@PrimeComms @ATT Our business has experienced the worst handling of our account since the activation of multiple lines (total of 7) of cellular service with ATT through a 3rd party retailer; PrimeComms in Riverside, Illinois. - December 2024 we ported over 4 additional lines from Verizon, one of which should have received a trade-in promotional credit of $1000 (credited monthly). - This has never happened and it's now 11 months later. I have reached out to several employees, including but not limited to the store manager, Miguel; his DM, Alex (who never responded and then he left the company); the ATT indirect rep, Troy Veazey; and called customer service several times, wasted countless hours trying to get a resolution. Always have been given the response, " someone will follow-up with you." I have NEVER, EVER, received a call or follow-up from anyone regarding this matter. WHAT A HUGE MISTAKE I MADE LEAVING VERIZON. And now we are stuck with terrible customer service and if we cancel, they will charge is over $4000!

@PrimeComms @ATT Our business has experienced the worst handling of our account since the activation of multiple lines (total of 7) of cellular service with ATT through a 3rd party retailer; PrimeComms in Riverside, Illinois. - December 2024 we ported over 4 additional lines from Verizon, one of which should have received a trade-in promotional credit of $1000 (credited monthly). - This has never happened and it's now 11 months later. I have reached out to several employees, including but not limited to the store manager, Miguel; his DM, Alex (who never responded and then he left the company); the ATT indirect rep, Troy Veazey; and called customer service several times, wasted countless hours trying to get a resolution. Always have been given the response, " someone will follow-up with you." I have NEVER, EVER, received a call or follow-up from anyone regarding this matter. WHAT A HUGE MISTAKE I MADE LEAVING VERIZON. And now we are stuck with terrible customer service and if we cancel, they will charge is over $4000!

Had an awesome day training some fabulous @PrimeComms folks on all things FirstNet—they crushed it and are officially ready to sell like pros! 💪📱🔥#FirstNet #KAMO

Helping @PrimeComms New Braunfels store close some Fiber!!! @Retail_Markets @ATT @STXspeaks

Helping Closing Down a Fiber 1GB here at @PrimeComms Medical location 🔥🔥🔥 @STXspeaks @Retail_Markets

