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.

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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.

"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!

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!

Sunday Chapel Meeting Directions To GCC/IBT Local 404

Local 404 is located at 518 W. Duarte Rd. in Monrovia just south of the 210 Foothill Fwy. From either direction, exit at Myrtle Ave. and head south to Duarte Rd. and turn right. Local 404 is approximately 1/4 mile ahead on the left side of Duarte Rd. (immediately after Mayflower Ave.)

Click on the map to enlarge or HERE to link an interactive Yahoo map.

See all of you Sunday at 1:oo pm. Travel safely.

In Solidarity!

Upcoming Meetings

Just a reminder for everyone to attend one of the upcoming meetings. All of you should have received a letter from GCC/IBT Attorney Ira Gottlieb informing you of current N.L.R.B. related issues. Ira gives alot more information on those issues than the memo that was posted by management. You should have also received a questionaire for our attorney with the meeting information at the bottom . If you have not mailed it back using the self addressed, stamped envelope, then bring it with you to the meeting, and have Attorney Ira (Buddy) Gottlieb and Organizer Marty Keegan answer your all of your questions, and address all of your concerns.

The meetings are at the usual locations. In O.C. the meeting will be Monday June 4th, 11:00 am at The Round Table Pizza in Fountain Valley. 11095 Warner Ave. (Map)

The Meeting for Los Angeles will be held at Shakey's Pizza, 2023 Cesar Chavez Ave In East Los Angeles on Tuesday, June 5th at 11:00 am (map)

I have heard again that meetings are being held with employees in departments other than the pressroom and that they are being encouraged to rebuke the Union. I am challenging each and everyone of you to bring someone from another department so they can hear the truth from the other side. Step up, and don't come alone.

I know that meetings are best on Thurdays and Fridays, simply because the majority of us work those days. These particular meetings were scheduled to coincide with Buddy's schedule and these were days that he would be available for back to back meeting dates.

These meetings are important and we try to make arrangements to accommodate times and places that are convenient to everyone, if it is not, I apologize.

See you all then and there!