Chron Management to Media Workers Guild: How Shall We Screw Thee? Let Us Count The Ways...
Well, management brought their proposals for a new contract to the table on Wednesday, and short of telling Guild representatives "F**k you, all of your mothers are dirty, toothless w**res," we're not sure if they could have been more arrogant and offensive. The demands are absolutely ridiculous, and practically constitute a dare to strike. From the bargaining bulletin:
The company says the changes are necessary to cut labor costs, reverse the newspaper's financial losses and forestall the possibility of an asset sale. Despite the major changes proposed, the company is still hoping for an early resolution, and several bargaining dates have been scheduled over the next two weeks.
SFist talked to a friend who has connections on both sides of the fence, and we quote the following:
I'll offer the assessment that the Chron is failing to address the real problem, which is a vast surplus of managers who do little or nothing, many of whom have company cars and an additional one or two laptops for home use -- not that they ever bother to work remotely, of course.But, instead, they retain and continue to overperk managers, and f**k over the union folks, who are the only ones doing any real work.
Several bargaining dates are scheduled in the coming weeks. SFist is especially interested in what conclusions are reached by the "Guild-hired financial expert" who will be allowed to crack open the Chron's books to see if management's claims of pending insolvency are accurate. But management has also proposed a confidentiality agreement to cover the discussions, which means we may never find out the results. In the mean time, have yourself a nervous laugh over the the proposed changes to the contract after the jump.
Of course, you all know whose side SFist is on. We make no bones about supporting labor over management every time. But if you're not a red like we are, think of how you would feel if your boss came to you with this offer?
- Vacation: Reducing the amount a vacation an employee is entitled to each year by a yet-unspecified amount, and institute a "use it or lose it" policy for all vacation not taken in a year.
- Holidays: Eliminating the anniversary and birthday holidays.
- Sick leave: Reducing the number of annual sick days to five (from 10) and ending year-to-year accrual of sick leave.
- Leaves of absence: Eliminating the right for employees to take leaves of absence except as required by law or agreed to by the company.
- Maternity/paternity part-time schedules: Revising (in a yet-unspecified manner) the ability for mothers and fathers on maternity or paternity leave to work a part-time schedule until their child is eligible for kindergarten.
- Salaries: Revising all pay classifications to "reflect market rates."
- Advertising salaries: Permitting unrestricted use of commission-only salespeople, and tying pay to performance in a yet-undescribed "accountability" program.
- Over-scale pay: be able to reduce, at its will, any wages that exceed minimum salaries.
- Auto expenses: Eliminating payment of a share of liability insurance for employees required to use their personal cars on the job. Cutting the mileage reimbursement from the current Consumer price Index-based rate to the lower IRS rate.
- Guild supervisors: Converting some supervisory positions now in the Guild to exempt status.
- Freelancers/stringers: Making unspecified changes in the restrictions of the use of freelancers and stringers.
- New provisions: Adding new sections to the contract allowing expanded drug testing, competency testing, attendance standards and use of performance appraisals for disciplinary purposes.
- No-strike clause: Prohibiting Guild members from striking to support another Chronicle union.
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