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A Champion for Worker Education Looks Back on His Legacy

This summer, in August 2005, after 20 years as President of the Communications Workers of America, Morton Bahr will retire. Known as the "education president," Mr. Bahr looks at a career of championing educational opportunities, both for himself and for CWA's nearly 700,000 members.

The year was 1969. Morty Bahr was 43 years old, married, with a son and daughter, and living on Long Island, when he was elected Vice President of CWA District 1. As District 1 Vice President, he was responsible for all CWA union activities in NY, NJ, and New England. It was a demanding job and, at that time, the high point of his career. Because he was already "at the top," he reasoned that he really didn't need a college education.

However, side-by-side with that reasoning was the personal dream of a lifetime-the dream of completing a college degree. After he finished high school, Bahr had to postpone college for the U.S. Merchant Marines. When the war was over, he tried attending courses during the day while working at night, but working and keeping up with his 18-year-old classmates was too much. So in 1981 when he was recruited by a professor to enter a new Empire State College program tailored for labor leaders, Bahr took the plunge and enrolled. "I'd always had the desire to go back to school. This gave me the opportunity," he says.

Bahr took classes evenings and Saturdays, juggling family responsibilities, while, at the same time, managing the largest CWA District in the country. He completed his BS in September 1983, and now states unequivocally that "it was my experience as an adult learner that influenced my commitment and belief in adult education, and I have carried this commitment throughout my career."

Shortly after being elected CWA President in July 1985, Bahr began discussions with Ray Williams, then -VP of Human Resources at AT&T, about a concept to enable telephone company workers to advance their education and improve their lives. Modeled after a UAW-Ford Motor Co. tuition assistance program, Bahr's vision grew to become the Alliance for Employee Growth and Development.

The mission of the Alliance, which was jointly owned, managed, and funded from the collective bargaining agreement, was two-fold:
1. To provide educational opportunities for employees to prepare themselves for promotion, and,
2. To enable people to take ownership of their own careers, improve skills and self-esteem.

Later, as a result of the break up of AT&T, technology and deregulation, the Alliance became instrumental in helping dislocated workers prepare themselves for continued employment. The Alliance was so successful that it was recognized in 1991, by then-Secretary of Labor Elizabeth Dole. A Department of Labor survey showed that workers who took advantage of the Alliance programs and invested in their education were out of work for a shorter period of time than those who didn't. And, they were re-hired at a higher wage rate. Over 150,000 AT&T employees have participated in the Alliance program since its inception.

The Alliance was the beginning of many educational partnerships and programs that Bahr has championed and nurtured throughout his career. These include:

Horizons, at SBC's Pacific Bell and Nevada Bell.

PATHWAYS, at Qwest which covers 14 states in the Western U.S.

Future Link, at Verizon.

CWA/BellSouth Employment Security Partnership.

Next Step, at Verizon.

CWA NETT- CWA's own online learning program.

NACTEL - an online learning partnership with CWA, IBEW, Verizon, SBC, Qwest and Citizens/Frontier.

"NACTEL was one of the first partnerships of major telecom companies working together with their unions to advance education in our industry. As a result of our experiences with the Alliance, we became aware of the concerns adult learners have and how to make adult learning more successful. We've been able to apply this to NACTEL as well as to the other programs," says Bahr.

One of the first considerations to implementing educational programs for adult learners is overcoming employer resistance. "The companies were concerned that if they educated their frontline workers, then the workers would simply leave. But that hasn't been the case." Bahr has attended many graduation ceremonies over the years and continually receives notes and letters from members who have benefited from CWA's education focus. "Their comments, regardless of the school or program, are usually the same: I would never have been able to obtain my degree were it not for this program. I'm very grateful to my employer and the CWA for this opportunity, and I hope I can stay with my employer - but if not, I am in control of my life."

This is confirmed by many NACTEL graduates, such as Kelly Walsh, Service Representative and member of CWA Local 1298 who says that "if NACTEL hadn't been available, I couldn't have gone to school otherwise."

