a newsletter for professional and technical employees at the University of California

UP ■ ■ ■ ■ ■ UPDATE CWATE 9119 AFLn CIO Thousands of UC administrative professionals

University Professional sign cards for UPTE-CWA representation & Technical Employees, ver the last three months, out one, the university ignores us. committees are gathering signed ley student services advisor, who is “confident that organizing with Communications Workers of hundreds of UC adminis- It is time for us to have a union.” cards supporting a vote on UPTE trative professionals have Without the protection of a representation. UPTE will provide both protection America 9119 • AFL-CIO reachedO out to their co-workers in union contract, administrative pro- Once enough employees have and improvements going forward.” one of the largest union campaigns fessionals (or APs) remain the UC signed, the cards will be given to Some 80,000 UC workers are (510) 704-UPTE ever launched in the UC system. employees most at risk of being California’s Public Employment already covered by union contracts, For Dora Scott, an analyst at affected by budget problems. The Relations Board, which will hold and have the ability to negotiate lan- [email protected] UCSF, the reason is simple: “It is AP unit consists of some 16,000 an election for union representa- guage about salaries, pensions, health www.upte.org time for us to have a voice. With- employees with a wide variety of tion. “Better yet, if more than 50% benefits, and health and safety on the job titles, who do everything from of APs sign UPTE cards, under job. UPTE currently represents about computer programming and budget state law, no election will be nec- 12,000 of them, including large units preparation to counseling and essary,” added Pavlik. of UC researchers, technical employ- library reference. ees, and health care professionals, all The past few months have Pay and job security top of whom received improved pay and been a great success. “Thousands agenda protections in recent negotiations. of us have signed authorization “We believe APs, like all staff, “It’s in everyone’s interest to cards to form a union – a strong deserve a voice in decision-making have stronger unions at UC,” said majority of those we have spoken about salaries, pension contribu- Greenman, “especially as we come to,” said Keith Pavlik, a senior tions, health care costs, and layoff together to negotiate over any chang- publications coordinator at UCSF. policies,” according UC Berkeley es to our pensions and benefits.” coworkers Nancy Kato, an assistant Like many of her UC colleagues, The power of a collective registrar, and Jean Day, a senior she’s been asking her co-workers to voice editor. They cite UPTE’s “excellent sign up and get involved. “The most effective way record” of bargaining fair contracts Details on the campaign, includ- to protect our interests as UC and promoting professional devel- ing a list of job titles in the AP unit, is employees is for all 16,000 of us opment for UC employees. at . Join the to bargain collectively with UC Being in a union makes a discussion on Facebook too: . UC Irvine administrative professionals Joanna Itoh (Admissions Manager), Jeffrey A. management,” said Pavlik. In “positive difference” according to Stern (Programmer/Analyst III), Sue Cross (Sr. Learning Skills Counselor) order to do that, AP organizing Jessea Greenman, a UC Berke- and Nola Colman (Sr. Admin Analyst) say “We support UPTE!” District attorney charges UCLA professor and UPTE LOCALS After UC refused to allow UPTE to dedicate Berkeley/UCOP UC regents in death of lab worker the new RX/TX contract to Sangji’s memory, (510) 848-UPTE n a case that has drawn nation- until March 7 to allow one more the union printed this label for members to add to their copy of the union contract. Davis: al attention, the death of lab month for negotiations. It’s available by request from worker Sheri Sangji is in the Sangji, a 23-year old recent (530) 759-0803 your UPTE local. newsI again. UCLA is negotiating chemistry graduate of Pomona UPTE-CWA 9119 dedicates Irvine: with the Los Angeles County Dis- College, was fatally injured on De- this contract to SHEHARBANO “SHERI” SANGJI (949) 854-UPTE trict Attorney over settling three cember 29, 2008 by a flash fire in LBNL: felony charges filed December 27 Harran’s lab while she was trans- (11/2/85-1/16/09) STAFF RESEARCH ASSOCIATE (510) 665-7722 against the regents, UCLA, and ferring a highly reactive chemical chemistry professor Patrick Harran that ignites when exposed to air. who was fatally burned in a Livermore/SPSE: for willful violations of workplace She died 18 days later as a result UCLA chemistry lab fire. (925) 449-4846 health and safety standards, which of burns to 43 percent of her body UPTE-CWA negotiated stronger Los Alamos: resulted in her death. and inhalation exposure. safety language to help prevent (505) 662-4679 Harran could face up to 4 1/2 future workplace tragedies. w Los Angeles: years in a state prison and UCLA The investigation During an could be fined $1.5 million. Harran earlier, four-month job “As a ju- He (310) 443-5484 Although UCLA claims and UC’s lawyers had appeared in that Sangji was an “experienced nior level chemist, she was closely failed to provide Merced: court for an arraignment on February chemist” and could have prevented supervised and did not perform any Sangji appropriate personal protec- (510) 848-UPTE 2, when the judge continued the case her own death, here are the main independent experimental work tive equipment or to ensure that it Riverside: findings of the Cal/OSHA in the lab without direct guidance was used in his lab. The method she (951) 781-7922 DEMAND JUSTICE: Bureau of Investigations from her supervisor due to her lim- used to transfer the chemical was ited prior laboratory experience.” “contrary to both the procedures out- San Diego: Contact LA’s District Attorney report that underpins the criminal charges: w Harran had not discussed lined by [the manufacturer], as well (858) 458-0845 Sheri and her family deserve justice. w As an undergradu- with Sangji the hazards of work- as prevailing scientific literature.” Send a message that university labs must w San Francisco: ate, Sangji’s research ing with the chemical; failed to ask UCLA had a history of failing provide safe working environments for their (415) 753-UPTE involved taking mea- whether she was familiar with it to take necessary precautions to pre- employees, whether student or staff. vent injurious incidents, and failed to Santa Barbara: surements and peptide “prior to directing her to use it”; and admitted that he never tried to act after two graduate students were (805) 685-3661 EMAIL Los Angeles DA Steve Cooley at synthesis. Chemicals that [email protected] or call him burn when exposed to determine whether she had actually seriously injured in the very same Santa Cruz: at (213) 974-3512. Some suggestions for air “were not used in the been trained by his senior researcher, department a year before, and even a (831) 429-UPTE what to include in your message are at undergraduate classroom even though he acknowledged the week before Sangji’s fatal fire. . setting.” chemical was extremely hazardous. (continued on page 3)

