Contract Between

The

United Way of America

And The

Washington-Baltimore Newspaper Guild

For

Department of Labor Participation/AFL-CIO

Community Services Liaisons and Tri-State Labor Coordinator

TERM OF AGREEMENT

May 1, 2005 - April 30, 2008

TABLE OF CONTENTS

PREAMBLE…………………………………………………………… 1

ARTICLE I - Recognition…………………………………………….. 1

ARTICLE II - Union Dues……………………………………………. 1

ARTICLE III - Seniority……………………………………………… 1

ARTICLE IV - Relocation Expenses…………………………………. 2

ARTICLE V - Job Mobility…………………………………………… 3

ARTICLE VI - Layoffs………………………………………………… 3

ARTICLE VII - Grievance Procedure……………………………….. 3

ARTICLE VIII - Salaries and Expenses……………………………… 5

ARTICLE IX - Transportation ……………………………………….. 6

ARTICLE X - Vacation…….………………………………………….. 7

ARTICLE XI - Holidays………………………………………………. 7

ARTICLE XII - Short-Term Disability………………………………. 8

ARTICLE XIII - Health, Life Insurance, Retirement,

And Related Benefits…………………………………………… 8

ARTICLE XIV - Severance Pay………………………………………. 9

ARTICLE XV - Leaves of Absence……………………………………. 9

ARTICLE XVI - Miscellaneous Provisions…………………………… 11

ARTICLE XVII - Education…………………………………………… 11

ARTICLE XVIII - Existing Benefits………………………………….. 12

ARTICLE XIX - No Strike/No Lockout………………………………. 12

ARTICLE XX - Non-Discrimination & Equal

Employment Opportunity………………………………………. 12

ARTICLE XXI - Control Savings Clause……………………………… 13

ARTICLE XXII - Duration and Renewal……………………………… 13

PREAMBLE

THIS AGREEMENT, dated the ___ day of June, 2005, between the United Way of America, hereinafter referred to as the UWA, and the Washington-Baltimore Newspaper Guild Local 32035 of the Newspaper Guild/CWA, AFL-CIO, CLC, hereinafter referred to as the Guild.

ARTICLE I - Recognition

The UWA recognizes the Guild as the exclusive bargaining agent for all positions within UWA’s Department of Labor Participation and for the Tri-State Labor Coordinator.

The employee(s) in any new job classification(s) that fall within the UWA’s Department of Labor Participation shall be in the Guild’s bargaining unit.

The Guild will be recognized by any successor organization that conducts activities similar to those performed by National AFL-CIO Community Services Liaisons (CSLs).

ARTICLE II - Union Dues

Upon receipt of a properly signed authorization from the employee, the Employer agrees to deduct from the wages of such employee covered by this Agreement, the regular monthly dues and/or lawful assessments as certified by the Guild, and to remit such deductions to the Guild. Such deductions shall be made on each payday of each month for all employees on the Employer’s payroll who have properly authorized such deductions and shall be remitted to the Guild on or before the last day of the month for which deductions are made.

UWA shall require as a condition of employment of each employee that the employee be and remain a member of the Guild in good standing no later than the 30 th day following either (1) the date of the first Guild shop contract legally enforceable under the Labor Management Relations Act or (2) the date of hiring, whichever is later.

The foregoing provisions shall be effective in accordance and consistent with applicable federal and state laws.

ARTICLE III - Seniority

(a) Whenever seniority is referred to in this agreement, it shall include all service in an AFL-CIO Community Services capacity for the AFL-CIO, any AFL-CIO State Federation, AFL-CIO Central Labor Council, any Labor Agency for the AFL-CIO Community Services program, all UWA service time, or any state or local United Way service time.

(b) On request, the UWA shall furnish the Guild a seniority roster of all Guild-unit employees based on the beginning date of seniority as defined in (a) above.

(c) New employees who are in the Guild unit hired after March 20, 1997, shall have no seniority status until they have completed a probationary period of ninety (90) calendar days, after which their seniority dates start from the date referred to in (a) above. The UWA shall have the unlimited right to discharge an employee for cause during the probationary period. An employee’s probationary period may be extended by agreement of the UWA and the Guild.

