1. business and industrial
2. business operations
3. human resources
4. compensation and benefits

Agreement
Between
Chicago Sun-Times, Inc.
and
Chicago Newspaper Guild
10/01/07 through 9/30/10
Table of Contents
Page
AGREEMENT
..................................................................... !
ARTICLE l
DEFINITIONS .......................................... !
ARTICLE II
SCOPE OF AGREEMENT/
JURISDICTION ....................................... !
Transient or occasional employees ............. 2
Section 2
Part-time employees .................................... 2
Temporary employees ................................. )
Section 3 & 4
Jurisdiction .................................................. 4
Section 5
Job Sharing ................................................. .4
ARTICLE III
GUILD SHOP ............................................ S
ARTICLE IV
CHECKOFF .............................................. 6
ARTICLE V
MINIMUM SALARIES ........................... 6
Section 2
Generallncreases ........................................ 14
Section 3
Salary reduced ............................................. 14
Employee who bumps ................................. 14
Section 4
Work in a higher bracket ............................ 15
Section 5
Designated assistant department head ........ 15
Section 6
Night shifts .................................................. 15
Section 7
Information for all employees .................... 15
Section 8
Rights to material produced by employee. 16
Section 9
Bargaining individually .............................. 16
Section 10
Direct Deposit ............................................. 17
ARTICLE VI
EXPERIENCE.......................................... l7
ARTICLE VII
OPPORTUNITY FOR
ADVANCEMENTffRY OUTS ............... l7
Try-outs ....................................................... l8
Intems .......................................................... /8
Training programs for minority groups ..... 19
Educational courses .................................... 20
Sections l-5
Section 6
Section 7
Section 8
ARTICLE VIII HOURS .....·-·······························---...··-····21
Section 4
Schedule to be posted ................................. 21
Section 5
Hours between shifts ................................... 22
Section 6
Four-day work week ................................... 22
ARTICLE IX
OVERTIME................. ·--······················-·22
Section 4
Sixth or seventh day .................................... 23
Section 5
Overtime records ......................................... 24
Section 6
Called back to duty ..................................... 24
Section 7
Called before starting time ......................... 24
Section 8
Travel time .................................................. 24
ARTICLE X
HOLIDAYS ...............................................25
ARTICLE XI
DISMISSAL PAY ···············-···...·····-··..... 26
Section I a
b
Employee is dismissed or discharged ........ 26
Employee who retired ................................. 26
c&d
Leaves of absence/not considered breaks ... 27
e
Discharged for gross breach of trust .......... 27
f
Death of an employee ................................. 27
g
Continuous Service ..................................... 27
ARTICLE XII
PENSIONS/RETIREMENT•••••••.••••••••••.••28
ARTICLE XIII VACATIONS ••••••-.....................................29
Section 2
Choice of vacation dates ............................. 30
Section 3
Termination of employment ....................... 30
Section 4
Shall not accumulate ................................... 30
Section 5
Vacation includes a holiday ....................... 30
ARTICLE XIV SICK LEAVE, LIFE INSURANCE,
HOSPITALIZATION AND EYE CARE •• 31
Section I
Paid sick leave .......................................... 31
Section 3
Life & Accidental Death & Dismemberment
Insurance Plan ............................................ 32
Section 4
Procedures ................................................... 32
Section 5
Premium for health insurance ..................... 33
Employees age 65 or over........................... 34
Special Health Insurance Supplement ........ 34
Section 6
Vision Care .................................................. 34
Section 7
Group dental plan ........................................ 35
ARTICLE XV
SETTLEMENT OF DISPUTES ••••••••••••• 35
Section I
Standing Committee .................................... 35
Section 2
Grievance Committee.................................36
Section 4
Information .................................................. 37
Section 5
Status quo .................................................... 37
ARTICLE XVI EXPENSES AND EQUIPMENT ............ 37
Section I
Necessary and authorized expenses ........... 37
Section 2
Required to use car regularly ...................... 38
Mileage rate ................................................. 38
Section 4
Driver's License may be required .............. 38
Section 5
Moving Expenses ........................................ 38
Section 6
Photographers' insurance ............................ 38
ARTICLE XVII OUTSIDE WORK -·--·······-······---··········39
ARTICLE XVIII MILITARY SERVICE .•••·-·--···········--·-·39
ARTICLE XIX SECURITY ·········--···-················-········--··41
Section I
Dismissals .................................................... 41
Section 2
Progressive discipline procedures .............. 41
Sections 3, 4, 5 & 6Dismissals to reduce theforce................. .42-43
Section 7
Seniority ...................................................... 43
Section 8
Employee transferred to another city ......... 44
Section 9
Introduction of new or modified processes
or equipment ................................................ 44
Labor/Management Committee .................. 44
Section I 0
No discrimination ........................................ 45
Section II
Probationary period ..................................... 45
ARTICLE XX
SEVERANCE PAY_.............................._. 45
ARTICLE XXI UNUSUAL RISK ...................................... 46
ARTICLE XXII LEAVES OF ABSENCE .......................... 46
Section 2
Maternity leave ............................................ 47
Pregnant employee/sick leave.................... .47
Child-rearing leave ...................................... 47
Section 3
Funeral leave ............................................... 48
Sections 4 & 5
Guild leave ................................................. .49
Section 6
Peace Corps leave ...................................... .49
ARTICLE XXIll EMPLOYMENT PROCEDURE ............ 49
Section I
Post vacancies ............................................. 49
Section 2
Equal Opportunity ....................................... 50
Section 3
Actively recruit minority groups ................ 50
Section 4
Same Sex Domestic Partner Benefit Policy... 50
ARTICLE XXIV MISCELLANEOUS-"·"····-··"············- 50
Section I
By-line ......................................................... 50
Section 2
Bulletin boards ............................................ 51
Section 3
Lunch time ................................................... 51
Section 4
Struck work ................................................. 51
Section 5
Combination persons .................................. 51
Section 6
In-shop balloting ......................................... 51
Section 7
Employee files ............................................. 51
Section 8
Providing legal representation .................... 52
Disclosure of information ........................... 52
Section 9
Test VDT equipment .................................. 52
Section 10
Judge employee's qualifications ................. 52
Section 11
Section 125 Pre-Tax .................................... 53
Section 12
Health and safety ......................................... 53
Section 13
Space and file cabinet ................................. 53
ARTICLE XXV DURATION AND RENEWAL ••••••••••••••• 54
APPENDIX A
ASSIGNMENT AND AUTHORIZATION
TO CHECK OFF GUILD MEMBERSHIP
DUES ........................................................ SS-56
APPENDIX B
MINIMUM WEEKLY NIGHT RATE 57-59
LETTER 1
Stringers and Freelancers........................60
LETTER 2
Affirmative Action Committee................61
LETTERS 3 & 4 Stringers and Freelancers/
Features Sections ...............................- ••• 62-64
LETTERS
Stafl' Freelance Opportunities ..........·-··· 65
LETTER6
Settlement Agreement •••••••••••••••••._ ....... 65-66
LETTER7
Past Practice Agreement .......................... 67
LETTERS
Settlement Agreement..............................68
LETTER9
Use of Freelancers and Stringers••••••••••••69
LETTER10
"Round Table" Committee ••••••.••••••••••••••• 70
LETTERll
Same Sex Domestic Partner Benefit Policy
LETTER12
STNG Wire Agreement ••••••••••••••••••••••72-73
Implementation ......................................... 71
A:/:_
a~
TillS AGREEMENT is made thi> L
day ofNovember, 2007 between the
CHICAGO SCN-TIMES INC., and the CHICAGO NEWSPAPER GUILD, (Guild or
Union) a local (1134071) chartered by THE NEWSPAPER GUlLD, a sector of the
Communications Workers of America, (AFL·CIO, CLC}, for itself and on behalf of
the employees covered by this Agreement and provides as follows:
ARTICLE I
Definitiano
Whenever used herein, the following words and pluases shall ~ the
meanings stated below uniess a different meaning i> plainly required by the context:
Section I. "Employer" means the CHICAGO SUN· TIMES, INC., which is
engaged in the publication of the newspaper known as the Chicago Sun-Times.
Section Z. "Guild" or "Union" means CHICAGO NEWSPAPER Gu1LD, a
local (#34071) chartered by The Newspaper Guild, a sector of the Communications
Workers of America.
Section 3. "Employee" or "Employees" means an individual or individuals, as
the case may be, covered by the terms of this Agreement, employed by the Employer.
ARTICLE II
Seope of Agreeme•t
Section 1. (a) This Agreement covers all Employees of the Employer in the
editorial department, regularly employed, except Editor, Executive Editor, Managing
Editor, Deputy Managing Editors (3), Assistant Managing Editor Administration,
1
Assistant Managing Editor Sports, Assistant to Editor, one secretary to each of the
foregoing not to exceed six (6), Editor of the Editorial Pages, Editorial Writers1 ,
Editorial Page Cartoonists. Assislant Managing Editors or News Editors--not to
exceed seven (7) in mnnber, Assistant Managing Editor Metro, Deputy Metro Editors
(a.k.a. City Editors) (2), Glapbics Editor (a.k.a. Assistant Managing Editor
Graphics), Executive Sports Editor, FlllllllCial Editor, Diiector of Design (a.k.a.
Head, Art Department), Chief Photographer, (a.k.a. Head Photograplier), Director of
Photography, Chief of the Copy Desk, Deputy Chief of the Copy Desk, Chief of
Washington Bureau, Head Librarian, and Deputy Featores .Editors (2).
(b) Transient or occasional entPioyees working in cOillleclion with
entertainment, contests or similar entetprises. or collecting or labulating election
returns, whether the employee while engaged in such work is on a full-time or part·
time basis.
Section 2. (a) A part-time Employee is one who is hired to work regularly less
than 30 hours per week. Part-lime Employees shall be paid an hourly rate ofpay
determined by dividing the weekly minimum salary for their classifieation and
experience by 37 I 12 bouts. Part-time Employees working less than 20 hours per
week shall not be included for Pensions, Sick Leave, and Life Insurance. They shall
be eligible for holiday pay if they would otherwise have been regularly scbeckiled to
work on such holiday. Part-time Employees working 20 hours or more per week slm1l
receive these benefits on a pro ra1a basis. 1950 hours of work shall constitute the
equivalent of a work year for experience pwposes. Other benefits shall be on a pro
rata basis.
1 ldentified as .Editorial Writers who regularly participate in editorial conferences
wbere editorial policy is determined, provided that any of those excepted in this
clause may, at their option, elect to receive any benefits that may accrue tmder
Articles XI-DISMISSAL PAY and XID-VACATIONS thereof.
2
(b) Temporary Employees shall not be employed tu permanently eliminate or
displace part-time or full-time Employees. Temporary Employees may be hired to
cover vacancies created by illness, temporary assignments given to regular full-time
or part-time Employees, job trials being undertaken by regular full-time or part-time
Employees or to fill in for a regular full-time or pan-time Employee who is on a
leave of absence granted for any reason for the teffil of streb leave. Temporary
Employees employed for more than sixty (60) days, shall be required to become
members of the Guild on the sixty-first (61st) day following the commencement of
their employment. The termination of such temporary Employees shall not be subject
to the grievance and arbitration procedure. During the tenn of temporary
employment, temporary Employees shall receive all the benefits of this contract
except dismissal pay, pension, sick leave and severance pay.
Temporary Employees retained for work beyond the time period of the vacancy
they were hired to cover, or transient or occasional Employees retained for more than
sixty (60) days, either shall become regular part or full-time Employees and ohall be
covered by all me terms and conditions of this Agreement or shall be terminated
forthwith by the Employer on notice from the Guild that the time period for covering
the
VliCaliC)'
has been exceeded. Benefits shall begin accruing as of the date of hire
in1o a regular position.
(c) Nothing in lhis Section, however, shall affect the right of the Employer to
employ temporary Employees or lransient or occasional employees as specified in
Article II, Sections I and 2. When layoffs occur in any given classification, transient
or occasional employees and temporary and part-time Employees in that
classification, if any shall be laid off before aoy regular full-time Employee in that
classification is laid <>ff.
(d) In addition to cunent practices in effect relative to part-time work available
to omployees returning from maternity leave, part-time opportunities may be made
3
available at the Employer's discretion. upon request of the Employee. Such
opportunities shall be for no more than six (6) months in duration. and may not be
renewed. During the period of such part-time employment, such Employees shall
receive all the benefits of this conlrad nn a pro rata basis.
Section 3. The jurisdiction of the Guild is:
(a) The kind of work either normally or presently perfonned witllin the unit
covered by this Conlrad.
(b) New or additional work assigned to be performed within said unit.
Section 4. Exempt employees may only perfonn bargliining unit work:
a) Which is necessary in ordel' to get the newspaper out; or
b) Which is nonnally or pmently performed by exempt Employees (as of
10126194); or
c) Which (as of 10/26194) does not elimioale or erode bargaining unit work as
described in Section 3 above, or
d) Which cannot reasonably be performed by employees in the bargaining unit
~of the tmique
natwe of a specific ciroiiJIISI.allCe.
Seetioo 5. The Employer will consider in good faith any job sharing
ammgement proposed by Fmployees.
All requests for set1ing up a job sharing arrangement will be made to the
Editor for his or her consideration and approval. The terms of snch job sharing
ammgemeut must be acceptable to the emplo)-ees involved, the Guild, and the
Fmployer. The resolution of any and all problems or differences which may arise
between the employees in the job sharing 81T1111gement must be acceptable to the
Employer, the Guild, and the employees involved.