Volume 18, Number 1 ■ February 2012 Organizing for fairness

UPTE’s health care professionals (HX) bargaining team. Back row: Jamie McDole (UCD), Tom Brewer (UCLA), Jason Rosenbury (UCSF), TK Lee (UCSD). Front row: Susan Rode (UCB), Wendi Felson (Chief Negotiator), Sonia Palacio (UCI).

Solution for California: the Millionaire’s Tax

Real budget solutions for UC and the rest of the public sector services in California depend on the state’s wealthy paying adequate taxes.

UPTE has joined community groups and other unions to support the Mil- lionaire’s Tax initiative. The tax will raise $6 billion annually from those who make more than $1 million a year. These are the top 1/3 of the top Eventually, UC would have been able “At that point, many of the other UC 1%, the most wealthy of the wealthy. Researchers, techs to force us to pay the additional 0.5% for the unions and UPTE’s TX/RX units will be gain voice in benefits existing pension plan. In return for agreeing negotiating over the same pension and retiree Millionaires make their fortunes be- now, we were able to obtain these significant issues, giving us more collective strength at PTE-CWA’s 12,000 technical (TX) cause the state educates those concessions, which will allow us to shape the the table,” said Sonia Palacio, a UC Irvine and researcher (RX) employees future of health benefits and retiree benefits. clinical social worker and member of UPTE’s entering the workforce, the state ratified a supplemental agreement team. “HX is a smaller unit and UC clearly builds roads and other infrastructure, onU benefits and pension in January. UPTE’s hopes it can drive a wedge between us by and the state provides the critical bargaining team used UC’s desire to bring HX bargaining at forcing HX to knuckle under,” she added. social services our families need so TX and RX workers up to the same level of critical juncture we can be productive working at their contributions as other employees as leverage Maintaining solidarity jobs. Wealthy Californians who make to get more of a say in the development of C’s bargaining behavior with UPTE’s team has made it very clear that our benefits. a profit from these state services need UPTE’s health care professionals it would not accept a contract that extends UPTE and UC will have a joint com- to contribute to keep them funded. unit (HX) can be quickly summed past June 30, 2013, in order that HX workers mittee to discuss what will happen with upU in three words: divide and conquer. could join their colleagues during pension employee benefits in 2013. UC will share its Join us in collecting nearly a million UC has made clear its intentions to use talks then. This was non-negotiable. proposals for next year’s benefits. We will signatures to get the Millionaire’s HX bargaining, currently going on, as a wedge “We were hopeful that UC would revise identify any problems with UC’s proposals to force through its reductions in pension Tax on the November 2012 ballot. All their proposal to a shorter contract and still and give feedback. UPTE would like your benefits (see story above on two-tier pension). UPTE locals will have citizen petitions provide our members with fair, market input on problems with UC’s current ben- Many HX employees suffer from wages,” said Felson. But in a bargaining ses- to circulate. Once the initiative is on efits as well as your ideas for improvements. below-market wages or wage disparities, as sion completed just before this Update goes the ballot, we will need to reach out to Contact your local or email . onstrated to UC. Clinical social workers, able proposal. and ask them to vote in favor. This will audiologists, pharmacists, and others make “After waiting for over a month for a be a tremendous task, but we hope it Bringing down costs, improving up to $10,000 less per year than similar ‘revised’ wage proposal based on our de- will have a huge and lasting payoff. benefits professionals in city or county employment mand for a short contract length,” reports UPTE’s committee members will re- – often with higher caseloads and Felson, “UC waited until nearly the end Keep track of the progress of the search the latest developments in preventive a client population with of our 4-day-long session to offer – as initiative at . can dramatically bring down costs while at They stated it was UC’s ‘best offer’ the same time as improving quality. We will UC pushing for cuts but only included an additional 0.5% push UC to make changes that benefit our UC has said it recogniz- for each year in the contract.” members and not the insurance companies. es the disparity but is making That additional 0.5% increase A second committee will work with UC any pay increases conditional Members of UPTE’s Davis local during an is below what most other UC early morning “banner drop” from a freeway to develop a plan for protecting our retiree upon the HX unit’s agree- union workers have received recently overpass supporting the Millionarie’s Tax. health benefits. We will focus on setting up a ment to the proposed two-tier – and they have received their increases funding plan so there are adequate resources pension plan. This inferior plan would be without having to agree to a 2-tier pension or to continue benefits for those who retire implemented on July 1, 2013. As a further cuts to retiree health care. prior to age 65. UC’s current proposals make condition, UC demands that UPTE agree The HX contract is now expired, and it financially unlikely that any except the to a reduced retiree health care plan, which the unit is in “status quo.” That means most wealthy will be able to retire before 65 would cause substantial cost increases for as management can’t implement any changes when they are Medicare-eligible. many as half of current union members. to working conditions, wages or benefits, A third committee will initiate discus- UPTE has taken a firm stand that all of and the union is no longer bound by the “no sions with UC about how to keep us all on the our units will negotiate over UC’s pension strike” article. Stay posted for mobilizing same pension plan and avoid a two-tier struc- changes together, and not leave HX workers plans. ture. Any two-tier structure will end up divid- to negotiate by themselves. UPTE is propos- Meanwhile, check out the latest at ing the workplace, with the result that most of ing a short-term contract with UC to enable UPTE’s special Facebook page for HX us will suffer – either because we’ll pay more all its represented employees to bargain employees . Bring your or take the cheaper plan to save money. pensions and health benefits together. ideas and questions.