(d) After completion of the probationary period, employees shall not be subject to discharge except for just and sufficient cause.

ARTICLE IV - Relocation Expenses

(a) For newly hired or transferred full-time Fair Labor Standards Act exempt employees, whose new work location is beyond a reasonable commuting distance, the UWA shall provide payment of moving expenses for packing, shipping, unpacking, and storage expenses up to 90 days. One car may be shipped at UWA’s expense by commercial means if the distance exceeds 400 miles. The Internal Revenue Service business-use-mileage rate will be reimbursed to an employee who drives a personal vehicle to the new location. The UWA shall reimburse affected employees up to $1,000 to cover special expenses such as utility and appliance connections, reinstallment or alteration of drapes, shipping of items requiring special handling, additional insurance, and the like.

(b) The UWA shall reimburse employees selling a residence in their former location all normal and reasonable buyer closing costs, including attorneys’ fees, title and deed abstract fees, title insurance and title survey fees on their new residence. Additionally, the UWA will pay up to three points of the mortgage origination fees required on a new loan.

(c) The UWA shall reimburse the expenses of up to two (2) trips, limited to no more than seven (7) days, totally, for the employee and spouse or household members whose close association is the equivalent of a family relationship (including significant others) to find a residence in the vicinity of the employee’s new location. The UWA will cover the actual cost of transportation, lodging, telephone, babysitters, car rentals, and meals.

(d) If the employee is required to begin work in the new location before securing a new residence, UWA will reimburse for reasonable and actual food and lodging expenses for up to ninety (90) days until the employee and dependents are permanently relocated. If in such interim, the employee is housed in an apartment with kitchen facilities, grocery or meal expenses will not be covered.

(e) No employee shall be required to relocate unreasonably. Geographical transfers shall not be used as disciplinary measures, and shall not result from discrimination as provided in Article XIX. The UWA shall discuss with the Guild and affected employee any proposal for transfer no less than six (6) months before its effective date. The UWA will provide in writing the operational necessity to justify the proposed transfer. No employee shall be required to relocate more than once during the term of this contract.

ARTICLE V - Job Mobility

(a) As used in this Article, the term “vacancy” means vacancies in permanent positions covered by this agreement, and includes vacancies occurring in currently existing and newly created positions.

(b) The UWA shall notify the Guild unit members in writing of all vacancies or newly formed positions within the Guild unit.

(c) A Guild unit member shall have fourteen (14) days after the date of the mailing of notice to apply for the vacancy or newly formed position.

Trial Period

An employee promoted under this Article shall have a trial period of four (4) months, which period may be extended by agreement with the Guild. At the end of the trial period, the employee shall be confirmed in writing of their position and benefits unless the employee has been unable to perform the duties of the job. The Guild will be notified in writing of the new employee. If during the trial period the employee is unable to perform the duties of the new position satisfactorily, UWA shall place the employee in his or her previous position or in a comparable position without penalty or prejudice.

ARTICLE VI - Layoffs

(a) Layoffs shall be in inverse order of seniority within the following three groups of job classifications:

Group 1: Assistant to the Senior Director and Secretary

Group 2: Regional Directors, Special Projects Coordinator and Assistant Director

Group 3: Tri-State Labor Coordinator

(b) In the event of a layoff affecting employees within the bargaining unit, the UWA shall begin the process of making layoffs by consulting with the Guild ninety (90) days in advance of notice to the affected employees.

ARTICLE VII - Grievance Procedure

Grievances shall be filed in writing within thirty (30) days after the occurrence or within thirty (30) days after the grievant becomes aware of the occurrence or, in the exercise of due diligence, should have become aware of the occurrence. Otherwise, they shall not be considered grievance. Grievances will be handled as follows:

Step One

There shall be a meeting or conference by any electronic means between the unit chairperson (or designee) of the Guild, the grievant, and the designated person representing the UWA within fourteen (14) days of the chairperson’s (or designee’s) receipt of the written grievance. The UWA shall respond in writing within fourteen (14) days of this meeting or conference. Failure to do so shall affirm on behalf of the Guild, without prejudice to the UWA. If the grievance is not resolved to the satisfaction of the Guild during this fourteen (14) day period, the Guild shall have no more than fourteen (14) days following receipt of the written denial in which to refer the grievance to the next step in the grievance procedure by written notice to the UWA.

