Letter from VP Dennis Trainor including FAQ Document

 Dennis G. Trainor Vice President District 1 ……………………………………………………………………………………………………………………………………………………………………………………………..... OFFICE OF THE VICE PRESIDENT March 9, 2026 Brothers, Sisters, CWA Family, It’s fitting that the District 1 Verizon Bargaining Committee can come to you with a Tentative Agreement on a contract extension in 2026 — ten years since our historic 7-week strike. That strike proved once again our toughness and resiliency — so much so that it’s helped us win three strong contract extensions, even as the conditions in our country and at the bargaining table have put us to the test.

To read the full post please follow the link below.

Verizon TA - Memo from Dennis Trainor and FAQ_.pdf

Brothers and Sisters, your executive board here at 1107 have spent the last few days going over the MOU. We have attached the full document for you to review below.

We encourage you to read this proposal and ask us any questions you have. We have been visiting a few of our work locations to go over the highlights of the agreement with you and will give you plenty of opportunity to get the answers you deserve.

The position of your executive board is to support this contract proposal with a YES vote.

It is our opinion that the bargaining team has put forth an agreement that moves all our issues in a positive direction. Here are few of the gains that we stand to gain with a YES vote.

• 17.62% compounded wage increase over the length of the agreement
• Significant increase in the CPS for post-08 hires
• An increase in post-08 hire retirement medical as well as shortening the time it takes to reach the max benefit
• Pension Band increases for legacy employees
• Protection of the lump sum buy out option
• 900 new jobs
• Protection of VZB work
• Increase in call center volume
• Protecting the work from home agreement
• Minimal increases in the cost of employee health care

This agreement is a win for all employees and will be the foundation for future gains.

Once again, the Executive board here at 1107 unanimously supports and endorses this agreement and recommends a YES vote.

MOU.pdf

CWA, IBEW, and Verizon have reached an agreement in principle to extend the collective bargaining agreements for a four-year period. The current agreements are set to expire on August 1, 2026. If finalized and ratified by the membership, the agreements will extend through August 3, 2030.

The company and unions are documenting the understanding in signed contracts and expect to have that completed this week, at which time we will communicate further details.

Verizon TA 2026 (3-3-26).pdf

The following petitions for Steward have been received and recognized. The stewards shall be as follows;

Brian Croyle

John  leote

Hugh Wynter

Joe Grey

Mike Talone

Joesph Rodriguez

* * * * NOTICE * * * *

Nomination & Elections

For Shop Steward

CWA Local 1107

November 7, 2025

As provided in the CWA Local 1107 by-laws article XIV, “Nominations and Election of Local Officers and Shop Stewards”.  Fifteen (15) days notice is hereby giving for the Nominations & Election for Shop Steward

(1) – Shop Steward(s):              Installation & Repair Group, Special Services

(2) – Shop Steward(s):              Line/Splice

(3) – Shop Steward(s):              COT/COEI, CTS, TRG, Watch Engineers

(4) – Shop Steward(s):              VZB

Nominations for Shop Steward will be by petition signed by Three (3) members in good standing of Local 1107.  The petition must be signed by the candidate.  The petition must be sent by U.S. Mail to:

Communications Workers of America, Local 1107

200 East Erie Street

Blauvelt, N.Y.  10913

Attention: Election Committee. 

Only petitions received in the Local Office no later than Monday, November 24, 2025 will be valid.  The Election Committee will conduct Elections where necessary, in accordance with the bylaws of Local 1107, and the United States Laws governing election of Union Officers.

Shop stewards shall be nominated and elected in the groups they represent.

To obtain a petition please contact: Desmond Robinson, Election Chair

                                                             (845) 558-9980

Or by calling the Local Office: (845) 638-1107

The Election committee will hold elections in accordance with the by-laws of CWA Local 1107 and the US Laws governing election of Union Officers.

The 2026 Annual Open Enrollment Dates are as follows:

October 7, 2025 to October 16, 2025 – (these dates are for Active employees and Retirees)." Retirees, please read the two previous posts."

Active Employees:

During our latest ACHC meeting on August 19, 2025 the company made us aware that it will not be mailing the annual enrollment materials to active members homes and instead active members will be mailed a post card to their homes with instructions on how to access the materials via the Benefits Connection website. The Union objected to this change but Verizon is not required to mail the documents to members’ homes.

* Active employees who wish to have a copy of the materials mailed to their homes may do so by requesting a copy be mailed to them by contacting the Benefits Center at 855- 4VZ-BENS (855-489-2367) oBrgining October 1st.

This is your opportunity to review your benefits and make any changes to your benefits.

Most 2025 elections and designations automatically carry over into 2026 Annual Enrollment. Members who want to stay with their current elections for medical, dental, vision and AD&D life insurance plan without any changes don’t need to do anything except complete a wellness activity if they wish to receive the $100 credit.

If you have a Qualifying Life Event between open enrollment and the end of the year, you will need to make changes on Benefits Connections for both 2025 and 2026. Examples of a Qualifying Life Event are adding a spouse if you get married, adding a child when there is a birth of a new baby etc.

Communications Workers of America AFL-CIO, DISTRICT 1 80 Pine Street, 37th Floor New York, New York 10005 212-344-2515 Fax: 212-425-2947 Claude Cummings, Jr. President Dennis G. Trainor Vice President District 1

Health Assessment/Wellness Activity Credit:

Unlike last year the $100 credit is not automatically rolling over from last year. In order to receive the full credit employees must complete one of the five activities by December 31, 2025 (credit will be prorated when completed after 12/31/2025.) In order to complete an activity access the Benefits Connection website > Annual Enrollment > Well-being Activity or visit Personify Health > Rewards.

