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Latest Updates

Sept. 5, 2025, 2:40 p.m. CT

Our commitment to network modernization in California

As we continue to modernize our network and keep our customers connected, it’s important for us to support policies that can help us bring newer technologies to more people and more places across the state. Last week, the California Senate Appropriations Committee decided to hold AB 470, legislation we supported to modernize California’s communications infrastructure and bring broadband to more Californians.

While we’re disappointed in this outcome, our commitment to bring advanced technology to Californians remains as strong as ever. Upgrading to newer technologies is essential to our strategy to become the best connectivity provider. We know older copper-based services are no longer meeting the needs of customers for speed, reliability, and always-on connectivity. And the requirement to maintain our legacy systems reduces our ability to invest in newer technologies that help us stay ahead of the competition.

We’ll continue working with policymakers and community members in the year ahead to support the changes needed to build a modern communications network for Californians. Our goal is to deliver the best possible experience to our customers, now and into the future.

Aug. 28, 2025, 2:42 p.m. CT

Investing in our network across California

Every American deserves access to fast, reliable connectivity, whether you’re calling your loved ones, attending a virtual class, or meeting with your coworkers online. That’s why AT&T is investing in best-in-class connectivity as we continue to elevate the experience for communities throughout our country.

California is a hub for innovation, which requires high-speed connectivity like 5G and fiber. Here’s a look at how we have invested in our network to bring advanced services to more people and places across the state:

We know that legacy services are no longer meeting our customers’ needs for speed, reliability, and always-on connectivity. As a result of outdated state regulations, AT&T keeps our copper network up and running, even though fewer than 5% of households we serve in the state still use copper landlines. Imagine it as having to cool an entire skyscraper in the summer when people are only occupying one floor.

It’s important that state regulations keep pace with innovation. That’s why we support AB 470. This legislation, which is currently making its way through the California Senate, would modernize California’s communications infrastructure, with more opportunities to expand access to newer technology as we transition away from outdated copper networks. 

It would also bring more broadband for more Californians—allowing us to invest more in future technology like AT&T Fiber and AT&T Internet Air while ensuring no customer is left without access to voice service. We’ll continue to keep you updated as the bill makes its way through the legislature. 

For more information on the bill, visit Californians for a Connected Future. To learn more about our ongoing investments in the state, read my article, How AT&T is Investing in California.

Aug. 21, 2025, 3 p.m. CT

Modernizing our network and the role of legislative support

Transformation is part of our legacy as we continually scale the best technology and reset the bar for how people connect with one another. Just like when we introduced wireless service to connect people beyond their traditional landline telephone, we’re working to move away from outdated copper networks and toward technologies that can address our customers’ needs for speed, reliability, and always-on connectivity.

As more customers demand newer technology, we want to offer more advanced services that provide a better experience, like fiber and wireless, which are backed by the AT&T Guarantee.

Like many industries, having the right legislation in place can impact our ability to invest and expand our services, which are important steps to modernizing California’s communications networks. One example of this type of legislation is bill AB 470, and it’s currently making its way through the California Senate. There are still several steps before it becomes law, and we will stay engaged with policymakers throughout this process.

As we work to become the best converged connectivity provider in America, which includes our plan to reach around 60 million fiber locations by the end of 2030, we remain committed to providing our customers with the connectivity they can depend on.  

For more information on the bill, visit Californians for a Connected Future.

July 16, 2025, 4:22 p.m. CT

Update on our network modernization efforts in California

As we work to cement our position to be the best converged connectivity provider in America, we're sharing an update on our network modernization efforts that will allow us to better serve our customers throughout the state of California.

Yesterday, the California Senate advanced important legislation that would reform the state’s Carrier of Last Resort (COLR) policy while protecting consumers, preserving access to essential voice services, strengthening public safety, and moving California forward. The bill also allows us to advance our broader wireline transformation strategy to modernize our network and transition away from copper in the State of California—just as we’re doing in every other state in our footprint.

This legislation (AB 470) will bring more infrastructure investment to California. As currently written, the bill requires fiber build-out commitments for every copper line we phase out. This is great news for our customers.  As you know, our legacy services cannot keep pace with our customers’ increasing needs for high-speed connectivity, and this bill will enable us to more quickly get the latest and best technologies into their hands.

Increased investment in and demand for modern connectivity will also support good-paying jobs for those building the networks of the future. We want our employees—part of the largest unionized telecommunications workforce—to work on new technologies as opposed to allowing non-unionized competitors to get those opportunities. We are working closely with the Senate to include commitments on critical issues that are important to our employees.

We’ve managed through this evolution before and will continue to work with our employees and their union representatives to address the impacts of technological advances.

For more information on the bill, visit the “Californians For A Connected Future” website.

June 25, 2025, 3:00 p.m. CT

AT&T employees vote to ratify the IBEW Alascom agreement

We are pleased to announce that employees represented by the International Brotherhood of Electrical Workers (IBEW) Local 1547 voted to ratify a new 5-year Alascom agreement that recognizes the work they do every day to keep customers connected. The contract covers 7 employees who primarily work in administrative and clerical roles in Alaska.

Because this agreement was ratified well ahead of its expiration in July 2026, employees will begin to benefit from it even sooner. This includes substantial wage increases that provide significant value. It also provides enhanced company contributions to the IBEW 1547 Health and Welfare Trust in April of each year to coincide with the Trust’s annual increase in premiums. Additionally, Martin Luther King Jr. Day will be an observed holiday.

AT&T is the largest employer of unionized workers in the U.S. telecommunications industry and we’re proud of our long track record of creating jobs and providing strong, fulfilling careers for generations of workers. To date, we’ve reached more than 60 full contract agreements with our unionized workforce over the past decade, including ratifying 2 contracts this year.

