AGREEMENT
Agreement is made and entered into at Pittsburgh,
PA this first day of January 2007, by and between the PG Publishing
Company, a Corporation publishing the Pittsburgh Post-Gazette,
hereinafter known as the Company, and The Newspaper Guild of Pittsburgh,
a local chartered by The Newspaper Guild/Communications Workers of
America, hereinafter known as the Guild.
Witnesseth: In consideration of the
mutual covenants set forth the Company and the Guild agree as follows:
A. During the period of this Agreement the
Company recognizes the Guild as the sole collective bargaining agency,
for itself and on behalf of all employees of the Company in the:
EDITORIAL DEPARTMENT
and in all sub-divisions of the above mentioned
departments, excluding those employees provided for in other existing
Union Agreements.
B. Except such employees as are otherwise
specifically provided for, all the conditions and benefits contained in
this Agreement shall apply to all employees who now are or hereafter may
be employed by the Company as set forth in Paragraph “A” above.
Entirely excepted from the provisions of this Agreement are the
following positions:
Publishers and Associate Publishers
Excepted from all provisions except Article XIX,
Paragraph 12, of this Agreement, are the following Positions
Publisher and Editor-in-Chief, Executive Editor,
Editor (1), Editor of the Editorial Page, Managing Editor (1), Deputy
Managing Editor, Deputy Editorial Page Editor, Assistant Managing
Editor, City Editor (1), Sports Editor (1), Sunday Editor, Technology
Systems Editor, Business Editor, Night Operations Manager, Seen Editor,
Associate Editor of Opinion Pages, Editorial Cartoonist, and
Confidential Secretaries.
In no event will the number of employees excluded
from the Agreement be more than 25 percent of the total of full-time
equivalent employees represented by the Guild. For example, if
there are 140 full-time equivalent Guild employees the company may have
35 employees excluded, provided that they qualify as management
personnel.
Also, no person under Guild jurisdiction will be
arbitrarily named as a manager (excluded from the Agreement).
C. The kind of work either normally, or presently,
performed within the unit covered by this Agreement and other work
assigned to be performed within said unit, or work which replaces or
displaces such work, is recognized as the jurisdiction of the Guild, and
performance of such work shall be assigned to employees within the
Guild's jurisdiction.
Exempt employees can do bargaining unit work as performed in the past
and/or similar work that may result from the introduction of new print,
electronic or other products and as operationally necessary.
Performance of such exempt work will not displace bargaining unit
employees.
D. The Guild recognizes that stringers will
continue to be utilized by the Post-Gazette to fulfill its obligation to
report the news according to the following guidelines:
1. Stringers who answer phones for sports will
continue to use Company-owned equipment to input statistics, scores or
other noncreative material.
2. If the Company deems it necessary that
stringers, with the exception of those covered under Paragraph 1 above,
must work in the office, they will be considered part-time employees
covered under Articles I, II and VI of this Agreement.
3. The amount of money paid to stringers is based
on a percentage of the annual Guild payroll. Effective January 1,
2007, the maximum will be 10 percent of the annual Guild payroll. If the
amount of stringer annual expenses should exceed the percentage outlined
above, the company will match this excess with a payment into the Guild
Pension Fund or other similar vehicle. This percentage may be changed by
mutual agreement to meet operational needs.
4.
Community Journalism Initiative
Recognizing the need to develop additional sources
of revenue with electronic and print products, and to expand
Post-Gazette readership, the Company agrees to work with the Guild in
developing a community journalism initiative.
Such products or enterprises may be paid or unpaid
content from independent contractors, freelance journalists,
photographers and videographers, as well as institutions, government
agencies and community organizations.
The company may continue to obtain content from
commercial vendors, including, but not limited to, traffic and weather
reports, maps, event calendars, dining guides, financial data and sports
statistics.
It is understood that such work will be under the
supervision of the Post-Gazette through bargaining unit and exempt
editors and is not intended to displace bargaining unit work.
ARTICLE I
Guild Shop
1. The Company shall require as a condition
of employment of an employee that he be and remain a member of the Guild
in good standing no later than the 30th day following either (1) the
date of the first Guild Shop Agreement legally enforceable under the
Labor Management Relations Act, or (2) the date of hiring, whichever is
later.
