New Contract Highlights/Lowlights

1. $1000.00 signing bonus
2. 18 weeks of severance equaling approximately $20,000.00 per employee
3. Retained 5th week of Vacation for eligible presspersons
4. Maintained a 35 hour workweek, not 40 hours for same rate of pay.
5. Union Shop language, Become a member or become terminated, No more Freeriders
6. Dues to be deducted bi-weekly instead of monthly
7. Six Month Disability Job Protection, includes 12 weeks under FMLA without threat of job loss
8. "Me Too" Sick day conversion for up to 20 disability days of sick pay.
9. Improved Arbitration Language to expedite our Grievances.
10. Sick days will be paid the equivalent of 7 hours pay regardless of shift for a total of 35 hours per year.
11. Union Leave of absence for Union Officers to conduct union business
12. We now split arbitration costs instead of loser pays.
13.  Transparent vacation pick process.  

These are the changes that I consider improvements on behalf of the membership during these negotiations.

The lowlights are obvious and listed below.

1. Continued Wage freeze. Flipside, No wage concessions!
2. 8 Part-time employees. Flipside, hired from only our rank and file!
3. If Severance is accepted, Recall is waived

Compared to contracts negotiated in recent months at newspapers across the country, This current contract and the new language contained within can be considered damn good these days, whether you care to believe it or not.  Thank you Brothers Denson and Brierley for your hard and under appreciated work in negotiating these contract improvements. Thanks also to GCC/IBT International Representative Mike Huggins for your guidance and leadership at the table under very difficult bargaining circumstances. Thank you to all of the members who truly understand the situation for what it is and for your continued support. The Union gave you a voice, use it wisely and effectively, not against those that stand up for, and beside you.

You can please some of the people some of the time, but in the pressroom, you will never please all of the people at any given time. We are doing the very best we can considering we're fighting the company with one hand tied behind our back, while the other is consistently seeking the back of a fellow employee to plunge a knife into. You know who you are, sitting in our meetings like Judas at the last supper. Sad but true. Apparently some things will never change, for everyone's sake, I hope it does before this agreement expires. If you haven't read it yet, do so.

In Solidarity?

Fraternally,

Ronnie Pineda,

President,

GCC/IBT Local 140-N

Apology to Members

I deeply apologize to the members that were offended or upset by my comments that were directed towards(mis)-management. I became very, very angry after months of being lied to while attempting to obtain answers on the members behalf regarding the closing of O.C.

I realize O.C. was rumored to close for some time now, and it eventually would be, but when we ask questions that you want answered, don't you expect to receive an honest answer? So do I! I wasn't upset so much that they were lying to Keith's and my faces, but that ALL of you were being lied to once again.

I DETEST liars and that is the reason I had to say what I said. I have absolutely no regrets for what I said because that is how I honestly feel. I spoke the truth many of you would echo if you could do so without repercussion. It is those of you that I represented in my comments.

I want everyone to know that those words were from Ronnie the Pressman, not Ronnie the President. I have always conducted myself in a professional manner when addressing the company on behalf of the membership from the very beginning, management has shown no interest in reciprocating by lying blatantly to its employees.

This behavior should not be easily dismissed and a demand for honesty should be imposed upon management by each and every employee. Just because you know they lie doesn't mean its O.K. DEMAND TRUTH and HONESTY from the Company and require them to also treat their employees in a professional and ethical manner. In other words, STOP LYING!

I assure the members that I will show the restraint necessary to represent the membership in a professional manner and give my word that I will refrain from unleashing my inner thoughts upon management again in the future.................if there is one!

Steve Grant's Testimonial

Hey partners,
Funny, I don't feel much like a partner.That's because I'm one of the 63 presspeople getting laid off. After 31 years with the company I've been given my walking papers starting April 6.09

I started when I was 18 years old.My stepfather was a truck driver for the Times.He told me "I'll get you in the door, but after that it's up to you".I can walk away being proud of the job I've done.I always looked forward to the proud day when at 58 years old I could brag about being a 40 year employee.That's not going to happen now.


It's 4:00 am and I'm scribbling notes on paper before I sit down to the computer later and "peck" this in.I slept in late this morning.I've lately been waking up at 1:30 am and unable to go back to sleep with all the things on my mind.I'm out on disability after having surgery on my foot.I kept working thinking the problem would go away but the doctor said it wouldn't and would get worse.Now they are concerned about my blood pressure.Losing my job,having surgery,the proposed lousy severance,and lack of a plan for the future.No wonder it's high.
How about you Russ? You losing any sleep? How's your blood pressure partner?

I would've thought telling the story over and over again to my relatives,friends,neighbors and others would make it easier.But it doesn't.Luckily I have a supportive wife and family that look forward to the next chapter in our lives.Hopefully it doesn't involve working nights,weekends,holidays and driving 40 miles one way to work.
How about you Russ? When you tell the story about how your screwing 63 employees out of their severance over and over again does it make it easier to do partner?

Tribune co. is now employee owned.Sam Zell said "were partners". Where's Sam? I read somewhere that the bankruptcy judge gave the OK for bonus money for Tribune management deserved prior to bankruptcy. If they did such a fine job then why are we in bankruptcy? Hope all you partners didn't feel guilty about depositing those bonus checks into your bank accounts. I'll bet the total amount for those bonuses equals the total amount of severance your Not giving to the 63 presspeople.

How come most of my fellow pressroom employees that are not leaving are so quiet? Don't think that whatever happens to us won't happen to you next.Did Russ whisper in your ears" Don't worry. Next time there is a layoff you'll get the same severance as everyone else. We just want to screw these 63 employees. Promise". Have any of you thought about if management would have announced a better severance,they would have a mass exodus from higher seniority people? That would have enabled some of the 63 "pro union" people to stay? This is managements way of "busting" the union. Pretty smart partners.

Thirty one years. Seventeen years in Transportation and fourteen in the pressroom.Time sure went fast.I've always let my work speak for itself and I've always been a firm believer that if I do good things, good thinks will happen.The only thing that is fair is to give us what everyone else is getting. After all we are partners right?
In closing I'd like to thank the Los Angeles Times for the job that I loved and the opportunities that it provided. I'd like to thank all my friends and coworkers that helped me become the person that I am and the worker that I was. It was a partnership in life that I will forever be grateful for.


Thanks
Steve Grant
O.C. Pressroom Operator
(end)

"AMEN Brother Steve!
Steve Grant submitted this as a comment, but I felt it needed to be posted in it's own posting. I invite everyone subject to the lay-off to send me a testimonial and include a family photo , I will post every one individually so that the public and the company can see the faces and families that are effected. We all have served this company loyally for decades and acknowledgement for our dedication is strongly warranted. My invitation is extended to any and all of the 300 lay-off targeted L.A.Times employees.
Ronnie

Recent Severance Negotiations Update

On February 7, 2009, members of GCC/IBT Local 140-N held a Special Meeting to discuss Severance Negotiations with L.A. Times representatives which took place on February 4, 5 and 6, specifically the company's severance package offer.

