Grievance Manager Case Study: Communications Workers of America

We were contacted by District 3 about help with their grievance process in late 2015, and scheduled an online/phone conference call and screen demonstration with top-level District officers and staff, including CWA Vice President Richard Honeycutt and Assistant to the VP Nick Hawkins.  Using a screen-sharing conference tool (GoToMeeting), District 3 officers and staff were able to join this conference from various locations, which made the meeting easy to schedule and attend.

 

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About CWA District 3
 

The District is a large regional jurisdiction of the Communication Workers of America (CWA), representing 65,000 workers in over 100 locals in the Southeastern US.  District 3 includes Florida, Georgia, Alabama, Mississippi, Louisiana, Tennessee, Kentucky, South Carolina, North Carolina and Puerto Rico.  The District represents both public and private sector employment in diverse industries that include telecommunications, airline, health care, public service, printing and news media, broadcast and cable television, higher education and corrections.

 

During our online meeting, we learned that the District handles grievance appeals at Step 3 and arbitration from most of their Locals across a wide array of bargaining units, and they needed a unified system to help them manage the volume and diversity of grievances while maintaining and strengthening a consistent District-level process for managing details, processes and timelines for these important cases.

 

Discussion of Issues

 

The District wanted a uniform, consistent and centralized processing and document tracking system for their grievance processes.  The system needed to:

 

1. Provide all case record-keeping and document storage in a single database, accessible to the District and all Locals via the internet. 
2. Provide the ability to require required information standards across the District.
3. Provide flexibility to accommodate a wide variety of bargaining units and contracts and a substantial degree of Local specialization in all steps.
4. Provide reminder emails for approaching case due dates. 
5. Provide reports and other administrative and end-user features to increase the visibility and utility of archived data and documents. 

To accomplish these goals, we needed to provide District Staff with the ability to:

 

1. Design and create multi-screen procedures potentially specific to each local and bargaining unit, using an administrative “back end” application, as well as copy those procedures to other Locals as needed. 
2. Set time-line email alerts per Local, per bargaining unit procedure. 
3. Upload Contract provisions, per bargaining unit procedure, for easy reference and citation in grievances. 

The Planning Process

 

First, we worked with District staff to determine the District-wide standard for information requirements, using forms and procedures that they had been using to that point.  We created a set of charts and data sheets for review and correction by District staff, and eventual inclusion in the formal Project Plan.

 

Next, we began to design the application’s data relationships and schema, and created flow and data relationship diagrams for internal review and testing.

 

Drafting and Finalizing Specifications

 

We drafted screen specifications as “wire-frame” mock-ups for District Staff review.  These included individual screens with information on inputs and on-screen information display.  This began a process of edits and discussions about specific display and navigation features.  Several rounds of revisions were made and the Proposal was submitted.

 

The Administrative back-end was planned to be as clear and transparent as possible, with the goal of making administrative processes self-evident from the screen layouts and on-screen information.

 

District 3 accepted the proposed plan, specifications and consideration, beginning a 120 day timeline to produce the application for client beta testing.

 

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Development Process
 

Development was done on a LAMP platform using object oriented PHP, MySQL, Javascript and JQuery.  These tools were chosen for their flexibility and widespread support across platforms and the software development industry.

 

Before development began, project management procedures were implemented using collaboration and work management software.  This was designed to keep the project on a schedule and to mitigate any slippage.  Progress and schedule were charted with tabular and Gantt chart reports throughout the development and non-developer alpha testing process.

 

Testing ended and the application was presented ready to the client within the agreed timeline.

 

Implementation

 

District staff was trained online to use the Administrator’s back end to create Local and CBA specific procedures.  Because the application was designed specifically for these processes and staff was previously engaged in the design, this was a short and easy training session of around 30 minutes.

 

The District 3 staff are now using Grievance Manager, and will be gradually rolling it out to their locals to enter sample sets of grievances representing various processing scenarios and obtaining feedback.

 

District Staff will be working with locals to determine whether procedures met local requirements and practices.  Changes were made to the District Standards. According to feedback and other considerations, procedures were modified by Administrators and some newly added inputs were made District Standard.