2. There shall be no discharge of or other
discrimination against any employee because of his membership or
activity in the Guild. There shall be no interference or attempt
to interfere with the operation of the Guild.
3. If any Guild member shall lose good
standing by falling one (1) month in arrears in Guild dues including
assessments, the Company shall, upon formal notice from the Guild,
discharge said employee.
4. The Guild agrees that it will admit to
membership and retain in membership any employee qualified according to
the Constitution of the Newspaper Guild and the by-laws of the Local
Guild.
5. The Company shall furnish the Guild
president and treasurer in writing within one week of employment or
transfer into Guild jurisdiction the following information:
(a) Name, address, minority group, sex, date of
birth and Social Security number.
(b) Date of hire.
(c) Classification.
(d) Experience rating and experience anniversary
date.
(e) Salary.
When the person hired or transferred is a
replacement for an employee entering the military service, the name of
the person whom he is replacing is to be furnished.
6. Any employee who is discharged under the
provisions of Section 1 and 3 shall receive no dismissal pay.
7. Discharges under this Article shall not be
subject to review by the Board of Arbitration.
ARTICLE II
Checkoff
1. Upon an employee's voluntary written
assignment, the Company shall deduct weekly from the earnings of such
employee and pay to the Guild, not later than the 15th day of each
month, all membership dues including assessments levied by the Guild for
the current month. Such membership dues including assessments
shall be deducted from the employee's earnings in accordance with a
schedule furnished the Company by the Guild on the first day of each
month. An employee's voluntary written assignment shall remain in
effect in accordance with the terms of such assignment.
2. The Company shall notify the Guild of any
changes in classification salary or step-up in years of experience
within one week of the date change becomes effective.
3. The checkoff assignment shall be made upon
the following form:
ASSIGNMENT AND AUTHORIZATION
TO CHECKOFF GUILD MEMBERSHIP DUES
INCLUDING ASSESSMENT
To: P G PUBLISHING COMPANY
and/or
ASSIGNS, EMPLOYER
I hereby assign to the Newspaper Guild of
Pittsburgh, and authorize the Company to deduct from any salary earned
or to be earned by me as his employee, an amount equal to all my Guild
membership dues including assessments, as certified by the Treasurer of
the Newspaper Guild of Pittsburgh, for each calendar month following the
date of this assignment.
I further authorize and request the Company to
remit the amount deducted to the Newspaper Guild of Pittsburgh not later
than the 15th day of that month.
This assignment and authorization shall remain in
effect until revoked by me, but shall be irrevocable for a period of one
year from the date appearing below or until termination of the
collective bargaining Agreement between yourself and the Guild,
whichever occurs sooner. I further agree and direct that this
assignment and authorization shall be continued automatically and shall
be irrevocable for successive periods of one year each or for the period
of each succeeding applicable collective Agreement between the Company
and the Guild, whichever period shall be shorter, unless written notice
of its revocation is given by me to the Company and the Guild by
registered mail not more than thirty (30) days and not less than fifteen
(15) days prior to the expiration of each period of one year, or of each
applicable collective Agreement between the Company and the Guild,
whichever occurs sooner. Such notice of revocation shall become
effective for the calendar month following the calendar month in which
the Company receives it.
This assignment and authorization supersedes all
previous agreements and authorizations heretofore given by me in
relation to my Guild membership dues including assessment.
Employee's
Signature_______________________________________________________
Date_______________________________________
Indemnification of Company. The Union shall
defend, indemnify, and save the Company harmless against any and all
claims, demands, suits, grievances, or other liability (including
attorneys’ fees incurred by the Company) that arise out of or by reason
of actions taken by the Company pursuant to Article II.
ARTICLE III
Classifications, Wages and
Schedules of Minimums
Employees shall be paid weekly not less than the
following wages in these classifications:
EDITORIAL DEPARTMENT
Provides original content for print and electronic
publications and products.
|
Content Providers
Reporters, photographers,artists,
critics,columnists, editorial writers
|
Effective 1/1/2007
wage
|
1st 6mo.
