Frustrating mixed signals on cars

One of the most frustrating aspects of our negotiations over the last five months has been the issue of company cars. We’ve heard through the rumor mill for months that cars were going to be eliminated but there have been few, if any, official pronouncements about cars.

To some, this may seem like a small issue. There are Guild members who drive very infrequently as part of their work. The problem is there are others who must drive many, many miles each week as part of their work duties, especially photographers, sports reporters and those who work in bureaus or cover outlying counties.

The company has acted like the elimination of cars is no big deal. But to these folks it is. In effect, it will reduce their compensation as they will now spend more on gasoline and auto maintenance.

The rumors have changed from day to day. We’ve heard all the cars are going and very soon. We’ve heard that nothing will change for months. We’ve heard that some cars will be kept, possibly for photographers, sports and emergencies.

In prior bargaining sessions, the company’s representatives have admitted that part of the confusion lies with the fact that managers have had a tough time making up their minds what to do.

But on Friday morning when we brought this up, they had some reassurances.

From our notes on the session, here’s what one negotiator for the company told us was they didn’t have a lot of information but they promised us nothing was going to happen without proper notification. Nothing had been decided, they said, and nothing was going to be announced.

That was Friday morning.

On Friday afternoon, we heard from sports reporters that they were told they could not use staff cars after May 7 — all travel after that point would be done using personal vehicles. The word came from Sports Editor Brian Kollars and questions were referred to Ron Rollins.

So on Friday afternoon, we asked Rollins what was going on. Here’s what he said:

–The plan is that after May 7, company cars will be out of circulation. They will remain at Ludlow where they are fenced in and watched by security cameras.

–All non-photographers from that point on will have to use their own cars for work assignments.

–Photographers will be told next week individually that they have
60 to 90 days left to use company cars. They will be offered the chance to purchase the company cars they have now.

–He did not mention any plan to keep emergency cars. He repeatedly said the paper is getting out of the car business entirely.

So much for the promised notice and guarantees that nothing was about to happen.

Inconsistencies in what the company tells us is a continuing frustration for the Guild. But we are vigilant about repeatedly asking these sorts of questions until we can nail down what is really going on.

Our latest proposal to the company offers some ideas about how high mileage workers might be compensated for their additional financial burden after cars are gone. We will see how they respond at our next bargaining session on May 8.

Bargaining is going well

On Friday, our negotiating team met with the company to respond to management’s “fast track” proposal. We presented a comprehensive proposal that took weeks of work from our executive board but which, we think, provides a useful framework for a mutually benefitial settlement.

Our proposal was well received, although the company’s negotiators did not immediately respond. On the other hand, there was no early indication that anything in our proposal was a dealbreaker for them. So we’re cautiously optimistic.

The next meeting, planned for May 8, will be very critical to determining if we remain on the fast track — an effort both sides have made to try to come to a quick resolution through speeded up bargaining. How the company responds after reviewing our proposal in detail will tell us a lot about how difficult the talks will be going forward.

For now, we are not discussing the details of our fast track plan because the talks are at such a sensitive stage and the company has specifically asked us not to release details of some of its proposals. But stay tuned. Hopefully we’ll have more specifics to share after May 8.

Membership goal met! New goal set

This is a truly remarkable post to write. When we began our membership drive three years ago, this Guild was in trouble. Membership was under 40 percent. We set several incremental goals for trying to turn things around, but we also set a long term goal we hoped to someday reach — 75 percent of eligible Editorial workers active with the Guild.

Well, remarkably, we’ve done it thanks to all of you.

As we’ve worked hard over the past months, and years, to revive a real effort to get a contract, the Guild leadership has drawn inspiration from the many, many people who took a look at what we were doing, and what we hoped to accomplish, and said “sign me up.”

The company’s negotiators seemed truly stunned Friday when we told them we had hit this milestone. Just back in January we had to convince them that we were over 50 percent so they would even take us seriously at the table.

We’ve got a new goal now and it will only take us five or six new active members to reach it — 80 percent. The short jump from 75 to 80 percent may not sound like much, but for reasons we may be able to explain soon it’s very important to bargaining.

If you’ve recently signed up, thank you for making a huge difference to our efforts to forge a new contract. If you are thinking about joining, please consider doing so now while it can make a huge difference to our bargaining efforts. If you know someone who still is on the fence about becoming active, please speak to them about why their support is so crucial to our efforts.

