The Newspaper Guild of Detroit, Local 34022
www.detroitguild22.com
Independent Newspapers — Observer & Eccentric — Detroit Free Press — Detroit News — DN Maintenance — Michigan Catholic — U.A.W.

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January 2008
Two Percent Pay Raise for All Janitors Effective Jan. 21, 2008
$750. Employee Bonus Due Jan. 15th; 2008 Mileage Rate Now 50.5 Cents Per Mile
Summary of Tentative Settlement - Observer & Eccentric

November 2007
Guild Holiday Party! (Link will open in a new window)
Progress Made in Key Areas; Pension, Mileage Open Issues

October 2007
Voluntary Separation Package (VSP) Q&A
               - Can I Get Severance Payments Under the Voluntary Severance Program (VSP) and Draw Pension Benefits at the Same Time?
               - If I Apply for and Am Accepted into VSP, When Can I Retire and Begin Receiving My Pension?
               - What if I Am Accepted into the VSP But I Am not Old Enough to Retire on My Last Day of Work?
               - What Is the Normal Retirement Age for a Full Pension?
               - What Are the Requirements for Early Retirement, Prior to Normal Retirement Age?
               - Whom Do I Contact to Find Out How Many Years of Pension Credited Service I Have?
               - How Does Retiree Health Insurance Work with the VSP?
               - As a Retiree, Can I Go on My Spouse's Health Insurance or Other Insurance?
               - How Do Health Insurance COBRA Rights Relate to the VSP?
Voluntary Separation Package (VSP) Agreement
Guild Complaint Nets Stipend for Stephen McGee
O&E Contract Proposal Would Gut Health Care, Shift Financial Burden to Employees

September 2007
The Newspaper Guild of Detroit Salutes Guild Members for Their Outstanding Achievement
Information Still Lacking on O&E Health Plan
O&E Looking for Labor Dispute with Radical Health Care Proposal

August 2007
Independent Guild Members Ratify New Contracts
               - Summary of Tentative Settlement - Independent Unit

June 2007
Contracts Are Ratified
Metropolitan Council of Newspaper Unions Bargaining Bulletin No. 7
               - Summary of Tentative Settlement - Detroit News
               - Summary of Tentative Settlement - Detroit Free Press
               - Summary of Tentative Settlement - Maintenance
Metropolitan Council of Newspaper Unions Bargaining Bulletin No. 6

May 2007
Tentative Agreement at Free Press, News & Detroit Media Partnership
Independent Unit Bargaining Bulletin
Free Press Guild Bargaining Bulletin No. 3

April 2007
Metropolitan Council of Newspaper Unions Bargaining Bulletin No. 5
Unions Launch Bargaining with Independent Papers; Company and Unions Extend Contracts

March 2007
Independent Union Contracts Extended to April 9th
Metropolitan Council of Newspaper Unions Bargaining Bulletin No. 4
               - Detroit Free Press Individual Bargaining Session
               - The Detroit News Individual Bargaining Session
               - Guild Maintenance Unit Individual Bargaining Session

January 2007
Detroit News Merit Pay Letter
Metropolitan Council of Newspaper Unions Bargaining Bulletin No. 3
Mileage Rate for Independent Unit Goes up to 48.5 Cents Per Mile

December 2006
Company and Unions Agree to 30-Day Contract Extension
Metropolitan Council of Newspaper Unions Bargaining Bulletin No. 2
Free Press Guild Bargaining Bulletin No. 2
Free Press Guild Bargaining Bulletin No. 1
Detroit News Guild Bargaining Bulletin No. 2
Detroit News Guild Bargaining Bulletin No. 1

November 2006
Metropolitan Council of Newspaper Unions Bargaining Bulletin No.1
Detroit Newspaper Partnership - Healthcare Proposal

June 2006
Free Press Reporter / Photographer Grievance

March 2006
News Voluntary Severance Plan Starts: Guild Obtains Some Improvements
Guild Meets With News On Voluntary Severance Plan
Guild Contract Provisions In Event Of A Layoff