901.00
|
2nd 6 mo
924.00
|
3rd 6 mo.
1058.00
|
3rd year
1105.00
|
4th year
1135.00
|
5th year
1172.36
|
|
|
2% pension |
18.02 |
18.48 |
21.16 |
22.10 |
22.70 |
23.45 |
|
|
5% health |
45.05 |
46.20 |
48.08 |
48.08 |
48.08 |
48.08 |
|
|
|
|
|
|
|
|
|
|
|
Adjusted wages |
837.93 |
859.32 |
988.76 |
1034.82 |
1064.22 |
1100.83 |
Edits and produces original content for print and
electronic publications, products, and slot.
|
Content Editors/Producers
Copy Editors, Copy Editor/Page Designer, Page
Designer, Online Editor/Producer, Copy Readers, Slot |
Effective 1/1/2007
wage
|
1st 6 mos.
913.00 |
2nd 6 mos.
987.00 |
2nd year
1097.00 |
3rd year
1145.00 |
4th year
1186.96
|
|
|
2% pension |
18.26 |
19.74 |
21.94 |
22.90 |
23.74 |
|
|
5%heatlhcare |
45.65 |
48.08 |
48.08 |
48.08 |
48.08 |
|
|
Adjusted wages |
849.09 |
919.18 |
1026.98 |
1074.02 |
1115.14 |
Assigns work to content providers and content
editors/producers and edit and produce content as necessary.
|
Assignment Editors
|
1/1/2007 |
3rd year |
4th year |
5th year |
|
Features Editor, Book Editor, News Editor, |
Wage
2% pension |
1125.00
22.50 |
1145.00
22.90 |
1203.68
24.07 |
|
Art Director, Features |
5% Healthcare |
48.08 |
48.08 |
48.08 |
|
Design Director, Op-Ed Editor, Associate
Editor, Bureau Chief, |
Adjusted wages |
1054.42 |
1074.02 |
1131.53 |
|
Local News Editors, Lifestyle Editor, Copy Desk
Chief, Weekend Editor, Asst. Sports Editor, Science/Health Editor,
Investigations Editor, Television Editor, Film Editor |
|
|
|
|
|
Travel Editor, Outdoors |
|
|
|
|
|
Editor, Photo Editors,
Food Editor, A&E editor |
|
|
|
|
|
|
|
|
|
|
|
Librarian |
1/1/2007 |
1st year |
2nd year |
3rd year |
|
|
wage |
892.00 |
906.00 |
922.00 |
|
|
2% pension |
17.84 |
18.12 |
18.44 |
|
|
5% Healthcare |
44.60 |
45.30 |
46.10 |
|
|
Adjusted wages |
829.56 |
842.58 |
857.46 |
|
|
|
|
|
|
Provides newsroom, library and photo support as
necessary.
