused Time

Time Off Not Scheduled under 5.07F

U-verse Field Operations

Section 1 .............. Application

Section 2 .............. Classification of Employees

Section 3 .............. Seniority

Section 4 .............. Working Conditions

Section 5 .............. Time Off

Section 6 .............. Force Adjustment

Section 7 .............. Health and Safety

Section 8 .............. Records

Section 9 .............. Benefits

Section 10 .............. PARTNERSHIP

Section 11………..Compensation

Section 12………..Continuous Bargaining

Section 13………..Force Movement of Employees

Section 14………..Economic Protection Following Placement

into the Wire Technician Position

Section 15 .............. Employment Classifications Based upon

Entry into the Wire Technician Position

Section 16………..Conclusion

Scope of Work for Wire Technician

Network Addendum

Diesel/Air Dryer Maintenance

311

DIESEL MAINTENANCE

AIR DRYER MAINTENANCE

During 1992 Bargaining, the Company and the Union discussed the

contracting out of diesel maintenance and air dryer maintenance work in

the Network organization. The Union stated that this work was

performed by bargaining unit employees prior to being contracted out,

and that it should again be brought into the bargaining unit.

The Company agrees to discontinue the contracting out of this work,

and will begin performing it with bargaining unit employees. The Union

recognizes that this will occur over a reasonable transition period.

It is acknowledged that the type of work agreed to is routine

maintenance (including preventive maintenance), as opposed to major

repair and/or overhaul of the equipment and machinery. Any major

repair or overhaul will continue to be contracted out.

Network Addendum

Overtime for Network Operations

312

OVERTIME FOR NETWORK OPERATIONS

The Company and the Union agree that it is in the best interests of the

parties to commit to certain provisions that will improve the overtime

situation. Therefore, the Company and the Union agree to the following

in order to address the issues of forced overtime.

 When overtime is necessary, volunteers will be solicited prior to

forcing overtime.

 Network Operations employees will be assigned no more than 10

hours of overtime in a calendar week during 4 months in a calendar

year or no more than 12 hours in a calendar week during 8 months in

a calendar year. The level of assigned overtime for each month shall

be at the sole discretion of the Company. Months with equal levels

of assigned overtime need not be contiguous.

 Service conditions may, at times, necessitate involuntary overtime

assignments per the contract.

 No employee will be required to work more than 2 consecutive 6th

days without his/her consent.

 The Company and the Union agree to utilize Local Governance

Partnerships to address and resolve overtime issues at the local level.

Network Addendum

Service Observing - Operator Services

313

SERVICE OBSERVING

OPERATOR SERVICES

Service observing, used in the spirit of trust and respect, is a valuable

tool to enhance customer service. To assure courteous treatment,

accurate information and superior service, customer calls may be

observed to assist in the evaluation, training and development of

employees, identification of employee needs and to evaluate products

and services.

Service observing will be used for evaluative, training and

developmental purposes. Feedback of all calls will be provided to the

employee within 24 hours. Observations made by local management and

the Quality Measurement Group will not exceed 25 observations

monthly for any individual employee.

Employees will not be disciplined as a result of service observing except

for any incident of gross customer abuse or non-compliance with any

state, federal or regulatory requirements, where action may result.

Gross customer abuse is defined as verified cutting-off of customers and

use of abusive or sexually explicit language during the customer contact.

Network Addendum

STs and Surplus/Affected FTs and OPTs Surplus Employees

314

MEMORANDUM OF AGREEMENT

SERVICES TECHNICIANS AND SURPLUS/AFFECTED

FACILITY TECHNICIANS AND OUTSIDE PLANT

TECHNICIANS SURPLUS EMPLOYEES

A surplus Services Technician (ST) or a surplus Facility Technician who

has been processed through the steps of Article 7 Force Adjustments of the

2015 BST Collective Bargaining Agreement and has ranked all stay on

payroll options (excluding bumping) and has not been placed, may, by

order of seniority, displace the most junior Wire Technician, in the U-

Verse Field Operations within 35 miles. If no Wire Technician is available

within 35 miles, then the surplus ST or surplus FT may displace the most

junior Wire Technician, within the state, provided that he/she meets the

basic qualifications of the Wire Technician job title and is satisfactorily

meeting performance and attendance requirements in his/her current title.

A surplus Outside Plant Technician (OPT) who was surplused or bumped

by a surplus ST or FT and who has been processed through the steps of

Article 7 Force Adjustments of the 2015 BST Collective Bargaining

Agreement and has ranked all stay on payroll options (excluding bumping)

and has not been placed, may by order of seniority, displace the most

junior Wire Technician in the U-Verse Field Operations within 35 miles.

If no Wire Technician is available within 35 miles, then that OPT may

displace the most junior Wire Technician, within the state, provided that

he/she meets the basic qualifications of the Wire Technician job title and

is satisfactorily meeting performance and attendance requirements in

his/her current title. However, no surplus or bumped OPT shall displace a

Wire Technician if 12% or more of the employees in the Wire Technician

job title within the exchange and exchanges within 35 miles have

economic protections pursuant to Section 14, Economic Protection

Following Placement Into The Wire Technician Position Of Surplus BST

Employees in the Network Addendum – UFO and; Section 13, Force

Movement Of Employees in the Network Addendum – UFO, Sub Section

I, Treatment of Surplus Employees Who Move To The Wire Technician

Job Title From A Job Title Under the BST Agreement.

Network Addendum

STs and Surplus/Affected FTs and OPTs Surplus Employees

315

Displaced ST, FT and OPT identified herein will maintain 7.01K rights.

Duration:

This Memorandum of Agreement will expire at the end of the 2015

Working Agreement between the Parties, unless the Parties mutually

agree to extend.

Michael J. Fahrenholt, Sr. John P. Trageser

CWA State Representative Executive Director

District 3 Labor Relations

Network Addendum

Wire Work

316

WIRE WORK

Dear Mr. Fahrenholt:

During 1998 Bargaining, the parties agreed to move certain “wire work”

functions that were performed by BellSouth Telecommunications

(“BST”) WS 31 Services Technicians to the Utility Operations

bargaining unit. The specific wire work that is the subject of this

agreement is described in Appendix B to the Utility Operations Working

Agreement.

As a further condition to moving the wire work, the parties agree that in

the event that work performed for BST by the Utility Operations

bargaining unit is assumed by another company, the affected wire work

will be retained by BST, and will be reassigned to BST Services

Technicians.

John P. Trageser

Executive Director

Labor Relations

Network Addendum

Optional Holidays - DSG

317

OPTIONAL HOLIDAYS

DSG Only

Optional Holidays:

Any day other than those specified in "1" above such as, but not limited

to, Washington's Birthday, Good Friday, Veteran's Day, Martin Luther

King's Birthday, employee's birthday, religious holidays or days of

remembrance etc. may be selected as an optional holiday. Where some

other holiday has special local significance (such as Mardi Gras Day at

New Orleans, LA), that day may be substituted for one of the four

optional holidays, if locally desired. In addition, the company may

designate one other day in each calendar year for employees in a work

group or in any larger group, provided the employees in such groups

would not be scheduled to work.

A. Employees shall designate 4 optional days (if the Company has

designated none) as being their additional holidays. An Optional

Holiday may be scheduled in a week with a specified holiday.

Employees who have not made such designation by December 31st

shall observe Washington's Birthday (third Monday in February),

Good Friday, Veteran's Day (November 11) and the employee's

birthday as appropriate.

