ARTICLE I.
GUILD SHOP. 2
ARTICLE II.
checkoff. 3
ARTICLE
III. MANAGEMENT'S RIGHTS. 3
ARTICLE IV.
PROBATIONARY, PART-TIME, TEMPORARY, AND CASUAL EMPLOYEES 4
ARTICLE V.
EXCLUSIONS. 6
ARTICLE VI.
WAGES. 7
ARTICLE
VII. HOURS. 11
ARTICLE
VIII. HOLIDAYS. 11
ARTICLE IX.
SEVERANCE PAY.. 12
ARTICLE X.
VACATIONS. 13
ARTICLE XI.
SICK AND PERSONAL LEAVE.. 14
ARTICLE
XII. ADJUSTMENT OF DISPUTES. 15
ARTICLE
XIII. EXPENSES AND EQUIPMENT.. 16
ARTICLE
XIV. EDUCATION, OUTSIDE ACTIVITY.. 16
ARTICLE XV.
MILITARY.. 17
ARTICLE
XVI. JOB SECURITY.. 17
ARTICLE
XVII. NORMAL WORK.. 19
ARTICLE
XVIII. LEAVE OF ABSENCE.. 19
ARTICLE
XIX. EMPLOYEE INTEGRITY.. 20
ARTICLE XX.
PRIVILEGE AGAINST DISCLOSURE AND AUTHENTICATION.. 20
ARTICLE
XXI. MISCELLANEOUS. 21
ARTICLE
XXII. PENSIONS. 22
ARTICLE
XXIII. DURATION AND BENEFITS. 22
contract
between the michigan catholic company and the
newspaper guild of detroit
THIS AGREEMENT made as of this 18th day of
January, 2003 between the Michigan Catholic Company, a corporation (hereinafter
known as the "Publisher"), and the Newspaper Guild of Detroit, a
local chartered by the Newspaper Guild (hereinafter known as the "Guild"),
for itself and on behalf of all the employees of the Publisher in the
editorial, commercial (including advertising, business, and circulation
departments), and miscellaneous departments, including all the employees of the
Publisher, excluding, until November 1, 1977, members of recognized craft
unions in the mechanical department, and those hereinafter provided for in
Article IV.
In an effort to effectuate the principles set forth in the
Papal Encyclicals on the organization of labor, which declare the moral right
of employees to self-organization, to collective bargaining, and to a living
wage, the parties agree as follows:
1.
The Publisher shall require as a condition of employment of
any employee, that they be and remain members of the Guild in good standing
during the term of their employment. If
any employee be not a Guild member at the time of their acceptance of
employment, they shall become a member of the Guild within thirty (30) days
after the date of signature of this agreement, or within thirty (30) days after
their becoming an employee of the Publisher.
2.
The Publisher shall furnish, in writing, to the Guild a
week after their employment, the names, addresses, telephone numbers, dates of
hire, salary, formulas, to the extent they exist, for other forms of
compensation, and contract classifications of persons hired after the effective
date of this contract and covered thereby.
1.
Upon an employee's voluntary written assignment, the Publisher
shall deduct from the salary account of such employee on a weekly basis and
shall pay to the Guild on a bi-weekly basis, all membership dues levied by the
Guild for the current month.
2.
The Publisher shall notify the Guild of any changes in
classifications or step-ups in years of experience affecting any employee.
1.
The Publisher retains the customary rights of management to
direct its employees and operate its business.
“Customary Rights of Management" shall include all rights to manage
and direct its employees, and the right to manage the departments and all its
operations and activities. These
include the right to determine the methods, personnel, procedure, means,
equipment, and machines required to provide services to its customers
consistent with other relevant terms of the Collective Bargaining
Agreement. Also included is the right
to hire, fire, promote, and discipline employees consistent with other relevant
terms of the Collective Bargaining Agreement.
1.