|
News Assistant |
1/1/2007 |
1st year |
2nd year |
3rd year |
4th year |
|
Image Tech |
|
|
|
|
|
|
(4th year applies |
wage |
747.00 |
767.00 |
787.00 |
837.00 |
|
only to Image |
2% pension |
14.94 |
15.34 |
15.74 |
16.74 |
|
Tech), Photo Operations Manager (+150/wk),
Information Specialists I & II |
5% Healthcare
Adjusted wages |
37.35
694.71 |
38.35
713.31 |
39.35
731.91 |
41.85
778.41 |
Provides newsroom support as necessary
|
Editorial Clerks |
1/1/2007 |
1st year |
2nd year |
3rd year |
4th year |
|
Administrative |
wage |
670.00 |
688.00 |
703.00 |
712.00 |
|
|
2% pension |
13.40 |
13.76 |
14.06 |
14.24 |
|
|
5% Healthcare |
33.50 |
34.40 |
35.15 |
35.60 |
|
|
Adjusted wages |
623.10 |
639.84 |
653.79 |
662.16 |
|
|
|
|
|
|
|
Provides newsroom support as necessary
|
Copy Messengers |
1/1/2007 |
1st year |
2nd year |
3rd year |
4th year |
|
|
wage |
561.00 |
566.00 |
571.00 |
576.00 |
|
|
2% pension |
11.22 |
11.32 |
11.42 |
11.52 |
|
|
5% Healthcare |
28.05 |
28.30 |
28.55 |
28.80 |
|
|
Adjusted wages |
521.73 |
526.38 |
531.03 |
535.68 |
|
|
|
|
|
|
|
Performs various newsroom assignments as
necessary
|
Two-Year |
Effective Date |
|
|
Associates |
1/1/2007 |
|
|
|
wage |
570.00 |
|
|
2% pension |
11.40 |
|
|
5% Healthcare |
28.50 |
|
|
Adjusted wages |
530.10 |
|
|
|
|
Performs various newsroom assignments as necessary
|
3-Month Interns |
1/1/2007 |
1st internship |
2nd |
3rd |
|
|
wage |
512.00 |
527.00 |
542.00 |
|
|
2% pension |
10.24 |
10.54 |
10.84 |
|
|
5% Healthcare |
25.60 |
26.35 |
27.10 |
|
|
Adjusted wages |
476.16 |
490.11 |
504.06 |
COST OF LIVING INCREASE
The provisions in this Cost of Living clause are
suspended for the life of the current contract.
A. In addition to the basic rates of pay
specified in this Agreement, all employees covered by this Agreement
shall be paid a cost-of-living allowance to be determined and
redetermined on the basis of the Consumer Price Index, City of
Pittsburgh, Urban Wage Earners and Clerical Workers (CPI-W 1982-1984
Base), published by the Bureau of Labor Statistics, U.S. Department of
Labor, as follows:
1. If for the period November 1, 2006,
through April 30, 2007, the aforesaid Index rises more than 6%, then
additional wages shall be paid effective the first payroll period after
May 1, 2007.
2. If for the period November 1, 2006,
through October 31, 2007, the aforesaid Index rises more than 6%, then
additional wages shall be paid effective the first payroll period after
November 1, 2007.
3. If for the period November 1, 2007,
through April 30, 2008, the aforesaid Index rises more than 6%, then
additional wages shall be paid effective the first payroll period after
May 1, 2008.
4. If for the period November 1, 2007,
through October 31, 2008, the aforesaid Index rises more than 6%, then
additional wages shall be paid effective the first payroll period after
November 1, 2008.
5. If for the period November 1, 2008,
through April 30, 2009, the aforesaid Index rises more than 6%, then
additional wages shall be paid effective the first payroll period after
May 1, 2009.
6. If for the period November 1, 2008,
through October 31, 2009, the aforesaid Index rises more than 6%, then
additional wages shall be paid effective the first payroll period after
November 1, 2009.
7. If for the period November 1, 2009,
through April 30, 2010, the aforesaid Index rises more than 6%, then
additional wages shall be paid effective the first payroll period after
May 1, 2010.
Notwithstanding the above, it is specifically
understood that the maximum amount of increases paid pursuant to this
cost-of-living clause shall not be more than 2% for the period November
1, 2006 through October 31, 2007, nor more than 2% for the period
November 1, 2007, through October 31, 2008, nor more than 2% for the
period November 1, 2009, through October 31, 2010.
To determine the amount of the wage increase, the
parties shall multiply the percentage the Index exceeds 6%, but not
greater than 8%, times the weighted average base contractual wage weekly
scale of all employees represented by all craft unions and Teamsters.
No adjustment, retroactive or otherwise, shall be
made because of any revision which may later be made in published
figures in the Consumer Price Index.
1.
Employees shall receive a salary increase provided in the schedule of
wage minimums or increases according to the following schedule of
general increases, whichever is greater, but not both:
GENERAL INCREASE SCHEDULE
(Wages are frozen for the life of the current
contract)
2. The above wage minimums
and the general increase need not apply to salaries of those who are on
retirement or who are on extended sick leave. The pay increases
shall go into effect upon the employee's return to work.
3.
For the life of this Agreement there is to be no reduction in
compensation of anyone covered by this Agreement except when the
provisions of Article VIII, Paragraph 3, are implemented.
