Presidents Report

President’s Report
Chris Rossie

November 7, 2008

The CWA-Qwest 2008 Tentative Agreement has been ratified by the membership with 7925 votes for and 2485 votes against. Results from our Local are 782 votes for the agreement and 249 votes against. Tabulation from all Locals voting on the ratification are attached below for your review. I want to thank every member that participated in the process by exercising their right to cast a ballot.

Throughout the last several months, the members of our Local have been engaged in several discussions about what we do or do not like about this current agreement. We made our voices heard across 13 states. Local 7019 was a key participant in overturning the first unsatisfactory tentative agreement during this bargaining session. It has now been decided by the membership that this is what our contract is going to be until October 6, 2012. However, the process does not stop here. As we have shown, the members of this Local can, did and will continue to have an impact.

On behalf of OUR members with families and OUR retirees, please accept my apology for having to undertake the most negative effects of this contract as a result of the changes and increased costs of the health care package. We will persevere and endure through the regressive language of this contract and strive toward the ability of our Membership to Unite and overcome as the members before us. We are still here and will continue OUR cause.

CWA Ratification Vote 08 contract Q-230a .pdf

November 6, 2008

The ballots for the CWA/Qwest Tentative Agreement will be counted tomorrow, Friday, November 7. No preliminary information is available. Notification of the results of the ratification vote will be made upon completion of the count at the end of the business day, by e-mail to the membership, you may also check the District 7, password protected, bargaining website for an update.

If the membership ratifies the contract it will have become effective as of October 12, 2008.

However, if the Tentative Agreement is voted down, there will be an initial 96 hour cooling off period. This time will be used productively, either to address the issue or as prep time for a strike. All strike assignments remain the same as they were from the August 16 contract expiration. If you have questions about your strike assignment or would like to make an adjustment, please contact your Local officer.

Be proud that you have participated as a member to make a decision that will direct our destiny.

October 30, 2008

Today, Thursday, October 30, 2008, the Union won the arbitration for the first QJD termination in Arizona. Vince "the Sharkman" Herre will be back on the payroll and returning to his job at Qwest as soon as the details are worked out. Vince was terminated just short of 18 months ago. With lessons learned, we will continue to persevere. This is a VICTORY for ALL OF US!

October 22, 2008

In response to letters sent by Qwest executives
Bob Tregemba and Dan Yost to the membership stating;

If you want to have a voice in your future it's vital that you vote. Please be aware your failure to vote is the same as voting to reject the agreement, so be sure to mail your ballot by Oct. 25 so that it arrives by the Oct. 30 deadline.

The statement is incorrect.
Only the ballots cast by OUR membership will count or be counted.

If you do not VOTE, it does not COUNT! However you decide to VOTE, PLEASE VOTE! The ratification of this TA needs to be decided by our membership, not half the membership. The membership must believe in itself and what we mean as a Union.

The letters from Tregemba and Yost were reviewed by CWA attorneys and nothing in the letters was found to be illegal. The formal letter from District 7 regarding the issue is attached below.

As a reminder OUR meeting is scheduled for

Wednesday October 22nd between 7:00-9:00PM
at the Mesa Jaycee Courtyard
640 N Center St in Mesa

We will be addressing the current Qwest TA and Surplus Announcement.

If you would like to exchange jobs with a member that is being affected by the current Qwest VSPP surplus please go to the Qwest HR site to complete and submit the EVSPP request paperwork.

If you have received a ballot for the Qwest TA ratification vote and there is a problem with the contents, such as the name on the return ballot envelope is not yours, or if you have not received your ballot yet, please call the American Arbitration Association immediately at 800-273-0726.

See you at the meeting!

October 20, 2008

This is not an argument for or against the Tentative Agreement.

A Contract Readout Meeting was held Thursday night, October 16 at the Carpenter's Hall in Phoenix. Our District 7 Vice President Louise Caddell was present to report out and answer questions from the membership regarding the current Tentative Agreement between CWA and Qwest. We are in the process of setting up another meeting.

Last week, Qwest took it upon themselves to announce that CWA was conducting joint meetings with the company regarding the Tentative Agreement at 20 E Thomas Rd. This was never the case. The Local never agreed to, or scheduled this meeting. When Qwest was advised that the Union would not be conducting a joint meeting at the 20 E Thomas Rd building, the company put out an e-mail saying the meeting had been cancelled and Louise Caddell would not be coming to present or answer questions. It is unfortunate that many of our members believed the meeting that was cancelled was the meeting we held at the Carpenter's Hall, Thursday night.

Local 7019 events and information will be provided to the membership by Local 7019!

I know our members are not satisfied with the way bargaining has gone between CWA and Qwest. Our membership wants what they feel they deserve and are willing to sacrifice their income and security, as so many Unionists before us have, to the benefit of ALL! and I will PROUDLY STAND THERE NEXT TO YOU!

DO NOT UNDERESTIMATE YOUR ADVERSARY!

Have you considered the possibility that Qwest may be dogging us into voting down this TA and going on strike? We could be giving them exactly what they want. It could be to the company's advantage for our contract to have expired and for our members to be off payroll to allow them to possibly declare bankruptcy or sell the company, or even both! We could be putting the company in a position that allows them to blame Union wages and Union benefits for their fiscal inadequacies. Realize that we would not have any play in a bankruptcy or sale situation because there would not be any agreement between the company and CWA if we were on strike. Now that I have your attention, please read the remainder of this e-mail, paying special attention to the last few paragraphs.

I need to address a few points before moving on to the main message.

Consider the timing of the company trying to schedule a joint meeting with the Union, on company time, on company property to address the current Tentative Agreement on the same day that Qwest announces a surplus of employees.Could the company purposely be trying to incite the membership against the Union? Step back for a moment and walk through this with me.