B. Employees hired or recalled from layoffs before April 1 may

designate 4 optional holidays; those hired after April 1 but prior to

July 1 may designate 3 optional holidays; those hired after July 1 but

prior to September 30 may designate 2 optional holidays. Those

hired after September 30 but prior to November 15 may designate

one optional holiday. Except for an optional holiday(s) that has been

designated by the Company, those hired or recalled from layoffs after

November 15 are not eligible for optional holidays in the current

calendar year.

Network Addendum

Optional Holidays - DSG

318

C. Employees who are transferred into a work group where an optional

holiday(s) has been designated, and who have previously used all of

their optional holidays will be excused and paid for the determined

day(s).

D. Employees who are transferred into a work group where an optional

holiday(s) has been designated, and who have remaining optional

holidays will be required to use one or two of their remaining

optional holidays as the determined day(s).

E. Employees who leave the service of the Company, either pension

eligible who retire and/or Section 7.01C, and who have a remaining

Company designated optional holiday shall have the option to take

the day off or be granted pay in lieu of such Company designated

optional holiday as he was otherwise entitled to receive during the

remainder of the current calendar year.

Network Addendum

Flexible Excused Time - DSG

319

FLEXIBLE EXCUSED TIME

DSG Only

Flexible Excused Time.

A. The Company and the Union recognize that it is in the best interest

of the employees to have the ability to take time off for short

intervals because of personal reasons.

B. Eligibility. Each Temporary or Regular employee who has at least 6

months of seniority on January 1 of any given year shall be eligible

for 4 days (30 hours for 7.5 hour employees/32 hours for 8 hour

employees) with pay and 1 day without pay during such year. This

time shall be taken in increments of no less than 1 hour at any time

during the calendar year provided the supervisor is notified as

described in 5.07C.

C. Part-time employees, regardless of classification, shall be eligible

for Flexible Excused Time on a prorata basis, based upon the ratio

of any such part-time employee's equivalent work week to the

normal work week of a comparable full-time employee.

D. Flexible Excused Time is not cumulative and may not be carried

over by an employee from one calendar year to another except as

provided in below.

E. Flexible Excused Time (FET) will not be included on the vacation

schedule. Flexible Excused Time may be used retroactively to erase

incidental absences by notifying the supervisor within 7 days from

the date of absence to be erased.

Carry Over of FET Days

7 1/2 or 8 hour blocks of Flexible Excused Time may be carried over and

taken any time during the next calendar year. Any Flexible Excused

Time less than a 7 1/2 or 8 hour block of time will not be carried over.

Days will be selected on the vacation schedule by January 31st.

Network Addendum

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320

TIME OFF NOT SCHEDULED

DSG Only

Subject to the needs of the business, time-off not scheduled under 5.07B

may be selected by an employee on the basis of seniority.

Network Addendum

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321

NETWORK ADDENDUM FOR U-VERSE FIELD OPERATIONS

Section 1 – Application

1.01 Employees covered by the Network Addendum – U-verse Field

Operations (“UFO”) are governed by the terms and conditions

contained in the Addendum and by the following provisions of the

BST Agreement listed in 1.03 below.

1.02 Applicable Job Title: Wire Technician.

1.03 This Addendum contains the entire agreement between the Union

and the Company with respect to Wire Technician in UFO. The

following provisions of the BST Agreement (unless specifically

modified or excepted below) will apply: Articles 1.02, 1.10, 1.12,

2.07, 11.02, 15, 16, 17, 20, 21, 22, 23, 25, 26, 27, 28, 29, 30, 31,

Appendix A Part I, Appendix A Part II, Appendix B Part I,

Appendix B Part III and the Benefits Agreement.

1.04 Where conflicts may exist or arise between provisions of the

Network Addendum – UFO and those of the above referenced

provisions of the BST Agreement, the provisions of the Network

Addendum – UFO will prevail.

The Company will retain and exercise full and exclusive authority

for the management of its operations, except as expressly limited

by the terms of this Addendum.

Section 2 – Classification of Employees

2.01 Employees will be classified as Regular, Regular Limited Term or

Temporary as defined below:

A. Regular Employee. One whose employment is expected to be

indefinite. A regular employee may be either full-time or

part-time.

Network Addendum

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322

B. Regular Limited Term Employee. One hired for a specific

project or a limited period with the definite understanding that

their employment will terminate or be converted to Regular

Employee status upon the completion of the project or at the

end of the period, and whose employment is expected to

continue for more than one (1) year but, unless mutually

agreed to by the Company and the Union, not longer than

thirty-six (36) months as a Regular Limited Term employee.

Regular Limited Term employees shall be excluded from the

provisions in Section 6 of this Addendum. If a Regular

Limited Term employee covered by the Network Addendum –

UFO attains 36 months of service, the employee shall either

be work completed or converted to a Regular Employee at the

Company’s discretion. If the employee is converted to Regular

Employee, the employee will continue to be covered by the

terms, conditions and benefits provided by the Network

Addendum - UFO.

C. Temporary Employee. One hired for a specific project or a

limited period with the definite understanding that their

employment will terminate upon the completion of the project

or at the end of the period, and whose employment is expected

to continue for not more than twelve (12) months. Temporary

employees shall be excluded from the provisions in Section 6

of this Addendum.

2.02 Probationary Period.

For the purposes of this Addendum, all employees hired after the

effective date of this Addendum, unless otherwise specified by

management, will be probationary. Employees will remain

probationary for twelve (12) months.

Section 3 – Seniority

3.01 Seniority as used in this Addendum shall mean Net Credited

Service (NCS) with the Company as determined by the Pension

Plan Administrator.

Network Addendum

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323

3.02 Where two or more employees have the same net credited service,

the employee with the lowest last four digits of social security

number shall be considered to be the most senior. In case there

should be two or more employees with the same last four digits of

the social security number, the lowest middle two digits of the

social security number will determine seniority. Should two or

more employees have identical numbers to this point, the

employees will be arranged alphabetically by last name.

Section 4 – Working Conditions

4.01 Work Schedules.

Insofar as service requirements and the conditions of the

business permit, selection of work schedules shall be by

seniority. The Company will determine and post the work

schedules. Employee’s scheduled work hours may start at any

time of the day, on any day of the week and may be spread over

any six (6) days of the week. Work schedules will be posted for a

minimum period of two (2) weeks and are subject to change, with

forty-eight (48) hours notice to the employee. If an employee is

notified less than twelve (12) hours before the originally

scheduled start time of a change in work hours, the affected

employee will receive two (2) hours of pay at the straight time

rate.

All employees will have the opportunity to work forty (40) hours

in a week. Any time off from otherwise scheduled work will be

counted toward the forty (40) hours.

Employees will be guaranteed one (1) weekend off per month.

This requirement shall not pertain in cases of emergency or when

an employee agrees to overtime assignments in excess of this

limitation.

4.02 Four-Ten Work Schedules.

The Company will determine if, when and in which groups it

would establish a four-ten work schedule. The Company can

Network Addendum

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324

terminate an established four-ten work schedule at any time for

any reason.

Overtime will be paid according to Section 4.05 below. Overtime

is time worked in excess of forty (40) hours in a workweek.

A vacation week will always equal forty (40) hours of time off.

The employee’s scheduled vacation week will be changed to a

five-day (5), Monday through Friday, eight (8) hour schedule.