As we discussed at our Special Union Meeting, and in compliance with the wishes of the membership, the negotiation committee rejected the company's proposal containing two severance options. The second option contained language in which the company sought to have any grievances and board charges withdrawn in order to recieve an additional 4 weeks of severance.

We did make two seperate proposals (below) which sought at least what the non bargaining unit employees are planned to recieve. In addition to equal severance, we proposed recall rights for 24 months in the event that the company enters into any Joint Operating Agreements (JOA's) or Merger Agreements.

In summary, the company's position was not to respond to either proposal we presented and went on to say that they felt their proposal was fair and there was only room for them to "tweak" it slightly.

We twice requested Mediation from the The Federal Mediation and Conciliation Service, which is part of the Federal Government to help mediate the negotiations to which the company refused both times.

When asked about why they weren't willing to treat all of their employees fairly, their response was, they felt that they were.

The following are the two proposals we gave the company on Wednesday.

2009 Severance Proposal 2-25

Publish at Scribd or explore others: Academic Work Other gcc/ibt l.a. times

Last Proposal by the Union.

La Times Union Proposal 2-25-09

Publish at Scribd or explore others: Academic Work Philosophy gcc/ibt l.a. times

We are exploring our options and next move.

President
Pineda

Los Angeles Times Pressmens 20 Year Club: LA Times Response To Pressman's Protest

Los Angeles Times Pressmens 20 Year Club: LA Times Response To Pressman's Protest#links

The Times' Vice President of Communications Nancy Sullivan
Re; Monday's union protest:

Unfortunately, like other newspaper companies, the Los Angeles Times is not immune from the pressures of this difficult economy. Consequently, tough decisions were made that included reducing its workforce across the entire company, including the pressroom. From the onset, The Times has respected the pressmen's right to organize. In fact, despite this very difficult economy The Times and the union reached a 3-year contract agreement in December 2008 that was ratified by the employees. The company's actions have been completely in compliance with the contract.
(end)

GCC/IBTLocal 140-N
President's Response

In these economic times, is it fair to offer pressroom employees a severance package substantially less than non-union employees just because we organized and ratified a contract? The contract states that the company can fashion severance for our members, so why is it being fashioned far less than ALL other employees being laid off? Because were union? The Times could give our members the same as the non-union employees, actually, they could give more if they wanted to! How does that respect our rights to organize Nancy?

The Los Angeles Times has NEVER respected our right to organize! And it is obvious by the numerous changes our shops have undergone since ratification. Prior to organizing, the company had the right to make these same exact changes to our operation, but they didn't, and there is only one reason why they did after ratification. The contract didn't change anything because they had the right to do these things all along, but they didn't and they don't have to now. These are all calculated moves by the company and another example of how the company continues to employ union busting techniques and coerces employees into blaming the union. How does that respect our rights Nancy?

We were subjected to union-busting throughout the organizing process. The Times has ALWAYS hired union busters to help trample all over our right to organize! Our former SVP admitted in an anti-union meeting that "third party Attorneys were used, all the while referring to the Teamsters as a third party. The services they provide are used to dissuade employees from voting in favor of representation. On company time, we were corralled into captive audience meetings and continuously given anti-union propaganda literature that was intended to induce fear, focusing on strikes, violence and intimidation. How does that respect our rights Nancy?

We have endured union-busting tactics during negotiations as well. Attempts to change working conditions, refusing to assist employees in need by telling them, "go talk to the union" and also by teaching supervision union busting techniques to dissuade employees from organizing taught to them in union busting classes by union-busting Attorneys. How does that respect our rights Nancy?

Management has exploited the contract language with the intent of making employees regret organizing our shops. Their goal is to cause pressroom employees to blame the union for all that is now wrong in our shops. We did not make or negotiate these changes nor would we agree to the changes, for they were not specifically discussed in negotiations. Alot was not discussed in negotiations when management abruptly presented their "Best Offer" The bankruptcy notification had a major influence in many voters decision to ratify. Had we not ratified this contract, the bankruptcy would have allowed the company to rape us further with absolutely no defense. How does that respect our rights Nancy?

The company is using their management rights in an abusive fashion and continually says "You wanted a contract". How is that respecting our rights Nancy?

The 63 employees targeted for layoff have approximately 1510 combined years of "Company"service with an average of 23.92 years per employee and almost 1000 years of pressroom service, with an average of 15.46 years!
(statistics courtesy of Operator Steve Grant)

With all these years of service, the company chooses to ignore the contributions we have made to the production of this newspaper. We spent practically every Thanksgiving, Christmas, 4th of July and many other holidays and family events spanning 3 decades to get a quality newspaper in the hands of subscribers and advertisers yet we don't deserve a comparable severance package. How does that respect our rights Nancy?

The Times should be embarrassed for ignoring that dedication and commitment to this company? Has the company really respected our right to organize? NO Nancy, because we chose to organize and won. That did not sit well with Newton and Walker and they have both taken it personal. In thirty years at the Times, I have never worked for such arrogant, abusive, and spiteful individuals. It is impossible for these two to views their subordinates as human beings because they don't respect us as human beings. Cruelty seems to be included in their daily diet based on the way they choose to interact with their union employees.

In these economic times more workers are seeking representation to protect their interest in the work place and to insure fair and equal treatment from their employers.
This company is historically known for it's anti-union sentiment and it continues to exhibit that philosophy in both our shops and in severance negotiations. We can all benefit from a cohesive labor/management relationship, but management chooses to operate from a position of power, rather that one of mutual interest. That ignorant position is making it even more of a stressful, hostile and extremely unsafe work environment.

What is the reason we are being offered less severance? The contract doesn't say they can't give equal severance to our members. All laid off employees deserve equivalent severance regardless of whether their union or not. We have to go through protracted negotiations for equal severance, simply because we organized and the company does not, nor have they ever respected our rights, Nancy.

Management, supervision and you, as spokesperson can deny all you want, but the fact is we are being punished for exercising our federally protected right to form a union.
Retaliation began immediately upon ratification and it will continue as long as Publisher Hartenstein fails to investigate and correct the unfair treatment of our members.

Stop the retaliation and punishment and resolve our disputes in a harmonious fashion as we agreed to in the contract and we won't be compelled to file grievances or board charges. Management wants us to abide by the contract, yet when they don't.
How does that respect our rights Nancy?

Your sterile response should be ignored and I'm sure it already has been, because you personally have absolutely no idea what we have gone through over the last decade, specifically the last 4 years in order to succeed in organizing. Nor do you know or understand what we continue to go through at the hands of SVP Newton and L.A. pressroom Superintendent Walker, so in my opinion, you are far from qualified to respond to our Rally.

End Of Rant!

