AGREEMENT BETWEEN

AGREEMENT

between

COMMUNICATIONS WORKERS OF AMERICA

LOCAL 1101

and

UNITED TELEPHONE COMPANY OF NEW

JERSEY, INC.

Located at Clinton, N.J.

Effective Date: April 1, 2021

Expiration Date: March 31, 2024

Table of Contents

Article Page

CWA 1101 NJ i April 1, 2021

1 Recognition ........................................................................ 1

2 Authorized Representation ................................................. 2

3 Terms ................................................................................. 3

4 Collection of Union Dues & Agency Shop .......................... 4

5 Maintenance of Union Membership ................................... 5

6 Nondiscrimination ............................................................... 6

7 Grievance Procedure ......................................................... 7

8 Arbitration ........................................................................... 9

9 Hours of Work and Pay Practices .................................... 10

10 Working Conditions .......................................................... 16

11 Wages .............................................................................. 22

12 Holidays ............................................................................ 23

13 Paid Time Off (PTO) ........................................................ 25

14 Benefits ............................................................................ 28

15 Sick Benefits – Accident Disability ................................... 31

16 Excused Paid Absences .................................................. 35

17 Leaves of Absence ........................................................... 36

18 Job Vacancies .................................................................. 38

19 Excused Union Absence .................................................. 39

20 Layoffs .............................................................................. 39

20.09 Employee Income Protection Plan ................... 40

21 Seniority ........................................................................... 43

21.02 Bridging of Service ......................................... 45

22 Contract Work .................................................................. 45

23 Outside Employment ........................................................ 46

24 Bulletin Boards and Non-Solicitation ................................ 46

25 Company Responsibilities ................................................ 47

Work and Safety Policies and Rules ......................... 47

26 Definition of Agreement .................................................... 48

27 Duration of Contract ......................................................... 48

28 Recognition ...................................................................... 49

29 Call Out and Stand By ...................................................... 50

30 Strikes and Lockouts ........................................................ 51

31 Pension Agreement .......................................................... 52

32 Savings Plan Agreement .................................................. 57

Signature Page ................................................................ 60

Appendix A (Wage Schedules) ................................... 61-62

Appendix B (Pension Monthly Benefit) ............................ 63

Letter of Agreement – Job Classifications ....................... 64

Index ............................................................................... A-B

CWA 1101 NJ 1 April 1, 2021

AGREEMENT BETWEEN

COMMUNICATIONS WORKERS OF AMERICA

AND

UNITED TELEPHONE COMPANY OF NEW JERSEY, INC.

This Agreement is made and entered into this 1st day of April,

2021 by and between the COMMUNICATIONS WORKERS OF

AMERICA, an unincorporated association hereinafter called the

"Union," and the UNITED TELEPHONE COMPANY OF NEW

JERSEY, INC., D/B/A CenturyLink, a corporation organized under

the laws of the State of New Jersey, or its successors or assigns,

hereinafter called the "Company." This Agreement has been

negotiated by the Communications Workers of America on behalf

of all non-management employees in the bargaining unit in job

classifications shown in the wage schedules appendixed hereto, in

the Company locations formerly known as New Jersey Telephone

Company as certified by the N.L.R.B. This Agreement shall

continue in full force and effect throughout its term as a

commitment binding the Company, all employees in the bargaining

unit, and the Communications Workers of America.

The Union agrees that its members will individually and collectively

perform loyal work and service and that they will use their skills

and efforts to protect the property and interests of the Company,

its good name, and its service to the public.

The Company and the Union recognize that it is in the best

interest of both parties the employees and the public that all

dealings between them continue to be characterized by mutual

responsibility and respect.

To insure that this relationship continues and improves, the

Company, the Union and respective representatives at all levels

will fairly apply the terms of this contract in accord with its intent

and meaning, consistent with the Union's status as exclusive

bargaining representative of all employees in the unit.

ARTICLE 1

Recognition

Section 1.01 The Company hereby recognizes the

Communications Workers of America as the sole collective

bargaining agent for non-supervisory employees as certified by the

N.L.R.B. (except those employees specified under Article I,

Section 1.02 of this Agreement, or otherwise excluded by the

National Labor Relations Act) whether such employees are

CWA 1101 NJ 2 April 1, 2021

members of the Union or not, for the purpose of collective

bargaining with respect to wages, hours, and other conditions of

employment for the purpose of entering into agreements with

respect thereto which shall be binding upon the Company, the

Union and all employees in the bargaining unit.

Section 1.02 "Confidential employees" who are assigned to

work in management offices or whose work entails the handling of,

or access to, confidential company matters or files, stock lists,

dividend payments, etc., and other matters of a confidential or

policy nature shall be excluded from the bargaining unit. The

Company will keep the Union informed of any change in

employees in this classification.

Section 1.03 It is recognized by the Company that the

Executive Committee of the Union is vested with the power to

represent the Union in dealing with the Company as the

bargaining agent under this Agreement, and it is recognized by the

Union that representatives designated by the President or Vice

President of the Company are vested with the power to represent

the Company in dealing with the Union under this Agreement.

Section 1.04 The Company and the Union will each be responsible

for distributing the contract on their own. Both parties will

endeavor to have the contract reviewed, proofed, and executed

within one hundred twenty (120) calendar days after notice of

ratification.

ARTICLE 2

Authorized Representation

Section 2.01 It is mutually agreed that collective bargaining with

respect to rates, wages, hours of employment and other conditions

of employment, shall be carried out by the Manager -

Employee/Labor Relations or his/her designee on behalf of the

Company and such representatives of the Union as are authorized

to bargain collectively for the purpose stated above. No

agreement between the Company and the Union shall be effective

and binding upon the parties unless and until signed by an Officer

of the Company and the Vice President or designated

representative of District I for the Union.

Section 2.02 The Company will recognize the duly elected

employee Union delegates and/or their alternates. The Union will

notify the Company as to the identity of such delegates and

alternates and will promptly notify the Company of any change in

CWA 1101 NJ 3 April 1, 2021

the status of such representatives.

Section 2.03 Delegates or alternates shall not absent

themselves from work without the expressed permission of their

Company supervisor.

Section 2.04 Union employee delegates or alternates and the

Grievance Committee, with the approval of management, shall be

permitted to confer with management on grievance matters

without loss of pay during regular working hours. This provision

does not cover time spent for contract negotiations, arbitration

proceedings, or government agency proceedings.

ARTICLE 3

Terms

Section 3.01 Probationary Employees - Employees shall be on

probation for the first twelve (12) months of employment. The

Company shall have the right to discharge employees during their

probationary period, and such discharge shall not be subject to the

arbitration provisions of this Agreement. Upon satisfactory

completion of the probationary period, employees shall be placed

upon the seniority list as of their date of hiring and be considered

eligible to sign bids for jobs posted in the bargaining unit. The

probationary period of any employee may be extended by mutual

agreement between the Company and the Union.

At the discretion of the Company, probationary employees may be

excluded from late shift, call-out and scheduled overtime if they do

not possess the necessary qualifications to do the work required.

Section 3.02 Regular Employees - These are individuals whose

employment is expected to continue indefinitely, although it may

be terminated at any time by action on the part of the employee or

the Company.

Section 3.03 Temporary Employees - These are individuals

whose employment is for a limited period or for a specific project

and is expected to continue to the end of the period or the

completion of the project, although it may be terminated at any

time by action on the part of the employee or the Company.

Temporary employees are not eligible to receive Company

benefits.

Section 3.04 Part-time Employees - Employees in a part-time

status are those who are regularly scheduled to work 30 hours per

CWA 1101 NJ 4 April 1, 2021

week or less are eligible for benefits in accordance with Company

policy, subject to eligibility requirements of the particular benefit

plan and relevant waiting periods. Part-time employees would be

eligible to receive pro-rated holiday, and PTO. Other benefits are

defined by Company policy.

Section 3.05 Occasional Employees - These are individuals

whose employment is on a day-to-day basis. They are employees

only on the days on which they work. Occasional employees are

not eligible to receive Company benefits.

Section 3.06 The Company will provide advance notification to the

Union regarding changes to existing or new job classifications.

The Union, within fifteen (15) calendar days of receipt of the

notification, may request a meeting between Company

representatives. During the meeting, both the Company and the

Union will present their respective positions on the matter, attempt

to negotiate alternatives presented by the Union to resolve any

differences, and both parties will make every effort to reach a

mutually agreeable settlement. If the parties are unable to reach

agreement within (15) calendar days, the matter will be directly

pursued to arbitration by the Union. In the interim, the Company

will continue with the implementation of the change or new

classification.

ARTICLE 4

Collection of Union Dues & Agency Shop

Section 4.01 Each employee who is or becomes a part of the

bargaining unit shall, as a condition of employment, pay or tender

to the Union amounts equal to the periodic dues applicable to

members, or core dues if the employee so requests, for the period

beginning 30 days after the effective date of this Agreement or 30

days after becoming a part of the unit, whichever is later.

Section 4.02 The authorized deductions will be made biweekly

when such deduction has been authorized by the employee

through submitting an appropriately signed “Authorization for

Union Dues Deduction” form to the Company. Deductions for any

employee will be eliminated in a deduction week whenever there is

insufficient pay to make the deduction. Payroll deductions will

begin with the next week following receipt of authorization.

Section 4.03 The Union shall certify to the Company the

precise amount of dues to be deducted per member. The

Company will forward the amount deducted on a monthly basis to

CWA 1101 NJ 5 April 1, 2021

the Secretary- Treasurer of the Union at CWA, 501 3rd Street,

Northwest, Washington, D.C. 20001-2797. The Company will also

furnish the Secretary-Treasurer with a monthly statement

indicating the total dues deducted, and a list of employees for

whom dues were deducted.

Section 4.04 The Company’s obligation under this Article 4, as

well as under any payroll deduction authorization form signed by

any employee, regardless of its contents, shall not survive the

expiration or termination of this Agreement (or the expiration or

termination of any written extensions). The Company may,

therefore, unilaterally and without negotiation, discontinue the

payroll deductions until the parties have successfully negotiated a

successor agreement which includes a dues check off obligation.

The Company may after 90 days written notice unilaterally and

without negotiation, discontinue the payroll deductions until the

parties have successfully negotiated a successor agreement

which includes a dues check off obligation.

Section 4.05 The Union agrees that the Company assumes no

liability in the administration of this Article, and further agrees to

indemnify and hold harmless the Company from any and all

claims.

ARTICLE 5

Maintenance of Union Membership

Section 5.01 Employees (1) who are members of the Union on

the effective date of this Agreement and employees (2) who are

members of the Union on or after the thirtieth day following the

beginning of their employment or the effective date of this

Agreement, whichever is the later, shall, as a condition of

continued employment, maintain membership in the Union until

the termination of this Agreement or until promoted or transferred

out of the bargaining unit, provided, however, that any employee

who wishes to withdraw from the Union may do so by giving

written notice to the Union and the Company. Such notice must

be received or postmarked during the ten (10) day period

preceding the expiration of this Agreement.

The Union and the Company agree to post a joint notice,

consisting of Section 5.01 of this Article, on Union and Company

bulletin boards for the twenty day period immediately preceding

the expiration date of the Agreement.

CWA 1101 NJ 6 April 1, 2021

Section 5.02 The Company shall not discharge or otherwise

discriminate against any employee under the provisions of this

Article (1) because Union membership is not available to the

employee on the same terms and conditions generally applicable

to other employees, or (2) because Union membership is denied

or terminated for reasons other than the failure of the employee to

tender the periodic dues and initiation fees uniformly required as a

condition of acquiring or retaining membership.

Section 5.03 If a dispute arises under the conditions specified

in Section 5.01 of this Article, such dispute shall be handled

through the Grievance Procedure specified in Article 7 of the

Agreement.

If the dispute has not been adjusted to the mutual satisfaction of

both parties through the Grievance Procedure, either party may,

upon written notice served upon the other party within thirty (30)

days after the Grievance Procedure has been exhausted, require

that the dispute at issue be submitted to arbitration pursuant to the

provisions of Article VIII of this Agreement.

ARTICLE 6

Nondiscrimination

Section 6.01 The Company and the Union agree they will abide

by State and Federal laws and will not discriminate against any

employee or group of employees because of their Union

membership, race, color, creed, sex, age, or national origin or

because the employee is handicapped, a disabled veteran, or a

veteran of any era, or has a physical or mental disability. The

parties further agree to take all actions necessary to comply with

the Americans with Disabilities Act.

Notwithstanding anything to the contrary, where any one clause or

article of this contract is applicable to a request for a leave of

absence as defined by the Family and Medical Leave Act of 1993,

and the contract provides for a greater level of benefits than are

required under the FMLA, the provisions of the contract shall

prevail. In no instance shall the contract diminish any rights

guaranteed under the Act. The Company shall have the final

discretion with regards to those options where the employer is

provided with discretion under the FMLA.

The Union shall support the Company's policy that sexual

harassment by an employee of any other person will not be

tolerated.

CWA 1101 NJ 7 April 1, 2021

ARTICLE 7

Grievance Procedure

Section 7.01 The Union shall appoint a Grievance Committee

of not more than three members from among its own officers or

other employees in the bargaining unit. The Union shall promptly

notify the Company as to the identity of the Grievance Committee

members.

Section 7.02 Should a difference arise between the Company

and Union, during the term of the Agreement with respect to the

interpretation and application of this Agreement, there shall be no

suspension of work. An earnest effort shall be made to settle any

difference promptly in the following manner:

A. STEP ONE - The aggrieved employee and Union Steward

shall take the grievance before the employee’s immediate

supervisor within thirty (30) calendar days of its occurrence.

The supervisor shall verbally advise the grievant and Union

Steward of his/her decision concerning the grievance no later

than seven (7) calendar days after its oral discussion. Every

effort shall be made by the parties to settle the grievance at

this level.

B. STEP TWO - If the grievance is not satisfactorily settled after

presentation in Step One, the grievance may then be taken to

Step Two by submitting it in writing to the Human Resources

designee not more than ten (10) calendar days after the

supervisor’s verbal reply. The written grievance shall contain

the date the grievance occurred, name of the employee(s)

involved, statement of all pertinent facts, and if applicable, the

contract clause(s) allegedly violated, and the settlement

requested.