During the District 7 Conference in May a strategy was formulated for Qwest bargaining. Our bargaining committee took that strategy and went to the table to negotiate with Qwest. Comments were made by the bargaining committee about how Qwest was not bargaining, did not know how to bargain and how at times it appeared to be a take it or leave it situation.

The expiration of the contract came and went on August 16, 2008 and we did not go on strike. The next day and the bargaining committees on both sides came up with the first Tentative Agreement (TA). The bargaining committee presented to the membership what they said was their best effort. Our Local held four different meetings for the membership to learn about and ask questions regarding the TA, before forming their own opinion on whether or not to ratify.

After those meetings and while a ratification election of the first TA was in process, Qwest management in Phoenix, took it upon themselves to arbitrarily lift the overtime caps and have managers doing craft work, during what they called a catastrophic event, otherwise known as the infamous PHOENIX HURRICANE. This incident enflamed the membership. I reached out to our members and the Presidents of the other Locals with Qwest members to not ratify the TA and send the bargaining committee back to the table with Qwest, to get us the RESPECT we deserve. I stand behind that decision today. Subsequently, we voted the first TA down and sent the bargaining committees from CWA and Qwest back to the table with specific directions.

There were some gains in the second TA, but not to the extent that the membership would have preferred. The details of those changes were identified in a previous e-mail and covered at the readout with Louise Caddell. We presented options to the company to save money and designate it for contract improvements, such as eliminating the uniform program, GPS system, executive bonuses, stock options, etc. Obviously, the company declined and is not going to move in the direction we want them to go, or nearly as far. The bargaining committee, for the second time has presented to the membership what they said was the best they could accomplish for us, yet the health care for families and retirees remains unchanged from the first TA. I do not recall anyone ever saying this was a good TA. I want to note that there have been uncalled for accusations made regarding the integrity and abilities of certain individuals in our Union regarding this bargaining session with Qwest. These actions are not beneficial to our cause and only serves to weaken our resolve. Please keep in mind that if the membership votes down the second TA, we go on strike against Qwest and send that same bargaining committee back to the table for a third time.The same bargaining committee that some members have become so vocal about.

This brings me to the main message I want to share with you about considering that Qwest may be dogging us into voting down this TA and going on strike? During the first TA election they put managers in our load and walked all over our contract. Now, just as the ballots have been mailed out to the membership for the second TA, the company announces an accelerated surplus, with less than 90 days notice, across the entire company, a total of eight states are affected by this surplus. Our membership is losing the following jobs;
15 TOC Assignment Consultants, 3 Data Specialists, 3 Outside Sales Reps, 1 Screening Consultant, 1 Building Specialist, 1 Supply Attendant, 19 Analytical Assistants, 27 Network Techs, 15 Assistant Techs, 2 Frame Attendants and 18 Analytical Associates.

Going on strike does not compel the company to negotiate with us. Perhaps this was their plan all along. Think about the bargaining sessions, there was nothing to report because there was no bargaining going on. Why was the company so unwilling to give any concessions for the non-Cost items we asked for? I know we all like to think that we can not be replaced. However, we all know that certain management types in the company would like to replace us with non-Union wage and non-Union benefit employees.

Do you remember the rumor that we would have to reapply for our jobs? Ask yourself how first level management knew about this concept prior to August 16? In what circles was it being discussed? Upon learning that the statement was being made in the field, I put out an e-mail that we were protected against being terminated from our jobs during a strike against the company, which is completely correct. However, if we change the scenario slightly, if we go on strike and the company refuses to negotiate with the Union, we can not just call off the strike and go back to work. If the Union calls off the strike without having negotiated an agreement with the company there are no jobs to return to. We would have to reapply for our jobs in this case.

Our STRENGTH is in Our SOLIDARITY! The company and the membership gauges the validity of our statements by the number of ballots cast by our members. Whatever we as a Union decide to do, this Local will stand beside the membership. If we decide to strike, I will personally be on the line every day with you. If we ratify this agreement we have the next four years to come up with a new strategy to take to the next employer we bargain with. In the mean time we will pursue all grievances and NLRB Charges and seek satisfaction through the Corporation Commission regarding the blatant management misbehavior at Qwest.

I am not trying to tell you how to VOTE on the TA. However you decide to VOTE, PLEASE VOTE! We need to know that what is decided, was decided by the membership! Not half the membership. The membership must believe in itself and what we mean as a Union.

If you need a duplicate ballot or have not received your Qwest ballot before

Tuesday, October 21, 2008
contact the
American Arbitration Association at:
1-800-273-0726

October 14, 2008

The current Tentative Agreement between CWA and Qwest will go into effect October 12, 2008 thru October 6, 2012 1059pm Arizona Time. You will be advised of the time and location for a contract readout as soon as it is arranged. The details of the second Tentative Agreement are available on the District 7 website if you were unable to open either attachment previously e-mailed to you.
Stay Strong! Stay Proud! WE ARE UNITED!

October 11, 2008

The contract date is changing from the month of August to October 12, 2008 thru 1059pm Arizona Time October 6, 2012. The wage increase will be effective on the this date and not backdated to August, with the exception of the CSSA increase which takes effect on January 04, 2009.

We have discussed at great length over the past two months what we wanted to change in this tentative agreement. Where we were successful in the highlights previously identified, several components of the previous tentative agreement will remain. All the details have not been made available yet, however, the following items will be in place;

. The health care plan remains as it was stated on the previous tentative agreement. The defined cost figures of the third year will carry over and be the same for the additional fourth year of the contract.

. Pathways has been capped at $5250.00 per year in all categories for all participants, without the grandfathering of current students in the program as previously proposed. Effective on January 1, 2009

. The loss of Holiday pay for an unexcused absence the day before or the day after restriction will remain.

. The current light duty policy of being paid for 180 days of restricted duty changes to the first 90 days paid and second 90 days excused time not paid.