4
In any such job sharing anangement, the total salary and benefits shall not
exceed I oo-.4 of the average of the salary and benefits of the two (2) employees.
Salary and all benefits shall be oo. a strictly pro rata basis, notwithstanding any other
provision of this Agreement. For purposes of vacation selection, computation of
pension service credits, and the job security JXUvisions of the contract, seniority sball
be maintained and accrued during the period of a job sharing arrangement as if the
participants continued in full-time employment.
A specific job sharing ammgement may be terminated by the Employer fot
business reasoos after six (6) months upon thirty (30) days notice in writing 10 the
job sharing participants. An employee in a job sharing arrangement may terminate
the arrangement upon thitty (30) days written notice to the job sharing partner and
the Employer. Upon such termination, the Employer has the option of:
(a) allowing the remaining job sharing partner to continue working bis or her
part-time schedule,
(b) considering any alternate job sharing partner suggested by the Employee,
(c) hiring a temporary employee to v.'Ork any of the remaining hours in the
job-share,
(d) returning the remaining partner to bis or her former status.
ARTICLE Ill
GuildSitop
Seetion 1. Employees covered by this Agreement at the time it becomes
effective and who are IneJIJbeD of the Union at that time sball be required as a
condition of continued employment 10 remain members in good standing in the
Union for the duration of this Agreement.
Employees covered by this Agreement, and all Employees who are bired
hereafter who are not members of the Union at the time this Agreement becomes
s
effective, shall be required as a condition of continued employment to become
members of the Union on the thirty-first (31st) day following the commencement of
their employment or !he date of execution of this Agreement, whichever is later, and
remain members in good standing:
Section 1. The Guild agrees to rnalce membership in the Guild available to
every Employee on the same term:~ and conditions generally applicable to other
members of the Guild.
ARTICLE IV
Cheekoif
Upon the Employee's voluntary 111ritten assignment. the Employer shall deduct
from the salary account of such Employee and pay to the tteasurer of the Guild not
later thao the 15th day of the month following the month in which the deductions are
made, all regularly recurring membership dues levied fur !he previous month
accompanied by a list of names of the Employees from whose salaries such
deductions were made and the amount withheld from eadl. Such membership dues
shall be deducted from the Employee's salary in accordance with a schedule certified
by the tteasurer of the Guild. An Employee's voluntary written assignment shall
remain effective in aecordanoe with the terms of such assignment A sample ofthe
form of the assignment is iacludecl as an appendix to this Cootnlct and is hereby
made a part thereof.
ARTICLEV
Miaimum Salaries
Section 1. The following mininum weekly sslaries shall be in effect durin$ the
period of this Agreement
Employees will be paid bi-weekly.
6
Group l. Assistant city editors, officially designated assistant department
heads, telegraph editors, columnists and critics, real estate editor, food editor, fashion
editor, travel editor.
09/30/2007
09/28/2008
09/27/2009
$1,483.41
$1,513.08
$1,543.34
Group 2. Assistant picture editors, copy editors, rewrite, writers of major
sports, makeup, and reporters used interchangeably as rewrite, makeup or assistant
city editors.
09/30/2007
09/28/2008
09127/2009
Less than I year
$908.10
$987.46
$1,00721
After I year ...
$1.038.60
$1,059.37
$1,030.56
After 2 years ...
$1,110.82
$1,133.03
$1,155.69
After 3 years ...
$1,19024
$1,214.04
s1.238.32
After 4 years ...
$1267.09
$1,292.44
$1,318.29
After 5 years ...
$1,J!Wi.J1
$1,413.90
$1,442.13
Group 3. Artists, photographers, reporters.
09130/2007
09/28/2008
0912712009
Less than I year
$891.18
$909.00
$927.18
After I year.•.
$964.86
$91!4.15
$1,003.1!4
After 2 years ...
$1,043.24
$1,06921
$1,090.59
After3 years ...
$1,126.43
$1,148.95
$1,171.93
After 4 years ...
$1,218.34
$1,242.71
$1,267.57
After 5 years ...
$1,340.64
$1,367.45
$1,394.80
7
Group 4. Reference librarians, editorial researcher.
09/30!2007
09!2812008
09!21!2009
Less than 1 year $101.62
snJ.n
$136.20
After I year•••
$756.19
S771.Jl
$116.15
After 2 years •..
5819.86
5836.25
5852.98
After 3 years ...
$884.19
$901.111
$919.91
After 4 years ...
$946AO
$965.32
$984.63
After 5 years...
$1,02!.56
SI,049.13
$1,070.11
Group 5. Library classifiers, library assistants, photo technicians (not 10 exceed 3).
09131Jt2001
09!2812008
09!27!2009
Less than 1 year
$631.53
$644.16
5657.05
After I year...
$67520
$688.70
$702.48
After 2 years...
$125-lS
$139.15
$154.55
After 3 years ...
$796.87
$812.86
$829.06
After 4 years...
$87328
$890.74
$908.56
09!2812008
9!2712009
Less than I year $609.51
$621.70
$634.13
After 1 year...
$644.43
$657.32
$67M7
After 2 years ...
$68!.97
$702.75
$716.&1
After 3 years ...
$738.51
$753.28
$768.35
After4 years ...
$814.00
$830.28
$846.88
Group 6. Editorial Assistants.
09131lt2007
8
Group 7. Secretaries.
09/3012007
09/2812001
0912712009
Less than I year
S$97.13
$609.08
$621.26
After I year .••
$631.53
$644.16
$657.05
After 2 years ...
$6i4.42
$687.9\}
$70L66
After 3 years ...
$724.44
$738.92
$753.70
After 4 years...
$801.26
$817.2~
$833.63
GroupS. Clerks, stenographers, receptionists, head copy clerks.
09/3012007
Less than I year
0912812001
S$2U7
$537.51
09127/2009
$548.26
After I year ...
SS49.97
$560.97
S572.19
After 2 years ...
SSi4.84
$516.34
$598.07
After 3 years...
$604.33
$616.42
$628.75
0912812008
0912712009
Group9. CopyCierb.
0913012001
Less than l year
$481.77
S491.41l
SSOJ.23
After I year...
$507.11
S$17.26
$527.60
Effective on or after December I, 1997 new employees hired into Groups 2
through 9 will receive increases nmging fiom 50 percent of the top of the group
minimwn salaries with Jess than I year to 90 percent after 4 years of service based on
the following schedule:
Group 2. Assistant picture editors, copy editors, rev-rite, writers of major
sports, makeup, and reporters used interchangeably as rev-rite, makeup or assistant
city editors.
9
Less than I year
50% oftop of the group minimum salary
After I year
60% of top of the group minimum salary
After2 years
70% of top of the group minimum salary
After 3 years
80% of top of the group minimum salary
After 4 years
<JOO/o of top of the group minimum salary
After 5 years
1000.1. of top of the group minimum salary
Group 3. Artists, photographers, reporters.
Less than I year
50% of the top of the group minimum salary
After I year
60% of the top of the group minimum salary
After 2 years
70% of the top of the group minimum salary
After 3 years
80"/o of the top of the group minimum salary
After 4 years
<JOO/o of the top of the group minimum salary
After 5 years
I 00% of the top of the group minimum salary
Group 4. Reference librarians, editorial research.,-.
Less than I year
50% of the top of the group minimum salary
After I year
60% of the !op of the group minimum salary
After 2 years
70% of the top of the group minimum salary
After 3 years
80% of the top of the group minimum salary
After4 years
90% of the top of the group minimum salary
After 5 years
I 00% of the top of the group minimum salary
Group 5. Library classifiers, library assistants, photo technicians (not to exceed 3).
Less than I year
60% of the top of the group minimum salary
After I J"'3C
70% of lhe top of lhe group minimum salary
After 2 years
80'Yt of the top of the group minimum salary
After 3 years
90% of the top of the group minimum salary
10
After 4 years
100% of the top of the group minimum salary
Group 6. Editorial assistants.
Less than 1 year
60% of the top of the group minimum salary
After I year
70"/o ofthe top of the group minimum salary
After 2 years
80% ofthe top oftbc group minimum salary
After 3 years
90% ofthe top of the group minimwn sahuy
After 4 years
I00% of the top of the group minimum salary
Group 7. Secretaries.
Less than 1 year
60% of the top of the group minimum salary
After 1 year
70% of the top of the group minimum salary
After 2 years
80% of the top of the group minimum salary
After 3 years
90"/o of the top of the group minimum salary
After 4 years
100"/o of the top of the group minimum salary
Group 8. Clerb, stenographers, =eptionists, bead copy clerb.
Less than I year
70% of the top of the group minimum sahuy
After I year
80% of the top of the group minimum salary
After 2 years
90% of the top of the group minimum sahuy
After 3 years
100% of the top of the group minimwn.salary
Group 9. Copy clerks.
Less than 1 year
90% of !be top of the group minimum salary
After I year
100% of the top of the group minimum salary
Effective on or after January 1, 200) new eruployees.hin:d into Group 2
through Group 9 will receive iJwreases ranging fiom 54% of the top group minimum
1l
salaries with less than I year to 93% after 4 )"earS of service based on the following
schedule:
Group 2. Assistant picture editors. copy editors, rewrite, writers of major
sports. lllllkeup. and repol1erS used interchangeably as rewrite, makeup or assistant
city editors.
Less than 1 year
54% of top of the group minimum salary
After 1 year
64% of top of the group minimum salary
After 2 years
74% of top oftbe group minimum salary
After 3 years
84% of top of the group rnininn.m salary
After 4 years
93% of top ofthe group rninillllliD salary
After 5 years
100% of top of the group minimwn salary
Group 3. Artists. phorographels, reporters.
Less than I year
54% of the top ofthe group minimum salary
After I year
64% of the top of the group minimum salary
After 2 years
74% of the top of the gro~ minimum salary
After 3 years
84% of the top of the group minimum salary
After 4 years
93% of the top of tbe group minimum !181ary
After 5 yeam
100% of the top oftbe groupminimwn salary
Group 4. Reterence librarians, editorial researcher.
Less than I year
54% of the top of the group minimum salary
After I year
64% of the top of the group minimum salary
After 2 years
74% of the top of the gro~ minimum salary
After 3 years
84% oftbe top of the group minimum salary
After 4 years
93% oftbetopofthegroup minimum salary
After 5 years
I 000.4 of the top of the group minimum salary
12
Group 5. Library classifiers, library assistants, photo technicians (not to exceed 3).
Less than 1 year
64% of the top of the group minimum salary
After 1 year
74% of the top of the group minimum salary
After 2 years
84% of the top of the group minimum salary
After 3 years
93% of the top of the group minimum salary
After 4 years
100% of the top ofthe group minimum salary
Group 6. Editcrial assistants.
Less than 1 year
64% of the top of the group minimum salary
After l year
74% of the top of the group minimwn salary
After 2 years
84% of the top of the group minimum salary
After 3 years
93% of the top of the group minimum salary
After 4 years
100"/o of the top of the group minimum salary
Group 7. Secretaries.
Less than 1 year
64% of the top of the gmup minimum salary
After 1 year
74o/, of the top of the group minimum salary
After 2 years
84% of the top of the group minimwn salary
After 3 years
93% of the top of the group minimwn salary
After 4 years
100% of the top of the group minimum salary
Group 8. Clerks, stenographers, receptionists, head copy clerks.
Less than 1 year
74% of the top of the group minimum salary
After I year
84% of the top of the group minimwn salary
After 2 years
93% of the top of the group minimwn salary
13
After 3 years
100% of the top of the group minimmn salary
Group 9. Copy clerks.
Less than 1 year
93o/o of the lop of the group minimum salary
After I year
I DO'Yo of the lop of the group minimum salary
For Apprentice scales of less than five years only, in the 2()()4..2007 contract,
the "Less Than One Year" percentage in the 2004-2007 contrnct will be increased to
match the "One Year" perrentage rate that existed in the 2001-2004 contract or the
"After One Year" percentage listed above, whichever is higher.
Section 2. Employees paid above the minimum for their experience rating shall
receive increases of:
Effective September 30, 2007- I. 5% increase
Effective Septomber 28, 2008 ~ 2% increase
Effective September 27, 2009- 2% increase
Employees at or above the top mmimum for hislber job classification as of
September 30, 2007 shall. on these dales specified above, will receive increases
equal to the difference between the top minimum or his/her job classifications as of
the day immediately prior to such dates and the top minimum for his/her job
classification as of such dates.
Section 3. No Employee shall have his/her salary reduced during the life of this
Agreement, except in case of a layoff and bump into a lower classification or transfer
to another classification as provided for in this Agreement at his/her own request.
An Employee who bumps into a lower classification will be placed in that
classification at the same experience level in which the Employee had been slotted in
the classification from which the Employee was displaced An Employee who bumps
14
into a lower ciassification will retain whatever merit pay the Employee had been paid
in the classification from which the Employee "'"!lS displaced.
Section 4. Except when WQrking as a sickness replacement for a specific
Employee, each Employee who during any working week, devotes more than five
hours to work which, ifhe'she were doing it regularly, would classify the Employee,
in a higher bracket, shall receive pay for all time worked lill!ing under such higher
bracket equalro the minimum for said higher bracket.
Section 5. Any Employee, except an officially designated assistant department
head, performing work as a copy desk slot person, or who is required to substitute for
an exempt supervisor for more than five (5) hours during any working week, shall
receive at least Group I pay for all time so worked
Section o. "Night slnfts" shall mean only regular shifts requiring work between
7 p.m. and 6 a.m. of the succeeding day. All other shifts shall be regarded as "day
shifts."
