IBEW New England System Council T6 Page 1 of 9 WAGES

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1 IBEW New England System Council T6 Page 1 of 9 WAGES A. Wage Increases. The schedule of wage increases for the term of this 2012 MOU shall be as follows: Effective Date Percentage Increase Applied to: The first Sunday 2.25% All steps of the basic wage schedules after ratification of the 2012 MOU Sunday, 8/4/ % All steps of the basic wage schedules Sunday, 8/3/ % All steps of the basic wage schedules *** Compounded Increase 8.2% Ratification Bonus. A one-time, single Ratification Bonus payment of $800 will be paid within thirty days after ratification of this 2012 MOU to Regular and Temporary employees on payroll as of the ratification date. Ratification Bonus payments will be subject to all applicable federal, state and local tax withholdings. Ratification Bonus payments will not be included in wages for computations of overtime, benefits or for any other purpose. CORPORATE PROFIT SHARING The Corporate Profit Sharing ( CPS ) Plan is modified as follows: Section 2. Plan Years: The CPS will provide awards for results in calendar years 2011, 2012, 2013 and 2014 with awards payable in 2012, 2013, 2014 and Section 6. CPS Distribution Calculations (a). Standard Award: The Standard CPS Distribution will be as follows: Performance Year Standard CPS Distribution Year Payable 2011* $ $ $ $ (c) Notwithstanding paragraphs (a) above, the minimum distribution for Performance Years 2011, 2012, 2013 and 2014 will be $700, subject in all cases to prorating under Section 3. * The Company distributed the CPS Award for Performance Year 2011 prior to the Effective Date.

2 IBEW New England System Council T6 Page 2 of 9 PENSION LUMP SUM CASHOUT An associate covered by the cashout program set forth in the 2008 MOU who separates from service during the term of this 2012 MOU, with eligibility for a vested pension or a service pension, will be eligible to receive his or her vested or service pension under the Pension Plan as a total lump-sum cashout. The terms of the cashout program will be the same as the terms of the cashout program set forth in the 2008 MOU for the period ending August 6, LONG TERM CARE INSURANCE The Companies will continue to make available to eligible employees the opportunity to purchase long term care ( LTC ) insurance coverage under the Verizon Long Term Care Insurance Plan for New York and New England Associates (the LTC Plan ), so long as the current LTC provider continues to offer the existing level of coverage to participants in the LTC Plan. If such provider ceases to offer the existing level of coverage to participants in the LTC Plan, the Companies may continue to make available the opportunity to purchase LTC insurance, so long as the Companies, in their discretion, are able to secure a provider of LTC insurance that is able to offer LTC coverage that the Companies determine is appropriate and reasonably priced. The design features, administrative details and costs will be determined by the LTC provider. LIFE INSURANCE VEBA RESERVES The Companies will have discretion to utilize the assets of the NYNEX Corporation Non-Management Employees Benefits Trust that currently funds the retiree life insurance benefit under Verizon Plan 501, to also fund medical and dental claims for retirees under Verizon Plan 576 (the Verizon Post-1995 Collectively Bargained Retiree Health Plan (Post-1992 Retirees)), and will have discretion to merge Verizon Plan 501 and Verizon Plan 576. ABSENCE FROM DUTY Effective January 1, 2013, there will be a cap of 10 days paid Incidental Absence for personal illness or off-duty accident. All employees may take up to Four (4) absence days (Exempt Days) that will not be charged against an employee s record for purposes of determining attendance performance and applicable absence control plan. Days do not carry over year-to-year. Pay may be withheld for Just Cause as it is today. Employees will be paid the first week in March the following year, a lump sum payout for using four days or fewer based on the following chart. Number of Paid or Unpaid Incidental Absence Days used in the Calendar Year Lump Sum Payment 4 Days 1 Day s Pay At least 3 days but less than 4 days 2 Day s Pay At least 2 days but less than 3 days 3 Day s Pay More than Zero days but less than two days 4 Day s Pay Zero Days 5 Day s Pay