February 2006
Macomb Accounting Clerk Settlement: Guild Wins Insubordination Case
New Contract Nets 4% Raises At Michigan Catholic
TNG Hires Equity Firms: Battle For Knight Ridder Intensifies
Local 34022 Officers Re-Elected

January 2006
Free Press Staffers Get 2% Guild Raise Jan. 16th

December 2005
Wages Increase 2.5% Jan 1st; Pension Payments Into Guild Plan Increase To $32. Weekly
Guild Holiday Bash! (Link will open in a new window)

August 2005
FAQ's About the Guild Pension Plan for Free Press Editorial Staff
FAQ's About the Guild Pension Plan for News Editorial Staff
JRC’s Attack on Macomb & Royal Oak Sports Staff Upheld by Arbitrator

July 2005
Justice for Matt Dawson

June 2005
"Pass the Hat" for Wowk Family Big Success

May 2005
Independent Unit Awaits Arbitrator's Ruling
Riverfront Janitors to Keep Their Jobs

April 2005
Bring Matt Back!

February 2005
Ann Arbor News Sends Scabs To Youngstown
O&E Sale Stirs Media Interest

January 2005
Feds Strip Rights of Non-Union Workers; Guild Represented Employees Protected

December 2004
New Year Brings Wage Increases at Four Guild Units
Gannett to Honor O&E Union Contracts
Pressmen Merge with Teamsters
Detroit Guild Gives Financial Aid to Striking Youngstown Workers
Jurisdiction Grievance at Independent
Union Update on Pending Sale of Observer & Eccentric Papers
Gannett Buys Observer & Eccentric
Audrey Lasater of Independent Unit Retires
Union Scholarships

October 2004
Pension Increase Proposal
Maintenance Unit Approves Pension Diversion
O&E Final Lump Sum Payment Due Nov. 1st

September 2004
Notice to Members - Bargaining Agreements now Online!
Guild Contracts Protect You from Assault on Overtime Pay

June 2004
Observer & Eccentric Contract Summary
O&E Guild Members OK New 3-Year Contract

May 2004
Guild and GCIU Local 13-N Reach Tentative Agreement with Observer & Eccentric

April 2004
Pressmen and Guild Members Authorize Strike and Other Job Actions

January 2004
Independent Newspapers Contract Update
Observer & Eccentric Bargaining Bulletin
Independent Unit Contract Highlights

November 2003
In Memoriam - Don Kummer

October 2003
Metro Council of Newspaper Unions Bargaining Bulletin - HealthCare

September 2003
O&E Bargaining To Resume September 19th. Guild, Pressmen Receive Strike Approval
O&E Calls for Big Health Care Increases; One Year Contract; No Pay Raises

August 2003
Guild Open Contract Issues
Latest Union Proposal on Health Insurance
Open Letter from the President, Local 22
Company Offer to Joint Council (link will open in a new window)
Union Response to the Company Offer to Joint Council

July 2003
Guild Bargains On Janitor Issues; Unions Await Joint Session

June 2003
Two Days Of Talks Focus On Health Insurance
Sweeping New Health Plan Starts May 1
The Complete List Of Health Insurance Changes
Guild Bulletin No. 1 - Bargaining Underway Between Unions and Newspapers on New Contracts
Free Press Hits 100!
Schabath On Board

May 2003
New Unit Officers Elected — Women Capture Four Seats
Remembering McGruder
Guild Salutes Hall of Fame Inductees
O&E Probation Grievance Settled

April 2003
O&E Bargaining Looming
Macomb Classified Ad Arbitration Starts
Local Officers Elected

January 21, 2008

TWO PERCENT PAY RAISE FOR ALL JANITORS EFFECTIVE JAN. 21, 2008

All janitors covered by the Guild contract with the Detroit Media Partnership will get a two (2) percent wage increase effective Monday, Jan. 21.

The higher rate of pay includes a $1. per week wage diversion into The Newspaper Guild pension plan. This latest pension diversion means the Company will pay $56.00 per week into your pension plan.

Regarding your HAP health insurance coverage, the employee co-payment in 2008 will increase from 10% to 11% of the total premium cost with the Company paying the remaining 89% of the premium. The Guild is still awaiting the total premium rates from the Company for 2008.

