An example of corporate disrespect for workers

The following comes from an internal communication being shared throuygh the Communications Workers of America (CWA) regarding layoffs at Lumen. I think that we can see from this that the company is badly managed and that company leadership has little respect for the workers. Union leadership will be protestng this mistreatment to the company, but I hope that Lumen workers will back them and join together to protest as well and that other communications workers will support them. This is daily life in corporate America right now.

The communication reads in part;

Yesterday, the Company sent emails to 178 represented employees announcing that there would be an involuntary force adjustment and reduction in the Michael Bell, Tara Robinson, and Bonnie Bell Organizations. The various titles impacted by this announcement are:

• Customer Care Specialist- 8 employees
• Facilities Specialist- 25 employees
• Sales and Service Consultant-7 employees
• Sales Support Specialist- 12 employees
• Screen Consultant / RSA- 18 employees
• Switch Consultant- 11 employees
• Customer Ambassador- 38 employees
• Facilities Specialist- 12 employees
• Service Assurance Tech- 44 employees
• Inventory Specialist- 3employees

The company held four separate calls with its employees yesterday (Many employees hadn’t received the email yet and had no idea what the call was about). During these calls, the company turned off the camera and read from a scripted message while having everyone on mute, which prevented employees from asking any questions. After the meeting, employees were instructed to submit an HR ticket if they had any questions. I informed the company that our members felt frustrated and disrespected, which is unacceptable. The communication was poorly handled, and our members deserve better than this!

I have raised the issue of the amount of contracting in all of these titles and the fact that the company is required to follow the provisions of Article 19, which requires them to discontinue the contracting and/or return the work to the bargaining unit to the extent it prevents the layoff. The Company Bargaining Agent is required to provide the Union with a list of contractors who are performing the work in the perspective areas 15 days prior to the resolution date; however, the employer has no obligation to return work to avoid the involuntary layoff of employees until then. The company is also required to provide the CWA Executive Work Council (EWC) contracting reports quarterly, and we will be having conversations about the contracting throughout the 90 day period. Locals must aggressively pursue any contracting going on in each organization under a surplus situation by submitting grievances and RFIs requesting information about the contracting going on in their impacted areas.