May 5, 2025, 7:44 p.m. CT

Southwest employees ratify a new agreement

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

We are pleased to announce that employees represented by the Communications Workers of America (CWA) District 6 voted to ratify the new Southwest agreement that recognizes the work they do every day to keep our customers connected.

Since negotiations began in early March, we have appreciated the opportunity to work with CWA District 6 leadership and their bargaining team with the shared goal of reaching an agreement that benefits the long-term success of our employees, customers, and the company.

We’re pleased we were able to accomplish this without customer disruptions or lost wages for our employees, which was an unnecessary outcome of some previous negotiations. When discussions at the bargaining table are constructive, we all win.

Highlights of the new agreement include:

  • Substantial wage increases that provide competitive market-based pay, plus a $1,000 ratification bonus.
  • Health benefits among the best in the nation along with investing more than ever in employee wellbeing.
  • Improved retirement benefits with a generous company match for 401(k) savings and higher contributions to pension plans, at a time when few companies provide such benefits.
  • Stronger job security that takes employees into our fiber future by including guarantees for traditional fiber work, such as buildouts, installations, and maintenance for fiber services. If this work is contracted out, it would not result in layoffs or part-timing of employees.

Our customers want high-performing, reliable connectivity, and this agreement will help us sustain our competitive position in the telecommunications industry where we can grow and win against our non-union competitors. Over the past 5 years, we have invested at the top of the industry to a total of approximately $145 billion in U.S. wireless and wireline infrastructure and spectrum, which benefits our employees, our customers, and our communities.

As we put our customers at the center of everything we do, our highly skilled, unionized workforce helps us meet the growing demand for data, voice, and streaming over 5G wireless and world-class fiber connectivity, cementing our ambition to be the best converged connectivity provider in America.

AT&T is the largest employer of unionized workers in the U.S. telecommunications industry with a nearly 100-year history of strong union relationships. No American connectivity provider does more to support and sustain well-paying jobs with excellent benefits for their employees, including CWA members and their families.

We’re proud of our long track record of creating jobs and providing strong, fulfilling careers for generations of workers, including reaching more than 60 full contract agreements with our unionized workforce over the past 10 years.

April 17, 2025, 5:20 p.m. CT

Southwest tentative agreement highlights

As we recently shared, we’ve reached a tentative 4-year agreement with the Communications Workers of America for employees covered by the Southwest contract.

Highlights include:

$1,000 RATIFICATION BONUS

Employees will receive a $1,000 bonus if the contract is ratified by May 9, 2025.


SUBSTANTIAL ANNUAL WAGE INCREASES

We'll provide competitive market-based pay with compounded wage increases of 15.3%, which is an average of about $33,100 additional wages over the next 4 years. Employees will feel the boost right away, as this includes a 5% pay increase shortly after ratification.


HEALTH BENEFITS AMONG THE BEST IN THE NATION

Depending on your plan selections, the company will pay more than 70% of the total cost of your healthcare on average, including 100% of preventive care costs. Beginning in 2026, new provisions include an annual match to health savings accounts, coverage for dependents up to age 26, coverage eligibility for new hires beginning day 1, and more.   


RETIREMENT BENEFITS WITH A GENEROUS COMPANY MATCH

Comprehensive retirement benefits will improve, including an increased company match for 401(k) savings and higher contributions to pension plans.


CONTINUED JOB SECURITY

We are taking CWA District 6 employees into our fiber future by including guarantees for traditional fiber work, such as buildouts, installations, and maintenance for fiber services. If this work is contracted out, it would not result in layoffs or part-timing of employees. Also, the employment security commitment will continue to ensure all qualifying Southwest employees will be offered a job in the event of a surplus.


ENHANCEMENTS FOR PREMISES TECHNICIANS

All premises technician wage schedules will get an immediate 3% increase to top rate, plus the general wage increase. They will also now be paid double-time for hours worked in excess of 54 hours per week.


GUARANTEES A LIVING WAGE

The minimum wage will be increased to ensure that all employees will always earn at least $15 per hour.


FAMILY PLANNING

Employees (mom or dad) will continue to get 2 weeks of parental paid time off for a birth or adoption of a child. Those looking to start or expand their family will have access to fertility services and up to $14,000 in reimbursement for adoption, surrogacy, and cryopreservation.


ADDITIONAL BENEFITS

  • Martin Luther King Jr. Day will be an observed holiday.
  • The Success Sharing Plan will continue, which is a bonus awarded to eligible employees to recognize their contributions to the company’s success.

 

April 10, 2025, 11:48 a.m. CT

Tentative agreement reached in Southwest negotiations

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

We are pleased to announce we’ve reached a full tentative agreement in Southwest negotiations with the Communications Workers of America (CWA) District 6. If this agreement is ratified by May 9, 2025, we will pay a generous $1,000 ratification bonus in recognition of the mutually beneficial and constructive approach to this round of bargaining.

When discussions at the bargaining table are constructive, we all win. Over the past month, discussions with CWA District 6 have been focused on one thing – reaching a fair agreement that recognizes the work employees do every day to keep customers connected. We’re pleased we were able to accomplish this during this round of bargaining, without customer disruptions or lost wages for our employees, which was an unnecessary outcome of some previous negotiations. Since day 1, we have appreciated the opportunity to work with CWA District 6 leadership and their bargaining team with the shared goal of reaching an agreement that benefits the long-term success of our employees, customers, and the company.

We’ll provide more information about the tentative agreement over the next few days.

We have reached more than 60 full contract agreements with our unionized workforce over the past 10 years, which builds on our long track record of providing jobs and opportunities for generations of workers.