In Solidarity,
President Pineda
GCC/IBT Local 140-N

Los Angeles Times GCC/IBT Represented Pressroom Employees Ratify CBA 140 YES to 57 NO

Today's historic Pressroom Contract Ratification results came on the heels of another historic announcement in which it was reported that Tribune Corporation, today, filed for Bankruptcy Protection.

When it was first announced in 2006 that the Tribune Corporation was being forced to break up the company or sell it, there was no other choice than to seek whatever protections we could for our shops. Breaking up the company or selling it was not enough to instill fear as to our future and the uncertainty that goes along with it, Tribune in the same year sought to siphon another 200 million dollars from the L.A. Times Operation. It was quickly discovered that Tribune was spending almost that much for a baseball player for their beloved Cubbies . Tribune's executives and their greed has always meant only one thing, CUTS. The wounds that were caused by the closure of our Northridge shop had not yet healed over the fact that we lost another 47 brothers and sisters at that time. We could not sit idle while Tribune was going try to milk their Los Angeles "Cash Cow" again.

The events of 2006 were apparently enough to convince a hand full of individuals known to be opposed to Union Representation to approach Brother Dave Rascon and myself and asked us to launch another organizing drive. We were reluctant to risk everything once again, and to ask other brothers to do the same was not an easy decision to ask them to make, but fortunately for all of us, they had no reservations about taking those risks and our organizing committee was formed.

The Bankruptcy announcement today should be solid evidence that we did the right thing, at the right time. I am proud of everyone in our shops for ratifying our agreement today and want to say that since the day we won our election, we became part of the Teamster brotherhood and we need to embrace unity and build the solidarity necessary to strenghten our position no matter who owns us going forward.

We have a lot of work ahead, and I don't expect management to make it easy, so please be diligent in your performance and do not allow complacency to set in. Always follow all safety protocols and be conscious of your environment. Watch out for one another.

There are numerous people that should, and need to be thanked for their contribution. I will begin by thanking our brothers on the organizing committee starting with David Rascon, who has been fighting for us, and by my side from the day I met him, Dan Beruman, and his contribution during the organizing campaign, Gary Bunch, Richard Ontiveros, Jorge Ayala and Charlie Laird for their perseverance and efforts in organizing our Orange County shop, which historically was anti-union. Great job to all of you brothers for getting us to the table! Much respect and gratitude.

Our negotiation committee was always in total unity and it was my honor to sit at the table with our brothers that were elected to represent us in bargaining, David Rascon, Keith Denson, Chuck Reney, Lance Farrar, Charlie Laird, Kerry McCluskey and Mike Bassett, all of you showed me what true solidarity is and I know that all of you (with the exception of Mike and Kerry who are gone, but will never be forgotton)will continue to display the courage that I witnessed in negotiations and is needed to build a strong, unified local.

There was one individual that needs mention and that person is Victor Banuelos, Vic was always ready and willing to do whatever was necessary without hesitation and his contribution was beyond commendable. Thanks for the commitment Brother Vic, I wish everyone learns to go the extra mile as you always have.

Ed Padgett can be thanked for his blog and the avenue it provided in getting the message out and the forum to express one's opinions. Brother Berry Tillage I want to personally thank you for being my extended conscious and keeping me grounded firmly so that I could serve our bargaining unit with integrity and humility.

Sincere appreciation is not enough to thank our Union Officials beginning with GCC/IBT President/ Teamster Vice President, George Tedeschi, for having the faith in us to give us one more opportunity to finally get it right, we are all deeply indebted to you Sir. Secondly, GCC/IBT Secretary Treasurer, Robert Lacey, our thanks for devoting the resources necessary to achieve success, I know you went through quite a few pens signing checks for our campaigns.

Next, our International Representatives, beginning with Mike Huggins, I have the utmost respect for the work he does traversing this country to represent the working men and women in our trade, especially during these tough times. I will always be grateful for all that you have taught me during these negotiations, and look forward to having you represent other L.A. Times employees who may seek a CBA for their departments.
International Representative Sonny Shannon, who was originally assigned to our negotiations by President Tedeschi, was tenacious enough to beat throat cancer, and come on board midway through negotiations, a true pressman who will do anything for another pressman, Thanks for everything you've done for us at the table and everything you will be doing to help us get our local up and running successfully.

Lead Organizer Marty Keegan and I have known each other for almost ten years and he is the best at what he does, Marty knows how much he means to this bargaining unit, and visa versa, I've thanked you Marty, more times than I can remember for all that you have taught me over the years, apparently some of it did stick. This has been an amazing journey my long time brother, we've finally reached our destination. Finally, Organizer, Jorge (George) Perez, Muchas Gracias por todo hermano! Tu Saves!

During our Organizing drive, Attorney Ira (Buddy) Gottlieb filed several ULP's on the bargaining unit's behalf in which settlements were reached between the NLRB and the company that resulted in resolution to our charges. During the negotiations, Attorney's Adam Stern and Dave Meyers supplied the legal muscle we needed when things got rough. Thanks you gentlemen, I'm sure we will work together again in the future when things get rough again, which it most likely will.

Lest we forget the contribution and solidarity we received from our brothers and sisters on Long Island at NewsDay. You are no longer part of the Tribune family (lucky all of you) but every one of you will always remain part of the Los Angeles Times pressroom family. We can learn plenty from your Local 406's example and will strive for the unity that was bestowed upon our shop from yours. Thank you President Grabhorn for everything you and your Local has done for us, we are deeply grateful. Special thanks to Business Agent Mike Laspina and Chapel Chairman, Lou Nicosia for coming to Los Angeles during our organizing campaign to teach us what working under a union contract really means. We could sure use your help setting up our Local!

Our Thanks to President Doug Brown, the executive board and all of the members of Local 404 in Monrovia. Local 404 has for over a decade been there for our members when we needed them and our relationship with Local 404 will only serve to strengthen both of our locals and enable us to become a stronger voice for our trade and our members here on the west coast.

None of the people I just thanked would have been able to do what they've done for all of us here at the Los Angeles Times if it were not for ALL of the GCC/IBT Brothers and Sisters across the country, who through their dues, made the resources available for us to complete our mission.There are no words that can be found to express our gratitude, we could never have done it without every single one of you and your generosity. We are honored to be your Teamster brothers and sisters.

Next step to be announced soon.

In Solidarity!
Ronnie Pineda

As Requested!

2008 LAT CBA Just Click on (ipaper) below for printing and download options. You can also view it full screen by clicking the icon on the top right corner of the toolbar. Your final option is to click on the link above to view the document on the Scribd website. Sorry for the delay, the Acrobat.com site was still in maintenance mode as of 1:00 am so I chose this site instead of waiting any longer. Write all of your questions down, there obviously will be a question and answer period after the presentation. The Negotiation Committee and our Representatives asks that you wait until then to present your questions, Thank you.
In Solidarity.

Publish at Scribd or explore others:

Ratification Meeting Information

The Ratification Meeting has been scheduled for Monday, December 8, 2008 at 9:00 am in Room Salon 1 at the Crown Plaza Commerce Casino Hotel located in the City of Commerce. (interactive map).