2 | UPDATE Around the state

UC’s proposed two-tier pension plan: pay more, get less

he UC regents are proposing changes inferior Tier 2 benefits will result in higher to both major components of UC staff turnover. employees’ retirement: our pensions Degraded pension benefits will affect Tand our retiree health benefits. They have all of us. It is important to stay unified with said they believe employee benefits are “too new hires instead of seeing ourselves as generous” and want to force employees into “grandfathered in” and therefore, safe. a cheaper “two-tier” plan whose net effect will make it financially impossible for many What’s UC’s motive? to retire before age 65. Improving the financial health of the pension plan is not UC’s motive. UC plans Wonder where union stewards get their confidence? By networking and learning with other union activists, that’s how. Join over 2,000 CWA and Why you should care to contribute less for Tier 2 than for Tier 1, About half of current UC employees even though employees will pay more. If the USW (United Steelworkers) members at the two unions’ first joint Health, Safety & Environ- will be forced on to Tier 2 (that’s the inferior plan was not financially sound, paying less ment Conference, March 3-9, Pittsburgh, PA. The event will include 2-day or 4-day trainings, one) in order to keep their retiree health ben- would be inadvisable. The value of pension using a small group activity method. If you’d like to attend, contact your local. Financial as- efits. If your years of service plus your age plans goes up and down with the economy. sistance may be available. Learn more at . add up to less than 50 or you have worked Despite losses in 2008 and 2009, in 2010 the fewer than 5 years as of July 1, 2013, you plan made a 12% return on investment. will be moved on to Tier 2. This pushes back UC executives believe that employee Irvine fume hoods Professor charged in the age at which UC will pay half of the benefits are too generous. They do not n October, a week before a hearing UCLA lab safety case employer contribution from 50 to 60. believe that employees who work at UC for scheduled by California’s Occupational (continued from page 1) By using Tier 2 to undermine standards, 20 years and who retire at age 60 should Safety & Health Standards Board, UPTE our current status quo will become stigma- have a pension that is half of their salary, nor learnedI that UC Irvine had been testing fume The investigator concluded that UCLA’s tized as the “expensive” plan. UPTE be- continuing medical benefits. hoods with lower air flows than Cal/OSHA lab safety practices “were so defective as to lieves it is only a matter of time before UC requires and had applied for a permanent render the University’s required Chemical will push for pay cuts for Tier 1 employees The timeline variance to operate them at the lower levels. Hygiene Plan and Injury and Illness Prevention to offset the now-more-expensive plan. UC wants to implement the Tier 2 pen- None of the four unions whose members Program essentially non-existent. The lack of Alternatively, UC may seek to get rid sion and retiree health benefits July 1, 2013. would be affected had received notice of the adequate lab safety training and documenta- of these more expensive employees and The bargaining leading up to that date will changes. We moved into high gear and worked tion, lack of effective hazard communica- replace them with cheaper new hires. UC determine what UPTE members receive. together to postpone the hearing at the eleventh tion practices, and repeated failure to correct has already laid the groundwork by eliminat- UPTE will work closely with other hour. (The other unions, in addition to UPTE, persistent and repeated safety violations within ing the seniority requirement for layoffs for unions who will also negotiate what their are UAW Locals 5810 and 2865 – postdoctoral University labs, were all causal deficiencies employees without a union contract. members’ benefits will look like. UPTE is researchers and academic student employees, that led to a systematic breakdown of overall Split pension plans divide employees currently conducting research surveys and respectively – and AFSCME 3299.) laboratory safety practices at UCLA.” and will make it harder to unite to pres- analyzing data provided by UC. A web search brought up notes from