We are the largest employer of unionized workers in the U.S. telecommunications industry with a nearly 100-year history of strong union relationships. No American connectivity provider does more than AT&T to support and sustain well-paying jobs with excellent benefits for CWA members and their families.

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April 7, 2025, 10:08 a.m. CT

Southwest Bargaining Update

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

Since negotiations began about a month ago, we’ve already reached tentative agreements on a total of 65 proposals, including 31 this past week.

These tentative agreements and our proposals show how we support employees’ total wellbeing with health and financial wellness benefits that are among the best in the nation.

An important section we closed out last week was all of Appendix J, which covers premises technicians. Improvements include:

  • Introducing the ability to earn double overtime after 54 hours worked in a calendar week.
  • Increased relief differential pay from $8 to $10 per day.
  • Reduced time-in-title from 30 months to 24 months, allowing employees to transition to other job titles sooner and potentially earn higher pay.

We also agreed on items that would help employees better care for themselves and their families, especially when the unexpected happens. These include 3 days paid time off for a miscarriage and giving employees more flexibility for funeral time.

We continue to have discussions on key issues, such as benefits, wages, and job security.

For example, our benefits proposal would continue to offer one of the best healthcare plans in the nation with significant enhancements, such as:

  • Introducing plans with multiple options, allowing employees to choose coverage based on their individual needs, and potentially reducing monthly premiums paid by the employee.
  • A new, unprecedented company match for Health Saving Account (HSA) contributions for both individuals and families. An HSA is one of the best types of investment accounts, which has triple-tax advantages. First, you pay no taxes when putting money into the account. On top of that, the money can also grow tax free based on your investment returns. Plus, you can use the HSA debit card to easily pay for eligible health-related expenses, tax free.

Financial wellness is also top of mind. At a time when few companies offer an ongoing pension plan—and many other employers have frozen, closed, or terminated their plans—we proposed to continue to provide both a pension plan and a 401(k) savings plan for all employees.

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We are the largest employer of unionized workers in the U.S. telecommunications industry with a nearly 100-year history of strong union relationships. No American connectivity provider does more than AT&T to support and sustain well-paying jobs with excellent benefits for CWA members and their families. We are committed to reaching a fair agreement with CWA District 6 that recognizes the work our employees do every day to keep our customers connected.

March 28, 2025, 10:14 a.m. CT

Southwest Bargaining Update

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

As we work through our fourth week of bargaining, we’ve already reached tentative agreements on 5 more proposals, bringing our total count to over 30. These included electronic dues, paid holidays, and promoting the CWA/NETT Academy, which provides useful training and development support for union members, and more.

Additionally, much of the conversation this week has been around job security and benefits proposals.

Benefits

We talked about a new 4-tier cost structure, which includes a less expensive monthly contribution option for those who are only enrolling themselves and child dependents. We know our employees rely on us to support themselves and their families with wages and benefits that are among the best in the nation. No other connectivity provider in America does more than AT&T to support and sustain well-paying jobs with excellent benefits for CWA members and their families.

Jobs

We discussed the importance of investing in our people. To help employees continue their career with AT&T, we provide an Employment Security Commitment that ensures all qualifying Southwest employees will be offered a job in the event of a surplus. While layoffs are considered a last resort, when unavoidable, qualified employees are given the option to voluntarily leave the company with a severance package. This allows employees who are ready to leave the ability to do so and can alleviate the need for an involuntary layoff, which can reduce the uncertainty that accompanies such an event. When involuntary moves become necessary, we execute the Employment Security Commitment, which provides job options so qualified employees can remain on payroll.

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As the largest employer of unionized workers in the U.S. telecommunications industry, no other connectivity provider in America does more than AT&T to support and sustain well-paying jobs with excellent benefits for CWA members and their families. We’ve reached 60 full contract agreements over the past 10 years and remain committed to reaching a fair agreement that recognizes the work our employees do every day to elevate the customer experience and provides strong, fulfilling careers. 

March 21, 2025, 12:37 p.m. CT

Southwest Bargaining Update

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

In our third week of bargaining, the negotiating teams continued to meet regularly and reached tentative agreements on 18 more proposals.

We also had promising discussions and proposed improvements for premises technicians covered by Appendix J, which largely focused on work-life balance issues, including overtime treatment.

Additionally, we proposed improvements for consumer-facing premises technicians, impacting work rules and pay. Our proposal would allow the company to offer these technicians an opportunity to be temporarily upgraded to eligible job titles with higher pay. This upgrade gives employees the opportunity to gain valuable work experience and have the potential to earn more money, including during associated vacations, holidays, and any other paid time off.

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We are committed to delivering the connectivity customers depend on, and our unionized employees are key to that success. As the largest employer of unionized workers in the U.S. telecommunications industry, no American connectivity provider does more than AT&T to support union members and their families with competitive, market-based pay and benefits that are among the best in the nation.

March 14, 2025, 12:03 p.m. CT

Southwest Bargaining Update

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

As we wrap up week 2 of bargaining, the teams have been making progress, and we are excited to share that we have reached tentative agreements on 10 proposals. These agreements include new job titles and excused workdays, as well as union representation and seniority – both of which underscore our commitment and help support a key tenet of the bargaining unit relationship.