The 11% co-pay is for employees earning less than $35,000

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January 10, 2008

$750. EMPLOYEE BONUS DUE JAN. 15TH
2008 MILEAGE RATE NOW 50.5 CENTS PER MILE

On January 15th, Independent employees covered by the Guild contract will receive a $750. bonus payment. The lump sum payment is the result of the new Guild contract that was ratified last Aug. 27th.

Later this year on July 1, Guild represented employees will receive a 2% across-the-board raise with ad sales staff receiving a 1% wage increase.

For those using their personal vehicles on company business, the new mileage rate for 2008 is 50.5 cents per mile. The mileage rate is determined by the Internal Revenue Service (IRS) as stipulated in Article XIX - Expenses and Equipment - in the Guild contract.

The lump sum payment will help ease the financial hardship suffered by employees, who didn't receive any wage increase in 2007. If you have any questions, please contact Unit Chairperson Bill Fleming or the Guild office.

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SUMMARY OF TENTATIVE SETTLEMENT
NEWSPAPER GUILD AND OBSERVER & ECCENTRIC NEWSPAPERS

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November 21, 2007

PROGRESS MADE IN KEY AREAS
PENSION, MILEAGE OPEN ISSUES

After a two-month recess, contract negotiations with Observer & Eccentric resumed Nov. 16th with significant progress being made on core issues such as health insurance, wages and duration.

The bargaining session, held at the Michigan Employment Relations Commission office in Detroit, was the longest round of bargaining since last August. Your Guild bargaining committee and the Company are close to an agreement in the key areas of health insurance, wages and duration.

However, no progress was made on the Guild proposal to increase the mileage allowance for employees using their vehicles on Company business. Nor was there any progress in improving the current benefit formula for the defined benefit pension plan.

Despite a two-month recess, the Company still didn't provide documents requested by the Guild regarding the pension plan. The documents would show in detail the financial status of the pension plan. The Company's refusal forced Guild lead negotiator Duane Ice to notify the Company that an unfair labor practice charge will be filed with the National Labor Relations Board (NLRB). There hasn't been an increase in the pension formula in seven years.

Regarding auto mileage, the current rate is 36 cents per mile. The Guild argued that there hasn't been a wage adjustment in three years - a time when fuel and vehicle repair costs have increased steadily. The Guild modified its proposal from 40 to 38 cents per mile. However, even that modest rate was rejected by the Company.

We adjourned without a new bargaining date. We will keep you updated on further developments at the bargaining table as well as at the NLRB.

Your Bargaining Committee,

LeAnne Rogers, Unit Chairperson; Jim Toth; Tom Hoffmeyer; Lou Mleczko, President Local 34022; Duane Ice, Guild Attorney

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October 30, 2007

NEWSPAPER GUILD OF DETROIT
ADDITIONAL QUESTIONS AND ANSWERS REGARDING VOLUNTARY SEVERANCE PROGRAM

At the Guild meeting Thursday night, some questions came up. Here is some additional information:

Can I Get Severance Payments Under the Voluntary Severance Program (VSP) and Draw Pension Benefits at the Same Time?          (Back)

Under the terms of the VSP, you can receive your severance payments and begin to receive pension benefits at the same time

If I Apply for and Am Accepted into VSP, When Can I Retire and Begin Receiving My Pension?          (Back)

You can apply for your pension and retire immediately upon ceasing work. You can also apply and begin receiving your pension at any time during the severance payout period, or at the end of the severance payout period

During the severance payout period, you will not accrue any additional pension credited service or receive additional pension contributions

If your pension benefit will be the same on your last day at work as it will be at the end of the severance payout period, there is no advantage in waiting to apply for your pension benefit

What if I Am Accepted into the VSP But I Am not Old Enough to Retire on My Last Day of Work?          (Back)

If you reach the age to be eligible for a pension at any time during severance payout, you can apply for your pension at that time. However, after your last day of work, you will not receive any additional service credits

If you do not reach the age of eligibility for a pension during the severance payout period, you nevertheless have the right to a deferred vested pension

What Is the Normal Retirement Age for a Full Pension?          (Back)

