That awful Guild contract
Voting is Tuesday on the draconian proposed contract for the Indianapolis Newspaper Guild. The contract might as well have been written by Gannett, because everything favors the company, and nothing is good for employees of the Indianapolis Star.
Following is a summary of the issue provided by the Guild, along with a list of frequently asked questions and answers:
"From: Indy NewsGuild70 [mailto:email@example.com]
Sent: Tuesday, August 18, 2009 7:53 PM
To: Annis, Robert; Carpenter, DuJuan; Halladay, Sylvia; Jackson, Michael;
Ooley, Geoff; Pointer, Michael; Rudavsky, Shari; Ryckaert, Vic; Schmitz, Jay;
Spalding, Tom; Tuohy, John; Wolf, Judy; Yates, Adam
Subject: * E-inkling *CONFIDENTIAL * FAQ on the Aug. 25 vote; absentee
request deadline is Friday; last Q&A is Aug. 23 *
Greetings to all Indy News Guild members:
TIMELINE: The vote on a contract is coming up! If you want to vote absentee,
the deadline to request a ballot to mail is THIS Friday, August 21. And don't
forget the second of our informational Q&As, set for 2-4 p.m. Sunday, Aug. 23
at the Musicians Hall. The vote will be held from 12 p.m. to 6 p.m. Tuesday,
THE DEAL: The Guild negotiations committee, after nearly 10 months of
off-and-on contract talks, reached a tentative agreement on a two-year
contract that we agreed to take to duespayers for a vote on Aug. 25.
It is important to emphasize that we feel that it is the "best deal"
that could be reached at this time. It isn't a great package, but it's the
one that does the least amount of damage.
WHAT IS THE DEAL?: It's a counter-proposal to the company's harsh "last, best
and final offer" issued by Gannett to the Guild on July 15 following our 97-9
"no" vote on June 30. This deal was forged by the Guild's negotiating
committee with guidance from the federal mediator who attended negotiating
sessions Aug. 6 and 7.
RAMIFICATIONS IF YOU VOTE "YES":
+ Permanent pay cut of 10 percent beginning Aug. 30 for all
Guild-represented employees. Employees whose pay would drop below the federal
minimum wage with a 10 percent pay cut will be reduced only to the federal
+ A wage freeze; no pay increases for the term of the contract (two
years from date of signing.)
+ Minimum rates of pay steps remain in the contract but are reduced 10
percent and go "dormant" until 2011. Employees in the steps will not receive
their automatic step increases during the term of the contract.
+ Merit pool language remains in the contract but goes dormant. No
merit pay increases for Guild-represented employees for the term of the
+ Regarding advertorial content, this deal adds language to allow the
Publisher flexibility to assign Guild members "traditional and
non-traditional tasks" and requires the Publisher to "be cognizant of and
sensitive to its policy relating to ethics and conflicts of interest."
+ In the event of layoffs, the company will consider seniority rights
first in regard to staff reductions. In addition, individual skills and
abilities and an employee's performance and disciplinary history will be
considered. The Guild gives up the right to grieve or seek arbitration on
individual layoffs, but we do have the right to grieve and arbitrate if the
company ignores seniority or fails to use the criteria properly overall.
+ Three positions currently covered by the Guild contract
(Graphics/Design: Day Design Editor, Night Design Editor; Digital
Central: Calendar Editor) become exempt from all provisions of the contract.
+ 10 positions become exempt from the overtime provision but still are
covered by all other provisions of the contract (Cartoonist, Sports
Columnist, Public Service Columnist, Conversations Central Columnist, On The
Town Columnist, IU Sports Beat, Motor Sports Beat, Pacers Beat, Colts Beat,
Sports Special Projects Beat.)
+ On roundtrips of 100 miles or more, if an employee requests to use
his/her own car rather than a company vehicle, the company will reimburse for
actual fuel expenses only rather than the company's fixed mileage rate.
+ The paraprofessional job designation will cover calendar clerks,
production liaisons and similar positions. Paraprofessionals may write
stories of an uncomplicated nature.
+ Changes the length of time the company has to give another day off
to employees whose regular day off falls on a holiday from two weeks to any
day during the week of the holiday or the following 21 days.