Additionally, there are a few notable items we proposed:

  • Continuing the Employee Security Commitment to ensure all qualifying Southwest employees will be offered a job in the event of a surplus so that employees can continue their career with AT&T.
  • Eliminating the $3,000 cap on incentive payments because we want to quickly reward employees for the work they do to Serve Customers First and not limit their ability to earn more money. Today, if we want to reward employees with more than $3,000, we have to work through additional layers of approval, and because of this, many incorrectly assume that incentives cannot exceed $3,000. If an agreement is reached, employees could earn more money quicker than before.
  • Expediting the grievance process by encouraging a timelier filing of grievances. Too often grievances proceedings take an extended period of time, leaving employees in limbo. If an agreement is reached, this could help cases be heard and resolved sooner. Additionally, we reached a tentative agreement on the processing of unusual grievances.
  • Improvements to Appendix J, which covers premises technicians, regarding mandatory overtime, plus the continuation of discretionary lump sum payments and additional cash awards.

Here is a list of the key topics we have discussed and agreed to thus far:

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Looking ahead, our negotiating team will continue to focus on working toward reaching a fair agreement that recognizes the work our employees do every day to elevate the customer experience with competitive, market-based pay and benefits that are among the best in the nation.

March 8, 2025, 11:37 a.m. CT

Southwest Bargaining Update

The Southwest contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

On March 4, we began negotiations with the Communications Workers of America (CWA) District 6 for the Southwest agreement, with both of our teams intending to find common ground throughout this important process. As we discussed in our opening remarks, the way people communicate and access the internet is transforming rapidly, which accelerates the evolution of our industry. To meet this demand, we aim to compete for highly skilled employees who can serve our customers in a business that’s adapting to a changing market.

Today, we are pleased to share we provided our first comprehensive benefits proposal. We believe it helps to modernize the healthcare options available and adds significant financial value to our employees.

Additionally, as is typical at this stage, many initial proposals were shared on dozens of topics this week. These opening positions give both teams a starting point for negotiations and help us understand what some of the key items may be over the coming weeks.

Here are some key topics we have discussed thus far:

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The customer experience starts with our employees, especially on the frontline, and it is what sets AT&T apart from all the rest. We’re proud to have the largest unionized workforce in the U.S. telecommunications industry, and we look forward to continuing to have productive conversations with our union partners.

March 5, 2025, 10:00 a.m. CT

Bargaining begins on the Southwest contract

This contract covers about 9,000 wireline employees who primarily work in technician, call center, and other customer service roles in AR, KS, MO, OK, and TX.

Yesterday, we kicked off negotiations with the Communications Workers of America (CWA) District 6 for the Southwest agreement, which is set to expire on April 12.

We have a strong history of working with the CWA to provide great jobs with competitive, market-based pay and benefits, and we are hopeful that both parties will come to the table with the goal of reaching a fair agreement.

As we put our customers at the center of everything we do, our highly skilled, unionized workforce helps us meet the growing demand for data and connectivity, cementing our position to be the best converged connectivity provider in America. You’re here for our customers, and we stand by you and your family, especially as you support the AT&T Guarantee.

We are the largest employer of unionized workers in the U.S. telecommunications industry and no other connectivity provider in America does more than AT&T to support and sustain well-paying jobs with excellent benefits for CWA members and their families. Over the past 5 years, we have invested approximately $145 billion in U.S. wireless and wireline infrastructure and spectrum. We are the nation’s undisputed leader in fiber investment, which benefits our employees, our customers, and our communities.

We appreciate the opportunity to work with our union partners to reach an agreement that benefits the long-term success of both our highly valued employees and their company, and we look forward to having productive discussions.

Since the beginning of 2022, we have reached 18 agreements, including ratifying 7 contracts covering about 28,000 employees last year.

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Oct. 18, 2024

AT&T Employees Vote to Ratify the Southeast and West Agreements

Our highly skilled, unionized workforce strongly positions us to grow 5G and fiber.

Key Takeaways:

  • AT&T ratifies agreements with the Communications Workers of America (CWA) in the Southeast and West, covering about 23,000 employees.
  • AT&T is proud to be the largest employer of union-represented employees in the U.S. telecommunications industry.
  • AT&T’s labor agreements support the company’s commitment to employees’ total wellbeing by providing wages and benefits that are among the best in the nation.

What’s the news? AT&T employees represented by the CWA voted to ratify two collective bargaining agreements. The 5-year agreement with CWA District 3 in the Southeast covers about 15,000 employees who primarily work in technician, call center, machine operator, and other customer service roles in AL, FL, GA, KY, LA, MS, NC, SC, and TN, and is set to expire on Aug. 4, 2029. The 4-year agreement with CWA District 9 in the West covers about 8,400 employees who primarily work in those same roles in CA and NV, and is set to expire on April 8, 2028.

Why is this important? AT&T is the largest employer of union-represented employees in the U.S. telecommunications industry, where more than 62,000 AT&T employees are unionized. AT&T’s high-performance wireless and fiber networks provide a foundation for U.S. economic growth, innovation, and individual opportunity, and AT&T is focused on growing 5G and fiber with a strong union workforce.

“We are proud to support the needs of our unionized employees as they make these connections possible for our customers and communities,” said Jamie Barton, senior vice president of Global Human Resources and Labor Relations, AT&T. “We believe that to be the best connectivity provider, our agreements must allow us to compete for the best people and have the best operations that can adapt to evolving customer demands. These new agreements position the company for sustainable growth and ensure we continue to recognize the work our employees do every day to serve our customers.”

AT&T’s labor agreements support the company’s commitment to employees’ total wellbeing by providing wages and benefits that are among the best in the nation, promoting the physical, emotional, financial and social wellbeing of employees, their families and their communities. These agreements include competitive market-based wage increases that exceed projected inflation, comprehensive retirement benefits, increases in the company’s financial contributions to employee healthcare and wellness, better schedule stability, job security, and more.

Thanks to strong, long-term relationships with our union partners, the company has now reached 18 agreements since the beginning of 2022, including seven contracts ratified this year.