Parking is free in the rear of the hotel by taking Tubeway Ave. on the west side of the hotel/casino.

I am diligently working on getting copies for review in advance of the meeting and hope to have an on-line version available here for download.

You must attend to vote.

Almost There! Negotiations Complete.

Negotiations have concluded and an over all Tentative Agreement was reached. We are scheduling a Ratification Meeting (DATE AND TIME TO BE ANNOUNCED) in Commerce at the Commerce Casino Crown Plaza Hotel where negotiations have been held. Meeting room and meeting time information will be made available and posted in the shops and here within the next couple of days.

This will take place within the next couple of weeks so it is imperative that everyone makes the necessary arrangements to insure their attendance at this important meeting.

Everyone should know by now that only those bargaining unit brothers and sisters that attend the ratification meeting may vote on the Overall Tentative Agreement (contract) as there is no such thing as an absentee ballot voting system in union contract ratification votes. That means that a majority of ONLY those that vote will determine whether or not the contract will be ratified.

I cannot stress the importance of attending this meeting and hope that everyone possible takes this opportunity to exercise their democratic right that we have only experienced here at The Times during organizing campaigns.

All of the details of the tentative agreements will be disclosed at the ratification meeting and The International and our Representatives have asked that we refrain from presenting the information at this time. It has been their experience that by the time the ratification meetings take place, a lot of misinformation and misinterpretations flourish among the bargaining unit spreading through the shops and fails to give an accurate depiction of the actual agreements. The bargaining committee agrees and asks for your patience once again. This will guarantee everyone the facts and prevent unnecessary rumors which we all know exist and have had to disseminate throughout this process. Please respect the International's request and allow the negotiation committee to fulfill this request by with holding any and all questions until the ratification meeting. Thank you in advance for your understanding.

The Negotiating Committee appreciates all the support and patience we have received from our Brothers and Sisters in both shops and thank all of you for the honor of representing our Los Angeles Times Pressroom Bargaining Unit in these historic Collective Bargaining Agreement Negotiations.

In Solidarity,
Brother Ronnie

SHOW ME THE MONEY!

Today's negotiations were mentally exhausting and frustrating to say the least. We received the company's response to our 10/30/08 economic proposal and were astonished to hear them reject practically every word when most everything we proposed wasn't a far leap from where we are currently in regards to wages, benefits and retirement. The company, as expected countered and we received the company's first economic proposal. My initial reaction was that they might as well had printed it on toilet paper because that is what it appropriately should be used for.

We knew that there was going to be cost containment language in their initial proposals but it was insulting to the committee and our representatives to see what they came to the table offering our bargaining unit. For them to even begin where they did, was a slap in the face to all who print this newspaper. We had earlier offered, in extremely good faith and with extreme flexibility, language that enables the company to reap long term savings going forward with the expectation of a fair wage increase and an affordable benefits package.

This was a bit of a surprise considering how urgent they've seemed to be to get a contract. We understand that it was their first proposal, and shot back our counter proposal with what we on the committee believed to be fair and pretty much in line with where we are now. It did include a sufficient annual wage increase, and the opportunity to actually generate retirement savings in a retirement vehicle far superior to the retirement plan non-union employees have to accept.

Again, the majority of our counter proposal was rejected and the temperature began to rise. The movement displayed by the opposition in their counter proposal was so insignificant we saw no reason to drastically revise our 2nd counter proposal. We know what the bargaining unit will accept or reject when and if we get a contract to consider for ratification and will not agree to any less than what we had when we walked into negotiations one year ago.

This is just the beginning of what we expected to be difficult bargaining considering both the newspaper industry as a whole, and the economy. The company did state that there is room for them to move, but just how much remains to be seen. This is exactly why we need to strengthen our solidarity and focus on a unified body that will withstand any efforts by management to seek more from us for less. It is no secret that they indeed will be expecting more from us for the fact that my very credible sources tell me that the company is trying to weasel out of their contract with the pressroom cleaners (Network City). A thirty day notice was given to Network City in which the company seeks to terminate their contract. I was also informed that there are two years remaining on that contract. So who do all of you think will inherit those responsibilities?

Now let's discuss the obvious possibility of becoming the "printing hub" that management has spoken of and we have read about in our own paper. The "JOA" joint operating agreement" with The Orange County Register we have been hearing about and was reported in the Orange County Business Journal will no doubt result in our printing of this product. Now throw in the possibility of printing the WSJ, The San Diego Union Tribune and any other potential publication Zell is eyeballing and we can breath easier for the foreseeable near future.

This is what the company hopes to to do and we as a union should want the same and aspired to achieve this goal hand in hand. We will have the responsibility of producing these alternative products with the same quality standards expected from our Los Angeles Times customers.
There is no doubt in my mind that we in the pressroom will rise to the occasion when the time comes as we have done historically, and for that fact, we on the committee will not comprise our worth to this company. Equally, the company should not ignore the contribution we make on a daily basis, year in, year out as we've done for decades.

We called it a day to let cooler heads prevail and will resume negotiations on November 20th. That was the earliest date possible for both parties. We know that many more of our brothers and sisters have put their faith in the Union and understand that the landscape of the pressroom would be far worse now had we not organized and are aware of what will happen should we ever put our trust in Sam Zell or his minions. We cannot afford to allow this opportunity to escape us no matter what we face in negotiations, so please remain united and patient, because we have always persevered in the face of challenge. This will be by far the biggest challenge we will face together. It will take everyone to stand up for what you believe you are worth and our TRADE deserves. Accept no less, your negotiating committee won't either.

Fraternally and in Solidarity!
Brother Ronnie

Rumor Control and Negotiation Update

It was no shock to me that we lost some of our supervisors this past week. It is always terrible for anyone to lose their job, its worse just before the holidays. We have witnessed the exodus of our friends and co-workers for years now and it is always heart wrenching for most of us. As salary employees, there is no obligation for management to honor supervisors seniority in their respective position. Why the supervisors that were relieved of their post were chosen, can only be answered by those who made the decision as to who they considered expendable. Some will be missed by some, and some will be missed by all. Either way, they will be missed. I will personally miss Misty Griffin for the fact that she was always honest, fair and treated everyone with respect.

RUMOR CONTROL
O.C. RUMOR: There have been many questions regarding the possibility of the pending Joint Operating Agreement between The Orange County Register and The Times that was reported in The Orange County Business Journal (Click for story). One main concern I have been hearing is that Pressmen from The Register will come and run their own product on our presses. We have not been given any indication from management that they are considering anything like that. I don't see how that would be a profitable venture for the company to "rent" our presses and that is essentially what something like that would be. Language we have already agreed to prevents management from hiring part-time employees to sub plant the full time workforce. All the details regarding part-time employees will be presented at the upcoming ratification meetings.

L.A. RUMOR: There are going to be more buy-outs and we are going to lose 4 crews.
Management did not state that they intend to reduce staffing at this time and it was not mentioned at the table.