Scientific American said the case raises sure UC around wage and benefits issues. The union will approach UC in a few systemwide environment, health and safety “the widely neglected issue of safety standards Because pensions and health benefits have months to discuss health benefits solutions, meetings showing that UC plans to build at university labs,” noting that the “rate of seri- repeatedly been cited in UC’s own surveys and pension bargaining will begin in early “smart labs” with better overall energy use ous mishaps in industrial labs is lower than that as a strong reason employees stay at UC, 2013. throughout the university, including lower- in academic labs, in part because industrial labs flow fume hoods, to save energy costs. are more tightly regulated.” Many of us, especially members who work According to attorney Frances Schreiberg, KEY FEATURES OF TWO-TIER RETIREMENT in labs, were concerned that fume hoods a former director of the Bureau of Investiga- with a lower air-flow rate would be less pro- tions, “Harran could have been charged with tective than the current Cal/OSHA standard. felony manslaughter. The evidence in support u UC pays less and employees pay more. Starting July 1, 2013, UC will The hearing was rescheduled for Janu- of the felony Labor Code charges is solid. contribute 4% less while employees contribute 0.5% more. ary, and UAW and CWA professionals in Harran’s utter indifference to the health and Washington, DC, worked together to prepare safety of his laboratory personnel, his heed- u Minimum retirement age goes from 50 to 55. Currently, very few people expert testimony – which was provided by less approach to basic precautionary standards voluntarily retire before age 55. This change will affect employees who must UAW health and safety specialist Darius D. and accident preparedness, and his inadequate leave UC earlier than they desire. Those leaving before age 55 will receive NO Sivin, PhD, who has experience with chemi- laboratory management illustrate that he both retiree health benefits. For example, an employee with 20 years of service who cal exposures. UPTE provided testimony acted and failed to act without due caution and gets laid off at age 53 will have no UC retiree health benefits. based on members’ comments. Cal/OSHA’s circumspection and with reckless disregard for position on the variance is different from the lives of his employees.” ours, but complementary. The Cal/OSHA Bureau of Investigations u Maximum benefit at 65 instead of 60. Because of a change in the “maxi- The unions’ criterion for granting the report is available at . working at UC, you’d get 30% less in your pension. For example, an individual rior safety and health protection.” The unions with a salary of $50,000 and 30 years of service credit would get nearly $1000 asked the Standards Board to add conditions A matter of life and death LESS per month. requiring UCI to conduct testing and exposure UPTE is requesting that as many members monitoring for all fume hoods on the campus, as possible write personal letters about their u No lump sum cash-out. UC wants to eliminate the option for a lump sum not simply those that would be covered by the UC lab experience to the District Attorney. variance. That required UCI to monitor for cash-out of your retirement funds. The lump sum cash-out benefits those who “We believe that Sheri and her family deserve baseline exposure for hazardous materials, to justice and that a fair outcome will send a have another source for health benefits and do not need a reliable pension train union members to conduct this testing as message around the country that academic labs income. well as participate in annual planning. must provide a safe working environment for During breaks in the hearing, Sivin and their workers, whether student or staff,” said u UC wants to eliminate the subsidy for on-going pension benefits to UAW’s attorney specializing in health and Joan Lichterman, UPTE’s health and safety surviving spouses and partners. Currently, an eligible spouse or domestic safety, as well as UPTE’s health and safety director. partner automatically continues to receive 25% of the employee’s pension if his director Joan Lichterman, discussed the pos- Take a few moments to read and send your thoughts about on lab safety. Discussions are continuing. the case to the District Attorney.