Probationary employees are defined as newly hired employees
who have not successfully completed a three month (90 day) probationary
period. The Publisher shall have the
right to terminate the employment of a probationary employee at any time during
the probationary period, with or without notice, and with or without cause,
except for union activity. Probationary
employees shall be represented by the Guild for purposes of collective
bargaining with respect to rates of pay, wages, hours of employment, and other
terms and conditions of employment, excluding discipline, discharge, or
termination for reasons other than union activity. Upon successfully completing
the probationary period, an employee shall be entered on the seniority list and
credited with seniority from the date of hire.
There shall be no seniority among probationary employees.
2.
Part-time employees are defined as persons regularly employed
on work of a part-time nature for less than a full workday and/or workweek.
3.
Temporary employees are defined as persons employed on work of
a temporary nature, to whose tenure of employment a definite limit is set by
the nature of their work.
4.
Casual employees shall be defined as persons whom the
Publisher may, from time to time, pay for casual duties of an irregular nature.
5.
Part-time, casual, and temporary employees shall not be
employed on work normally performed by, or on work which could practically be
performed by a full-time, permanent and/or regular employee. Part-time and temporary employees shall not
be employed where, in effect, such employment would eliminate or displace a
regular or full time employee.
6.
Part-time and temporary employees shall be covered by all the
clauses of this agreement. Casual
employees shall not be covered by this Agreement nor considered as within the
bargaining unit of the Guild. Part-time
employees shall be paid on an hourly basis equivalent to the weekly wage
minimum to which they are entitled by their experience.
7.
Temporary employees may be employed for a special project or
for a specified time, in either case not to exceed three (3) consecutive months
in any twelve (12) month period (such three (3) month consecutive period may be
extended by mutual agreement between the Company and the Guild) but not to
displace or replace regular employees.
For example, temporary employees may be employed for vacation coverage,
during employees' sick leave, to fill in vacancies created by promotion, or
fill in for employees on leaves of absence.
The Guild shall be notified in writing as to the nature of each
temporary employees' employment. A
temporary employee who becomes a permanent employee will have their actual
hours worked as a temporary employee credited to them for purposes of
seniority, experience, vacation, sick days, personal days, and pension.
a.
Temporary employees are covered by this Agreement and will be
paid at the wage minimum based upon their individual experience and job
classification, but are not entitled to any of the fringe benefits provided in
this Agreement except that they shall receive holiday pay for all holidays
occurring during their employment, after sixty (60) days worked.
b.
Temporary employees shall not acquire seniority.
Part-time employees shall not be scheduled to work less
than four (4) hours in any day. A part-time
employee shall not be employed where, in effect, such employment would
eliminate or displace a regular full-time employee. Part-time positions shall not be created in order to eliminate or
avoid the necessity for creating full-time positions. Part-time employees shall be paid on an hourly basis equivalent
to the wage minimum based upon their individual experience and job
classification.
1.
The following executive heads are excluded from the
application of this Agreement: Editor-in-Chief, Secretary-Treasurer, General
Manager, Advertising Manager, Circulation Manager, and Managing Editor.
2.
Members of the clergy assigned to the staff of the Michigan
Catholic by the archdiocese shall be covered by all terms of this contract,
except where the regulations of the Catholic Church and/or the local ordinary
conflict, then the regulations of the Church and the local ordinary shall
prevail.
3.
The Publisher, by agreement with the Guild, may during the
life of this agreement create additional managerial or executive positions, not
now covered by this agreement and not specifically excluded therefrom, which
shall be exempted from the requirement of Guild membership. In the event the Publisher seeks to create
such a position, that by reason of managerial or executive character should be
excluded from the requirements of Guild membership, the matter shall be
determined by an arbitrator who shall be selected by the Publisher and the
Guild. The Publisher and Guild agree that final and binding arbitration shall be
administered by the American Arbitration Association and governed by its rules
and regulations.
4.
The jurisdiction of the Guild is the kind of work either
normally or presently performed within the unit covered by the contract, any
kind of work performing similar functions as the kind of work either normally
or presently performed in said unit, and any other kind of work assigned to be
performed in said unit.
ARTICLE VI.
WAGES
1.