For the Free Press editorial unit, the normal retirement age is 62

For the News editorial unit, the normal retirement age is 65

In the Maintenance Department, the normal retirement age is 65

What Are the Requirements for Early Retirement, Prior to Normal Retirement Age?          (Back)

For the Free Press, News and Maintenance Department, the early retirement age is 55. If you begin receiving benefits before your normal retirement age, your pension benefit is reduced

At the Free Press, there is a 6% annual reduction in benefits for each year you draw benefits before age 62

At the News and Maintenance Department, there is a 4% annual reduction for each year between the ages of 60 and 65, and a 6% annual reduction for each year from age 55 to 60

Whom Do I Contact to Find Out How Many Years of Pension Credited Service I Have?          (Back)

At the Free Press, call Debbie Strandhagen, Mercer Company, 313-877-7352

For the News and Maintenance Department, call Scott Bush, TNG Pension Office, 1-888-893-3650 (Toll Free) or 301-585-2803

How Does Retiree Health Insurance Work with the VSP?          (Back)

To be eligible for retiree health insurance, you must "retire from employment" and begin receiving your pension, according to the labor contracts with the Company. You are not eligible for retiree health insurance if you wait a year or two and apply for a deferred vested pension

Under the VSP, if you are eligible for a pension on your last day of work -- or anytime during the severance payout period -- you are eligible for retiree health insurance. But, retiree health insurance will start at the end of the severance payout period

During the severance payout period, even if you start receiving your pension, you will be insured under the active employee insurance program. Health care contributions will be deducted from your severance check. This is to your advantage because the retiree health care supplement is $267 per month and retirees are responsible for the rest of the health insurance premium

At the end of the severance payout period, you will be put on retiree health insurance, if you have elected to receive your pension

IMPORTANT: If you desire to receive retiree health insurance at the end of the severance period, you should notify the Company Human Resource Department in writing. Send a copy to the Guild and save a copy for your records. You can give that notice at any time

As a Retiree, Can I Go on My Spouse's Health Insurance or Other Insurance?          (Back)

If you are eligible for a pension and retiree insurance, you can nevertheless elect to be covered through your spouse's insurance or other insurance. When your other insurance ends, you may then elect to be covered by your own retiree insurance

IMPORTANT: At the point you are eligible for a pension, you must notify the company that you will want retiree insurance. You must also notify the Company Human Resource Department that you will be covered by your spouse's insurance or other insurance for a time. It is important to notify the Company of these things to protect your right to re-enroll in retiree insurance

How Do Health Insurance COBRA Rights Relate to the VSP?          (Back)

Employees accepted into the VSP, but NOT eligible for a pension and retiree insurance, will be insured as active employees during the severance payout period. At the end of the severance payout, their insurance ends. At that point, severed employees are entitled to continued health insurance if they pay the premiums ("COBRA rights")

Employees should give notice to the Company's Human Resources Department that they desire to exercise COBRA rights. The Company should give employees a notice that they have COBRA rights to extend insurance. But even if the Company does not provide such notice, employees should notify the Company that they desire to exercise their COBRA rights

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October 26, 2007

AGREEMENT RE: VOLUNTARY SEVERANCE

Representatives of Detroit Media Partnership, The Detroit News, Detroit Free Press (collectively "Employer" herein) and the Newspaper Guild of Detroit Local #34022, Newspaper Drivers & Handlers Union Local #372, and the Michigan Regional Council of Carpenters met on October 22, 2007. This will confirm the agreements of those parties concerning the Voluntary Severance Plan (VSP) to be offered by the Employer:

•   Employees who are 50 years of age or older as of Nov. 30, 2007, with at least 10 years of credited service, in the following positions/bargaining units are eligible for the VSP:
  
  
•   News, Free Press, Maintenance - Guild, Local #34022
•   Home Delivery District Representatives - Local #372
•   Prepress - Detroit Typographical Union, Local #18
•   Carpenters - Michigan Regional Council of Carpenters
  