Step Two

The Guild Unit chairperson (or designee), the grievant, and the UWA Chief Operating Officer (or designee) and a staff representative of the Guild shall meet or speak by any electronic means on any grievance referred to this Step within thirty (30) days of referral. If the grievance is not resolved, the UWA shall respond in writing within thirty (30) days following this meeting, failure to do so shall affirm on behalf of the Guild without prejudice.

Arbitration

If the grievance is not resolved by Steps One and Two, the Guild shall have no more than thirty (30) days following receipt of the written denial in Step Two within which to refer to arbitration those grievances involving the violation, interpretation or application of this Agreement, including discharges. Arbitration shall be the sole and exclusive remedy for the settlement of any such grievances arising hereunder. Upon notice by the Guild to the UWA that it desires to submit a grievance to arbitration, the matter shall then be submitted to arbitration under the voluntary rules of the American Arbitration Association. The decision of this Arbitration shall be final and binding on both parties. The arbitrator’s fees shall be borne equally by the parties hereto. The costs for the parties to attempt to resolve a grievance in Step One or Step Two shall be paid by the UWA.

ARTICLE VIII - Salaries and Expenses

Salaries

1. The following annual salaries shall apply to the job classifications listed below:

7/1/05 1/1/06 1/1/07 1/1/08

AFL-CIO Community Services

Liaison Regional Director and

Special Projects Coordinator $95,496.00 $99,794.00 $104,284.00 $108,977.00

AFL-CIO Community Services

Liaison Assistant Director $101,743.00 $106,321.00 $111,106.00 $116,106.00

AFL-CIO Community Services Liaison

Assistant to Senior Director $55,614.00 $58,116.00 $60,731.00 $63,464.00

Secretary of Department of Labor

Participation $42,046.00 $43,938.00 $45,916.00 $47,982.00

Tri-State Labor Coordinator $85,000.00 $88,825.00 $92,822.13 $96,990.00

2. Expenses

(a) Employees’ reimbursable expenses in accordance with UWA policy shall be paid by the UWA.

(b) Employees shall submit expense reports with applicable receipts for expenses except for highway or bridge tolls.

(c) Whenever Community Services Liaisons’ approved activities require their participation in conferences or meetings where there is a registration fee the total registration fee shall be reimbursed by the UWA.

(d) The UWA shall provide employees with the business equipment (which may include desk top computers, laptop computers, printers, scanners, facsimile machines, photocopying machines, and office equipment and equipment maintenance and insurance) which UWA deems necessary to perform their jobs with the goal of maximizing employee efficiency and productivity. Authorization for such equipment will be made by the supervisor of the Department of Labor Participation taking into account budget resources and employees’ stated requirements. Such equipment will be compatible with other United Way of America equipment. Training shall be provided by UWA for electronic, technical, and computer equipment and software with approval of the supervisor of course selection and timing; employees not employed by UWA headquarters shall be permitted localized training approved in advance.

(e) Cellular Telephones: Employees shall purchase cellular telephones and subscribe to an appropriate calling plan consistent with the employee’s business needs. UWA shall reimburse employees for the cost of their service plan with the understanding that the primary use of the plan shall be for business.

(f) The UWA shall furnish each Fair Labor Standard Act exempt employee, other than a temporary or probationary employee, with a national credit card to be used for business purposes only. Long distance phone calls shall be covered by a credit card to be furnished by the employer.

(g) At the discretion of the supervisor of employees of the Department of Labor Participation, temporary clerical assistants may be employed or contracted with to assist with mailings, data entry, filing, copying, or other clerical duties.

3. Hours and Overtime

The normal workday for non-exempt employees shall be eight and one-half (8 ½ ) hours with a one (1) hour lunch period. Work in excess of thirty-seven and one-half (37 ½) hours in a week shall be compensated at one and one-half (1 ½) times the employees regular hourly rate of pay.