NEGOTIATIONS
Today we gave management our wage and benefit proposals and spent time discussing the new benefit package offered by management and our desire to explore coverage through either the Teamsters, the GCC or the company sponsored health care program. We also proposed a "medical opt-out program" in which the company is being asked to give a fraction of the projected per employee company medical cost back to the employee(s) wishing to opt-out of the company medical benefit. This type of reimbursement is becoming very common for companies looking to reduce their benefit overhead by allowing employees to opt-out of their company coverage. This program has saved large, self insured companies such as ours millions of dollars and it also gives the employee and their family more flexibility in medical coverage options.

The wages, benefit and pension proposals were submitted as a package proposal and it included our proposed term of the contract, a signing bonus, sick days and several other topics. The proposals are, we believe to be fair, but we are sure that the company's counter proposal will reflect managements desire to control costs. We on the committee are not ignorant to the state of our industry and the effect the economy is having on our company and are bargaining with those factors in mind. We are extremely aware of how the economy has effected each of our households as well and bargain with that in mind even more so.

We are attempting to have management redirect their retirement contributions to each employee for the purpose of reinvesting it into the Interlocal Pension Fund. For more information on the Interlocal Pension Fund (click here) There is no other plan like this and we will be able to contribute an additional pecentage above the negotiated amount contributed by the company.

With all of that said, I must remind all of you that no matter what we on the negotiating committee and our representatives agree to at the table, all bargaining unit employees will have the final word by voting on the tentative agreements reached in negotiations. If there are areas that are not acceptable to a majority of those who vote, then the committee will go back to the table and attempt to renegotiate the unsatisfactory terms. It is extremely important that everyone vote because ratification is based on a majority of those who cast a vote. Don't let only those who vote decide for you whether or not we ratify these tentative agreements.

Negotiations resume on November 6th at which time we will receive the company's counter proposal.

In Solidarity!

Proposed Seniority List

Seniority is the cornerstone of the Union and our Seniority Number is an important aspect of our employment. It dictates what shift we work, which also determines our days off and when we take our vacation.

Thats why there were so many complaints when a combined 3 plant seniority list was created in 2005. Many of the placement decisions made by management were deemed incorrect by our peers. Management made several revisions based on employee input, finalized the list, and proceeded with the closure of Northridge.

There were many who still felt that their seniority number was left unresolved. The company stated that the list is of little importance to them so we took the resonsibility of making the corrections that were left unresolved.

A combined L.A./O.C. Pressroom Proposed Seniority List was given to Management on October 7th after months of work collecting information and verifying dates. The committee feels this list is as accurate as possible based on the various ways management assigned start dates for pressroom employees. Our intent was to address only the alledged errors that were a result of the consolidation of our shops. This list will be considered the "OFFICIAL" seniority list and will be set in stone if agreed to by management. At this point it is only a proposed Seniority list and requires managements acceptance.

This was done in the name of fairness and it was well understood that not everyone will agree with this list either but it is our belief that it is considerably more accurate than previously.

In the event that we were not able to verify someones claims, no changes were made.

To view or download a copy of the proposed Seniority List, Click here.

In Solidarity!

September 17th & 18th Negotiations Update

Negotiations resumed on September 17th and 18th at which time many more tentative agreements were reached. This is extremely satisfying considering the rough road we were on early in negotiations. We reached tentative agreements regarding Hours of work and Overtime. We addressed some of the miscellaneous provisions from the company's proposals including uniforms, safety shoes, parking and security cameras as well.

The Economics of our contract will be negotiated very soon. Those negotiations will deal with wages, benefits and retirement. At this time, bargaining unit employee raises will be covered and we intend to negotiate a wage package that will provide the financial stability we need to continue to provide for our families.

This round of negotiations, as well as our previous round of negotiations proved to be extremely fruitful and much was accomplished. We on the committee feel that we made up for lost time and are on schedule to complete this process in the anticipated time frame. Negotiations began less than a year ago and we are right where we expected to be in negotiations. For the record, first time contracts are known to take longer than other negotiations, so the elapsed time is not unusual for where we currently are. For this reason, it is foolish to even consider tampering with the progress made in contract negotiations.

We on the committee and our Representatives are very aware of the fact that raises are a priority for our bargaining unit. What kind of a raise should also be a priority, and it is with your elected committee, we want a raise too! We want to be sure it will be an increase that we will actually be able to benefit from financially.

Past raises under Tribune have done absolutely nothing to enhance our spending power, especially when they take it right back in the form of benefit cost increases. They give it with one hand, and take it back with the other. Merit Raises are not in our best interest as proven by the favoritism that is exhibited by supervision and management. All the Suck asses get the higher percentages, and do nothing extra to deserve it, at least not in the form of work.

The evaluation process which determines whether you get one or not, is rife with favoritism as well as discrimination, plus, your wages depend on the same supervisors (and a certain superintendent) (that can, and do target employees for discipline) to prepare your evaluation.

How many of you got a shitty evaluation this time around? Is that because your work habits changed, or the person doing your evaluation changed. I wish some of these supervisors that came from our ranks would remember where they came from and the type of workers they were when they were in our boots. I'm surprised some supervisors are actually in those positions considering their performance as pressmen (I use the term loosely), yet they are given the responsibility of judging our work performance. Ask anyone in L.A. about the evaluations they just received and also ask if they disagree with this process.

A "General Raise" across the board if the FAIREST way to receive a wage increase. Don't let these two numb skulls talk you into signing the petition because as I said, they will be rewarded for screwing everyone (if they succeed) and everyone is as Sam would say "FUCKED"

Please be patient, as I said, we intend to negotiate a raises that will be both fair and financially beneficial. The committee needs your support to be successful in this endeavor and ask that you allow us to complete our mission to negotiate a fair collective bargaining agreement for all of us.

Remember, everyone will have the right to vote on the tentative agreements reached in contract negotiations and if less than a majority agrees to ratify it, we will go back to the table. If a majority approves, then it will be ratified. Representation has cost us not a penny and won't until we agree on a contract. At least wait to see the contract. The negotiating committee has your's and your families best interest at heart and will continue to work hard to achieve success.

Don't sign the petition, or have your name removed if you have.

Vacation Over, Back to the Table

Vacation over and I'm another year older, I won't bore you with what I did. Calls from L.A. brothers about a change in our practices at the end of the shift came to me last week involving a new practice in L.A.'s. pressroom. Leads now have to be walked in after washing blankets to deter washing out the webs. Does management actually give a crap, when we, not them, have to pick them up. This is another way for supervision to police our work and will give management another way to pit us against one another. How will the individuals that wash out webs be viewed by the rest of the crew when the leads have to be put back in before going home? Now add a couple of bars.

It's obvious a complaint was lodged with the office that previous shifts are washing out webs. This is part of the job and happens on every shift and no one should feel compelled to complain when it happens to them. Blankets can be washed without washing them out, if they are done right, but how many of us actually washes the blankets right knowing that we go home as soon as we're done? It is part of our job and we should be washing them thoroughly for quality purposes, but does not justify the change without collective bargaining.

