Tentative Pact p. 21

By: Debra Gersh

Tentative Pact p. 21

Wire Service Guild reaches agreement with United Press
International after more than a year of negotiations
WHEN MIDDLE EAST Broadcasting Centre acquired United Press International in June 1992, the deal did not include UPI's agreement with the Wire Service Guild.
Now, after sometimes-rancorous negotiations and picketing by union members, UPI and the WSG apparently have reached a tentative two-year agreement.
In a Guild bulletin announcing the pact, negotiators Rod Bower and Mary Mosquera said, "We are satisfied that we have recovered key employee protections, and even though this contract falls short of what UPI employees have enjoyed historically, we think it is an agreement on which to build a relationship with UPI's new ownership . . . .
"We believe that under the circumstances, this contract is the best we could secure," they added, urging WSG members to ratify the agreement.
UPI officials did not respond to requests for comment.
According to the Guild, the pact would provide an 8% salary increase effective on the date of ratification, with an additional 4% increase a year later.
Other provisions of the agreement, according to the bulletin, include:
? Job-security clauses that ensure that workers can be fired only for "just cause."
Although "just cause" includes staff reduction, seniority would prevail if the employee can perform the remaining work. Regular, non-probationary employees also would get preferential rehire rights for 12 months.
? Calculations for vacations, probationary status, staff reductions, dismissal pay, holidays and sick leave that include time working for the "old" UPI.
? Guidelines for filing grievances and arbitration.
? Specific language prohibiting discrimination on the basis of race, gender, color, creed, national origin, marital or parental status, or sexual orientation.
? Rules that overtime would be paid after eight hours of work a day. There also would be provisions for overtime pay during out-of-town assignments and for special writers.
? Requirements that schedules be posted 16 days in advance and changes be allowed without penalty pay in certain situations.
Excluding overtime, there would be 12 hours between shifts, a day off would encompass 28 hours and consecutive days off would amount to 54 hours.
? Specific daily and weekly mileage minimums and per diems for out-of-town assignments and prompt reimbursement of expenses.
? Required rest breaks, protective devices needed in the performance of job duties, the right to refuse hazardous assignments, and maintenance of equipment and bureau conditions.
? Maintenance of membership and union-dues checkoff.
? Guidelines for inserting new staffers into existing pay scales.
? Requirements that UPI would pay 90% of an individual's health-insurance premium and 80% of those with family plans.
? Establishment of a 401(k) plan, with UPI matching up to 2% of an employee's annual salary.
? Life insurance equal to twice an employee's annual salary, with a $99,000 cap.
? 10 days of sick leave a year and long-term salary continuation based on length of service, with a 26-week cap.
? Recognition of New Year's Day, Christmas, Independence Day, Labor Day and Thanksgiving as holidays, with holiday work paid time-and-a-half. Five personal days also would be allowed.
? Vacations of up to five weeks a year, based on length of service.
? Parental leave of up to 12 months, and automatic leave for specified fellowships.
? Terms for transfers, job posting, advancement opportunities, hiring and training, and part-time and temporary employees.