. Concession changes previously proposed will remain.

. The option for a Roth 401K was retained.

. You will have the ability to name any living person the beneficiary of your pension benefits.

No, we did not get everything that we wanted in or out of the tentative agreement, but this is where we are. We sent the bargaining committee back to the table. Unfortunately, they could not improve upon the health care package. Looking objectively at what we gained, beyond the wage and pension increase, QJD Protection (official language will be provided when it is received.) Retail Sales Associates and Outside Sales Associates will be given the same health care package as all other members are entitled to, instead of the management plan they had been subjected to. Retail Sales Associates and Outside Sales Associates are going to be granted arbitration rights, which they were previously denied. The Outside Sales Representatives are going to participate in a wage increase.

The District has decided to use the American Arbitration Association to conduct the ratification election for this tentative agreement. This is being done for a couple of reasons. One is to put aside any concerns questioning the validity of the election or the results. Second, is to streamline the process and attain the results by the end of this month. Ratification ballots mailed out on Wednesday, October 15th, are required to be returned by October 30 and the results will be announced on October 31, 2008.

This brings us to the decision WE need to make. First, you need to decide for yourself, if this agreement is acceptable. Second ask yourself, what can the membership gain by giving up your income and benefits to go on Strike? Then make a decision and when it comes time, VOTE! This is too important to leave up to someone else to decide for you. AYES, VOTE is to ratify the tentative agreement. A NO, VOTE is to turn down the tentative agreement and immediately go on Strike.

The process we have experienced in an effort to attain our 2008 Collective Bargaining Agreement has stimulated and engaged many members in our Local and across the District that previously remained idle and disinterested. Your participation is important in determining the direction of your career and your quality of life. Otherwise, why not just let the company decide for us? Which is what happens when the membership does not participate.

We, the members decide what happens. The fact that only a certain percentage voted to decide for all of us, is what we are addressing now. Neither the District, the Bargaining Committee, "the UNION" or I decide anything, WE DECIDE! and will do it again. Upon announcement of the results of the ratification at the end of the month, if the tentative agreement is voted down by the membership that votes, we will immediately go on Strike. I am going to go on record to say, the contract ratification vote this month could be more important to you and your family than the United States Presidential election occurring on November 4th. We need to DECIDE AS ONE!

Be PROUD! Be STRONG!

To keep you informed, as it was reported on the call last night, a Qwest VSPP offer may be announced soon. Depending on the acceptance of that offer a surplus may follow.

I must also very regretfully inform you, effective December 8, 2008, DEX has announced a surplus of 100 employees, which will affect 13 of the 15 Graphic Artists in Phoenix, represented by our Local.

October 11, 2008

CWA and Qwest reached a new Tentative Agreement on Friday October 10, 2008. Highlights of the new FOUR year agreement include a 3% wage increase compounded per year for a total 12.55% increase. There will be a 3% pension band increase. The effective date for the new contract is October 12, 2008.

The highlights of the new agreement include a raise for Sales Consultants, previously denied a wage increase under the 2005 agreement. Center Sales and Service Associates, in Phoenix, AZ will receive a wage increase to $12.50 per hour effective January 4, 2009. Outside Sales Representatives, previously excluded in the Tentative Agreement recently voted down, will also receive a raise. Outside Sales Representatives, Retail Sales Associates and Retail Senior Sales Associates will be eligible for health care benefits as defined by the main Qwest Collective Bargaining Agreement and not the current management program being provided. Outside Sales Representatives, Retail Sales Associates and Retail Senior Sales Associates will now be eligible to receive arbitration rights which were denied under the 2005 agreement.

Additions to the tentative agreement also include, provisions whereby Network members can not be terminated for Performance Management unless certain defined developmental steps, which will be outlined in the agreement have been accomplished, PRIOR TO THE MEMBER BEING PLACED ON ANY STEP OF DISCIPLINE. The addition of this language to the agreement will trigger the re-evaluation of all current, active grievances regarding network performance management steps of discipline, INCLUDING THE TOTAL SCOPE OF DISCIPLINE FROM WRITTEN WARNINGS, WARNINGS OF DISMISSAL AND ALL TERMINATIONS OF NETWORK MEMBERS FOR PERFORMANCE MANAGEMENT (QJD, CTEP, etc) IN LOCAL 7019.

The full details of the tentative agreement will be explained more thoroughly in future communications with the membership.

The members of Local 7019 should be extremely proud of the effects of their contributions and participation in bringing about these changes to the tentative agreement which could become our 2008 Collective Bargaining Agreement upon ratification.

As a Local, in the face of adversity, WE STOOD UP AS ONE for each other,
with ONE VOICE, WE WERE HEARD and WE MADE UNION HISTORY!
I am PROUD to be your President!

October 11, 2008

We are not shy at Local 7019. Our Voice has been heard!

Bargaining progressed late into the evening last night and is ongoing today. Some progress has been made, although an agreement has not been finalized.

I received a call from District 7, specifically Louise Caddell, with a request for our membership. She is getting the numerous e-mails and faxes from the membership regarding petitions and their concerns about the ongoing Qwest bargaining. She asked if I could assist her by having our membership send their concerns to me and I was assured they would be addressed and communicated back to our membership. Such as the responses to the following;

Requests and petitions for Lawyers to Bargain and Negotiate Contracts
The best person to bargain a contract is not a litigator, it is someone from the industry that knows how the company works. Since we began with the bargaining committee, we can't switch midstream and bring in an attorney.

Bargaining Committee Experience concerns
We voted the current bargaining committee into their positions. We are compelled to keep them in those positions through the completion of the process. Unlike the last bargaining session that resulted in the tentative agreement that was not ratified, Louise is hands on with these negotiations. Louise Caddell could very well be the most experienced telco bargaining representative in CWA.