The wages of current employees, except for commission sales
people, shall be increased across the board during the life of this Agreement
as follows:
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Effective January 18, 2003
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2%
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Effective January 18, 2004
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2.5%
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Effective January 18, 2005
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2.5%
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Hours shall be 35 hours per
week. All work schedules shall be
posted two (2) weeks in advance.
2.
The minimum wages for employees are attached as Exhibit
A. In addition to their wage, full time
employees on the payroll when the paid circulation of the newspaper (a) first
reaches 35,000 paid subscribers shall be entitled to receive a one time bonus
of $500 and (b) first reaches 50,000 paid subscribers shall be entitled to
receive a one time bonus of $1,000. The
one time $500 bonus and the one time $1,000 bonus shall be payable on the 15th
of the month following the month when the paid circulation first reaches 35,000
or 50,000, as the case may be.
3.
Sales people will be paid commissions on ads published and
paid for. Commission sales people will
receive a base salary of $450 per week.
Commission payments will be added to the base salary after they have first
covered the base salary. The amount of
commission on established business will be $2.50 per column inch. An additional commission of $.50 per column
inch will be paid for a period of one year (beginning from the date of the
first ad published) for ads published for new clients after February 15,
2003. Ads using spot color will receive
an additional commission of $15.00 per ad; those using 4 color will receive an
additional commission of $40.00. The
commission for sales below the level of 80% of the rate card price will be
reduced by a ratio matching that of the ad price compared to the 80%
level. (E.g., an ad sold at 40% of the
rate card price is sold at half of the 80% level and so receives half a
commission.) Ads paid by trade or
barter will not receive a commission.
Insert orders will receive a commission of $8.00 per thousand up to a
maximum of $400 per order. Inserts from
the same client that appear in different part of consecutive or
near-consecutive issue mailings will be counted as one order. The commissions earned in each quarter will
be paid in equal amounts, divided among the paychecks of the subsequent
quarter. Sales personnel who are no
longer employed by the publisher will receive commissions on their sales
collected for 90 days following the last day of their employment. To phase in the new commission structure,
during the first quarter 2003 ad sales personnel will continue to receive
paychecks in the amount determined under the old agreement. For determining compensation that will be
paid during the second quarter of 2003 only, commissions for ads published
before February 15, 2003 will be computed using the commission formula in the
old agreement. After February 15, 2003
commissions for ads published during the remainder of the first quarter of 2003
will be computed using the column inch formula set forth above but that formula
will be applied to the amount of column inches sold irrespective of whether
they have been collected. The parties
acknowledge and agree that there will be no attempt to reopen the
determinations already made concerning sales made, published or collected prior
to the date of this agreement and that there is no money owed or to be paid to
the commission sales people other than as set forth in this agreement.
4.
Employees shall receive the current IRS rate of $0.36 cents
per mile, with adjustments to be made annually on the anniversary date of the
contract to comply with the adjusted IRS rate.
Employees shall specifically document and track their mileage and submit
weekly mileage reports. There shall be
no reimbursement for commuting mileage. The new mileage rate shall become
effective on the date of signing this Agreement.
5.
During the life of the Agreement, eligible employees shall
receive the then current Michigan Catholic Conference medical insurance
coverage on the following basis:
a.
The Publisher shall pay in full single subscriber
coverage. In addition the Publisher
shall pay in full for spouse and family coverage if employee elects to be
covered by Blue Care Network (or other substituted health maintenance
organization).
b.
For other than single subscriber coverages the employee shall
pay 25% of any increase in the monthly premium cost above the monthly premium
cost in effect on October 28, 2000 through January 17, 2003.
c.
Beginning on January 18, 2003, employee shall pay 50% of any
increase in monthly premium cost above the monthly premium cost in effect on
January 17, 2003 for other than single coverage or coverage by Blue Care
Network (or other substituted health maintenance organization).
d.
Employees shall have the option to waive their health
insurance coverage and receive a $1,500 annual opt out bonus which shall be
payable in quarterly installments of $375 to those employees who exercise this
option and are on the employer’s payroll on the date of payment.
6.
