"We're going to move and meet you where we can"

P-I management, in a departure from its past stance, said Wednesday that it’s willing to talk about “effects” issues that would occur in the event of the P-I’s closing.

Management had previously declined to discuss such issues, including payment of COBRA benefits, so as not to increase worries about a possible shutdown. The Guild’s bargaining team argued that employees are already worried about that possibility, and assurances that their health benefits would continue through COBRA would give people peace of mind.

Management negotiator Matt Lynch said that the paper would “see what we can do about” several issues raised by the Guild including:

• COBRA payments
• Assurances that P-I members would be employed if Hearst closes the P-I and buys The Seattle Times.
• Improved severance packages

Management said it would make a counterproposal at the next bargaining session on Monday, July 10, from 1 p.m. to 4 p.m. at a location to be decided. Guild members are encouraged to attend. Another session is scheduled July 13, from 1 p.m. to 5 p.m. in the first-floor conference room.

“We’re going to move and meet you where we can,” Lynch said.

Guild negotiators asked about P-I publisher Roger Oglesby’s provocative comment at a staff meeting on Tuesday. He seemed to suggest that dismissal pay would not be paid in the event of a plant closure.

Guild Administrative Officer Liz Brown called the statement “provocative” and ill-advised. Lynch said the matter was “moot because we’re discussing dismissal pay in the event of a plant closure.” He never explicitly said dismissal pay would be honored.

After a particularly disappointing session last week in which management offered no more money than in its initial proposal, the Guild’s bargaining team – Candace Heckman, Athima Chansanchai, Art Thiel and Kery Murakami – made its own counteroffer. Among the key elements:

• Withdrew its proposal for a $5,000 signing bonus;
• Proposed a retention bonus of eight weeks of pay for all bargaining-unit members who are still employed at the time of the arbitrator’s decision next year if the arbitration decision or any decision by any party that would lead to the closure of the P-I.

(Management had offered six weeks.)

The retention bonus would be taken out of the regular severance due to employees; the balance would be paid if people remained at the paper until closure.

Ordinarily, you get no severance if you leave voluntarily. Under this proposal, people who stay until a negative arbitrator’s decision would get the bonus even if they leave voluntarily.

Lynch wondered if even the eight weeks of pay would be enough of an incentive for people to stay, and said management may instead come back with a different proposal to address retention;

• Proposed increasing severance pay in the event of a closure to three weeks for every year of service, instead of two weeks for every year of service.
• Lynch said management will consider proposing “an enhanced form of dismissal pay.”
• Proposed a payout of the cash equivalent of COBRA costs for one year in the event of closure. Lynch said employers typically do not give the cash equivalent of COBRA costs, but might be willing to make COBRA payments for employees;
• Proposed guaranteed jobs for P-I employees at the Times, should Hearst buy the Times and close the P-I. Lynch said management would be reluctant to make “guarantees” but said, “we’ll see what’s possible.”

P-I management said it’s also willing to deal with the problem some people are having with PTO. Some employees have been denied permission to take PTO, even though they have maxed out on accumulating more time.

“You have a sympathetic ear in that area,” Lynch said.

Additionally, Lynch said management would return with a response to the Guild’s proposal for help finding jobs, like resume writing; the use of P-I facilities for job searches, and letters of recommendations and references in the event the paper closes.

“We’re still apart on some issues, but there’s hope,” Lynch said.