Vote count concerns
Members expressing concerns over going on strike. Evidently, some members are expressing concerns over the ratification election process, questioning the results. To address that concern, the District is approaching the American Arbitration Association to conduct the next ratification election.

The District wants to address everyones concerns, however, we are overloading the resources being utilized during bargaining at the remote office location.

Allow the bargaining team the opportunity to do their best!

Please accommodate this request and as you have in the past, by sending your statements and concerns to me directly at crossie@cwa7019.org and I will be sure to have the memberships comments heard or questions answered and returned.

See you at the countdown.

October 10, 2008

QWEST BARGAINING ROUND 2 COUNTDOWN

Friday, October 10th @ 0900PM
Contract Expiration 10:59PM Arizona Time

Location IBEW LOCAL 387
SAME PLACE AS LAST TIME
5818 N 7th Street, Phoenix
7th Street, South of Bethany Home Road

BRING YOUR PICKET SIGNS FROM LAST TIME!

Once more, we are hearing the same old line from the company.

All we want this time is RESPECT.

The company needs to make an investment in US,
because we have already made our investment in Qwest!

We are prepared to go the distance for RESPECT!

WE WILL HAVE TO PROVE IT, IF THEY DO NOT BELIEVE US!
All STRIKE ASSIGNMENTS REMAIN THE SAME
Contact your Steward or Local Officer if you have any questions.
BE PREPARED TO WALK OFF THE JOB FRIDAY NIGHT
IF YOU ARE WORKING
Friday night 1100PM Arizona time.
We are making UNION HISTORY! We are ALL part of this TOGETHER!

BE PREPARED! BE STRONG! NO FEAR!

October 9, 2008

What is there to be said?

Qwest claims;

There is no money.
Rising health care costs.
Loss of market share/access lines.
The stock is below $3.00.
Corporate Debt $14B
Executive compensation is inline with competition.

Health care costs are rising. There may or may not be any money to be had. The stock market is falling as a whole. According to their second quarter earnings call on August 6th, Qwest revenue for the quarter dropped 24% over the second quarter last year, which was not as bad as predicted by the Wall Street analysts. The Qwest third quarter earnings call will be made to Wall Street on Wednesday, October 29th.

Third Quarter Call Information
http://biz.yahoo.com/bw/081002/20081002006214.html?.v=1

Second Quarter Call Information
http://biz.yahoo.com/ap/080806/earns_qwest.html?.v=4

Local 7019 believes Qwest could immediately recover revenue
by making the following changes;

Elimination of Qwest uniform program.
Reduction of executive management compensation.
Elimination/Reduction of executive management bonuses.
Moratorium of management exercising stock options.
Elimination/Reduction of future stock options as executive compensation.
Elimination/Reduction of Golden Parachutes for non-performing executives.
Sale of ALL corporate jets.
Elimination of GPS.

There is no doubt costs for the Qwest uniform program is in the Millions $. The membership is willing to save Qwest money by wearing their own clothes daily instead and Union shirts on Thursdays. Corporate jets should have been the first casualty given the current company fiscal crisis. GPS was intended to be a tool to assist the company in routing, not a discipline tool. How many Millions $ are being spent to maintain and expand the service to all trucks, including new applications to construction, fiber and cable splicers trucks? The membership can not understand how with a 24% revenue reduction in the recent second quarter over last year and with the stock price dropping, the current financial crisis not withstanding, from a high of $10.29 on May 31, 2007 to less than half that amount at $4.85 a year later on May 30, 2008 that the management compensation has not been affected. In fact, additional corporate executives have been added and promotions given to some executives, increasing overall costs again in the Millions $. If Qwest was growing as the competition is growing, the membership would understand the compensation and executive increases, but that is not the case here. The same goes for giving executive management stock options that when cashed in amount to compensation, not in the Millions $, but in the MULTI-MILLIONS $! Barry Allen, Paula Kruger to start and Oren Shaffer alone at more than $12M. Not to mention Mr. Anschutz in excess of $23M in 2007 alone. These figures can be verified at;

http://finance.yahoo.com/q/it?s=Q

These are valid issues presented by Local 7019 in response to management claims.

Qwest has said during negotiations for the past two contracts 2003 and 2005 and is saying it again in 2008, that they are financially strapped and could be on the verge of going bankrupt. Ever since Qwest took over USWest the CWA membership has kept this company afloat, with very little in the way of increased compensation or recognition for the efforts and sacrifices having been and continuing to be made by our Union workforce. The corporate debt taken on by Qwest in excess of $14B, yes BILLIONS $, is not the fault of the membership. That honor belongs to corporate mismanagement and poor business decisions. However, day after day and year after year, the membership has made sacrifices and struggled to help the company pay this debt. Sacrifices in wages, benefits and quality of life on an everyday basis.

The membership has been more than understanding and accommodating to Qwest and asks only for the recognition, appreciation and RESPECT we deserve. We want our bargaining committee to FIGHT FOR the best wage package they can get ALL of US. We want our bargaining committee to FIGHT FOR the best health care package it can get for ALL ACTIVE and RETIRED MEMBERS. We are going to have to trust them to take OUR DIRECTIVE for having voted down the tentative agreement to get ALL OF US the BEST WAGE and BENEFITS/ HEALTH CARE PACKAGE possible.

HOWEVER, WE the MEMBERSHIP of CWA Local 7019 DEMAND
our bargaining committee GET US the RESPECT that WE DESERVE!

There is no financial cost to giving the membership RESPECT,
only financial GAIN!

There is no financial cost to JOB SECURITY, only financial GAIN!

There is no financial cost to fixing the regressive proposals in the
failed tentative agreement, only financial GAIN!

There is no financial cost to giving all members tenure after two years that they CAN NOT BE FIRED for performance management, only financial GAIN. It is the performance of our membership that has kept the company afloat for several years, not performance management, not in the centers and not in the field!