The MCC Blue Cross dental program shall be paid, on behalf of
employees, entirely by the employer. An
Employee may add family and spouse dental coverage at employee’s expense. Additionally, all employees shall be
enrolled in the MCC Group Life Insurance Plan providing term life insurance
equal to annual earnings. If the MCC
Group Life Insurance Plan is terminated, the Publisher and the Union will
negotiate a substitute provision paid for by the Publisher.
7.
Employees shall be classified as to job title and experience
rating by mutual agreement between the Guild and the Publisher. The term "experience" as used in
reference to classification shall mean experience in comparable types of work.
8.
Any employee working in more than one classification shall be
paid the rate of the classification in which he works more than half the normal
work week.
9.
An employee hired at or advanced to a salary above the minimum
for his or her classification (but below the top minimum for his or her
classification) shall be credited with the experience rating which conforms to
his or her rate of pay.
10.
There shall be no salary reductions during the life of this
agreement except that after July 1, 2004 either party may, upon 30 days written
notice to the other, open up the rates of ad-sales commissions for negotiation.
11.
The minimum salaries established herein, are minimums
only. Individual merit shall be
acknowledged by increases above the minimums. The Publisher shall review the
salaries of all employees at least every six (6) months for merit increase
purposes.
12.
Employees with 10 years of service shall receive a longevity
increase of $5 per week after 10
years. Employees with 20 years of
service shall receive an additional longevity increase of $5 per week. Employees with 30 years service shall
receive an additional longevity
increase of $5 per week.
13.
On July 1, 2003, July 1, 2004 and July 1, 2005 each employee
shall receive a $65 bonus.
ARTICLE VII.
HOURS
1.
The normal work week is a thirty-five (35) hour week.
2.
A normal work week schedule shall be set by management. There shall be flexible time per day to be
set by management. There shall be no split shifts required. Schedules will be
posted two (2) weeks in advance.
3.
All work performed in excess of eight (8) working hours per
day shall be paid for at the overtime rates. Allocation of work days and days
off shall be at management’s discretion.
4.
The Publisher shall compensate all full-time non-exempt and
part-time non-exempt employees for all authorized overtime at a rate of time
and one-half (1½) their regular rate of pay, or in compensatory time at a rate
of time and one-half (1½) their regular rate of pay, by mutual agreement
between the employee and management.
5.
An employee called back to work after they have left their
post at the termination of their regular working day shall be paid for all time
worked, including travel time, at the overtime rate.
6.
The Publisher shall cause a record of overtime to be kept, and
such records shall be available to an accredited officer of the Guild at
reasonable times.
1.
All employees shall be granted the following holidays, or days
celebrated as such: New Years Day, Good Friday, Memorial Day, Independence Day,
Labor Day, Thanksgiving Day, the day following Thanksgiving, Christmas Eve Day,
Christmas Day, and New Years Eve Day.
If a holiday falls on Saturday or Sunday, and it is not celebrated on
another day, the employees will be given the previous Friday or the following
Monday (Thursday and Friday or Monday and Tuesday in the case of Christmas or
New Years holidays), whichever is mutually agreeable, half of the force to be
given Friday and the other half to be given Monday.
2.
Any employee required to work on any of these days shall be
paid (in addition to his salary for that week) for a day's work at the rate of
time and one-half (1½) their regular rate of pay. Seven (7) hours shall constitute the full working day.
3.
Any employee whose vacation includes one of these holidays
shall be granted an additional day of vacation.
1.
a.
Upon dismissal, a salaried employee shall receive a sum equal
to one week's pay for each eight (8) months service or proportional fraction
thereof, up to a maximum of thirty-eight (38) weeks' pay, computed at the
highest regular weekly pay received by the employee during the twenty-six (26)
weeks previous to his dismissal.
b.
A commission-paid employee shall be compensated on the same
basis, except that the rate shall be computed on the weekly average of the
aggregate sum they have earned in commissions in the year preceding severance.
c.
Severance pay need not be paid in case of discharge provoked
by the employee for the purpose of collecting severance pay; or in cases of
discharge for cause involving crime or theft of money or property of substantial
value belonging to the Publisher; or involvement in public scandal, sufficient
to destroy or gravely impair the employees competency or value to the employer;
or use or possess alcohol or illegal drugs on the Publisher's property; or
gross insubordination.