Non- Tobacco User Credit - $600:

· If you are a non-tobacco user and are already receiving credit, no further action is needed.

· If you are not receiving this credit and you and your covered dependents DO NOT use tobacco products, indicate your NON-TOBACCO status by visiting Personify Health to receive your $600 credit towards your annual medical contributions.

· If you and your covered dependents DO USE tobacco products but have completed a tobacco cessation course within the last six months indicate your status on the Personify Health platform during Open Enrollment for the full credit.

· If you have NOT completed a tobacco cessation course in the last six months, you can earn the full Non-Tobacco Credit in 2026 if you and/or your covered dependents satisfy the reasonable alternative standard as follows:

1) During Annual Enrollment, log on to Personify Health and answer the Tobacco User Status question while completing your Annual Enrollment elections: - answer YES and intend to complete a tobacco cessation course before July 31, 2026.

2) Before July 31, 2026, complete a tobacco cessation course (journey). This is also housed in the Personify Health platform.

Retirees:

Retirees are urged to make any changes during the annual enrollment period; however they continue to have “Anytime Enrollment”. When a retiree makes a change outside of the Annual Enrollment period, the change is effective the first of the month following a 30 day waiting period. An exception to the “Anytime Enrollment” for retirees is for those retirees who choose to enroll in the HRA option. Those retirees who enroll in the HRA option must remain in the HRA for the 2026 plan year unless they have a qualifying life event.

The 2016 Agreement set the annual Cap on the Company’s Contributions towards Pre-2008 Pre- Medicare Retiree Health Care (“Company Caps”) as follows:

·       Retiree:  $15,447

·       Retiree + 1:  $30,893

·       Retiree + Family:  $38,639

The Agreement provides that when the cost of the pre-Medicare plan options exceeds the Company’s Caps the retiree shall be responsible to pay the excess in the form of premium contributions.

Currently Pre-2008 pre-Medicare retirees who retired on or after January 1, 2013 pay the following annual premiums:

·       Retiree:  $472

·       Retiree + 1 and Family:  $809

Beginning January 1, 2026 the cost of the pre-Medicare MEP HCP will be as follows:

·       Retiree:  $18,211

·       Retiree + 1:  $36,422

·       Retiree + Family:  $45,528

Resulting in the following cap excesses and annual premium contributions:

·       Retiree:  $2,764

·       Retiree + 1:  $5,529

·       Retiree + Family:  $6,889

The 2016 Agreement also allows the Union to bargain alternative medical options for the Pre-2008 Pre-Medicare retirees when the MEP HCP pierces the Company’s Caps.  The Union, through the Advisory Committee on Health Care (“ACHC”), successfully negotiated 3 alternative options for Pre-2008 pre-Medicare Retirees.

1.    Opt-out of Verizon coverage and enroll in an HRA.  The HRA amount will be equal to the Company’s Caps for the tier coverage you enroll in (Retiree - $15,447, Retiree + 1 - $30,639, Retiree + Family - $38,639).  The retiree will be able to use the HRA to purchase health insurance through an exchange identified by the company and/or eligible out-of-pocket expenses.

2.    Elect to enroll in the alternative MEP HCP plan.  This plan uses an alternative network that the MEP HCP plan and has a different plan design (attached is a comparison of the plans and a disruption report for the different network).

The cost of this alternative plan is significantly less expensive than the MEP HCP plan and results in retiree annual premium contributions as follows:

·       Retiree: $1,180

·       Retiree + 1:  $2,361

·       Retiree + Family:  $2,929

3.    Enroll in the alternative Surest Plan.  Surest is a United Health Care (“UHC”) product that is designed to steer participants to providers that have better outcomes based on the rates they charge.  The plan design has no deductible and a range of co-pays for certain services (attached in the comparison document).  The participant would access the Surest website or App to choose a provider based on the applicable co-pay and the provider’s “rating.”  This plan also has no deductible.  UHC has told us that they are willing to host virtual meetings during open enrollment to demonstrate how the product works.  The cost of this plan results in annual premium contributions as follows:

·       Retiree: $512

·       Retiree + 1: $1,025

·       Retiree + Family:  $1,259

Utilization of Funds and Changes to Programs

The Collective Bargaining Agreement between CWA/IBEW and Verizon requires the Company to fund the programs enacted by the Work and Family Committees at $1.4 million, per year, each August, including through 2025. During the Covid-19 pandemic the utilization of the programs understandably declined, resulting in a surplus of funds available to the Committees to allocate towards programs. The Committees took several actions to deal with the surplus. We expanded on the number of programs to allow for more Members to participate by adding a Health and Wellness benefit, a Drivers’ Education benefit, and a College Book Reimbursement. We also didn’t lose sight of the mission of the fund, which is to help our Members with work/life balance issues. With that in mind, the Committees increased the maximum allowed amounts for reimbursement under the Dependent Care and Summer Camp programs. All of these actions helped get the money where it belonged – to the participants in these programs. Due to the popularity of these programs, we no longer have a surplus of funds and must make some changes: • The Dependent Care Reimbursement Fund (DCRF) will revert back to a $150 maximum per family, per week beginning in June 2025. • Additionally, DCRF reimbursements for June and July will not be processed until August with a likely payout in September (please continue to stay current with your applications for reimbursement). • The Health and Wellness program is being evaluated and may provide a yearly reimbursement instead of the current semi-annual reimbursements. , • Summer Camp flyer will be distributed in the near future. • All other programs are under review. We will continue to do our best to make the proper decisions to utilize the funds available to us in an equitable and appropriate manner.