Oct. 16, 2024

AT&T employees vote to ratify the Teamsters Alascom agreement

AT&T employees represented by the International Brotherhood of Teamsters voted to ratify their Alascom collective bargaining agreement. The 4-year agreement covers about 145 employees who primarily work in technician and mechanic roles in Alaska.

Because this agreement was ratified well ahead of its expiration set for February, employees will benefit sooner from early wage increases that outpace projected inflation and enhanced company contributions toward the Teamsters Health and Welfare Trust.

The Teamsters Alascom contract will expire on Feb. 28, 2029. Thanks to strong, cooperative relationships with our union partners, the company has now reached 18 agreements since the beginning of 2022, including three contracts ratified this year.

Sept. 15, 2024

AT&T, CWA reach two tentative agreements, ending Southeast work stoppage

The following can be attributed to Jeff McElfresh, Chief Operating Officer:

“We are pleased to announce that we’ve reached 2 tentative agreements with the Communications Workers of America (CWA). The first is in District 9 in the West, which comes within days of getting back to the negotiating table to constructively reach a new deal. The second is in District 3 in the Southeast, bringing the work stoppage to an end on Sept. 16.

"As we’ve said since day 1, our goal has been to reach fair agreements that recognize the hard work our employees do to serve our customers with competitive market-based pay and benefits that are among the best in the nation -- and that’s exactly what was accomplished. These agreements also support our competitive position in the broadband industry where we can grow and win against our mostly non-union competitors.

“We’ll provide more details about the tentative agreements once the CWA shares them with its members, and we expect the ratification votes to happen in the coming weeks."

Additional details:

  • The tentative 5-year agreement with CWA District 3 in the Southeast covers about 15,000 employees who primarily work in technician, call center, machine operator, and other customer service roles in AL, FL, GA, KY, LA, MS, NC, SC, and TN.
  • The tentative 4-year agreement with CWA District 9 in the West covers about 8,400 employees who primarily work in technician, call center, and other customer service roles in CA and NV.
  • The company has now reached 17 agreements with the unions since the beginning of 2022, including two contracts ratified earlier this year.  

Sept. 15, 2024

Letter to employees: Work stoppage ends with tentative agreements in the Southeast and West

We are pleased to announce that we’ve reached 2 tentative agreements with the Communications Workers of America (CWA). The first is in District 9 in the West, which comes within days of getting back to the negotiating table to constructively reach a new deal. The second is in District 3 in the Southeast, bringing the work stoppage to an end tomorrow morning.

As we’ve said since day 1, our goal has been to reach fair agreements that recognize the hard work our employees do to serve our customers with competitive market-based pay and benefits that are among the best in the nation -- and that’s exactly what was accomplished. These agreements also support our competitive position in the broadband industry where we can grow and win against our mostly non-union competitors. We’ll provide more details about the tentative agreements once the CWA shares them with its members, and we expect the ratification votes to happen in the coming weeks.

We understand that this has been a challenging time for everyone impacted, and we’re glad that we collectively found a mutual path forward to reach these agreements. We value our union-represented employees, and we’re excited to welcome our Southeast employees back to work so they can continue doing what they do best — serving our customers.

We also owe a debt of gratitude to everyone who stepped up to support our business over the past month, taking time away from your families and daily work to ensure our customers stay connected. We appreciate the many sacrifices you have made to help maintain our network and continue serving our customers. It is a true testament to how we Serve Customers First.

With that, we all need to continue to look ahead, keeping our sights set on coming together to fulfill our Purpose of connecting people to greater possibility.

Our fiber is in high demand, and we are eager to meet customers’ requests. Putting customers first is encoded in our DNA, so we will work alongside contractors for a period of time to ensure that customers receive the great products and services they need and expect as quickly as possible.

We look forward to building upon our long history of strong union relationships and are proud to have the largest unionized workforce in the U.S. telecommunications industry. We have now reached 17 agreements with the unions since the beginning of 2022, including 2 contracts ratified earlier this year.

Sept. 9, 2024

Our latest media statement

On Sept. 8, we reopened discussions on the terms of the final offer we submitted to the CWA on Sept. 4 as we continue the constructive negotiations we’ve engaged in since day one. We continue to aim for an agreement that will provide competitive market-based pay that exceeds projected inflation, provides benefits that improve employees’ total well-being, and sustains a competitive position in the broadband industry where we can grow and win against our mostly non-union competitors. We are hopeful that the CWA will engage with us in the same spirit and work towards an agreement to get our employees back to work.

Sept. 6, 2024

West contract ratification results

Employees represented by the Communications Workers of America (CWA) District 9 voted against ratifying the West tentative agreement which includes wages and benefits that are among the best in the nation.

The contract covered about 8,400 employees who primarily work in technician, call center, and other customer service roles in California and Nevada.

The tentative agreement was announced on Aug. 2 and included wage increases that exceed projected inflation, comprehensive retirement benefits, increases in the company’s financial contributions to employee healthcare and wellness up to 25% per year, expanded tuition aid, better schedule stability, job security, and more.

“We’re disappointed this competitive, market-based tentative agreement didn’t ratify,” said Jamie Barton, AT&T senior vice president of Global Human Resources and Labor Relations. “The company negotiated in good faith to reach this agreement, and we will quickly work with our union partners to reach a new tentative agreement that can be put up for an employee vote as soon as possible.”

The company has reached 13 agreements with the unions since 2022, including 2 contracts ratified this year.

Sept. 3, 2024

Letter to employees: CWA fires federal mediator in Southeast negotiations

This past weekend, the Communications Workers of America (CWA) District 3 decided it no longer wants to involve a skilled federal mediator to assist in negotiations.