  
•   Credited service will be based upon hire date as a permanent employee
  
  
•   Two weeks of severance pay for every year of credited service up to 52 weeks to be paid out as a salary continuation until the severance period is exhausted. Credited service will be pro-rated to the nearest 1/10th of a year. Severance pay will be calculated based on the employee's rate of pay on the last day of work
  
  
•   Health, medical and dental benefits will continue with employee contributions during the severance period. Employee contributions will be calculated throughout the severance period in accordance with the applicable collective bargaining agreements
•   Employees who wish to volunteer will be required to submit a request in writing (signed and dated) to H.R. by Nov. 13, 2007
  
  
•   The Employer reserves the right to accept or reject volunteers
  
  
•   Life insurance will be continued for severance period
  
  
•   Flexible Spending Accounts will remain active for severance period
  
  
•   SBOs for Home Delivery employees will be included in severance pay and paid based on an average of the last 12 months
  
  
•   Severance pay for home delivery representatives will be calculated before the $3 pension deduction
  
  
•   Employees on short-term disability are eligible; those on long-term disability are not. Employees on family medical leave and personal leave are eligible
  
  
•   Accrued but unpaid vacation, personal days (including MLK birthday and employee birthday) and documentable comp days will be paid as soon as possible after termination
  
  
•   The Employer will review the list of volunteers and make a determination as to who will be accepted as soon as possible. The Employer will provide to the Unions a list of the volunteers in their bargaining units and will notify the Unions of the names of individuals whom the Employer does not agree are eligible. The Employer will notify the Unions of the employees in their bargaining unit who have been accepted into the VSP and their target release dates
  
  
•   Employees may be released prior to the target release date initially established by the Employer only upon request by the employee and consent of the Employer
  
  
•   In the event an eligible and accepted employee dies during the salary continuation period, all remaining payable severance benefits shall be paid to the employee's estate
  
  
•   Pension contributions and accrual of credited service for employees accepted into the VSP shall cease as of the employee's last day of work with the Employer prior to commencement of the salary continuation period
  
  
•   Employees accepted into the VSP and eligible to retire may do so at the end of the period of salary continuation and then receive their pensions and retiree insurance benefits. Also, employees eligible to retire may do so during the period of salary continuation; they will receive insurance coverage as active employees, with appropriate employee contributions, until the end of the salary continuation period, at which time they will be eligible for retiree insurance benefits
  
  
•   In the event that two or more eligible employees, in the same job classification and performing the same or substantially similar job function, volunteer and would be accepted for the VSP, the employee with the most seniority under the applicable collective bargaining agreement shall be chosen for inclusion into the VSP

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October 12, 2007

GUILD COMPLAINT NETS STIPEND FOR STEPHEN MCGEE

Following a complaint filed by the Newspaper Guild of Detroit, the Free Press has done the right thing and given Stephen McGee the same travel stipend issued to other staffers, who were honored recently in New York with an Emmy Award for their video, "Michigan Marines: Band of Brothers."

McGee, who was the videographer for the special project, was originally told he wouldn't be given travel expense money to attend the awards dinner because he had given notice that he was leaving the Free Press for another job. McGee traveled at his own expense to partake in the awards ceremony Sept. 24th.

The Guild protested and filed a grievance demanding the same stipend for McGee that was given to other Free Press employees, who attended the event. Five days later, the Free Press agreed that McGee should also receive the travel voucher. We are pleased the Company quickly reversed an ill-conceived decision concerning McGee.

Besides McGee, other Guild members honored with the Emmy Award include Joe Swickard, Kathleen Gilligan, Hugh Grannum, David Gilkey and former staffer John Masson.

Lou Mleczko,
President

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October 11, 2007

O&E CONTRACT PROPOSAL WOULD GUT HEALTH CARE, SHIFT FINANCIAL BURDEN TO EMPLOYEES

The proposal by Observer & Eccentric regarding health insurance is basically a "trust us" approach that could change as rapidly as Michigan's weather. The Company is insisting on contract language giving it the right to impose on union-represented employees the same insurance as non-represented employees. This includes the right to change health care coverage, employee contributions, co-payments and deductibles, at any time, at the Company's discretion. This even includes the right to cancel health insurance entirely.