Any written grievance not so prepared shall be returned to the

Union for correction and resubmitted no later than five (5)

calendar days from the date of return.

A meeting between a representative of the International

Union, the Grievance Committee, and management

representatives will be promptly convened at a mutually

satisfactory time following such written notification. Meetings

may be held via conference calls. The Company shall provide

its answer to the Union not more than fifteen (15) calendar

days after the conclusion of the Step Two meeting.

CWA 1101 NJ 8 April 1, 2021

C. Grievances arising from disciplinary suspension or discharge

shall begin at Step Two of the grievance procedure by

submitting the grievance in writing within fifteen (15) calendar

days of the date of suspension or discharge to the Human

Resources designee.

Section 7.03 It is understood by both parties that the Grievance

Procedure as set forth above shall be strictly followed and that no

grievances shall be considered outside of the complete grievance

process.

Section 7.04 Unless a grievance is presented in the manner

and periods provided, it shall be deemed not to exist.

Section 7.05 No extension of time limitations as provided

herein shall be allowed except by mutual agreement of both

parties. The grievance may be carried to the next step of the

Grievance Procedure if response time limits are not met by the

Company as specified in the Grievance Procedure or as

specifically extended by the parties.

Section 7.06 In the event that the Company believes itself to be

aggrieved in connection with this Agreement, it shall present its

grievance in writing to the Chairman of the Union's Grievance

Committee who shall discuss the matter with the Committee. The

Committee shall immediately proceed to effect a settlement of

such grievance. A written response from the Chairman of the

Union's Grievance Committee shall be presented to the Company

within fifteen (15) calendar days following the Union's receipt of

the Company's written grievance.

Section 7.07 No settlement resulting from the Grievance

Procedure shall be binding upon the Company, except as applied

to the specific occurrence or occurrences out of which the

grievance arises and to the particular employee or employees for

whom the grievance is presented.

Section 7.08 Any grievance which cannot satisfactorily be

disposed of by the representatives of the Company and the Union

in the manner herein provided may be submitted at the request of

either party to arbitration as provided in Article 8.

CWA 1101 NJ 9 April 1, 2021

ARTICLE 8

Arbitration

Section 8.01 Disputes with respect to the interpretation and

application of this Agreement which have not been satisfactorily

disposed of through the Grievance Procedure provided herein may

be exclusively referred to arbitration, during the term of the

Agreement by the Company or the Union.

Section 8.02 The party wishing to arbitrate must serve written

notice of such intent to the other party within thirty (30) calendar

days of the conclusion of Step Two, Article 7. Otherwise, the case

shall be considered to be closed.

Section 8.03 Within fifteen (15) calendar days following the

written notice of the Union’s intent to arbitrate, the Union shall

submit a written request for a panel of seven (7) members of the

National Academy of Arbitrators to the Federal Mediation and

Conciliation Service, with a simultaneous copy to the Company’s

Manager – Labor Relations.

Within fifteen (15) workdays of receiving the list, the moving party

will contact the other party to select the arbitrator. The parties will

alternately strike names from the list, with the moving party striking

the first name, until one name remains and he/she shall serve as

arbitrator.

Section 8.04 The decision of the arbitrator shall be final and

binding upon both parties.

Section 8.05 The arbitrator shall be bound by the provisions of

this Agreement and shall not have the power to add to, subtract

from, or modify its contents.

Section 8.06 Each party shall bear the expenses of preparing

and presenting its own case. Compensation and expenses of the

neutral arbitrator shall be borne equally by the Company and the

Union.

Either party may require that an official record of the proceedings

be prepared by a professional reporter and that a copy be

provided to the arbitrator. The party requiring an official record of

the proceedings will pay the full cost of all reporting and transcript

fees unless the other party requests a copy or the right of

inspection or use, in which event the full cost shall be equally

divided between the parties.

CWA 1101 NJ 10 April 1, 2021

Section 8.07 This arbitration procedure shall be expeditiously

pursued by all concerned. Where the issue submitted to arbitration

involves the payment of money to an employee, the Arbitrator

shall have the authority to include in the award direction for the

payment of money, retroactively or otherwise, but limited to

making the employee whole and no more. In the event a

discharged employee is awarded reinstatement and backpay,

backpay will be limited to the employee’s regular straight-time

wages and will not include overtime, other premium payments or

interest.

In situations where the delay to appeal the case to arbitration is

caused by the Union, the Company shall assume no backpay or

other grievance liability for that time incurred. The Union will notify

the Company of its intent to move forward with the arbitration and

the Company’s liability will resume as of the date of that request.

If an arbitration hearing date is not established within sixty (60)

calendar days of the Union's request to move forward with the

arbitration, the Company’s backpay or other grievance liability will

be suspended until the hearing is scheduled, unless the Union can

prove that the delay was the Company’s fault or the arbitrator’s

fault.

ARTICLE 9

Hours of Work and Pay Practices

Section 9.01 All Departments

A. The basic workweek consists of five (5) full days' work

containing eight (8) hours each which may be scheduled from

Sunday to Saturday inclusive. The lunch period will be one (1)

hour or one-half (1/2) hour based on business need as

determined by management. The decision to grant or deny a

one-half (1/2) hour lunch period will not be subject to the

grievance procedure.

B. Where tours of duty do not come regularly within the same

hours per day or the same days per week, work time

schedules shall be posted on Thursday by 12:00 noon at least

two weeks in advance. Work time schedules may be changed

after being posted by mutual consent of the employees

involved or for the protection of service or one week prior to

the event for Network event scheduling and Business

Operations installation cutovers. When at employee request,

schedule changes will require prior Company approval.

CWA 1101 NJ 11 April 1, 2021

C. When tour changes are initiated by the Company with less

than twenty-four (24) hours notice, all hours worked outside

the employee’s posted scheduled tour shall be paid at the

overtime rate.

Schedule changes initiated by the Company will be handled

according to the following guidelines:

1. There will be only one schedule change per week to an

employee's NS day.

2. An employee who has previously arranged his/her

schedule to take care of personal business will not be

subject to a schedule change for that occasion. No

grievances will result from this provision.

3. Schedule changes initiated by the Company will be

handled as follows:

(a) Volunteers will be solicited according to the posted

schedule.

(b) In the event no volunteers are available, the schedule

of the least senior employee in each job classification

will be changed on a rotation basis.

4. Generally only established tours will be utilized for

schedule changes. However, the parties agree that

exceptions may occur due to service requirements,

special projects, etc.

D. Overtime work is a condition of employment and employees

have a responsibility to work overtime when requested to do

so in order to meet service requirements. Employees who

work three (3) hours of overtime will receive a fifteen (15)

minute paid break approximately midway through the overtime

period.

Overtime will be offered on a rotational basis according to the

work schedule.

Overtime and Sunday Payments

The overtime rate is one and one-half (1.5) times the basic

hourly rate of pay and is paid under the following conditions:

CWA 1101 NJ 12 April 1, 2021

a) All hours worked after an employee has worked 8 hours

at the basic hourly rate of pay in a workday;

b) All hours worked after an employee has worked 40

hours at the basic hourly rate of pay in a workweek;

c) All hours worked on Sundays (including travel time to

and from school/training);

d) All call-out hours worked and those call-out hours not

worked which make up the minimum requirement

threshold listed in Article 29;

e) All hours worked on a non-scheduled day that the

employee was required to work.

The following hours will be considered as hours worked and

will count toward the daily and weekly overtime calculation

described in (a) and (b) above:

• Scheduled PTO;

• First 8 hours worked or not worked on a recognized

holiday;

• First 8 hours worked on a scheduled Sunday (NOTE:

Sunday must be part of the regular posted schedule to

qualify);

• Paid rest period hours;

• Paid union time off for joint meetings with the Company.

The following hours will not count toward the daily and weekly

overtime calculation described in (a) and (b) above:

• Bereavement, Jury Duty, Witness Duty, Short-term

Disability (STD), Workers Compensation, Military,

unscheduled PTO, Inclement Weather, and any other

paid time off not listed above;

• Any non-paid time off, including non-paid union time;

• Any hours worked on a non-scheduled Sunday or non-

scheduled required work day;

CWA 1101 NJ 13 April 1, 2021

• Any call-out hours (worked or those call-out hours not

worked which make up the minimum requirement

threshold);

• Any hours worked over 8 in a workday or 40 in a

workweek already paid at the overtime rate.

Employees who are asked to work overtime between 11:00

p.m. and 6:00 a.m. will receive a minimum of three (3) hours

of pay at the appropriate overtime rate. Such time worked will

not be applicable to the provisions of recuperation time. When

employees are asked to work overtime on a non-scheduled

day or a holiday, a minimum of four (4) hours of work will be

offered.

E. A differential of 10% of the basic hourly rate shall be paid for

all scheduled hours worked between 7:30 p.m. and 6:00 a.m.

(Sundays & holidays excluded). These hours shall be

consecutive, separated only by the lunch period, where

applicable. It is understood that differential payments are

fixed amounts that apply only to hours actually worked by

employees that qualify for the differential. The differential

amount is not compounded when the qualifying hours are

worked on overtime.

F. For tours scheduled at least partially outside the regular

workday, but ending at or before 9:00 p.m., the lunch period

will be one half hour (non-paid). Scheduled tours ending after

9:00 p.m. are eight hours, including a 30-minute lunch period

during which the employee is required to remain at the job

location.

G. An employee who is called from his/her home at night and

required to work during the night from 12:00 midnight or later

and works at least four hours shall have a rest period of five

(5) hours before starting the next scheduled tour. That

portion, if any, of the recuperation period which extends

beyond the starting hour of the next scheduled tour shall be

classed as excused time, and payment for such time shall be

allowed. In the event of a major storm, hurricane, or similar

catastrophe, employees shall work the hours required, but the

rights in the recuperation clause are waived. In those

instances when the employee's time worked extends up or

beyond his/her regularly scheduled starting time, the

employee may remain at work and apply the appropriate

CWA 1101 NJ 14 April 1, 2021

amount of recuperation time at the end of the scheduled tour.

H. Whenever an employee is appointed a group leader and

designated to perform in an “in charge” capacity for a group of

three (3) or more employees, he/she will receive a differential

of $2.00 per hour for all hours worked. Assignment in this

capacity should be used only in areas where there is no

supervisor on site and the need for a working leader

consistently exists. Assignment to an “in charge” capacity

shall not exempt an employee from performing his/her normal

duties.

I. In the event employees are assigned to report to a customer

location within the franchised area or outside the franchised

area or in order to meet the needs of the business in most

efficient manner, the Company, at its discretion, may utilize a

voluntary program of home/satellite garaging. Home

garaging, which authorizes employees to commute by

Company vehicle between their home and assigned work

location, will be utilized according to the Company policy on

Home/Satellite Garaging. A copy of which was provided to the

Union.

J. In order to meet the needs of the business in the most efficient

manner, the Company, at its discretion, may schedule

employees four ten (10) hour work days per week in

accordance with the following guidelines:

1. It is recognized that in certain work units or groups, it may

be in the best interest of the business to establish a four

(4) day schedule as a normal work week. Four (4) ten

(10) hour days will be understood to be consecutive,

where possible, and apply within the hours of 7:00 a.m. to

6:00 p.m. Short-term disability and PTO while working

four (4) ten (10) hour days will be based on the amount of

hours taken. Employees assigned to the four (4) ten (10)

hour days shall be allowed to opt for a ½ hour lunch.

2. Four (4) ten (10) hour days shall be on a voluntary basis,

provided a sufficient number of employees within the

applicable work group volunteer for the four (4) ten (10)

hour work schedule. If there are not enough qualified

volunteers to meet the requirements of the service, the

schedules shall be assigned.

3. No daily overtime payment as required in Article 9 shall be

CWA 1101 NJ 15 April 1, 2021

made for any of the hours worked over eight (8) when the

conditions of this section are in effect. Continuous work

over ten (10) hours in any work day will be paid at the

applicable overtime rate.

Section 9.02 The Company agrees that it will not use

supervisory employees who are excluded from the bargaining unit

on work performed by Union members except for:

A. emergencies involving actual or potential interruptions of

telephone service, the safety of employees or the public in

general;

B. times when employees are not readily available to perform

work required i.e., when a qualified employee is not available

or cannot be reached for assignment;

C. times when technical expertise beyond the scope of

bargaining unit employees and local management is required

to install and/or maintain company or customer equipment;

D. and for instructional purposes.

Section 9.03 For those employees who work on Saturday, the

Company will attempt to schedule two (2) consecutive days off

during the week. It is understood that this language does not

constitute a guarantee of two (2) consecutive days off. No

employee shall be scheduled to work more than ten (10)

consecutive days except where acute service conditions develop.

Section 9.04 Employees working in any of the job titles

indicated on the wage schedules of this agreement may be

assigned to work in another job title on when necessary. In

instances where the Company is going to assign an employee

to perform work in a job title other than his/her title the

Company shall first seek volunteers for such assignment. If

there are an insufficient number of volunteers than the

Company shall assign employees in inverse seniority to the

other job title to the extent necessary to cover the work. It is

understood that the assignment of work between job titles shall not

adversely affect or in any manner diminish the contractual rights of

employees in regard to work schedules, call out, scheduled

overtime, PTO schedules, job postings, layoffs and contract work

as determined by their original job title.

No employee(s) shall

have their hourly wage rate reduced or forfeit any contractual

raise as a result of the reassignment.

CWA 1101 NJ 16 April 1, 2021

Employees, who are at the maximum rate in their job title and who

are temporarily assigned and work for one-half or one complete

tour in a job classification with a higher maximum rate, shall be

paid at the higher rate for the time worked in the title with the

higher maximum rate.

Employees, who are in progression and who are temporarily

assigned and work for one-half or one complete tour in a job title

with a higher maximum rate, shall be paid the hourly rate for their

months of service as applicable in the higher job titles wage

schedule for the time worked in the job title with the higher

maximum rate.