This decision was unexpected, since withdrawing from mediation seems inconsistent with the union’s allegation of unfair labor practices.

We thank the mediator for their efforts throughout this process. Regardless of whether a neutral third-party is present, progress will not be made without a willingness to compromise.

As we have said from day 1, we are focused on reaching a fair and competitive agreement that benefits our hard-working employees as quickly as possible, and this won’t change. In the meantime, we will remain prepared for all contingencies to ensure our customers receive the excellent service they deserve.

Aug. 30, 2024

Letter to employees: An update on the Southeast work stoppage and contract negotiations

We continue to negotiate in good faith with the Communications Workers of America (CWA) in the Southeast as we have from day 1. We brought in a federal mediator because we have always been ready to make progress, contrary to false accusations. Despite our sincere actions, negotiations have made little progress, which is much less than we want for both our employees and customers. Unfortunately, the work stoppage is still ongoing after 14 days, with no confirmed end date at this time. 

We intend to meet with the union over the weekend, with senior company representatives committed to working tirelessly to reach an agreement as quickly as possible. You should know that the CWA’s allegations of unfair labor practices have no basis in fact.

As we’ve shared, our goal is to reach fair and competitive agreements that recognize the hard work our employees do to serve our customers, with market-based pay and benefits tied to cost of living and projected inflation data. This is true for all employees, management and non-management alike. 

We are proud that the company has reached 14 labor agreements since 2022, 3 this year alone, including a tentative agreement in the West, all providing impressive wages and benefits that support our employees’ total well-being. We are committed to working to get to a deal in the Southeast so that our employees can focus on what they do best - serving customers. But given the current competitive markets where we operate, we cannot sustain the business for all employees by agreeing to demands that are disconnected from market and competitive realities.

In the meantime, we will stay prepared for all contingencies to provide the great service our customers expect. Given the lack of progress, we will be working to provide some needed rest and further bolster our temporary workforce in the interest of our customers. 

Aug. 23, 2024

Letter to employees: The latest on the Southeast work stoppage and contract negotiations

Last week, we shared that the Communications Workers of America (CWA) in the Southeast went out on a work stoppage. The CWA has publicly claimed that we’re acting in bad faith at the bargaining table. Not only is this untrue, it’s also disappointing. Senior and accountable representatives of the company have repeatedly met with the union since negotiations began and have engaged in open-minded discussions about their proposals and positions.

Our goal in all contract negotiations is to reach a fair agreement that recognizes the hard work our employees do to serve our customers, while allowing us to adapt to the competitive markets we serve.

We’ve constructively negotiated 3 agreements already this year, including a recent tentative agreement in the West 3 weeks ago. This agreement includes wages that exceed projected inflation and many other standout benefits, like wellness incentives, fertility services and a new, unprecedented company match for HSA contributions - up to $2,000 a year.

We’re trying to reach an agreement in the Southeast and know that it is ultimately constructive dialogue that is the only path and influencer to success. At our invitation, a federal mediator has joined the bargaining table so that there can be no doubt about the sincerity of our words and actions on this critical matter. We are focused on reaching a deal in the Southeast as quickly as possible, to minimize the impacts to both our employees and customers.

Aug. 23, 2024

Our latest media statement

We are committed to reaching a fair deal for our employee members of CWA District 3 [Southeast], with wages that outpace projected inflation and many other benefits that reflect today’s competitive job market. We’ve successfully negotiated 3 agreements already this year, including a tentative agreement 3 weeks ago with CWA District 9 [West] that recognizes the hard work and many contributions from those employees.

To eliminate any doubt about our sincerity and our conduct, as well as underscore our commitment to constructive dialogue, we’ve invited a federal mediator to join the negotiations.

We'll continue to ensure our customers receive the excellent service they deserve by taking action to minimize any disruptions from CWA leadership decisions.

Aug. 21, 2024

AT&T proposes a federal mediator in Southeast negotiations

We remain committed to reaching a fair agreement with CWA District 3, and we have offered to bring in a federal mediator to ensure there is no question about either side’s commitment to this process. Until a deal is reached, we have business continuity measures in place so that we can continue to provide our customers with the great service they deserve.

Aug. 16, 2024

CWA calls for a work stoppage in Southeast negotiations

Communications Workers of America (CWA) in the Southeast, covering 15,000 employees, went out on a strike earlier today.

CWA’s claims of unfair labor practices are not grounded in fact. We have been engaged in substantive bargaining since day 1 and are eager to reach an agreement that benefits our hard-working employees. As evidence, we have reached 3 agreements this year covering more than 13,000 employees, including our most recent tentative agreement with District 9. We remain committed to working with District 3 in the same manner.

We’re disappointed that union leaders would call for a strike at this point in the negotiations, rather than directing their energies toward constructive discussions at the bargaining table. This action needlessly jeopardizes the wages and well-being of our employees.

We have various business continuity measures in place to avoid disruptions to operations and will continue to provide our customers with the great service they expect.

Aug. 12, 2024

West tentative agreement highlights

As we recently shared, AT&T has reached a tentative agreement with the Communications Workers of America (CWA) in West contract negotiations. The 4-year tentative agreement covers about 8,400 employees who primarily work in technician, call center, and other customer service roles in California and Nevada. We expect the union to conduct the ratification vote in the coming weeks.

AT&T is committed to recognizing our employees for the work they do every day to serve our customers by providing competitive wages and benefits that are among the best in the nation.