For regular "night shifts," the compensation shall be ten percent (10"/o) higher
than the salary paid the Employee on "day shifts." Any Employee regularly working
on a "day shift' who is transferred to a "night shift" shall receive ten percent (10"/o)
additional compensation. Any Employee transferred to a "day shift" shall not receive
the additional ten percent {10%) compensation while working days.
Seetion 7. (a) The Employer shall supply the Guild on request with a !iot
containing the following information for all Employees on the payroll: Name,
address, telephone number, sex, minority group, Social Security nwnber, date of
birth, date of hiring, classification, experience rating, experience anniversary date,
>llage rate; provided that the Employer Will only pro>ide the name, not the wage tate,
of any individual receiving 20% ot more over rhe appropriate wage scale.
15
(b) The Employer shall notify the Guild office and the Sun-Tunes Unit Chair
immediately in writing of: Resignations, leaves of absence, retirements, deaths and
any other revisions in the data listed in Sectioo 7 (a) and etrective dates.
(c) Within one week after hiring of a new ~loyee, the Employer shall
furnish the Guild office and the SWI-Times Unit Chair in writing with the data
specified in Section 7 (a) for each new Employee.
S«tion 8. (a) All rights to material produced by an Employee for publication
in the Sun-Times rest with the EmpJoJa-.
(b) However, any Employee whose work is sold after publication in the Sun·
Times shall be given additional compensatioo therefore as the Employee and the
Employer may agree, but amotmting to no less than 50 percent of the proceeds. This
paragraph does not apply to such material distributed as a public service or as part of
a wire service or computer or other electronic database.
Any Employee who is a by-line contributor to the Sun-Times Features, a
division of Chicago Stm-Tunes Featnres, Inc. $hall receive compensation, payable
annually, of$5 for each week in which helsbe has contributed up to three (3) stories
or parts of a series; $10 shall be paid for each week in which be/she has contributed
fonr (4) or more stories or parts of a series. 1be Guild shall receive anooally a list of
all contribUIOI'S covered by Ibis contract
In the event of any change affecting the herein previously referred to "SunTunes Features, a division of Chicago Sun-Tunes Features, Inc.,' there shall be no
alteratioo in the present syatem for detennining eligibility fur compensation.
(c) No employee's byline shall be used on worlc produced for the Sun-Times
and destined for other publications without the employee's approval.
Section 9. Nothing in this Agreement shall prevent Employees from bargaining
individually for wage increases in excess of the minimum estsblisbed herein.
16
Section 10. The employer shall provide for direct electronic deposit of
employee paychecks, upon request of the employ<e.
ARTICLE VI
Experience
Section 1. Work in any or all of the following jobs: Editor, assistant editOr,
reporter. copy editOr. rewrite person, caption writer, shall count in qualifying an
Employee for experience rating on any job except tllat of an artist, librarian or
photographer, provided that these ratings shall be based only on editOrial department
experience gained in the manner descnbed below, and in the case of all other
Employees shall be based only on experience in their respective lines of work gained
in the manner described below.
(a) on national press associations, on recognized national news magazines and
major news and featnre syndicates;
(b) on city news bureaus in American cities;
(c) on English language daily newspapers with paid circulation of3S,OOO or
more.
Experience gained on newspapers of less than 35,000 paid daily circulation or
newspapers whose frequency of publication is less than daily, shall berated
according to the ration which the circulation of such newspapers bears to 35,000 paid
daily circulation arullor the ration which the publication bears to a daily publication.
For purposes of this proration, a daily publication shall be considered as having a
frequency of publication of five per week.
ARTICLE VII
Opportunity for Advaacement
Seelioo 1. Wherever practicable, Employees will be given an opportunity to
"try out" for interdepartmental vacancies and higher classifications. In accordance
l?
v.ith the above, Employees shall be given an oppommity to apply and present
credentials for consideration by the Employer. Employees on tryouts may request
opportunities to discuss evaluation of their progress at least once a month.
Section 2. Except for the job classification of columnists and critics, tryout
periods shall not exceed four (4) months nor be less than(5) working days. The
tryout period for columnists and critics shall not exceed six (6) months nor be less
than five (5) working days.
Sedion 3. During the tryout period, the Employee shall receive additional
compensation which. when added to regular salary, is equal to the minimum for the
"less than one year" experience rating in the classification for which the Employee is
trying out. If this salary is already above such minimum, there will be no adjustment
in compensation dnring the tryout period.
Section 4. In any tryout periods commencing after the date of tbis Agreement,
experience during the tryOut period shall count as experience in the higher rating only
in those cases where the Employee is confirmed in the higher classification.
Se.:tion S.lfthe tryout is not successful and the Employee is returned to the
classification from which adVllllCed, the Employee shaU then receive the salary to
which the Employee v;ould be entitled if never advanced. The period of service in the
higher classification shall be counted for all purposes as service in the classification
to which returned.
Section 6. Up to six (6) persons may be temporarily promoted or temporarily
hired on the editorial staff as interns during the course of each calendar year for
periods not to exceed three (J) months per person per year. Interns as described in
l8
this section are college graduates who have not been employed by other newspapers
in positions in Group 3 or higher or college students having an interest in journalism.
Interns shall not be used as vacation replacements fur anyone in Group 3
classifications or higher withoui appropriate compensation. Interns can be used as
vacation replacements in dassiftcations lower than Group 3, and they may be
assigned temporarily as copy clerks and clerics as part of their intern program.
(a) Intems shall be paid at dte rate of a fust-yeareditorial assistant during their
first six (6) months of employment During their third and final three-month period,
they shall be paid at the "less than one year" level of Group 3. However, experience
shall be computed from the first day of their classification in Group 3.
(b) Time spent as an intern in the year in whicb the intern is hired as a regular
part-time or full-time employee sbal1 be deducted ftom tbe probationary period ser
forth in Article XIX, Section 12; provided, however, that there shall be a mioimum
probationary period of thirty (30) days notwithstanding the foregoing provision for
any new Employee hired after the effective date of this Contract
(c) The Employer sball notify the Guild in writing of: name of iDtem, addtess,
age, date of tempotary promotion or hiring and date of conclusion of eacb intcmship
period.
(d) In the event these provisions would make an internship unavailable to a
college student because of the proximity or length of a quarter or semester break, the
Employer and the Guild will meet to attempt to worl<. out appropriale non·
precedential exceptions to the restrictions above.
Seetion 7. The Employer shall set up training programs for members of
minority groups to provide equal opportunity for jobs and for job advancement The
Employer shall give first consideration to students of the Chicago Public School
19
System in filling summer clerk positions. Surmner clerks shall be paid at the Group 9
rate during their period of summer employment
(a) Regular full or part-time employees who are members of minority groups
may be tempomily promoted for on-the-job training periods to provide opportunities
for job advancement.
(b) Up to three (3) petSODS who are members of minority groups may be hired
in each calendar year for the purpose of on-tbe-job lnliniag to provide opportunities
for full-time or part-time jobs in the editorial department The purpose of this
111lining program is to provide employment opportunities in Group 4 positions 111111
higher to minorities who would not otherwise qualifY by their backgrolltld and
experience for employment or internship in the editorial department.
(c) The on-the-job !mining period shall not exceed six (6) months, but may be
extended to a second and final six-month period. Employees promoted to a higher
position lltlder this section shall receive either the "'ess than one year rate• ofthe
higher position, or the step in the pay scale of the bigher classification next higher
than the employee's current pay, whichever is grealer. In all other respects such
111linees shall be gowmed by the same terms and conditions of employment as
~
described in Section 6 ofthis Article.
(d) An exempt editorial employee shall be designated as cooldinalor to develop
the training program described in this section within six (6) montbs. The coordinator
shall also administer and direct the lnlining prognllll.
Section 8. Employees desiring to enroll in educatioilal courses or programs
which are job related and provide trainillg which will improve their job skills and
competency in their present jobs may request the Employer to pay up 10 threo-fourths
of the cost of such courses or programs up to a maximum of $1,000 annually
provided a gtade of •c• or better is obtained in the course or program. The decision
as to whether the Employer shall pay any part of the cost of such courses or programs
20
shall be at the sole discretion of the Employer and shall not be subject to review
through the grievaru:e procedure.
ARTICLEVIIJ
Houn
Section I. The working shift of each Employee shall be a-; follows: 7 112 hours
within 8 consecutive hours where the mealtime period regularly assigned foe the shift
is 30 minutes; 7 112 hours within 8 112 consecutive hours where the mealtime perrod
regularly assigned for the shift is one hour. By mutual consent between the Employee
and the Employer, the working shift of the particular Employee may be fixed at 7 112
hours without allowance of a period for mealtime.
Section 2. The working week shall be five (5) shifts in any seven (7)
conse<:utive days.
Section 3. The work week of the following Employees shall be 37 112 hours
within any 5 of 7 consecutive days: Prep sports writers and one Big Ten sports
writer.
Section 4. The Employer shall cause a schedule to be posted of the starting
time and days off of each editorial staff member (with the above-mentioned
exceptions) and will give ten (I 0) days notice of change except in cases of
emergency. Schedules shall assign no more than eight (8} consecutive shifts to an
Employee, except by mutual agreement between the Employee and his/her
supervisor. Days off shall be consecutive wherever possible. There may be an
exception to the ten (1 0) day notice requirement fur changes in work schedules when
the events assigned to Group 1 Critics in the Features Department are rescheduled
unexpectedly, and the ten (10) day notice would make it impossible for the Critic
21
assigned to cover the event ln no event, however, shall the notice of a change in
work schedules be less than seven (7) days.
Stction S. There shall be at least twelve (l2) hours between shifts.
Seetioo 6. Whenever practicable full-time employees may be afforded the
opportunity of working a four (4) day work week, which shall be determined by
mutual consent of the Employer and Employee. Overtime for full-time employees on
a four (4) day schedule shell be defined as work beyond the hours in the nonnal work
week e>r work beyond ten (10) work hours ina work day. Either party may terminate
any four (4) day work Week arrangement at its option provided at least two weeks
notice is given by the party of such termination.
ARTICLE IX
Overtime
Section I. Overtime shall be all time worked beyond the regular working sluft
or the regnlar working week as specified in Article VUI--HOURS.
Section 2. Overtime either in town or oo out-of-town assignments must be
authorized by the Employer or its representative. A request by a supervisor to an
Employee who is not otherwise covered tmder Section 3 of this Article to remain on
his job beyond his normal working hours in any work day shall constitute
authorization of overtime.
Section 3. All overtime shell be paid for in cash at the rate oftime and one-half
with these exceptions:
(a) All writers, columnists, critics and. political, fashion and travel editors
earning Group 1 scale or higher shall receive compensatory time off for all time
22
worked in excess of 37 112 hours per week. Compensatory time off, at the rate of
time and one-half, can be schednled by mutual agreement between the Employee and
the Employer. If compensatory time off has not been scheduled within five (5)
months of the time earned, it can be scheduled by tbe Employer upon not less than
fowteen (14) days notice to the Employee. If compensatory time off has not been
scheduled and taken wirhin six (6) months of the time earned, it shall be paid in cash
unless otherwise mutually agreed by the Employer and the Employee.
Subsection (a) above shall apply to Employees of bureaus more than 150
miles fium Chicago.
(b) Writers of major sports covering professional basebail, hockey, basketball,
and football, who shall receive five (5) additional weeks of vacation in lieu of
overtime, to be taken at a time agreed upon with the Employer.
(c) Where holiday sections provide for other specific payments.
(d) All employees covered by this agreement, other than those specified in {a)
or (b) above, with prior approval from their supervisor or J1UIIllig<1", may choose to be
compensated for the frrst two and one-half (2-1/2) hours of overtime worked in any
work week. in compensatory time at the rate of time and one-half for each hour
worked.
(e) Upon an Employee's termination, any time due earned but not taken shall be
paid in cash.
Section 4. Work performed by an Employee on hisJher sixth day within the
work week shall be compensated for at the rate of time aod one-half for actual time
worked, with a minimum of a regular day's pay for each day worked. Work
perfonned by an Employee on his/her seventh day within the work week shall be
compensated for at the rate of double time for actual time worked, with a minimum
of a regalar day's pay for each day worked.
23
Section 5. The Employer and Employee shall cooperate in the keeping of
records of ovenime. Overtime sbatl be reponed promptly in writing to the
Employee's immediate superior, and if so reported by the next Monday following the
overtime work, sball be paid on tbe next payday.
Section 6. Having once been released trom regular or O"l:rtime duty, no
Employee shall be called back to duty until the Employee's next regular shift begins
without payment for one hour overtime in addition to the lime earned after return to
duty.
Section 7. An Employee called to woti before bislher regular starting time
shall be paid for such lime at the overtime rate.
Sedioa 8. Travel time to and frcm out-of-town assignments shall be
considered worldng time. When the combined actual wotiing and !lave! time
exceeds 7 l/2 bour.s in any given day, compensatory time off at the time and one-half
rate shall be granted at the mutual conveniem:e oftlte Employer and the Employee
for any excess constituting ttavel time, except that an Employee ttaveling overnight
shall not be credited with more !ban the hours of a normal working day for each 24hour period. Any time constituting actual working time in excess of7 112 hours per
day shall be compe:nsated for a1 the overtime rate. Insofar as possible, ttavel time
shall be scheduled within an Employee's normal working hours, aod these bouts may
be changed by mutual consent to IICCOIIIIllodate ttavel arrangements. Where the
Employee is permitted a choice of more lhan one form ofttansportation, the shortest
time by which the assignment cao be reached shall be credited as working time
within the above stipulations. An employee may refuse to accept an out-of-town
assigrunent ooly when substantive personal matters requiting the Employee's
presence rend« an Employee unable to accept the assignment.
