!

"#$ &'(()"*+

Unifor Local 87-M, SONG


June 16, 2014


Digital Issues in Newsroom:
Tentative Settlement Details


Term:

Through Dec. 31, 2016 (the expiry of our current contract)

Digital jobs:

The company will continue with its digital job creation program, but with major changes.
The biggest change will see these new jobs become temporary positions. The general idea
is to give the company two-plus years to experiment with our digital strategy and
platform staffing needs. The next round of bargaining will presumably focus on deciding
how to cement the next-generation newsroom in the contract.

The company will withdraw its Digital Reporter postings. Any new reporters will
be Journalists in the Editorial department, either permanent or temporary. The
temporary Journalist position will have lower-paying entry points on the salary
grid.
The other posted digital jobs will still be in a revived Torstar.com department.
Those jobs will all be temporary, with this exception: Five digital staff already
hired video producer, two video editors and two social media assistants will
be permanent staff.
But in another big change, in a layoff all Editorial staff will have full bumping
rights into those digital jobs, subject to the usual skills, ability and aptitude stuff.
Digital hires may not directly lead to existing newsroom layoffs.
The lower digital rates will apply to any existing newsroom staff bumping into
digital jobs.
Existing newsroom staff will carry their original layoff severance provisions into
any temporary digital position.
Those who bump into a temporary digital job will remain a permanent employee
until they either qualify for a permanent position or the temporary position is
eliminated.
Temporary employees who later become permanent will have their original hire
date recognized for service and seniority purposes.
Temporary employees will not receive short- or long-term disability benefits, but
after 12 months may participate in the Stars other group benefits.


Digital working committee:

A joint Guild-management committee will begin work in September. The idea is to keep
on top of digital trends and best practices while identifying training needs for existing
newsroom staff.


Special Retirement Program (SRP)

This is a major change in approach from the VSPs (voluntary severance program) we are
familiar with. The company wants to facilitate retirement for those who are eligible and is
willing to pay higher severance payments with incentives to apply early and leave early.
There are many more specific details that will be of great interest to any eligible staffers
and their financial advisors, and workshops will be held on these matters. But heres the
highlights:

This SRP is open to newsroom staff with two or more years of service and who
are retirement eligible (age 55+ on their last day of work or salary continuance).
Instead of a VSP formula of X weeks pay per X years of service, retirement
payments will be as follow:
30+ years service: $200,000
25-29 years: $175,000
20-24 years: $150,000
15-19 years: $100,000
10-14 years: $50,000
2-9 years: $25,000
Think of this a bundle of money that can be used as either salary continuance or
as a lump sum, or a combination of both. The salary continuance terms are similar
to what were familiar with from previous VSP programs.
Another $20,000 bonus payment for those who apply for the SRP in the first
application window (by the deadline of Sept. 30 of this year).
The company will give preference to those who want to leave earlier.
Staffers in the first window will have to leave active employment between Nov. 1
of 2014 and Oct. 1 of 2016.
Staffers in the first window will have the option of phased retirement and will be
able to shift to part-time work before the actual departure date. Most benefits
would be the same as full-time work but salary would be pro-rated or you can use
some of your retirement payment to keep your weekly pay the same
!"#$ &'(()"*+

Unifor Local 87-M, SONG


A second application window will be open for those who decide in early 2015
(date still to be determined) that they want to take the SRP after all. This has
fewer options:
1. No bonus payment.
2. Final day of work would have to be no later than Dec. 31, 2015.
3. No phased-in shift to part-time
As always, the Star has the final say, based on operational needs, to decide
which employees will be approved to leave and the last day of work.
If the company cannot approve all applications in a classification because of
operational need, seniority will prevail.


In solidarity,


Liz Marzari, Star unit chair
Dan Smith, vice-chair