Military: Job Issues - Final Update

[chrismg67]

Donna, the way the company is treating Premise Techs (Uverse techs)is a HUGE sticking point in the current contract negotiations. We hear lots of horror stories like this. The company made a new job title and brought in a lot of new people. If the union had any cajones, they never would have allowed that in the first place. Their top pay is HALF of what techs in similar positions make. And the company wants them to do even more work than they currently do. I really feel for those guys that I see all over town 7 days a week, as late as 10pm, just trying to make a living. Unfortunately, the company knows that there are a lot of people out of work right now and could fill his position in no time. I can promise you, this would never happen if he wasn't in a Uverse job title. If he really wants to keep the job, I would definitely recommend the lawyer route. Keep us posted. I would love to hear what the spineless VP has to say about this.

[Cajungaltx]

Originally Posted by chrismg67

Donna, the way the company is treating Premise Techs (Uverse techs)is a HUGE sticking point in the current contract negotiations. We hear lots of horror stories like this. The company made a new job title and brought in a lot of new people. If the union had any cajones, they never would have allowed that in the first place. Their top pay is HALF of what techs in similar positions make. And the company wants them to do even more work than they currently do. I really feel for those guys that I see all over town 7 days a week, as late as 10pm, just trying to make a living. Unfortunately, the company knows that there are a lot of people out of work right now and could fill his position in no time. I can promise you, this would never happen if he wasn't in a Uverse job title. If he really wants to keep the job, I would definitely recommend the lawyer route. Keep us posted. I would love to hear what the spineless VP has to say about this.

Wow Chris... I'd say you know your folks at AT&T. We've gotten 'no' response from the VP, however apparently the VP contacted the 3rd line manager... who contacted the Union guy.... who called Brad and said they were terminating him because of his efficiency, and that was all. Which would be fine, if 12 days prior to that they hadn't told him they were going to transfer him to another garage.

[GW2]

apparently the VP contacted the 3rd line manager... who contacted the Union guy.... who called Brad and said they were terminating him because of his efficiency, and that was all.

Did I call that one, or what? Scumbags. Use the lawyer and I am praying you have documentation on these changing procedures. Also, the lawyer can request records to see if his "efficiency" ratings are out of the norm. Companies these days set unattainable goals for employees so they always have an excuse to get rid of anyone they want at anytime. It's SOP.

The company just flipped you off. I'd love to tell you to fight, but standing up for principles is often painful and fruitless. I wish you luck with whatever route you go. Please update us. I have been a long time AT&T customer, has been my family. That can change.

[DeannaD]

I personally can't stand the Chronicle's local issues writer, Lisa Falkenberry(?something like that), but on something like this maybe she'd be helpful?

[Cajungaltx]

Originally Posted by DeannaD

I personally can't stand the Chronicle's local issues writer, Lisa Falkenberry(?something like that), but on something like this maybe she'd be helpful?

I'm drafting a letter to the writer from Sunday's front page story on the unit's upcoming deployment. I'll cc in Lisa Falkenberry as well. Thanks for that info.

[texkam]

TV cameras can be be more dramatic.

[lucian]

Donna,

Sorry I've not read every post in this thread.

Another venue - POLITICIANS - get your local/state/national reps involved. Also the governor's office since, I believe, the governor has the power to call up the guard.

I'm not a big fan of most of the press/media but this is a situation where they can do some good.

If you contact FOX they will probably look into the situation.

Good luck.

[Jaydandy]

Good luck, I am praying for you. Whish I could do more.

[AndrewCCM]

This makes me even happier that I told AT&T to take a hike...
Good luck with everything.

[Kev]

Speaking as a retired member (10 years active duty and 12 in the Reserves).. I understand your frustration with your husband's company. I think all companies should be monitored more closely regarding Guard and Reserve personnel, as many take advantage of company loopholes too circumvent federal law.
However, one thing to keep in mind is that the employer is only REQUIRED to give two days off per month for training, and 15 work days per year for annual tour (training). If Saturday and Sunday are "normal" work days, then they count in the 15 day total.
Other protections go into effect under ESGR when placed on orders to active duty (whether it is voluntary or not, home station or deployed, makes little difference.)
Your husband also needs to make sure that he re-applies for reinstatement when he returns from deployment within the amount of time specified (varies based on length of deployment.) If you haven't already done so, please view the ESGR web site for specifics: http://www.esgr.org/Site/LinkClick.a...37;3d&tabid=55
Good luck with the challenge.
ADDED: One other thing, if you can prove retaliation or lack of performance based on military duty, you may have another leg to stand on. His base legal office should be able to advise him on options.

[raevyncent]

I was recently a call-center rep for AT&T, and I feel you on every level. I was in a "retention" unit, and was supposed to meet ridiculous sales goals while talking to and "retaining" customers who were ready to cancel service. My supervisor advised me in a meeting that my sales were below expectations (less than 50% of goal) and that there would be disciplinary action taken. I asked how soon, and she said it would start that day. She and I had talked about me being a better fit for tech support, but that i would have to resign and reapply, and that if i remained until terminated for performance, i would not be eligible for rehire. So, stupidly, I put in my 2-week letter of resignation, only to find out later that the tech support positions were filled, and that now I could not even file for unemployment, even tho I was basically coerced into resigning. I hope you nail the bastards hard...and by the way, I just recieved notification of a class-action suit against AT&T for overtime not paid, due to employees having to perform work duties during lunches and breaks, and before and after shifts.... I'm not sure how that will pan out, but i am certainly going to throw my hat in the ring for that!