24
ARTICLE X
Holidays
Section l. There shall be nine (9) recognized holidays of24 hours each
including tbe Employee's birthday or another day mutually agreed upon in advance
between the Employer and the F..mployee, New Year's Day, Martin Luther King, Jr.
Day, Washington's Birthday (the third Monday in Febroa!y), Memorial Day,
Independence Day, Labor Day, Thanksgiving and Christrna.'l.
There shall be an additional holiday ofthe Employee's choice for those
Employees with more than ten (1 0) years continuous service. Except with prior
approval, such Employees must give ten (I 0) days notice of their intent to take their
holiday.
For the purposes of this Article "Holiday" shall mean the day celebrated as the
Holiday by the Employer. The day celebrated as the Holiday by the Employer shall
be tmiform in the newsroom. The Employer may designate a day to be celebrated as
the holiday only for holidays that fall on a Saturday or a Sunday, and it shall be either
Monday or Friday.
Section 2. A regular full-time Employee who is scheduled to work on any such
holiday and is not required to work on that day shall be paid regular straight-time
pay for that day.
Section 3. A regular full-time Employee whose regular day off falls on a
holiday and who is not required to work shall receive one day's regular straight-time
pay for the holiday in addition to all applicable pay for hours worked in such week.
At the option of the Employee, the Employee may designate an alternate day
off as compensation for the holiday instead of an additional day of pay. If the
holiday is not taken or paid for by advance mutual agreement of the Employer and
the Employee within six (6) months of the day celebrated as the holiday it can be
25
scheduled by the Employer upon not less than fourteen ( 14) days notice to the
Employee or paid in cash at the Employer's sole discretion.
Section 4. Any Employee required to work on any such holiday shall be paid
double the regular straight-time mte on such holiday shifts (including overtime) with
a minimum of a full shift pay at the double-time rate and shall receive no further pay
for that holiday.
Seetion 5. In weeks in wbieh such holidays occur, a regular full-time Employee
required to work on a scheduled day off which is not a holiday shall be compensated
therefore at the overtime rate. Regular days otr shall not be changed during holiday
weeks solely to avoid payment of the overtime mte.
Section 6. These provisiollll shall apply only when the majority of the hours of
the parlicular shift worked falls within such holiday period.
ARTICLE XI
Dismi10al Pay
Section 1. The following dismissal pay provisions shall apply to all
Employees:
(a) When an Employee is dismissed or discharged after six months' service, the
Employer shall pay the Employee dismissal pay subject to subsection (b) following,
equal to one (I) week's pay for every twenty-six (26) weeks, or major frnction
thereof, of his/her last continuous employment as indicated by the Employer's
employment records, the maximwn of such dismissal pay not to exceed an amount
equivalent to sixty-two (62) weeks' pay.
(h) An Employee who retired from employment with the Employer on or after
his/her :-.lormal Retirement Date or Disability Retirement Date as defined in the SunTimes Guild Employees' Pension Plan shall be eligible to receive dismissal pay.
Dismissal pay payable to an Employee who is entitled to a pension in accordance
with the provisions of the Sun-Times Guild Employees' Pension Plan shall be paid
26
into the Sun-Times Guild Employees' Pension-Trust, to be held for the Employee's
benefit \lllder the provisions of said Plan. Employees who are eligible to receive
dismissal pay as defined above may elect to withdraw payments in increment; of
25o/o, 50"/o, 75% or 100% of their dismissal pay total.
The pension agreement provides for a 'cash out" option of any residual pen&ion
for a retiring Employee who takes dismissal payment upon retirement as provided tor
in this subseclion (b).
(c) Leaves of Absence, granted in writing by the Employer, shall not be
considered breaks in continuous employment, although lime spent on leaves of
absence shall not count as employment periods: However, time spent in military
service shall be credited as employment time for the purpose only of computing
dismissal pay, provided the Employee entered military service while an Employee of
the Employer, and had been an Emplo)-ee of the Employer for a period of at least six
( 6) months before entering military service.
(d) In computing the amount of money to be paid under this provision. there
•hall be used as a basis the highest regular weekly wages received.
(e) These provisions for dismissal pay shall not apply in the case of any
Employee discharged for gross breach of trust, or failure to maintain good standing
in the Guild be<;ause of nonpayment of dues.
(f) In the event of death of an Employee, the Employer shall pay the
Employee's beneficiary an amount equal to the amount of dismissal pay which the
Employee would have received upon termination of employment.
(g) Last continuous employment as used in Article XI, Section (a) includes
continuous service of the Employee with the Employer, immediately preceding
continuous service of the same Employee with Field Enterprises Inc., Sun-Times Co.
and Chicago Sun-Times Syndicate and immediately succeeding continuous service of
the same Employee with a purchaser of the Employer where there has been no break
27
in the continuity of the Employee's employment by one or more of the foregoing
entities.
ARTICLE XII
Pensioas/Retirement
Section 1. lbe pension Agreement entered into by and between the Chicago
Suo-Times and Chicago Newspaper Guild, relating to the existence of the Sun-Times
Guild Employees' Pension Plan, is set forth in a supplement to Ibis Labor Agreement
and is made part of Ibis Labor Agreement.
Section 2. This pension agreement and the amendments provide:
(a) 100% funding (over the original thirty-year period) of pension beru:fits and
that portion of dismissal pay integrated therewith;
(b) Pension credits for totally disabled Employees who receive benefits onder
the Insured Salary Continuance Program;
(c) Effective 111/89 an increased rate of accrual from .0125 to .0130 for all
credited service earned after 1/1189 only;
(d) Vesting with 5 years of service and age 21;
(e) A I 0-year certain guarantee with dismissal pay retention. effective 1/l/70;
(f) Effective with the signing of this Agreement (effective from 1011/91to
9130/94) each active employee covered by the Chicago Sun-Times Guild Employees
Pension Plan shall receive the most financially advantageous of the following two
pension improvements as determined by the Plan's actuary.
(I) Either an additional annual pension credit of .0125 of the average annual
salary for the five-year period January 1, 1981, through December 31, 1985, for each
year of service within the perind January I, 1930, to January 31, 1985, provided that
the annual retirement income credit provided herein shall not duplicate annual
retirement income credits granted under the Plan prior to June I, 1990 for continuous
service through December 31, 1985, and sball not be less rhan such credits; or,
28
(2) effective retroactively to January L 1985, an increase in the rate of accrual
from .0125 to .0130 for all credited service earned after January I, 1985, only.
This option is a one-time option and shall continue in effect for the remainder
of the employee's employment
(g) The pension agreement referred to in Section I of Article X!l has been
amended effective 1/1/84 under Section 7.2 of the pension agreement to provide for
one-twelfth of 3% reduction for each month that pension payments commence prior
to bisfber nonnal Retirement Date.
(h) Effective I 0/1196 an increase in the rate of accrual from .0130 to .02 for all
credited service earned after !011196.
ARTICLEXUl
Vacatiom
Section I. Employees wbo have been in the service of the Employer
continuously sball receive vacations with pay as follows:
(a) More tban three months' service and less tban one year's service prior to
711--one day for each 17 worlcing days.
(b) More tbanone years service prior to 711-tbree weeks.
(e) More tban two years' service prior to 7JJ-four weeks.
(d) Employees with twenty or more years of continuous service shall =ive,
in addition to the above schedule a vacation bonus of$325.
Vacation credits will accrue on a pro rata basis from 7/1 of the previous
calendar year for Employees who have not bad a vacation in the current year and
from 7/1 of the current calendar year for Employees who have bad a vacation in the
current year.
Persona who begin emplo}ment 4/1 or later and terminate with more than three
months and less tban one year of service will receive vacation credits in cash in the
29
amountof one day's pay for each. complete month of service, less any vacation
previously taken.
Section 2. Length of service shaU govern priority in choice of vacation dates.
Whenever practicable, the free days of an Employee in the weeks immediately
preceding and immediately following the Employee's vacation period shall be so
arranged as to permit their use as an •~tension of the paid vacation period.
Sectioa 3. In the event of termination of employment whereby dismissal pay is
given, or upon resignation. or upon retirement, or in the event of death, or when an
Employee takes a leave of absence for more than 60 days except sick leave, vacati<>n
credits a£crued under Section I of this Article shall be paid in cash on the next
regular weekly pay day in the week following the week in which one of the above
events took place.
Section 4. !fan employee has oot tak<n all of his or her vacation in any year
by December 31, the employee at his or her option may carry over up to five (5) days
of unused vacation time to be used during the following calendar year. Additional
carryover vacation may be arranged by advance mutual agreement between the
Employee and the Employer. If carryover vacation is not used during the carryover
year, it shall be forfeited.
Sedioa 5. An Employee whose Va£ation period includes a holiday shall
receive an extra day off for each such holiday at a time convenient to 1be Employee
and Employer. Permission to take such holiday time shall not he unreasonable
withheld.
30
ARTICLE XIV
Sicll Leave, Lif' lasuruu:e
Hospitalization aacl Eye Care
S«tioa I. Paid sick leave shall be granted to all full-time Employees covered
by this Contract after three (3) months of full-time service and completion of a
medical examination on the foUowing basis:
(a) Fm Employees with more lban three (3) months of service, but less than
two (2) years:
Beginning with the fust day of absence, one hundred percent (100%) of salary
for six (6) weeks, fifty percent (SOo/o) of salary for an additional seven (7) weeks.
(b) For Employees with two (2) years of service, but less tbao ten (10) years:
Beginning with the fust day of absence, onelrundred percent (100%) of salary
for thirteen (13) weeks, fifty pen:ent (500/e) of salary for an additional thirteen (13)
weeks.
(c) For Employees with ten (10) or more years of service:
Beginning with the first day of absence, one hundred percent (100%) of salary
for twenty-six (26) weeks.
Sick pay may be withheld or other disciplinary action taken if the sick pay
pllln is abused. The compaay may require medical doeumentalioil ofiBness or inj..-y
in cases of 'pattern" absences.
An Employee will have his/her sick pay eli$ibility reinstated in accordance
with the following schedule:
(i) After returning to
wort for four (4) moolbs with no unexcused abSences-
one-third of any reduction in paid sick leave caused by previous covered absence due
to illness shall be reinstated.
31
(ii) After returning to work for eight (8) months with no unexcused absencetwo-thirds of any reduction in paid sick leave caused by previously covered absence
due to illness shall be reinstated.
(ill) After reruming to work for twelve ( 12) months with no unexcused
absences-the full amount of sick pay eligibility sbal] be reinstated.
For purposes of this Article "unexcused absence" includes any absence, paid
or unpaid, arising from illness or injury which is covered by the sick leave program
or any unpaid absence which an Employee tak.es without notice to and approval of
the Chicago Sun-Times.
Tbe time period for sick pay regeneration shall commence on the first day
immediately following an Employee's most recent unexcused absence day as that
term is defined above.
Section 2. No deduction, because of sick leave, shall be made from overtime
or vacations credited or to be credited to an Employee.
Seetion 3. The current Life & Atcidental Death & Dismemberment Insurance
Plan will be available to Employees under the current terms and conditions with the
maximum amount of life in8lll'llllce coverage being $75,000.
Section 4. ProcedurtS
(a) If an Employee is going to be absent from work due to an illness or
disability, be/she must inform hislber supervisor as soon as possible; and in no event
less than one (I ) hour before the start of his/her shift or work day, unless physically
U.'lable to do so.
(b) A physician's report, acceptable to the Employer, is required if requested
for continued sick pay benefits for any Employee absence for an illness which
continues for more tiian one (I) week. Such physician's report shall bt: submitted to
the Medical Department before returning to work. If the Medical Dcpartmeot is
closed, lhe report shall be submitted to the employee's supervisor. The Employer may
32
require an employee off work due to an illness or il!juty which continues for more
than one week to submit to examination by a physician selected by the Employer.
The Company will pay for this
=· In the event of conilicting medical reports
regarding an Employee's illness or bislber ability to retom to work, the Employee
may be required to submit to a third medical examination by a physician mutually
agreeable to the Company and the Employee. In SU!:h a case, the Company will pay
the cost of this examination and such examination will be determinative.
(c) If an Employee is absent because of a mental or emotional illness, sick
pay benefits will be provided ifhelsbe is under the continuing trea1m<nt of a licensed
mental health professional.
(d) If an Employee becomes eligible for social security disability pa)nteniS
while on sick pay, the social security payment will be sublracted ftom the Employee's
sick pay. If the Employee does not provide the appropriate social security
informali011, sick pay will be discontinued until such infurmatioo is forthcoming and
verified by the MedB:al Department Once such information has been verified the
Employee will be paid retroactively any sick pay withheld during verification.
(e) If an Employee is unable to return to work when hislber sick pay expires,
the Employee may apply for long-term disability (if the employee participates in thet
plan) or an unpaid Medical Leave of Absence.
(f) An Employee must WJe all time due (e.g., vaadion) before an unpaid
Medical Leave ofAbsence is processed and approved.
(g) Up to five (5) days sick leave may be WJed for legitimate illnesses,
injuries, or necessary medical appoiotments which cannot be scheduled fur an
Employee's day off, of immediate family members requiring the presence ofthe
Employee.