The appropriate, and only solution would be to go back to washing before the run. This would ensure that washing will be done properly and give supervision the opportunity to inspect the blankets if they chose to. If the blankets need further cleaning that can be addressed while the employee assigned to that particular unit is still there. If a lead is washed out, you pick up your own leads, not leads washed out by the previous crew because they were anxious to bolt out of there as quickly as possible. Washing before the run as we used to do has been suggested many times to management and is considered by Russ as only a way to get a bigger bust-out. This was the standard prior to Walker changing the washing process back in 2003 and should be reversed at this time because it hasn't seemed to slow anyone down and it will guarantee clean blankets everyday, every run. We have proposed this in our overall contract proposal and will pursue this change further today.

We will have more information pertaining to the company's written response to our request for information regarding the recent raises given to non-union production employees as soon as the committee meets with our representative Sonny Shannon today. The written response was being reviewed by our attorney in Washington and President Tedeschi. We on the committee are just as anxious as are all of you to learn what our options are in this matter.

I personally hope that the company comes to the table today with a willingness to salvage the progress we felt we had made right up until the closing hour of our last negotiations. As I stated in a previous post, we had expressed a willingness to show some flexibility and it was not fully reciprocated in their latest proposal regarding seniority. Flexibility has been their number one request, yet they have shown none. We are expected to respond to their latest package proposal and will pick up where we left off.

News from this round of negotiations will be posted after we conclude on Wednesday.

Is the new Publisher a Union Guy?

"No Go" tiations!

First, I apologize for the delay in getting this information posted, so let's get started. The latest negotiations which took place on Wednesday July 30th and Thursday July 31st were expected to be very productive on our part, considering where we left off previously. We had essentially felt that a positive dialog had begun and presumed that we would both negotiate from a "mutual interest" point of view.

We began at the table Wednesday morning by receiving the company's reponse to our information request pertaining to the recent "Hybrid" merit raises given to non-union production employees. The legal jargon we've been given in response to previous requests was again being recycled in this response as if it is memorized and put on a rubber stamp for convienience. That being said, our Legal Representatives will review their written response and instruct our Rep's Sonny and Mike as to how we should proceed on this subject. Any wage increase we propose will include that it be retroactive to raises currently being given.

We have expressed an opposition to merit based wage increases from the very beginning because of the evaluation process that is used to determine the eligibilty of an employee to recieive an increase, and the amount of an individual's potential increase based on his or her evaluation. We believe everyone will agree that this process has proven to cater to favortism and also believe you would agree that a "general" wage increase across the board is the only fair method of implementing a wage increase.

As we had previously discussed at the table, and agreed to, Sonny and I, along with the company's representives, Tim Fair and Russ met in "side bar" off the record, thus I cannot devulge the actual conversations that took place during this procedure. Without giving any details of the conversation, Sonny and I listened to items the company considered "deal breakers" and they simply would not consider agreeing to. We listened closely to their concerns and feel that we were willing give some ground to move the negotiations forward and show good faith. This procedure took the better part of Wednesday, and Sonny and I both left the side bar feeling that it was extremely productive and looked forward to getting back to the table, and back on record.

Thursday's negotiations began early with much anticipation. Seniority was an issue we discussed in previous negotiations and felt we were getting close to an agreement at that time. In the final hour, the company decided they would propose to classify each position and in the event of staffing reductions, the lowest seniority pressperson in a specific classification would be laid off first. We said we would agree to that concept if they would agree to "bumping rights" which would allow a senior pressperson who's job classification experiences a reduction in staffing to bump someone with less seniority outside of that classification, thus resulting in the last man in, first man out. Their pat answer of "we're not interested" and their unwillingness to agree to reverse seniority without classification caused this subject to be set aside.

Sonny felt that this topic (seniority) was a good place to begin on Thursday morning and would also be used to gauge the company's movement in the negotiations in general, simply because this issue does not have an economic impact on the company one way or another.
We have stood fast on the principle of reverse seniority in the event of staffing reductions. The company representatives have sought to layoff and recall according to skills and ability.
The problem with their approach, like merit raises, allows for favortism. Another concern of our's with this concept is, who will be responsible for determining one's skills and abilities?
Management? Supervision? Sam Zell? Again favortism surfaces.

We prepared and presented a "package proposal" giving the company the "management rights" they sought with the inclusion of language that would prevent their mgt. rights from superceeding the agreements contained in the contract. In exchange we were asking for seniority language which included reverse seniority in the event of staffing reductions, union security, which requires union membership to work in our shops, and dues check off, requiring the company to deduct union dues from members payroll and forward those dues to the local.
Remember, all union dues are tax deductable and we don't pay dues until we ratify a contract.

Our package proposal was rejected, and the company presented a counter proposal in which they sought to protect up to 15 individuals they deemed "high performers" they would like to retain in the event of layoffs. This number amounted to 6% of the 248 workforce employed in the pressrooms. Our first reaction was, again, favortism will flourish under this concept. Sonny challenged their number of 15 and used a hypothetical layoff of 20 individuals and illustrated that if they could protect 15 of the 20, they would actually receive 75% protection for their favorites from being laid off. There was no way we would even consider this and counter proposed, for the purpose of moving forward, a 1 in 20 ratio that would allow them to protect 1 in 20 if a layoff were to occur. So in order for them to save 1 of their high perfomers, a minimum of 20 individuals would have to be targeted for layoff. If 39 positions are being eliminated, they would still only be able to protect 1 high performer.

Another section of their proposal contained new language which would essentially strip the union of it's "jurisdiction" and allow the company to bring in any one they choose to run our presses without them having to join the Teamsters. The extreme danger of this language would also allow the company to send our work outside the buliding to other workers without recourse. This language was introduced, once again, in the final hour mucking up the progress we had felt we were making. Sonny became very irate with the company representatives for attempting to introduce this language knowing that this would be highly scrutinized and rejected by our side of the table. The company came with another counter proposal eliminating the protections for high performers, and gave us reverse seniority, but was not interested in removing the language that trampled on the unions jurisdiction. This package proposal by the company was made with the stipulation that if rejected, it would be retracted. Sonny accused them of intentionally throwing a wrench in the process by doing so and broke off negotiations for the day.

Sonny, Mike, President Tedeschi and our Legal Team in Washington will review our last proposal and the company's as well, and determine how to proceed. I trust they will hammer out a plan that will put our negotiations on the track it needs to be on to achieve our goal of negotiating a "fair" collective bargaining agreement. Stand fast and be patient, we'll can get there together, in solidarity!

Editorial Meeting with the Teamsters

Our colleagues in Editorial have taken the first step in having an actual voice in their newsrooms. On Tuesday July 22nd, a group of Editorial employees met with the Guild, this evening, at their request, a group met with our Teamster Representatives. This was the bold first step it takes to determine what they will do next.