Once more, we are hearing the same old line from the company.

All we want this time is RESPECT.

The company needs to make an investment in US,
because we have already made our investment in Qwest!

We told the company we are prepared to go the distance for RESPECT!

WE WILL HAVE TO PROVE IT, IF THEY DO NOT BELIEVE US!
Friday night 1100pm Arizona time.

We are making UNION HISTORY! We are ALL part of this TOGETHER!

WE ARE ONE VOICE! WE WILL BE HEARD!

BE PREPARED! BE STRONG! NO FEAR!

October 3, 2008

Our STRENGTH is Our UNITY!

We sent our message. We will stand behind our words!

I have received a lot of e-mail from Our membership. This bargaining we are entering into is just TWO DAYS long, not two months. This will be quick and decisive. What the membership wants is vital. I am available at any time to listen to the membership, to address any concerns and answer any questions.

BE PROUD! We have Stood UP for what WE BELIEVE!
We are making UNION HISTORY! We are ALL part of it!

WE ARE ONE VOICE! WE WILL BE HEARD!

October 3, 2008

Subsequent to discussions on Thursday, between District 7 and Qwest, a contract extension of our 2005 Collective Bargaining Agreement has been agreed upon. Formal negotiations between the bargaining committees of CWA and Qwest will resume on Thursday, October 9th, ending the following day Friday, October 10th 2008 at 1100pm Arizona Time at which time the contract extension will also expire. I will keep you updated as additional information becomes available.

October 2, 2008

Reporting on the Local President's Conference Call with District 7 and the bargaining committee from Wednesday evening October 1st. The call was opened by Reed Roberts, the CWA lead bargaining agent for Qwest members and he passed the meeting to Louise Caddell, the District 7 Vice President. Many of the officers were compelled to speak from the heart about their dissatisfaction for the tentative agreement with Qwest. The District’s position remained that the bargaining committee did the best they could and provided a viable contract to the membership. However, in light of the membership voting the tentative agreement down, we needed to focus on what priorities we should assign to the members overall concerns.

Having voted down the tentative agreement between CWA and Qwest, we are currently working without a contract. What that means today, is that our current benefits are still in place. The District anticipates the company will discontinue any dues collection soon, which they can do. We still have a grievance process, but no arbitration rights for issues that arise, while we are working without a contract. I can't impress upon you how important it is to not put yourself in a position to be disciplined for insubordination which could result in immediate termination. As I stated in the e-blast yesterday; Do not give management a reason to discipline you. As a UNION we will bargain with the company for all of us. As a member of a UNION we are PROTECTED when we act together. DO NOT ACT ON YOUR OWN! Request a steward to be present at anytime the company wants to address, question or investigate any situation that could lead to disciplinary action. Reed shared that management will be coming at the membership, trying to threaten, intimidate and scare them into fracturing the Locals.

If any member chooses to retire at this time while we are working without a contract they do so under the guidelines of the 2005 Contract.

Louise will be meeting with Theresa Taylor Thursday morning, October 2nd, to discuss and attempt to come to an agreement for guidelines, timelines and deadlines, regarding the status of our 2005 Contract and an extension for bargaining. What that means is that we are attempting to come to an agreement with the company on a short term extension for the 2005 contract, that would allow us to set a new expiration date, such as where the 2005 contract originally expired on August 16th at 1059pm. With new timelines established, the bargaining committees will go back to the table to begin negotiations anew and the process continues. Our elected bargaining committee remains in place, with the new directives as determined by the membership having voted down the tentative agreement.

Last night the conference call between the Local Presidents, District 7 and the bargaining committee was almost 3 hours long….

Each Local on the call was asked to give reasons why the tentative agreement was voted down. Our Local's position contained the following items;

1. Lack of language regarding Performance Management for both the LNO and the Centers.

2. Excessive number of extremely retrogressive company proposals that were accepted by the bargaining committee.

3. Health Care Plan concessions that exceeded wage increases for a family until the 3rd year of the contract. Premiums and coinsurance amounts for all and Retiree Health Care that went from zero to unacceptable in one year during one contract.

Each Local was then asked to provide a maximum of three issues from the 15 priority bargaining issues (attached) identified in Layton, Utah. These came from the surveys completed by the membership on the Local level at the beginning of the year. Each Local sent five submissions to the District. From these submissions in District 7, the committee presented the 15 priority bargaining proposals to the officers at the meeting in Layton during May '08.

Although several Locals brought up health care as a priority issue, I had to point out that the guidelines for bargaining proposals stopped short of wages and health care benefits, because of the assurances we received from both the District and the bargaining committee that these would be primary focus items and didn’t need to be expressed further. Additionally at the meeting in Layton, UT, I specifically asked the bargaining committee to not exclude any workgroup from a wage increase, as they had done in 2005 with the sales consultants and was told that it would not happen in 2008….

Our current three issues from the original priority 15, came from the same five proposals our Local submitted to District 7;

Item 10. Performance management. I endorsed the plan submitted by Don Sheridan, the President of Local 7707 in Ft. Collins, CO that any member with at least 2 years tenure with the company could not be terminated for NSR, AHT, QJD, CUE, CTEP, etc… any performance management program, either in the field or in the centers. Extreme frustration over QJD was also expressed by Steve Lewsader the President of Local 7201 in Minnesota.

Item 14 Elimination of Addendum 13 for Retail Sales Associates and to bring them into the main Qwest contract, for the obvious reasons. The RSA's have no overtime restrictions or arbitration rights.

Item 15 Elimination of Addendum 14 for Outside Sales Reps and to bring them into the main Qwest contract. In which I included, expressing our members frustration for the bargaining committee having again, excluded another whole workgroup from any wage increase.