Seetion S. The Employer shall contribute to the premium for health insurance
available to all eligible Employees on the following basis:
33
Effective September 1, 2002 the maximum employer contribution per family
or dual premium shall be $107 per week, and $55.00perweek per individual
premium.
Effective November 1, 2004 the maximum employer contribution per family or
dual premium shall be $117.00 per week and $65.00 per week per individual
premium.
Effuctive October I, 2005 the maximum employer contribution per family or
dual premium shall be $127.00 per week and $75.00per week individual premium.
Effective October 1, 2006 the maximum employer contribution per family or
dual premium shall be $137Jl0 per week and $85.00 per week individual premium.
Effective September 30, 2007 the maximum employer contribution per family
or dual premium shall be $142.00 per week and $90.00per week individual
premium.
Effective September 28, 2008 the maximum employer contribution per family
or dual premium shall be Sl47.00 per week and $95.00 per week per individual
premium.
Effective September 27,2009 the maximum employer coniribntion per family
or dual premium shall be Sl57.00 per week and $105.00 per week individual
premium.
The Employer shall contribute up to $2.00 per week to the premium of the
hospital and medical/surgical insurance available to eligible Employees age 65 or
over.
Section 6. The Employer shall contribute to !he premium of vision care
insurance available tO all eligible Employees $3.50 per month per individual
Employee or the cost of the premium, whichever is less. The current vision care plan
shall allow for one additional pair of properly prescribed eyeglasses during the life of
34
this Agreement for an Employee required to wear special lenses in order to perfurm
his/her ordinary job responsibilities.
Effective January 1, 2005 the employer shall contribute to the premiWI of
vision insurance available to all eligible employees up to $4.50 per month per
individual employee or the cost of the premiwn, whiche•-er is less. 1n addition to this
increase in premium, the employer will provide the opportunity for employees to
emoll their family member(s) into this vision insurance program. The cost of family
member(s) to the vision inswance program wiU be paid by the employee. 1be cwtent
vision care plan shall allow for one additional pair of properly prescribed eyeglasses
during the life of this Agreement for an employee teqUired to "'eat special lenses in
order to perform his/her ordinsry job responsibilities.
Seetioa 7. The Employer agrees to provide a group dental plan for all eligible
Fmployees and their eligible dependents. The full cost of the plan shall be paid by
tbe Fmployer.
ARTICLE XV
Settlemeat of Dispates
Section 1. ln an efibrt to estoblish a better working relatiooship between the
parties and in the interest of increased cooperation between the Guild and the
Fmployer, it is agreed that the parties will establish a Standing Committee consisting
of an equal nwnber of Employer and Guild representalives (not to exceed eight (8) in
number) to meet at regular intervals to discuss mat1ers arising ftom the application of
this Agmment or affecting the relations ofthe Employees and the Employer. It is
nnderstood that the membership of the committee may change from lime to time.
It is agreed by the parties tluit all discussions at the Standing Committee
meetings shall be considered offtbe record to the extent !hat statements made at such
meetings shall not be introdU~:ed as evidence in any arbitration, administrative or
court proceeding except upon mutual sgreement ofthe parties. It is further agteed
35
that the purpose of this committee is w develop a positive forum for
communications, and that to achieve that end both parties agree in the spirit of good
faith to exercise discretion in discussing or reporting the subject matter of the
meeting thereafter. Every effort will be made to keep such reports free from
inflammatory partisan commentary.
Any grievance initiated by either party shall first be refemd to this Committee
for discussion concerning resolution of the dispute within thirty (30) <lays after the
aggrieved party knows of the occurrence of the acts or actions which consist the basis
for the grievance. A new employee wishing to initiate a grievance concerning acts or
actions t>f the Employer other than a dismissal during his/her probatiooary period
must initiate such grievance no later than ten (10) days following the end of his/her
probationary period. The parties agree !he Ccmmittee will meet, if at all possible,
within two (2) days after a grievance has been refemd wit. The Committee shall
make an earnest effort to resolve !he dispute but if, after ten (I 0) days, it is apparent
that further discussion will be of no avail, the matter may be processed through the
contractual grievance procedure set forlh below in acc(}rdance wilh the established
pmctice of the parries.
Section 2. The Guild shall designate a Grievance Committee of its own
choosing to take up with !he Employer or its authorized agent any matter arising
from the application of this Agreement or affecting the relations of the Employees
ar.d the Employer which are not resolved by the Standing Committee referred to
above. The Employer agrees to meet with the committee within five days after a
request for such a meeting.
Section 3. Any matter arising from !he application of this Agreement or
affecting the relations of the Employees and the Employer (except renewal of any
term or 'erms of this contract) not settled within thirty (30) days of the receipt of the
formal response of the Employer may be submitted to fmal and binding arbitration by
36
the aggrieved party. Said matter shall be submitted to the American Arbitration
Association fur arbitration according to its rules. The costs of such arbitration shall
be borne equally by the parties, except neither party shall be obligated to pay any part
of the cost of a stenographic transcript without express consent If the matter is not
referred to arbitration within forty-five (45) days of the formal response of the
Employer, unless sucb time period is mutuaUy extended, the matter sball be
consid<red settled.
Section 4. Should the Employer mil to provide information necessary for the
processing of a grievance requested in writing by the Guild to which the Guild is
legally entitled under the National Labor Relations Act, the time tintits specified in
Section 3 above sball begin running only upon receipt of the information by the
Guild.
Section 5. In the event of any controversy arising as to the interpretations of
this Agreement, the conditions prevailing intmediately prior to the conditions causing
the dispute shall be maintained until the controversy has been disposed of as
provided above, provided that in cases arising out of the denial of payment of
dismissal pay the sole question in the controversy shall be the payment and amowtt
of such dismissal pay.
ARTICLE XVI
Expenses and Equipment
Section 1. Necessary and authorized expenses incurred by Employees during
the course of their assigned duties sball he paid by the Employer in accordance with
tbe Employer's expense reimbursement policies and procedures. Expense accounts,
executed in accordance with the Employer's expense accoWJting policies and
procedures, should be submitted for approval by the first Tuesday after the week in
which the expenses are incurred. Necessary working equipment shall be supplied to
all Employees.
37
S..,tion 2. (a) An Emplayee required lo usc his or her car regularly on an
annual basis in the service of the Employer shall be compensated at the rate of
$22.00 per day or the current rate established by the IRS as the non-taxable mileage
rate, whichever is greater. Computation of mileage shall begin at tbe point af origin,
whether from office or home, of the day's first assignment. In addition, he/she will be
given the sum of$800.00 annually, arthe full amount of his/her auto insurance,
whichever is lesser, payable at the next anniversary date of bislher auto insurance. On
presentation of the insurance bill, the Human Resources Department will authorize
this amount to be included in the Employee's check..
(b) Any other Employee required to use his/her car in the service of the
Employer shall be compensated at the rate of $20.00 per day or the current rate
established by the IRS as the non-taxable mileage rate, whichever is greater, for each
date the car is so used.
s..,tion 3. An Employee shall not be required to own an automobile as a
condition of employment. An Employee authorized to use hislber car on an annual
basis in the service of the Employer shall receive a1least four weeks' notice before
such authorization may be terminated.
S«tion 4. Effective with the signing of this Agreement, any new employee
may be required to have a valid driver's license as a condition of employment.
S«tioa 5, Necessary and authorized moving expenses, incurred as a result of
an Employee's transfer to another city at the Employer's request, shall be paid by the
Employer.
Section 6. The Employer will pay to photographers the sum of$160.00 per
year toward the cost of insurance covering their personal photographic equipment
used on the job or the full amount of the premium, whichever is lesser, payable at the
next anniversary date of such insurance. On presentation of the illSlliRilCe bill, the
38
Human Resources Department will authorize this amount to be included in the
Employee's check.
ARTICLEXVll
O.tside Work
Section 1. Employees shall be fi:ee to fmnish written, graphic, broadcast or
other worl< not belonging to or copyrighted by the Employer to enterprises that do not
compete with the Chicago Sun-T1111es, provided such material is prepared on the
Employee's own time. Without permission in writing from the Employer, no
Employee shall use the name of the Chicago Sun-Times or Chicago Sun-Tunes, Inc.,
or any of its aforesaid divisions, or bislher conneclion with the Employer, or any
featured title or other material of the Employer to exploit in any way tbe Employee's
outside endeavors.
Seetioa2. The Employer and the Guild concur that Employees and newsroom
managers must refrain from engaging in practic:es which are inconsistent with
accepted jOurnalistic ethics.
ARTICLE XVIII
Military Service
Sec:tiOill. any employee who enlers the mililllfy service shall be placed on a
military leave of absence for the duration of the term of duty and shall be elltitled to
reinstatement to employment upon completion of tbe term of duty in accordance
with the Veterans R.e·Employmeot Act which includes, but is not limited to, the
following:
(a) The Employee must have a docwnent showing that the lnlining and service
in the anned forces has been completed, and that he/sbe bas not been dishonorably
discharged.
39
(b) The Employee must apply for reinstatement within 9{) days of his/her
release from !lel'Vice (31 days in case ofcertain individuals in tbe Ready Reserve who
undergo only 6 monlhs active llaining).
(c) For purposes ofdetenniningrate of pay and length of!lel'Vice, all time in 1be
military will be credited to 1be Employee as experience in his/her job classification.
(d) As a general condition, an Employee wbo goes into the military service
retains re-employment rights as long as his/her tour of duty does not exceed four
years.
Sedion l. An Employee in military service who, upon competent medical
advice, is adjudged to be physica!Jy or mentally incapacitated as a result of such
service to the extent that he/she is unable to carry on his/her funner employment, and
the Employer is unable to place the Employee in other acceptable employment, shall
at the termination of service be granted a war bonus in a sum equivalent to one
week's pay for every 26 weeks or major :fraction thereof of employment by the
Employer as of such date of termination-such war bonus not to exceed the
equivalent of 52 weeks' pay.
Sedlon 3. Leaves of absence, without pay, for annual military training sball be
granted upon request of the Employee.
Semon 4. Leaves of absence, without pay, for federal government service may
be granted by tbe Employer.
Sedioa 5. An Employee entering military service who bas been employed
more than two years, shall be paid a military bonus equivalent to four weeks' salary at
tbe Employee's regular rate together with pay at his.iber regular rate for such vacation
time as shall have accrued at the time of departure, providing:
(a} The Employee bas not previously received a military bonus, or
(b) The Employee is involwttarily entering the armed forces, or
40
(c) The Employee is entering military service in time of notional emergency.
Seetioo 6. An Employee called to civil emergency military duty shall n:ceive
his/her regular salary for up to two weeks while on sm:h duty.
Seetioa 7. An Employee whose military obligation is incurred through any of
the various National Guard or Reserve programs or as a result of the draft "ill
receive the difference between the Employee's regular salary and any militaly pay
he/she received during an annual training program for a period not to exceed two
weeks in any calendar year. (Employees who must fulfill summer training
requirements as a part of any military program other than those listed in this
paragraph or who choose to extend their initial obligation are oot eligible for paid
military leaves of absence.)
ARTICLE XIX
Security
Seetion 1. Dismissal• may be either for good and sufficient cause, or to reduce
the force, but shall not be made solely as a result of putting this Contract into effect.
Seetion 2. (a) Upon dismissal, an Employee making written request within fuur
(4) working days shall receive in writing from the Employer, or its representative, a
statement of the cause of discharge.
(b) Wben discipline is less than discharge, no Employee shall be subjected by
the Employer to a fine or temporary layoff (suspension) as a step in the disciplinary
process or as a disciplinary measure. In general, the procedures for progressive
discipline shall be as follows:
Oral warning
First written warning
Final written warning
41
Discharge
Se<lion 3. The Employer agrees to give the Guild two (2) weeks notice of its
intention to effect dismissals to reduce the force, stating the classifications of the
affected Employees. During the two (2) week period of such notice, the Employer
shall meet with the Guild and consider any suggestions made by the Guild with a
view to reducing or avoiding such layoffs. Within the two (2) week notice period.
any Employee in a classification affected may indicate to the Guild a willingness to
resign voluntarily without affecting his/her right to severance pay under Article XX
of the Agreement, provided the total of such resignations shall not exceed the
numberofsuchjobs affected in a given classification. At the end of the two (2) week
notice period, such number of Employees to be dismissed to reduce the force, after
the impact of any such resignations and/or implementation of any alterr.ative
dismissals have been assessed, shall be notified. Such dismissals shall be made
effective two (2) weeks aftet the notice is given to the affucted Employee.
Se<tioo 4. In determining the Employees to be dismissed to reduce the force,
the primary consideration in tbe selection of Employees to be retained shall be
seniority, except when an Employee has demonstrated special abilities or
qualifications for particular fimctions, or where the Employer can establish there is a
substantial difference in ability relative to other Employees.
For the purposes of this Article XIX, seniority shall mean length of continuous
employment in !he bargaining unit covered by this Agreement re~less of any
change in classification. Classification shall mean the job titles listed in Groups I
through 9. Job classifications listed in Group 1 in Article V shall be considered the
highest classifications, the job classifications listed in Groups 2 through 9 shaH be
considered "lower classifications" as that tennis used in this Article. Similarly, job
classifications in other groups shall be considered higher than the job classifications
in the groups listed beneath them in Article V. Employment shall be deemed
42
continuous unless interrupted by (a) dismissal for good and sufficient cause; (b)
resignation: (c) retirement; (d) refusal to accept an otTer of rehire into the
classifiCation in whicn an employee worlred when dismissed. Any period of
employment for which severance pay has actually been paid and not refunded, shall
not be counted as employment in calculating severance which may again become due
after rehire.