 

As the implementation process continued, several changes were made to standardized data inputs as well as the structure of the application.  Knowing all along that the planning process is never perfect, this flexibility was key to making the application achieve its original goals.

 

Use in The Field

 

The application has been in use for several months, and has been embraced by District 3.  This is a continuing process, but seems to be going well.  When we asked for comment, Assistant VP Nick Hawkins responded:

 

“Union Built PC’s Grievance Manager is changing the way we do business in District 3 and enabling us to better serve our members.  I can’t express how wonderful their staff has been in designing a program that is custom built for the specific needs of our District.”

 

Learn More about Grievance Manager

 

FOR IMMEDIATE RELEASE: Union Built PC Announces the new Grievance Manager Tablet UB-2017 10.1” Android 5.1

Union Built PC Press Contact:
Pete Marchese
Union Built PC Inc.
877-728-6466
pete.marchese@unionbuiltpc.com
http://www.unionbuiltpc.com


FOR IMMEDIATE RELEASE

Technology, Labor and Unions:

Union Built PC Announces the new Grievance Manager Tablet UB-2017 10.1” Android 5.1

In today’s connected world, Union Built PC’s new UB-2017 Android Tablet is a perfect, fully customizable solution to enhance mobile workplace efficiency and productivity for International and Local Unions and all those affiliated with them.

Copiague, NY (PHANTOM POWER Marketing) May 17, 2017 – Union Built PC, a fully unionized company specializing in custom computer equipment, hardware, software and other IT solutions specifically for Labor Unions, today announced a new addition to their IT Arsenal for Labor; The Union Built PC UB-2017 – “The Grievance Manager” 10.1” Android 5.1 Tablet.

The UB-2017 features a 10.1 inch 1920 x1200 high definition screen and is designed for optimal mobility while still packing a performance punch. “The Grievance Manager” is a 3G enabled tablet boasts WiFi and Bluetooth for all consumers’ digital connections and is powered by the 5.1 Android operating system; and the MediaTek MTK6592 Octa-Core Processor for speedy performance whether for App usage in the workplace, email, web browsing, multimedia or gaming.

In today’s connected world, the UB-2017 is a perfect solution to enhance mobile workplace efficiency and productivity. Users can download any of the 1 million+ Apps found in the built-in Google Play store that can enrich business capabilities and heighten multimedia features. And customers can have their tablets custom configured so key Apps and Union Built PC’s popular software’s – such as Grievance Manager a fast-becoming Industry Standard for grievance and arbitration management – are built-in and right on the users’ capacitive touch screen.
UB2017-GM-TABLET-WITH-UBPC-ICONS

“Union Built PC Inc. has launched the UB-2017 in response to our clients requesting a light, powerful Tablet to use at Grievances, Arbitrations and Negotiations that can run our premiere Grievance Manager Software. We have heard the requests from many unions, especially The Communications Workers of America (CWA) District 2-13 and District 3. This is the reason we have named our new Tablet ‘The Grievance Manager,’” says Director of Sales and Operations Pete Marchese.

“As our customers become increasingly active users of our custom configured computers, we are now responding to the needs of the majority who have adopted smart and mobile technologies. The UB-2017 ‘The Grievance Manager’ allows us to offer a device that meets our customers’ on-the-go needs as well as the increased demands of today’s multimedia user,” continues Marchese.

The UB-2017 is also a sleek and powerful option for Unions looking for a device that switches seamlessly from work to entertainment to social media and beyond. The slim and elegant UB-2017 sports dual cameras – 1.3 MP on the front and 2MP with flash on the rear – as well as dual speakers on the back’ perfect for picture taking, uploading and storing photos, video chatting and listening to music. The large and vibrant screen, viewable from all angles, makes for an ideal television and movie viewing experience and is perfection for gamers. The UB-2017 media capabilities are bolstered by BlueRay, 3D and all Android 5.1 supported audio and video formats as well as a built-in eBook Reader. The UB-2017 also offers a number of additions to optimize its performance as a connectivity tool including an IEEEE802.11 b/g/n wireless network and a substantial 5000mAh battery that allows for more than 6 continuous hours of on or off-line work or play.

