Local 7803 [MAP]
16328 Renton-Issaquah Rd.
Renton, WA 98059
425-204-8495

Meetings:

General Membership Meetings are the 2nd Thursday of the last month of each quarter (ie. March, June, September and December) at 6:30 p.m.

E-Board Meetings are the 2nd Thursday of the month at 4:30 p.m.

Stewards Meetings are the 2nd Thursday of even numbered months at 5:30 p.m.

Contribute to COPE Today!

Contribute to COPE Today!

CWA-COPE is the political action committee for the working men and women of CWA, their families and retirees. CWA-COPE informs and mobilizes union families to encourage their participation in the political process.

To contribute just fill out the payroll deduction card and give to your steward. For more information please call the Local.

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Member Employer News

CenturyLink

Contract Expires: Oct 7, 2017


What To Do When A Retiree Dies

August 18, 2017

For information about how to apply for survivor benefits and other info, download this article "What To Do When A Retiree Dies 2015".


CWA/CenturyLink Contract

February 6, 2014

Download the final CWA/Centurylink contract (1.7Mb 353-page PDF)


CenturyLink Payroll Issues

January 16, 2013

To all CenturyLink employees: Check your paystub to make sure your carryover vacation is on there!

Jeanne Stewart
President CWA Local 7803


2012 Druthers Agreement Between RMG and Network Services in RCA 184

August 1, 2012

Here is the Agreement and the Signed Agreement.


2012 Qwest Retiree Premiums

January 6, 2012

Important information for all Legacy Qwest Employees


Qwest Pension - Concerns and Questions

April 21, 2011

Since the merger of CenturyLink and Qwest, we’re receiving a number of calls from members who are concerned as to what will happen to their current pension entitlements. Some believe that they should retire now, not because they want to but out of concern that they will be caught up in a change.

Comparisons between the Qwest Pension Plan and the CenturyLink Plans add to this with a number of our people wondering if CenturyLink will change the current Qwest Plan to the terms of one of the CenturyLink Plans.

Examples:

  • Can established pension payouts for vested employees be cut at the bargaining table?
  • Can the current defined pension plan be eliminated for vested employees?
  • Could the Company unilaterally buy out all pensions and end any pension coverage?
  • If so, are there laws governing this?

In this merger, CenturyLink is bound by the provisions of Section 1.3 (“Successorship”) of our contract. As such, CenturyLink “. . . shall be bound by the Terms and conditions of this Collective Bargaining Agreement between Qwest Corporation, Qwest Business Resources, Inc. and CWA, and shall assume all other duties and responsibilities of a successor (as that term is construed under the National Labor Relations Act).”

Any change to any of the negotiated benefit plans is subject to the provisions of Addendum 10. Section A.10.4 states that the employer can propose changes "provided, however, that no change shall be made without the consent of the Union in the Plans which would reduce or diminish the benefits or privileges thereunder for the employees within the bargaining unit."

By law, no change can be retroactively applied. A defined benefit Plan can only be changed on a ‘going-forward’ basis.

CenturyLink has 2 pension plans. The CenturyTel legacy Plan (which is now ‘frozen’) covering the non-represented CenturyLink employees and a second Plan which is compromised of the Pension assets of those units that CenturyLink has acquired that had pension plans. Those Plans are still in effect. Changing, eliminating or freezing those plans is a mandatory subject of bargaining.

Download this PowerPoint file (4.5mb) covering these topics as well as how the Qwest Pension Plan works. There is also information regarding retiree healthcare and how those Plans function.

There is not reason to run out the door based on a fear of what might happen. Particularly since there is no reason to believe that anything will change either now or in bargaining. Even if there were to be such changes made, those impacted would have enough notice to be able to exercise their options under the current Plans.

Lastly, not many of our members know of or understand the Pension Survivor benefit. Members need to initiate this process if they have an interest.

If you have any other questions or concerns, please let us know.

PowerPoint file (4.5mb)


An Important Message from CWA

October 09, 2010

"We support health care reform- but taxing our benefits isn't the way to pay for it [More].


Members Must Also Learn To Protect Themselves

May 21, 2008

A message from Mike Tulloch

To all members of Local 7803: No matter what company you work for you need to get better at protecting yourselves.

With the way the companies that our membership works for in this day and age, we all need to learn to protect ourselves better. Make sure to document any roadblocks or any issues you encounter throughout the day, be it staying at a location to long, safety meetings, lunches, breaks, customer contact, you need to document everything. I know it's a pain to have to do this but its one of the best ways to cover yourselves.

Qwest has unreal expectations of how much work a technician can accomplish on a normal 8 hour work day. No matter what you accomplish they will continue to increase their expectations. Craft people need to quit coming into work early and working without pay trying to get ahead on their work. We work to live, not live to work! You need to take your 15 minute breaks and your 30 minute lunch breaks. These are covered by State laws, you need to take this time, its your right.

Those of you who think you are going to stay out of trouble by using your own time to do company work, are now seeing that the company will just keep raising the expectations. You are falsifying your timesheet and the company can terminate you for falsifying your time. If you keep working without pay to accomplish your daily work, pretty soon you will have to come into work at 4am and work until 8pm to meet the companies unreal expectations and still receiving only 8 hours of pay.

Just remember anytime it suits their fancy, they will just up the bogey trying to make themselves look better. We all know that occasionally things work out and we can actually exceed expectations, but normally this isn't the rule with all the roadblocks we run into and the condition of the plant.

Next, anytime management asks to speak with you the first thing that should come out of your mouth is,.. "I would like Union Representation", and have them provide you representation before they proceed. If they tell you "No" "ask if this meeting could lead to discipline"? If they tell you " No", then have them write out a piece of paper and have them write that this letter or document in no way can be used or lead to discipline. Have them sign it, date it and have a copy of it attached to their documentation. Then you need to the original for your own records. Never hesitate to ask for Union Representation, its your right as a union member.

You may like your direct manager but they are getting their direction from above. Whether you like them or not you need to protect yourself and your way of life and asking for Union Representation is one of the best ways to do that.

In Solidarity,

Michael S. Tulloch
Executive Vice President
Local 7803
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