Section 9.05 Payday will be changed to alternating Fridays and

payment will be made to employees through direct deposit. If a

Friday payday is also a holiday, the preceding Thursday shall be

the payday.

Section 9.06 Employees in the Business Communications

Technician, Network Technician, Equipment Installer and IS

Technical Services Technician job titles will be paid an additional

$1.00/hour upon successful completion of obtaining a CISCO

CCNA or Microsoft MCSE certification.

Certification testing requirements will be the sole responsibility of

the employee on their own time. Employees will be reimbursed

only for the successful completion of the test required for

certification. Maintenance of the certification will be the

employee’s responsibility under the same conditions.

Reimbursement for any subsequent recertification will follow the

same guidelines as mentioned above. Should the employee fail to

keep their required certification current, they will no longer be paid

the additional $1.00/hour, until it is restored.

The company reserves the right in part or in whole, to amend,

modify, and delete certification requirements as market and

technological changes dictate. The company agrees to notify the

Union of any and all certification requirement changes as noted

above, thirty (30) days prior to implementation.

ARTICLE 10

Working Conditions

Section 10.01 The Company will furnish the following

CWA 1101 NJ 17 April 1, 2021

protective equipment to employees in appropriate occupational

classifications: rubber glove protectors, rubber gloves, rain suits,

waterproof storm footwear, leather work gloves, safety helmets,

and safety glasses.

Employees in appropriate job classifications as determined by the

Company must comply with the OSHA regulation regarding

personal protective footwear during all working hours, including

overtime, call-out and training time where similar hazards are

encountered.

Employees required to wear personal protective footwear will

receive up to a maximum of $200 effective through December 31,

2018 by submitting an approved expense report accompanied by

a valid receipt.

Effective January 1, 2019:

Safety Footwear – Employees with exposure to foot hazards as

determined by the Company’s Task Based Hazard Assessment for

Personal Protective Equipment (PPE) and Safety Equipment must

regularly wear safety footwear (safety shoes/boots) that meet the

current national standards recognized by the Occupational Safety

& Health Administration (OSHA) and internal CenturyLink

requirements found in Safety & Health Practice on Personal

Protective Equipment. The Company, in its sole discretion, and in

accordance with OSHA standards, will identify employees who will

be required to wear safety footwear.

Employees identified as needing safety footwear will be required

to wear safety footwear at all times when performing their work

assignments. Those employees will have the choice of wearing

steel toe or composite toe safety footwear as long as it meets the

current national standard. The requirement to wear safety

footwear will cease when employees leave the position through

transfer, promotion, retirement, separation, or voluntary

resignation or dismissal, or when safety footwear is no longer

required.

Since safety footwear can be utilized both on and off the job,

employees are responsible for the purchase and maintenance of

their safety footwear. For those employees that only have

occasional exposure, a safety toe overshoe, at no cost, is

available through the SAP/CART ordering process.

Safety Eyewear – Employees in certain job titles and work

CWA 1101 NJ 18 April 1, 2021

environments may also be required to wear safety eyewear while

at work. Employees who require corrective vision lenses must

also wear safety eyewear, when required.

Effective April 1, 2015 the Company will provide an annual

(calendar year) maximum contribution of $75 for the procurement

of one (1) pair of prescription safety glasses (or replacement

frames or replacement lenses) for employees in positions which

require the wearing of safety eyewear, subject to the following:

1. The Company will identify the job titles eligible for the

company contribution for prescription safety eyewear.

2. Prescription safety glasses shall meet current ANSI standard

Z87.1, and include protective specialty safety eyewear where

the user requires a vision “correction”.

3. The Company shall determine the supplier(s) for the

procurement of prescription safety eyewear and reserves its

right to identify the approved safety frame styles, lens

materials, lens options and allowable optional upgrades. Each

order for prescription safety glasses will include detachable

side shields.

4. The Company contribution for prescription safety eyewear will

only be provided through the designated supplier(s) for the

procurement of prescription safety glasses. There will be no

company contribution, subsidy or reimbursement for

prescription safety glasses obtained outside of the designated

supplier(s).

This supplier will bill the Company for the $75 annual maximum

contribution and the remainder of the expense for prescription

safety glasses, if any, will be paid by the employee. Employees

will be responsible for the cost of prescription safety glasses

above the Company’s annual contribution for additional or

replacement pairs of prescription safety glasses, including frames

and/or lenses. Employees will also be responsible for the cost of

eye examinations.

Specialty safety eyewear that does not include a vision correction

will be excluded from the company contribution for prescription

safety eyewear.

The Company will make available, at no cost, non-prescription

safety eyewear. Choices of non-prescription safety eyewear are

CWA 1101 NJ 19 April 1, 2021

available to employees through the SAP/CART ordering process.

Section 10.02 The Company agrees to supply Company

standard tools and equipment necessary to perform work to which

employees are assigned.

Section 10.03 The Company will provide at its discretion either

an appropriate number of uniform garments (as determined solely

by the Company) or an annual credit for the purchase of approved

garments through the Company authorized vendor to employees

in those job titles which the Company deems appropriate. New

hires in those job titles may receive additional uniform garments or

a higher initial credit. The color, style, and material blend of

employee work clothing will be determined by the Company for

both uniform and non-uniform garments.

Employees will be required to wear uniform and non-uniform

garments that are, in the Company’s judgment, properly

maintained and presentable. The wearing of uniforms will be

mandatory during all work hours. Regular and all appropriate

maintenance of an employee’s uniform is the responsibility of the

employee.

A pin, not to exceed 1-1/2 inches in diameter designating affiliation

with the CWA and not derogatory of the Company or its personnel,

may be worn with the uniform. This pin may be worn only on the

uniform shirt. This pin will not cover the Company logo. The

Company reserves the right to amend, modify in whole or in part

or discontinue the program at its sole discretion.

Section 10.04

1. All employees for whom the company authorizes an overnight

stay will be required to use the designated Company

corporate card or any other “corporate card” as designated by

the company for all business travel expenses. Employees will

receive reimbursement for authorized expenses by submitting

an approved expense report.

The company’s business travel objective is to reimburse

employees for reasonable and necessary expenses incurred

on behalf of the company. At the same time, the company

anticipates its employees to be prudent with company funds

and to be cognizant of shareholder value when incurring

business travel expenses. All business expense provisions

will be managed in accordance with the Company’s Business

CWA 1101 NJ 20 April 1, 2021

Expense Reimbursement Policy, herein called the

“Reimbursement Policy,” unless specifically mentioned

otherwise in the collective bargaining agreement. The

company reserves the right to amend, modify or change this

policy at its sole discretion.

2. When an employee is assigned to duty or schooling which

requires travel away from his/her regularly recognized place of

employment, the company will pay the employee on the basis

of a regular work week schedule.

3. The per diem allowance will be in accordance with the

Reimbursement Policy. Employees incurring business travel

expenses are responsible to ascertain that the expenditure is

for a valid business purpose. Falsification or failure to adhere

to these guidelines may lead to disciplinary action up to and

including termination. No personal charges are allowed on the

designated Company corporate card. Any charges remaining

on the card after payment by the Company are the

responsibility of the employee.

4. Expense reports are to be filed within 5 business days upon

return from a trip. All expense reports must include

substantiation of the date, time, place and business purpose

for the expenditures. Additional substantiation is required for

certain business travel expenses such as meals, lodging,

airfare, cash expenses, mileage, tolls, rental cars, etc.

Reasonable costs associated with any expense are subject to

local management discretion and authorization.

5. All authorized and approved “out of pocket” expenses filed on

an expense report will be reimbursed on the employee’s next

payroll check.

6. Employees shall be paid at the company-designated rate for

mileage when using their personal vehicle for authorized

business purposes.

Section 10.05 Employee’s who are required to report at their

usual place of assembly on the Company’s property and are then

transported to a place where work is performed, shall be

transported to and from the place of work on Company time.

All time shall be computed from the time the employee is

scheduled to report and does report at the beginning of the day,

and shall end when he/she returns to the regularly scheduled

CWA 1101 NJ 21 April 1, 2021

place of ending work for the day.

It is mutually agreed that the Company shall have the right to

change employee report locations or establish new report

locations in order to meet the needs of the business.

The Company will seek qualified employees on a volunteer basis

in seniority order by job title for assignments to new report

locations. In the event the Company is unable to obtain a

sufficient number of volunteers to staff new report locations, the

least senior qualified employees within the job title will be

assigned.

Any future employee requests to change report locations will be

communicated to the immediate supervisor. The Company will

attempt to accommodate the employee’s request by obtaining a

volunteer replacement. In the event a volunteer replacement is

not available, the employee will be offered reassignment to the

next available vacancy within the job title prior to the vacancy

being posted for bid.

Section 10.06 When adverse weather conditions prevail,

employees are expected to take all reasonable actions to report to

work as scheduled. In the event employees are unable to report

to work as scheduled because of adverse weather conditions,

such absence will be reported as approved PTO time. In the

event an employee has exhausted or scheduled his/her PTO time,

the absence will be reported as excused non-paid time.

During extreme weather conditions, as determined by supervision,

employees shall not be required to work out-of-doors except when

the performance of such work is necessary to meet an emergent

situation. An emergent situation is defined as any condition which

threatens immediate interruption of existing service to the public at

large, imperils the safety of the public, or threatens immediate loss

of property. Good judgment will be used by supervision in

implementing this article.

Section 10.07 Even in an emergency situation, employees shall

not be required to work out-of-doors under extremely hazardous

lightning conditions or when it is known that the Company’s wires

in the work area are energized by electric wires. In such instances

the employee shall immediately notify his/her supervisor of the

hazardous conditions.

In work situations requiring an employee to enter a Controlled

CWA 1101 NJ 22 April 1, 2021

Environmental Vault (CEV), the presence of another employee

above ground will not be required.

Section 10.08 A valid driver’s license is a bona fide

occupational qualification for any position requiring the operation

of a company vehicle. When an employee requiring a driver’s

license loses his/her driving privileges for any reason, the following

procedure will be followed:

Company and Union representatives shall meet to discuss each

individual employee’s situation and the alternatives available.

A. The Company shall make a determination as to the

employment status of the employee. Alternatives available to

the company include: assignment of work within the

employee's job title which would not require a driver's license;

assignment to a lower pay job title for the duration of the

license suspension; suspension without pay for the duration of

the license suspension, or discharge.

B. The Company, after considering the Union's advice and all

other pertinent information, will make a determination of the

employee's work status based on each individual situation.

The Company's determination will be made and communicated

to the employee and the Union in a timely manner.

C. Nothing in this agreement will prevent the filing of a grievance

in the event the Union deems it necessary.

ARTICLE 11

Wages

Section 11.01 Applicable basic wage rates are those shown in

the wage schedules contained in this Agreement. The Company

and the Union agree that the growth of the business is beneficial

to employees.

Section 11.02 The Company agrees to grant scheduled wage

increases specified in their appropriate schedules in accordance

with the time intervals and amounts provided in such schedules,

subject to the following conditions:

1) Wage progression/step increases will be effective based on

the service anniversary date for active, full time employees

and based on date last given for part time employees after

CWA 1101 NJ 23 April 1, 2021

the employee has worked 1040 hours.

2) Annual wage increases will be effective the first day of the

pay period closest to the effective date of the increase.

Section 11.03 The hourly basis of payment shall be one

eightieth (1/80) of the basic bi-weekly wage rate.

Section 11.04 Where merit is lacking in the opinion of

management, a wage increase may be delayed as much as one

full step in the schedule.

Section 11.05 The following procedure governs the change of

an employee from one wage schedule to another wage schedule

having a higher maximum rate:

A. If the employee's current wage rate is below the minimum

rate for the new wage schedule, his/her rate will be increased

to the minimum rate for the new wage schedule.

B. If paragraph (a) does not apply, the employee will begin the

new wage schedule at the wage rate which is the same or

immediately greater than his/her rate of pay on the lower

wage schedule.

Section 11.06 Employees who are permanently reassigned,

voluntarily or involuntarily, to a lower rated wage schedule will

begin the new wage schedule at the rate step on the lower wage

schedule which is the same or immediately lower than his/her rate

of pay on the higher wage schedule.

Section 11.07 When transferred between wage schedules, the

interval for the first regular increase shall be six (6) months from

the starting date of the new job.

ARTICLE 12

Holidays

Section 12.01

A. The following days are hereby designated as holidays for all

employees:

New Years’ Day Labor Day

Memorial Day Thanksgiving Day

Independence Day Christmas Day

Martin Luther King Jr. Day – Effective 1/1/22

CWA 1101 NJ 24 April 1, 2021

Section 12.02 Employees may be scheduled for work or

excused with pay for holidays at the option of the Company.

Section 12.03 When a general holiday falls on a Sunday,

Monday shall be observed as a holiday.

Section 12.04 When a general holiday falls on Saturday, it shall

be observed on Saturday. Employees not scheduled for work on

the holiday may, at the Company's option, be given a non-

scheduled non-paid day off during the holiday week and pay for

the holiday. Employees scheduled to work on the holiday may be

excused without pay for one full day during that week.

Section 12.05 When employees are required to work on a

general holiday, pay at the straight time rate for the holiday, plus

one and one-half (1 1/2) times the straight time rate for hours

worked shall be paid. Twice the straight time rate shall be paid for

all hours worked before or after an employee's scheduled tour or

for call out.

Section 12.06 An eligible employee who does not report to

work on a general holiday when scheduled or requested to do so

shall not receive pay for the holiday unless excused by the

Company.

Section 12.07 Employees who are absent on their regular

scheduled workday immediately prior or immediately following the

holiday shall not receive pay for the holiday unless excused by the

Company.

Section 12.08 Holiday excused paid time shall be included in

the basic work week.

Section 12.09 No holiday pay shall be allowed for an employee

who does not work in the week in which the holiday occurs;

accrued PTO time is excluded from this provision.

Section 12.10 If a holiday falls within the employee’s stand-by

week he/she shall be the designated stand-by person unless

previously scheduled for PTO. The Company will attempt to

schedule all holidays in rotation.