2.
From the dismissal pay the Publisher may deduct any levy or
tax to which the employee is subject under state or federal employment or
social security legislation.
1.
Employee shall receive an annual vacation with full pay at the
rate of one (1) week after six (6) months service, two (2) weeks after one (1)
year's service, three (3) weeks after three (3) year's service, and four (4)
weeks after five (5) year's service.
All employees, regardless of seniority, will receive two (2) extra days
of vacation which can be applied by mutual consent of the employee and the
Publisher between Christmas and New Years days.
2.
Employees may choose the period for their vacation on the
basis of seniority.
3.
In the event of termination of employment, an employee shall
receive accrued vacation pay as follows:
a.
For employees entitled to up to two (2) weeks vacation, one
(1) day of vacation for every twenty-five (25) days actually worked.
b.
For employees entitled to three (3) weeks vacation, one (1)
day of vacation for every sixteen (16) days actually worked.
c.
For employees entitled to four (4) weeks vacation, one (1) day
of vacation for every twelve (12) days actually worked.
1.
Regular full-time, non-exempt employees are allowed up to
(seven) 7 sick and personal days per year from date of hire. The sick and personal days are accrued at a
rate of one and one-half days for each month of employment, in each year, up to
a seven day maximum.
2.
Sick and personal days may not be used in conjunction with
vacations and they must be arranged in advance with the employee's supervisor,
except in the case of illness or emergency.
In illness or emergency cases, the supervisor must be notified as soon
as possible. If more employees request
personal days on a given day than can be spared in view of the needs of the
office, seniority will govern.
3.
Unused sick and personal days (up to a maximum total of seven
(7) for each calendar year of active employment) may be accumulated to a
maximum of forty (40) days and carried forward from year to year, but only for
extended illness benefits under the provisions of Section 4 below. In such cases (that is where an employee is
receiving one-half (½) salary under Section 4 below, and has accumulated sick
or personal days to his or her credit), the employee will be paid full salary,
rather than half salary, for such period as the accumulated sick days will
allow, with one-half (½) day of the accumulated bank being canceled for each
day that payment of full salary continues.
After exhaustion of the accumulated bank in this matter, payments of
sixty-six and two thirds (66⅔) of salary will continue for the balance of
the period specified in Section 4.
Unused and accumulated sick or personal days may be used
only as provided in the preceding paragraph.
No payment for unused days shall be paid if the employee dies, quits, is
discharged, or leaves the active employment of the employer for any other
reason.
4.
In case of extended illness of a regular employee (except any
case of illness or accident covered by workers' compensation insurance), the
employer will continue or cause through insurance to be continued weekly salary
payments for a maximum of twenty-six (26) weeks at a rate equal to sixty-six
and two thirds (66⅔) of the employee's salary in the week immediately
prior to the illness. These payments
will begin on the fifteenth (15th) calendar day in cases of illness,
or injury. The employer may require the
employee to provide, at reasonable intervals, a doctor's certificate verifying
the employee's incapacity.
1.
The Guild shall designate a committee of its own choosing to
take up with the Publisher or his authorized agent, any matter arising from the
application of this contract or affecting the relations of an employee and the
Publisher.
2.
The Publisher agrees to meet with the Committee within five
(5) days, after request for such meeting.
Efforts to adjust grievances shall be made on company time.
3.
Any matter involving the interpretation, application,
administration, or alleged violation of this contract (except renewal of this
contract), including any question of whether a matter is arbitrable or not
satisfactorily settled, may be submitted within thirty (30) days of its first
consideration to final and binding arbitration by the Guild. Such arbitration shall be conducted pursuant
to the voluntary labor arbitration rules of the American Arbitration
Association. The costs of such
Arbitration shall be borne equally by the parties, except that no party shall
be obligated to pay any part of the cost of a stenographic transcript without
express consent. Each party is
responsible for its own costs of arbitration.
4.