Shannon Ray Peterson, Systems Technician and member of CWA Local 2109, discovered that managing education, work and family duties was a real balancing act. "As a Systems Tech and a single parent, the NACTEL program was the only way I could take college classes." Shannon wanted to advance his career and eventually work closer to home to take care of his 11-year old. He completed the NACTEL Associate's Degree in 2003.

According to Bahr, another consideration, and one that is sometimes hidden, is the fact that worker education supports affirmative action. "NACTEL has a very high level of women taking part in the program - over 40%. That's unheard of in technical training where female participant rates are traditionally closer to 14 to 16%." Because the online program enables workers to schedule their coursework at their convenience, women with children can more easily juggle work, school and taking care of their families.

For Valerie Hill, a member of CWA Local 1105, who has two small children in addition to a full-time job, NACTEL's online format was critical to helping her complete her studies while taking care of her family. "I learned a lot and gained a wider knowledge of telecommunications," says Hill. Valerie graduated from Pace with her A.S. degree in Spring 2004.

Simply stated, Bahr's vision is this: "Educated, skilled employees make the company more competitive. And that's what we need to combat the drain of jobs to other parts of the globe," says Bahr. He feels that as U.S. businesses face greater and tougher competition from the less expensive labor sources around the world, American companies have to maintain their competitive edge by employing a workforce that is highly trained, highly educated and in the forefront of technological change. "If Corporate America cannot fill its information technology and other skilled jobs with qualified workers, ultimately America's economic competitiveness will suffer."

This visionary thinking has made Bahr a recognized leader in workforce development and a strong proponent of lifelong learning over the span of his professional life. And his private life has also been impacted. Each of Bahr's four granddaughters went to college, and at the beginning of their college careers, to "inspire them to greatness," he sent each a copy of his college transcript . . . with a 4.0 index. "They weren't pleased to see that. It meant that if their grandfather could do it, so could they," he says with a smile.

And so can anyone. Morton Bahr will be retiring this year after 51 years of service to the Communications Workers of America, to the labor movement and to his fellow citizens. Bahr's efforts have impacted literally thousands of workers who, through his vision and commitment, have been able to achieve their dream of a college education.

On their behalf we thank you, Morty, for your good work and we wish you well!