Section 5. Employees to be dismissed to reduce the force for economy reasons
may elect to bump into a lower classification in which the Employee worked or in
which the Employee is presently qualified to perfonn the available work, provided
the Employee bas grester seniority than the least senior Employee in the lower
classification. An Employee displaced by a bump into a classification may similarly
exercise tbe right to bump into a classification in which the Employee worked or in
which the Employee is presently qualified to perfonnthe available work, provided
the Employee has greater seniority than the least-senior Employee in the new
classification.
Section 6. Each Employee dismissed to reduce the force, or who voluntarily
resigns under the tenns of tbis Article, sba!l be placed on a rehiring list for a period
of eighteen ( 18) months and shall be relrired according to seniority for the same or
comparable jobs when such openings occur. Time spent on a rehiring list by a
dismissed Employee shall not constitote a break in continuity of service, but shall not
be counted as service time for any purpose under tbis Agreement. Employees who
have bumped into lower classifications may return to their former classification when
job openings occur in the former classification in order of seniority along with
employees who have been dismis.'ed or who have voluntarily resigned to reduce the
force (while such employees are on a rehiring list).
Section 7. Seniority means the total length of continuous, uninterrupted
employment. Employment shall be termed continuous unless interrupted by:
43
(a) Dismissal for good and sufficient cause, or
(b) Resignation. or
(c) Retirement.
Time spent on any leaves of absence, except for military service, shall not be
counted as employment for pwposes of detennining seniority, but shall not otherwise
disturb already accumulated seniority.
Section 8. No Employee shall be transferred ih>m Chicago to another city
without the Employee's consent. Doring the first eighteen (IS) months following a
transfer to anolher city the Employee may be transferred baclt to Chicago at the
Employer's discretion. At the end oftbst eighteen (18) month period, the Employee
may not be transferred back to Chicago without hi~ or her consent. In the event of
any transfer the Employer will pay all transportalioD and all reasonable moving
expenses for such Employee and his or her family.
Section 9. There shall be no dismissals as a result of the introduction of new or
modified processes or equipment. New processes or equipment which would
introduce new jobs or alter the content of existing job classificalions shall not be put
into use until after lhirty days' notice to the Ouild, and any reduction in the work
force made possible by any changes will be effected by attrition.
The Company agrees that any Employee displaced as a result of the
illlroduction of electronic editing equipment shall be placed in another position as
comparable as is practicable at the titne of displacement and given adequate training
for that position at the Employer's cost lllld on the Employer's time.
Issues associated with the introduction of new equipment by the Employer may
include, but shall not be limited to, the following: the Employer's inteat to introduce
new equipment, treatment of Employees displaced as a result of the inlroduction of
new equipment, COJllllianoe with applicable laws and regulations pertaining to such
equipment, and the resolution of physical problems created as a result of the
44
introduction of new equipment as well as radiation leakage and eye strain. Such
topics shall be discussed by the Standing Committee referred to in Article XV,
Section L
Section 10. There shall be no dismissal of nor other discrimination against any
employee because ofhislher membership or activity in the Guild, nor because of age,
sex, race, creed, color, national origin, non-jot. related disability, sexual orientation,
or Veteran's status. Race, color, creed, sex, age, non-job related disability, national
origin, sexual orientation, or Veteran's status shall not be a consideration in any
element of wages and salaries, promotions or conditions of employment
Section II. A new Employee shall be a probationary Employee for a period of
sixty (6()) working days. The dismissal of an Employee during tbe Employee's
probationary period shall not be subject to tbe prO\isions of Article XI:X, Sections I
and 2 and shall not be subject to r.,.;ew onder Article XV of this Agreement, except
that no new Employee shall be subjected by the Employer tn a fine or temporary
layoff as a disciplinary measure.
ARTICLE XX
Severance Pay
In the event an Employee with at least five (5) years of continucus service is
dismissed to reduce tbe force for economy reasons, the Employee shall be entitled to
receive severance pay equal to one week's pay for each six months of contiouous
service or major fraction thereof to a maximllm of twenty-five (25) years of service.
The maximum payment of such severance is not to exceed an amount equivalent to
50 weeks' pay. An Employee economically dismisscl shall receive severance pay
and, if rehired, shnll be required to repay such severance pay minus an amount equal
to the salary he/sbe would have earned had he/she continued to work. Acceptance of
severance pay shall not constitute a waiver of rehire rights. Any refusal to accept
rehire to the same or comparable position shall constitute a waiver of the Employee's
45
rehire rights. In the event of the death of an employee prior to his/her request of
sevemnce pay as entitled iD. this Article, the Employer shall pay to m Employee's
spouse or estate m am011111 equal to the amount the Employee would have received
upon temlination of Employment. Severance pay, as referred to in this Article, is
separate and distim:t fiom the dismissal pay referred to in Article XI.
ARTICLE XXI
UnuSWII Risk
Section l. No Employee sbaJI be requited without bislhet consent to work at
the unUStl&l risk of injury, disesse or deD.th.
Section 2. An Employee assigned to duty at the scene of domestic rioting or
civil commotion where there is clear and pment danget of lUnfire or other deadly
assault shall receive special and additional death and dismemberment insurance.
Section 3. An Employee assigned to wmk involving unusual risk shall be
provided with all protection and protective devices the Employee deems essential to
the assignment
Section 4. Provided he/she communicates with a supervisor, an Employee shall
not be decked for the time lost ifbe/she is unable to report to work because of
domestic rioting or civil commotion.
ARTICLE XXII
Leaves of AbHnee
Semon 1. By arrangement with the Employer, Employees may be
granted leaves of absence. Such leaves shall not constitute termination of
continuity of service in the compotatioo of dismissal pay as provided under
the Chicago Sun-Times and Newspapet Guild Pension Plan (Article XI
above), vacations, or other benefits of this Agreement, but the time spent on
such leaves shall not count as service time.
46
Section 2. (a) A maternity leave of absence without pay will be gtanted upon
request of a pregnant employee but the total maternity leave and child rearing leave
of absence provided herein shall not exceed twelve (12) months. The Employer will
make every reasonable effort to pennit a maternity leave of absence to begin and end
on the dates requested.
A pregnant employee shall be emtled to sick leave fur that time for which she
is medically certified unable to perfurm her job because of her pregllllllCy and
subseq11e11t birth of the child and shall be treated lhc same as any other person under
such leave, pursuant to Article XIV. Once a pregnant employee or an employee ...no
is the mother of a newborn child is medically certified able to n:tum io worlr., sick
pay ceases.
Sick leave is separate from maternity or cbild-rearing leave, and any
period of paid sick leave shall not be counted agaiDSt the twelve-month period of
maternity andlor child-rearing leave.
(b) A child-rearing leave of absence of up to twelve (12) months shall be
granted, without pay, upon the request of an employee who has given birth to a child
The Employer will make every reasonable effort to pennit a child-rearing leave of
absence to begin and end on the dates requested but the leave must commence no
later than sixty (60) days after the birth of the child and may extend no longer tban
sixty (60) days after the child's first binhday.
(c) A child-rearing leave of absence of up to twelve (12) months without pay
will be granted to the fatber of a newborn cbild The leave shall commence no later
than sixty (60) days after the birth of the child and may extend no longer than sixty
(60) days after the child's first birthday. The Employee will make every effort to
permit such leave to begin and end on the dates requested subject to the limitation set
fort above. Where both parents are employed by !he Employer, the combined childrearing leave taken by the couple may not exceed twelve (12) months, may not be
taken simultaneously, and each leave must be continuous.
47
(d) The same rules !bat govern child-rearing leaves will apply to the adoptive
parent$ of an infant child five (5) years of age or younger except that such leave shall
commence within thlrty (30) days of the date of adoption.
(e) Up to two weeks of child-rearing leave will be granted upon the request of
an Employee who bas adopted a child older than five years of age.
(f) Maternity, child-rearing or adoption leaves of absence dn not consritute a
break in continuity of service in the computation of dismissal pay as provided Ullder
rwes and Newspaper Guild Pension Plan {Article XI above),
the Chicago Sun-
vacatinns, or other benefits of this Agn:ernent, but time spent on sucb leave9 shall not
count as service time.
(g) This Section 2 shall not be applied in any way that would violate the
Family and Medical Leave Act {FMLA) of 1993. Any leave granted under
this Section 2 shall be counted as FMLA leave, and vice versa, to the extent
permitted by the provisions of the FMLA. Nothing in this subsection (g) shall
be construed to 1iinit leaves pro~ided in this Article to the FMLA minimums.
Seetioa 3. Employees are eligible for funeral leave witb pay for up to three (3)
consecutive., regularly schednled working days, one of wbich shall be the day of the
funeral, in order to attend the funeral of a member of the immediate family.
"Immediate family" is defined as: spouse, pll!eilt, child, S~ep-<:hild,
brother, sister,
and effective July I, 2005, domestic partner as defined bytbe same sex domestic
partner benefitS policy.
A supervisor may exercise discretion ill granting such funeral leave with pay to
attend the funeral of grandparents, grandcbildren, parents-in-law, step-parent, stepbrotherlsister, or other relative living in the same household. Should paid leave not
be gran1ed, the Employee may attend the funeral, and if the supervisor and the
Employee mutnally agree, the Employee may be permitted to use accrued vacation or
time due to attend such funeral.
48
Section 4. An Employee selected to hold office on a full-time basis in THE
NEWSPAPER GUILD or the CIDCAGO NEWSPAPER GUllD shall, upon request.
receive a leave of absence, without pay, provided no more than three Sun-Tunes staff
members at any one time shall be entitled to such leave which shall not be longer
than two years. However, such leaves may be extended upon application to the
Employer. Such leaves shall not count as service time.
Section S. An Employee elected a delegate to a Guild convention by
arrangement with the Emplcryer sball receive a leave of absence, without pay, of two
(2) weeks. An Employee who serves on the Guild Intemational Executive Board by
ammgemeut with the Employer shall receive such leaves. without pay, as are
required to attend meeting.<!. No more than five (5) staff members shall be entitled to
such leaves at any one time under the above provisions. Such leaves shall count as
service time.
Section 6. An Employee entering tbe Peace Corps shall receive a leave of
absence, without pay, for a period of one enli&tment. Such leave shall not count as
service time.
ARTICLE XXIII
Employmeat Proecdure
Seetlon 1. Iri the event the Employer finds it necessary to fill vacancies or
require additional Employees in covered positions in the editorial department, the
Employer shall post the vacancies and notify the Guild of such vacancies. The
posting shall include the job opening to be tilled, the classification in which the job is
placed, and the minimum qualifications of said job. The Guild may thereupon submit
to the Employer within one (I) week after such notification a list or lists specifying
the names and experience of such candidates for such positions. A minimum of onethird ( 113) of lhe names on such list or lists shall be experienced minority candidates
for such positions. Such candidates shall be considered along with applicants from
49
other sources for such job openings. The Employer shall grant at least one interview
to any Employee in the bargaining writ who possesses the minimum qualifications
for the position and who indicates an interest in the posted position.
Semon l.lt shall continue to be the policy of the hmployer in selecting new
Emplo}eeS to extend equal opponnnity to all applieants regardless of their race,
color, creed, sex, age, national origin, marital or parental status, or non-job related
disabili1y.
Section 3. It shall continue to be the policy of the Employer to actively recruit
women and member.; of minority groups for all positions covered by this contract
and to make a strong effort to achleve through its affirmative action program a work
force reflecting the composition of minorities in the metropolitan area. The Employer
and the Guild agree that following execution of the labor contract, a committee
consisting offour (4) Employer and four (4) Guild representatives will be established
to meet at three (3) month iatervals to study and issue recoltliDelldations ~
goals, employment, and career opportUnities and training programs for minorities
and/or women. In the event of a reduction in force, the Employer and Guild will meet
prior to the effective date of any such reduction fur the porpose of discussing
protecting the jobs of minority Employees.
Section 4. Effective no later than July !, 200S, the employer will implement a
same sex domestic partner benefit policy.
ARTICLE XXIV
MbeellaDeoua
Section 1. BY-LINE. An Employee's by-line shall not be used over that
Emplo)ee's protest, nor shall an Employee's by-line be used on any story to which
50
that Employee has made no significant contribution. Ifa by-line is to be used, a
reasonable effort will be made to call substantive changes to the Employee's attention
before publication. An Employee may object to the use ofhislhet by-line in a story
originally produced for the SIDI-Times in any other publication or publications. After
the filing of such an objection, the Employer shall not authorize the use of that
Employee's by-line in any such publication or publications.
Sectloll Z. BULLETIN BOARDS. The Employer agrees to provide bulletin
boards suitable placed in each editorial department for the use ofthe Guild. The
Emplo)-er further agrees to penni! the use of an electronic bulletin bosrd ln the
Employer's computer system on a "read only" basis for the transmission of notices
dealing with official business of the Guild.
Seetioa 3. LUNCH TIME No employee shall. except in emergency, be
required to take his/her lunch within .3 hours after reporting for work.
Sedioa 4. STRUCK WORK. Employees shall not be required to handle wod<
originating in any legally stnlck department of the Employer, nor shall Employees be
required to handle W<ll"k destined for a legally struck department of the Employer.
Those Employees wbo volunlllrily do not wod< daring such periods shall have no
claim fot pay for such periods,
Seetioa S. COMBINATION PERSONS. Reporters aod pbolograpbers shall not
be required to wod< as combination persons performing both functions, except in
unusual circumstances.
