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


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.
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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.

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Member Employer News


Contract Expires: March 28, 2026

CenturyLink/Lumen Contract Now Available

June 21, 2023

Download the contract here.

CenturyLink Tentative Agreement

August 22, 2019

Here's the tentative agreement for the CenturyLink contract.

Lumen Contract Ratified

August 4, 2022

The 2023-2026 CWA LQ/LUMEN contract has been ratified! 

We are pleased to announce that the 2023-2026 CWA LQ/LUMEN contract has been ratified, with an 83.19 % yes vote and a 16.81 % no vote. The ratification bonus of $1000.00 will be paid within the 28 days of ratification for active employees on the payroll, effective August 6, 2022. After a follow-up conversation with the Company, we have agreed to change the effective date on a few provisions that are part of the new agreement to the ratification date (see attached). This will give all LQ employees covered under the current 2020-2023 CBA an additional paid holiday (Martin Luther King Day) on January 17, 2023, instead of waiting until the new contract comes into effect on April 2, 2023. 

The Company will also start hiring Network Technicians to meet their commitment to having CWA Bargaining Unit employees perform the splicing work for the upcoming fiber deployments, and the WFH employees will now be covered upon ratification of the new agreement. This change will give all WFH employees the same benefits as other employees who are already covered under the 2020 WFH MOA.

- Why did we change the effective date on some of the new provisions to the ratification date?

- This benefits our members and does not change or alter what was negotiated in the 2023-2026 CBA. The Company and Union agreed that MLK day is a very important day for our members to celebrate and reflect on the life and work of Martin Luther King Jr., and there is no reason to wait until 2024 for employees to be able to take this day as a holiday.  

The Company is also ready to start their fiber build outs and wanted to start hiring now so we have a workforce to perform this work. 

- How will my ratification bonus be taxed? 

- It will be taxed at the IRS supplemental holdings tax 22%, Social Security tax 6.20%, Medicare 1.45%, plus the state supplemental tax.  

- Will employees on STD receive the ratification bonus?

- Employees on STD are still considered active employees and are not on a leave of absence. They will be paid the ratification bonus.

Q-Will employees on a leave of absence be paid the ratification bonus?

A - It depends on the type of leave the employee is on. Employees who are on a military leave will be paid the ratification bonus based on USERRA considerations. Employees on STLA or a Union Leave of Absence will not receive the payment.

- What about employees who are on an ADA/Accommodation leave?

- They will not receive the bonus payment unless the employee returns to work by the end of the year, the Company will then pay them the bonus.

In solidarity,

CWA District 7 CenturyLink/Lumen Bargaining Team

  • Lisa Avila, Assistant to the VP
  • Paul Castaneda, Staff Representative
  • Michael Salazar, Local 7037
  • Anthony Scorzo, Local 7777
  • Val Packer, Local 7621
  • Thomas Denos, Local 7704

  • Tentative Agreement with Lumen

    July 7, 2022

    Lumen Limited Early Bargaining Report - #6

    Your CWA Bargaining committee is pleased to announce that we have reached a 3 year tentative agreement with Lumen effective April 2, 2023 and expires at 11:59 pm on March 28th, 2026.

    Your Bargaining Committee met with Lumen representatives last week for early limited bargaining. We spent many hours reviewing data and preparing our proposals, and we knew we had a limited amount of time together to address the priorities from both sides of the table. The Company came to the table with several regressive proposals. The Company wanted to take away pensions for new hires, lift the mandatory over-time cap of 8 hours to 16 hours, remove the double-time language for mandatory overtime worked between the 49-55 hours, remove the limitations in the call-sharing agreement with the non-represented employees, proposed that the retirees forfeit their accumulative HRA rollover balance, and change the credit consultant title to the CSSA title in Mass Markets which would have been a reduction in their base wage and an impact to their pension benefits.

    When Lumen representatives asked us if we were interested in going to early negotiations we decided to hear them out after having several conversations on this as a committee. We felt that going into limited early bargaining was the right thing to do. If we were to go into full blown bargaining in 2023 the entire contract is open, and what we would gain and loose is unknown. While what we could bring to the table was limited for both sides, it enabled us to focus on our top priorities while retaining many provisions and gains that we have fought for over years of negotiations and our vacation, sick time and all other economic options would remain untouched.