Alex here with @PrimeComms Texas closing down 2 CRU 🔥🔥🔥 @Retail_Markets

Thinking out loud after speaking with many former and some current DM’s its saddening that Systemic Issues and Unfair Practices at retailer company BLANK is facing widespread internal criticism for its treatment of District Managers (DMs) the DM turnover is VERY HIGH. From operational burdens to inequities in workload and pay, the company’s practices have created a toxic work environment, characterized by high turnover, unrealistic expectations, and systemic inequities. 1. Misclassification and Excessive Operational Burden District Managers at blank retailer are classified as exempt employees. However, they are routinely assigned substantial operational tasks—such as inventory management, store setups, and daily operational responsibilities—that are not managerial in nature. Under the Fair Labor Standards Act (FLSA), exempt employees must primarily engage in executive or administrative duties. In this case, the non-managerial operational tasks dominate the role, resulting in District Managers working extensive hours without receiving overtime pay, which the company is not required to provide under the exempt classification. 2. Unfair Distribution of Workload and Compensation Blank retailer exhibits clear inequities in how workloads are distributed among District Managers. Some DMs manage up to nine locations, while others manage only seven, yet they all receive the same salary. This disparity in workload creates an unfair pay structure, as District Managers overseeing more locations are burdened with additional responsibilities but are not compensated accordingly. The company’s current system fails to account for the differing workloads, which undermines job satisfaction and morale, and may violate equal pay standards. According to the company, 80% of District Managers’ responsibilities have shifted to operations, but this shift has not been reflected in adjustments to their compensation or workload expectations. 3. Increased Workload During Store Openings and Relocations When new stores open or existing locations are relocated, District Managers’ workloads increase dramatically. However, these added responsibilities are not paired with any reduction in goals for their existing stores, creating an unfair system where DMs are overworked without corresponding adjustments to their targets. This intensifies the workload without adequate compensation, contributing to high stress and burnout. 4. Restrictive Hiring Practices and Anti-Union Sentiment Blank retailer enforces restrictive policies that limit District Managers' ability to carry out basic managerial duties. For example, DMs are not permitted to move managers between locations or hire employees who have previously worked for Corporate, which are unionized. This restriction appears to be motivated by concerns over unionization, as Corporate employees are unionized. This practice raises concerns about anti-union practices that infringe on employees’ rights to discuss unionization. Reports from former and current District Managers indicate that applications from former former Corporate employees are routinely denied, and those employees are often rerouted to a VP at the Home Office. Applications are either ignored or rejected under the pretext of "other" reasons, but it is widely known that any former CORP employee is unlikely to be hired due to their potential ties to the union. This discriminatory hiring practice further perpetuates an inequitable work environment. Corp employees, disguised as "ARSM," are visiting retailer locations to dictate operational requirements and performance expectations as the att corp arsm is paid a bonus directly off the ar door. This practice appears to undermine union efforts, while retailer actively restricts the possibility of union talk by not hiring those that will bring up that they were union at corp. ARSM employees visiting these locations and instructing retail staff on sales targets, creating an environment where they act as supervisors. These individuals have reportedly warned authorized retailer (AR) employees to fear repercussions from senior management, implying that their job security is at risk. (carrier will demand retailers fire or replace the employee) While I’m sure corp cannot dictate hiring or firing decisions to AR dealers, there are indications that they encourage these retailers to terminate employees by suggesting that certain employees will be removed (blacked UID) from the corp system, effectively making it impossible for them to continue working. This appears to be a strategy to sidestep direct firing actions. 5. Unfair Close-Rate Assessments and Operational Challenges District Managers and Sales Representatives (ARs) have expressed frustration over the company’s close-rate assessments, which they perceive as unfair due to systemic inaccuracies and operational challenges. A significant issue arises with the carrier system, which often inaccurately indicates that internet service is available for installation in areas where the infrastructure is already active. These "false green checks" mislead ARs into initiating sales conversations, assuming that new services can be installed. Once the discrepancy is discovered, the sale cannot be completed, negatively impacting the close rates. However, ARs argue that this technical issue is beyond their control and that their performance metrics do not account for the resulting missed opportunities. Adding to this frustration, AR employee’s are told their close rates aren't as good as corporate stores. Despite corporate stores having payment machines. Those stores aren't taking false green checks by accessing all the accounts of people paying their bills like an AR store. this reduction in customer volume, ARs are still held to the same close-rate standards, without any acknowledgment of the diminished customer pool. Many AR employees feel they are unfairly criticized or "berated" for their close rates, as they are set up for failure due to factors beyond their control. Close rates at stores without back doors nor do they account for UPS, FedEx, money couriers etc should be taken into account. Nope, it hurts the stores close rates for voice and they are held accountable. Leadership says tenure doesn’t matter, only results yet the DM can’t focus on results due to handling operations daily. Home Office dictates everything the district Manager does throwing operational tasks on them daily. Each dept will call the DM daily for inventory, deposit or LP issues. Company fires at will and blames the DM for turnover % and morale. Company cares ONLY about being AR of the year. Let a ar dm issue a credit and it will be invalid. Customer service wont help. Customers spend weeks and months waiting for resolutions After engaging with both current and former employees, it’s evident that Blank Retailer needs to rethink its "results-only" approach, which places too much emphasis on numbers and disregards the value of tenure. There is a pressing need for more equitable pay for District Managers (DMs), particularly in relation to the substantial workload they carry. DMs should be compensated based on the size and complexity of their responsibilities, as the current demands placed on them are excessive and unrealistic. District Managers are tasked with meeting high sales targets while also handling a disproportionate amount of operational work, leaving them little time for essential managerial tasks like coaching and team development. When DMs are fired for not hitting these targets, despite being assigned these unreasonable goals and operational burdens, it contributes to low morale and a toxic work environment. third quarter earnings on the back on hard working people that are treated very unfair. And inhuman. It isn’t only here. This is happening at many retailers and carriers. The intertwining of companies that benefit from the labor of their field employees is disheartening. When you see AVP’s making DM’s get on calls at 8am daily and cussing them out. DM’s getting off the phone with their aVP, pulling over and crying or even spending time in the hospital due to the stress and heart problems. We need to get back to a time of treating people with respect and appreciation not just in lip service, but in deeds. @ATT @USDOL @CALaborAgency @MSNBC @FoxNews @TXWorkforce @WIRED @TechCrunch @Gizmodo @verge @NBCNewsNow @PBS @nbc @PrimeComms @attportables @CWAUnion @LifeatAlliance @ApexATT

Donating for a great cause!!! #ATTheartsAHA @TheNEStates @firas_smadi @keroninc @PrimeComms

@ATT This is not okay! 🤯

I spoke with the police officer on duty yesterday. There was no 911 call placed from that store. I heard a 911 operator answer before I left.the cop seemed to think he somehow faked that too which is possible I guess. Maybe a recording on his phone?

@ATT you should think twice about having this store being associated with your brand.

He lied about what he could do for my issues. He lied about his name. Told me to calm down. accused me of yelling when I wasn’t. Then said I had to leave when I asked for his boss’s info. When I refused he called 911. I left the store after hearing 911 pick up. @PrimeComms

That’s what you get Josh! You KNEW if Matthew was top rep for two months this would happen. No professional courtesy needed 😊 ⁦@PrimeComms⁩ ⁦@Farzad_Farokhi⁩

@pregreenpapi and our Prime Manager Josh out closing those fiber sales! @GreerLakesMkt @ThePulseGLM @DVRForceUnited @PrimeComms

Spending time teaching Our AR partner Bibi the Store Manager to prospect and land events!!! @PrimeComms @firas_smadi @Pca9802 @keroninc #quarterlyevents

Prime Derby New Hire Fire 🔥!!! Looking forward to her success!!! @LaurenGlowa @PrimeComms @firas_smadi @emilywiper

Prime New Hire 1st day Best Day!!!! @LaurenGlowa @PrimeComms @firas_smadi @emilywiper @TheRealOurNE Welcome Mounah

Converging AT&T with the community one complex at a time here in Dumas, AR ⁦@PrimeComms⁩ ⁦@Farzad_Farokhi⁩ ⁦@KAMOkonnects⁩ ⁦@AlyssaMoore_12⁩

Congrats! Let’s go GROW in STX!

We are out here serving our local community with fiber and all things converged with our Prime parters on this beautiful Saturday morning! #KAMO #winMOORE24 #KAMOKonvergers @PrimeComms @KattiaS_Ramirez @AlyssaMoore_12 @theJoshRHarris @bobby_nier @imMOrtals_KAMO_ @KAMOkonnects