ARTICLE IX - Transportation

Regional Directors and the Special Projects Coordinator shall be permitted to lease a vehicle for business use or to use their own vehicles. Employees who have vehicles which are under their lease as of the effective date of this agreement shall continue to use those vehicles until those leases expire.

1. Leased Vehicles:

Employees who choose to lease a vehicle shall be responsible for arranging such leases. Employees shall be permitted to lease full-sized vehicles comparable to the Pontiac Bonneville which employees are presently leasing. Leases shall be for three (3) years unless otherwise agreed to by the parties.

UWA agrees to reimburse employees for the cost of the lease and maintenance contract and for the cost of auto insurance, tags and registration. Employees shall also be reimbursed for gas used in connection with business driving.

Employees shall be permitted to use their leased vehicles for reasonable personal use (i.e., such use shall not exceed approximately 20% of the miles driven).

2. Vehicle Allowance:

Those employees who choose to use their own vehicles for business driving rather than leasing a vehicle, shall receive a monthly vehicle allowance of $700. UWA also agrees to pay insurance costs for such vehicle and to reimburse employees for gas used in connection with business driving.

ARTICLE X - Vacation

(a) Paid time off shall be granted to employees upon the following basis: During the first calendar year of service 1.3 days for each completed month of service. During the second and third calendar years of service, 16 days. During the fourth through eighth calendar years of service, 21 days. Beginning with the ninth calendar year of service and each year thereafter, 26 days. Length of service will be determined as indicated in Article III Section (a).

(b) Paid time off should be used in the year in which it is earned, except that employees shall be allowed to carry over a maximum of 15 days from one year to the next.

(c) In the event an employee terminates employment during the employee’s first calendar year of service, the employee (or the employee’s estate in case of death) shall be paid for unused accrued vacation. In the event an employee terminated employment after the first calendar year of employment, the employee (or the employee’s estate in case of death) shall be paid for unused vacation accrued in the year of employment termination. In the event an employee terminates employment after the first calendar year of employment, and the employee has taken vacation not yet earned, the dollar amount of such unearned vacation may be deducted from any sums due the employee (or the employee’s estate in case of death) on termination of employment.

ARTICLE XI - Holidays

(a) The UWA shall allow time off with pay for the following holidays: New Year’s Day, Martin Luther King, Jr.’s Birthday, Presidents’ Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, the day before Christmas where such day is a regular work day, and Christmas Day. When any of the aforementioned holidays fall on a Saturday, time off with pay shall be allowed on the preceding Friday. When any of these holidays falls on a Sunday, time off with pay shall be allowed on the following Monday.

(b) In addition to the foregoing holidays, employees shall receive four (4) personal days. Except in cases of unexpected illness or injury, employees shall provide UWA with reasonable advance notice when personal days are going to be used.

(d) An employee who desires to take a day off for the purpose of religious observance not otherwise provided for may be permitted to use a personal day or substitute the requested day for Martin Luther King, Jr.’s Birthday, Presidents’ Day, or the day after Thanksgiving.

ARTICLE XII - Short-term Disability

(a) Short-term disability: After a waiting period of two (2) days, during which the employee may use paid time off available to the employee, an employee will receive full pay for each separate illness or incapacity until the employee is eligible for long-term disability. Eligibility for short-term disability shall continue to be subject to approval by the insurer. Should the Union disagree with a decision by the insurer as to an employee’s eligibility for such coverage, the Union may grieve the provider’s decision.

To remain eligible for short-term disability benefits, after the fifth consecutive day of absence the employee will provide UWA a physician’s statement stating the nature of the illness or incapacity and its expected duration.

(1) If an employee returns to work and subsequently suffers a recurrence of the same illness or incapacity, short-term disability benefits will begin immediately without a waiting period, provided that the employee’s return to work from the previous illness or incapacity has not exceeded 90 work days. In this event, the previous and subsequent periods of short-term disability benefits will be granted for a total of up to 180 days for the same illness or incapacity.

(2) If an employee returns to work and subsequently suffers a recurrence of the same illness or incapacity after having returned to work for more than 90 work days, short-term disability benefits will begin after a waiting period of two days, during which the employee may use paid time off available to the employee. In this event, the subsequent period of short-term disability benefits will be for up to 180 days and the prior period of short-term disability benefits will not be counted against the new period.