To join up, see any executive board member. You can email us through our website at http://daytonguild.org.

Wear red extended!!

Thanks so much to everyone who wore red on Fridays in April. We believe it made a great impact on management. We’re going to ask everyone to keep it going in May, mostly so that the company can feel the full effect of everyone wearing red altogether on one floor at the new building. Talks with the comany are going well but are in a crucial stage. So please continue to show your support by wearing red on Fridays in May.

Guild membership at 70-percent!

The incredible gain in Guild membership since Dec. 1 continued this week when active membership hit 70 percent!

This is a truly extraordinary story. Our friends at other Guild locals tell us a high percentage for a union in our situation — without a contract and forced by the company to individually recruit and set up contributions for every new member — is 50 percent. We’ve now blown that figure out of the water.

Consider the copy desk. A stunning 80 percent of DDN copy editors are now active with the Guild and more are still in the process of signing up.

Active membership overall is now just 5 percentage points away from our stated goal of 75 percent active during negotiations with the company. We can make it with your help.

If you are not yet active, see any Guild executive board member for information (you can find email addresses for them at our website here). If you are already active, thanks! Please urge any colleagues who are still on the fence to become active.

And remember WEAR RED THIS FRIDAY.

Why we filed an unfair labor practice

The Guild held a meeting Tuesday to explain why we filed an unfair labor practice against the company late last month. Here are some of the key questions that were answered at the meeting by our International Newspaper Guild representative Jay Schmitz and executive board members from our local Guild:

Why did we file an unfair labor practice?

The company has a responsibility to bargain any changes to our working conditions. By instituting a completely new wage scale, without bargaining or even notifying the Guild, the company violated federal labor law.

What is our complaint exactly?

Our contract from 1986 expired in 1989, but we have never bargained to impasse and by mutual agreement, we have lived under the terms of the old contract ever since. We have lived since 1989 under the wage scale and system that was in place under that contract, with a wage adjustment in the early 1990s that upped the minimum pay levels in our old contract. The system for annual raises has been based on merit for years.

What the company has done is create something of a shadow pay system using the pay grades that circumvents our existing pay system. It establishes maximum limits on employee pay that was not negotiated by the Guild. Our contract does not set any caps on wages. This is a huge change in the wage system that is arbitrary and was unilaterally implemented by the company. By law, changes like this must be negotiated before they can be implemented.

What have we asked for?

We’ve asked the company return to the status quo, the prior wage system, until a new contract is bargained and to make our “redlined” members whole. That was our expectation from the beginning. We don’t believe in this new wage system, and that’s why we filed a complaint. The company should not be redlining employees without any agreement or understanding in place. Our position is there should not be caps or maximum levels on pay.

What is an “unfair labor practice?”

Under federal labor laws, when a party violates the law they are not charged with a crime in court. The mechanism here is the unfair labor process, but it is very similar to the court system. After the charge is made to the regional office of the National Labor Relations Board by a party to a labor contract, an agent will investigate and report to the board within 45 days. The accused party (in this case, the company) then has a chance to respond to the charge.

The regional board then rules on the case. If it feels the charge is correct, it will issue a complaint . This is akin to a prosecutor filing a charge in court against a defendant. It moves the case to the NLRB where the company must then defend itself.

Is there an opportunity to settle the dispute before the NLRB rules?

Yes. A settlement can be negotiated in which the company either admits guilt or does not admit guilt. Or the company can demand a hearing before the NLRB.

What are our chances of winning?

We think our chances are very good. The Guild put together a detailed report on the implementation of the pay grade system without bargaining and the arbitrary nature of this new system that we feel will be very persuasive.

If you have further questions about this issue, contact any Guild executive board member. You can email all of us through our website at http://daytonguild.org.
Remember to WEAR RED THIS FRIDAY.

Hear our argument against redlining

The Guild will hold a members meeting on Tuesday, April 3, from 5:30 to 7 p.m. in the auditorium of the downtown Dayton public library at Third and St. Clair streets to explain our decision to file an unfair labor practice charge against the company with the National Labor Relations Board.

Guild officers will be joined by our international Guild representative Jay Schmitz, who will help answer your questions.

And don’t forget to WEAR RED THIS FRIDAY!! If you prefer, we will have red ribbons you can wear also.