CWA 1101 NJ 25 April 1, 2021

ARTICLE 13

Paid Time Off (PTO)

Section 13.01 Paid Time Off (PTO) is a program where an

employee manages his/her paid time away from work, however,

the Company may impose limitations, which in its opinion, are

necessary because of the requirements of the business.

Effective 1/1/22 - PTO hours are provided for all incidental

absences from work and for the first five (5) consecutive

scheduled workdays of an occupational/non-occupational

disability related absence. The employee must use all available

PTO hours before hours can be taken unpaid, except in situations

where FMLA-covered absences to care for covered relatives will

exceed five consecutive days. However, when the absence is

Workers” Compensation related, the employee will have the

opportunity to elect whether to take PTO or an unpaid

absence. In those cases only, the employee will have the

opportunity to elect whether to take PTO hours or an unpaid

absence. In all other situations, the employee will not have the

opportunity to choose. If an employee does not have available

PTO, those hours for which PTO hours are not available shall be

non-paid.

Section 13.02

Effective 1/1/19 – Paid Time Off (PTO) shall be available to

regular full-time employees at their basic rate of pay in accordance

with the following schedule:

Length of Service

Eligible Hours

0 but < 1 year

Up to 48 hours*

1 year but < 2 years

128 hours

2 years but < 5 years

144 hours

5 years but < 10 years

184 hours

10 years but < 15 years

204 hours

15 years but < 20 years

224 hours

20 years but < 25 years

244 hours

25 years and over

264 hours

*During the first calendar year of employment, employees earn

PTO hours on a monthly basis (4 hours per full month) based on

the hire date. These hours will be available at the time of hire.

However, if PTO is taken prior to it being earned and the

employee leaves the Company, the payment for this time will be

deducted from the final paycheck.

CWA 1101 NJ 26 April 1, 2021

Regular part-time employees scheduled for 20 to 30 hours per

week are eligible for one-half (1/2) of the PTO that a full-time

employee with the same length of service is entitled to. PTO for

employees changed from part-time to full-time, or full-time to part-

time, is determined on a prorated basis for the time worked in the

respective status during the year.

Section 13.03 The PTO year which shall be used in computing

the amount of paid time off shall be from January 1

through

December 31

of each year in which this Agreement continues in

effect, except that in the anniversary year of 1, 2, 5, 10, 15, 20 and

25 years the employee earns PTO at the higher rate for the entire

year.

Section 13.04 The approval of PTO (both scheduled and

unscheduled) is solely at the Company’s discretion based on

operational needs of the business.

Scheduled PTO are those hours selected by the employee in

accordance with the selection process outlined in this Article, or

requested by the employee outside the selection process but

approved by management. Scheduled PTO hours are included as

part of the standard work week for overtime purposes.

Unscheduled PTO are those hours requested by the employee

outside the selection process and not approved by management.

Unscheduled PTO taken by an employee for pay purposes only

shall result in an employee receiving an occurrence against their

attendance according to the attendance policy. Unscheduled PTO

hours are not included as part of the standard work week for

overtime purposes.

Employees may elect to utilize one (1) PTO day each year for

unscheduled absences in order to avoid receiving an occurrence

against their attendance.

When service requirements do not permit, an employee may be

required to postpone or even cancel any portion of their scheduled

PTO for the current year. In the event that cancellation by the

Company of scheduled PTO is necessary and no alternate date is

agreed upon, the employee will be given the choice of carrying a

maximum of 40 hours over to the next calendar year, or being paid

the equivalent of the scheduled PTO time that was cancelled within

the next pay period.

Section 13.05 All earned PTO hours that are unused will be paid

CWA 1101 NJ 27 April 1, 2021

out at termination or upon retirement, except when an employee is

terminated for just cause. In the event of the death of an

employee, all unused earned PTO shall be paid to the estate.

Should any PTO be due the employee, the Company shall have

the right to deduct from said pay any money owed the Company by

the employee, including costs or expense incurred due to loss of,

destruction of, or damage to Company property and/or equipment

that was caused by the employee’s misconduct.

If an employee’s termination date is between December 26 and

December 31, the employee will be entitled to receive pay for the

full amount of PTO which would have otherwise been earned and

taken during the next calendar year. Employees that terminate

prior to December 26, for any reason other than retirement, will

only be entitled to any unused PTO in the current year.

A retiring employee will earn PTO during the calendar year in

which they retire on a pro-rated basis for full months of service.

This will be paid to the employee at the time of retirement. For

example, an employee that retires on May 1 will receive pay for

4/12 of their following year’s PTO allotment.

Section 13.06 PTO may not be accumulated from year to year,

nor may PTO be postponed from one year to another except in

situations where PTO is cancelled or postponed as described in

this Article. Employees are encouraged to schedule and take all

PTO within the calendar year. However, due to business needs,

an employee may not be able to take all of his or her PTO time in

the current year. In these instances, up to 40 hours of carryover

will generate automatically for use by December 31 of the

following year. This includes employees on Short Term Disability

and/or Worker’s Compensation. Any carryover hours not used by

December 31 will be forfeited.

Employees may not receive pay in lieu of PTO except in situations

where PTO is cancelled or postponed as described in this Article.

Section 13.07 PTO eligibility schedules by job title shall be

posted October 15, employee selection will begin November 1 and

the entire selection procedure must be completed by January 15.

The completed schedule will be posted by January 31. Employees

will be contacted in seniority order to select PTO and given a

reasonable selection period. Employees who do not make a

selection at the time they are contacted must wait until all other

employees are contacted.

CWA 1101 NJ 28 April 1, 2021

Employees shall be allowed to select PTO periods according to

Company-wide seniority. Full week PTO will be selected prior to

selecting individual days. PTO selected after January 15 will be

granted based on service requirements and order of request.

PTO time not selected by April 1 of the current year will be

assigned from the remaining weeks available. PTO time may be

selected using full calendar weeks, individual days or hourly

increments.

An employee will not be scheduled on the Saturday prior to his/her

scheduled PTO week.

When a holiday occurs during an employee’s PTO selection, the

employee will only be required to use PTO for the non-holiday

days. Holiday pay will be paid on the holiday itself.

Illness reported during scheduled PTO will be paid as PTO until

the end of that payroll week. Subsequent PTO days scheduled for

the following week may be rescheduled as benefit days if the

employee’s illness continues. Normally PTO will only be

rescheduled for serious medical problems. Employees must notify

their supervisor of their illness twenty-four (24) hours prior to the

start of the PTO period. This notification must include the nature of

the illness, the medical treatment required and the expected

duration of the illness. Upon returning to work, employees must

provide a physician’s verification of the disability.

ARTICLE 14

Benefits

Section 14.01 Effective April 1, 2012, and continuing for the

term of this Agreement, the Company agrees to provide

employees covered by this Agreement the same group medical

insurance (to include prescription drug), group dental, group

vision, employee life insurance, dependent life insurance, basic

long-term disability insurance, supplemental long-term disability

insurance, accidental death and dismemberment, health care

flexible spending account and dependent day care flexible

spending account, and at the same premiums, as the Company

provides for its non-bargaining employees employed by the

Company in the exchanges covered by this Agreement. The

Company in its sole discretion may provide the coverage and

benefits required by this Article through insurance and/or self-

funded plans.

CWA 1101 NJ 29 April 1, 2021

The Company will make available to employees, upon retirement,

the same options for retiree health benefits as are offered to

similarly-situated non-bargaining employees who retire from the

Company. The retiree health benefits will be exclusively governed

by the terms of the applicable plan(s).

The selection and administration of any plans to provide the

coverage and benefits required by this Article shall be within the

Company's exclusive control and sole discretion. The Company

shall therefore have the unilateral right to make any changes

which it deems necessary or desirable, including changes to

establish, restore and/or maintain the most favorable qualification

or treatment of the plan(s) under federal (or any applicable state)

law. The selection of the insurers, carriers, agents and/or plan or

claims administrators shall also be in the Company's exclusive

control and sole discretion.

The Company reserves the right to unilaterally amend, change or

terminate any one or more or any combination of these plans or

flexible spending accounts or any of their features (including, but

not limited to, deductibles, co-payments, maximum out-of-pocket

expenses, etc.), or the premiums charged to employees (annually

or as otherwise deemed necessary) for any plan(s). However, the

Company may do so only so long as the amendments, changes

and/or terminations apply equally to all eligible employees, both

bargaining unit and non-bargaining unit employees, of the

Company.

During the term of this Agreement, the Company shall not have

any obligation to engage in decision or effects negotiations of any

type on any subject addressed (directly or indirectly) in or by this

Article.

The Company will attempt to give the Union at least 60 days

advance notice before making changes to the plan and the Union

can request a meeting with the Company to discuss but not

negotiate the changes.

Except as specifically provided in this Article, all disputes,

complaints and questions, and any other issues arising out of or in

any way connected with any ERISA benefit plan, shall be

exclusively resolved in accordance with the underlying plan,

procedures and ERISA, and shall not be subject to the grievance

and arbitration provisions of this Agreement.

CWA 1101 NJ 30 April 1, 2021

Section 14.02 Voluntary Benefits Program

Effective April 1, 2021, and continuing for the life of this

Agreement, the Company agrees, subject to the limitations

described below, to include employees in the Voluntary Benefits

program as it is applicable to non-represented employees of the

Company. The components of the Voluntary Benefits program

available to employees may include, but not be limited to,

Automobile Insurance, Homeowners Insurance, Long Term Care

Insurance, Pet Insurance, Universal Life Insurance coverage,

Legal Services and Critical Illness Insurance.

It is understood that employees will be responsible for the entire

cost for each component of the Voluntary Benefits program. At its

sole discretion, the Company may permit employees to have the

required costs withheld through payroll deduction.

In addition, at its sole discretion, the Company shall designate the

insurance carrier(s) and/or the agent(s) for the various

components of the Voluntary Benefits program. The Company

may change the insurance carrier(s) and/or the agent(s) at any

time provided sufficient notice is given. The Company will provide

the insurance carrier(s) and/or the agent(s) with all applicable

employee information needed to offer the program. The Company

also reserves the right to modify or terminate any one of the

various components of the Voluntary Benefits program at any time

so long as the changes are uniformly applied to all eligible

employees, both non-represented and bargaining unit employees.

This program is not a Company-sponsored plan or benefit. It

is not a plan covered under ERISA. The Company has chosen

to allow these vendors to make these programs available to

employees but be advised that this is a voluntary program

and only the employee can decide whether the benefits

provided by this program are appropriate for you and your

family. Employees are encouraged to research all suitable

alternatives and consult with your personal advisors.

Employees are encouraged to review the privacy and security

policies and the practices of the various vendors and make

sure they are comfortable with them prior to entering into any

transactions. The Company is not able to provide employees

with advice regarding the program. Participation is solely the

employee’s decision, completely voluntary and at their own

expense. CenturyLink does not endorse and is not

responsible for any of the products, services or practices

promoted on the voluntary benefit website. Access to this

CWA 1101 NJ 31 April 1, 2021

website is provided at no cost to you, and CenturyLink does

not benefit from your participation. There are no

commissions or incentives paid to CenturyLink as a result of

the products or services they may choose to purchase.

Section 14.03 Subject to Company policy, regular employees

(full and part-time) with six (6) or more months of service are

eligible for the Company telephone concession plan.

It is recognized that the Company has the exclusive right to

amend, modify wholly or in part this plan. The Company agrees,

however, that any changes to the concession plan for represented

employees will be made on the same basis for all non-bargaining

employees.

ARTICLE 15

Sick Benefits - Accident Disability

Section 15.01 The Company agrees to provide STD benefits

for all regular full-time employees on a non-contributory basis.

Regular part-time, temporary, or occasional employees are not

eligible for STD benefits. The administration of STD leaves,

including the application process and timelines, eligibility rules,

notice requirements, return to work rights, and modified duty

programs will be governed by the CenturyLink Disability Plan (the

“Plan”).

Employees qualify for STD benefits when they are participants

who cannot work at their normal job due to an illness or injury

incurred off the job, and satisfy the requirements as outlined in this

Article but subject to the terms of the Plan which control and

govern. STD benefits begin on the 8

consecutive calendar day

(sixth consecutive scheduled workday) of non-occupational illness

or injury for participants. Written medical certification shall be

required.

PTO hours are provided for all incidental absences from work and

for the first five (5) consecutive scheduled workdays of non-

occupational disability related absence (STD waiting period). The

employee must use all available PTO before hours can be taken

unpaid. If an employee does not have available PTO hours, those

hours for which PTO are/is not available shall be non-paid.

Section 15.02 If employment is involuntarily terminated due to

reasons including but not limited to reduction in work force,

CWA 1101 NJ 32 April 1, 2021

plant/office closure, etc., while the employee is receiving STD

benefits under the Plan, the employee may continue to receive

benefits until the earlier of either the Plan’s benefits are

exhausted, the employee fails to comply with the Plan’s STD

administrative requirements or the employee’s doctor (or the IME

doctor) states and the Plan agrees that the employee can return to

work. If employment is involuntarily terminated for just cause,

STD benefits may be terminated immediately.

The Plan Administrator may suspend or deny STD benefits if the

employee fails to submit all forms/documentation as required, fails

to comply with a Company request for an IME, or fails to comply

with the requirements of the STD Plan. The employee must

communicate regularly (weekly or bi-weekly) through phone calls

or e-mails with local supervision as to their medical status in order

to continue receiving benefits. The Plan Administrator may require

such physical or other professional examinations from healthcare

providers in accordance with the Americans with Disabilities Act,

the Family and Medical Leave Act and/or any other applicable law

or regulations as well as when an employee is claiming benefits or

privileges under the Plan. The requirement for additional medical

or other examinations shall include, but not be limited to,

independent medical examinations to confirm a disability,

circumstances in which an employee seeks disability or family

leave and applies for or is receiving any benefits financed by the

Plan; and “fitness for duty” examinations.