The elimination of Article 16.3 and the LOA on Mobilization was brought up by several of the officers, including myself. The frustration over not having bargained Article 16.3, the LOA on Mobilization and the court injunction out of the contract ran high. Especially with Rozanne DuBois, the President of Local 7500 who is part of the South Dakota 9 that was terminated by Qwest.

There will not be a new strike vote, CWA will retain the vote taken during the first round of bargaining.

The top bargaining issues discussed on the call were;

Health Care Costs

Wages

Respect!

Performance Management

OSR’s

CSSA’s

Overtime Issues

Louise closed with the statement that she doesn’t know where to get more money out of the company when she doesn’t see any more money available. Throughout the call, the Local Presidents gave example after example of unnecessary Qwest expenditures that reflected otherwise, including management stock options, bonuses, payouts and salaries. Louise would like for the Local's to ask what the membership is willing to do, to get what they are asking for, because two of the top seven issues discussed are cost items, health care and wages. The idea about forgoing a raise and keeping the current health care plan was brought up again.

Please contact your steward, Local officer or respond back to me via e-mail with what you, our membership would agree to, in this round of bargaining.

We are ONE VOICE!

In Unity,

Rossie

crossie@cwa7019.org

October 1, 2008

The last time a contract was not ratified was in 1985.
Qwest was not around in the 80s, OUR UNION WAS!

Rumor has it, management is already threatening our members jobs!
Rumor has it, management is saying they will fire our membership!
Rumor has it, management is threatening not to bargain with us!
Rumor has it, management will let the company go under!

Giving our membership the RESPECT we DESERVE will not drive this company under. Managements poor business decisions is what is driving this company under.

Do not give management a reason to discipline you. As a UNION we will bargain with the company for all of us. As a member of a UNION we are PROTECTED when we act together.

DO NOT ACT ON YOUR OWN!

The decision to STRIKE has not been decided and management is already trying to break us by intimidating our membership and threatening our jobs! Do NOT buy into the management hysteria. BE STRONG!

What I know is that the Union and the company will make an arrangement to return the bargaining committees to the table. A new time line and deadline to attain an agreement will be set, just as the contract expiration date on August 16 at 1059pm. The decision to STRIKE or not, will be made depending on the negotiations.

You will be informed of upcoming mobilization activities.

There may not be any more money to get from Qwest. We may or may not be able to maintain the raises that were offered in the recent tentative agreement. We may or may not be able to improve the health care situation for actives or retirees.

THIS IS ALL ABOUT RESPECT!

What we are demanding by not ratifying the tentative agreement is the RESPECT we DESERVE! RESPECT in the workplace, regarding performance management. RESPECTfrom management for our CONTRACT! RESPECT for our membership!

DO NOT FORGET HOW MANAGEMENT OPENLY AND WILLINGLY TRAMPLED OUR CONTRACT BY REMOVING THE OVERTIME CAPS!

Contact me through e-mail regarding the situation. I will provide additional information as it becomes available. The Local Presidents are meeting with the District and the bargaining committee this evening to plan our strategy. I will keep you informed as the situation develops.

We stand United! We respond United!

October 1, 2008

The Qwest Tentative Agreement has been voted down by the membership. There is a meeting tomorrow, Wednesday for the Local President's and District 7 to plan a strategy for going forward. I will keep you updated as information is available.

The numbers from all the Locals as requested by several of our members is available, but I hesitate to put them out in an e-mail.

You can view all District 7 Local's ratification vote counts from the bargaining website with the same access information at;

http://www.cwadistrict7.org/Qwest-Bargaining-Reports-2008/qwest_bargaining_reports.htm

Information is hitting the wire as well;

Associated Press
http://biz.yahoo.com/ap/080930/qwest_labor.html?.v=1

Rocky Mountain News
http://www.rockymountainnews.com/news/2008/sep/30/qwest-union-rejects-labor-contract/

Denver Post
http://www.denverpost.com/business/ci_10601860

September 30, 2008

The most pressing issue before the Local today is the Qwest Tentative Agreement. Ratification vote results will be announced as soon as they are received from the District 7 Vice President. It is beginning to appear that it may be voted down. Local 7019 voted the agreement down by a margin of 4 to 1.

The following Locals also voted the Tentative Agreement down;

7026 in Tucson, 7200 in Minneapolis, 7704 in Salt Lake City, 7001 and 7011 in New Mexico, 7901 in Portland and 7777 in Denver, as well as Local 7707 in Colorado Springs and 7800 in Seattle. The Locals in St. Paul and Yuma voted to approve the agreement.

There were some positives in the tentative agreement;

CSSA & CSA received a 20% INCREASE from $10 to $12 per hour

The addition of the Roth IRA

Pension plan survivor benefits to any living person

3% Pension Increase

However, the following regressive proposals also exist;

Outside Sales Rep's being denied a raise

Restricted Duty limited to 90 days paid and 90 days unpaid time

QJD was not addressed to the memberships satisfaction.

Pathways limited to $5200 annually

NEW Hires on a different pension plan

Short term disability for CSSA requiring a TWO YEAR waiting period

The Process works. We are all part of it.

Personally, I do not support the current tentative agreement with Qwest, but some of our members do. We need to be ready for what could happen. Whether it gets approved or turned down, we will adjust and deal with it. This issue will be addressed in greater detail with more information about what may happen and how we will proceed in a subsequent e-mail.

I found the following statement attached to the Union board at the Lee Circle yard. It has been there for quite a while, because it was faded and barely readable. I took it down to add a Union Bug and have it retyped before replacing it. I want to share it with you because it identifies to some degree our situation today in the Labor Movement.

What My Union Did To Me!

I must accept competitive wages and good working conditions.

I must accept overtime pay for all hours worked after eight hours per day or over forty hours per week.

I must accept medical, dental and optical coverage.

I am forced to have a grievance procedure so that I am treated fairly by management.

I am forced by my Union to work in a safe and healthy environment.

I cannot believe how my Union is going to force a pension on me when I retire.

