December '07 President's Report

The Union for the Information Age

December 2007 President's Report to the
Executive Board and Membership
Submitted by Malachy Sreenan

As we approach the holidays, I would like to thank all Local 7800 members, stewards and officers for their continued support and solidarity. 2007 has seen a number of challenges and obstacles; together we have been able to meet those head on and continue to fight for respect and workplace rights.

At Qwest, that fight has become more challenging over the past year with management gearing up to what will undoubtedly be a contentious year in ’08. We have seen a dramatic rise in the amount of discipline. Management seems to be moving straight to discipline rather than working through meaningful and appropriate development processes. We have seen that in the rush to record employee performance as it relates to arbitrary standards such as QJD, CQUE and CTEP, rather than figuring out how to help those employees become successful. Two years later, development plans still consist of getting out of the garage, not coming back to the garage and working harder. Management seems either reluctant or incapable of having a meaningful discussion with their employees around efficiency and customer service.

As a result of the rise in discipline, we have also seen a significant rise in grievances. It is essential that we all keep a log of our work activities, so that we can effectively challenge any discipline that might occur months down the road. Technician logs have been extremely effective in contradicting the data that management uses to substantiate the actions that they take. We as employees also need to hold our managers accountable. If they tell us that we are not meeting standards, then we need to be asking them exactly what they will do to help us be successful. If we have issues or problems, we need to be asking our managers exactly how they want us to correct or solve them. For too long, we have allowed Qwest management to manage numbers and not people. For as long as we continue to enable that practice, we will always have to suffer through arbitrary performance measurements like QJD, CQUE and CTEP.

In addition to performance-related discipline, there has also been a dramatic increase in discipline related to Code of Conduct issues; issues that range from the sublime to the ridiculous. No matter how weak or flawed the discipline might be, however, we have to defend ourselves, and navigate our way through the lengthy grievance procedure in order to affect a positive outcome. In addition to the grievance process, however, we do have the power of solidarity. As the company proceeds with its anti-union, anti-worker rhetoric and tactics, we have the power to demonstrate our own strength. Now, more than ever, it is essential that we demonstrate what has made, and continues to make, us strong: solidarity.

The company also appears to be targeting CWA stewards and activists in an attempt to weaken the union as we go into this contract year. This trend has not gone unnoticed, and we are in the process of challenging each and every instance, with every tool at our disposal. It is important that we don’t allow the company to dissuade or discourage members from standing up for themselves and each other, and from taking an active role in their workplaces. If you are interested in becoming more active in your local, please contact (206) 441-7800.

Unlike what is happening at Qwest, bargaining with our other major employer, MV Transportation, has been both cordial and respectful. I would like to congratulate the drivers and dispatchers on the Microsoft Campus in Redmond, WA, on their ratification of the tentative agreement reached between CWA Local 7800 and MV Transportation. After many months of negotiations, an agreement was reached calling for significant wage increases and improvements in working conditions.

In addition to double digit wage increases, and increases in differential payments, with the help of Shop Steward, Gary Cunningham, and CWA Staff Representative, Rick Sorensen, Local 7800 was successful in holding the line on healthcare benefits, with the company agreeing to absorb all cost increases, up to 10% per year, for the life of the three-year agreement. MV also agreed to increase the number of full-time drivers, currently 30, to 75 by August 1^st, 2008, and to 50% of the workforce by the expiration of the agreement. The new agreement also calls for a reduction in the probationary period, and the wait time to qualify for health, dental and vision benefits.

The agreement, which also guarantees additional paid time off for both full-time and part-time employees, would not have been possible without the unwavering support and input from each and every union member in the bargaining unit. This agreement represents what is possible when we all work and stand together as one.

Every year, approaching the holidays, we all take time to count our blessings and think of those who are less fortunate. When it comes to volunteering, the CWA Local 7800 Community Services Committee always goes that extra mile, and this holiday season was no different. On November 8^th and 15^th, 2007, fifteen members of the committee volunteered to help serve hot meals to the homeless at the Seattle Union Gospel Mission. Seattle’s Union Gospel Mission (UGM) is a private organization that, since 1932, has helped the community reach out with compassion to those who have lost hope. Local 7800’s Community Services Committee epitomizes this union’s dedication to giving back, and our members’ willingness to share their time, energy and enthusiasm to help those in need in our communities.

Happy Holidays.