BNA - Guild News

Nov. 26, 2002

Guild bargainers strongly defended the sabbatical program Nov. 21 during the fourth session of talks on a new contract. BNA has proposed replacing sabbaticals with a community service program.

Negotiations are scheduled to resume Dec. 3 and Dec. 5, and BNA indicated it may present its first proposals on wages then.

At the Nov. 21 session, Guild bargaining team member Michelle Amber — the first editorial employee to receive a sabbatical in 1988 — said the program “was negotiated during a time when BNA appeared to care more about the personal growth of its employees than it does now.”

“BNA acknowledged the value of length of service and wanted to give long-term employees a break from their normal routine so they could come back refreshed and renewed and, hopefully, be a better, happy, productive employee,” Amber said during a stirring statement.

Under the program, each year two employees with at least 10 years of service can take six-month leaves of absences with pay to pursue community service, educational, or other projects.

BNA is proposing to eliminate sabbaticals and establish a “volunteer community outreach initiative” under which at least 30 employees would be given one day of paid leave per year to perform volunteer work at one of three local agencies approved by BNA.

The Guild is proposing an expansion of the sabbatical program to four employees per year and is proposing that BNA grant three days of leave per year to employees doing volunteer work in their communities.

In her statement, Amber pointed out that of the 30 employees who have received sabbaticals to date, 23 are still employed by BNA and two of them have been promoted to management. Of the other seven, four have retired, one has died, and two left the company.

“I think that’s a pretty good indication that the program has been successful in retaining long-term employees,” Amber said. About ten of the recipients attended the negotiation session to show their support for the sabbatical program.

Not a ‘Frivolous’ Program

“As the program is structured, it is not frivolous and it goes beyond mere volunteer work,” Ambers said, pointing out that activities that are considered by the joint Guild-management Sabbatical Selection Committee include teaching, research, updating or extending professional skills, personal development, and internships.

In one example, Amber pointed out that Rhonda Oziel, who worked in the library and had ovarian cancer, “planned during her sabbatical in 1995 to write a survival guide for women with ovarian cancer, but her project turned into the formation of a nationwide coalition to share information and activism. It became an essential part of her life for the next six years and added value for thousands of others.”

In closing, Amber said: “Many employees, including myself, are upset with the company’s contention that the sabbatical program benefits few at an extremely high cost and BNA cannot measure what it gets. BNA can’t measure what it gets from a lot of programs, but that doesn’t mean it gets no benefit. ... The benefit, even if it is goodwill, is understood.”

Joseph Sanneman, chief bargainer for BNA, responded that “we agree with most of what Michelle said.”
However, he said the company is “not agreeable to expanding the sabbatical program” and instead “wants to focus” on the community service program.

Sick Leave Among Other Issues Discussed at Nov. 21 Session

During the four-hour session, Guild and management bargainers also signed their first two tentative agreements, stated their positions on a variety of proposals, and held general discussions on several other issues.

Summaries of some of these actions follows:

• The two sides signed tentative agreements to remove from the contract provisions on the Joint Compensation Committee, which has completed its work, and the Rockville Teams Project, which is no longer in use.
• Extensive discussion was held regarding the Guild’s proposal to allow use of sick leave to care for parents. Sanneman said BNA acceptance of any such proposal would have to include linkage with federal and local laws on family medical leave, a cap of 10 days per year, and a “rolling calendar” rather than an annual calendar for calculating such leave. “Anything we agree to must have some parameters around it,” he said.
• The Guild told BNA its proposal to disband the joint Health Care Committee was unacceptable. Sanneman said both sides need to discuss “the role, purpose, and scope of that committee.” Guild chief bargainer Lori Calderone said the union welcomes such a discussion.
• The Guild told BNA it was not interested in the company’s proposal to delete the trainee program. Sanneman said BNA intends to offer a proposal “with something that will serve everybody better” in the areas of job training and career development.
• Tony Harris of the Human Relations employment section explained current posting and bidding procedures for internal jobs, including so-called “late bids,” which the company has proposed to eliminate.
• Regarding the Guild’s proposal for a short-term disability benefit, Sanneman said, “We would be willing to explore getting a group policy, but it would have to be fully employee-paid.” Kathy Muller, BNA director of compensation and benefits, said such policies typically include a first 10-day exemption period and pay about 70% of salary.
• Regarding the Guild’s proposal that all telecommuters be covered under the contract and get full contract rights -- including layoff protections -- Sanneman said BNA’s position is that only employees working in Washington, D.C., and vicinity are covered.

Your Bargaining Committee,

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