The following is a list of items to which Guild representatives and P-I management have tentatively agreed. A ratification vote will be scheduled soon. Members will receive due notice and be able to review copies of the full contract prior to voting.
Seattle Post-Intelligencer/CWA-Newspaper Guild Local 37082
Publisher Proposal
July 13, 2006
(
Red=deleted language;
blue=inserted language.)The Seattle Post-Intelligencer (“P-I” or “the Publisher”) proposes the following changes to the labor agreement by and between the Publisher and the CWA-Newspaper Guild Local 37082 (“Guild”), expiring on July 21, 2006, as a basis for a new agreement:
1.
Tentative Agreement (TA 7/13/06) Under the
Preamble, revise list of excluded job titles consistent with those described in Attachment A to this proposal.
2.
TA 7/13/06 Under Article XIV –
Job Classifications & Minimum Salaries, increase contract weekly minimum rates of pay by twenty dollars ($20.00) effective July 22, 2006, and another twenty-five dollars ($25.00) effective July 22, 2007. Pay for performance increases were effective May 1, 2006 and supersede weekly minimum rates of pay effective July 22, 2006.
3.
TA 6/2/06 Revise the third sentence of Article XI-
Leaves of Absence, paragraph (B) as follows: “Request for leave shall be submitted at least
sixty (60) thirty (30) days in advance but may be accepted with less notice.”
4.
TA 6/2/06 Revise the second sentence of Article XI-Leaves of Absence, paragraph (B)(4) as follows: “An employee shall be entitled to take an unpaid leave of absence for childbirth
or adoption for a reasonable length of time and thereafter return to her/his job.”
5. Under Article XVI, paragraph (A)(4), increase split days off premium to forty dollars ($40.00).
6.
TA 6/2/06 Delete Memorandum of Understanding on compensatory time off and create a NEW Article XVI(J):
“It is understood at the employee’s request and with agreement by the Publisher, compensatory time at time and one-half may be taken during the work week in lieu of compensation for overtime in cash.”7.
TA 6/2/06 Under Article XIX, paragraph (O), add “
domestic partner of either sex” and “
any relative who regularly lived with the employee” to the definition of “immediate family.”
8.
TA 7/10/06 Change Article VIII (C) as follows: “No deductions for sick leave shall be made from overtime or
vacation Paid Time Off credited or to be credited to the employee.”
9.
TA 7/10/06 Change Article XV (B) as follows: “It is agreed that the Publisher and the Guild have heretofore agreed on the job classifications of all present employees covered by the contract, both as to type of work in all jobs and years of experience in such jobs of said employees for
the term of the contract period July 22, 2000 and July 21, 2006.
10.
TA 7/10/06 Article XVIII (C), change the first sentence to “The Pacific Northwest Newspaper Guild,
Communications Workers of America Local 37082, agrees that before it authorizes its members to refuse to cross a picket line to be established in the manner described above, it shall give the Publisher twenty-four (24) hours’ written notice, exclusive of Saturdays, Sundays and holidays.”
11.
TA 7/10/06 Job Share MOU paragraph 9, change the first sentence to “This agreement shall take effect upon signing by the parties and remain in effect until July 21,
2006 2008 unless terminated by either party by one hundred twenty (120) days written notice.”
12.
TA 7/10/06 Editorial Board MOU. Change the first sentence as follows: “This will confirm that Editorial Board employees David Horsey and
Joe Copeland the yet to be named individual to be hired into the vacancy in existence as of the date of signing of this Agreement will be excluded from the bargaining unit as managerial employees.”
13. Memorandum of Understanding - Termination Pay and the Effects of the Cessation of P-I Operations.
If, and only if, the outcome of Case No. 03-2-23950-0 SEA (King County Superior Court) results in a decision by The Hearst Corporation to cease newspaper publishing operations, this memorandum of understanding will supersede and replace Article 6 –
Dismissal Pay and will comprehensively address the negotiated effects of any cessation of P-I newspaper publishing operations. The Publisher and the Guild agree that Article 6 –
Dismissal Pay, this MOU and any other current or potential subject(s) of effects bargaining resulting from the decision to cease P-I newspaper publishing operations following the outcome of Case No. 03-2-23950-0 will not be subject to further negotiation or renegotiation, unless the parties agree otherwise in writing. These terms constitute minimum terms; the Publisher reserves the right to exceed these terms individually or collectively in its discretion. This Agreement shall terminate on December 31, 2009.