I would describe this afternoon's meeting as a great start. I was reminded of our early organizing meetings, and where we are today. I have no doubt, another negotiating table is already waiting!

Our Organizer Marty Keegan opened the meeting explaining what role the Teamsters would play in organizing our Editorial department employees and the role the employees must play in order to successfully protect their interests.

Wrongfully terminated, Santa Barbara Newspress Writer, and former Los Angeles Times Writer, Dawn Hobbs attended this evening's meeting to address the attendees and give her personal account of what has taken place in Santa Barbara and the role the Teamsters have played during their ordeal. A video was shown highlighting their struggle against Owner Wendy McCaw and the numerous actions taken on behalf of the writers. Along with the Teamsters and Attorney, Ira Gottlieb, the writers have won in the NLRB and in Federal Court, numerous ULP'S (unfair labor practices) and Court rulings, including the decision ordering Wendy McCaw to reinstate these terminated writers with full back pay, benefits, and contributions to their retirements. "We knew the Teamsters were the right Union to represent us, and there was no other choice" Dawn Said.

I was very pleased to meet everyone who attended this evening and look forward to meeting many more of our colleagues from editorial very soon. This meeting is one that I have looked forward to in anticipation for quite some time now. I was invited by Marty to share our experiences in organizing our pressrooms and also gave a brief summary of negotiations.
A point I clearly made was that together, with Teamster representatives, we can both increase our ability to negotiate fair collective bargaining agreements, and effectively support each other during negotiations. I also pledged our assistance and support to get their organizing campaign off the ground and to help"immunize" them from the union busting tactics the company used on us, and will most likely begin to force on them.

I again used Newsday as the model for what we can, and should seek to accomplish here at the Times in order to deliver Sam the fight he deserves. The Teamsters represent the pressroom, editorial, machinists, mailers and drivers at Newsday. This is our goal, unfortunately minus the drivers. Best of luck and prayers for all of them and their families, we consider them family first, longtime friends and Teamster brothers and sisters.

The meeting closed with the understanding that a decision has to be made as to who will represent their interests at the table, and a future meeting soon once that decision is made, should that decision be Teamsters. The attendees will be communicating with their colleagues to arrange a meeting amongst themselves to reach their decision.

As many of you already know, The L.A. Times failed to re-new their contract with Ryder, again affecting the men and women formerly employed by the Times to deliver our newspaper. That decision left us wondering, was this purely economics or the company's way of reducing Teamster presence at the paper? Sam Zell doesn't want you to organize, and he certainly don't want you to organize with the Teamsters.

As reporters and writers, you are the Los Angeles Times, it all begins in the newsroom.

Thanks to the InkstainedRetch for making the meeting information available online and for encouraging this movement. I acknowledge that the Retch is neutral, and also acknowledge the contribution Tell Zell has provided to all of us.

Fraternally,
Ronnie Pineda

Survey Results Part 1

Page 1. Sam Zell, Senior Mgt. and Supervision

1. Do you think Sam Zell is the right owner for the Los Angeles Times?

% of Respondents ----------Number of Respondents
Yes
9.38%-----------------------9
No
80.21%----------------------77

OTHER
Hell no!

1.04%-------------------------1
I feel that the owner of this paper should be someone concerned with this community and that would want to use the power of this paper to make a mark on this community
1.04%------------------------1
It should be local owned......
1.04%------------------------1
too early to tell
1.04%------------------------1
no, should have local ownership
1.04%------------------------1
Cares about his Billions and nothing else.
1.04%------------------------1
I truly believe that Sam Zell has no interest in restoring the Tribune Companys.He once stated that "we must sell our logo its all we have" Now he wants to sell the two most important properties in the Tribune Co.He will tear this company down to nothing and profit from it all.
1.04%-----------------------1
doesn't give a shit about anything but money
1.04%-----------------------1
i definitely dont he only cares about the real estate profit and not the people or the la times as a great newspaper
1.04%-----------------------1
He can care less about the employees. He's an INVESTER. That's how he became a billionaire.
1.04%-----------------------1
Number of respondents
94
Number or respondents who skipped this question
60

2. Do you think Employee Elected Representatives should sit on the ESOP Board of trustees?

% of Respondents ---------------Number of Respondents

Yes, afterall it's an ESOP
90.32%-----------------84

No, we can trust Sam
6.45%----------------------6

OTHER

Hell yeah !! after all we are " partners"
1.08%-------------------------1
I dont think that any times or tribune excutives should be on any commity like this
1.08%-------------------------1
You need someone who knows what is happening in the inside.
1.08%-------------------------1
Number of respondents
93
Number or respondents who skipped this question
61

3. Do you think it is right for Sam Zell to lay off partner/employees when he borrowed against their retirement by creating an ESOP to purchase Tribune?

% of Respondents -----------------Number of Respondents

Yes, he has to pay his bills.
9.57%-----------------------------9

NO, He said "You own this place now"
85.11%----------------------------80

OTHER
He's Sam Zell. he's going to do whatever he wants, as long as it makes him richer.
1.06%-----------------------------1
How about upper management take a cut in pay, to save money.
1.06%-----------------------------1
no how can he borrow my money without my permision ?
1.06%-----------------------------1
Should have never been allowed to leverage so much debt to buy Tribune.
1.06%-----------------------------1
we dont own shit zell could give a shit about you or me
1.06%-----------------------------1
Number of respondents
94
Number or respondents who skipped this question
60

4. Newsday has been sold, would you like to see Sam Zell sell the L.A. Times, preferably to a local owner.
% of Respondents ------------------Number of Respondents

No, Sam Zell is a good owner for the L.A.Times
7.53%----------------------------------7
Yes, the sooner the better!
88.17%-------------------------------82

OTHER
yes, put the times back to local ownership. the times on its own can make a profit to substain it self. and we can go back to being one of the great news papers in journalisms we once were.
1.08%---------------------------------1
Sell it to someone who knows about the newspaper.
1.08%---------------------------------1
sooner the better so our paper can be great again since the takeover of the tribune the great la times hit rock bottom at our cost
1.08%---------------------------------1
We should be owned locally. Chicago and Zell hates the west coast culture.
1.08%---------------------------------1
Number of respondents
93
Number or respondents who skipped this question
61

5. Do you think Sam Zell was dishonest with the employees at the L.A. Times when he visited in February?
% of Respondents ---------------------Number of Respondents

Yes, he said he did not agree with Tribunes business model of cutting staff to incure savings.
82.61%-----------------------------------76
No, he was honest and sincere.
9.78%-------------------------------------9

OTHER
He may not have been apprised of the big picture.
1.09%-----------------------------------1
He was honest to a point,but how do you change anything when leaving the same cut first people in charge of growing your business
1.09%----------------------------------1
He"s a thief
1.09%----------------------------------1
I wouldn't use the word dishonest. Ignorant fits just fine. But it feels about the same either way.
1.09%----------------------------------1
Like he said he is a "business man " bottom line that speaks volumes
1.09%----------------------------------1
waiting to see
1.09%----------------------------------1
Wall street called the shots that destoryed us, now the Bankers are doing the same song and dance.
1.09%----------------------------------1
Number of respondents
92
Number or respondents who skipped this question
62

More to come!