Highlights of the tentative agreement (TA) include:

  • 15% compounded wage increases.
  • A $500 lump sum.
  • Significant enhancements to benefits, including maintaining the generous Kaiser plan, plus introducing annual wellbeing incentives up to $1,500 and an unprecedented annual company match to your HSA up to $2,000.
  • The continuation of retirement plans, plus pension band increases.
  • Better stability for premises technicians’ work week by getting more advanced notice for schedule changes and lowering the cap on mandatory overtime.
  • New double-time pay for premises technicians.
  • Continued employment security commitment.

We believe that to be the best connectivity provider, we must have the best people. To ensure we can continue to compete for the top talent of employees, the TA includes: 

  • Expanded tuition aid.
  • New coverage for obesity medications.
  • Improved adoption benefits and new fertility benefits.
  • Day 1 subsidized healthcare eligibility for new hires

We appreciate our union partners for coming to the table in good faith and working closely with our team to reach an agreement that benefits the long-term success of both our highly valued employees and the company.

This year, the company has already reached 3 other agreements covering more than 13,000 employees.

Aug. 2, 2024

AT&T, CWA reach tentative agreement in West negotiations

AT&T has reached a tentative agreement with the Communications Workers of America (CWA) in West contract negotiations.

The 4-year tentative agreement covers about 8,400 employees who primarily work in technician, call center, and other customer service roles in California and Nevada. We expect the union to conduct the ratification vote in the coming weeks.

The company has now reached 14 agreements with the unions since the beginning of 2022, including two contracts ratified earlier this year.

July 3, 2024

AT&T employees vote to ratify the IBEW West agreement

AT&T employees represented by the International Brotherhood of Electrical Workers (IBEW) voted to ratify the IBEW West collective bargaining agreement. The 4-year agreement covers less than 20 employees who primarily work in technical roles in California.

AT&T’s labor agreements support the company’s commitment to its employees’ total wellbeing. This agreement provides substantial wage increases, enhances healthcare options, continues quality retirement, adds another holiday, expands tuition aid, and more.

The IBEW West contract will expire on July 8, 2028. Thanks to strong, cooperative relationships with our union partners, the company has now reached 13 agreements since the beginning of 2022, including 2 contracts ratified this year. We look forward to more productive negotiations throughout the year.

June 26, 2024

AT&T, IBEW reach tentative agreement in West negotiations

AT&T has reached a tentative agreement in the West region with the International Brotherhood of Electrical Workers (IBEW).

The 4-year tentative agreement covers about 13 employees who primarily work in technical roles in California. We expect the union to conduct the ratification vote in the coming weeks.

March 22, 2024

AT&T employees vote to ratify the Mobility Purple agreement

Our highly skilled, unionized workforce strongly positions us to grow 5G and fiber.

Key Takeaways:

  • AT&T is proud to be one of the largest employers of union-represented employees in the U.S.
  • The ratified Mobility Purple collective bargaining agreement covers about 5,000 employees who primarily work in retail, call center and technician roles in Texas, Oklahoma, Arkansas, Kansas, and Missouri.
  • AT&T’s labor agreements support the company’s commitment to employees’ total wellbeing by providing wages and benefits that are among the best in the nation.

What’s the news? AT&T employees represented by the Communications Workers of America (CWA) voted to ratify the Mobility Purple collective bargaining agreement, which covers about 5,000 employees who primarily work in retail, call center and technician roles in Texas, Oklahoma, Arkansas, Kansas, and Missouri. The new agreement will expire on Feb. 25, 2028.

Why is this important? AT&T is one of the largest employers of union-represented employees in the U.S., where more than 63,000 employees are unionized. While other companies have spent years and millions of dollars fighting unionization, AT&T is focusing on the core business with a strong union workforce. 

“We believe that to be the best connectivity provider, our agreements must allow us to compete for the best people and have the best operations that can adapt to evolving customer demands,” said Jamie Barton, senior vice president of Global Human Resources and Labor Relations, AT&T. “This new agreement positions the company for sustainable growth and ensures we continue to recognize the work our employees do every day to serve our customers.” 

AT&T’s labor agreements support the company’s commitment to employees’ total wellbeing by providing wages and benefits that are among the best in the nation, promoting the physical, emotional, financial and social wellbeing of employees, their families and their communities. 

Thanks to strong, cooperative relationships with our union partners, the company has now reached 12 agreements since the beginning of 2022 and looks forward to more productive negotiations throughout the year.

Feb. 26, 2024

AT&T, CWA Reach Tentative Agreement in Mobility Purple Negotiations

AT&T has reached a tentative agreement with the Communications Workers of America (CWA) in the Mobility Purple negotiations.

The 4-year tentative agreement covers about 5,000 employees who primarily work in retail, call center and technician roles in Texas, Oklahoma, Arkansas, Kansas, and Missouri. It will be submitted to the union’s membership for a ratification vote in the coming weeks.

Including this tentative agreement, the company has now reached 12 agreements with the unions since the beginning of 2022.  

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Aug. 16, 2023

AT&T Employees Vote to Ratify the National Internet Contract Agreement

AT&T employees represented by the Communications Workers of America (CWA) voted to ratify the National Internet Contract collective bargaining agreement. The 4-year agreement covers about 300 employees who primarily work in technology support, dispatcher, technician and customer assistant roles across the U.S.

“The productive relationship with our union partners was instrumental to this contract’s ratification,” said Jamie Barton, AT&T senior vice president of Global Human Resources and Labor Relations. “The new agreement helps continue our goal of positioning us all for success.”

AT&T’s labor agreements support the company’s commitment to its employees’ total wellbeing. This agreement provides quality wage increases and enhanced healthcare options, introduces family planning benefits like paid parental leave and fertility services, and adds another holiday.

The National Internet Contract will expire on July 24, 2027. Thanks to our strong, cooperative relationships with the unions, the company has now reached 19 agreements with our union partners since 2020, including 11 contracts ratified since the beginning of last year.
 