(1)
Termination Pay. Each regular full-time and part-time employee on the active payroll of the P-I on its last day of newspaper publishing operations who suffers an involuntary loss of employment of any length or duration resulting from the cessation of newspaper publishing operations shall receive termination pay as calculated under the schedule in Attachment B. Such payments will occur in lump sum form (less required withholdings) as soon as practical, or within sixty (60) calendar days, after the cessation of P-I newspaper publishing operations.
Upon termination, employees eligible for termination pay shall receive in writing a statement of how much pay they shall receive.
An employee will be ineligible for termination pay if, on or before the date of cessation of newspaper publishing operations, he or she (1) accepts an offer of comparable employment at another Hearst property, (2) is offered comparable employment by a Hearst property that does not increase the employee’s daily round-trip commute by more than fifty (50) highway miles, or (3) is offered comparable employment by a successor owner of the P-I. A position is not comparable if the rate of pay at the time of the offer is more than ten percent (10%) less than the employee’s regular weekly salary as defined in Attachment B, paragraph B.
Payments under Article XX – Alternate Benefits Severance Plan shall be in lieu of termination pay under this Agreement.
The Publisher believes the most effective employee retention efforts are those customized to the individual needs and concerns of the employee and employer, and it will continue to address individual retention issues on a case-by-case basis.
(2)
Publisher-paid COBRA. The Publisher agrees to pay COBRA premiums on behalf of individual employees for a period of six (6) months following cessation of P-I newspaper publishing operations. The Publisher will pay premiums directly to the insurance carrier. Premiums will be paid at the level of coverage for which the employee was enrolled upon cessation of P-I operations (employees may have to switch plans to make it possible for them to receive access to COBRA coverage). For an employee to have premiums paid on her/his behalf, the employee must not be covered under any other group insurance program for those six (6) months. The period for which the Publisher pays COBRA premiums will be counted among the eighteen (18) months generally allowed under COBRA regulations.
(3)
Outplacement assistance. The Publisher will provide onsite outplacement services through a third-party provider who will assist employees in matters including resume preparation, interview techniques and general job search recommendations.
(4)
Notice of employment opportunities at other Hearst newspapers. Prior to closing, the Publisher will inform employees of job openings at other Hearst newspaper properties and will provide employees with contact information at those properties.
(5)
Letters of Recommendation and References. The Publisher agrees to provide, upon request, letters of recommendation for employees to use in job searches, and to provide contact information for company managers for purposes of securing employment references.
14. Bargaining understanding regarding the administration of Paid Time Off (PTO). During the course of negotiations, the Guild advised the Publisher of employee concerns regarding the difficulties of scheduling PTO for some employees. The Publisher agrees to take steps with management to ensure employees will be able to take time off under the PTO policy. As part of this commitment, each month the Publisher will notify any employee who is within forty (40) hours of the PTO cap.
15. Under Article XXIII,
Term, revise paragraph (A) to reflect a contract term of two (2) years running from July 22, 2006 to July 21, 2008.
The Publisher proposes the following items conditioned upon the Guild negotiating committee recommending this settlement offer:
a. For inclusion in the Memorandum of Understanding – Termination Pay and the Effects of the Cessation of P-I Operations:
It is understood and agreed that Article VI –
Dismissal Pay will apply should employees suffer an involuntary loss of employment resulting from a decision by The Hearst Corporation to cease P-I newspaper publishing operations for reasons unrelated to the outcome of Case No. 03-2-23950-0-SEA (King County Superior Court).
b. Increase night-shift differential from $1.00 to $2.00.
Attachment AExcluded Positions
Positions:
Blue = new.
Red = delete.
Preamble
Resident Controller
Executive Editor
Managing Editor
Deputy Managing EditorsMetro EditorEditorial Page Editor
News Editors
Systems EditorsSports Editor
sGeneral Accounting & Facilities Manager
Promotion Manager
Copy Desk Chief
s NewsCopy Desk Chief LifestyleCopy Desk Chief SportsAssigning EditorsBusiness Editor
Asst. Business Editor
News Editor – SportsFocus Editor
Asst. Metro EditorsAsst. Managing Editors
Graphics
& Design Editor
Photo Editor
Asst. Photo Editors
Arts & Entertainment EditorReader
s Representative
Senior Editor
Associate Editor
Head Librarian
Asst. Sports Editor
National/Foreign EditorArt DirectorLifestyle Editors
Associate Publisher
Confidential employees
Article 19 (H) – Confidential Administrative Assistants to:
Publisher
Executive Editor
Managing Editor
Associate Editor
Business Manager
Resident Controller
Memorandum of Understanding – Excluded by name:
David Horsey
Joe Copeland (the “employee to be named later”)
Attachment BTermination-pay schedule. With CBA Dismissal Pay (regular severance) for comparison.