4.
In the application of the foregoing schedules of minimums, experience
shall include all regular employment in comparable work. In the
event the Guild questions the job classification or experience status of
any employee within forty-five (45) days from start of employment,
adjustment, if any, will be made retroactive to the start of employment.
If such question is raised after forty-five (45) days from start of
employment, adjustment, if any, will be effective on the date that the
Guild brought the question to the attention of the Company.
5.
Copy messengers or clerks may be assigned to the duties of a reporter,
artist or photographer as a beginner for a period of six months as a
preparation for his own training as an experienced newspaperman, but if
still in college shall be paid the applicable intern rate for the
duration of the trial period. However, if his work fails to meet
the required standard or if the position is discontinued the employee
shall have his choice of dismissal pay or return to his former duties.
A copy messenger or clerk who has graduated from college and is assigned
to the duties of a reporter, artist, photographer or copy reader shall
receive the beginner salary for the assigned classification.
6.
Nothing in this Agreement shall prevent employees from bargaining
individually for pay increases. The minimum wage rates established
herein are minimums only; individual merit shall be acknowledged by
increases above the minimums.
7.
Any new classification established by the Company shall be subject to
negotiations between the Company and the Guild.
8.
(a) Effective January 1, 1982, an employee temporarily transferred to a
higher classification shall receive differential pay according to the
following schedule:
copy messenger to clerk -- minimum salary
differential
copy messenger to reporter/editor -- minimum salary
differential
News assistant, clerk to reporter/editor -- minimum
salary differential
b) Daily differentials will be paid to employees who are assigned to
higher classifications for greater than 50% of a shift. The differential
to be paid shall be determined by dividing the monetary difference
between the classifications by five (5) to establish a daily payment.
Employees in the copy messenger and clerk
classifications may work up to 40 percent of their time in higher
classifications before receiving the weekly minimum salaries for the
higher classifications. They will receive daily differentials.
(c) The above is not intended to change
present practices in cases where an employee substitutes in part for an
employee in a department head or comparable capacity without assuming
the full responsibility. In case of a long illness or absence of
such an employee, the Company may assign another employee as "acting"
and additional compensation shall be arranged between the employee, the
Company and the Guild in direct relation to the amount of responsibility
to be assumed by such substitute.
Effective January 1, 2003, the Harrisburg
correspondent will receive a salary differential of $20 a week. (Letter
dated May 10, 2002, addresses conditions under which the differential
will be paid.)
9. An employee hired above the minimum for
his actual experience shall be given an experience rating in the minimum
bracket comparable with his salary.
10. Employees may be upgraded to the next
highest experience rating with anniversary date changed to the date of
upgrading. Merit increases above minimums shall be maintained
through the succeeding experience step-ups without change of anniversary
date until the employee is either upgraded to a higher experience rating
or until the top minimum is reached.
11. Effective
January 1, 2003, a one-time service bonus of $250 for all employees with
10 or more years of service. Thereafter, the bonus will be paid when an
employee completes his/her 10th year of service. Effective January 1,
2004, a one-time service bonus of $500 for all employees with 20 or more
years of service. Thereafter, the bonus will be paid when an employee
completes his/her 20th year of service. As of Jan. 1, 2007, all service
bonuses will be diverted to the Guild Pension Plan for the life of the
current contract.
ARTICLE IV
Hours
1. No employee eligible for Guild membership
shall work more than seven and one-half hours per day within an eight
and one-half consecutive hour period, nor more than five days per week
with the following exceptions:
With the approval of the Company, full-time
employees may work a four-day work week (for a regular week’s pay)
consisting of three 9 ½-hour days and one 9-hour day. By mutual
agreement, full-time employees also may work a six-day week of not more
than 37-1/2 hours. The Company will notify the Guild of such an
arrangement. During holiday weeks, all full-time employees will be
scheduled for a five-day week.
Beat reporters who cover major sports are exempt
from overtime provisions but shall receive additional vacation in a
formula mutually agreed upon by the Company and the Guild.