3 IBEW New England System Council T6 Page 3 of 9 CALL CENTER JOBS Verizon will hire 300 new full-time call center jobs in NE/NY IBEW/CWA during the term of the contract. 125 jobs into Sales and Service centers and 175 jobs into the Fiber Customer Support Analysts (FCSA s) and Enhanced Verizon Resolution Centers (EVRC s). Initial hiring will be proportional to current number of employees in each category of center in each local included in call sharing. Providence FSC 43 Andover EVRC 18 Springfield EVRC 8 Lowell BSBC 6 CSA UPGRADE TO FCSA Upon ratification, training will be offered for the Computer and Internet Knowledge Test (CIKT) to the Customer Service Assistants in the EVRC s up to two times, one time if the CSA previously took the CIKT training. Once the CSA has passes the CIKT, training for the FCSA position will be scheduled. CSA s will not be required to take the structured interview as part of their training for the FCSA position. All CSA s will be upgraded to FCSA s once the CSA passes the second training module (data portion). CALL SHARING Like-for-Like canters, the FSC s and EVRC s (Plant) as well as the CSSC s, MSSC s and BSBC s (Sales) will share calls across the Verizon footprint. The agreement addresses call volumes, routing of calls among unionized centers before going to contractors. In addition, defined cross-function duties will be added. JOB SECURITY Job Security provisions, including no voluntary layoff and the Movement-Of-Work provisions.7% remain. NEXT STEP PROGRAM The NextStep program will be phased out and all associates in the program will be allowed to complete their degree in the program. HALF DAY OFF ON CHRISTMAS EVE Associates are granted one-half day off in observance of Christmas Eve, if they work on December 24 th as part of their basic work week. WORK AND FAMILY COMMITTEE Funding for the Work and Family Committee programs will be a total of $1.5 Million (500,000 per year). MOVING PAYDAY TO FRIDAY The pay day for all associates will move from Thursday to Friday, effective January 5, 2013.

4 IBEW New England System Council T6 Page 4 of 9 COPIES OF COLLECTIVE BARGAINING AGREEMENT (CBA) All associates will be provided a copy of the Collective Bargaining Agreement. The union will be provided copies of the 2012 MOU and each 2012 Collective Bargaining Agreement. Within 75 days of ratification, the CBA will be submitted for printing and be provided to the unions when printing is completed. TUITION ASSISTANCE PLAN Effective January 1, 2013, the Verizon Tuition Assistance Plan will be modified as follows: CAP There will be an annual cap on tuition assistance for full time associates of 8,000 under the tuition assistance plan. Exclusions & Limitations The following exclusions and limitations will be added to the current Verizon Tuition Assistance Plan exclusions and limitations already set forth in the plan: o Aviation and medicine will not be covered, except for associates already in an approved Fall 2012 semester course in these areas of study. These associates will be grandfathered under the terms of the existing plans. Repayment Obligations: Associates in arrears will have 30 days after ratification of the 2012 MOU to repay monies owed or agree to a payment plan for full repayment in twelve months. SPECIAL PAYMENTS The Special Payments at the beginning of transfers to night will be eliminated Articles P2.04 and P2.07. Employees will be paid at the rate of time and one-half for night hours worked if not notified by the Wednesday of the week prior. The exception in Article P 1.11 will be removed. WORK AT HOME TRIAL There may be up to two (2) locations, subject to union agreement that may trial work at home arrangements. If made available; all participation is voluntary. FILLING VACANCIES Increase from 33% to 50% vacancies that can be filled by hiring. SCHEDULES Agreement that Plant employees are not scheduled the Saturday before a week of vacation. ELIMINATION OF WAGE ZONE 2 Wage Zone 2 will be eliminated and all employees will be upgraded to Wage Zone 1, effective January 1, GROUP II EMPLOYEES Group II Employees Time-and-one-half (1.5) for all hours worked on Sunday. RECALL PERIOD EXTENDED FOR PRIOR LAID OFF EMPLOYEES The recall of employees relating to the 2009 layoff will be extended to December 31, TECHNICIANS PROMOTED TO STAFF ASSISTANT-CRAFT There will be Ten (10) technicians either from the SST or OPT title promoted to Staff Assistant-Craft to support the Environmental, Health, and Safety organization. These positions will be filled in accordance with Article P13-Promotions Within The Bargaining Unit.

