No Mo’ Bullshit. A Real Worker Victory!


ABC employees- will gain a 2.75% increase (per transaction) for the first year of the contract and 2.25% for each additional year.

  • QA Incentives- employees with an A rating will receive 110% of their rate 99 time
  • Rates will increase as follows: Call Center- $15 per hour ; Tag swap- $15 per hour ; Correspondence- $16 per hour
  • 99 rates will increase 50 cents each year for the duration of the contract

No employee on ABC will earn less than the following rates per year:

  • After ratification: 13.50
  • First full pay period of 2018: $15 per hour
  • First full pay period of 2020: $15.75 per hour

Non ABC employees- will receive the following increases upon ratification:

July 2017:

  • Exceeds expectations- 2.75%
  • Meets expectations- 2.5%

Active employees assigned to an eligible position on or after January 1st of the plan year will receive a 1% increase.

July 2018, 2019 and 2020:

  • Exceeds expectations- 2.75%
  • Meets expectations- 2.5%

We entered negotiations with yearly wage increases as the top issue identified by members. We were able to argue that a four year contract needed to ensure economic increases to deal with rising living costs.

Our solidarity made it possible for us to achieve yearly raises for all workers each year of the contract!



The company and the union have reached an agreement on union membership. all workers would need to be a member or tender a fee to the union to pay for their share of the representational costs.

It is time for a new era where we can address our issues as equals with management. Union membership will finally allow us to build the union we need, free from our employers watch.



The union agreed to the changes in sick time:

Paid sick time cannot be used at the beginning of your unless it is for at least half of your shift. For other times, paid sick time must be used in 2 hour increments or greater. An employee that become sick toward the end of their shift may use less than 2 hour increments.

The company was adamant that this change was needed. Throughout negotiations, these requirements were reduced from the 8 hours the company originally proposed.



  • Tardy will now be 10 minutes
  • Late return from break 5-45 minutes will now be .25 point, 45 minutes or more .50
  • 9 month rolling calendar for point removal
  • Earn Back added to attendance. 3 months perfect attendance removes 1 point.
  • Employees may opt out of mandatory overtime 4 times per year

We entered negotiations with a clear consensus that the 12 month roll off needed to be reformed. Our demand was met with opposition, the company’s position was that they needed points for late return to work from a break.

We also needed to address mandatory OT.

We accomplished the main goal of reforming article 12 and the first regulations on mandatory OT were put in place.



Performance issues have been removed. Only behavioral issues will be dealt with by this article.



Performance issues will now be handled by this new stand alone article.

Performance and behavioral issues can no longer be combined or “stacked” against us. For example, a write up for a dress code violation can not be linked to a performance issue.



Employees working up to 6 hours will now have a scheduled 15 minute break and 15 minutes of personal time to be used at your discretion

Employees working up to 6 hours will now have a scheduled 15 minute break and 15 minutes of personal time to be used at your own discretion.

Employees working between 6-10 hours will now have a scheduled 15 minute break and a scheduled 10 minute break. They will also now have 20 minutes of personal time to be used at your own discretion.

Employees working more than 10 hours will now have two scheduled 15 minute breaks and 30 minutes of personal time to be used at their own discretion

The company was determined to eliminate the flexibility of our personal time. After several negotiations on the issue we agreed to terms with the changes because now personal time is actually covered under the contract  and cannot be changed for the life of the contract.



Time frames to file or appeal grievances as well as Arbitrations have all been extended.

  • 1st Step: Need to be filed 45 days from occurrence, was 30.
  • 2nd Step: A grievance not settled at 1st Step needs to appealed within 12 days, was 10 days..
  • 3rd Step: A grievance not settled at 2nd Step needs to be appeales within 12 days, was 10 days.
  • Arbitration: A grievance not settled at 3rd Step must be appealed to Arbitration in 45 days, was 30 days.



The company will now pay for 2 steward to sit a grievance. Was previously 1 steward.



The Safety Committee may now contain up to 5 representatives, no more than 1 from each department. The previous language allowed for only 2 representatives of the work force.

It was a very important goal for us to demand our voice heard and access to our union not be impeded. We made several gains that will allow us to better enforce shop floor conditions and resolve shop floor issues.