UPDATE | 3 4 | UPDATE tions standingtogethertodemandaconsti elected officialsandprogressiveorganiza be heard. across thenationtoletpeoples’ voices courthouses andcorporateheadquarters from grassrootsgatheringstoralliesat tions iscoordinatingaseriesofactions unchecked corporatespendinginourelec of organizations unitedinoppositionto United passed,anexpandingnetwork Grassroots actionsspread tional amendmenttooverturnthatdeci United v. FECbysupporting a constitu by theSupremeCourt’s rulinginCitizens spending inUSelectionsmadepossible democratic corporateandspecialinterest now joinedtheeffort tocombattheanti- Citizens United working tooverturn CWA joinscoalition special interests. people, notjustthebottomlinesofwealthy racy respondstotheneedsof American are takingactiontoensurethatourdemoc Through thiseffort, millionsof Americans the firstlaboruniontotakeupcause. ers of America (CWA), recentlybecame national union,theCommunications Work- Common CauseandMoveOn.org. UPTE’s being supportedbyadvocacygroupslike Court’s dangerouslyflaweddecisionis sion. democracy. and corporations–holdthekeystoour people –andnotwealthyspecialinterests Americans whodemandthatthe American grassroots powerofthevastmajority ner, theseorganizations areharnessingthe In thenews NON-PROFIT For thousandsof American citizens, As thesecondanniversaryofCitizens More than60organizations have ORGANIZATION Under theUnitedForPeopleban The movementtofixtheSupreme U.S. POSTAGE PAID BERKELEY, CA UP Permit 346

CWATE 9119 AFL n CIO

University Professional & Technical Employees Communications Workers of America Local 9119, AFL-CIO ------

PO Box 4443 -

Berkeley, CA 94704 and Washington DC(WPFW). New York City(WBAI),Houston(KPFT) Berkeley (KPFA), Los Angeles (KPFK), Pacifica, whichowns5stationsnationwide: of programmingfromparentnetwork have beenfightingtoregainlocalcontrol the 63-year-old progressiveradiostation now unapologeticallybouncingpaychecks. withhold theirpensioncontributions,butis employer notonlycontinuestoillegally they wereshockedtofindoutthattheir labor rightsviolations.Butthismonth, station, areusuallytheonesreportingon the Bay Area’s historiccommunityradio flouts laborlaw bounces paychecks, Pacifica Radio should anyoftheirpaychecksbounce,” Division ofLaborStandardsEnforcement KPFA toreportPacificatheCalifornia advised theworkerswhodrawpayat bouncing paychecksisacrime:“We have Pacifica’s managersremindingthem that represents KPFA’s unionworkers,wrote Workers of America Local9415,which sister station WBAI. bounced checkduetofinancialproblemsat deposited theircheckslastwouldfacea not warnKPFA’s workersthatwhoever payroll moneyofitsfivestations,anddid to coveritspayroll,butPacificapoolsthe checks bounce.KPFA hadsufficientfunds cifica network,includingKPFA, hadpay- moment.” of CitizensUnited,thisisa“movement tutional amendmenttoreversetheeffects area, at tion, includingupcomingeventsinyour ■ Last month,employeesaroundthePa Workers andcommunitymembersat CWA-represented workersatKPFA, Stewards fromCommunications For details,seethewealthofinforma