Sedioa 6.1N-SHOP BALLOTING. Space adjacent to staff working areas and
suitable for marking and casting secret ballots shall, upon the Guild's request, be
made available for voting in elections supervised by the International Election aod
Referendum Committee of The Newspaper Gnild.
Section 7. Employees may inspect and receive copies of materials included in
their own complete employee 61es maintained by the Company at reasonable times
51
during normal woridng hoo:a:s upon reasonable request to the Human Resource
Department. The Employer reserves the right to request reimbursement for the cost
of producing such copies,
Section 8. The Employer shall continue the present practice of providing legal
representation to Employees involved in legal matters concerning libel or
sutTendering ot disclosing information relating to the news-gathering fanction. The
Employer reserves the right to make final decisiOilS concerning the scope, intent and
direction of such legal represenllllion.
When a demand for disclosure of information relating to the news-gathering
function is made upon an Employee by a federal, state, or municipal court, grand
jury, agency, department, commission or legislative body. such Employee shall notifY
promptly the Employer, or if the demand is made upon the Employer, the Employer
shall notify promptly the Employee. Following such notification, the Employer's
counsel will be consulted and. if their advice is followed, the Employer agrees to
indemni1'y such Emplcyee against any penalties or jodgments if such action results
from the proper pursuit of the Employee's duties. In libel matters, when the Employer
assumes the Employee's defense and the Employee cooperates fully with the
Employer's COUDSel in presenting the defense, the Employer agrees to indemnifY the
Employee against any penalties or judgments, if such action results from the proper
pursuit of the Employee's duties.
Section 9. The Employer agrees to lest VDT equipment for possible harmful
emissions once during the term of this Agreement. Criteria fur snch testing shall be
discussed by the Standing Committee referred tO in. Article XV, Section I.
Seetioa 10. Nothing in this Agreement shall be construed to impair the right of
the Employer to judge any Employee's qualifications for any position in any
classification.
52
Section II. Employees covered under this Collective Bargaining Agreement
will be eligible to participate in the Employer's Section 125 Pre-Tax Benefit
Program.
Se<:tion 12- 'The Employer shall make e>ery reasonable effort to ensure that the
Employees' work area is in conformity with federal, state, and local health and safety
laws/regulations.
Section 13. 'The Employer shall provide adequate space and a fite cabinet on
the premises of the Employer and convenient to the editorial department, for the use
of the Guild in carrying on its duty of representing employees covered by this
Agreement. The location of space shall be detennined by mutual consent between the
Guild and the Employer.
53
ARTICLE XXV
Duration and Renewal
Section l. The effective date of !his Agreement shall be October I. 2007. The
Agreement shall be in full force and effective through September 30, 2010, and shall
inure to the benefit of and be binding upon the sue<:essors and assigns of the
Employer.
Section 2. Within 150 days immediately prior to 9130120\Q hut at least 30 days
prior to such date. the Employer or the Guild may initiate negotiations for a new
agreement to rake effect 1011/2010. The terms and conditions of this agreement shall
remain in effect during suoh negotiations.
S..,tion 3. In the event any of the provisions of this Agreement shall be invalid
under any State or Federal law, tbe remaining provisions shall not be affected, and
this Agreement shall be binding and enforceable as to the remaining provisions in the
same manner as though the invalid provisions had been omitted.
IN WITNESS WHEREOF, the parties have caused this Agreement to be
signed by their duly authorized officers this
54
tic
.5i__ day ofNovember, 2007.
APPENDIX A
Assignment ud Authorization to
Cbedroff Guild Membersllip Dues
TO CIDCAGO SUN-TIMES
I hereby assign to the Treasurer of the CIDCAGO NEWSPAPER GUILD, and
direct you to pay to him/her, the amowrt of my membership dues and any legal
assessments which under the law [ may assign and direct you to pay and which shall
accrue to the CIDCAGO NEWSPAPER GUILD during the period for which this
assignment and direction shall remain in effect, colllll1elll:ing with those accruing fur
the month of _ _ _ _ _---'
An appropriate percentage of such dues and assessments shall be deducted
ftomeachpaycheclc.
I hereby state the amouat of my membership dues which will so accrue to be
those specified in or calculated according to the schedule heretofore filed with yoo by
and on behalf ofthe CIDCAGO NEWSPAPER GUILD. You are authorized to rely
upon that schedule or any new schedule or scbedules which may be filed with you by
or on behalf of the CIDCAGO NEWSPAPER GUILD specifying the amowrt of
membership dues and assessments to be paid by members of the Guild.
Weekly earnings, as tbat term may be used io any such schedule, shall include
only straight time weekly pay, excluding overtime.
The assignment and authorization shall remain in effect Wllil revoked by me,
but shall be irrevocable fur a period of one year ftom the date appenring below or
uotil the temrination of the colletlive bargaining agreement between yourself and the
Guild, whichever occurs sooner. I further agree and direct that this assignment and
55
authorization shall be continued automatically and shall be irrevocable for successive
periods of one year each or for the period of such succeeding applicable collective
agreement between yourself and the Guild, whichever period shall be shorter, unless
written notice of its revocation is given by me to yourself and to the Guild by
registered mail not more than thirty (30) days and not less than fifteen (15) days prior
to the expiration of each petiod of one year, or of each applicable collective
agreement between yourself and the Guild, whichever occurs sooner, Such notice of
revocation shall become effective for the calendar month following the calendar
month in which you receive it
This assignment and autborizatic:m supersedes all previous assignments and
authorizations heretofore given to you by me in relation to my Guild membership
dues.
Employee's Signature--------~----
Dare __________________________________
56
APPENDIXB
Minimum Weekly Night Rate
Qrmml.
09/3012007
09/28/2008
091271201:R
$1,631.75
$1,664.39
$1,697.67
0913012007
Grouo2.
09/2812008
09127/2009
!Ass dJao I yev
$1,064.!)1
$1,086.21
$1,107.93
After 1 year...
$1,142.40
$1,165.31
$1,188.62
After 2 years..•
$1,221.90
$1,246.33
$1,271.26
After 3 years...
$1,30!).26
$1,:>35.44
$1,362.15
After 4 years..•
S1,393.80
$1,421.68
$1;150.12
After 5 years. ..
$1,524.79
$1,5SS.29
$1,586.40
0913012007
09/28/2008
09/27/2009
~
L<$5 dJao I yev
$ 980.30
s
W9.90
$!,019.90
After I year...
$1,061.35
$1,082.58
$1,104.22
After 2 years•••
$1,15J.06
Sl,m.JJ
$1,199.65
After 3 years ...
$1,239.07
$1,263.85
$1,289.12
After 4 years. •.
$1,340.17
$1,366.98
$1,394.33
After 5 years...
$1,474.70
$1,504.19
$1,534.28
57
.!:!mJm.i.
09/30/2007
09/28/2008
09rl7120W
Less thu I year
IDB.JI
$793.95
SS09.82
After 1 year...
st31.81
S848.4S
Sll65.42
After 2 years...
$901.85
$919.87
$931.23
After 3 years..•
$972.61
$992.06
$1,0!1.90
After 4 years...
SI,041.04
S1.06U5
$1,083.09
After 5 years...
$1,131.42
$1,154.04
$1,171.12
0913012007
09/2812008
0912112009
Less than I year
U94.68
$708.58
S722.1S
After I year...
$742.72
$751.51
$772.73
ilim!JU.
After 2 years...
$191.77
$813.72
$830.00
After 3 years...
$116.56
$894.08
$911.97
After 4 years...
$960.61
$979.11
$999.42
0913012007
0912812008
0912712009
Less thaa I year
$670.46
S68U7
$697.54
After I year...
$708.87
$723.05
$731.52
After 2 years. ..
$151.&1
sm.02
S783.49
After3~...
$812.36
$828.61
S34S.IB
After4~ ...
$895.40
$913.31
$931.57
llimm.i-
58
.Y!ll!!nl09i30/2007
09/28/2008
09127/2009
Less than I year
$656.84
$669.99
$683.39
After I year.•.
$694.68
$701!.58
S722.7S
$771.83
After 2 years...
$741.19
$756.70
After 3 years...
$796.88
$812.31
$829.01
After 4 years...
$88139
$899.&2
$916.99
09130i2007
09/28/2008
09127/2009
$$79.67
$591.26
$603.09
After I year...
1004.97
$617.07
$629.41
After 2 years...
$632.32
$644.97
$657.88
After 3 years...
$664.76
$678.06
$691.62
09130i2007
09/28/2008
0912712009
~·
Lesslhaftl year
~-
Less than I year
$529.95
$540.54
$551.35
After I year...
$5$7.82
$568.99
$5110.36
59
November 5, 1985
Mr. Gerald J. Minkkinen
Executive Director
Chicago Newspaper Guild, Local71
230 N. Michigan Ave., Suite 1630
Clucago, III. 60601
DearGeny:
The Guild has raised some questions about and objectiom to some of the uses which
the Sun-times has made of stringers and freelancers. The Sun-times bas and will
continue to use stringers and fi:eelarn;ers in its operations and believes that their use
bas not violated the collective bargaining agreement. However, in order to alleviate
the concerns raised by the Guild, the Sun-Times bas given the Guild the following
assurances concerning the use of stringers and fi:eelancen:
f. The special School Section and other such editorially produced special sections
done at the Sun-Times will be laid out and edited by Sun-Times Employees who will
also make the assignments for the copy to appear in such sections.
2. Stringer photographers will not have individual boxes in the photo department and
will not be offered the opportunity to cover g<nt:ral news events except in
emergencies beyond the Employer's cmrtrol.
3. Except for sports stringern and stringers covering special one-time events, stringers
and freelancers will not be permitted to use VDTs in the Sun-Times building except
in unusual circumst.arn:es and emergencies beyond the Employer's control.
4. VDTs owned by the Sun-Times will not be given to stringers and fi:eelancers.
5. Stringers and fi:eelancer.; will not have individual mail boxes.
The Sun-Times recognizes that the Guild reserves the right to grieve matters not
covered by this letter.
Sincerely,
Agreed to by the C"'hicago Newspaper Guild
By Gerald J. Minkkinen
Burton J. Abrams
Director of Employee Relations
Date Jan. 2, l 986
60
December 2, 1988
l\1r. Gerald J. Minkkinen
Executive Director
Chicago Newspaper Guild, Local 71
230 N. Michigan Ave., Suite 1525
Chicago, ill. 6060 l
OearGeny:
During negotiations for a new labor contracL the parties agreed that the initial agenda
for the Affirmative Action Committee would include the following items:
1. &1ablishment of a Sun-times scholarship for a minority student pursuing
journalism as a career. The scholarship student who maintains a B or better average
"ill be guaranteed an offer of employment as an intern by the Chicago Sun-Times
during his c<>llege years.
2. Establishment of a Sun-Times Chicago Area High School worlcshop for high
school newspaper editors to further their education in journalism and to encourage
their considecation of journalism as a career.
3. Development of rec<>mmendations for special reeruitment efforts and other such
measures in order to develop applicant pools in which qualified minorities and
women are represented in proportions sufficient to help increase their employment
and promotion in the Editorial Department.
Sincerely,
Brian Fantl
Director of Labor Relations
and Personnel
61
October 17, 1991
Mr. Gerald J. Minkkinen
Executive Director
Chicago Newspaper Guild, Local 71
230 N. Michigan Ave., Suite 1525
Chicago, ill. 60601
Dear Gerry:
During our recently concluded negotiations, the Guild raised certain questions about
and objects tc the manner in which the SW1-Times has dealt with certain stringers
and freelancers from whom it has purchased editorial matter for use in Sun-Times
feature sections.
1'lu: Guild !w.> Slaloo:d it d""" not st:ek to limit or restrict the proper use of fteelancers
and stringers by the Sun-Times. The Sun-times and Guild agree that it is important
that the Company properly use freelancers and stringers from whom it purchases
editorial matter for use in feature sections and recognize that the Sun-Times must
continue to have the right to use information and material purchased from snch
freelancers and stringers.
During negotiations, the Sun-Times assured the Guild that it has not and will not use
free lancers and stringers from whom it purchases features material as Employees. It
is understood that in detennining whether such freelancers or stringers are
Employees, the parties will apply the case by case indicia for determining whether an
Employer-Employee relationship exists developed by the National Labor Relations
Board.
Sincerely,
Ted Rilea
Vice President
Labor Relations as of Aug. 25, 1992
62
May 22, !992
Mr. Gerald Minkltinen
Executive Director
Chicago Newspaper Guild
230 N. Michigan Avenue, Ste. 1525
Chicago, Ill. 60601
Dear Gerry:
As part of the final settlement discussions which led to agreement on a new
collective batgaining agreement, it was agreed that if a question were raised by
Chicago Newspaper Guild regarding the staluS of persons whose work is used in the
feature sections of the Chicago Sun-Times the indicia developed by the National
Labor .R.ela1ions Board would be used in determining the staluS of the person.
In general, a person whose work is used in the fealnre seclions of the Chicago SunTintes may be considered to be an Employee when:
1. The Sun-Tunes pays the person by salary.
2. The person receives fringe benefits from the Sun-limes.
3. The Sun-Times pays the persons expenses except when incorporated into a
negotiated fee for the product purchased or work performed.
4. The person is not free to connibute or not eontribute material as he or she wishes
"ithout fear ofjeopardizing his/her chances of contributing in the futwe.
5. The Sun-Tunes resnicts connibutionofmaterial by the person to other
publications.