In addition to these contract changes, the arbitration on behalf of seven
members laid off in December, 2008, will be settled with each of the seven
receiving a confidential monetary settlement from the company. The company
has agreed to allow the grievances relating to the most recent layoffs in
July to proceed. We are disclosing this amount in our information sessions,
but not publicly.
All other provisions of the current contract are unchanged -- including such
rights as requesting that you pull a byline off y
RAMIFICATIONS IF YOU VOTE "NO" -- READ CAREFULLY!
If the Guild membership rejects the contract proposal, the Guild's
arbitration on behalf of seven employees laid off in December would continue.
However, this is what the company could do if the contract proposal is
The company could issue the same Last, Best and Final (LBF) offer as we saw
on July 15. The company probably would not be willing to negotiate many (if
any) changes to this proposal. If that LBF proposal is rejected or if we
don't agree to the LBF, they could claim impasse at that time and issue new
work rules based on the LBF. These could include any or all of the following:
+ Company could make permanent pay cut of up to 12 percent for all
Guild-represented employees beginning when the work rules are issued.
Employees whose pay would drop below the federal minimum wage with a
12 percent pay cut could be reduced only to the federal minimum wage.
+ The company could issue work rules that include the outsourcing
language in this last, best and final offer. The language states: "The
Employer shall also have the right to transfer work to employees, firms or
companies outside the Employer, provided that 30 days advance notice is given
to the Union and the Union is given the opportunity to discuss the transfer
during such period. At the end of the 30 day notice/discussion period, the
Employer may effectuate the transfer of work."
+ New work rules could put pay freeze in effect and stipulate any
future pay increases would be solely at the discretion of the company and
+ Minimum rates of pay steps could remain, but employees would not
receive step increases.
+ Merit pool language that outlines rules for merit pay increases
could be eliminated rather than simply going dormant for the term of the
+ Section on previous experience being used to determine an employee's
pay classifications could be eliminated.
+ Company could issue work rules that allow employees to be removed
from their jobs and given a lower paying position at the discretion of the
+ Regarding advertorial content, the company could issue language
allowing the Publisher flexibility to assign Guild members "traditional and
non-traditional tasks." Requires the Publisher to "be cognizant of and
sensitive to its policy relating to ethics and conflicts of interest." [this
is the same as a "yes" vote]
+ In the event of layoffs, the company's LBF would not require
seniority to be considered first in regard to staff reductions. The rules
could say seniority, individual skills and abilities and an employee's
performance and disciplinary history would be considered in no particular
order. The Guild would not be able to grieve or seek arbitration on
individual layoffs, but could grieve and arbitrate the failure to follow the
A likely variation of scenario 1 is that the company could give us a LBF that
is worse than the one they gave us on July 15. It could include a larger pay
cut (the company sought a 15 percent pay cut during negotiations in April)
and other regressions. If this LBF is rejected, the result would be the same:
the company could declare impasse and issue new work rules based on this
Q: What happens if we go to impasse?
A: Impasse is a situation where neither party is willing to make any more
moves toward the other party's position. The company is not likely to move
much, if at all, from this point forward. By issuing a LBF proposal, the
company positions itself so it can make revisions but doesn't have to. We can
only forestall impasse by making a series of moves in their direction, but
that can only go on for a short period before we either have to agree to
their package, or tell them we have no more moves to make.
Q: What the Guild would do if that happened?
A: Our position is very likely going to be that impasse was reached
prematurely, given our history of bargaining for much longer periods than
seven months and considering that we didn't thoroughly discuss all of the new
proposals that were included in the company's LBF. We would seek to obtain
all relevant information about whatever offer is on the table. That would
forestall impasse for a short period but most likely will simply set up a
legal fight over whether that information is relevant or not. If the company
says it is not relevant and proceeds to impasse, we would of course file
Unfair Labor Practice charges, but the charges will take some time to
litigate. In the meantime, the company may proceed as if the impasse is
legitimate and post new working conditions based on its LBF.
Q: What are "Posted working conditions?"
A: The company can choose to impose any or all of its LBF if impasse is
reached. It does not have to impose all of it. Therefore, we are unlikely to
see things imposed that are beneficial to us. More likely, they will stick us
with things like the wage cuts (probably 12% or more, not 10%), the
advertorial language, weekly OT instead of daily OT, and the like. It is
likely the outsourcing and a weaker seniority/layoff provision would also be
in the mix. If we are at impasse, the arbitration will proceed, but
Guild-represented employees will be working under worse conditions. And we
would not be able to arbitrate any future grievances that might develop under
those posted conditions.