June 22, 2023

AT&T Employees Vote to Ratify the Mobility Yellow Agreement

AT&T employees represented by the International Brotherhood of Electrical Workers (IBEW) voted to ratify the Mobility Yellow collective bargaining agreement. The 4-year tentative agreement covers about 160 employees who work in a call center in Chicago.

“Our good working relationship between the company and the union was key to the ratification of this contract, which positions us all for shared success,” said Jamie Barton, AT&T senior vice president of Global Human Resources and Labor Relations.

AT&T’s labor agreements support the company’s commitment to its employees’ total wellbeing. This agreement provides quality wage increases with cost-of-living adjustments as inflation pressures continue for families. It also introduces family planning benefits like paid parental leave and fertility services, quality healthcare options and additional holidays.

The Mobility Yellow agreement will expire on May 21, 2027. Thanks to our strong, cooperative relationships with the unions, the company has now reached 18 agreements with our union partners since 2020, including 10 contracts ratified since the beginning of last year.


March 17, 2023

AT&T Employees Vote to Ratify the Mobility Black Agreement

What’s the news? AT&T* employees represented by the Communications Workers of America (CWA) voted to ratify the Mobility Black collective bargaining agreement, which covers about 7,000 employees who primarily work in call center, retail store and technician jobs across 9 Southern states.

Why is this important? AT&T is the only major U.S. telecommunications company with a fully union-represented, non-management workforce where more than 67,000 employees are unionized. While other companies are preoccupied with combating unionization, AT&T is focused on the core business of connecting people with a strong union workforce. Consumers agree – more than 71% of Americans view labor unions favorably, the highest rate since 1965.

“We’re proud to be one of the largest union-represented workforces in the country, and our highly skilled, unionized employees are at the forefront of our efforts to connect more Americans with 5G and fiber,” said John Stankey, AT&T CEO. “These agreements demonstrate our ongoing commitment to the total wellbeing of our employees, including their professional fulfillment and ability to lead healthy, balanced lives.”

“We again have a new competitive agreement that enables AT&T and our union-represented employees to succeed,” said Jamie Barton, AT&T senior vice president of Global Human Resources and Labor Relations. “AT&T continues to recognize and reward our employees’ expertise, which translates to a greater customer experience.”

AT&T’s labor agreements support the company’s commitment to employees’ total wellbeing by providing benefits that promote their physical, emotional, financial and social wellbeing. As American families continue to face inflation pressures, this agreement provides quality wage increases with unprecedented cost-of-living adjustments. It also introduces family planning benefits like paid parental leave and fertility services, quality healthcare options, improved paid time off and holidays and significantly increased tuition aid. Importantly, these benefits and the many others included in this agreement will also be available to new hires.

The Mobility Black agreement will expire on Feb. 12, 2027. Thanks to our strong, cooperative relationships with union partners, the company has now reached 17 agreements with the unions since 2020, including 8 contracts ratified last year.
 

Feb. 10, 2023

AT&T, CWA Reach Tentative Agreement in Mobility Black Negotiations

AT&T has reached a tentative agreement with the Communication Workers of America (CWA) in the Mobility Black contract negotiations.

The 4-year tentative agreement covers about 7,000 employees who primarily work in retail, call center and technician jobs across 9 Southern states. It will be submitted to the union’s membership for a ratification vote in the coming weeks.

Including this tentative agreement, the company has now reached 17 agreements with the unions since 2020.
 

Jan. 24, 2023

AT&T, CWA Begin Negotiating the Mobility Black Agreement

AT&T and the Communications Workers of America (CWA) began negotiations for the Mobility Black agreement today. The agreement covers about 7,000 employees who primarily work in retail, call center and technician jobs across 9 Southern states. 

“AT&T and the CWA have a strong history of working together, and we look forward to productive discussions to provide our employees with good jobs and good benefits as they serve our customers with purpose,” said Jamie Barton, AT&T senior vice president of Global Human Resources and Labor Relations.

The agreement will expire on Feb. 10. Thanks to our strong, cooperative relationships with the unions, the company has reached 16 agreements with our union partners since 2020, including 8 contracts ratified in 2022.
 

Jan. 3, 2023

AT&T Employees Vote to Ratify the Mobility Blue Agreement

AT&T employees represented by the International Brotherhood of Electrical Workers (IBEW) voted to ratify the Mobility Blue collective bargaining agreement, ahead of its expiration in February. The 4-year agreement covers a group of employees who primarily work in retail and technician jobs in Fairbanks, Alaska. 

“This early ratification speaks to the good working relationship between the company and the union, and we’re looking forward to more productive discussions later this year,” said Jamie Barton, AT&T senior vice president of Global Human Resources and Labor Relations.

The Mobility Blue agreement will expire on Feb. 5, 2027. Thanks to our strong, cooperative relationships with the unions, the company has now reached 16 agreements with our union partners since 2020, including 8 contracts ratified in 2022.


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Frequently asked questions

AT&T is proud to be one of the largest employers of union-represented employees in America, and more than 50% of our U.S. employees are unionized. We are committed to providing the resources and opportunities for our employees to have fulfilling careers as they serve our customers and communities with Purpose.

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We have a nearly 100-year history of strong union relationships and have reached 18 agreements with our unions since the beginning of 2022. We value our union-represented employees and remain committed to reaching fair agreements that recognize the work they do every day to serve our customers and allow us to adapt to evolving customer demands.

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As is customary, AT&T has a team of Labor Relations professionals who bargain on behalf of the company with union representatives.

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Our customers can rest assured that AT&T prepares for all contingencies, and we will continue to provide the great service our customers expect.

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