Quality journalism is one of the pillars of democracy. But the profit-driven ownership of Digital First Media, the second-largest chain of print and online news organizations in the United States, threatens to undermine our ability to fulfill our mission. Guild members at a dozen union publications throughout the DFM empire …
Nearly 1,000 employees at a dozen DFM papers have gone years without raises — in some cases, a decade — while many have had to live with actual cuts in earnings and benefits.
Guild negotiators from the BANG-East Bay and San Jose Mercury News met with Digital First Media management in a joint session to discuss the company’s proposed consolidation of the two bargaining units.
The two sides agreed to a substantial increase in cell phone stipends from $50 to $65 per month. In addition, new rules will allow parents returning to work to seek a part-time schedule for up to one year so long as the scheduling needs can be worked out with a supervisor.
Guild bargainers and PD management narrowed their differences on a new contract and reached new tentative agreements Thursday.
Guild and McClatchy negotiators emerged from day-long discussions Tuesday, Dec. 15 with a tentative agreement on a new 3-year contract that boosts advertising commissions, offers modest newsroom pays raises, preserves the newsroom morning shift bonus and ensures company car fleet for the life of the agreement. After two gentle bargaining sessions, the room was decidedly tenser Tuesday afternoon …
Guild negotiators have made it clear that employees expect to recover some of the ground they lost after they voluntarily agreed to significant concessions so that Sonoma Media Investments could complete its purchase of the paper in 2012.
DFM management proposed to merge the separate San Jose and East Bay Guild bargaining units under one consolidated contract that would include all digital employees, who are not currently represented by the Guild.
St. Giles’ first full proposal includes language on teacher definitions, vacation and sick pay, different options for health plans and the acknowledgement that teachers work more than the hours they are scheduled
Management offered a contract with no guaranteed pay increases, instead asking the union to accept what non-union employees would get, and to tie any increases to performance reviews. It also sought to raise the employee share of health costs, take away a week of sick leave accrual and eliminate the no-layoff guarantee. The union’s proposals include wage increases, higher employer contributions to the 401K, continuation of no-layoff provisions and enhanced work-life benefits.