(b) Pregnancy/Childbirth: Physical inability to work due to pregnancy or childbirth shall be considered and treated the same as inability to work due to illness or incapacity under the short-term disability provisions above. The expected length of such leave is six (6) to eight (8) weeks for a normal delivery.

ARTICLE XIII - Health, Life Insurance, Retirement, and Related Benefits

(a) Health and Dental Insurance : UWA shall provide health and dental insurance under the MAMSI Indemnity, PPO or HMO Plan in effect as of January 1, 2005: provided, however, that UWA shall have the right to change health care providers and/or coverage during the term of this agreement. Should the benefits provided under the new plan be other than substantially similar to the MAMSI benefits, UWA agrees to reimburse employees for any substantial differences. UWA shall pay 75% of the premium for each employee and the employee’s eligible dependents of whichever plan is selected by the employee; the employee shall be responsible for the remainder of the premium. Effective no later than December 31, 2005, health insurance coverage shall be available to “domestic partners” as defined by the respective insurance plan.

(b) Vision : UWA shall continue to provide a discount vision plan for employees in the Washington area. Employees who are not able to use this plan because they live out of the area, shall be reimbursed for any exam and/or glasses or contact lenses for up to $100 after paying the initial $35 in charges.

(c) Retiree Insurance: The UWA shall pay one-half of the January 1, 2005 cost of health, dental and eye care insurance coverage for retirees and surviving-spouse beneficiaries; provided, however, that new hires shall not be eligible for such retiree coverage.

(d) Retirement Plan: Employees shall be covered by the Defined Benefit Plan and 403(b) Plan as amended by UWA in 2005, effective July 1, 2005 and as is applicable to all other employees who are covered by those plans.

(e) TDA: The Tax Deferred Annuity plans shall remain in effect during the term of this agreement.

(f) Life Insurance: The Employer shall pay the cost of life insurance equivalent to three times each employee’s annual salary. Life insurance coverage shall be subject to the terms of the policy in effect, including its insurability provisions. UWA reserves the right to change providers or policies so long as the amount remains as provided above.

(g) Long-term Disability: After 180 days of receiving short-term disability benefits for a single illness or incapacity as set forth in Article XII, section (b), the employee will receive no less than 60 percent of the employee’s pay under the terms of the Employer-paid Long Term Disability plan. Eligibility for such coverage shall be subject to approval by the provider.

ARTICLE XIV - Severance Pay

Upon layoff, the employee shall be paid severance pay in a lump sum at the employee’s highest weekly compensation received during UWA employment on the following basis:

A minimum of twelve (12) weeks pay, plus one and one-half (1 ½) weeks per year of service or fraction thereof to a maximum of twenty-six (26) weeks’ pay.

ARTICLE XV - Leaves of Absence

(a) Upon request, the UWA will not unreasonably withhold approval for an unpaid leave of absence of up to two (2) years for good and sufficient purpose consistent with the mission of UWA. UWA may replace an employee on leave under this provision with a temporary employee, whose length of employment may be limited to the employee’s length of leave. The UWA need not grant leave under this provision to more than two (2) employees at any one time. Such leave shall not be considered as service time in the accrual of rights and benefits under this agreement, but shall not cancel previous service in determining total service with the UWA for any reason. Employees shall be returned to their same jobs when returning from a leave of absence.

(b) An employee inducted into the Armed Services of the United States, or recalled to active duty with the Armed Services, shall accumulate seniority and retain all other rights under this agreement while in such service, and on return from such service may claim the original job, or if that job be no longer in effect, a comparable job with a salary no less than what that employee would have received had the service with the UWA been continuous, provided that the employee apply for reinstatement within ninety (90) days after release from the Armed Services. Military reserve training or emergency military reserve duty, shall equal the total regular salary which would have been received by the employee from the UWA for up to two (2) weeks per year.

(c) An employee is permitted to take time off for jury duty without loss of paid time off or other leave credits. The employee is expected to perform normal work-related duties as fully as jury permits. Appropriate documents shall be submitted to the employee’s supervisor. The employee may keep jury pay.