Section 15.03 STD benefits under the Plan may be paid up to a

maximum of twenty-six (26) weeks. The amount of pay (partial or

full pay benefits) is a percentage of “base rate pay”. Base rate pay

for the purpose of determining the appropriate STD benefit will be

based on the regular straight time rate of pay. Base rate does not

include incentive compensation, overtime, shift differential or other

special payments or calculations.

a) For employees hired, re-hired, or transferred into this

bargaining unit before 1/1/20, the STD benefit under the Plan

is either sixty percent (60%) or one hundred percent (100%) of

the base rate. The percentage paid is based on the length of

service with the Company. An employee’s service anniversary

date determines the benefit payment schedule as identified in

the chart below. The following STD benefit payment schedule

is based on completed years of service as determined by the

employee’s service anniversary date.

CWA 1101 NJ 33 April 1, 2021

If your length

of service is:

Then benefits at 100%

of Base Salary are paid

for:

And benefits at 60% of

Base Salary are paid

for:

Less than

one year

None None

One year of

Service or

Two weeks of STD

benefits at 100% of

your Base Salary for

each full year of service

up to a maximum of 26

weeks.

26 weeks of STD

benefits at 60% of your

Base Salary , less the

number of weeks of

benefits at 100% of

your Base Pay

b) For employees hired, re-hired, or transferred into this

bargaining unit on or after 1/1/20, the STD benefit under the

Plan is seventy percent (70%) of the base rate. The following

STD benefit payment schedule is based on completed years

of service as determined by the employee’s service

anniversary date.

If your length of service is:

Then benefits at 70% of Base

Salary are paid for:

Less than one year

None

1 year or >

26 weeks

c) A higher level of benefits does not take place if an

employment anniversary occurs while receiving benefits or if

the employment anniversary occurs before the employee

returns to work for one hundred eighty two (182) consecutive

days after any STD benefit usage.

d) STD benefits under the Plan cease on the earlier of when a)

the employee is released by their provider, and supported by

the Plan, to return to work, b) the employee fails to comply

with the Plan’s STD administrative requirements, or c) the

Plan’s benefits as described in this Article have been

exhausted.

Section 15.04 If you return to work for less than 182 calendar

days following an STD absence, your previous STD benefits will

be considered in determining the amount and maximum period of

benefits. In other words, you will continue on the STD Benefit

Payment Schedule described above based on your service at the

first time you became entitled to Plan benefits.

CWA 1101 NJ 34 April 1, 2021

If you return to work for at least 182 calendar days following an

STD absence, your previous STD benefits under the Plan will not

be considered in determining the amount and maximum period of

benefits. In other words, you will be eligible for the full benefit

described above for any STD absence.

Worker’s Compensation

Section 15.05 The Company will provide all Worker’s

Compensation benefits required by statute to an employee who

sustains an on-the-job injury.

For employees hired, re-hired, or transferred into this bargaining

unit before 1/1/20, the Company will provide an employee a salary

continuation benefit (called Supplemental Workers’

Compensation Pay or SWCP) equal to 85% of regular base pay

when combined with an approved Worker’s Compensation claim

and statutory payment. For employees hired, re-hired, or

transferred into this bargaining unit after 1/1/20, the Company will

provide an employee salary continuation benefit (called

Supplemental Workers’ Compensation Pay or SWCP ) equal to

70% of regular base pay when combined with an approved

Worker’s Compensation claim and statutory payment.

Effective 1/1/22 – For eligible employees that have completed

one year of service, the salary continuation benefit is available up

to a maximum of 1040 hours for a single disability beginning on

the eighth calendar day of approved absence. If the disability

extends beyond 1040 hours, the employee may be eligible for

Long Term Disability (LTD) benefits under the Plan. If approved

as eligible for LTD under the Plan, the employees’ Worker’s

Compensation benefit will be deducted from the employee’s LTD

benefit as an approved offset. Employees with less than one

year of completed service are not eligible for SWCP.

An employee is never entitled to more than 85%/70% of regular

base pay while absent due to an on-the-job injury. Any

overpayments made by receiving both SWCP salary continuation

and Worker’s Compensation benefit payments in excess of

85%/70% of regular base pay will be deducted from the

employee’s salary continuation check, regular pay check, or are to

be reimbursed by the employee to the Company. The employee

receiving an overpayment is deemed to agree to the deduction

from the employee’s salary continuation check, regular pay check,

or to reimburse the Company.

CWA 1101 NJ 35 April 1, 2021

Section 15.06 SWCP payments of salary continuation benefits

will be in accordance with the CenturyLink Disability Plan (the

“Plan”) and shall cease upon the earlier of a) an employee’s

retirement b) discharge for just cause or c) when employment

would otherwise terminate because of reduction in force.

ARTICLE 16

Excused Paid Absences

Section 16.01 In case of death in the employee's immediate

family, a maximum of five (5) consecutive days will be granted.

The employee will be paid for those days he/she was originally

scheduled to work. Immediate family will be defined as spouse,

domestic partner, parents (including stepparents), child (including

stepchildren or child of your domestic partner), sibling (including

stepbrother or stepsister).

In the case of death for other covered relatives, a maximum of

three (3) consecutive days will be granted. The employee will be

paid for those days he/she was originally scheduled to work.

Other covered relatives include those who are related to you

through marriage (step or in-law), or through your domestic

partner, and will be defined as aunt, uncle, niece, nephew,

grandparent, grandchild and in-laws (including mother, father, son,

daughter, brother, sister and grandparents).

Section 16.02 An employee required to serve on jury duty on a

regularly scheduled workday shall be paid by the Company at

his/her straight time rate of pay for all time spent on jury duty.

When an employee is excused from jury duty during a regularly

scheduled workday at a time which would permit him/her to work,

he or she shall either report directly for work or contact his or her

immediate supervisor for direction.

Section 16.03 The Company will provide excused time for

regular employees who are members of the National Guard, Air

National Guard, Army Reserve, Marine Corps Reserve, or Coast

Guard Reserve and are activated for military training duty or

military emergency duty during hours in which he or she otherwise

would be scheduled for Company duty.

Difference in pay shall be allowed for the number of scheduled

work days falling within the training or emergency duty period but

not to exceed ten (10) days in any calendar year.

CWA 1101 NJ 36 April 1, 2021

Total compensation, including all gross military compensation due

the employee and his or her dependents, shall not exceed the

employee's basic pay rate.

Section 16.04 Employees excused for personal emergency

reasons after reporting for work will receive regular straight time

pay for the remainder of their tour which includes an on-the-job

injury. Personal emergency reasons shall be limited to a serious

illness or injury to member of the employee's immediate family

which requires emergency treatment or serious damage to the

employee's personal property which requires the employee's

immediate action. This provision does not apply to those

employees with less than six months' service.

ARTICLE 17

Leave of Absence

Section 17.01 Military Leave Policy

Regular employees covered by this Agreement who become a

member of any branch of the military service of the United States

of America shall be granted a military leave of absence and shall

continue to accumulate their seniority with the Company during

the time they are in the service in accordance with the Company

policy.

Section 17.02 Administrative/Personal Leave

Administrative/Personal leave of absence without pay may be

granted to an employee by the Company in its sole discretion and

in accordance with the Company policy. Administrative/ Personal

leaves may only be requested for an absence of five (5)

consecutive workdays or more and shall be limited to a cumulative

total of thirty (30) calendar days in any rolling twelve (12) month

period. Any extension beyond thirty (30) calendar days requires

additional approvals from the Company. All available PTO hours

must be exhausted prior to going into unpaid status while on

Administrative/Personal Leave.

Section 17.03 Family and Medical Leave

The parties recognize the applicability of the federal Family and

Medical Leave Act, and the Union recognizes the Company’s right

to establish FMLA policies and rules which are consistent with that

law and/or any applicable state law as well as any express

provision of this Agreement. These benefits are described and

CWA 1101 NJ 37 April 1, 2021

administered in accordance with the Company Policy.

Section 17.04 Disability Leave

All employees who are not eligible for federal or state Family and

Medical Leave, or have exhausted the maximum time available,

are eligible for disability leave for recovery from bona fide

disabling illnesses or injuries. This includes all on- and off-the-job

illnesses and injuries. Except as otherwise allowed by law,

disability leaves will be administered in accordance with the

Company Policy. Employees on disability leave may qualify for

benefits under several Company plans (PTO/Vacation, Workers’

Compensation, Short-Term Disability, Long-Term Disability)

subject to all of the policies and rules governing eligibility and use

of such benefits.

Section 17.04 Rules Governing Leaves

The following rules shall apply to all leaves:

1) An employee shall not seek or accept other employment of

any kind including any business of his own, while on an

authorized leave of absence, without advance written approval

from the Company. Should an employee violate this Section,

he is subject to immediate discharge.

2) Leaves granted for less than a maximum period may be

extended to the maximum if the employee remains eligible,

has permission and has satisfied the conditions applicable to

the granting of such leave.

3) The Company may require such physical or other professional

examinations from healthcare providers as are allowed under

the Americans with Disabilities Act, the Family and Medical

Leave Act and/or any other applicable law or regulations as

well as when an employee is claiming benefits or privileges

under this Agreement. This shall include, but not be limited to,

independent medical examinations to confirm a disability,

circumstances in which an employee seeks disability or family

leave and applies for or is receiving any benefits financed by

the Company; and “fitness for duty” examinations.

4) Administration of leaves, including the application process and

timelines, notice requirements, return to work rights, and

modified duty programs will be governed by the Company

Policy.

CWA 1101 NJ 38 April 1, 2021

5) The Company maintains the right to modify or amend the

administration guidelines described in the Company Policy at

its discretion.

ARTICLE 18

Job Vacancies

Section 18.01 Job postings will be available on-line on the

Company’s internal website. Such notice shall include the title and

job duties of the position available, the skills required for the

position, the closing date for submission of bids, and the work

location of the position. Only those job vacancies which the

Company has declared to be a job vacancy will be available for

employee bids.

Applications must be submitted electronically within the specified

time period using the on-line application tool provided by the

Company. The application shall contain a clear, concise statement

of the employee’s background, training and overall qualifications

and the reasons the bidding employee should be considered for

the position.

The job will be considered a promotion if it pays a higher

maximum rate than the job in which the employee is presently

working.

An employee's bid will be considered except employees who at

the time of the vacancy are in one of the following categories:

a) Probationary employees;

b) Employees who have not been in their present position for at

least one year. With supervisory approval, employees with

less than one year’s service in their present position may

submit a job bid.

Section 18.02 The Company will attempt to fill the vacancy

internally from those employees submitting a job bid request. The

Company may, at its discretion, require job applicants to take a

test or require certification, provided such test/certification is fair,

objective and appropriate to the job involved. In order to be

considered a candidate for selection, the candidate must

successfully pass any reasonable and job appropriate tests used

by the Company for the position. Qualifications shall be

determined by the total circumstances including test results if

CWA 1101 NJ 39 April 1, 2021

applicable, work experience, performance (and any performance

evaluations), applicable technical education and attendance. The

Company may use other forms of testing, interviews and/or other

reasonable methods of determining qualifications as herein

defined. It is understood that the Company may also consider

candidates outside the bargaining unit when filling vacancies. The

position will be filled by the most qualified candidate as

determined by the Company.

Seniority will govern in the event multiple internal candidates are

determined to be most qualified by the Company. If no candidates

are deemed qualified by the Company, the Company may elect to

fill the vacancy from any available source.

The Company will make every reasonable effort to notify the Local

1101 President of jobs being posted and who the successful

bidder was.

Employees successfully bidding on a posted vacancy may not bid

on another vacancy for a period of thirty (30) months. This

restriction will be waived should the company announce a layoff

situation in the employee’s job title. This restriction will also be

waived if a job vacancy becomes available within three (3) months

of the employees transfer to his/her new position.

Section 18.03 If a person is employed or re-employed as a

regular employee, he or she may be employed at a rate in excess

of the established starting rate as is commensurate with his/her

previous training, employment and experience. Wage progression

shall begin from the rate effective at the time of employment or re-

employment.

ARTICLE 19

Excused Union Absence

Section 19.01 Local Union representatives shall be granted time

off without pay for reasonable periods for the performance of

Union business, provided service conditions permit. One week's

notice of the employee's desire for such time off must be given the

Company. The one week notice may be waived by the Company

at the request of the International in cases of emergency when a

statement of reason is provided.

CWA 1101 NJ 40 April 1, 2021

ARTICLE 20

Layoffs

Section 20.01 Layoffs due to retrenchment or curtailment in

operations by the Company shall be in inverse order of seniority

within each Job Title.

Section 20.02 Layoffs under this Article may, at the discretion of

the Company, be confined to one or more Job Titles.

Layoffs need not apply to all Job Titles at the same time, but

contract workers in the Job Title impacted by the layoff shall be

released before any employees in that Job Title. Occasional,

Temporary and Part-Time employees will be laid off in the order

stated prior to the lay-off of any regular full time employee in that

Job Title.

In the event of a pending layoff, the Company will provide the

Union and employees affected by layoff with thirty (30) days

advance notice of the layoff. During this thirty (30) day period, the

Company will attempt to provide employment opportunities to

employees who have received layoff notices, provided they are

qualified to perform the job duties because of training or previous

work experience.

Senior unaffected employees will be permitted to volunteer for

layoff and multiple requests will be granted in descending seniority

order. Those employees will be entitled to layoff allowance in

accordance with Section 20.06

Employees who volunteer for layoff and are granted their request,

will not be eligible for recall rights and the Company will have no

restrictions regarding contractor usage within the job title affected

by the voluntary layoff.

In lieu of such notice, the employee will be paid four (4) weeks'

pay at the employee's basic weekly wage rate in addition to the

employee's allotted severance allowance.

Section 20.03 An employee who is about to be laid off may elect

to transfer to another job in the bargaining unit in accordance with

the following guideline:

A. The job is vacant and at the Company's option will be filled or

the incumbent employee has less company service than the

CWA 1101 NJ 41 April 1, 2021

transferring employee. Company service is defined as the

System Service date reflected in the employee's current HR

Record.