Q: What would happen after impasse and posted working conditions?
A: The Guild would have to get the company to come back to the bargaining
table to negotiate a fair contract. Individual members should be prepared for
a long fight. As points of reference, the Guild in Dayton (a Cox newspaper)
has been working under posted conditions for more than two years. The Guild
in Albany (a Hearst paper) went to impasse earlier this year. The Guild in
Rochester (a Gannett paper) went more than 14 years without a contract before
reaching an agreement last year.
To fight impasse, members must be prepared to participate in a series of
visible actions inside and outside of the paper to put pressure on
management. In addition, members would have to be ready for the likelihood
that the Guild would have to initiate some kind of economic pressure (meaning
boycotts or even strike) in order to get the company back to the table. None
of those things can be done without membership support.
Other questions you might have
Q) What is the local's position on the proposal - vote for it or against it?
A) It must be made clear that the committee believes that this is the best
deal that can be had. The committee did not take a position on whether
members should vote yes or no. It is up to each member to decide whether to
accept the contract and settle the arbitration on behalf of seven Guild
members laid off in December, or reject the contract and continue the
Q) What is the difference in a 10% voluntary pay cut versus a 12% involuntary
A) 2 percent over two year's time should come out to a little under $400,000
that we were able to keep for the people on our side, in getting the pay cut
from 12 percent to 10 percent.
Q) What does the international think of this deal?
A) The contracts committee of The Newspaper Guild has reviewed the
Indianapolis Guild's tentative contract agreement with the company and
recommends approval for a ratification vote by the membership. The
leadership, they say, told us we should be commended on holding the line on
its positions which resulted in a better agreement than either the April TA,
the company's July final or what could have been imposed had the parties
reached impasse. By faithfully trying to negotiate since late winter, we
stalled by 5 months a double-digit wage cut.
Q) If I have a performance evaluation tied to my hire date, can the company
not give me a raise if the contract passes?
A) The contract goes into effect Aug. 30, so any reviews prior to that date
must be honored.
Q) What if the vote is no?
A) The Indy Guild will continue to fight on your behalf and try to convince
the company to negotiate a fairer deal."
Comments are closed.
- Sep 2016
- May 2016
- Apr 2016
- Aug 2015
- Jul 2015
- May 2015
- Mar 2015
- Oct 2014
- Sep 2014
- Aug 2014
- Jun 2014
- May 2014
- Apr 2014
- Mar 2014
- Feb 2014
- Jan 2014
- Dec 2013
- Nov 2013
- Sep 2013
- Aug 2013
- Jul 2013
- Jun 2013
- May 2013
- Apr 2013
- Mar 2013
- Feb 2013
- Jan 2013
- Dec 2012
- Nov 2012
- Oct 2012
- Sep 2012
- Aug 2012
- Jul 2012
- Jun 2012
- May 2012
- Apr 2012
- Mar 2012
- Feb 2012
- Jan 2012
- Dec 2011
- Nov 2011
- Oct 2011
- Sep 2011
- Aug 2011
- Jul 2011
- Jun 2011
- May 2011
- Apr 2011
- Mar 2011
- Feb 2011
- Jan 2011
- Dec 2010
- Nov 2010
- Oct 2010
- Sep 2010
- Aug 2010
- Jul 2010
- Jun 2010
- May 2010
- Apr 2010
- Mar 2010
- Feb 2010
- Jan 2010
- Dec 2009
- Nov 2009
- Oct 2009
- Sep 2009
- Aug 2009
- Jul 2009
- Jun 2009
- May 2009
- Apr 2009
- Mar 2009
- Feb 2009
- Jan 2009
- Dec 2008
- Nov 2008
- Oct 2008
- Sep 2008
- Aug 2008
- Jul 2008
- Jun 2008
- May 2008
- Apr 2008
- Mar 2008
- Feb 2008
- Jan 2008
- Dec 2007
- Nov 2007
- Oct 2007
- Sep 2007
- Aug 2007
- Jul 2007
- Jun 2007
- May 2007
- Apr 2007
- Mar 2007
- Feb 2007
- Jan 2007
- Dec 2006
- Nov 2006
- Oct 2006
- Sep 2006
- Aug 2006
- Jul 2006