Vacation weeks taken a day-at-a-time should be converted to

hours for administrative purposes. A vacation day will be ten (10)

hours unless the remaining balance of vacation hours is less than

ten (10) hours.

Personal days off specified in the Section 5.09 of the Addendum

will be eight (8) hours.

An employee’s work schedule during a holiday week shall

normally be the same as though it were not a holiday week. If the

holiday falls on a scheduled day, and the employee is scheduled

off, the Company will pay eight (8) hours of holiday pay at

straight time. If the employee wishes to be paid the remaining

two (2) hours, the employee may use available vacation, personal

days off or absence time. If the employee does not wish to be

paid, the time will be unpaid excused.

Employees who work the holiday will be paid as follows:

 Eight (8) hours straight time for the holiday;

 Time and one-half for each hour worked up to eight (8)

hours;

 Straight time for time worked in excess of eight (8) hours;

 Overtime rules apply for time worked in accordance with

Section 4.05 below.

If a holiday falls during the employee’s scheduled vacation week;

and if the holiday falls on a scheduled vacation day, the employee

will be entitled to an additional eight (8) hours of vacation time.

Network Addendum

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If the holiday falls on a non-scheduled day, the employee will

receive eight (8) hours of holiday pay at straight time.

Paid absence will be granted in accordance with Section 5.13 of

this Addendum. An employee who is eligible for absence

payments will receive ten (10) hours of pay if the employee is sick

on a scheduled ten (10) hour day, unless the remaining balance of

paid absence time is less than ten (10) hours.

4.03 Split Work Days.

The Company may schedule employees to work a split workday.

A split workday is a divided workday, with hours off in between.

4.04 Cancellation of Hours.

A. If an employee is notified less than twelve (12) hours before

the originally scheduled start time that the scheduled hours are

canceled, the affected employee will receive two (2) hours of

pay at the straight time rate.

B. If an employee begins the scheduled workday, management

cannot cancel the employee’s hours for the remainder of that

workday.

4.05 Overtime.

A. Employees may be required to work up to fourteen (14) hours

of overtime subject to the needs of the business, except that

this limitation will not apply in cases of service emergency

(e.g., an event of national, state, or local importance, fire,

explosion, or other catastrophe, severe weather conditions,

long term service difficulties or an act of God, etc.).

Overtime hours worked in excess of forty (40) in a calendar

week will be paid at the rate of one and one-half (1½) times

the basic hourly wage rate and in accordance with applicable

Federal and/or State Laws.

Network Addendum

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B. The following shall be included in the calculation of the

forty (40) hour overtime threshold:

 Holiday hours worked.

 Personal Days Off.

 Sunday hours worked.

 Absence for Union Business (paid and unpaid).

4.06 Shift Differentials.

Employees who are scheduled to work an evening or night

assignment in which more than fifty (50) percent of the time falls

between the hours of 6:00 p.m. and 6:00 a.m., shall receive a daily

premium payment of ten (10) percent of their base wages for each

day worked. Shift differentials will be included in the

employee’s rate of pay for purposes of computing payments

during periods of vacation and holidays, if the following

conditions are met:

An employee works one (1) full work week of evening or night

assignments before his/her vacation or holiday and is scheduled to

work one (1) full work week of evening or night assignments,

following his/her vacation or holiday.

4.07 Sunday Premium Payments.

Employees who work on a Sunday shall receive the rate of one

and one-half (1 ½) times the employee’s base wages, up to a

maximum of eight (8) hours per day. Employees who are excused

from work with pay during scheduled hours on Sunday shall be

paid at straight time for the excused absence.

4.08 Relief Differential.

Employees will be paid a differential of eight dollars ($8.00)

when in addition to their normal duties they relieve or assist a

manager for four (4) hours or more. Relief Differential

assignments specifically exclude administering discipline to other

employees.

Network Addendum

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327

4.09 Working in a Different Title.

The assignment of a particular title to an employee does not mean

that the employee shall perform only the kind of work coming

under his/her title classification, or that certain kinds of work shall

be performed exclusively by certain classifications of employees

in the Network Addendum - UFO.

4.10 Home Garaging.

The Company may, at its discretion, implement a mandatory

Home Garaging Program. The Company may change the

program at its discretion. Once implemented, the Company can

cancel the program with thirty (30) days notice.

4.11 Travel and Temporary Work Locations.

A. The Company will either furnish all means of transportation or

specify what transportation shall be used for travel on

Company business.

B. Employees who agree to use their personal vehicles for

Company business will be reimbursed at the then current IRS

reimbursement rate for mileage.

C. Employees may be assigned to work at a temporary work

location. When employees are assigned to work at a

temporary work location, the employee will be reimbursed for

travel time and transportation expenses to and from the

temporary work location in excess of that required for the

employee’s normal commute.

D. Transportation expenses include, but are not limited to,

mileage, bridge toll, parking, airfare, and bus fare.

4.12 Overnight Trips.

If the Company determines that overnight travel is required, the

employee will be reimbursed for expenses, which are supported

by receipts as follows:

A. Transportation expenses as described in Section 4.11 (D)

above.

Network Addendum

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328

B. Lodging, approved in advance by the Company.

C. Meals, not to exceed thirty-seven dollars ($37) per day, unless

management approves a higher amount in advance.

D. The Company will determine when overnight trips are

required. Insofar as the service requirements and abilities of

the employees will permit, as determined by management,

employee preference in order of seniority shall be taken into

account in the assignment of overnight trips.

4.13 Contracting Out.

It is the Company’s objective to consider carefully the interests of

both the customer and employee along with all other

considerations essential to the management of the business in a

highly competitive and dynamic environment. While the

Company believes it is in its best interests to utilize its own

employees, the Company does use contractors as it deems

necessary in order to respond to a highly unpredictable

marketplace. For various reasons where the needs of the business

require, the Company may subcontract U-verse Fields Operations

work. In the event contractors are used, they may only perform

work on the customer side of the Network Interface Device

(NID).

4.14 Monitoring/GPS.

The Company, at its discretion, may monitor and/or record calls

of those employees in the Network Addendum – UFO in

accordance with State and Federal laws.

The Company, at its discretion, may use GPS technology with

those employees in the Network Addendum – UFO in accordance

with State and Federal laws.

4.15 Work Apparel.

The Company may, at its discretion, implement appearance

standards and/or a dress code consistent with State and Federal

laws. The Company may change the standards and code at its

discretion.

Network Addendum

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329

For the employees in the Network Addendum – UFO,

participation in the U-verse Branded Apparel Program (BAP) is

mandatory.

The Company can modify or discontinue this program at its

discretion. If the BAP is discontinued for the employees listed in

the Network Addendum – UFO, the Company will give those

employees a minimum notice of thirty (30) days prior to such

discontinuance.

Section 5 – Time Off

5.01 Paid Holidays.

Six (6) paid holidays shall be observed as follows:

New Year’s Day Labor Day

Memorial Day (last Monday in May) Thanksgiving Day

Independence Day Christmas Day

Holidays that fall on a Sunday will be observed on the following

Monday. When a holiday falls on a Saturday, employees will be

given another day off in a subsequent week or a preceding week

as determined by the Company. All time off earned in the

previous vacation year, must be taken before any time off in the

current vacation year can be taken.

5.02 Working on a Holiday.

Employees who work on a holiday, will not be given a day off to

be taken at a later date. Employees who work on a holiday

will be paid eight (8) hours at straight time for the holiday and at

time and one half (1 ½) for each hour worked on the holiday.