B. Transfers may only occur on a lateral or downward basis as

determined by the maximum wage rates for the wage

schedules involved.

C. It is understood and agreed that the transferring employee

must have previously held the job title or demonstrate he/she

has the skill and ability to perform the new job after a

minimum of on-the-job training and familiarization (defined as

120 hours). If formal classroom training is required to perform

the work, the employee will not be eligible to bump.

D. In all cases, the most senior employee requesting transfer

must displace the least senior employee in the job title to

which he/she is requesting transfer. Multiple requests to

displace the same incumbent shall be granted on a seniority

basis, providing either of the elements of Section 20.03C are

met by all employees requesting transfers.

E. Employees affected by work force reduction who elect not to

transfer, shall be separated without loss of recall rights or

severance pay.

F. Employees requesting transfer in order to avoid work force

reduction must provide written notification of their intent to the

Company within five (5) calendar days following the work

force reduction notification. Management shall review their

request to determine compliance with Section 20.03 and shall

advise the employee of the status of their transfer request

within ten (10) calendar days following the layoff notification.

Employees not complying with the time frames or not electing

to transfer, may not elect to transfer after the expiration of the

five (5) calendar day decision period specified in this section.

G. Employees who are displaced will be given notice as specified

in Article 20 and may, if applicable, exercise their transfer

rights under the provision of this policy.

Section 20.04 Reinstatement shall be offered within each Job

Title before new employees are hired in such Job Title. The

Company will offer reinstatement to those employees who were

laid off in each Job Title, or who were designated for layoff and

were transferred from that job title through a job bid following a

CWA 1101 NJ 42 April 1, 2021

layoff announcement in the inverse order of seniority in which they

were designated for layoff. Refusal by an employee to accept

reinstatement to the pre-layoff position will relieve the Company of

the obligation to offer such future reinstatement to that employee.

Section 20.05 The Company shall send a certified letter of

availability to employees due for reinstatement under the

provisions of this Article. The letter shall be mailed to the

employee's last known address. Any such laid off employee must

respond and be available for work within fourteen (14) days after

the mailing of notification; otherwise, the laid off employee shall be

deemed to have refused reemployment, and the Company's

obligation under this Article shall be terminated. There will be a

thirteen (13) month time limit on the period of recall for laid off

employees. It shall be the responsibility of the laid off employee to

inform the Company of change of address.

Former employees who are not subject to recall under this Section

may apply for employment with the Company. When an opening

occurs, former employees will be given special consideration for

reemployment, based on qualifications.

Section 20.06 Regular full-time and regular part-time

employees laid off under this Article shall receive a layoff

allowance, paid in a lump sum amount, computed on the

employee's regular rate of pay as follows:

 Employees with 5 years service or less will be paid one (1)

weeks' pay for each continuous year of service, or major

portion thereof, including the 5th year of service.

 Employees with more than 5 years of service, but not more

than 10, will receive 5 weeks' pay plus two weeks pay for each

continuous year of service, or major portion thereof, after the

5th year of continuous service.

 Employees with more than 10 years of service shall receive

15 weeks' pay plus three (3) weeks for each continuous year

of service, or major portion thereof, after the 10th year of

continuous service, providing that in no event shall the layoff

allowance exceed 52 weeks' pay at the regular rate.

Section 20.07 Layoff allowance for a returning employee

ceases beginning the first day the employee is scheduled to return

to work following recall. If an employee who has been laid off and

paid a layoff allowance is subsequently reemployed and again laid

CWA 1101 NJ 43 April 1, 2021

off, the layoff allowance in the case of the subsequent layoff(s) is

based upon the employee's aggregate length of service since the

date of last reemployment minus any layoff allowance paid on a

previous layoff(s).

Section 20.08 The term "Week's Pay" as used in this Article is

to mean the full- or part-time week's work. A part-time week's

work shall be construed to mean the average hourly working time

for the preceding twenty-six (26) weeks.

Section 20.09 Employee Income Protection Plan (EIPP)

A. If during the term of this Agreement, the Company determines

that there is a need to adjust the workforce, after written notice

is first provided to the Union, the Company may at its sole

discretion elect to offer employees the opportunity, in the order

of seniority, to voluntarily leave the service of the Company

and receive Employee Income Protection benefits as

described below subject to the following conditions:

1. The Company in its sole discretion may offer EIPP to all

employees in the bargaining unit or only to employees by

seniority in certain job titles. The Company will determine

the period during which the employee may, if he/she so

elects, leave the service of the Company pursuant to this

Article. Neither such determinations by the Company nor

any other part of this Section shall be subject to

arbitration.

2. An employee's election to leave the service of the

Company and receive Employee Income Protection

benefits must be in writing and transmitted to the

Company within fourteen (14) calendar days from the date

the Company makes the formal offer notification in order

to be effective and such election may only be revoked

within such fourteen (14) day period. After the fourteen

(14) day period has expired, the Company will determine

by seniority the number of employees that can be granted

the offer, as well as their job titles. The Company will

confer with the Union regarding this determination,

however, the Company will make the final determination

and will communicate this decision in writing to the Union

and affected employees.

3. Employees who elect to receive benefits under the

provisions of this Section shall not be entitled to other

CWA 1101 NJ 44 April 1, 2021

severance pay benefits or other benefits which may be

provided to laid-off employees but shall be entitled to

receive those benefits applicable to retirees, if the

employee elects to retire. No employee shall be required

to retire in order to receive Employee Income Protection

Plan payments.

4. If an employee voluntarily accepts EIPP and is out or

should go out on Short Term Disability, the Short Term

Disability would end on the scheduled last day worked for

EIPP designation regardless of the anticipated release

date by the physician.

B. Employee Income Protection payments for employees who so

elect to leave the service of the Company in accordance with

this Section begin within one month after such employee has

left the service of the Company.

C. For employees who so elect in accordance with this Section,

the Company will pay as Employee Income Protection

payments, the amount of $30,000. Employees may elect to

receive the total benefits in either a lump sum, or in 12 month,

or 24 month, or 36 month, or 48 month equal payments.

The Company shall at its sole discretion have the right to offer

an enhanced termination allowance payment over and above

the provisions set forth herein if it deems appropriate. In the

event the Company decides to offer an enhanced voluntary

termination payment, the Company shall communicate its

intentions and the details of the enhancement to the Union

prior to extending any offer to employees.

D. As used in this agreement, "annual compensation at the basic

weekly rate (or its equivalent)" or "basic weekly wage rate (or

its equivalent)" do not include tour or temporary differentials,

overtime pay, or other extra payments.

E. Payments hereunder shall cease upon the employment of a

recipient by the Company or any affiliated or subsidiary

companies. Employees who elect a lump sum payment, and

who are employed as noted above before a period of 12

months from the date of original separation, will be required to

return to the Company a prorated portion of the original lump

sum payment through a payment plan agreeable to both the

Company and the employee. Full payment, however, must be

made in six months or less.

CWA 1101 NJ 45 April 1, 2021

F. In the event of the death of a recipient of Employee Income

Protection payments before all of the monthly payments to

which he is entitled have been made, the remaining amount

shall be paid to the individual's estate.

ARTICLE 21

Seniority

Section 21.01 Seniority is determined by the employee's total

continuous service as shown on the records of the Company and

shall apply to those preferences and privileges specifically

covered by seniority in this Agreement. In the event employees

are hired on the same day, the employee whose last name begins

with the letter of the alphabet closest to “A” will be considered the

senior employee. Seniority for employees hired on the same date

on or after April 1, 2009 will be determined by using the last four

digits of the employees’ Social Security numbers, with the higher

number being more senior.

Section 21.02 Bridging of Service

Upon reemployment following any separation from employment,

an employee may qualify for “bridging of service.” Bridging of

service shall be available to former employees in accordance with

the Bridging of Service Policy applicable to non-represented

employees of the Company.

The Company has the exclusive right to amend, or modify, the

Bridging of Service Policy at any time so long as the changes are

uniformly applied to all eligible employees, both represented and

non-represented of the Company.

The Company will attempt to give the Union at least 60 days

advance notice before making changes to the policy and the Union

can request a meeting with the Company to discuss the proposed

changes.

Section 21.03 Employees who transfer to a job in this

bargaining unit from other CenturyLink CWA-represented work

locations will transfer with bargaining unit seniority intact.

ARTICLE 22

Contract Work

Section 22.01 The Company will not contract out work normally

CWA 1101 NJ 46 April 1, 2021

performed by bargaining unit employees should such contracting

be the direct cause of a layoff of bargaining unit employees.

Therefore, before any layoff of regular employees can occur any

contractors performing the same work of the job title impacted by

the layoff will be released to the extent necessary to prevent the

layoff. It is understood that certain work is not within the scope of

the bargaining unit employees, such as work for which employees

are not equipped or trained.

ARTICLE 23

Outside Employment

Section 23.01 The Company agrees that its employees may be

gainfully employed by others or self-employed provided that such

employment does not interfere with or detract from the employee's

ability to perform his/her work for the Company or interfere with

availability for such work.

Section 23.02 The Company shall not condone the

engagement of any employee in employment, gainful or otherwise,

for the purpose of the operation, maintenance, administration,

sales, repair, design, construction, or installation of customer

owned or leased equipment that is interconnected with Company

facilities, and which in turn provides a service, convenience, or

facility which is or may be available through Company tariff or

other offerings.

For the purposes of this Article, gainful employment shall include

personal work effort, supervision or training of other worker’s, and

any consultation for which remuneration is made.

Section 23.03 Any employee who is injured or who becomes ill

as a result of outside gainful employment shall not be entitled to

any rights or benefits under the Company's sickness and accident

program(s) during such disability.

Section 23.04 Should any violation of this Article occur, the

employee shall immediately terminate his/her supplemental

employment or be terminated from Company service.

ARTICLE 24

Bulletin Boards and Non-Solicitation

Section 24.01 Bulletin boards may be purchased, installed,

and maintained by the Union in locations on Company premises

accessible to employees who are Union members. The size, type,

CWA 1101 NJ 47 April 1, 2021

and number of bulletin boards shall be mutually agreed to by the

Company and the Union and they may be used by the Union for

posting notices approved by management.

Section 24.02 The Union agrees that there shall be no

solicitation for membership in the Union, enrollment of members,

or collection of initiation fees, dues or assessments on time

worked and paid for by the Company provided, however, that this

shall not be construed to prohibit casual or personal conversation

about the Union and its activities and provided further that this

shall not be construed as permitting employees to quit or delay

their work for the purpose of such conversation.

Section 24.03 There shall be no general distribution or posting

by employees of pamphlets, advertising or political matter notices,

or any kind of literature upon Company property other than as

herein provided.

ARTICLE 25

Company Responsibilities

Section 25.01 It is understood and agreed that the Company

has all customary and usual rights, powers, functions and

authority of management.

The management, direction and supervision of the Company's

plant and business including all operations, policies, working

forces, hours of work, schedules, hiring, transfer, promotion,

suspension, discharge or other discipline, the assignment,

modification or change of work duties and requirements, the

exclusive right to assign any future work which falls outside of the

franchised territory, the right to contract out work, the right to lay

off because of lack of work, or for any other reason, the

establishment of standards for job performance, and the

establishment and maintenance of rules for safe and efficient

operations, are each vested exclusively in the Company subject

only to the express limitations of this Agreement.

Work and Safety Policies and Rules

The Company may from time to time establish, change and/or

withdraw work and safety policies and rules as it deems necessary

or appropriate.

The Company will provide the Union with copies of such policies

and rules (or any changes) at least fifteen (15) calendar days prior

CWA 1101 NJ 48 April 1, 2021

to implementation unless earlier implementation is mandated by

federal, state, or local legislation or regulations. The Union may

file a grievance at Step 2 of the Grievance Procedure if it believes

any such policies, rules or changes are inconsistent with any

specific provision of this Agreement, but any such grievance must

be filed no later than fifteen (15) days after its effective date.

The enumeration of management prerogatives shall not be

deemed to exclude other prerogatives herein enumerated.

Section 25.02 At the discretion of management, due to service

requirements, employees covered by this agreement may be

required to work at other Company locations outside the

bargaining unit jurisdiction. Similarly, employees from other

bargaining units and/or non-bargaining employees may be

required to work at Company locations within the bargaining unit

jurisdiction performing bargaining unit work.

The Company recognizes the Union’s right to protect and serve its

jurisdiction over the work performed by employees assigned to the

bargaining unit. The Company shall keep to a minimum such

temporary cross jurisdictional work and shall make such

assignments on a limited and temporary basis to meet service

requirements.

The parties agree that the assignment of bargaining unit work to

non-unit employees and the assignment of non-bargaining unit

work to bargaining unit employees as permitted under this

agreement is not intended in any way to affect the separate

community of interest shared by each group of employees, nor to

result in an accretion of one group of employees into another.

ARTICLE 26

Definition of Agreement

Section 26.01 It is agreed that during the negotiations leading

to the execution of this Agreement, the Union has had full

opportunity to submit all items appropriate for collective

bargaining, that the Union expressly waives the right to submit any

additional items for negotiation during the term of this Agreement

irrespective of whether the item was or was not discussed during

the course of negotiations leading to the execution of this

Agreement, and that this Agreement incorporates the full and

complete understanding between the parties, superseding and

invalidating any previous commitments of any kind, oral or written.

The specific provisions of this Agreement are the sole source of

CWA 1101 NJ 49 April 1, 2021

any rights of the Union or any member of the bargaining unit.

ARTICLE 27

Duration of Contract

Section 27.01 The terms of this Agreement shall not be limited

or qualified unless by mutual written consent of the Company and

the Union.

Section 27.02 This Agreement shall become effective as of the

day of April 2021, and shall continue in effect until midnight of

March 31, 2024, and from year to year thereafter unless the

Company or the Union shall, not less than sixty (60) days prior to

the expiration date, notify the other party of its desire to amend or

terminate the Agreement.

Section 27.03 This Agreement shall constitute the exclusive

bargain between the contracting parties as to working conditions

except as the same may be modified in writing after negotiations

between the Company and the Union.