The Company health plan is not insured; the Company "self-insures" benefits, meaning that every dollar spend on medical services comes out of Company revenues. When bargaining recessed last month, the Company confirmed that its health plan had a maximum lifetime benefit of $2 million. If an employee suffers a serious injury or accident, he or she would be responsible for all costs beyond $2 million for that incident, and all future health costs for any other health needs. In contrast, your existing Health Alliance Plan coverage has unlimited lifetime protection.

What would this "trust us" policy cost you? Plenty. Depending on the percentage of coverage, monthly co-payments would range as follows:

The monthly co-payments, which could be changed at any time, are just the beginning of the bad news. Other examples:

•   Outpatient services such as surgery, lab and diagnostic tests, X-ray and radiation therapy and anesthesia subject to co-insurance and plan deductibles
•   Inpatient hospital services such as semi-private room, surgery, lab tests, EKG's, EEG's and similar tests, physical therapy, physician services and diagnostic & therapeutic X-ray services subject to co-insurance and plan deductibles
•   Maternity services such as delivery in-hospital, out-patient and in-patient newborn care subject to co-insurance and deductibles
•   Emergency ambulance subject to co-insurance and deductible
  

In comparison, these medical services are covered in full by HAP after a one-time $25 deductible for out-patient care and $100 per hospital admission.

Gannett agreed to HAP policies earlier this year at the News and Free Press. At the Macomb Daily and Royal Oak Daily Tribune, the Journal Register Corp. agreed to the same HAP policy. As we said at the bargaining table:

"We will not agree to a health program that is whatever the Company gives to non-bargaining unit employees from time to time. Our intent is to negotiate a specific plan for the bargaining unit, which is defined and exists for three years."

We do not believe that union-represented employees should have inferior health benefits. We do not believe that we should settle for less than what others in this business in southeast Michigan have.

If the Company intends to pursue its proposal on health care, it will be a major battle-ground issue in this round of contract bargaining. We want to you to clearly understand what is at stake.

We will keep you posted as we await a return to the bargaining table.

Your Bargaining Committee,

LeAnne Rogers, Unit Chairperson; Jim Toth; Tom Hoffmeyer; Lou Mleczko, President Local 34022; Duane Ice, Attorney and Chief Negotiator

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September 25, 2007

The Newspaper Guild of Detroit salutes Guild members Grannum, McGee, Swickard, Gilkey, and Galligan for their outstanding achievement.

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September 11, 2007

INFORMATION STILL LACKING ON O&E HEALTH PLAN

In a short 30-minute bargaining session today, the Company provided some information concerning their demand for the O&E self-insured health care plan, but other data sought by the Guild was missing. Your bargaining committee had requested statistics on how much the Company paid out in benefits in 2006 and 2007, as well as co-pays and deductibles paid by the employees, to see how it compares with the existing Health Alliance Plan (HAP) coverage for our members.

One significant statistic we discovered is that the Company health plan has a $2 million lifetime cap on health benefits. If an employee or family member suffers a serious illness or injury that generates more than $2 million in bills, the employee would be responsible for all remaining health costs. And, there would be no further insurance for the employee or family member. It is similar to what former O&E owner Phil Power was demanding three years ago. In comparison, the HAP plan provided in the existing Guild contract has unlimited lifetime benefits for any catastrophic health care claims.

The Company health care plan, by its own terms, is also subject to modification at any time during the term of the new contract. The Company is insisting on the right to reduce or eliminate benefits, increase deductibles and co-pays and make any other changes without notice or negotiation with the Guild. This is a proposal the Company refuses to acknowledge is "concessionary."

There was no progress on other economic issues such as wages, pensions and mileage reimbursement. The Company rejected Guild proposals to increase the pension multiplier and increase the mileage reimbursement to 40 cents per mile. The existing mileage is 36 cents per mile. And, the Company did not move from its proposal for annual wage increases of only 1%.

Regarding the defined benefit pension plan currently in place, the Guild requested specific data on the financial status of the plan.

No new date was scheduled for the next bargaining session. We are waiting for the rest of the information we requested. In the meantime, we are urging Guild members to contact a bargaining committee member to sign up for future bargaining-related assignments.