News & Events Newsletter Articles			News & Events - Articles A Champion for Worker Education Looks Back on His Legacy This summer, in August 2005, after 20 years as President of the Communications Workers of America, Morton Bahr will retire. Known as the "education president," Mr. Bahr looks at a career of championing educational opportunities, both for himself and for CWA's nearly 700,000 members. The year was 1969. Morty Bahr was 43 years old, married, with a son and daughter, and living on Long Island, when he was elected Vice President of CWA District 1. As District 1 Vice President, he was responsible for all CWA union activities in NY, NJ, and New England. It was a demanding job and, at that time, the high point of his career. Because he was already "at the top," he reasoned that he really didn't need a college education. However, side-by-side with that reasoning was the personal dream of a lifetime-the dream of completing a college degree. After he finished high school, Bahr had to postpone college for the U.S. Merchant Marines. When the war was over, he tried attending courses during the day while working at night, but working and keeping up with his 18-year-old classmates was too much. So in 1981 when he was recruited by a professor to enter a new Empire State College program tailored for labor leaders, Bahr took the plunge and enrolled. "I'd always had the desire to go back to school. This gave me the opportunity," he says. Bahr took classes evenings and Saturdays, juggling family responsibilities, while, at the same time, managing the largest CWA District in the country. He completed his BS in September 1983, and now states unequivocally that "it was my experience as an adult learner that influenced my commitment and belief in adult education, and I have carried this commitment throughout my career." Shortly after being elected CWA President in July 1985, Bahr began discussions with Ray Williams, then -VP of Human Resources at AT&T, about a concept to enable telephone company workers to advance their education and improve their lives. Modeled after a UAW-Ford Motor Co. tuition assistance program, Bahr's vision grew to become the Alliance for Employee Growth and Development. The mission of the Alliance, which was jointly owned, managed, and funded from the collective bargaining agreement, was two-fold: 1. To provide educational opportunities for employees to prepare themselves for promotion, and, 2. To enable people to take ownership of their own careers, improve skills and self-esteem. Later, as a result of the break up of AT&T, technology and deregulation, the Alliance became instrumental in helping dislocated workers prepare themselves for continued employment. The Alliance was so successful that it was recognized in 1991, by then-Secretary of Labor Elizabeth Dole. A Department of Labor survey showed that workers who took advantage of the Alliance programs and invested in their education were out of work for a shorter period of time than those who didn't. And, they were re-hired at a higher wage rate. Over 150,000 AT&T employees have participated in the Alliance program since its inception. The Alliance was the beginning of many educational partnerships and programs that Bahr has championed and nurtured throughout his career. These include: Horizons, at SBC's Pacific Bell and Nevada Bell. PATHWAYS, at Qwest which covers 14 states in the Western U.S. Future Link, at Verizon. CWA/BellSouth Employment Security Partnership. Next Step, at Verizon. CWA NETT- CWA's own online learning program. NACTEL - an online learning partnership with CWA, IBEW, Verizon, SBC, Qwest and Citizens/Frontier. "NACTEL was one of the first partnerships of major telecom companies working together with their unions to advance education in our industry. As a result of our experiences with the Alliance, we became aware of the concerns adult learners have and how to make adult learning more successful. We've been able to apply this to NACTEL as well as to the other programs," says Bahr. One of the first considerations to implementing educational programs for adult learners is overcoming employer resistance. "The companies were concerned that if they educated their frontline workers, then the workers would simply leave. But that hasn't been the case." Bahr has attended many graduation ceremonies over the years and continually receives notes and letters from members who have benefited from CWA's education focus. "Their comments, regardless of the school or program, are usually the same: I would never have been able to obtain my degree were it not for this program. I'm very grateful to my employer and the CWA for this opportunity, and I hope I can stay with my employer - but if not, I am in control of my life." This is confirmed by many NACTEL graduates, such as Kelly Walsh, Service Representative and member of CWA Local 1298 who says that "if NACTEL hadn't been available, I couldn't have gone to school otherwise." Shannon Ray Peterson, Systems Technician and member of CWA Local 2109, discovered that managing education, work and family duties was a real balancing act. "As a Systems Tech and a single parent, the NACTEL program was the only way I could take college classes." Shannon wanted to advance his career and eventually work closer to home to take care of his 11-year old. He completed the NACTEL Associate's Degree in 2003. According to Bahr, another consideration, and one that is sometimes hidden, is the fact that worker education supports affirmative action. "NACTEL has a very high level of women taking part in the program - over 40%. That's unheard of in technical training where female participant rates are traditionally closer to 14 to 16%." Because the online program enables workers to schedule their coursework at their convenience, women with children can more easily juggle work, school and taking care of their families. For Valerie Hill, a member of CWA Local 1105, who has two small children in addition to a full-time job, NACTEL's online format was critical to helping her complete her studies while taking care of her family. "I learned a lot and gained a wider knowledge of telecommunications," says Hill. Valerie graduated from Pace with her A.S. degree in Spring 2004. Simply stated, Bahr's vision is this: "Educated, skilled employees make the company more competitive. And that's what we need to combat the drain of jobs to other parts of the globe," says Bahr. He feels that as U.S. businesses face greater and tougher competition from the less expensive labor sources around the world, American companies have to maintain their competitive edge by employing a workforce that is highly trained, highly educated and in the forefront of technological change. "If Corporate America cannot fill its information technology and other skilled jobs with qualified workers, ultimately America's economic competitiveness will suffer." This visionary thinking has made Bahr a recognized leader in workforce development and a strong proponent of lifelong learning over the span of his professional life. And his private life has also been impacted. Each of Bahr's four granddaughters went to college, and at the beginning of their college careers, to "inspire them to greatness," he sent each a copy of his college transcript . . . with a 4.0 index. "They weren't pleased to see that. It meant that if their grandfather could do it, so could they," he says with a smile. And so can anyone. Morton Bahr will be retiring this year after 51 years of service to the Communications Workers of America, to the labor movement and to his fellow citizens. Bahr's efforts have impacted literally thousands of workers who, through his vision and commitment, have been able to achieve their dream of a college education. On their behalf we thank you, Morty, for your good work and we wish you well!