ARTICLE 28

Recognition

Section 28.01 At the sole discretion of the Company, employee

recognition and/or incentive programs to honor exemplary

performance, achievement of objectives, meritorious events,

community service, etc., by employees, may be unilaterally

developed, implemented, modified or deleted. Such programs may

include, but not be limited to, cash payments, bonuses, or

commissions and may be, at the individual and/or group level. The

Company will notify the Union in advance of any newly developed,

modified or expired recognition or incentive programs, however,

both parties mutually agree to the above mentioned unilateral

Company right. If and to the extent that any such recognition

programs, incentive programs, individual bonuses, or

commissions may be awarded, such award shall not constitute a

binding precedent or practice with respect to any future

recognition programs, incentive programs, individual bonuses, or

commissions.

It is mutually agreed that sales referral work is a requirement for all

employees in customer contact positions as part of their normal

job duties. It is further agreed that the Company has the right to

establish sales incentive and promotional programs to stimulate

sales of its products and services.

CWA 1101 NJ 50 April 1, 2021

ARTICLE 29

Call Out and Stand By

A. Call out is a condition of employment and occurs in response

to a specific service failure or case of customer trouble.

It is

understood that employees may be requested to work call

out hours and employees are expected to respond to call

outs. In order to meet this obligation employees must

provide the Company with a can be reached number or

utilize the Company-provided phone after hours. Multiple

events that continue to be met without response, may be

brought forth to the Union leadership for assistance to

address.

The use of an answering machine or a ring/no answer during

the on-call period will be considered unavailability for call out.

Call out shall be computed from the time the employee arrives

at the appropriate reporting center to the time the employee

returns to the appropriate reporting center.

An employee who is called out to work non-scheduled (NS)

time will receive a minimum of three (3) hours pay at the rate

of one and one-half (1 1/2) times the base rate. An employee

who is called out to work non-scheduled (NS) time on Sunday

will receive a minimum of three (3) hours of pay at the rate of

one and one-half (1 ½) times the base rate.

There shall be no pyramiding of call-out pay. In the event of

more than one call-out during the minimum period, time paid

will be continuous from the time of the initial call-out to the

completion of the work.

B. In order to meet the needs of the business in the most efficient

manner, the Company, at its discretion, may use a “stand-by”

differential for some work groups based on customer service

requirements. Employees who are designated for stand-by

will be utilized in any customer location where he/she is

qualified to perform the work. The Company will contact all

qualified employees in the bargaining unit where the call out

originated before exercising the option to contact employees

in this Local. Employees on stand-by will provide the service

center a telephone number where they can be contacted and

be readily available to respond to service outages. Stand by

pay will be $30.00 per day/$40 on a designated holiday.

Employees are required to be available and accept call out

CWA 1101 NJ 51 April 1, 2021

during their designated stand-by period. The stand-by person

shall be indicated on the schedule and will be assigned on a

rotation basis according to the work schedule. An employee

who fails to respond to a service outage during the assigned

stand-by period will forfeit stand-by pay for that day in which

no response was made. He/she will be paid stand-by for the

remainder of the assigned period.

The payment of stand-by pay does not in any way diminish the

responsibility of any employee to respond to call-out during

the on-call period.

ARTICLE 30

STRIKES AND LOCKOUTS

Section 30.01 Strikes, slowdowns, picketing, sympathy strikes

or work stoppages of any kind are prohibited under the terms of

this Agreement and the Union shall assume full liability for the

authorization and occurrence of such acts. The Company agrees

that there shall be no lockouts during the term of this Agreement.

During the term of this Agreement, Union and its agents,

representatives and officers, and all employees who are covered

by this Agreement, as individuals and as a group, will not

authorize, cause, assist, participate, acquiesce in, or encourage

any strike, work stoppage, sick-out, slowdown, picketing, or any

similar disruption or restriction of work on, in or at any of the

Company’s premises or locations where Company employees are

working. This specifically includes “sympathy” strikes and the

observance of picket lines, signs, or appeals from any labor

organization engaged in any such activities, except in situations

where an employee has a reasonable, objective belief of bodily

harm in which event they will immediately notify management.

However, nothing in this Section will prevent the Union from

engaging in picketing or other publicity for purposes of truthfully

advising the public of any contract disputes unless an effect of the

activity is to induce any employee or other person to cease

rendering or providing services to the Company.

During the term of this Agreement, the Company will not cause or

engage in any lockout of its employees.

In the event any of the above occurs, the union and its officers will

do everything within their power to end or avert the same. Any

employee who violates the above may be subject to corrective

action.

CWA 1101 NJ 52 April 1, 2021

ARTICLE 31

Pension Agreement

between

United Telephone Company of New Jersey, Inc.

and

Communications Workers of America

The Company has adopted the Embarq Pension Component of

the Lumen Combined Pension Plan (referred to herein as the

“Retirement Pension Plan”) and except as provided in Section 3

below, agrees to include Eligible Employees covered by this

Agreement as Members of such Retirement Pension Plan below.

Said Pension Agreement shall be continued without modification

for the life of this Agreement; provided, however, the Company

(and for this purpose only “Company” shall include Embarq

Corporation) retains the right to make such changes in the

Retirement Pension Plan, in its sole discretion, as may be required

to obtain a ruling from the Commissioner of Internal Revenue that

the Retirement Pension Plan qualifies under Section 401(a) of the

Internal Revenue Code of 1986, as amended from time to time,

and that the Trust implementing the Retirement Pension Plan is

exempt from taxation under Section 501(a) of said Code, to satisfy

any applicable state or federal statute, regulation, ruling, court

decision or other law applicable to said Retirement Pension Plan,

or to administer Retirement Pension Plan in an orderly and

efficient manner. Except as provided in Section 3 below, any such

action taken by the Company in its sole discretion with respect to

the Retirement Pension Plan shall apply to all similarly situated

employees of the Company in a uniform manner. The Company

pays all contributions to the Retirement Pension Plan.

Nothing within this Agreement shall constitute an amendment to

the Retirement Pension Plan which is subject to its terms and

conditions. In the event of an inconsistency between this

Agreement and the Retirement Pension Plan document, the terms

of the Retirement Pension Plan document shall govern.

Administration of the Embarq Pension Component of the Lumen

Combined Pension Plan and benefit disputes are not subject to

the grievance or arbitration procedure set forth in this Agreement.

Section 1. Embarq Pension Component of the Lumen Combined

Pension Plan

The Company agrees to provide to Members, who are Eligible

Employees as defined by the Embarq Pension Component of the

CWA 1101 NJ 53 April 1, 2021

Lumen Combined Pension Plan (referred to herein as the

Retirement Pension Plan) pension benefits in the form of a

Retirement Allowance hereinafter specified in this Agreement

effective April 1, 2021, subject to the terms and conditions of the

Retirement Pension Plan. All terms defined in the Retirement

Pension Plan shall have the meaning specified therein unless the

context of this Pension Agreement clearly indicates otherwise. All

capitalized terms are as defined in the Retirement Pension Plan.

Except as provided in Section 3 below, a Member shall mean an

employee of United Telephone Company of New Jersey, Inc.

represented by Local Union No. 1101 of the CWA who is eligible

to participate in the Retirement Pension Plan pursuant to Article II

of the Retirement Pension Plan.

The provisions of the Retirement Pension Plan, other than Section

3.2, Retirement Allowance on Termination of Employment or

Retirement, including the rights of the Board of Directors of

Embarq Corporation to make such amendments as it deems

advisable with respect to all of the provisions of the Retirement

Pension Plan other than those referred to specifically in this

document, are incorporated herein by reference and shall be in full

force and effect provided that Continuous Service and Credited

Service shall be determined in accordance with definitions in

Sections 1.9, Continuous Service, and 1.11, Credited Service,

respectively of the Retirement Pension Plan, except as specifically

provided to the contrary herein.

Anything contained in the Retirement Pension Plan to the contrary

notwithstanding, the tables of monthly benefit per year of service

hereinafter described shall apply to a Member until and unless

revised by a subsequent Pension Agreement. This Pension

Agreement shall terminate when the contract between the

Company and the Bargaining Unit terminates. Upon the

termination of this Pension Agreement, if as of such date a

subsequent Pension Agreement between United Telephone

Company of New Jersey, Inc. and Communications Workers of

America is not in force, the Retirement Allowance of any Member

shall be determined as of such date and shall not increase for any

reason until the effective date of a subsequent Pension

Agreement with a pension table increase. No Credited Service

shall be earned following such date. Continuous Service shall

continue to be earned in accordance with Section 1.9, Continuous

Service, of the Retirement Pension Plan. A Member may retire as

provided in the Retirement Pension Plan following such

termination date and receive the Retirement Allowance

CWA 1101 NJ 54 April 1, 2021

determined as of the termination date, provided that such

allowance shall be adjusted as provided in the Retirement Pension

Plan if it is paid in a form other than a life annuity or commences

on a day other than the Member’s Normal Retirement Date, as

defined in the Retirement Pension Plan.

Section 2. Amount of Allowance

(a) The amount of the Retirement Allowance payable in the form

of a life annuity to a Member who retires under normal or early

retirement under Article III, Retirement Allowance, of the

Retirement Pension Plan shall be based on the Member's age

in years and completed whole months, Job Classification and

Credited Service at Termination of Employment; and date of

Termination of Employment, or Normal Retirement Date if

earlier, determined from the attached tables, by multiplying the

appropriate monthly benefit per year of service by the number

of years of Credited Service, subject to the provisions

contained in Article IV, Provisions Relating to Pension

Agreements, of the Retirement Pension Plan.

(b) The amount of the Retirement Allowance payable in the form

of a life annuity to a Member who is entitled to a Deferred

Vested Early Retirement Allowance as defined in Section 1.12

of the Retirement Pension Plan shall be equal to the benefit

determined in paragraph (a) above using the appropriate

monthly benefit per year of service for a Member age 65 at the

time of the Member's Termination of Employment.

Section 3 – Hired, Rehired, or Transferred Employees On or After

1/1/16 into CWA 1101

Any Employee who is first hired by the Company into CWA 1101

on or after 1/1/16 shall not be eligible to become an Eligible

Employee of the Retirement Pension Plan and shall not be eligible

to become a Member in the Retirement Pension Plan. If such an

Employee later transfers to another union that allows pension

benefit accruals, under the Retirement Pension Plan, service with

the Company earned prior to the transfer will not be used to

determine the Employee’s Retirement Allowance but such service

shall be considered for purposes of eligibility, participation and

vesting.

Any Legacy Embarq Employee who is rehired or recalled into

CWA 1101 on or after 1/1/16 is not eligible to become a Member

in the Retirement Pension Plan for purposes of accruing and

CWA 1101 NJ 55 April 1, 2021

additional Retirement Allowance under such Retirement Pension

Plan. Such Employee shall remain a Member solely with respect

to the amount of any Retirement Allowance accrued prior to being

rehired or recalled by CWA 1101 on or after 1/1/16 to the extent

he was not given a distribution of his entire prior Vested Interest

prior to being rehired or recalled. Service on or after 1/1/16 for

such Employee will be considered only for purposes of

participation, vesting and eligibility for any type of Retirement

Allowance earned prior to being rehired or recalled (i.e. Normal,

Early, Special Early, Deferred Vested, Disability and Death

benefit).

Any Legacy Embarq Employee who first becomes covered under

the CWA 1101 Agreement through any means (including, but not

limited to job bid, transfer, or any process by which the National

Labor Relations Board orders that other represented or

unrepresented CenturyLink employees are or should be covered

under the CWA 1101 Agreement) on or after 1/1/16 is not eligible

to become a Member in the Retirement Pension Plan for purposes

of accruing an additional Retirement Allowance under such

Retirement Pension Plan. Such Employee shall remain a Member

solely with respect to the amount of any Retirement Allowance

accrued prior to being covered under the CWA 1101 Agreement

on or after 1/1/16 to the extent he was not give a distribution of his

entire prior Vested Interest prior to being covered under the CWA

1101 Agreement. Service on or after 1/1/16 for such Employee

will be considered only for purposes of participation, vesting and

eligibility for a Retirement Allowance (Normal, Early, Special Early,

Deferred Vested, Disability and Death benefit), and not for

accruing an additional benefit.

Any non-Legacy Embarq Employee who first becomes covered

under the CWA 1101 Agreement through any means (including,

but not limited to job bid, transfer, or any process by which the

National Labor Relations board orders that other represented or

unrepresented CenturyLink employees are or should be covered

under the CWA 1101 Agreement) or rehired or recalled into CWA

1101 on or after 1/1/16 shall not become an Eligible Employee and

shall not be eligible to become a Member in Retirement Pension

Plan. Service on or after 1/1/16 for such Employee will be

considered for purposes of determining participation, vesting and

eligibility for a pension benefit in such Employee’s former pension

plan(s), if any. If such an Employee later becomes covered

under another union that allows benefit accruals under the

Retirement Pension Plan, service earned with CWA 1101 prior to

the subsequent move from CWA 1101 will not be used to

CWA 1101 NJ 56 April 1, 2021

determine the Retirement Allowance in the Retirement Pension

Plan but such service will be considered for purposes of eligibility,

participation and vesting.

For purposes of this section only, “Legacy Embarq Employee”

shall mean:

1. Any employee of Embarq prior to July 1, 2009.

2. Any employee of CenturyLink first hired on or after July 1,

2009 but before 1/1/16 who worked at an Embarq entity and

who became an Eligibile Employee or is eligible to become an

Eligible Employee.

Section 4. Lump Sum Benefit Payment Option

The Company may, at its sole option and discretion, amend the

Retirement Pension Plan to provide a lump sum benefit payment

option to Members represented by CWA 1101, effective as of the

date specified in the Retirement Pension Plan. Members

represented by CWA 1101 who elect to receive their retirement

Allowance in the form of a lump sum must make their election

within the timeframe and pursuant to the procedures established

by the Plan Administrator for the Retirement Pension Plan. Any

lump sum benefit payment option will be based on the present

value of the Member’s single life annuity benefit and calculated

and paid solely as provided in the Retirement Pension Plan and

subject to the terms of the Retirement Pension Plan. This Section

is not, and is not intended to be, an amendment of the Retirement

Pension Plan which can only be amended by authorized persons

designated by the Retirement Pension Plan terms.