5 IBEW New England System Council T6 Page 5 of 9 MICRO DUCT/CONDUIT WORK Bargaining Unit employees or contractors may place conduit from pedestal to customer premises or micro-duct within Multiple Dwelling Units. (Today this work is assigned only to contractors) GPS GUIDELINES AGREEMENT GPS Work-rule infractions will include coaching, meeting(s) with the employee, the union and supervisor and a look-back period of five days. BOOT ALLOWANCE The company will provide employees required to wear OSHA recommended safety boots a one-time allowance of $125 during the labor agreement. SURVEY CONSTRUCTION ASSIGNMENTS All jobs of non-emergency nature shall be surveyed by management for safety no more than thirty (30) days before being assigned. NON-DISCRIMINATION The non-discrimination Article G2 will include a veteran of war or campaign as determined by the U.S. Department of Veteran Affairs. WORK REPORTING AREA WRA The 10 Mile Radius of the Work reporting Area WPA is eliminated P17.06 (a). PENSION PLAN- NEW HIRES The Verizon Pension Plan for Associates (to the extent that it covers New York and New England Associates) (the Pension Plan ) will be amended as follows: Any associate who is first hired as a Union-represented associate on or after October 14, 2012 ( Pension New Hire ) will not be eligible to participate in the Pension Plan. Any associate who returns from layoff on or after October 14, 2012 pursuant to contractual recall rights, other than a Pension New Hire, will be eligible to continue participation in the Pension Plan as of the date of recall. 401(k) PLAN NEW HIRES MATCHING CONTRIBUTIONS New Hires The Verizon Savings and Security Plan for New York and New England Associates ( NY/NE Associate Savings Plan ) will be amended effective October 14, 2012 to increase Company matching contributions for the balance of the 2012, 2013, 2014 and 2015 plan years to 100% of the eligible contributions of each participating associate first hired as a Union-represented associate on or after October 14, 2012 up to 6% of eligible compensation. No other associates covered by this 2012 MOU will be entitled to this increased Company matching contributions. DISCRETIONARY CONTRIBUTIONS New Hires The NY/NE Associate Savings Plan will be amended effective October 14, 2012 to permit an performance-related, discretionary Company contribution for the balance of the 2012, 201, 2014 and 2015 plan years ( Discretionary Contribution ) for associates who are first hired a Union-represented associate on or after October 14, The Discretionary Contribution would be between 0-3% of eligible compensation actually paid during the plan year to each such eligible associate. Discretionary Contributions would not be available for in-service withdrawal, and they would be subject to the same vesting schedule as Company matching contributions.

6 IBEW New England System Council T6 Page 6 of 9 MEDICAL HEALTH CARE REIMBURSEMENT ACCOUNT Effective January 1, 2013, the company will establish a Health Care Reimbursement Account in the amount of $850. Monthly Contributions shown below for 2013, 2014, and 2015 reflect non-smokers (and those who have taken an approved cessation course) who have completed Health Assessment. If an employee or covered dependent uses tobacco products, the rates above will be increased by $50 a month. The cost can be avoided by participating in a smoking cessation program or other standard determined by the company. All associates are eligible to receive an annual Credit of $100 for 2013, 2014, and 2015 pro-rated on a pay-period basis towards contributions for healthcare, IF associate completes a Health Risk assessment on-line provided by the company. Employees who do not participate in the Health Risk assessment will have a $100 increase to their yearly premium, pro-rated on a pay period basis, approximately $8.33 a month Effective November 1, 2012, the Monthly Employee Contribution for 2012 Plan Year (November & December) will be as follows. Coverage Category Elected Monthly Contributions PPO & HCN EPO & HMO s Employee Only $30 $30 Employee + Family $60 $ Effective January 1, 2013, the Monthly Employee Contribution for 2013 Plan Year will be as follows. Coverage Category Elected Monthly Contributions PPO & HCN EPO & HMO s Employee Only $45 $67.50 Employee + Family $90 $135 Deductibles PPO HCN $0 $700 Individual $400 $250 Family $1000 $250 Out Of Pocket Maximum PPO Individual $1050 $950 $0 $1750 HCN $1000 $800 Combined in and out of network Family $2625 $950 $2500 $4500

7 IBEW New England System Council T6 Page 7 of Effective January 1, 2014, the Monthly Employee Contribution for 2014 Plan Year will be as follows. Coverage Category Elected Monthly Contributions PPO & HCN EPO & HMO s Employee Only $50 $75 Employee + Family $100 $150 Deductibles PPO HCN $0 $700 Individual $450 $250 Family $1125 $250 Out Of Pocket Maximum PPO Individual $1100 $900 $0 $700 HCN $1000 $800 Combined in and out of network Family $2750 $900 $2500 $ Effective January 1, 2015, the Monthly Employee Contribution for 2015 Plan Year will be as follows. Coverage Category Elected Monthly Contributions MEP/PPO & HCN EPO & HMO s Employee Only $55 $82.50 Employee + Family $110 $165 Deductibles MEP/PPO HCN $0 $725 Individual $475 $250 Family $ $250 Out Of Pocket Maximum MEP/PPO Individual $1150 $900 $0 $725 HCN $1050 $800 Combined in and out of network Family $2875 $900 $2625 $4625