Conditions prevailing prior to an action grievance shall be
maintained unchanged pending final settlement of the grievances provided
herein.
1.
The Publisher shall pay all properly authorized and legitimate
expenses incurred by employees in the service of the Publisher, and shall
furnish all materials necessary for the work performed by employees in this
service.
2.
The Publisher shall pay for the authorized use of employee's
cars used in the service of the Publisher at the prevailing rate set by the
Internal Revenue Service for deductibility of employee mileage. At the time of this agreement, the rate
shall be 36¢ per mile.
3.
The employee shall submit a detailed amount of the mileage and
shall be reimbursed at the time the payroll is prepared.
1.
The Publisher shall pay the cost of educational courses, which
adjudged by mutual consent of the Publisher and the employee, will improve the
skills of the employee in his or her present job, or train him or her for
promotion to higher positions.
2.
There shall be no limitations upon the outside work done by
any employee on his or her own time, except that such employee may not, without
permission of the Publisher, exploit his connection with the Publisher.
1.
Any employee who has left or leaves the employment of the
Publisher to fulfill their military obligation or alternative service, shall be
considered an employee on leave of absence.
The time spent in such service shall be counted as service time with the
Publisher in computing all benefits under the contract. On release of such service, they shall
resume their position, or a comparable one, with no loss in salary or
impairment of benefits, depending upon length of service, and other benefits
provided by federal law, provided they make application within ninety (90) days
after their discharge, and are still qualified to perform the duties of such
position, unless the Publisher's circumstance has so changed as to make it
impossible or unreasonable to do so. If
the employee is not qualified to perform the duties of their former position or
of one comparable thereto, they shall be given such other position as may be
available, in which they are capable of performing, and shall be paid the then
existing wage established for such position.
1.
There shall be no dismissal or discipline except for just and
sufficient cause. The Guild and the employee shall be notified in writing at
least two (2) weeks in advance of each dismissal with specification of facts
alleged to constitute just and sufficient cause; except in cases of gross
neglect or gross breach of duty, in which case discharge may be summary, but
specifications of facts alleged to constitute gross breach of duty will be
submitted in writing to the employee and the Guild within twenty-four (24)
hours of such discharge.
2.
If dismissed within the first ninety (90) days of employment,
an employee shall not be entitled to payment other than wages due at the time
of discharge.
3.
Dismissal to reduce the force, as distinguished from a
dismissal for just and sufficient cause, shall not be made unless and until the
Publisher establishes that such dismissal is necessary for reasons of
economy. Except that there shall be no
dismissal as a result of introduction of new or modified processes or
equipment.
4.
Dismissals for reasons of economy shall be made in the inverse
order of seniority and the classification in which they occur.
5.
The Guild shall be given two (2) months notice of intent to
introduce new or modified equipment, machines, apparatus, or procedures that
will create a now job classification or alter the job content of an existing
job classification.
6.
There shall be no dismissals as a result of putting this
Agreement into effect.
7.
The Publisher shall hire employees without regard to age, sex,
race, creed, color, national origin, marital or parental status, political
activities or beliefs, or sexual orientation.
8.
Present employees shall be given first opportunity to try out
for a vacancy in a higher classification or to make a lateral transfer. Notice of each vacancy shall be posted on
all bulletin boards and shall be given to the Guild. Any employee desiring to fill a vacancy shall submit a written
application within ten (10) days of such posting.
1. There
shall be no speed up.
1.
Upon request, the Publisher shall grant employees leaves of
absence for good and sufficient cause.
The Publisher shall assume no responsibility for the payment of hospital
insurance, the employee's share of group life insurance, or other such
benefits, while an employee is on leave of absence. The time exceeding six (6) months spent on such leave of absence
shall not be computed as service time, but will not constitute a break in
continuity of service.
2.
In the event an employee is elected or appointed to any
Newspaper Guild office or office of the AFL-CIO, local of the Newspaper Guild,
or of any organization with which the Guild is affiliated, such an employee,
upon two (2) weeks notice shall be given a leave of absence if they request
such leave, and they shall be reinstated in the same position upon the
termination of such leave. In the event
of such reinstatement, the most junior employee in that job classification
shall be dismissed at the Publisher's option.