Years of Service .............. Termination Pay ..............CBA Dismissal Pay
0 to 3 years ..............13 weeks ..............None
3 to 3.5 years ..............13 weeks ..............7 weeks
3.5 to 4 years ..............13 weeks ..............8 weeks
4 to 4.5 years ..............13 weeks ..............9 weeks
4.5 to 5 years ..............13 weeks ..............10 weeks
5 to 5.5 years ..............13 weeks ..............11 weeks
5.5 to 6 years ..............14 weeks ..............12 weeks
6 to 6.5 years ..............15 weeks ..............13 weeks
6.5 to 7 years ..............16 weeks ..............14 weeks
7 to 7.5 years ..............17 weeks ..............15 weeks
7.5 to 8 years ..............18 weeks ..............16 weeks
8 to 8.5 years ..............19 weeks ..............17 weeks
8.5 to 9 years ..............20 weeks ..............18 weeks
9 to 9.5 years ..............21 weeks ..............19 weeks
9.5 to 10 years ..............22 weeks ..............20 weeks
10 to 10.5 years ..............23 weeks ..............21 weeks
10.5 to 11 years ..............24 weeks ..............22 weeks
11 to 11.5 years ..............25 weeks ..............23 weeks
11.5 to 12 years ..............26 weeks ..............24 weeks
12 to 12.5 years ..............27 weeks ..............25 weeks
12.5 to 13 years ..............28 weeks ..............26 weeks
13 to 13.5 years ..............29 weeks ..............27 weeks
13.5 to 14 years ..............30 weeks ..............28 weeks
14 to 14.5 years ..............31 weeks ..............29 weeks
14.5 to 15 years ..............32 weeks ..............30 weeks
15 to 15.5 years ..............33 weeks ..............31 weeks
15.5 to 16 years ..............34 weeks ..............32 weeks
16 to 16.5 years ..............35 weeks ..............33 weeks
16.5 to 17 years ..............36 weeks ..............34 weeks
17 to 17.5 years ..............37 weeks ..............35 weeks
17.5 to 18 years ..............38 weeks ..............36 weeks
18 to 18.5 years ..............39 weeks ..............37 weeks
18.5 to 19 years ..............40 weeks ..............38 weeks
19 to 19.5 years ..............41 weeks ..............39 weeks
19.5 to 20 years ..............42 weeks ..............40 weeks
20 to 20.5 years ..............43 weeks ..............41 weeks
20.5 to 21 years ..............44 weeks ..............42 weeks
21 to 21.5 years ..............45 weeks ..............43 weeks
21.5 to 22 years ..............46 weeks ..............44 weeks
22 to 22.5 years ..............47 weeks ..............45 weeks
22.5 to 23 years ..............48 weeks ..............46 weeks
23 to 23.5 years ..............49 weeks ..............47 weeks
23.5 to 24 years ..............50 weeks ..............48 weeks
24 to 24.5 years ..............51 weeks ..............49 weeks
24.5 to 25 years ..............52 weeks ..............50 weeks
25 to 25.5 years ..............53 weeks ..............51 weeks
25.5 to 26 years ..............54 weeks ..............52 weeks
26 to 26.5 years .............. 55 weeks ..............53 weeks
26.5 to 27 years ..............56 weeks ..............54 weeks
27 to 27.5 years ..............57 weeks ..............55 weeks
27.5 to 28 years ..............58 weeks ..............56 weeks
28 to 28.5 years .............. 59 weeks ..............57 weeks
28.5 to 29 years ..............60 weeks ..............58 weeks
29 to 29.5 years ..............61 weeks ..............59 weeks
29.5 to 30 years ..............62 weeks ..............60 weeks
30 to 30.5 years ..............63 weeks ..............61 weeks
30.5 yrs. & over ..............64 weeks ..............62 weeks
(A) From the termination pay, the Publisher shall deduct any levy or tax to which the employee is subject under local, state or federal legislation.
(B) Termination pay shall be computed at the regular weekly salary (exclusive of overtime, bonuses, shift differential pay, and payments for special work) for the last full week of employment prior to discharge. The years of continuous and uninterrupted employment provided herein shall mean the total consecutive and uninterrupted years of service with any Hearst newspaper, provided dismissal pay has not been previously paid, and provided that breaks in service with the Seattle Post-Intelligencer and breaks in service of not more than six (6) months with any Hearst newspaper, when occasioned by a discharge for reasons for which the employee was not responsible, shall not be regarded as an interruption in service.