5.03 Holidays During a Vacation Week.

When a holiday falls during a week in which an employee is on

vacation, the day will be treated as a holiday, not as a day of

vacation.

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5.04 Vacation Year.

The year in which vacation and Personal Days Off may be taken

shall be known as the “vacation year.” The vacation year is

defined as a period of time beginning January 1

st

and ending on

December 31

st

. Employees must be active on the payroll (not on a

leave of absence or on disability) and must physically report to

work for at least one (1) day in the vacation year to be eligible for

vacation and Personal Days Off.

However, an employee may be granted vacation for which they

are otherwise eligible in a vacation year without performing any

work for the Company in that year provided they are not on a

leave of absence or disability and such vacation is contiguous to

and continues with their vacation for the preceding year; or such

vacation begins during the first seven (7) days of the vacation

year.

5.05 Vacation Eligibility.

Employees shall be eligible to accrue vacation, based on their Net

Credited Service (NCS) with the Company, as follows:

A. One (1) week of vacation upon completion of six (6) months

of service.

B. Two (2) weeks of vacation upon completion of twelve (12)

months of service. This provision cannot be combined with

the above to result in more than two (2) weeks of vacation

entitlement in the same vacation year.

C. Three (3) weeks of vacation to any employee who could

complete seven (7) years of service or more but less than

fifteen (15) years of service within the vacation year.

D. Four (4) weeks of vacation to any employee who could

complete fifteen (15) years of service or more but less than

twenty-five (25) years of service within the vacation year.

E. Five (5) weeks of vacation to any employee who could

complete twenty-five (25) years of service or more within the

vacation year.

Network Addendum

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5.06 Carry-Over Vacation.

All employees are encouraged to take all of their vacation time

during the vacation year. However, a maximum of one (1) week

of vacation may be carried over into the next vacation year. A

vacation week that is carried over must be taken by April 30

th

.

The Company may at its discretion place employees on vacation

and require them to take vacation at a specified time. The number

of weeks management may place employees on vacation is

limited to not more than one (1) week in a vacation year. Should

the need to place employees on vacation occur, the Company will

provide thirty (30) days notice to the affected employees.

5.07 Vacation Selection.

Employees may select their vacation in full weeks and on a day-

at-a-time basis during the vacation selection process. Vacations

shall be selected in a work group as determined by the Company,

based on seniority. The Company shall determine periods

available for selection and the number of employees allowed off

on vacation.

5.08 Payment in Lieu of Vacation.

An employee who leaves the service without completing 6 months

of service or any employee who is dismissed for misconduct as

distinguished from inability or unadaptability to perform properly

the duties of the job is not entitled to vacation pay. An employee

who leaves the service without completing 12 months of service is

not entitled to vacation pay for the second week of vacation but

shall receive pay in lieu based on the appropriate accrual schedule

below.

If an employee retires or is laid off before his/her vacation is

completed, payment in lieu of unused vacation as if he/she had

worked the entire calendar year shall be made to the employee. In

case of death, this payment will be made to the deceased

employee’s spouse, or if there is no spouse, to the employee’s

estate.

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Except as provided otherwise, an employee who is leaving the

Company shall be paid in lieu of eligible vacation he/she has

accrued but not used in the calendar year based on the following

accrual schedule.

Annual Eligible Vacation Hours

(See Section 5.05, Vacation Eligibility above for number

of eligible weeks)

Month

Employee

Leaves

Company

or

5 Days

or

1 Week

(40

Hours)

10 Days

or

2 Weeks

(80

Hours)

15 Days

or

3 Weeks

(120

Hours)

20 Days

or

4 Weeks

(160

Hours)

25 Days

or

5 Weeks

(200

Hours)

Credited

Months

Number of "Earned" Current Year Vacation Hours

Jan. (1)

3

7

10

13

17

Feb. (2)

7

13

20

27

33

Mar. (3) 10 20 30 40 50

Apr. (4)

13

27

40

53

67

May (5)

17

33

50

67

83

Jun. (6) 20 40 60 80 100

Jul. (7)

23

47

70

93

117

Aug. (8)

27

53

80

107

133

Sep. (9) 30 60 90 120 150

Oct. (10)

33

67

100

133

167

Nov. (11)

37

73

110

147

183

Dec. (12) 40 80 120 160 200

Network Addendum

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5.09 Personal Days Off.

Employees are allowed flexibility through the use of Personal

Days Off to be off work with pay, subject to approval by

management.

Each employee who has completed six (6) months of service will

be eligible for eight (8) paid Personal Days Off each vacation

year.

The Company may at its discretion place employees on Personal

Days Off and require them to take Personal Days Off at a

specified time. The number of Personal Days Off that

management may place employees on, is limited to not more than

one (1) in each vacation year. Should the need to place

employees on a Personal Day Off occur, the Company will

provide thirty (30) days notice to the affected employee.

5.10 Carry-over of Personal Days Off.

All employees are encouraged to take all of their Personal Days

Off during the vacation year. However, Personal Days Off may

be carried over into the next vacation year. Personal Days Off

that are carried over must be taken by April 30

th

of the year in

which they are carried over.

5.11 Selection of Personal Days Off.

All Personal Days Off shall be selected based on seniority within

a workgroup as determined by the Company. Employees may be

permitted to take all of their Personal Days Off in two (2) hour

increments, except for the one (1) day in the vacation year that the

Company may assign. The Company shall determine periods

available for selection and the number of employees allowed off

on Personal Days Off.

Network Addendum

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5.12 Guaranteed Personal Time Off.

An employee will be allowed, on request, to take off two (2)

single days (Personal Day Off or Vacation Day) per year with

the following restrictions:

 May not be taken during the months of June, July or

August;

 A minimum of twenty-four hour notice required for

the second (2

nd

) requested day off;

 May be taken in half (1/2) day increments;

 One (1) person per work group, per day (unless

otherwise mutually agreed locally);

 May not be taken on a Company recognized holiday;

and

 May only be utilized Monday through Saturday.

5.13 Civic Duty.

A. Employees must give their supervisor advance notice when

they are requested to appear for jury duty. Time off to comply

with a summons for obligatory jury duty will be paid subject

to court verification. The Company will grant unpaid time off

for other court ordered processes. Employees are expected to

notify their supervisors as soon as possible of the need for

time off to comply with any court order.

B. Employees, who do not have at least two hours off during the

time the polls are open, will be excused from work to allow

time to participate in governmental elections.

5.14 Death in an Employee’s Immediate Family/Household.

A. Employees may elect up to three (3) paid days of excused time

off due to a death in the employee’s immediate family.

Immediate family includes the employee’s parents,

stepparents, adoptive parents, children, stepchildren, adoptive

children, brothers, stepbrothers, sisters, stepsisters, husband or

wife (including Legally Recognized Partner), grandparents,

Network Addendum

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grandchildren, mother-in-law or, father-in-law. If more time

off is needed, an employee may request vacation time or

unpaid time off, all of which is dependent on the needs of the

business. In all cases, supervisory approval is required.

B. Additionally, employees may elect up to five (5) unpaid days

of excused time off due to the death of the employee’s wife,

husband, children, parents, or legally recognized partner.

Vacation or Personal Days Off may be substituted for these

unpaid excused days at the employee’s option.