(510) 704-UPTE . [email protected] www.upte.org - - 15% off theregular monthlyrateforindi Wireless discount,unionmembers save discount plan. With theUnionPlus AT&T less throughthe AFL-CIO’s UnionPlus get wireless discount Support workers, org> or. listeners. Learnmoreat ing ballotstoKPFA’s 20,000dues-paying but Pacificaisdraggingitsfeetinmail sufficient signaturestotriggerarecallvote, Tracy Rosenberg. They havecollected work’s behavior, ledbyPacificatreasurer contributions, callingit“wagetheft.” CWA saysPacificacontinuestowithhold it wouldrepaythemonieswithinterest.But promised itwouldnothappenagainandthat of Laboronthepensionissue,network ers. 403(b) retirementaccountsofitswork- unionized staff, andillegallydippedintothe union consultantstofightits$20anhour in whichPacificahired$400anhouranti- Anti-union consultantshired Pacifica employeesresponsible.” result incriminalcharges against[those] financial penaltiesforPacifica,andmay Philip Maldari.“Thiswilltriggerautomatic wrote Antonio Ortiz,SashaLilley, and after marathon,sixtyhourshifts,andsuicideisacommonproblem.” joints untiltheycannolongerfunction. Workers havecollapseddeadontheassemblyline routinely exposedtotoxicchemicalsandforcedrepetitivemotionsthatwearawaytheir “12-plus hourdays,6daysaweek,withoutovertime,”accordingtoSumofUs.“Manyare emerged showingappallingconditionsin Apple’s supplyplantsinChina. Workers putin I workers’ rights Labor activistspressure Apple on the Facebooksupportgroup Apple CustomersforLaborRights. union, the Apple RetailEmployees Union.Consumerswhobacktheworkershaveformed more needstobedone. nization toinvestigateandpublishareport. Apple’s criticswelcomethemove,butsaymuch in theworld,withprofitslastquarterofover44%. ers treatworkersintimeforthelaunchofiPhone5. Apple isthemostvaluablecompany After CWA reported Pacifica to the Dept. The checkbouncingcomesafterayear UPTE-CWA memberscan talkfor Listeners areoutragedaboutthenet ture itsiPhones,iPadsandotherproducts. natures callingfor Apple toimproveconditionsfortheChineseworkerswhomanufac n mid-February, customersand laboractivistsdeliveredpetitionswithover250,000sig The groupshavelaunchedacampaigntopressure Apple tooverhaulthewayitssuppli The twoefforts, by and comeasinformationhas Meanwhile, employeesin Apple’s storesintheUShavebegunorganizing theirown Company executives’ initialresponsehasbeentojoinanindependentlaborrightsorga- . check forevents inyourareaat hell fortheliving.” As thedategetscloser, day to“mournforthedeadand fightlike community organizer MotherJones,it’s a tional Workers’ MemorialDay. killed orinjuredonthejobduringInterna world recognizeworkerswhohavebeen communities andatworksitesaroundthe Day is April 28 Workers’ Memorial of itsemployeestobargain collectively. pletely unionizedandrecognizestheright the onlywirelesscompanythatiscom Sprint, iscompletelynon-union. AT&T is union, whileCREDOMobile,whichuses concerted employerhostility. Sprintisanti- years towinunionrecognition,against engaged inaprotractedstruggleformany America (CWA). affiliate, theCommunications Workers of ployees arerepresentedbyUPTE’s national families. Some40,000 AT&T Mobilityem be supportingunionworkersandtheir average plan. – thatcantranslateinto$110 peryearonan vidual andfamilywirelesscellphoneplans getunionwireless.com>. To paraphrase American labor and Every April 28,peopleinhundredsof Want details?Checkout Workers at Verizon Wireless have been Not onlywillyoubesaving–-you’ll

Reprinted from SumofUs.org.