“We believe that the UB-2017 Tablet will appeal to all Union Members and Officers across the Union marketplace as we’ve aligned ‘The Grievance Manager’ to be highly accessible and flexible to serve multiple applications and budgets,” states Marchese.

The UB-2017 supports all of the major frequencies in the United States, Europe and Asia – 850, 1900, 2100mhz and like all Union Built PC products feature a 1 year factory warranty.

Union Built PC’s new UB-2017 – The Grievance Manager – Android 5.1 Tablet is available now for purchase and custom configuration at a special introductory price of $199.00. Discounts on large orders and packages are also available.

You can shop the UB-2017 and inquire about customization by visiting the Union Built PC UB-2017 webpage or email sales@unionbuiltpc.com or calling (877) 728-6466.

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About Union Built PC Inc.

Union Built PC Inc. has been serving the IT needs of Labor since 2001. Union Built PC’s mission is to “organize” Labor and help them “excel in everything they do.” Union Built PC believes their success is based on products and services that have been developed by Union Members and customized to meet the specific needs of their Union clientele. That’s why every member of the Union Built PC team is a Union Member.

Offering the most innovative technologies such as their new UB-2017 – “The Grievance Manager” – Android Tablet, Union Built Desktops, notebooks, servers, and their popular and powerful Grievance Manager Application, custom software that allows Labor Unions to manage the grievance process from start through arbitration plus Software to automate the Negotiating process; Union Built PC has singularly provided cutting edge IT innovations for Labor which focuses on the unique needs of International and Local Unions and the organizations affiliated with them.

Some Words of Wisdom About Filing A Grievance

All grievance procedures require going through a series of steps, with the contract itself identifying when each step is to take place, what precisely is to occur, and who may or must be involve at each stage of the process. Generally, the procedures get more formal as you go through each of the steps. Some grievances are resolved successfully at the earlier stages of the process, while others are not pursued past a certain point for a variety of reasons. Before we take a look at what the steps of the grievance procedure looks like, here are a few notes of caution.

grievance

First, read through the grievance procedures contained in your collective bargaining agreement. Some of it may look like fairly technical stuff. You’ll probably find requirements as to the format that must be followed in writing up grievances the rules for who receives certain grievance filings, calculation of time frames for processing a grievance (such as the difference between “working days” and “calendar days”), etc. Don’t be intimidate by any of this; your Union Steward has received training in how to process grievances and has additional help to call on if needed. The best advice? Try not to wing it on your own! As soon as something happens that you thin might properly be challenged through the grievance procedure, consult your Steward.

Second, you are to be commended if you familiarize yourself with the provisions of your contract. But don’t automatically assume that, because of what looks like plain language in the contract, there is nothing that can be done to deal with a workplace problem that you have. Sometimes event he plain English in a contract doesn’t mean what it says (or, as the question was put by the Marx Brothers, “Who you gonna believe, me or your own eyes?”). For example, you may be able to count well enough for it to seem completely clear that too many days have gone by since a particular event occurred for you to meet the time frame set forth in the contract for initiating a grievance. But it’s worth at least consulting with your Steward, since you may learn that there are sometimes unwritten exceptions even to such seemingly clear-cut provisions, such as the grievance time clock stopping for holidays. Or you may learn that there are other mechanisms, besides the grievance procedure, that can be used to address the problem.

Third, don’t make the mistake of assuming that it would be useless to pursue a grievance because you think you’d never be able to get enough evidence to prove your case.

RELATED: 4 Not-So-Obvious Reasons Why Grievances Are Valuable in the Union Workplace

The fact is, both your contract and the law probably give your union the right to obtain vast quantities of documents and other information from your employer, if that information is needed to evaluate a potential or pending grievance. So if proof of your grievance over unfair treatment lies in determining how your employer has dealt with co-workers under circumstances similar to yours, your union will probably be able to get hold of the relevant personnel records.