5.15 Absence.

Employees having one (1) or more years of NCS shall be paid at

the basic wage rate for illness absences on scheduled workdays,

up to a maximum of five (5) paid illness days per calendar year.

Employees must notify their supervisor before their scheduled

start time that they will be absent from work due to illness.

Section 6 – Force Adjustment

6.01 Transfer.

The Company may, in its discretion, hire employees off the street

or from outside of the bargaining unit to fill vacancies in the Wire

Technician job title in the Network Addendum – UFO. However,

if the Company determines that a vacancy is to be filled from

within the Network Addendum – UFO, it will post a notice of the

vacancy. Regular full-time employees with at least thirty (30)

months of time in title, unless waived by the Company, who have

satisfactory attendance and work performance may apply for the

vacancy.

Regular full-time employees covered under this Addendum who

have at least thirty (30) months time in title, unless waived by the

Company, who have satisfactory attendance and work

performance will have the opportunity to be considered for

transfers to available positions, covered by this Addendum or the

BST Contract, at the discretion of the Company.

Network Addendum

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336

In deciding who will be selected for a vacancy, the Company will

determine which employee is most qualified to fill the position.

The Company will consider an employee’s qualifications and

where, in the judgment of the Company, such qualifications are

equal, it will use seniority. The Company may elect to retreat an

employee within the first nine (9) months from the date the

employee accepted the position.

When an employee transfers to a higher or a lower wage schedule

the employee will move to the same wage schedule step on the

new wage schedule that the employee was at on the old wage

schedule. In addition, the employee’s time spent, months and

days, at the step on the old wage schedule will count towards the

time required for the employee to progress to the next higher step

on the new wage schedule.

6.02 Relocation of Work.

When work is to be relocated, the Company may, if it deems

appropriate, offer the affected employees the opportunity to

follow their work to the new location in seniority order.

Employees who elect to follow their work to the new location will

be considered as employee initiated transfers.

6.03 Force Adjustment.

Whenever force conditions, as determined by the Company, are

considered to warrant a surplus and the possible layoff of

employees, the Company shall notify the Union in writing, prior

to notifying the affected employees. Employees will be laid off in

a process to be determined by the Company based on the needs of

the business and all business needs being equal, such adjustments

shall occur in inverse order of seniority. The surplus employees

designated for layoff will be notified a minimum of three (3)

weeks prior to the layoff date, unless otherwise provided by law.

A U-verse employee scheduled to be laid off shall for a minimum

of three (3) weeks prior to layoff, be allowed to submit the

required form(s) to Staffing in an effort to be matched to available

Network Addendum

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open positions for which they are qualified, in the appropriate

order of consideration.

6.04 Layoff Allowance.

Employees who are laid off will be paid a layoff allowance based

on their seniority and their base weekly wage rate in effect at the

time of the layoff, in accordance with the following:

Completed Length

of Service

Layoff Allowance

0 - 12 Months

1 week of pay

13 – 24 Months

2 weeks of pay

25 – 47 Months

3 weeks of pay

48 Months or More

4 weeks of pay

6.05 Priority Rehire.

Employees who are laid off with satisfactory attendance and work

performance and who apply for re-employment to the same

position from which they were laid off, will receive priority

consideration for rehire over new applicants for twenty-four (24)

months from his/her layoff date.

Section 7 – Health and Safety

7.01 The provisions of Article 16, Health and Safety, of the 2015 BST

Labor Agreement shall apply with the following modification:

When applying Article 16.01 of the 2015 BST Labor Agreement

regarding work during inclement weather, employees who are on

duty and because of inclement weather are, in the opinion of the

supervisor, unable safely to perform their regular work, may be

assigned other work as may be available or the supervisor may

cancel the employee’s scheduled hours in accordance with the

Section 4.04, Cancellation of Hours.

Network Addendum

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Section 8 – Records

8.01 Employees may inspect their personnel record within 10 days of

advising their supervisor of the request to do so. The Union has

the right to inspect an employee’s personnel record upon the

development of a grievance, with the employee’s consent. Asset

Protection investigations will also be provided to the Union, with

personal identifiable information redacted, when related to a

grievance condition.

8.02 When disciplinary entries are placed into an employee’s

personnel record the employee will be provided a copy of the

entry.

8.03 When a disciplinary entry expires any related data will be

removed with the entry from the employee’s personnel record

and should not be taken into consideration in the future.

Section 9 – Benefits

9.01 Benefit Agreements, Plans and Programs.

Employees in the Network Addendum - UFO are covered by the

2015 Benefits Agreement.

9.02 Temporary, Regular Limited Term and Part-Time.

Temporary, Regular Limited Term and Part-Time employees may

participate, if allowed by the individual plan, under the terms and

conditions in those existing plans.

9.03 Grievance and Arbitration.

Nothing herein shall be construed to subject the Plans or their

administration to the arbitration procedures of Article 23 of the

2015 BST Labor Agreement, but such matters may be subject to

the grievance procedures of Article 21 of the 2015 BST Labor

Agreement.

Network Addendum

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Section 10 – PARTNERSHIP

10.01 The CWA and the Company realize the need for ongoing

employee development. To aid in development efforts, all

regular full-time and regular part-time employees with at least 6

months of seniority will be eligible for the following services

offered through PARTNERSHIP:

A. A PARTNERSHIP Employee Orientation meeting,

conducted jointly by the Union and Company, will be held

on company time.

B. Career Counseling/Development Plan – a personalized

career development plan may be jointly created by the

employee and a professional career counselor. One

counseling session will be offered on company time per

contract cycle. Follow-up sessions are available on the

employee’s own time.

C. Employee Development – workshops, correspondence

courses, home studies, customized courses, study guides etc.

associated with skills tests will be available.

D. Educational Assistance – training under this Program will

address vocational, personal, and general skills.

Coursework that enhances employability (including courses

that can be used inside or outside the Company) will be

approved under educational assistance. All such training

will be taken at an accredited/approved institution.

Tuition, textbooks and fees for approved coursework will be

reimbursed to the employee after successful course

completion provided the employee meets all applicable

administrative requirements.

E. All training or coursework will be taken on the employee’s

own time unless otherwise specified.

F. Provisions of this Section will not be subject to the

grievance, arbitration or mediation procedures set forth in

BST Article 21 and BST Article 23.

Network Addendum

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340

Section 11 – Compensation

11.01 Pay Period.

Employees will be paid on a bi-weekly basis. Payment of wages

for each two-week period will be made no later than the Friday

following the end of the pay-period.

11.02 Wage Credit/Changes in Start Rate.

A. Applicants for employment who possess skill or knowledge

over and above that normally expected of a new employee

may be given wage schedule service credit equivalent to this

knowledge or experience and receive as a starting rate the rate

corresponding to this wage schedule service credit.

Subsequent increases will be in accordance with the

progression schedule.

B. New hires with no prior experience may be granted up to

24 months wage credit to meet market conditions (tight

labor market) as determined by the Company.

Thereafter, each such employee shall progress in

keeping with the steps for the wage scale in which the

employee was hired. The Company will adjust the wage

rate of all Wire Technicians on the payroll in the

exchange where the tight labor market is declared to the

new rate established if they are currently below the new

rate. Before any adjustments are made to increase or

decrease the wage credit given to potential new hires, the

Company will advise CWA.

11.03 Discretionary Lump Sum Payments.

A lump sum payment of up to five (5) percent of an employee’s

annualized (52 weeks) weekly wage rate may be granted to

individual employees at the Company’s discretion.