Your Bargaining Committee,

LeAnne Rogers, Unit Chairperson; Jim Toth, Tom Hoffmeyer, Lou Mleczko, President Local 34022 & Duane Ice, Chief Negotiator

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September 6, 2007

O&E LOOKING FOR LABOR DISPUTE WITH RADICAL HEALTH CARE PROPOSAL

Just before the Labor Day holiday, the Company presented your Guild bargaining team with its initial economic proposal. The proposal calls for eliminating the existing health insurance with Health Alliance Plan (HAP) and requiring employees to accept whatever insurance is given to non-represented employees. The Company also proposed a 1% pay raise in each year of a three-year contract.

The Guild's Chief Negotiator, attorney Duane Ice, told O&E that it was looking for a "labor dispute" if it is serious about jettisoning the current health care coverage through HAP. "The Company proposal is a non-starter," Ice stated in sessions held Aug. 29th and 30th. "We will not agree to a health program that is whatever the Company gives to non-bargaining unit employees from time to time. Our intent is to negotiate a specific plan for the bargaining unit, which is defined and exists for three years."

The proposed health plan is self-insured by the Company. The plan is considerably worse than what Gannett agreed to in contract talks with the Free Press and News. It is worse than the health care agreement ratified two weeks ago at the Macomb Daily and Royal Oak Daily Tribune. The Company's proposal includes much higher employee contributions, co-pays and deductibles, but provides benefits which are not as good as HAP.

The Guild made a series of informational requests about why the Company is making concessionary demands and administration of the self-insured health plan. But the Guild made it clear that a self-insured plan that could be changed repeatedly during a contract was totally unacceptable. "This doesn't get us in the ball park for a settlement on health insurance," Ice said. "It is essentially a 'trust us' proposal about some insurance being there. We won't go down that road."

O&E's negotiator, Gannett attorney William Behan, denied that the Company proposals were concessionary and said that the Company wasn't "pleading poverty."

The next scheduled bargaining session is Tuesday, Sept. 11th. In the meantime, the Company has agreed to extend the existing contract through Sept. 30th.

We will keep you posted of further developments.

Your Guild Bargaining Committee,

LeAnne Rogers, Unit Chairperson; Tom Hoffmeyer, Jim Toth, Lou Mleczko, President Local 34022 and Duane Ice

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August 27, 2007

INDEPENDENT GUILD MEMBERS RATIFY NEW CONTRACTS

Guild members at the Macomb Daily and the Royal Oak Daily Tribune Sunday ratified a new three-year contract after participating in a joint membership meeting with the Metropolitan Council of Newspaper Unions.

More than 50% of eligible Guild members attended the meeting held at UAW Local 909 hall in Warren.

Contract highlights were presented by Guild President Lou Mleczko and Duane Ice, Guild legal counsel and chief negotiator for the Council of Unions. Other unions ratifying agreements were: Teamsters Local 372, Mailers Local 2040, GCC Local 13-N and DTU Local 18.

The ratified contract was presented as a concessionary agreement with a "distressed employer" but still features a $750 bonus next January as well as 2% across-the-board wage increases in July, 2008 and July 2009. Ad sales employees, who are eligible for commissions, will receive the bonus and 1% raises in 2008 and 2009.

Other major contract features include:

•   Health care coverage provided by Health Alliance Plan HK-7, which will require employee co-payments of 13% of the HAP total premiums. The 13% co-pay remains in effect for the life of the agreement. Under the new HAP policy, employees will also pay higher deductibles for prescription drugs, emergency room and hospital admissions
•   Mileage rates based on the IRS formula remains in effect including the current rate of 48.5 cents per mile for using personal vehicles on company business
•   New language pertaining to advertising sales performance for display and classified ad sales staff

Guild members applauded the efforts of the Guild Unit bargaining committee including Unit Chairperson Bill Fleming, Norb Franz, Linda Addis and John Michalak.

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SUMMARY OF TENTATIVE SETTLEMENT
NEWSPAPER GUILD AND INDEPENDENT NEWSPAPERS, INC.