The foregoing shall also apply to delegates elected to the Newspaper
Guild and AFL-CIO conventions, both national and local, and to delegates at
special meetings called by the Newspaper Guild. Such leaves of absence may be limited to one (1) employee of the
Publisher at any one time.
3.
Maternity leave without pay of reasonable duration shall be
granted upon an appropriately documented request. No employee shall be required to take a maternity leave of
absence nor have her job duties or working conditions changed without her
consent, assuming she is fully capable of performing her job. Upon submittal of appropriate documentation,
maternity leave without pay shall be converted to extended illness leave.
1.
An employee shall not be required to perform, over their
protest, any practice which in their judgment compromises their integrity.
2.
An employee shall not be required to use their position as an
employee for any purpose other than performing the duties of their position.
3.
An employee's byline or credit line shall not be used over
their protest. Substantive changes in materials submitted shall be brought to
the employee's attention before publication.
An employee shall not be required to write, process or prepare anything
for publication in such a way as to distort any facts or create an impression
which the employee knows to be false.
4.
If a question arises as to the accuracy of printed material,
no correction or retraction of that material shall be printed without prior
consultation of the employee concerned.
1.
An employee may refuse, without penalty or prejudice, to give
up custody of or disclose any knowledge of, information, notes, records,
documents, films, photographs, or tapes, or the source thereof, which relate to
news, commentary, or the establishment and maintenance of his sources in
connection with his employment, except to an authorized agent of the Publisher.
The Publisher shall not give up custody of or disclose any of the above without
the consent of the employee which shall not be unreasonably withheld.
2.
When a demand for such disclosure or surrender is made upon an
employee, the employee shall notify the Publisher, or, if such demand is made
upon the Publisher, the Publisher shall notify the employee.
3.
If the employee is proceeded against under law on account of
his refusal to surrender or disclose, the Publisher shall select and retain
legal counsel for said employee, and if said counsel's advice is followed, the
Publisher shall meet all necessary costs of such proceedings, including payment
of fines or damages based upon said employee's refusal to disclosure or
surrender.
1.
Bulletin Boards - the Publisher agrees to provide a suitably
placed bulletin board.
2.
Freedom of Employment - The Publisher agrees not to have or
enter into any agreement, with any other publisher, binding such other
publisher not to offer or give employment to employees of the Publisher.
3.
Struck Work - Employees shall not be required to handle struck
work, provided that this clause shall not be applied to any manner contrary to
the Labor Management Relations Act of 1947 (as amended).
1.
The Publisher agrees that any eligible employee may retire
under the terms of the Michigan Catholic Conference Pension Plan, which shall
be paid for in its entirety by the Publisher.
The terms and conditions, are outlined in this plan.
1.
This agreement shall commence on January 18, 2003 and shall
expire January 17, 2006.
2.
This agreement shall not be renewed, amended, or modified
except by a written document signed by both parties. Any party desiring to
renegotiate this agreement must give notice, in writing, to the other party not
more than ninety (90) days nor less than sixty (60) days prior to expiration.