The atty's website is http://www.stuevesiegel.com

[Cajungaltx]

Originally Posted by Kev

Speaking as a retired member (10 years active duty and 12 in the Reserves).. I understand your frustration with your husband's company. I think all companies should be monitored more closely regarding Guard and Reserve personnel, as many take advantage of company loopholes too circumvent federal law.
However, one thing to keep in mind is that the employer is only REQUIRED to give two days off per month for training, and 15 work days per year for annual tour (training). If Saturday and Sunday are "normal" work days, then they count in the 15 day total.
Other protections go into effect under ESGR when placed on orders to active duty (whether it is voluntary or not, home station or deployed, makes little difference.)
Your husband also needs to make sure that he re-applies for reinstatement when he returns from deployment within the amount of time specified (varies based on length of deployment.) If you haven't already done so, please view the ESGR web site for specifics: http://www.esgr.org/Site/LinkClick.a...lI%3d&tabid=55
Good luck with the challenge.

Thanks for the feedback, we actually opened a case with ESGR this morning.

I'm not sure where your information for the '2 days' and '15' days per year comes from, but it's incorrect.

I know some companies provide military leave, i.e., they 'pay' for it, like a sick day, etc - and then it's limited... but just on what they get 'paid'.

From the USERRA info:
JUob protection for reservists
Since reservists are at the mercy of their country's need, certain rights safeguard their full-time professional lives. The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) outlines the protections afforded to reservists called into active duty. Under USERRA, it is unlawful for an employer to deny initial employment, reemployment, promotion, or any benefit of employment to a person who is obligated to perform in a uniformed service.

If a reservist employed by a civilian employer is activated by order of the federal government, that person is required to notify the employer, orally or in writing. Valid orders can come in many forms, including written or oral orders issued by a military authority, and therefore employers must accept oral notification that an employee has been activated. An employer does not have a "right of refusal" for military leave of absence, except in extreme cases. Also, employees aren't responsible for finding a replacement, or altering the work schedule - that's the employer's responsibility.

USERRA also forbids an employer from requiring an employee to use his or her vacation or similar leave during a period of military service. In some cases, employees may ask to use vacation time and/or personal days for military duty; in such a case, the time off would be paid at the regular base pay rate.

Cajungaltx added 5 Minutes and 7 Seconds later...Double Post Merged Below

Originally Posted by raevyncent

I was recently a call-center rep for AT&T, and I feel you on every level. I was in a "retention" unit, and was supposed to meet ridiculous sales goals while talking to and "retaining" customers who were ready to cancel service. My supervisor advised me in a meeting that my sales were below expectations (less than 50% of goal) and that there would be disciplinary action taken. I asked how soon, and she said it would start that day. She and I had talked about me being a better fit for tech support, but that i would have to resign and reapply, and that if i remained until terminated for performance, i would not be eligible for rehire. So, stupidly, I put in my 2-week letter of resignation, only to find out later that the tech support positions were filled, and that now I could not even file for unemployment, even tho I was basically coerced into resigning. I hope you nail the bastards hard...and by the way, I just recieved notification of a class-action suit against AT&T for overtime not paid, due to employees having to perform work duties during lunches and breaks, and before and after shifts.... I'm not sure how that will pan out, but i am certainly going to throw my hat in the ring for that!

OUCH! Call centers have a HIGH turnover rate... so I wouldn't feel bad about it...

I know when Brad applied with AT&T - he was hired as a premises technician, when he would have been a better fit with one of the Satellite areas (that's his military training), but he was told that he would have to go back through a whole bunch of hoops, or he had to be a Prem-Tech for 3 years before he could transfer to another area of AT&T. So he decided to do his 3 years, and then transfer.

Because of the short time frame between now and when he deploys - we are just going to be patient and see what comes of it. It might put us in a financial pickle for a bit - but the funny thing is that companies are WAY more willing to work with you now than they EVER were before... lol...

[KdLaneJr]

Donna, I've been keeping an eye on this. The worst part of it all is that your husband is most likely not the only service member they are treating this way. I'm not familiar with ESGR or how it is backed. My recommendation would be to do several things simultaneously with your filing. Send a letter to the the Secretary of Defense and CC the president of ATT, letter to Texas Governor and CC president of ATT, letter to your senator and representive (state and federal) and CC the president of ATT, letter to ACLU and CC president of ATT. A week later add letters to our major news affiliates programs like 60 minutes, 20/20, etc. and again cc the president of ATT. This will take time and will most likely not be rewarded with instant success, but ATT can be called on the carpet by the DOD. Don't forget you also have access to the Texas State Attorney's office and the US Attorney's office. You can make your voice heard.

[Cajungaltx]

Originally Posted by KdLaneJr

Donna, I've been keeping an eye on this. The worst part of it all is that your husband is most likely not the only service member they are treating this way. I'm not familiar with ESGR or how it is backed. My recommendation would be to do several things simultaneously with your filing. Send a letter to the the Secretary of Defense and CC the president of ATT, letter to Texas Governor and CC president of ATT, letter to your senator and representive (state and federal) and CC the president of ATT, letter to ACLU and CC president of ATT. A week later add letters to our major news affiliates programs like 60 minutes, 20/20, etc. and again cc the president of ATT. This will take time and will most likely not be rewarded with instant success, but ATT can be called on the carpet by the DOD. Don't forget you also have access to the Texas State Attorney's office and the US Attorney's office. You can make your voice heard.

Thanks for the suggestions!

[Jeff_Green]

Originally Posted by KdLaneJr

...but ATT can be called on the carpet by the DOD. Don't forget you also have access to the Texas State Attorney's office and the US Attorney's office. You can make your voice heard.

This point is driven home because I am sure the government will eventually own part of AT&T! lol