2. A regular schedule of working hours shall
be maintained for all employees. No less than three days' notice
shall be given in advance of any change in an employee's working
schedule, where possible. Schedules of holiday work in the
editorial department shall be posted two weeks in advance of the
holiday, where possible.
3. Wherever possible, days off shall be
consecutive days.
4. It is mutually agreed that the Company is
entitled to service for the full unit of hours constituting a day's work
or night's work or week's work as prescribed in this Agreement.
5. A differential of $3 per shift will be
paid to an employee who begins his/her shift on or after 2 p.m. As of
Jan. 1, 2007, all night differentials will be diverted to the Guild
Pension Plan for the life of the current contract. This shall apply only
so long as the employee is assigned to such shifts.
6. Time spent by employees traveling to and from
assignments in the Tri-State area shall be considered as part of the
working day. Exceptions: Trips outside the Tri-State area, sports
beats and self-initiated assignments.
7. Nothing in this Article shall be construed
so as to interfere with the completion of assignments by employees nor
the performance of emergency assignments.
By arrangement with the Company, employees who
elect to reduce their work week to fewer than 37-1/2 hours shall
be considered flex-time employees. They shall designate a period
not to exceed 12 months that they will remain in that status.
A. Upon expiration of the 12-month (or shorter)
period, the employee may return to full-time status. If the employee
elects to extend his/her flex time beyond 12 months, any return to
full-time status will be determined by the availability of work. If no
slots are available, (a hiring freeze implies that no slots are
available) the flex time status will continue until a mutually agreeable
job closest to his/her experience becomes available. For the first three
months of the reduced work week, the employee’s health insurance
coverage will be unchanged. After three months, the Company will pay a
portion of the health/dental/optical insurance premium based on the
number of hours worked per week. For example, if the employee works
three days a week, the Company will be responsible for 60 percent of the
premium. For purposes of security under Article VIII, flex-timers shall
be treated the same as full-time employees.
B. By seniority,
flex-time employees will have the opportunity to return to full time
status
whenever a two-year associate is hired. The
flex-time employee will have only one opportunity to return to full-time
status. If he/she refuses to return to full-time status, he/she loses
the right to return under the provisions of this paragraph.
ARTICLE V
Overtime
1. Overtime shall be defined as work beyond
40 hours in the work week. Overtime shall be worked when required
by the Company, except in case of illness, emergencies or exceptional
situations.
2. Overtime beyond 40 hours in any one week
shall be paid for at time and one-half of the regular rate of pay,
except where otherwise provided for in this Agreement. Work performed
between 37 ½ hours and 40 hours shall be paid at the straight time rate.
3. A full-time employee required to return to
work after his regular working day shall be paid for the time worked,
but not less than four hours. An employee authorized to contribute to
the Post-Gazette electronically outside his regular working day shall be
compensated for actual time worked, but not less than one hour at the
employee’s current rate.
4. An employee called to work on his day off
shall be compensated at the rate of time and one-half, but not less than
a day's pay in addition to his regular weekly salary.
5. Overtime shall be reported in writing to the
Company or his representative within ten days after the overtime is
worked. The Company shall cause a record of all overtime to be
kept. Specified overtime records shall be made available to the
Guild on request.
6. On out-of-town assignments:
(a) Overtime at time and one-half shall be paid for
all work beyond 10 hours in any one work day and beyond 40 hours in any
one work week.
(b) Provided, however that prolonged out-of-town
assignments shall be exempted from these provisions. Employees covering
breaking news stories will continue to be covered by Paragraph (a).
ARTICLE VI
Part-time, Temporary Employees and Two-Year Associates
1. The total number of
two-year associates, paid interns and employees averaging less than 37 ½
hours per week cannot exceed 35 percent of the Guild membership.
2. Part-time employees shall
assume all of the obligations of this Agreement and shall receive its
benefits on a proportionate basis unless stated otherwise elsewhere in
this contract as their respective work week compares with a full work
week of 37 ½ hours. It is understood that part-time employees may work
full time to cover absences due to vacation, sick leave and other leaves
of absences.
3. It shall be a policy of
the Company to pay part-time employees who average individually less
than 19-3/8 hours per week not less t