Finally, before just about any workplace complaint is put into writing, an attempt should be made to work through the problem at the lowest level. Even if your contract’s grievance procedure doesn’t specifically call for an informal oral step to start out with, you and/or your Union Steward should talk to a supervisor in an attempt to clear up any misunderstandings or to resolve any disagreement. This is almost always a good idea, in part because once a complaint is committed to writing, parties’ positions tend to harden. And even if an informal attempt to address a problem does not in fact resolve it, it generally has the beneficial effect of clarifying what the problem is and how the parties may see it differently.

YOUR TURN

Even when keeping these items of caution in mind, sometimes informal attempts don’t work. And it’s time to put something in writing. Have you initiated or filed a grievance in your workplace? What words of caution do you have to add to our list? We want to hear from you! Sound off on the Union Built PC Facebook Page or on our Twitter or LinkedIn feeds. And don’t forget to subscribe to the monthly #UnionStrong email newsletter for articles like this one delivered straight to your inbox.

4 Not-So-Obvious Reasons Why Grievances Are Valuable in the Union Workplace

Virtually every union contract contains a grievance/arbitration procedure, which is the way the union and the employer tackle disagreements about workplace rights covered by the contract.  Filing a grievance is the equivalent of starting a lawsuit: you put in writing what you believe another party has done that is contrary to the law, and what action will be necessary to correct the situation.  If after going through a series of procedural steps the dispute is not resolved, ten the last step of the grievance process – arbitration – is the equivalent of appearing before a judge to argue the case out and obtain a final resolution, one way or the other.

Why Grieve?

The natural inclination is to think about pursuing a grievance only if it looks like it has a reasonably good chance of coming up a winner.  Why file a grievance in the first place, unless your union is determined to take the case all the way to arbitration if the employer doesn’t back down?

grievance

There may be lots of good reasons for a union to file a grievance that doesn’t expect to “win.”

1. Fire a Warning Shot
There are times when it doesn’t make sense to think about fighting the employer to the death on a particular action.  It may just not be worth it to arbitrate a relatively minor erosion of existing working conditions, or what looks like a one-time event.  At the same time, rather than do nothing, a group grievance could serve to put the employer on notice that its action has not gone unnoticed, and that if it tries the same maneuver again, it may well have a serious fight on its hands.

2. Shine a Light
One of the most frustration experiences in the life of a union representative is to hear and employer say; “That’s just you complaining, none of the people you say you represent even care.”  Sometimes it takes a grievance filed by an employee – or two or three or more – to get the employer to acknowledge that a particular problem is real and needs to be addressed.

3. Build a Record
One not entirely humorous definition of paranoia is “a heightened appreciation of reality.”  Sometimes it’s hard to know where to draw a line between an isolated memo taking you to task for something and the first deadly serious shot in your supervisor’s war against you.  If there may be a suspension or termination action looming in your future, sometimes the wisest course of action is to begin to build a written record in your defense right away.

FREE DOWNLOAD: Grievance Manager Custom Software for Your Union

4. Forge Employee Unity
It may well be that, for one reason or another, an immediate practical resolution of a particular problem may not be in the cards.  But a grievance – particularly a group grievance – might be just what is needed to start building solidarity among those wronged by a particular supervisor or policy.  If you and others can organize and take a small action, like filing a grievance, this may be the first step toward you and your co-workers later doing whatever it takes to fight – and win on this or a bigger issue.

RELATED: Automate Your Grievance and Arbitration Management Process

YOUR TURN

How have you used your right to file Grievances in the workplace?  What experiences can you share with other Union members?  We want to hear from you… sound off on the Union Built PC Facebook Page or on our Twitter or LinkedIn feeds.  And don’t forget to subscribe to the monthly #UnionStrong email newsletter for articles like this one delivered straight to your inbox.

Microsoft Admits Windows 10 Has A Serious Problem

There’s the thing about Windows 10; you give up control. Control over updates and control over privacy, but Microsoft has finally admitted the latter is a serious problem and is taking action…

In a blog post Terry Myerson, Microsoft’s Executive Vice President of the Windows and Devices Group, said the words millions have been waiting to hear:

“Many of you have asked for more control over your data, a greater understanding of how data is collected, and the benefits this brings for a more personalized experience. Based on your feedback, we are launching two new experiences to help ensure you are in control of your privacy.”