Up to Speed with Sonny Shannon

Yesterdays meetings went great. All that attended were introduced to our Lead Negotiator, GCC/IBT International Representative, "Sonny" Shannon. His first name is John, but he says he uses Sonny because it takes too long to say his full name, I've heard him say it, it's true!

Sonny brings a strong presence to the table and is sincere in his service to our bargaining unit. The negotiation committee has put it's full confidence in both Sonny and Mike Huggins without reservation.
Both of these men have proven to be committed to our bargaining unit and have convinced the committee that we indeed have the best representatives in the business. I think those of you that met him yesterday would agree.

Topics discussed were related to current production raises. An information request pertaining to the raises was presented at negotiations on July 9th and the company was not prepared to respond to our information request when we met again on July 16th.
We expect to receive that response at our next meeting.

Sonny explained our decision to contact advertisers and to run radio ads as well as their effects.The company's bargaining style does, and will determine whether or not we continue these type of actions to increase our position at the table. We presented language to create an evironment of cooperation in bargaining which the company representative stated they could agree to in concept. We have agreed to bargain from a position of "Mutual Interest"
If we stay true to this concept we will reach agreements that will provide both sides what they each need, and not necessarily what they each want. We will attempt to reach agreements and create the language to reflect those agreements, hopefully resulting in a contract sooner than later.

Many complaints were heard about evaluations that were given in which great disparitys between these evaluations and past evaluations are evident. We have addressed this at the table and will continue to do so. We do not agree with this process because it continues to cater to favortism by those who evaluate.

We also delivered your complaints about supervision's inconsistant placement of presspersons added to a crew when the absence of a crew member occurs. In the event of a vacancy on a crew, regardless of the reason, additional personell has historically, according to their model, gone to the bottom of the crew and the members on the crew move up until the vacant crew spot is filled. Our SVP's response was that they have always had the right to put replacement crew members anywhere on the crew based on production needs and the individuals skills. I strongly disagreed and told him that the reasons explained to those who complained were told "thats the way it is, and that's the way it's going to stay. Nothing about production needs or skills.
I don't think this will be the end of this subject.

Our next negotiations are scheduled for July 30th and 31st.

Union Chapel Meeting

It is time to get everyone informed once again so Chapel Meetings have been scheduled for Thursday, July 17th. We will meet at the usual places, Round Table Pizza in Fountain Valley (map) on Warner & Euclid at 11:am and Shakeys Pizza in East Los Angeles (map) on Cesar Chavez Blvd just east of the 5 Golden State Fwy at 6:oo pm.

Cesar Chavez has a boulevard named after him for all his work in the labor movement improving the lives of many people. Do you think Sam Zell will ever have a street named after him?... just popped into my head.

Our negotiator, GCC/IBT International Representative Sonny Shannon and GCC/IBT Lead Organizer Marty Keegan will provide details from our negotiations and provide answers to your questions. Sonny looks forward to meeting all of you and Marty looks forward to seeing all of you again.Our next negotiations are scheduled for Wednesday,July 16th so the information that they will be delivering on Thursday will be as up to date as you could ask for.

Everyone from all departments are encouraged to attend, we have heard many of our collegues throughout the Times are strongly considering joining us in becoming a stronger voice in our future, however long, or short that may be.

(Reminder, the survey is due to close on July 15th at 12:am so if you haven't taken it yet, do so now! I will provide the results of the survey at our meetings and here on our blog.) Click here to take it now!

Guess who the snake is! It is good to have friends!

See all of you there and please don't come alone!

Negotiations Update

Tribune's announcement of 250 (MORE) employee cuts here at the Los Angeles Times has been a concern for pressroom employees, having just gone through buy-outs a couple of months ago. We lost another 27 presspersons and 4 pressroom utility employees at that time bringing our pressroom staffing to approximately 250 bargaining unit employees between the two pressrooms. Negotiation Committee brother Keith Denson asked if the pressroom was again targeted in this round of cuts, to which the company's lead negotiator responded, we are not. That should be of comfort to many of us who survived the last round of buy-outs. Lets hope that our industry levels off, or begins to improve at some point soon to establish and maintain some stability to our staffing levels in all departments.

Our first order of business was to address the merit based wage increases currently being given to production employees. The company representatives explained that the raises are a new merit based wage increase "HYBRID". HUH? Yeah we were puzzled too.

We have given an information request to the company pertaining to the wage increases and informed them that we would accept a wage increase along with all production employees as was done last year and will continue to bargaining wage increases in the interim.
We will have more on this matter at our next session on the 16Th when we receive their responses to our info request.

"ScabSchool" is what our representative Sonny Shannon called managements paster make-up training on Tuesday morning. As far as supervision learning to make straight-line paster make-ups, we were told it was for training purposes. The company's lead negotiator reiterated a previous statement he made months ago that the company will do whatever it needs to do to get a newspaper on the street. That lead us to believe that management was concerned over a suggested "sick-out" on Wednesday, July 9Th posted on inkstainedretch's TELL ZELL blog, and the possibility that we may, in sympathy, participate in this sick-out. I commented on this type of action, and the dangers they pose to employees on Ed's blog and Tell Zell. Can you say Paranoia?

Again, the issue of assigning presspersons on crews in the event of absences was addressed. It was the company's original model that when an individual on a crew is absent, all crew members below the absent individual move up on the crew ladder until the absentee's position is filled. Presspersons added to the crew after this climbing procedure, back fill the vacant positions vacated by the crew members that moved up. We asked that the supervisors at both plants adhere to this process. Names of affected employees and examples were given to management to investigate. Seniority must be honored in placement on crew when multiple positions on a crew require back filling with the most senior filling the higher vacant spot until all crew positions are staffed. Company response to follow.

Some good news for the Mitchell Family. As some of you were made aware from a previous post, brothers Myron Mitchell and Otis Miller were force transfered to Orange County as a result of the recent pressroom buy-outs. Both Myron and Otis reside in Palmdale which is approximately a 2 hour drive, one way. The commute and fuel prices forced these men to remain close to the plant and share a room locally, and to my surprise, occassionally, sleep in their automobiles. In Myron's case this will change as he will be returning to the Olympic Plant on Thursday July 10th. I would like a volunteer from L.A. that resides near the O.C. plant to consider transfering down to O.C. to allow Otis to return to Oly, and like Mitch now, return to his family nightly. Contact me if you would be willing to exercise your compassion for a brother and his family.

There were a couple of other housekeeping issues, one, regarding my crew specifically and a fellow crew member's ability to float vacation days.

Contract language update to follow (all good news), I really need some sleep! Come back to this post later today to continue.