CWA - ADT Tentative Agreement Summary
CWA - ADT Tentative Agreement Summary
By Jesse Selin, ADT Tech Engineer and CWA 7250 Bargaining Committee Co-Chair
Original intent of unionizing.
When this began in late 2023 the discussion was largely about how to retain our coworkers. How to end excessive and random overtime. How do we return our workplace to a place where the techs are respected as human beings and not as production numbers. After much deliberation and counseling on the difficulties of getting a contract with ADT we followed good advice from our CWA representatives and proposed we mirror a contract that is already being honored by ADT. That contract as many of you now know was the 38-year-old Salt Lake contract with ADT. Obviously, there were market differences between these two places and ADT agreed that we could adopt this contract with a few alterations for Minnesota law and negotiate the wages article. This put us far ahead in the bargaining process, as this could have gone on for years having to start bargaining from scratch.
During the bargaining process many observers from other unionized units with ADT were surprised at ADTs willingness to bargain with our unit. This was due to our overwhelming majority during our initial vote. The other unique attribute that contributed to our success is that the union was spearheaded by the Tech Engineers. Many other units who unionized had a harder time getting ADT to take them seriously. Because of the unity of TEs here in Shoreview we had ADT's attention, and we were able to bargain our first tentative agreement in less than a year. I bring this up because this was done in the beginning to help our brothers on Install and Service. Tech Engineers had the most to lose should bargaining go awry or if ADT had caught wind of us organizing before we officially voted to unionize. This act of selflessness gave our unit power at the bargaining table.
The following is a summation of what is in the contract:
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Contract Duration:
Effective Date: Tentatively January 31st, 2025
Expiration Date: Tentatively February 1st, 2027
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Wages & Pay Increases:
Year 1 (April 1st 2025): 3% wage increase for all members. Tech Engineers are excluded from this.
Year 2 (April 1st 2026): 2.5% wage increase for all members. Tech Engineers are excluded.
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Health & Welfare:
Premiums: Union members’ health insurance premiums will remain the same coverage as provided by ADT
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Work Hours & Overtime:
Overtime Caps: Mandatory overtime is capped at no more than three 6-day weeks per month unless agreed upon by the employee.
Workweek: Standard work week remains 40 hours, with overtime pay at 1.5x for hours worked beyond 8 hours in a day as well as all hours after 40.
The TE average for OT applies after 40 hours as their pay compensation plan lays out.
As this means they can assign 6-day work weeks 3 times a month it is going to discourage them from doing so as the OT metric is going to go up substantially. This should dissuade management from superfluous and random mandatory OT.
Holidays:
All holidays are paid for 8 hours straight. Or if the holidays lands on the weekend an employee can take a paid day off of their choosing.
If the employee works the holiday He will be paid at 2.5 times his regular hourly rate.
Also, we gain a few holidays. With this contract we will have 9. All holidays not fixed by the company can be utilized as a floating holiday.
Vacation and Sick days:
Here we have few changes. We have been accustomed to a single PTO bucket that somehow accounts sick days and attendance points.
Because we are a union ADT will delineate these on your paystubs. And in order to be in compliance with Minnesota Sick and Safe law your sick days will be listed. Attendance points can only accrue after sick days are used up.
Remember that sick days can be used at any time. And you will have 6 days to use per year with no consequence to your standing with the company.
Vacation amount is given by the following table:
Less than 6 months: None
6 months but less than 1 year: 1 week
1 year but less than 5 years: 2 weeks
5 years but less than 15 years: 3 weeks
15 years or more: 4 weeks
If an employee takes his/her vacation during a period which includes a listed legal holiday, the employee shall receive an extra day of vacation or an extra day of pay.
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Job Security & Layoffs:
Seniority Rights: In case of layoffs, seniority will be the deciding factor, with the least senior members being laid off first.
Temp workers can be hired but not at the cost of an employee with more than 3 years with the company.
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Grievance Procedure:
You can request union representation for all disciplinary actions. As we have seen multiple times in this last year there were many issues resolved by stewards being a part of these conversations that would have otherwise gone to verbal warnings, write ups and or termination. This is our way of holding management accountable to the contract and to their own policies. Without these key members ADT can continue to change job expectations at any time.
Step 1: Employees can file a grievance directly with their supervisor or union representative.
Step 2: If unresolved, the grievance will be reviewed by a neutral third-party mediator.
Step 3: Arbitration will be the final step if the issue cannot be resolved at previous steps.
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Other Key Provisions:
Union Rights: The union will continue to have access to employees during non-working hours to communicate about union matters.
Non-Discrimination: Employer agrees to maintain a zero-tolerance policy on discrimination and harassment in the workplace.
Union dues are calculated at base pay. Which is hourly rate for 40 hours per week at 1.3%.
Voting Method: via email.
Important: Please read the full contract before voting. Members have the right to ask questions at the meeting on Sunday, January 5th, 2025
For Questions or More Information, Please Contact: This email address is being protected from spambots. You need JavaScript enabled to view it.
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Vote to approve or reject this agreement! Your voice matters!
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