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Arguably even more important, however, are two changes being made to the Windows 10 Creators Update when it is released in the next few months (and yes, it’s still a stupid name – ‘Windows 10.2’ would be fine!).

1. Overhauled Privacy Settings On Install/Update
Say goodbye to the rubbish ‘Express Settings’ screen on first install, with the Windows 10 Creators Update you’ll get clear but simply worded explanations and toggle switches. Users upgrading to the Creators Update will also be prompted to use after updating.

2. Simplified Diagnostic Data
More detail is needed here before judging the benefits but three collections levels are being cut down to just two: ‘Basic’ and ‘Full’. Basic will have only “data that is vital to the operation of Windows” which Microsoft defines are central to “keep Windows and apps secure, up-to-date, and running properly”.

Again you’ll be prompted to review your choice after installing the Creators Update.

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New Windows 10 ‘Basic’ privacy settings deliver more user control
Image credit: Microsoft

Why So Long? And New Questions On The Horizon

It is said the first step towards admitting you have a problem is admitting you have a problem. But Microsoft has skipped this by both (finally) admitting its problem and coming up with some solutions in a single step. That’s commendable, though we’d prefer to have had an admission much earlier and a “We’re working on it!” message.

On top of this, the Creators Update looks set to raise as many questions as it answers due to something it will add called ‘Dynamic Lock’. This uses your PC’s web camera to monitor when you are sat in front of it so it can be automatically locked when you step away. Users will be able to disable Dynamic Lock, which solves my concerns, but it is likely to start a whole new wave of conspiracy theories.

Furthermore, Microsoft must still address the issue of control over Windows 10 updates. The Creators Update introduces the option to delay the installation of non-security updates for up to 35 days, but only Windows 10 Professional, Education and Enterprise versions qualify.

This means Microsoft recognizes users’ need for control but the company continues to treat mainstream Windows 10 Home users as guinea pigs for the stability of new updates before they are provided to big business. That needs to stop and users of all versions deserve the right to have control over their PCs, should they want it.

Despite all this, it is clear Microsoft is making significant steps in the right direction with Windows 10. It just shouldn’t have taken so many obviously wrong ones in the first place.

YOUR TURN

For the latest in IT News for your home or Union Office Like Union Built PC on Facebook and follow us on Twitter and LinkedIn.  And don’t forget to subscribe to our monthly email newsletter for articles like this delivered straight to your inbox.

 

Yes, We Can Do Something About Insecure Work

A recent New York Times editorial claimed it is simply impossible for “good jobs” to equate to a “good life” for Americans. So a logical conclusion can be drawn, that “bad jobs” (or non-secure work) could ever equate to a “good life”.

Politicians routinely promise that, if elected, they will create more “good jobs,” which are understood to be jobs with solid wages, regular ours and, perhaps, generous employer-provided benefits. During this year’s Presidential Campaign, Hillary Clinton promised “the biggest investment in good-paying jobs since World War II” by a means of a misture of tough trade negotiations, investment in domestic manufacturing, infrastructure investment, research and development, regulatory relief for small business and a tax credit to subside apprenticeships. President-elect Trump proposed to protect American workers from competition with illegal immigrants, the offshoring of jobs by United States-based corporations and harmful practices by trading partners like China.

american-dream

But far from the campaign stops and Capitol Hill, Americans are asking; shouldn’t we all be able to enjoy “good lives,” even if we have “bad jobs,” or those defined as insecure work… one’s with low wages, irregular hours and poor or no employer-provided benefits?

Well, according to an important new study from the International Labor Organization, which highlights smart policies that have been used to improve insecure work.

DOWNLOAD: International Labor Organization Study on Non-Secure Work

The comprehensive study by the ILO documents the rise of “insecure” or “non-standard” forms of work – temporary work, seasonal work, casual or intermittent work, daily work, involuntary part-time work, on-call work, temp agency work, subcontracted work, and employment misclassified as independent contracting—around the world in recent decades.

For most working people, these “non-standard” working arrangements have meant greater economic insecurity, including lower earnings, greater likelihood of unemployment, limited control over work hours, less predictable schedules, lower likelihood of union representation, greater occupational safety and health risk, and reduced access to on-the-job training and unemployment and retirement benefits.