My Union also is very democratic and regularly asks for my input.

What is wrong with our leaders anyway, running a Union like this?

My Union leaders tell me that I am the Union, some nerve.

Unions are really terrible, that is for sure. I think I will contact the National Labor Relations Board and see if I can get my Union decertified.

I am sick and tired of the Union doing all of these things for me. Just think, without the Union I'll be working for minimum wage, have no benefits, work under unsafe conditions and best of all, I will no longer have to pay Union dues!

If you have seen this before and know who the author is, please let me know.

7019s 6^th Annual Local Convention began with the presentation of Colors by the Luke Air Force Color Guard, the singing of the National Anthem by Isis Turner and the Invocation by Olivia Waller a steward in Unit 5. This years Convention was held at the IBEW Local 640 Hall in Phoenix.

Louise Caddell our District 7 Vice President was present and spoke on matters concerning Qwest and the current tentative agreement which may be on the verge of being voted down by the membership. Reed Roberts the Assistant to the District 7 VP and a former President of Local 7019 also made the trip from Denver to attend our Convention.

Larry Larson, the Senior Staff Member of D7 and former President of Local 7090 here in Phoenix, the Western Electric Local which now represents Alcatel/Lucent, was on hand and announced his long anticipated retirement, effective November 1^st of this year.

Larry leaves behind his legacy of his wisdom and the associated stories that go along with his career as a Staff Representative for CWA. Larry was recognized and thanked for his service and support of our Local through the years.

Linda Glass, another former President of our Local and still a very active member was also present.

Presidents from other CWA Locals in attendance included, Dean Smith from Local 7026 in Tucson which represents Qwest and both David Blackburn from Local 7050 representing AT&T and Dennis Aycock the current President of Local 7090 representing Alcatel/Lucent who have members in multiple states across the Southwest.

Rebecca Friend the Executive Director of the Arizona AFL-CIO gave a presentation of the political and campaign scene across our state.

Ann Kirkpatrick, a candidate for the US House of Representatives in Congressional District 1 was presented with a campaign contribution of COPE money just prior to the start of our day. However, she couldn?t stay for our event because of a prior commitment.

The Bargaining Units Represented by CWA Local 7019 is as follows;

Qwest

Frontier Communications/ formerly know as Citizens Communications

Windstream Communications

DexMedia

LCSA

AT&T Yellow Pages/ SWBAG

at&t mobility

AVAYA

United Crafts Association

XLCON

Creative Press

Design 10 Custom Screen Printing

Doctor Dons Buttons

International Printing

J&R Graphics and Printing

Panoramic Press

PinkInk PrintShop (formerly S&H Printing)

United Printing and Mail

V&S Printing

M&J Trophies and Apparel

Sign-A-Rama

Eyedentity

Weedman Printing

Lucca Insurance

Murray Financial

and the recently acquired Bargaining Units of

Mohave Cable Systems

Cave Creek Communications a Public Relations firm.

A special thanks to Principal Financial Representative and member of our Local, Bob Lucca for providing the refreshments and catering for the day. Another Principal Representative and member of our Local, Pat Murray a long time supporter of our Local also attended our Convention last Saturday.

The Arizona Retiree Chapter Local 7003 provided the volunteers for the food service and we thank them. We couldnt have had such a great event without their help. Our hearts go out to Susan Doren-Smith who in her spirit of volunteering her efforts to us all day long, suffered a fall and injured her leg during the convention clean up. We wish Susan a sincere thank you and a speedy recovery.

Presidents Introduction to Convention (complete intro is attached below)

I am going to ask you today to volunteer. Every speaker you hear today may ask you to volunteer one more time. As I spoke of earlier, we, the Union will all have to go out there and do something for the same member that is tired of what we are doing for them. Because you can bet there won't be any all night sessions on Capitol Hill to bail out the middle class. You are all they have got and they are counting on YOU!

President's Address to Convention

In the last year we have sold our old building for a profit and banked over $750K. We are in the process of trying to find a new home for our Local. The numbers have not come together to make it work for us and our Locals budget. We are exploring every opportunity, even partnering with another Union entity for a purchase.

Reductions have been made to the Local's structure. We are combining two units and will be eliminating three officer positions once our current officer elections are completed, one Vice President and two Area Vice Presidents.

A fiscal conservative is someone who takes last year's expenditures and adds10%. Next a fiscal conservative takes last years revenue and cuts it by 5%. Thats how any budget should be defined. Our Local is striving to correct our budget issues. In the last year we have seen revenue cuts again and at the same time cut our own expenditures. The budget presented today will contain an annual deficit. We have sufficient resources to cover the deficit and will be working to increase our revenue through organizing and make additional cuts in our expenditures.

Local 7019 is building its own political allies such as Kris Mayes with the Arizona Corporation Commission. She has visited with our Local on multiple occasions and was also present at our ?06 Convention. Commissioner Bill Mundell was responsible for the Quality of Service Task Force implemented during Qwest's take over of USWest. The Local approached Commissioner Mayes regarding the recent Qwest Mandatory Overtime Issue and she intervened on our behalf by contacting Qwest about their decisions. Both Commissioners Mayes and Mundell have responded positively to our requests for assistance with how our membership is being treated by the employer. This situation will play out during the next rate case by Qwest before the Commission. However, like so many governmental efforts, nothing happens quickly. This case will come before the Commission next April. Allow me to point out that the Corporation Commission is an elected office and that both Commissioner Mayes, whom this Local endorsed for reelection in 06 and Commissioner Mundell are Republicans.

The Local's relationship with the NLRB has been challenging but successful. With the assistance of Roger Judd, a steward in Unit 9, the Local has been successful approaching the NLRB to gain settlements against Qwest regarding Requests for Information twice in the last 13 months. This information is currently being reviewed and applied in several grievances regarding the implementation of QJD.

