PROPOSAL STATUS

Tuesday evening, the Guild bargaining committee UNANIMOUSLY rejected BNA's settlement proposal. BNA spent the evening playing a shell game with the wage proposal, moving up overall only .5% in the second year for red circled employees. Here are the key remaining issues in dispute:

Guild 4/18	BNA 4/18 (BNA 3/20)
Wages: Year 1: Steps 0-5 3% Red-circled 4.5% Year 2 Steps 0-5 3% Red-circled 4.5% Year 3 Guild seeks only two year contract	1.5% (1.5) 3% (3.0) 2% (1.5) 3.5% (3.0) 2.0%* (1.5) * (3.0) *Plus, for red-circled, an amount equal to percentage increase in the DC CPI-U ending January 2002, not less than 2% and not more than 3.5%
Pension: Increase pension percentage factor to 1.25% of final average salary	"not interested in changing pension formula"
Metro/parking: Increase to $62.50/month effective 3/1/00 and to $65.00/month effective 3/1/01	Metro $63/ten times per year Parking: $52.50/month
Maintenance of Membership: membership for those who join for life of contract with window at end of contract rather than yearly	No
Internal Union appointments and representation: Current "No Discrimination" language	Wants language that requires Guild to select non-Guild members to joint committees

The Guild has offered language changes on BNA's "must haves", in an effort to amicably resolve the agreement, and with the caveat that BNA must proffer a fair wage increase. The committee unanimously agreed that BNA did not recognize in wages the effort the union made when it gave the Company what it insisted it needed to be completive:

1) Seniority in job advancement: The Guild, conditional upon an appropriate and fair wage proposal, offered language which requires BNA to select the best candidate from among those applying, provided one or more has the necessary qualifications and ability, based on their qualifications and ability and considering seniority as a factor. This language meets the need expressed by the company and protects unit members against arbitrary or discriminatory selection factors.
2) "Future Practices" Language: In response to BNA's second "must have", the Guild offered language which assures that no practice initiated by the Publisher or the Guild that took effect after March 1, 2000 shall be binding unless reduced to writing, signed by the parties, and made a part of the contract.

BNA'S $$$ SHELL GAME

In response to the Guild's good faith movement, the company--in its most prosperous time ever--decided to play shell games at the table. It took it's March 20 wage proposal and DEDUCTED .5% from year-three red-circled employee's guaranteed 3% and moved that to year two Steps 0-5 to give them 2%. It then moved the other .5% taken from the year three red-circled employee's guaranteed 3% and gave THAT to year 2 red-circled employees to give them 3.5%. It then gave year three red-circled employees only a sure 2%, or up to 3.5% depending on the January 2002 CPI.

Other Agreements

BNA and the Guild have agreed on:

An increase from 5 to 10 days in the number of sick leave days an employee can use to care for a disabled spouse or other close family member.
15 days of paid parental leave for use within 90 days prior to and/or following the birth or adoption of a child.
Annual leave which would be otherwise lost due to use or lose will be put in the Sick Leave Bank.
BNA will endeavor to establish emergency back up child care in Rockville.
BNA agrees not to discipline employees solely for emergency use of sick leave.

BNA is having some trouble hearing its employees and even its shareholders. BNA employees are the driving force behind the high profits and revenues. Recruitment and retention are critical to company stability; last weekend's shareholder vote told a story of low morale and lack of confidence. BNA's lack of vision in addressing recruitment and retention with its acknowledged 10% annual turnover--is on display at the bargaining table.

The membership needs to discuss the company's reluctance to reward the employees who have built and sustained this company. On Thursday we'll discuss the company's proposals, and make decisions about how to respond. Please make sure your voice is heard.

We hope to see you noon Thursday
For this most important meeting
At Francis Junior High School

Washington-Baltimore Newspaper Guild
Local 32035 The Newspaper Guild
Communications Workers of America, AFL-CIO