The ILO study identifies policy choices that have made “non-standard” work less insecure, including the following:

  • Ensuring equal treatment for part-time workers with regard to wages, working conditions, freedom of association, safety and health, paid annual leave, paid holidays, maternity leave, pension benefits, protections against discrimination, and termination of employment;
  • Ensuring equal treatment for temp agency workers with regard to wages, working conditions and freedom of association, and protecting agency workers against discrimination;
  • Preventing abuse by setting limits on the use of temp agency work, casual work, on-call work or labor subcontracting, in certain circumstances;
  • Assigning joint liability for labor and employment obligations to lead firms in subcontracting networks and user firms in multiple-party arrangements;
  • Establishing minimum guaranteed hours for part-time, on-call and casual workers, and limiting the variability of working schedules;
  • Cracking down on misclassification of employees as independent contractors by, for example, establishing a presumption of an employment relationship or legally defining contracts for certain kinds of services as employment contracts;
  • Using collective bargaining to regulate insecure work by, for example, turning contract work into regular jobs; ensuring equal treatment of temporary, temp agency, casual and part-time workers; guaranteeing minimum hours; and negotiating worker-friendly schedules;
  • Ensuring that all “non-standard” workers can organize and be represented effectively in collective bargaining;
  • Broadening the scope of collective bargaining to all workers in a sector or occupational category;
  • Strengthening remedies against anti-union discrimination, especially discrimination against temporary and on-call workers;
  • Forming alliances between unions and other organizations, such as day labor worker centers, to address issues of concern to insecure workers;
  • Promoting fiscal and monetary policies that lead to full employment;
  • Making social protection programs more inclusive by lowering thresholds for hours, earnings, duration of employment and minimum contributions

Insecure work is not inevitable. Nor is the impossibility of a “good life”. Non-standard employment, including temporary work, part-time work, temporary agency work and other multi-party employment arrangements, disguised employment relationships and dependent self-employment, has become a contemporary feature of labor markets the world over. What is key is that the policies and regulations in place protecting non-standard workers detailed in the International Labor Organization study be an ongoing effort practiced consistently.

As Union Members you know… the “good life” does not have to be impossible.

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What Does a Trump Presidency Mean for Tech?

The eight-year bromance between Barack Obama — who appointed the first chief technology officer for the US — and the tech industry is ending. Now what?

That’s the question the tech industry has been asking since a real-estate mogul turned reality star, with a spotty reputation with tech, was voted in as 45th president of the United States.

President Obama, a self-proclaimed geek and Trekkie, was the most tech-focused president in modern history, committing billions of dollars to support initiatives to spur tech innovation, improve education and encourage exploration and discovery. Unlike Democratic rival Hillary Clinton, Donald Trump said very little during the campaign about where he stands on most tech-related issues — though he did call for a boycott of Apple products over the company’s stance on privacy in its fight with the FBI

president-elect-donald-trump

One thing is clear. Silicon Valley in general isn’t excited about the next four years. In July, 150 tech leaders, including Apple co-founder Steve Wozniak, Reddit co-founder Alexis Ohanian, Wikipedia founder Jimmy Wales and Vint Cerf, considered the “father of the Internet,” wrote an open letter calling a Trump presidency “a disaster for innovation.” Some in the industry, notably broadband service providers, criticized him for policies they believe would stifle investment in infrastructure.

The outlook is “beyond grim,” weighted down by fear that the industry and world would suffer from this election, the New York Times reported Thursday.

Ouch.

Since Trump, 70, didn’t say all that much about tech during the campaign (he did call out “the cyber” when talking about cybersecurity concerns during one debate), industry watchers are left reading whatever tea leaves they can find until the president-elect reveals more-definitive policies.

Given that the tech industry accounts for 12 percent of all jobs, according to the US Bureau of Labor Statistics, and given Trump’s message about improving America’s economy and competitiveness, his technology policies will have a long-lasting impact.

“The onus is on him to convince us that what we have seen in the past, the erratic behavior that has been defining character of the campaign, is not what will lead policy and that we’ll see a more pragmatic approach,” said Evan Swarztrauber, communications director for the DC-based think tank TechFreedom.