Notwithstanding any provision to the contrary, the decision to

amend the Retirement Pension Plan to provide a lump sum benefit

payment option is within Company’s sole and complete discretion.

If the Company, however, amends the Retirement Pension Plan to

provide a lump sum benefit payment option, the Company may,

subject only to the Retirement Pension Plan’s terms and

applicable law, eliminate the lump sum benefit payment option on

a prospective basis, even prior to the termination of this Section.

This Section shall terminate when the Agreement between the

Company and the Bargaining Unit terminates. Thus, the Company

may, unless contrary terms of the Retirement Pension Plan, the

requirements of applicable law or a subsequent agreement

between the Company and the Union, amend the Retirement

CWA 1101 NJ 57 April 1, 2021

Pension Plan to terminate this lump sum benefit option upon the

expiration of this Labor Agreement. The continued application of

this Section to any Member and to any Retirement Allowance of

any such Member, regardless when accrued, shall be subject to

collective bargaining and applicable law. The operation and

administration of the Retirement Pension Plan, the calculation of

benefits, eligibility requirements, all terms and conditions related

thereto and the resolution of any disputes involving the terms,

conditions, interpretation, and administration of the Retirement

Pension Plan shall rest with the Company and its delegates, shall

be determined only under the terms of the Retirement Pension

Plan, shall not be determined under the terms of this Agreement,

and shall not be subject to the grievance or arbitration procedure

set forth in this Agreement.

ARTICLE 32

Savings Plan Agreement

between

United Telephone Company of New Jersey, Inc.

and

Communications Workers of America

The Company has adopted the Lumen Union 401(k) Plan (the

“401(k) Plan”) and agrees to include employees covered by this

Agreement as members of such 401(k) Plan as soon as

administratively feasible following ratification of this Agreement, in

accordance with the Savings Agreement as included below. In

addition, the Company agrees to withhold employee contributions

as provided in said Savings Agreement and to make Company

contributions thereto. Said Savings Agreement shall be continued

without modification for the life of this Agreement; provided,

however, the Company (and for this purpose only “Company”

shall include CenturyLink Corporation) retains the right to make

such changes in the 401(k) Plan, in its sole discretion, as may be

required to obtain a ruling from the Commissioner of Internal

Revenue that the 401(k) Plan qualifies under section 401(a) and

401(k) of the Internal Revenue Code of 1986, as amended from

time to time, and that the Trust implementing the 401(k) Plan is

exempt from taxation under Section 501(a) of said Code, to satisfy

any applicable state or federal statute, regulation, ruling, court

decision or other law applicable to said 401(k) Plan, or to

administer said 401(k) Plan in an orderly and efficient manner.

Any such action taken by the Company in its sole discretion with

respect to the 401(k) Plan shall apply to all similarly situated

employees of the Company in a uniform manner. The Company

CWA 1101 NJ 58 April 1, 2021

agrees to notify the union of any such action.

Section 1. Lumen 401(k) Plan

The Company agrees to provide a means for employees to save

for their retirement on a tax-preferred basis through the 401(k)

Plan. Employee and Company contributions to said 401(k) Plan

are specified in this Agreement. All terms defined in the 401(k)

Plan shall have the meaning specified therein unless the context

of this Savings Plan Agreement clearly indicates otherwise.

Participation shall be in accordance with Article 2, Participation, of

the 401(k) Plan.

Section 2. Employee Contributions

(a) Each participant shall be allowed to contribute on a bi-weekly

basis up to an amount equal to eighty percent (80%) of the

participant’s wage.

Such bi-weekly wage deductions shall be in increments of one

percent (1%) and shall be contributed to the participant’s

account. The participant may contribute on a pre-tax, after-

tax, Roth basis or any combination.

(b) Catch-up contributions shall continue to be allowed as defined

in the Plan document. Such bi-weekly wage deductions shall

be increments of one percent (1%) and shall be contributed to

the Participant’s account. The participant may contribute on a

pre-tax, Roth basis or combination.

A participant’s “wage” means base pay and approved incentives

earned during a payroll period and shall not include overtime pay,

shift differential pay, severance pay or any other extra pay or

compensation.

Section 3. Company Contributions

(a) For employees hired, re-hired or who become covered under

the CWA 1101 Agreement through any means before 1/1/16,

the Company shall contribute a Company Matching

Contribution equal to 25 percent of the Participant’s

Contribution, up to a maximum of 6 percent of eligible wage.

(b) For employees hired, re-hired or who become covered under

the CWA 1101 Agreement through any means on or after

CWA 1101 NJ 59 April 1, 2021

1/1/16, the Company may contribute a Company Matching

Contribution in accordance with the same matching

contribution formula under the CenturyLink Dollars & Sense

401(k) Plan for Non-Bargaining Employees as soon as

administratively feasible.

after 4/1/21, shall automatically be enrolled in the 401(k)

Plan in accordance with the terms of the 401(k) Plan and

its administrative procedures. Employees shall have the

option of opting out of the automatic contributions or

modifying their contribution level in accordance with

terms of the 401(k) Plan and its administration

procedures. Automatic enrollment will be implemented

as soon as administratively feasible.

CWA 1101 NJ 60 April 1, 2021

IN WITNESS WHEREOF, this Agreement is entered into the day

and year first above-mentioned and the signatories hereto are

recognized as the delegated and fully authorized representatives

of each of the Parties.

United Telephone Company

of New Jersey, Inc.

Communications Workers

of America

___________________

Bryan Smith

Senior Director

Human Resources

Company Negotiating Committee:

Joseph A. Basile

Bill Wise

Joe Centobene

Union Negotiating Committee:

Vikki Rochelle

Jerome Paredes

Ken Spatta

CWA 1101 NJ 61 April 1, 2021

STEP JX1

JX8

Start $16.41 $10.50

6 Months

$17.13 $10.96

12 Months

$18.18

$11.63

18 Months $19.61

$12.54

24 Months $21.43 $13.67

30 Months

$23.55 $15.06

36 Months $26.01 $16.68

42 Months $28.90 $18.49

48 Months $32.11 $20.54

54 Months $35.68 $22.82

Group JX1

Group JX8

*Effective the first day of the pay period closest to the effective date

STEP JX1 JX8

Start $16.66 $10.66

6 Months $17.39 $11.12

12 Months $18.45 $11.80

18 Months $19.90 $12.73

24 Months $21.75 $13.88

30 Months $23.90 $15.29

36 Months $26.40 $16.93

42 Months $29.33 $18.77

48 Months $32.59 $20.85

54 Months $36.22 $23.16

Group JX1

Group JX8

*Effective the first day of the pay period closest to the effective date

WAGE SCHEDULE

Material Handler

Business Svc Tech, Construction Tech, Customer Svc Tech,

Equipment Installer, Network Tech

Material Handler

WAGE SCHEDULE - CWA 1101 - CLINTON, NEW JERSEY

EFFECTIVE: APRIL 1, 2022*

CENTURYLINK

WAGE SCHEDULE - CWA 1101 - CLINTON, NEW JERSEY

EFFECTIVE: APRIL 1, 2021*

CENTURYLINK

WAGE SCHEDULE

Business Svc Tech, Construction Tech, Customer Svc Tech,

Equipment Installer, Network Tech

CWA 1101 NJ 62 April 1, 2021

STEP JX1 JX8

Start $16.91

$10.82

6 Months $17.65

$11.29

12 Months $18.73

$11.98

18 Months $20.20 $12.92

24 Months $22.08 $14.09

30 Months $24.26 $15.52

36 Months $26.80 $17.18

42 Months $29.77 $19.05

48 Months $33.08 $21.16

54 Months $36.76 $23.51

Group JX1

Group JX8

*Effective the first day of the pay period closest to the effective date

Business Svc Tech, Construction Tech, Customer Svc Tech,

Equipment Installer, Network Tech

WAGE SCHEDULE

Material Handler

WAGE SCHEDULE - CWA 1101 - CLINTON, NEW JERSEY

EFFECTIVE: APRIL 1, 2023*

CENTURYLINK

CWA 1101 NJ

Appendix B

United Telephone Company of New Jersey, Inc.

CWA 1101 - Pension Plan

Flat Dollar Benefit Unit

MONTHLY BENEFIT PER YEAR OF SERVICE

Job

Classification

Wage

Schedule

AGES

65-70

April 1, 2021

March 31, 2024

Schedule 1

JX9

45.20

42.90

40.70

38.40

36.20

33.90

31.60

29.40

27.10

24.90

22.60

Schedule 2

JX8

46.30

44.00

41.70

39.40

37.00

34.70

32.40

30.10

27.80

25.50

23.20

Schedule 8

JX3

70.80

67.30

63.70

60.20

56.60

53.10

49.60

46.00

42.50

38.90

35.40

Schedule 9

JX1

72.40

68.80

65.20

61.50

57.90

54.30

50.70

47.10

43.40

39.80

36.20

April 1, 2021

CWA 1101 NJ 64 April 1, 2021

Letter of Agreement

March 21, 2018

John Dempsey

CWA Representative

Dear John:

The following job classifications listed below are not necessary in this

collective bargaining agreement.

In the event the Company elects to hire employees back into one of

the below listed job titles, this agreement will be opened to

negotiate the wage rates for these affected classifications formerly

listed in the 2012-2015 or 2015-2018 Collective Bargaining

Agreement.

1. Field Engineer

2. Customer Service Technician I

3. Lineworker (Group JX4)

4. Central Office Attendant (Group JX6)

5. Plant Clerk, Premise Installer

6. IS Technical Service Technician (Group JX1)

7. Vehicle Mechanic (Group JX1)

8. Business Communication Technician I (Group JX3)

9. Custodian (Group JX9)

Joseph A. Basile

Labor Relations Negotiator

CenturyLink

Date: 5-9-2018

INDEX

CWA 1101 NJ A April 1, 2021

Absences, Excused/Paid, 35

Accident Benefits, 31

Administrative/Personal Leave, 36

Agency Shop, 4

Arbitration, 8

Authorized Representation, 2

Benefits, 28

Bereavement Leave, 35

Bridging of Service, 45

Bulletin Boards, 46

Call Out, 50

Call Out Pay, 50

CenturyLink 401K Plan, 57

Certification Differential, 16

Company Responsibilities, 47

Compressed Work Week, 14

Consecutive Days Off, 15

Contracting Work, 45

Cross Jurisdictional Work, 48

Definition of Agreement, 48

Disability Benefits, 31

Disability Leave, 37

Driver’s License, Loss of, 22

Dues Deductions, 4

Duration of Agreement, 49

Effective Date of Agreement, 1

Employee Income Protection Plan, 43

Employee Travel Expenses, 19

Equipment & Tools, 18

Family & Medical Leave, 36

Four Ten Hour Work Days, 14

Funeral Leave, 35

Grievance Procedure, 6

Healthcare Benefits, 28

Holiday Coverage, 23

Holiday Pay, 24

Holidays Observed, 23

Home/Satellite Garaging, 14

Hours of Work and Pay Practices, 10

Incentive/Recognition Programs, 49

In-Charge Differential, 13

Inclement Weather, 21

Job Applications, 38

Job Bid Restriction 30 Months, 38

Job Bidding/Vacancies, 38

Job Classifications (Letter Agreement), 64

Job Classifications (New/Existing), 4

Job Postings, 38

Job Vacancies, 38

Jury Duty, 35

Layoff Allowance, 42

Layoffs, 40

Leave of Absence, 35

Leave Rules, 37

Letter Agreement-Job Classifications, 64

Lockouts, 51

Lunch Period, 13

Management Performing Bargaining

Work, 15

Management Rights, 47

Military Duty Absence, 35

Military Leave of Absence, 35

Night Differential, 13

Nondiscrimination, 6

Non-scheduled Overtime, 13

Non-solicitation, 46

INDEX

CWA 1101 NJ B April 1, 2021

Occasional Employees, 4

Outside Employment, 46

Overtime, 11

Overtime Rate, 11

Paid Time Off (PTO), 25

Part-Time Employees, 3

Payday Schedule, 16

Pension Agreement, 52

Pension Bands (Appendix B), 63

Personal Emergency Absence, 35

Personal/Administrative Leave, 36

Probationary Employees, 3

Protective Footwear Reimbursement, 17

PTO Approval, 26

PTO Cancelled/Postponed, 26

PTO Carryover, 27

PTO Payout at Termination, 26

PTO Scheduled, 26

PTO Selection, 27

PTO, Unscheduled, 26

Recognition/Incentive Programs, 49

Recognition, Union, 1

Regular Employees, 3

Reinstatement/Recall Procedure, 41

Reporting Location, 20

Rest Period, 13

Restriction on Job Bidding (thirty

month), 38

Retiree Health Benefits, 29

Rules Governing Leaves, 37

Safety Eyewear, 17

Safety Footwear, 17

Savings Plan Agreement, 57

Schedule Changes, 10

Seniority, 45

Seniority Reciprocal, 45

Short-Term Disability Benefits, 31

Sick Benefits/Accident Disability, 301

Stand-By Differential, 50

Strikes, 51

Sunday Work, 11

Telephone Concession, 31

Temporary Assignments, 15

Temporary Employees, 3

Ten Hour Tours, 14

Terms (Definitions), 3

Tools and Equipment, 18

Tour, 10

Tour Changes, 10

Tour Posting and Selection, 10

Travel Expenses, 19

Uniforms, 19

Union Absence, Excused, 39

Union Bulletin Boards, 46

Union Business on Company Time, 39

Union Dues Deduction, 4

Union Membership, 5

Union Recognition, 1

Voluntary Benefits Program, 30

Wage Increases, 22

Wage Schedules (Appendix A), 61-62

Wages, 22

Work and Safety Policies and Rules, 47

Work out of Classification, 15

Work Week, 10

Worker’s Compensation, 34

Working Conditions, 16