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341

11.04 Additional Cash Awards.

The Company may provide employees with additional cash

awards. The selection of employees and the amounts of the cash

awards will be made at the discretion of management.

Section 12 – Continuous Bargaining

12.01 The parties agree to include issues covered by this addendum as

part of the Continuous Bargaining Committee that already

exists between the Company and the Union.

Section 13 – Force Movement of Employees

13.01 The following terms apply to the movement of surplus employees

and/or employees identified for layoff under Article 7 of the 2015

BST Agreement, into the Wire Technician job title in the Network

Addendum – UFO and to the treatment to be afforded to such

employees, and employees who voluntarily move into or are

newly hired directly into the Wire Technician job title in the

Network Addendum - UFO. In the event of a discrepancy or

inconsistency between the terms and conditions in the Network

Addendum - UFO and any applicable provisions of the BST

Agreement, the terms contained in Network Addendum - UFO

and any associated agreement(s) shall prevail.

I. Treatment of Surplus Employees Who Move to the Wire

Technician Job Title from a Job Title under the BST

Agreement.

The Company, at its discretion, may offer vacancies that exist

in the Wire Technician title in the Network Addendum – UFO

to employees identified as surplus under the BST Agreement

through the force adjustment process in Article 7 of the BST

Agreement. A surplus employee covered by the BST

Agreement placed into the Wire Technician title under the

Network Addendum - UFO may utilize the BST Article 12

non-management staffing process to be considered for either

lateral or downgrade positions, or former titles for which they

Network Addendum

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342

are qualified for the term of this Agreement without serving

the time in title referenced in Section II below.

The terms and conditions of the Network Addendum - UFO

for Wire Technicians will apply to surplus employees who

accept a Wire Technician position within the Network

Addendum - UFO. If a surplus employee accepts a Wire

Technician position in the Network Addendum - UFO, and the

employee’s current weekly rate of pay is above the maximum

weekly wage rate for the new title, there will be no change in

the employee’s rate of pay until the weekly rate of pay in the

new job title exceeds the employee’s weekly rate of pay at the

time of the transfer. If, however, the employee’s current

weekly pay is at or below the maximum weekly wage rate for

the Wire Technician title, the employee will be placed on the

lowest step of the new wage schedule that will not result in a

wage reduction.

II. Treatment of Employees Who Voluntarily Move from a Wire

Technician Title in the Network Addendum.

Regular full-time employees in the Wire Technician job title

are eligible to transfer to a position under the BST Agreement

once they have reached at least thirty (30) months time in title

(unless waived by the Company) and have satisfactory

attendance and work performance, using the BST Article 12

transfer process. All requirements of the transfer process are

applicable for such transfers, including, but not limited to,

eligibility requirements, in addition to any additional

eligibility requirements provided for under this Addendum.

Section 14 – Economic Protection Following Placement into the Wire

Technician Position of Surplus BST Employees

14.01 The following terms apply with respect to the continued

application of specified terms of the 2015 BST Agreement

between the CWA and the Company, when surplus employees

under the BST Agreement are involuntarily moved into the Wire

Technician job title covered by the Network Addendum - UFO:

Network Addendum

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343

I. Economic Protections for Surplus Employees from the BST

Agreement.

When surplus employees from the BST Agreement are placed

into a Wire Technician position in the Network Addendum -

UFO as a result of surplus procedures contained in the BST

Agreement as applied in Section 13 above, the following

provisions of the BST Agreement shall continue to apply to

such employees in lieu of any otherwise applicable provisions

of the Network Addendum - UFO for Wire Technicians while

they remain in the position in which they are placed:

A. Overtime and premium pay pursuant to sections 4.01

through 4.05;

B. Personal illness treatment pursuant to sections 6.02

through 6.03;

C. Shift and differential treatment pursuant to sections

4.07A - E;

D. Recognized holidays pursuant to sections 5.01 through

5.04;

E. Excused work days pursuant to section 5.05;

F. Vacation pursuant to sections 5.06, 5.08 through 5.12;

G. Guaranteed 40 hour workweek;

H. Definitions pursuant to sections 1.08, 1.11, 1.21, 1.24,

1.31, 1.35, and 2.03;

I. Force Adjustment pursuant to Article 7;

J. Suspension and discharge pursuant to sections

11.01A2 and A3; and

K. Employment Security Partnership pursuant to Article

24.

Network Addendum

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344

Section 15 – Employment Classifications Based upon Entry into the

Wire Technician Position

15.01 Surplus employees from the BST Agreement who accept job

offers as a result of surplus procedures contained in the BST

Agreement, as applied in accordance with Section 13, Force

Movement of Employees, shall be placed into the Wire

Technician position in the Network Addendum - UFO as Regular

Employees.

Section 16 – Conclusion

16.01 CWA further agrees that it will not seek to alter any existing

bargaining units in any AT&T company on the basis of any

movement or transfer of employees between said companies as a

result of this Addendum. Further, CWA will not, on the basis of

this Addendum or on the basis of any change in operations or

practices as a result of this Addendum, in any pleading, petition,

complaint or proceeding before the National Labor Relations

Board, an arbitrator or panel of arbitrators, or any court, assert,

claim, charge or allege that any companies are a single or joint

employer or enterprise, alter egos, accretions or successors of one

another, or that any bargaining units of said entities represented

by or sought to be represented by CWA are a single bargaining

unit, or are or should be otherwise altered in their scope or

composition. This commitment on the part of CWA will survive

the expiration of this Addendum, unless and until such time as this

commitment is terminated by the mutual written agreement of the

Parties.

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345

SCOPE OF WORK FOR WIRE TECHNICIAN

The Wire Technician will perform all work at the customer premises up

to the Network Interface Device (NID) or equivalent. This work will

include but is not limited to all inside wiring, CPE equipment – including

VoIP, Direct Broadcast Satellite (DBS), testing, sales, customer

instruction on equipment, etc. for all services regardless of the

technology or equipment involved.

In addition to the current job duties performed by Wire Technicians, the

Company may assign the Wire Technician, regardless of the technology

or equipment involved, to:

a. Necessary cross connection work at the Serving Area Interface

(SAI), including the Video Ready Access Device (VRAD),

Primary Flexibility Point (PFP), or equivalent.

b. All work from and including the Serving Terminal (including fiber

drop) up to and including the customer premises for IP enabled

non-design products and services.

c. Pair Changes

d. Port Swaps

e. Place and remove bridge tap cancellation devices

f. All work at or in the customer premises for all services except:

 Installation and maintenance work for TDM enabled voice

service (POTS), outside the NID.

 Initial installation work for ATM enabled DSL service,

outside the NID.

 ATM enabled DSL service repair or maintenance, outside

the NID.

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346

A Wire Technician may, however, perform any of this work from and

including the serving terminal up to and including the customer premises

if already dispatched to the premises for work not identified in bullets

above.

Wire Technicians will not perform any splicing function in any outside

plant, regardless of equipment or material. The only exception to this

is that, in copper cable, a Wire Technician can splice their assigned

pair to a drop in a ready access terminal that does not have binding

post. In that instance, the copper cable pair should only be bridged

into the drop. The Wire Technician is still not allowed to remove

bridge tap or cut the pair dead ahead.