Here’s what little we do know about Trump’s stand on some important tech issues.

Net Neutrality

Net neutrality became a relatively big deal in the 2008 election, but little was said during this election cycle about last year’s policy.

Net neutrality is the idea that all traffic on the internet should be treated equally. This means your broadband provider, which controls your access to the internet, can’t block or slow down the services or applications you use over the web.

That said, we do know Trump isn’t a fan of the FCC’s current regulations. In 2014, at the height of the debate to rewrite the rules around Net neutrality, he tweeted, “Obama’s attack on the internet is another top down power grab. Net neutrality is the Fairness Doctrine. Will target conservative media.”

It’s possible that an FCC led by Republicans could eliminate all or part of the rules and strip the FCC of some of its authority. If that happens, broadband providers could create so-called fast lanes and charge internet companies, like Netflix, different rates to deliver their services.

Loosening regulations around telecom will likely benefit broadband and wireless carriers. The NCTA, the Internet and Television Association, which lobbies for the cable industry, said it’s eager to work with President-elect Trump.

“We look forward to participating in a constructive and robust discussion about policies that will continue to make America a global technology and entertainment leader,” they said in a statement Wednesday.

Industry Consolidation and Broadband

Trump also seems to have taken a populist view against mergers and acquisitions. That could spell trouble for big pending mergers, including AT&T’s $85 billion takeover of entertainment giant Time Warner. When that deal was announced last month, Trump vowed to block the merger if he was elected.

“As an example of the power structure I’m fighting, AT&T is buying Time Warner and thus CNN, a deal we will not approve in my administration because it’s too much concentration of power in the hands of too few,” he said.

AT&T’s executives still like their chances of getting the deal approved by the US, pointing to statements Trump made in his victory speech about investing in “infrastructure.”

“His policies and his discussions about infrastructure investment, economic development and American innovation all fit right in with AT&T’s goals,” Chief Financial Officer John J. Stephens said Wednesday. “We’ve been the leading investor in this country for more than five years running, and our Time Warner transaction is all about innovation and economic development, consumer choice, and investment in infrastructure with regard to providing a great 5G mobile broadband experience.”

Encryption and Cybersecurity

The president-elect has made only vague statements about privacy and security, and downplayed Russia’s alleged hacking into the Democratic National Committee and Clinton’s campaign email servers. Still, when the Justice Department tussled with Apple over unlocking the iPhone of the terrorist suspect in the San Bernardino shooting, he called for a boycott of Apple products.

What he has said about cyber security is that there should be a review of US cyber defenses by a “Cyber Review Team.” He also told the The New York Times in July that “certainly cyber has to be in our thought process, very strongly in our thought process… Inconceivable the power of cyber… you can make countries nonfunctioning with a strong use of cyber.”

RELATED: The Union Built Cloud Secure Data Storage Solution

Tax Policy

The biggest boost to the tech industry could come from Trump’s plans to lower corporate tax rates to encourage companies to invest their money in the US.

There’s a good chance that money could be invested in the US, said Rob Atkinson, president of the Information Technology & Innovation Foundation (ITIF). But it’s not a given. In 2004, the US allowed American companies to bring in the profit they’d earned overseas in the hope they would hire more workers. Most of the money went to executives and shareholders, instead.

Trump has also called for high import taxes on products, which could drive up prices for consumers on tech goods. In January, Trump said in a stump speech, “We’re going to get Apple to build their damn computers and things in this country instead of in other countries.”

Apple, which declined to comment on Trump’s statements at the time, designs its products at its Silicon Valley headquarters, but uses a Chinese contractor to build them. If Apple products were manufactured in the US, the price of an iPhone could rise to as much as $900 to offset worker wages versus the $650 cost of an iPhone today.

YOUR TURN

How do you think Trump will affect YOUR industry? Sound off in Comments, on the Union Built PC Facebook Page, or on our Twitter or LinkedIn feeds. And don’t forget to subscribe to the monthly Union Strong email newsletter for articles like this delivered straight to your inbox.
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Additional Reporting by CNET