    Through the current negotiations we were able to keep all current benefits for active employees while making improvement in wages, bring in new work, job security, and a work from home agreement for those employees who are currently working as a fully remote or hybrid employee. Included in the agreement is substantial wage increases, a ratification bonus, and we were also able to negotiate an additional paid holiday to reflect and celebrate the life and work of Martin Luther King Jr.

    If the tentative agreement is ratified the new expiration of the contract will be March 29, 2026. A $1000.00 ratification bonus will paid out to all our members within 28 days of ratification.

    Considering the amount of issues that could be open in full negations we feel that protecting what we have is in the best interest for our members as we will be presenting this tentative agreement to the members for a vote. The contract ratification vote will be conducted by each Local, more information forthcoming.

    The CWA Bargaining Committee unanimously recommends ratification.

    Here is a summary of the terms of the agreement pending ratification from the membership:

    Duration of Contract: The terms of the contract will become effective April, 2, 2023 upon ratification and will remain in effect until 11:59pm MDT March 28, 2026.

    Wages and other compensation: 3 year hourly base wage increase. June 12, 2023 5%, June 10, 2024 4%, June 9, 2025 4%.

    $1000.00 ratification bonus paid within 28 days of ratification.

    New employees hired/rehired after January 1, 2024 will not be eligible to retiree health care. Retiree health care for active employees remains unchanged.

    Retiree Health Care: Effective January 1, 2024 current HRA funds will not roll over to the following year. Any unused rolled over funds from previous years may be used to reimburse expense in subsequent years. Eligible expenses will be deducted first from the current year funds prior to the previous roll over funds. The Company will provide a notice to the retiree telling them the amount of roll over funds that they have available to them and how they may be used.

    Increase base wage for Idaho Falls CSSA’s of $1.00 an hour at each wage progression step combined with the annual wage increases over the next three years. This will help close the gap in regards to the inequity of pay for CSSA’s who live and work in Idaho Falls to more closely match the hourly wage between what other CSSA’s are making in other areas. Currently there is a difference of approximately $3.29 an hour between Idaho Falls and the other geographic areas.

    Added Martin Luther King Jr. Day as a paid Holiday, 3rd Monday in January.

    Work from Home Agreement: Expanded language to all remote employees to be paid if there is a mass outage and they are unable to work, improved force adjustment language and protections for Fully Remote, Hybrid, and Work from Work employees.

    Commitment to hire approximately 235 Network technician jobs (WS2) to perform Best in World Fiber splicing work with a commitment that there will be no layoffs for performing this work due to contracting.

    Commitment to utilize bargaining unit employees to perform the National Network/Enterprise work. Titles that would be considered for performing this work are Customer Data Technicians, Central Office Technicians, Customer Service Specialist, Network Technician, CPE technician, and Broadband Technician.

    Commitment to bring back 20% of the chat work from the vendor in the internet repair centers. This will bring back more work from the vendor and increase the floor of total work being performed by bargaining unit employees from 40% to 50%.

    Letter of agreement on Contracting of Work: The Company agrees to review and discuss any contracting of work prior to any contracting being implemented.

    Letter of Agreement on Performance Enhancement Programs: The manager must coach during the month end review meeting and identify the reasons why the employee is not meeting their metrics and the steps the employee should take to improve their numbers.

    No changes in benefits for active employees.

    In solidarity,

    CWA District 7 CenturyLink/Lumen Bargaining Team

  • Lisa Avila, Assistant to the VP
  • Paul Castaneda, Staff Representative
  • Michael Salazar, Local 7037
  • Anthony Scorzo, Local 7777
  • Val Packer, Local 7621
  • Thomas Denos, Local 7704

  • CenturyLink Contract Approved

    September 19, 2019

    CWA Local 7803 is pleased to announce that the CenturyLink contract was approved by the membership. The contract expires on April 1, 2023.

    CenturyLink Tentative Agreement

    August 22, 2019

    Here's the tentative agreement for the CenturyLink contract.

    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".

    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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