Customer Markets Addendum

347

CUSTOMER MARKETS ADDENDUM

Account Management Center Compensation Plan

Consumer Services Centers

Leveraged Compensation

Performance Discharge for Sales Associates

Preference for Non-Scheduled Days

Large Business

Optional Holidays

Flexible Excused Time

Time-Off Not Scheduled Under 5.07F

CPE Only

Cities in Wage Area I

Work Report Area

Compensatory Time

Contracting of Work in the CPE Marketplace

Drug Testing

Employee Development

Equalization of Premium Pay Work Opportunity

Grievance Procedures

Optional Holidays

Stand-By Technician

Temporary Transfers

Time-Off Not Scheduled Under 5.07F

Travel Expenses

Wages – Starting Rates

Customer Markets Addendum

AMC Compensation Plan

348

ACCOUNT MANAGEMENT CENTER

COMPENSATION PLAN

The Account Management Center (AMC) Compensation Plan (hereafter

referred to as “The Plan”) has been developed as a standard compensation

plan for the AMC organization. It is a tool designed to drive correct

behaviors by linking corporate objectives to personal performance.

I. Plan Objectives

A. Build strong relationships with customers to retain and grow

revenues through:

Customer Retention

Incremental Revenue Growth

Improved Quality and Productivity

B. Reward sales employees competitively based on:

Sales Performance

Customer Retention

Efficiency and Productivity

Quality Improvement

II. Eligibility

The Plan is designed solely for Communications Sales Specialists

within the AMC organization.

III. Compensation Structure

This compensation plan is designed to migrate from an 80/20 to a

70/30 weighted plan during the term of this contract through

increases in the incentive portion of a seller’s total wage package.

Customer Markets Addendum

AMC Compensation Plan

349

A. Incentive Payments

Incentives are paid based on actual attainment of each

objective at the end of a month or quarter. The objectives will

be assigned by management.

Incentives may be paid, but not limited to, one or more of the

following components:

1. Sales Performance

2. Customer Retention

3. Productivity

4. Efficiency

5. Quality

B. Frequency of Payments

Incentives will be paid on a monthly or quarterly basis

depending upon the components. Incentive payments earned

will be paid by the end of the month following the month

and/or quarter in which incentive was earned.

C. Bonus Plan

Cash bonus plans may be developed by the Company to

address specific business needs. Any such bonus plan will be

shared with the Union prior to implementation. The Company

has the right to amend, change or discontinue bonus plans with

prior notice to CWA at the Executive Level.

D. Payment Process

Communications Sales Specialists will be hired at Wage Scale

19 and paid at that rate until initial training is completed and

they are assigned responsibility for a sales module or sales

territory. At the time of module/territory assignment, the

Specialist will be moved to Wage Scale 3.

A minimum percentage of the leveraged portion of Wage Scale

3 will be paid in a “ramped” or graduated process as follows:

Customer Markets Addendum

AMC Compensation Plan

350

First Month on WS 3 - 100%

Second Month on WS 3 - 75%

Third Month on WS 3 - 25%

Fourth Month on WS 3 - 0%

IV. Program Tracking

Results will be accumulated from the first day worked in the month

to the last day worked in the month.

V. Administrative Provisions

The Company reserves the right to establish and revise procedures

and policies, to add or delete product and service offerings, and to

change product values in accordance with business needs. Before

establishing or revising procedures and policies the Company will

meet with the Union at the Executive Level to communicate changes

prior to implementation. Any Plan change or revision that puts the

base amount and/or target amount in jeopardy will first be negotiated

with the Union at the Executive Level.

Management will have the responsibility to adjust objectives to

ensure equitable treatment of all parties. Management will also

notify plan participants prior to implementation of changes or

revisions to the Plan.

The Plan will be administered by the Compensation and Tracking

Group within the AMC’s sales support organization.

A. Review and Adjustments

Achievement reviews will be conducted quarterly by the AMC’s

AVP-Sales. The AVP-Sales and Vice President/General

Manager will review an individual’s objective assignment for

each Plan participant below 75% year-to-date attainment and

above 150% year-to-date attainment. The Compensation and

Tracking Group may modify objectives as business needs dictate.

Customer Markets Addendum

AMC Compensation Plan

351

B. Transfers/Promotions/Change in Status

In the event that an employee transfers or is promoted to another

position, the participant will be eligible to receive any incentives

based on achievement of objectives up to the date of such

transfer, promotion or change of status. Such incentives shall be

calculated and paid when other participating Plan members are

paid.

C. Windfall/Downfall

A windfall/downfall is an unusual situation resulting in an event

or opportunity over which a Plan participant has no direct control

and which was not -- or could not have been --anticipated. This

situation could result in an objective change. The Company

reserves the right to adjust any portion of the Plan to bring

compensation in line with reasonable objective attainment.

D. Benefits

Incentive payments are to be included in the calculation of

Company benefits.

E. Appeals Process

An appeal is a request for an exception to the current incentive

policy. A request for an exception should be submitted to the

AVP-Sales for review and the Vice President/General Manager

for concurrence prior to forwarding to the Compensation and

Tracking administrative staff.

F. Grievance Procedures

The Plan structure and components shall not be subject to the

grievance procedure.

G. Overpayment Adjustments

Plan objectives that carry year-to-date (YTD) objectives may

sometimes result in overpayments. In such situations, the

Company will adjust future incentive payments to offset

overpayment. However, the Company will not require the

employee to pay back any overpayment from their basic wage

while they are covered by an incentive plan. If the employee

Customer Markets Addendum

AMC Compensation Plan

352

moves to a position that is not covered by an incentive plan, or is

separated from the Company, they will be liable for any

repayment.

If the incentive is based on inaccurate or fraudulent sales results,

the employee will be required to repay the entire unearned

incentive amount regardless of whether or not the employee is

still a participant in the Plan.

Customer Markets Addendum

Consumer Services Centers

353

CONSUMER SERVICES CENTERS

In Consumer Services sales, service, and collection offices, core hour

tours for Monday-Friday will fall between 6:00 a.m. and 7:30 p.m.

Offices within the same gate will, over a period of four weeks, have an

equivalent percentage of core hour tours according to available

headcount. The hours of operation for offices of similar size (10%

headcount variance) on the same gate will vary from each other no more

than one hour at beginning or end. No office will be scheduled to open

later than 8:30 a.m.

When Consumer Services operates in a 24-hour environment, the above

procedures will not apply to the offices designated as the 24-hour offices.

Should Consumer Services decide to operate a late night center(s), the

above restrictions on hours of operation would not apply to those centers.

Should Consumer Services change from the current

sales/service/collection gates format, the Company and Union will meet

at the Executive Level to determine if there is a need to re-bargain these

procedures.

Customer Markets Addendum

Leveraged Compensation

354

LEVERAGED COMPENSATION

The Company and the Union recognize the importance of linking

performance with compensation in today’s competitive marketplace. It

is the intent of this document to allow the Company to create leveraged

compensation plans, consisting of base pay and incentive pay, to ensure

compensation is commensurate with sales results in the Consumer and

Business organizations.

To ensure the Company has sufficient time to accurately assess an

employee’s performance, an employee on a leveraged compensation plan

will be considered probationary until nine (9) months of service has been

achieved. If an employee on a leveraged compensation plan with less

than nine (9) months of service is suspended or discharged, a charge the

suspension or discharge was without just cause will be subject to the full

grievance procedure set forth in Article 21, but will not be subject to

arbitration.

