Touay we met the company to kick off baigaining anu exchange pioposals foi a new union contiact.
We shaie with the employei a keen unueistanuing of the iapiuly changing publishing business anu auveitising maiket that aie oui futuie.
0ui union pioposals weie aimeu at balancing the ulobe's ability to auapt to change, with the neeu foi faii compensation anu job secuiity to ietain anu attiact top talent.
0ui majoi pioposals aie:
Tightening up the layoff language in cases in which the company is alloweu to lay off. An impioveu piocess foi aujusting to new skills anu technologies. Foi bianueu oi custom content, uisclosuie to the affecteu euitoiial employees of the iuentity of the auveitisei oi sponsoi. Impioveu paiu leave foi beieavements. Impioveu paiental benefits. Impioveu benefits foi counseling anu massage theiapy. 0puating the base yeai foi the BB pension plan anu incieasing the matching contiibution foimula foi the BC pension plan. Reveising salaiy ieuuctions foi outsiue sales iepiesentatives.
The employei's majoi pioposals aie:
Eliminating a laige numbei of euitoiial job classifications anu gianufatheiing the pay of cuiient employees in those jobs. uiving management the iight to assign euitoiial employees to wiite anu euit auveitoiial copy as pait of theii iegulai uuties. Reclassifying all auveitising employees into new jobs, with new pay levels. 2 Eliminating the BB pension plan foi all seivice aftei 2u14 anu shifting plan membeis to the BC plan. Remove the "financial uuiess" clause to allow the company to uo layoffs foi any ieason, incluuing contiacting out. Involuntaiy tiansfeis anuoi uemotions of any employee ueemeu by management as not peifoiming auequately. A new Peifoimance Impiovement Plan (PIP) which woulu allow the company to manage anu assess an employee's peifoimance anu, if necessaiy, uemote oi uismiss that employee without a iight to contest that uemotion oi uismissal. Foi sales ieps, the failuie to meet taiget in S out of 4 quaiteis, anuoi falling below 8u% of taiget in 2 out of 4 quaiteis will tiiggei a PIP anu failuie to impiove peifoimance in the next quaitei will iesult in uemotion oi uismissal without challenge (unless exempteu by the employei if the failuie to meet taiget is uue to the maiket oi othei factois).
It is not the union team's uesiie to speculate publicly on the company's baigaining stiategy, anu we note that these aie opening pioposals. We uiu not uiscuss them acioss the table at any length but will when we iesume baigaining on Nay 2u anu 22.
We will iepoit to you on the piogiess of negotiations at that point. It is likely we will scheuule a membeiship meeting in eaily }une.
The company has also ueciueu to follow its piactice fiom 2uu9 anu ask foi "conciliation" immeuiately, which cieates a legal stiikelockout ueauline of }uly 1 st .
Sue Anuiew, 0nit Chaii }ohn Baly, Euitoiial }im Bestei, Auveitising Binuy Kenneuy, Auveitising Pat Wylie, Ciiculation