The Local presented our case to the NLRB regarding the recent Mandatory Overtime Issue at Qwest this month and charges have been filed. The grievance and arbitration process takes precedence to the NLRB charges. The clock is ticking for the company to respond to the Local. I will keep you apprised of the situation as this most recent challenge plays out for the Local.

We have endured the surplus of our Fleet Mechanics and VSPP of our members in the last year. However, not everything that happens at Qwest has been negative. We have been able to prevent multiple terminations by reasoning with the company and appealing to them to, do the right thing. In another case, one of our members had a family member struck with a very serious illness. Qwest was and has been most accommodating for both our member and the child. For reasons of privacy I am unable to expand on these cases. However, I can tell you that child is to return to school this month.

As you have been made aware in the past, the Local had an issue with the Maricopa County Democratic Party. The Maricopa County Democratic Party purchased a copy machine and was taking on printing for political candidates and taking work away from our print shop members. The Local worked with Chairperson Mark Manoil and Executive Director Doug Mings the MCDP, to come to a resolve whereby the party would cease to print literature in volume and our Union print shops are now linked to the MCDP's website for all candidates to access, exactly what we had asked for as a resolution.

An Organizing campaign is ongoing for the School Bus Drivers in the Washington School District in Phoenix.

EVP Sandoval spoke on the Employee Free Choice Act and the importance of participating in the political process.

S/T Sue Head was present.

VP Wood thanked the membership he represents for their mobilization efforts.

VP Castaneda spoke on being prepared to return to intensive mobilization activities should the current Tentative Agreement be voted down.

The following officers were also present to represent their members at our Convention;

Unit 1 Christy Mercer

Unit 2 Bob Gahagan

Unit 3 Angel Garcia Jr

Unit 4 Tracey Johnson

Unit 5 Irene Robles

Unit 6 Mickie Wegner

Unit 7 Cheri Robinson

Unit 8 Ron ?the Man? Fagan

Unit 9 Frank Gulko

Unit 10 Vonda Wilkins

Bylaws Committee

Several Bylaws changes were voted on to make our Local more efficient and fiscally aware. Additionally, a bylaw to require the posting on the Locals website of all motions made at Executive Board meetings and how the officers voted by name was passed by the convention.

Finance Committee

The 2009 Budget was presented by Elaine Squyres the Chairperson of the Finance Committee.

Resolutions Committee

A resolution to support the Million Member Mobilization was made by Valerie Dossett and passed by the Convention. A resolution to Go Green requiring the Local to operate more environmentally friendly was presented by Tracey Johnson and also passed.

Election Committee

Chairperson for the Elections Committee Margaret Bolden conducted the Nominations for Local Officer's Election. The results of nominations are posted on the Locals website at cwa7019.org

Be proud we live in a country where we can gather, express our views freely, vote on how to govern ourselves, disagree, agree and go forward as ONE VOICE!

In Unity,

Rossie

God Bless America!

September 9, 2008

The following managers have been identified as doing craft work, by working in the LNO load in the greater metropolitan Phoenix area during the period beginning on or about September 3, 2008 to date;

RSG Rich Grudzien, JFM Jeff Miller, SC1 Sarah Cavanaugh, SXB Steven Bocker, AXG Andre Garcia, CED Chad Dykes, DLM D Mcfarland, PTC Pat Conlon, MH1 Mike Halstead, Keith Gibson, DWS Dave Stubblefield, RFS Ron Sturm (Safford), RXC Rob Clifton, CXO Curtis Orvis, KWJ Kyle Johnston, RT1 Ryan Tinker, LKL Larry Lasky, WAC Walter Klugston, NFP Neil Parker, TM1 Tom Malinger, LC1 Larry Curell (Prescott), DBL David Lynch (Prescott), TLK Tim Kern (Sierra Vista), and HGW Henry Wolfe (Casa Grande).

The NLRB allows the Union to recover all wages earned by management doing craft work once our Board charges are upheld. It is unfortunate that Qwest senior management made the decision to put these first level mangers pay at risk, by having them do craft work. As we all know, our first level managers are not afforded any protection by a Collective Bargaining Agreement, and their employment can be terminated at will. Ultimately, what remains to be seen is, who will pay the bill.

Our Contract allows for a process whereby this entire situation could have been avoided. I challenge the company statement that no business could plan for or staff for a peak demand such as we had as a result of the recent storm, APS and SRP have. Perhaps Qwest should have been paying more attention to the APS or SRP business model instead of UPS. Additionally, the company did not have to utilize supervisors in the load. As you all have been made aware, an offer was made to the company at multiple levels, which would have been beneficial to both the company and the membership in resolving this issue. However, the company declined.

We need to take additional inventory on what has happened in Phoenix since August 31, 2008. I am asking for anyone who was forced to work more than the eight hours of mandatory overtime, as capped by our Contract, between August 31 and September 6, 2008, last week, and again for this week if it happens, to provide a statement as such to your steward or officer. These statements will be required in support of the grievances and NLRB Charges filed for the Contract violations that occurred. Statement forms are attached at the bottom of this e-mail. If you volunteer, you are making the decision, on your own, to work more than the mandatory overtime allowance, this would not apply to you. I am asking only for statements from members that were forced by management to work more than the eight hours of mandatory overtime that is allowed by our Contract.

If you have been or are disciplined for not working overtime during the same period, please provide a statement to your steward or officer to initiate a grievance. As identified in the attached letter from our CWA Attorney Stan Gosch, CWA will litigate each and every disciplinary action taken against workers who cannot or will not countenance Qwests flagrant violations of the contract.

As I stated above, this whole situation is very unfortunate, but allowing it to continue unchallenged, is TOTALLY UNACCEPTABLE!

We are ONE VOICE!

Grievant Statement

CWA to Q Overtime Caps

September 5, 2008