COVERING BRAXTON, GILMER, LEWIS, UPSHUR, RANDOLPH, BARBOUR, PENDLETON, AND PART OF NICHOLAS COUNTY
Christy Hayhurst
Benefits Coordinator
Frontier-CWA WV Health Care Benefits Coordinator within the ‘CWA142’ (for active and retired employees), Training Liaison, and Advisory Council on Family Care Coordinator.
Christina “Christy” Hayhurst has been designated to fill this position.
1-855-351-4856 (toll free)
304-424-9586 (office)
304-424-9567 (fax)
Christina.d.hayhurst@FTR.com
As the CWA Health Care Benefits Coordinator, Christy will be available to assist Frontier employees and retirees within the CWA142 bargaining unit with questions and/or problems regarding the Company’s health care plans, including, but not limited to, Medical, Dental, Vision, and Sickness Disability. CWA142 bargaining unit members (active and retired) are encouraged to contact Christy for assistance related to benefits, Family Medical Leave Act, Care of Newborn Child/Gradual Return to Work, etc.
As the CWA Training Liaison, Christy will chair the Training Advisory Council (TAC) and facilitate the programs of the Council. The TAC is a joint Frontier-CWA committee responsible for developing programs in the areas of employment security training and continuing education.
As the CWA Advisory Council on Family Care Coordinator, Christy will chair the Advisory Council on Family Care (ACFC) and facilitate the programs of the Council. The ACFC will be a joint Frontier-CWA Committee focusing on family care assistance and education for represented employees.
SHORT TERM DISABILITY
AT LEAST 6 MONTHS BUT LESS THAN 2 YEARS - 0 WEEKS FULL PAY / 52 WEEKS 1/2 PAY
AT LEAST 2 YEARS BUT LESS THAN 5 YEARS - 4 WEEKS FULL PAY / 48 WEEKS 1/2 PAY
AT LEAST 5 YEARS BUT LESS THAN 15 YEARS - 13 WEEKS FULL PAY / 39 WEEKS 1/2 PAY
AT LEAST 15 YEARS BUT LESS THAN 20 YEARS - 26 WEEKS FULL PAY / 26 WEEKS 1/2 PAY
AT LEAST 20 YEARS BUT LESS THAN 25 YEARS - 39 WEEKS FULL PAY / 13 WEEKS 1/2 PAY
25 YEARS OR MORE - 52 WEEKS FULL PAY / 0 1/2 PAY
SICK DAYS
*EXCEPTION - NEW HIRES WITH LESS THAN 2 YEARS SERIVE (SEE OTHER LANGUAGE)
10 SICK DAYS PER YEAR.
FIRST 4 DAYS DO NOT COUNT TOWARD THE STEP PROCESS.
DAYS 5-10 COUNT IN THE STEP PROCESS (UNLESS COVERED BY FMLA)
ANY ADDITIONAL DAYS TAKEN BEYOND THE 10 SICK DAYS IF NOT COVERED BY FMLA WILL CONTINUE TO MOVE YOU THROUGH THE STEP PROCESS. IF COVERED, DAYS 1-5 WILL NOT BE PAID, THEN SHORT TERM DISIBILITY WILL KICK IN ON THE 8TH CALENDAR DAY.
OVERTIME
Scheduled OT goes by seniority (from the top down).
Forced OT goes by seniority (from the bottom up).
Call outs go by tech with the least amount of OT for the year gets called out first.
Guidelines of FORCED overtime:
1. The company will ask for volunteers from both construction and maintenance. If number of volunteers needed is not met, the 2nd level supervisor is supposed to contact the local President and ask them to secure volunteers before the company forces overtime. Weekly forced overtime notifications are different based on your schedule and capped at 8 hours per week.
The company is required to notify each technician 2.5 hours before the end of their tour for daily overtime.
Any questions about overtime please refer to your contract book or reach out to your local representative.
BOOT REIMBURSEMENT
Just in case anyone needs it, here is the link to submit your receipt for reimbursement for boots.
https://www.concursolutions.com/nui/signin
login with corp email xxx123@ftr.com and the password you created for the site.
Once into the site you will have to begin a new expense claim. At the top of the page click the 2nd link from the left “expense”
Once that tab opens up, click on create a new report
In the report name field type “boot reimbursement” (all other field will auto populate)
Click Next
On the next screen under option 9 (personal support) click boot reimbursement
The next screen will auto populate
Enter the transaction date, business purpose (boots), Vendor name (store you bought them from), City, payment type is automatically set to cash, enter the amount of reimbursement $150.00
Your Company, Operating area, main account, sub account, cost center should auto populate for you. IF you get an error that your GL code is not valid for your expense type you can change it to one of the following three to get it approved.
904 / 601 / 6534 / 000 / 231
904 / 601 / 6534 / 000 / 234
904 / 601 / 6534 / 000 / 233
You will also need to upload a copy of your receipt by click “attach receipt”
Once completed click save
On the next screen check the box for the expense that you want to complete and then click “submit report” (the red button at the top right of the page)
You should get a confirmation screen that your reimbursement has been submitted. It will appear on your paystub as “Boot Reimbursement”
*****KEEP YOUR RECEIPT UNTIL YOU HAVE RECEIVED YOUR REIMBURSEMENT*****
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CLICK LOGO TO VISIT PAGES
MAIL ORDER PRESCRIPTION MEDICATION
If any other members are having issues with 90 day day prescriptions not being filled and instead get a 30 day supply, please contact Christy Hayhurst with the name of the prescription and your express script/CVS information. The ESI system did an update and reset some information that may need corrected.
A benefits program exclusively for CWA members at Frontier Communications Bargaining Unit 142.
Your union negotiated training benefits managed by CWA/NETT Academy.
FMLA
FAMILY MEDICAL LEAVE ACT
The Family and Medical Leave ACT (FMLA), enacted in 1993, allows eligible employees to take up to 12 weeks of unpaid leave in a 12 month period. The leave can betaken for the birth, adoption or foster placement of a child, the care of a family member with a serious health condition, or the employee’s own serious health condition. Additionally, FMLA was expanded and revised, and now includes special provisions for members of the military and their families.