6. The person is regularly assigned or works regularly scheduled hours.
7. The Sun-Tunes provides office space andforcompanyequipmenttothe person.
63
Mr. Gerald Minlddnen
Mayl2, 1991
Pagel
8. The manner and means by which the person produces the material used or
performs his/her work is directed and controlled by the Sun-Times.
It is recognized tbal any or all of the above indicia will apply prospectively and may
change with future NLRB decisions.
It is understood that no single indicia shall he controlling, but rather all indicia sbaJI
be considered in concert. Disputes regarding those person whose work is used in the
feature sections of the SUD-imteS which the parties cannot resolve sbaJI be submitted
to arbitcation in accordance with Article XV. The arbitrator shall use the indicia
developed by the NLRB in detennining the status of the person in dispute.
Very truly yours,
Ted Rilea
Vice President
Labor Relatioos
64
December 17' 1997
Mr. Gerald Minkkinen
Executive Director
Chicago Newspaper Guild 171
230 N. Michigan Avenue
Suite2500
Chicago, lL 60601
Dear Mr. Minkkinen:
The Chicago Sun.Ti~s and the Newspaper Guild, during our 1997 neg()(iations, had thorough
discussions about freelance oppoounities for employees interested in photography and writing about
the arts, prep sports. travel aad food but not assigned to those departments.
To ensure that staff is aware of such opportunities, Editorial management will post a notice on
company bulletin boanfs reminding staff of lieelance oppo!lllnities approximately every six monlhs.
Empluyees will be encouraged to make their interests in occasionallieelance assigmnents known to
~ editom and to provide those edi!OJS with samplts of their WOik. Assignments will
conrinue to be made by sel<l:ling the person or persons the assigning editor, in his/her sole
discretion, believes will produce the best copy.
the
In additi<>n, periodically Editorial ~ will, through a genem1 posting on the company
bulletin boards, uk the staff to complete a vohmtary questionnaire designed to uncover talents,
interests, language skills and o1hor infonnation outside the scope of their cummt assignments that
may be useful in makiog decisions about future fteelance opporllllities.
Sincerely,
TedRilea
Vice President
Labor Relations
Human Resources
65
December
• 2001
Mr. Gerald Minllinen
Executive Director
Chicago Newspaper Guild #71
35 S. Wabash Avenue
Suite 1400
Chicago, IL 60603
Dear Mr. Minkkinea:
During the course of2001 nego1iations, the parties eotmd into the following Settlement Agrtement
cooceming Robert Novak, CharlottE Searl and Kenny Maluclmik:
I) Within 60 days following ralification of the coUective bargaining agreement, the Publisher wiD
reclassey Robert Novak from his current slatus as an independent conlrllctor to that of a
bargaining unit collllllllist
2) Within 60 days foUowing ratification of the collective borgainins agreement, the Publisher will
transfer Charlotte Se.l from her current exempt position as Graphics Editor to the positioo of
Copy Editor/Paginator and will transfer Kenny Maluclmit from his current position as News
Editor to the position of Copy Editor/Paginator. Upon her 11ansfer, Ms.l!earf will be covered by
the Guild collective llatgainin& agreement. However, Mr. Malucbnilc, upon his transfer, will
continue to be covered by the Stu>-TUD<S' agreement with Chicago Typographical Union No.
16. Notwitbstanding these tmnsfers and the fact that Ms. Searl and Mr. Maluclmik are expected
to perform paginatinn worl< in their new c1assificatioos the parties agree that paginalioa work
may also be assisned to exempt employees.
3) The parties agree that Ibis Settletnent Agreement is not in!el1ded to change the respective rights
of the parties concerning the lllliUets coveted herein.
In consideration for the above, the Guild agrees to wilhdmw, with prtjudke, the pending grievances
coooerning Robert Novak, CharlottE Searl and Kenny Maluclmik.
Sincerely,
Ted Ri1ea
Vice Presidert
Labor Relations
HumanResour<e~
66
December 8., 2004
Mr. Gerald Minkkinen
Executive Director
Chicago Newspaper Guild #71
36 S. Wabash Avenue
Suite 1400
Chica!PJ, IL 60603
Dear Mr. Mlnkkinen:
During the course of 2001 and 2004 negotiations, the parties entered into the following
agreement regarding certain proposals that were inlroduced by the parties during the
negotiations.
Neithet the introduction nor tlle withdrawal ofproposals to amend Article n, Sections 3 and
4, during the 2001 and 2004 negotiations, by either the Chicago Sw1-Times or the Chicago
Newspaper Guild, may be used, referred to or introduced as e\idence in any future
jurisdictional dispute between the parties.
Sincerely,
TedRilea
Vice President
Labor Relations
Hwnan Resources
TR/sr
67
December
, 2001
Mr. Gerald Minlckinen
Executive Director
Chicago N"""""""" Guild #71
36 S. Wabash Aveaue
Suite 1400
Chicago, 1L 60603
Dear Mr. Minkkinen:
During the course of200l negotiations, the parties enll:red into the following Settlement Agreement
cOllef!ming the
Washington Bureau Chief L}liD Sweet.
This Settlement Agaieemont is entaed into by the Chicago Sm-Tomes, Inc. (the "Sun-Tunes") and
Chica&~> N"""""""" Guild (the "Guild'').
l) The Guild has tiled a grievance now pending before Arbitrator Edward Aicl!cr as AAA Case
No. 51 300 00267 01 alleging that exerq>t Washington &reau ChiefLYDD Sweet is improperly
perfOIJDin& bargaining unit 1!IOd< aod the Sun-Tlltle$ has denied the grievance.
2) The Sun-Tunes and the Guild wish to settle their dispute over Lyrm Sweet wirhout
expense and, therefoiO. have agreed to the following:
~
A) The Guild wiD withdraw, with prejudice, its grievance and demand for arbitratio1l
concemillg Lymt Sweet.
B) The Suo·Tilllet ow- that if Lym Sw<et is replaeed as Wasbiugton Bureau Chief; the
Washington Bureau Chief position will then be reclassified from that <>f an exempt
posffion IDa bargaining unit position except as descnDed in (C) below.
C) The Washin&foa BlllCIIU Chief position shall remaia an exempt polition after Sweet
va<:ates the position ifaod w!tea Sweet's replacemeDt supervises an employee(a).
D) The parties agree that they win not use the frequency of Swo:et's bylines as evidence in
olhet disputes concerning exempt employees pelfonnlng batgaining unit work.
Ted Rilea
Vice President
Labor Relatioos
Human Resources
IR!st
68
Decembe< 8, 2004
Mr. Gerald Minkki~~a~
Executive Ditector
Chicago Newspaper Guild 1171
36 S. Wabash AveDUe
Suite 1400
Chicago, IL 60603
Dear Mr. Minkkineo:
During the coum of 2001 and 2004 negotiationo, the parties discussed the use of li:eelaru:ers and
stringers. Underscoring the importance of Ibis issue to each of the perties, the parties have agreed to
renew the letb:rs atta£bed to the contlllct go11el11ing the we of fieei&D<erS and stringers..
Sincerely,
TedRilca
Vice Ptesident
Labor RelatillllS
HU!IWlReso""""'
TR/sr
G9
December 8, 2004
Mr. Gerald Minkkinen
Executive Director
Cbicagu Newspaper Guild #71
36 S. Wabash Avenue
Suite 1400
Chicago, IL 60603
Dear Mr. Minkltinen:
As a result of our m:ent round of contract negotiations the parties have agreed to the funnation
of a "'Round Table" Committee.
The primary purpose of this Committee will be to impro\e overall communi-cations between
management and tire newsroom employees. This Committee (not to exceed six (6) in number,
3 members each from Management and the Guild} shall meet at three (3) month intervals.
Topics for discussion may include, but are oot limited to, the introduction of new technology
and equipment, safety, employee career goals and opportunities, training, employee
saggestions, issues and coocerns. Either the Guild or Management may present a proposed
agenda to the other side one week in advance of each meeting. The topics to be discussed at
the meeting shall not be restricted to those set forth on the agenda.
This committee is not intended to replace the Standing Conunittee snd the grievance
aad arbitration procedure(s) set forth in Article XV of the parties' collective
bargaining agreement.
Sincerely,
TedRilea
Vice President
Labor Relations
Human Resources
TR/sr
70
December 8, 2004
Mr. Gerald Minllinen
Executive Director
Chicag~ Newspaper
Guild #7 I
36 S. Wabash Avenue
Suite 1400
IL 60603
Chica~,
Dear Mr. Minkkinen:
During the course of 2004 negotiations, the parties discussed domestic partner benefits. The parties
agreed that the Chicago Sun-Times will implement a same sex domestic partner benefits policy fur
all Chicago Sun-Times employres no later1han July I. 2005.
Sincerely,
TedRilea
Vice President
Labor Relations
Human Resources
1Risr
ClnCAGO SUN-llimS
Mr. Get3Jd Miol:ldDo:n
&e.:ulive Di=toc
Chicago Nev.'SJ'IPC£ Guild i34071
36S. WabashA"""""
SW1ID 1400
Cbica~P. TL 60603
Dear Gerry:
At our meetiDg last Moudlry aftanooo. I promised to JI(Ovide you aad your llOftllDilll!e
wilh a wriltea recap .of our cliscassicm. As you kmw dliO Chicagp Sua-'fimes News Group
('STNG") is cmboik.illg on anew V\llltm:,
1he S1NG ~ will provide news tips, items aod "daybook"' eatries ilr a variety of
ex1emal cliems, inoll.ldinc Cbialgo 's Olajor TV sl8lioos MKI,_, - radio opcratiom,
Like Ire City News s..:.-;c. of old, it will be primarily a tip savice on "tops and coma."
serving os a t - fur :furtllcr coverage by !he clielll oo1lets. ADd it will provide a daily
caleo4tr brieflD& on the majcw eveat., .both public aad pAvaie. lhat will be tatillg place ia
the Cbicago Ilea.
Our~ OODhct with lhe clients providas fur a lenD of""" year, to begin around
1he middle of feb, 2006. If we &it to provide any of om- clieals with lhe in1imnloCioft we
rillbt " opt ... of this comract by givioa liS 30 days
have promilred tt-.1hey haw 1be
nocicc.
This new v~ will be jlfOdllceollly a hmdful or- staibs, beth til· IBid~.
who will be dedicated 1o this scrvi<;e. They will be aiOed lly the Sm-Times reportiDg aod
oditiJic Slaff ... needed.
These new Edit«ial Assi3blnts will be l1lCIIIben of the Newspaper Guild aDd will be
covered by our Collecti"' Bargaiainjj Agreemcot. They will be cla$siiied in Group 6.
They will be locmd together in the middle of the 9"' floor newsroom.
Tho editor of the STNQ Wile will be an exempt -posili011. (By lhe way, Jeff Mayes
fonn&lly from the Post- Tn'blne, has .reooutly aecepted Ibis position.)
Jeff's, Job Descripl.ien-as SlNG·Edilolr ius Mllows:
ClllCAGO SUN-TIMEs
TIIDII.UA
VJCI! PIIESII&iT
I..AaOilut.Al'llli'S
1. The editor will II>80IIgOt and direct tbe S<Jn.1"1111015 News Group Wtte Service, which
wiD have seven to JOa!!ployees{fourfull..timeaadapool ofpert-timas). Thai wire will
provide ruanillg news to a host of extemal media dienls. The editor will hire aod dixea1y
~ and schednle 1iiMe employees. Tbe editar will also serve .. a liailiCil wilh !be
rest<1f11oeS..T""""aewsroom.
2. The editor will lllllllll&" the intemal "wire" of the~- groap. This wbe win
orgaoizc a daily pool of stnries generated by all tbe siW:r lJ8PCt3 aad provide 1be.m fur liSe
to all members of the news group. Hdsbe will be the co:Diral ~ f~ all tile pepcn in
!be 1111e of tbis wile. The editor will JD<lillitoF 1he ~ lllld ~ of 1he
stGriea. The editor will nc:itber ....;gn the 5laries ooo: serve as primary editor. The cdiliDg
of 1he individual stories will be CO!Ilpleted at the origina1inc papem.
3. The edit« will mooitor all news liom tbe JICW!I group and~ to pot sloJies from the
group placed immediately oo lbe appropriate web$ile(s).
The STNG Editoc wi1I report to the Maoa&Jn& Editor of lbe S<Jn.Timco (with additioual
repotting to the VP ofNew Media fur basiDms llido mo.-).
The SlNG EdittJr will be responsible for lli.s departmclll budget aDd for
dUciplinc and schechtling.
lliri.n& li.rillg,
The SlNG editor, bt/ob<; wiD perfuoD otber duties mated to lbe edDiog aad
man.,....... ofllw Chica&<> Sun-T"UllleS.as uoip.edby loia ~fiam lime tom-_
1 abo raised using tbe '"RoWid Table~ Committee to deal with lilY flmll1: ~
suggcsdom, issues or coocerus !bat may be raised by either poorly as we IJlOYe for.wnl
with tJifJW venture.
Gury,l believe I"ve captiiNd most of the ~poinlsofourdiscos8ion. I aL.o waot
to tab> the opportuoity to lhank you and yoqr committee fur your ofkr of <OOpCrlllioa in
-ving torward wilh tiUs _._. k is importalll to bolh of Wllllal this gelS oif 00 the
right track as soon as possWie.
S~A~a.~
'
Tedltika
Vlcc ~of LAbor Relations
Tilllt
C.C.
Jolm Barron. Bob~ MIChael Davenport