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June 25, 2007

CONTRACTS ARE RATIFIED

At joint and individual meetings on Sunday, June 24, 2007, union members ratified new collective bargaining agreements covering employees at the Detroit Free Press, The Detroit News and Detroit Media Partnership. The contracts are in effect until January 2010.

The Unions are very pleased to conclude six months of bargaining. Getting the contracts done was important, because they put in writing the key terms of employment and provide and means of enforcing them.

The new contracts cover wages, benefits and working conditions for 1200 employees and 800 retirees. These include wage rates, overtime pay, vacation pay, holiday pay, health insurance, dental insurance, sickness & accident benefits, disability benefits, pensions and 401k plans, seniority rights, layoff and recall, transfers and promotions, work hours, just cause for discipline and discharge, and other important items.

The contracts also provide a grievance and arbitration procedure. Grievances and arbitration before a neutral third-party arbitrator are the means to enforce terms of the contracts.

A summary of the terms of the new contract was contained in our last Bargaining Bulletin. If you didn't get a copy, contact a union steward or your union. You should make it your business to know your contract rights and that receive all rights and benefits. Copies of the contracts will be made available as soon as they are produced.

METROPOLITAN COUNCIL OF NEWSPAPER UNIONS

Sam Maci, President Pressmen Local 13

John Peralta, President Mailers Local 2040

Ron Renaud, Sec./Treas. Drivers Local 372

Lou Mleczko, President Guild Local 34022

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June 19, 2007

METROPOLITAN COUNCIL OF NEWSPAPER UNIONS
BARGAINING BULLETIN No. 7

Tentative Agreements Finally Reached

After six months of hard bargaining, the Unions and Companies have finally reached Tentative Agreement (TA) on new collective bargaining agreements covering employees of the Detroit Free Press, The Detroit News and Detroit Media Partnership. The agreements cover about 1,400 employees, in six different bargaining units, with three different employers. They also cover about 1,200 retirees, protecting their retirement benefits. The new TAs would extend until January 2010.

The Unions in the Metropolitan Council of Newspaper Unions are Newspaper Guild Local 34022, Teamsters Local 372, Teamsters Local 2040, and Pressmen Local 13N. As you know from previous bulletins, the Unions and Companies have been meeting since November in joint and individual sessions for all the production, distribution, maintenance and editorial units.

Bargaining Framework - The Economy and Company Request for Concessions

From the beginning, the Company maintained that the poor economy was having a significant impact, revenues were down significantly, costs were up and circulation was declining. The Company demanded wage and benefits concessions of all kinds to reduce costs. The Unions requested information, as is their right, to learn more about the newspapers' financial picture and to be able to bargain intelligently. The Company provided information that confirmed a tough financial outlook.

Nevertheless, the Unions would not agree to the many give-backs sought by the Company. The Unions were determined to preserve a good wage and benefit package and protect rights gained through decades of bargaining.

Compromises were made and agreement was reached. It was not easy. There were many complex issues to deal with. It is fair to say that neither side got nearly what it wanted. But, we think the process achieved what it is supposed to: a balance of the employers' interests with the employees' interests.

Tentative Agreements Will Be Voted On - Sunday, June 24, 2007 - Make Your Vote Count

Every three years, bargaining occurs on the important issues of wages, benefits, and working conditions. Every three years, you get a say on whether to ratify the Tentative Agreements. You will be getting separate notice of the exact time and place. What counts is that you understand the issues, know what is at stake and participate in the process for making contracts establishing your rights and benefits.

The Officers and Bargaining Committees of the Unions recommend ratification. We think this process led to the best possible outcome, in light of everything that has to be considered and the long term interests of the employees and the companies.

METROPOLITAN COUNCIL OF NEWSPAPER UNIONS

Sam Maci, President Pressmen Local 13

John Peralta, President Mailers Local 2040

Ron Renaud, Sec./Treas. Drivers Local 372

Lou Mleczko, President Guild Local 34022

SUMMARY OF TENTATIVE SETTLEMENT
NEWSPAPER GUILD OF DETROIT AND DETROIT NEWS

SUMMARY OF TENTATIVE SETTLEMENT
NEWSPAPER GUILD OF DETROIT AND DETROIT FREE PRESS