Compensation

1. The top rate of the base wages for leveraged compensation plans

will be at least 60% of the top rate of current titles performing like

functions.

2. Incentive pay may be based on multiple performance measures and

calculated individually or collectively on those measures.

3. Incentives are paid based on actual attainment of objectives. The

objectives will be assigned by management. Incentives may be

paid on, but not limited to, one or more of the following

components:

- Sales Performance

- Customer Satisfaction

- Customer Retention

- Productivity

- Efficiency

Customer Markets Addendum

Leveraged Compensation

355

4. Employees will receive 100% of the Target Incentive amount

during initial training and the first 4 weeks following initial

training.

5. Prior to the implementation of the leveraged compensation plan,

the Company will meet with the Union to review the terms of the

plan. In addition, the Company may establish, modify, amend,

suspend, or discontinue the leveraged compensation plan at any

time. The Company retains the right to set and modify targets,

weights, strategic products, and to establish or change other plan

terms.

6. Base wages will have a 36-month wage schedule with 6 month

progression increases within the appropriate wage zone.

7. The target incentive dollar amount will be the same for all wage

zones. The dollar basis upon which target incentives are initially

created may be adjusted. Annually, the target incentive amount

will be increased in accordance with the general wage increases.

8. Incentive pay plans will be capped at 300% of target incentive.

Employees will be eligible for incentive pay once they exceed 50%

of their established targets.

9. Existing temporary and/or term employees performing the

same/similar functions as employees on leveraged compensation

plans may voluntarily request to move to the leveraged

compensation plan at any time during their temporary and/or term

assignment; however, they will not be moved involuntarily. If

their request is granted, they will be converted to regular full time

and placed on a base wage step with no loss of pay, unless their

current wage exceeds the new leveraged compensation base wage

maximum, in which case, they will be placed at the top of the

leveraged compensation plan base wage. Such employees will not

be permitted to return to their former compensation plan.

10. Current regular employees performing like functions within the

same work group can elect to move to the leveraged compensation

plan, and placed on a base wage step with no loss of pay, unless

their current wage exceeds the new leveraged compensation base

Customer Markets Addendum

Leveraged Compensation

356

wage maximum, in which case, they will be placed at the top of the

leveraged compensation plan base wage. In addition, on a one-

time basis, and at an employee's request, the Company will return

the employee to the former compensation plan within six months

of the movement to the leveraged compensation plan.

11. If a work group contains employees on both leveraged and non-

leveraged compensation who perform the same functions and a

surplus is declared, the employees will be treated as one for force

adjustment purposes.

12. Employees covered by the AT&T Pension Benefit Plan - Southeast

Program who move to a leveraged compensation plan will have

their pension calculated using the pension band that would be

applicable to other employees performing like functions in the

same wage zone.

13. The Company agrees to meet with the Union and bargain to

agreement prior to establishing and implementing a leveraged

compensation plan for titles other than those with the same or

similar job duties as Sales Associate.

Leveraged Compensation Committee

It is the Company’s intent to communicate to the Union the contents of

leveraged compensation plans. It is also the Company’s intent to limit

changes in such plans to those required for competitive or business

reasons as determined by the Company. While the highly competitive

and dynamic nature of the Company’s business does not allow the

Company to commit to a limitation in plan changes, it is the Company’s

intent that any changes to leveraged compensation plans will be made in

a manner that fairly recognizes both the contribution of the employees

and the desire of the Company to outperform its competitors. The

Company will provide to the Union a copy of the leveraged

compensation plans. Further, it is the Company’s intent to provide,

whenever practicable, at least one (1) week’s advance notice to the CWA

prior to its notice to employees related to any such changes.

Customer Markets Addendum

Leveraged Compensation

357

The Company agrees to establish a regional joint committee to meet

twice a year to discuss the status of and suggestions regarding additional

leveraged compensation plans. In addition, if 70% of the employees on

leveraged compensation do not qualify for an incentive payout during

any given month, the Company agrees to meet through the committee to

review the leveraged compensation plan. This committee will consist of

no more than two representatives each, unless mutually agreed

otherwise. The meeting place and time will be by mutual agreement.

Travel expenses will be paid by each party. Normal meeting time should

consist of one-day sessions not requiring an overnight stay. Employees

participating in the meetings will be paid their normal wage rate, not to

exceed eight hours.

.

Customer Markets Addendum

Performance Discharge for Sales Associates

358

MEMORANDUM OF AGREEMENT

PERFORMANCE DISCHARGE FOR SALES ASSOCIATES

This agreement between the Communications Workers of America

(CWA) and BellSouth Telecommunications, LLC (BST) outlines the

understanding reached by the parties related to Article 11.01A1 of the

BST Working Agreement. The agreement is as follows:

Purpose:

To reduce the turnover rate in the Sales Associate title in the Small

Business Services and Consumer Services organizations as a result of

employees failing to meet performance objectives.

How:

Modify the provisions of Article 11.01A1 of the BST Working

Agreement such that –

If an employee has 9 months or less of seniority and is terminated due to

performance, a charge that the discharge was without just cause will be

subject to the full grievance procedure set forth in Article 21 but will not

be subject to arbitration.

Intent:

To provide the organizations additional time to work with employees

who would otherwise be terminated within the first 6 months of

employment for failing to meet Company defined performance

objectives. It is not the intent of the agreement to affect the language of

Article 11.01A1 related to terminations for attendance & punctuality or

misconduct.

Affected Organizations:

BST – Small Business Services and Consumer Services

Customer Markets Addendum

Performance Discharge for Sales Associates

359

Affected Title:

Sales Associate, Wage Scale 27

Duration:

This Memorandum of Agreement is for the life of the current 2015 BST

Working Agreement unless either party decides to terminate early by

providing 30 days advance written notification to the other party at the

bargaining level of intent to terminate the agreement.

For the Union For the Company

Michael J. Fahrenholt, Sr. John P. Trageser

State Representative Executive Director

CWA District 3 Labor Relations

Customer Markets Addendum

Performance Discharge for Sales Associates

360

PREFERENCE FOR NON-SCHEDULED DAYS

Employees in Consumer Services may express their preference for

non-scheduled days when subject to Saturday scheduling. An

employee's preference shall be given consideration, in the order of

seniority, if such preference is indicated when the employee exercises

his/her choice of tours per Article 3.02. Assignments will be made to

the extent feasible on Tuesday - Friday, except for assignments made

on a rotational basis or in emergency conditions.

Customer Markets Addendum

Optional Holidays - Large Business

361

OPTIONAL HOLIDAYS 5.01A2

Large Business

Optional Holidays:

Any day other than those specified in "1" above such as, but not limited

to, Washington's Birthday, Good Friday, Veteran's Day, Martin Luther

King's Birthday, employee's birthday, religious holidays or days of

remembrance, etc., may be selected as an optional holiday. Where some

other holiday has special local significance (such as Mardi Gras Day at

New Orleans, LA), that day may be substituted for one of the four

optional holidays if locally desired. In addition, the company may

designate one other day in each calendar year for employees in a work

group or in any larger group, provided the employees in such groups

would not be scheduled to work.

A. Employees shall designate 4 optional days (if the Company has

designated none) as being their additional holidays. An Optional

Holiday may be scheduled in a week with a specified holiday.

Employees who have not made such designation by December 31st

shall observe Washington's Birthday (third Monday in February),

Good Friday, Veteran's Day (November 11), and the employee's