8 IBEW New England System Council T6 Page 8 of 9 MEDICAL EXPENSE PLAN (MEP/PPO) Elements of the MEP have been modified. (In-Network) Doctors Visits: $20 Co-Pay X-Rays and Lab Tests: $20 Co-Pay Hospital Room & Board: 90% covered after deductible Inpatient Surgery: 90% covered after deductible Inpatient Mental Health: 90% covered after deductible Emergency Room Care: $75 Co-Pay, waive if admitted HEALTH CARE NETWORK: (HCN) Elements of the HCN have been modified. (In-Network) Doctors Visits: $20 Co-Pay X-Rays and Lab Tests: $20 Co-Pay Hospital Room & Board: 90% covered Inpatient Surgery: 90% covered Inpatient Mental Health: 90% covered Emergency Room Care: $75 Co-Pay, waive if admitted EPO OPTION (Entrance into the EPO will be eliminated after ratification.) No New Associates may enroll in the EPO CO-Insurance and deductibles and hospital admission co-pays currently applicable will not change. Co-pays may change, but will not be greater than $20 for an office visit to Primary Care Provider (PCP), not greater than $25 for a specialist visit, and not greater than $75 for an emergency room visit. HMO OPTIONS (if applicable) CO-Insurance and deductibles and hospital admission co-pays currently applicable will not change. Co-pays may change, but will not be greater than $20 for an office visit to Primary Care Provider (PCP), not greater than $25 for a specialist visit, and not greater than $75 for an emergency room visit. PLAN CARRIER AND RELATED PROVISIONS Anthem Blue Cross and Blue Shield will be the carrier for HCN & MEP Plans. If there is no network provider for a specified service within a 40 mile radius of the employee s home, the service(s) will be covered at an In-Network basis, regardless of the provider s affiliation. Payments based on Reasonable and Customary (R&C) will be changed to payments based on Maximum Allowable Amount (MAA). MAA is equal to 315% of the National Medicare Fee Schedule for the specified service. DEPENDENT ELIGIBILITY No New Class II Dependents or Sponsored Child may be enrolled in or added to coverage in the medical or dental plans. Those currently enrolled may continue as long as they remain eligible. DEFAULT PLAN RULE If a new hire fails to make an election, they will defaulted into the MEP/PPO employee only coverage.

9 IBEW New England System Council T6 Page 9 of 9 PRESCRIPTION DRUG PROGRAM In-Network* 30 Day Supply None Out-Of Network* 30 Day Supply Deductible Generic Single Source and Multi Source Brand $50 100% of Discounted Network Price (DNP) Maximum of $8, $9 in 2015 Associate Pays 100% of the cost difference between retail and DNP. Plus 30% of DNP 30% of DNP, max of $25 (Beginning in 2016, the Maximum cop-ay increases by 6% each year.) Associate Pays 100% of the cost difference between retail and DNP. Plus 40% of DNP Brand with Generic Alternative 100% of Discounted Network Price (DNP) Maximum of $8, $9 in 2015, Plus 100% of cost difference between generic and brand. Associate Pays 100% of the cost difference between retail and DNP. Plus 30% of DNP MAIL ORDER 90 Day Supply NONE 100% of DNP, Max of $16 ($18 in 2015) 30% of DNP, Max of $50 (Max increases 6% annually after 2015) 100% of DNP, Max of $16 ($18 in 2015), Plus 100% of difference between generic and brand. After 3 refills of a prescription from a pharmacy (in or out of network). Associate pays 50% of DNP with No maximum dollar co-pay as an incentive to use mail order program. There will be a $600 Out-Of-Pocket Maximum for Mail Order drugs in 2013, $700 in 2014, and $742 in Charges incurred due to the difference between a brand name drug and a generic alternative will not count towards the maximum. THIS IS FOR MAIL ORDER ONLY. Retail prescriptions will not apply. An incentive program to promote use of generic medications is introduced. o If a brand drug is purchased when a generic is available, the co-pay is 20% of the Discounted Network Price (DNP) plus 100% of the cost difference between the brand name and the generic drug. There is no maximum co-pay. An EXCEPTION may be granted if the treating physician certifies that the patient is medically unable to use the generic. An incentive program to promote use of Mail Order is introduced. o After 3 Refills at retail, (the initial prescription plus two refills) the Mail Order program MUST be used for subsequent refills of long term medications. Otherwise, continued use at retail for filling prescriptions will be at the rate of 50% of the DNP and maximum dollar amounts do not apply. To promote the use of In-Network pharmacies, an Out-Of-Network disincentive is introduced. o Individuals who have their prescriptions filled at a pharmacy that is not part of the network will have to pay a deductible, plus the higher DNP rates as shown in the chart above, plus 100% of the cost difference between the retail cost and the DNP. o Over the counter medications are no longer covered by the plan unless required by law.