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THE MICHIGAN CATHOLIC COMPANY
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THE NEWSPAPER GUILD OF DETROIT
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By:
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By:
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Its:
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Its:
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EXHIBIT A
MICHIGAN CATHOLIC
Salary Increases
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01/18/03
Percentage Increase
2.0%
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01/18/04
Percentage Increase
2.5%
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01/18/05
Percentage Increase
2.5%
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Editorial
Weekly Increase
Per Hour/35 Hours
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$741.63
$14.83
$756.46
$21.61
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$756.46
$18.91
$775.37
$22.15
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$775.37
$19.38
$794.75
$22.71
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Chief Circulation Clerk
Weekly Increase
Per Hourly/35 Hours
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$493.80
$9.88
$503.68
$14.39
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$503.68
$12.59
$516.27
$14.75
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$516.27
$12.91
$529.18
$15.12
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Secretary
Weekly Increase
Per Hour/35 Hours
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$494.24
$9.88
$504.12
$14.40
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$504.12
$12.60
$516.72
$14.76
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$516.72
$12.92
$529.64
$15.13
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Clerk
Weekly Increase
Per Hour/35 Hours
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$408.12
$8.16
$416.28
$11.89
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$416.28
$10.41
$426.69
$12.19
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$426.69
$10.67
$437.36
$12.50
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Bookkeeper
Weekly Increase
Per Hour/35 Hours
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$519.79
$10.40
$530.19
$15.15
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$530.19
$13.25
$543.44
$15.53
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$543.44
$13.59
$557.03
$15.92
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Typist-Stenographer
Weekly Increase
Per Hour/35 Hours
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$461.10
$9.22
$470.32
$13.44
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$470.32
$11.76
$482.08
$13.77
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$482.08
$12.05
$494.13
$14.12
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Graphic Designer
Weekly Increase
Per Hour/35 Hours
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$613.03
$12.26
$625.29
$17.87
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$625.29
$15.63
$640.92
$18.31
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$640.92
$16.02
$656.94
$18.77
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EXHIBIT B
LETTER OF AGREEMENT
BETWEEN THE MICHIGAN CATHOLIC COMPANY
AND THE NEWSPAPER GUILD OF DETROIT
THIS AGREEMENT made and entered into this of ,
2003, is by and between the Michigan Catholic Company and the Newspaper Guild
of Detroit.
Subject: News
Editor position
1.
The News Editor position shall be deleted from the list of
positions subject to Guild membership and the work formerly performed by the
News Editor shall be performed by executive heads excluded from Guild
membership under the provisions of Article V of the agreement.
2.
In exchange of the Guild’s agreement to allow deletion of the
News Editor position, the Publisher agrees to maintain no fewer than three (3)
full-time positions in editorial news which shall be subject to Guild
jurisdiction.
IN WITNESS WHEREOF, the parties hereto have caused these
to be duly executed and day and year first written.
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THE MICHIGAN CATHOLIC COMPANY
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THE NEWSPAPER GUILD OF DETROIT
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By:
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By:
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Its:
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Its:
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By:
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MICHIGAN
CATHOLIC WAGE SCALE
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Step
Increases
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Editorial News
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1st Year
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2nd Year
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3rd Year
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4th Year
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5th Year
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Effective 1/18/03
(2%)
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$434.41
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$497.87
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$590.25
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$629.53
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$756.46
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1/18/04 (2.5%)
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$445.27
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$510.32
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$605.01
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$645.27
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$775.37
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1/18/05 (2.5%)
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$456.40
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$523.08
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$620.14
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$661.40
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$794.76
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Circulation Clerk
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Effective 1/18/03
(2%)
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$503.69
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1/18/04 (2.5%)
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$516.28
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1/18/05 (2.5%)
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$529.19
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Secretary
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Effective 1/18/03
(2%)
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$402.97
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$436.62
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$474.25
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$504.11
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1/18/04 (2.5%)
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$413.05
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$447.54
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$486.11
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$516.72
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1/18/05 (2.5%)
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$423.37
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$458.73
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$498.26
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$529.64
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Clerk
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Effective 1/18/03
(2%)
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$369.43
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$373.29
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$396.08
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$416.28
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1/18/04 (2.5%)
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$378.67
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$382.62
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$405.98
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$426.69
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1/18/05 (2.5%)
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$388.14
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$392.19
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$416.13
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$437.36
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Bookkeeper
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Effective 1/18/03
(2%)
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$472.85
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$493.81
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$517.59
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$530.18
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1/18/04 (2.5%)
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$484.67
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$506.16
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$530.53
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$543.43
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1/18/05 (2.5%)
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$496.79
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$518.81
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$543.79
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$557.02
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Advertising Sales
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Effective 1/18/03
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$450.00
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1/18/04
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$450.00
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1/18/05
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$450.00
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Graphic Designer
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Effective 1/18/03
(2%)
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$625.28
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1/18/04 (2.5%)
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$640.91
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1/18/05 (2.5%)
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$656.94
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