(d) Each employee shall receive two (2) hours without reduction in pay to vote on local election days.

(e) In the event of serious illness or death of a member of an employee’s immediate family (spouse, parents, children, siblings and household members whose close association is the equivalent of a family relationship, including significant others and in-laws), the UWA shall grant a regular full-time employee up to three (3) consecutive work days’ absence with pay for each event. In addition, necessary time off with pay, up to one (1) day, for travel in excess of 500 miles shall be granted upon request of the employee. Time off under this Section (e) of Article XV shall be in addition to other paid time off available to the employee.

(f) Employees shall be permitted up to twelve (12) weeks per year of leave without pay, but without loss of seniority or benefits, to care for a sick relative or household members whose close association is the equivalent of a family relationship (including significant others). This leave need not be consecutive. If an employee’s need for leave is foreseeable, the employee shall provide the UWA with reasonable prior notice of the requested leave. The UWA also may require certification or reasonable verification to substantiate the health condition of the sick relative or household members whose close association is the equivalent of a family relationship (including significant others) for whom the employee requests leave. Leave under this provision shall be consistent with family-and-medical-leave pursuant to applicable state or local legislation covering an individual employee.

(g) In addition to other paid leave, employees shall be permitted up to ten (10) days of leave with pay per year to care, during an illness, for parents, spouses, children or grandchildren (the preceding includes in-laws), or household members whose close association is the equivalent of a family relationship (including significant others). This paid leave also may be used to care for an employee’s child during emergency medical appointments. This leave need not be consecutive. If an employee’s need for leave is foreseeable, the employee shall provide the UWA with reasonable prior notice of the requested leave. The UWA also may require certification or reasonable verification to substantiate the health condition of the sick relative or household members whose close association is the equivalent of a family relationship (including significant others).

(h) With the supervisor’s prior approval, regular full-time employees are provided up to two (2) hours per week for their personal medical and dental appointments that cannot be scheduled outside of working hours.

(i) Authorized leave under this article shall not constitute a break in continuity of service and shall be considered as service time for all rights under this agreement, except as provided in section (a), and further, unpaid leave taken under this article shall not be considered service time for purposes of determining initial eligibility to participate in the UWA pension plan or to become eligible for the employer match under the Sec. 403(b) Tax Deferred Annuity (TDA) plan.

ARTICLE XVI - Miscellaneous Provisions

1. Personnel Files

(a) An employee and/or the Guild with the employee’s written permission shall have the right to review the file upon presentation of written permission and upon request shall be provided copies of all materials in the member’s files. This provision does not take away from the Guild’s rights under the National Labor Relations Act to obtain information necessary to enforce this agreement.

(b) An employee shall have the right to file an answer to any material submitted for inclusion in the employee’s file and such answer shall be attached to the file copy.

(c) Derogatory notations shall be removed twelve (12) months after issuance. Employee performance evaluations are exempt from this provision.

2. Paychecks

(a) The UWA shall take reasonable steps to ensure direct deposit of paychecks by the 13 th and 28 th of each month to accounts specified by the employee.

ARTICLE XVII - Education

(a) Not more than one employee at a time shall be allowed two (2) weeks each calendar year of leave with pay with the approval of the supervisor of the Department of Labor Participation to participate in a labor-studies-degree college education program sponsored by the George Meany Center for Labor Studies or the AFL-CIO. Employees in a college education program shall be reimbursed fifty (50) percent of tuition upon completion of the course with a grade of “C” for up to four courses per calendar year.

(b) Employees shall be reimbursed for costs of courses taken to improve job skills where the course or seminar is applicable to their job duties and approved by the supervisor of the Department of Labor Participation.

ARTICLE XVIII - Existing Benefits

(a) No reduction in pay shall be made as a result of putting this agreement into effect, except as otherwise agreed to. All existing past practices in a labor relations sense not altered or removed by this agreement shall remain in effect. It is understood that the previous sentence relating to past practices shall not apply where the language in the Agreement is clear and unambiguous or with respect to any practices which have not occurred since January 1, 1998.

ARTICLE XIX – Management Rights

UWA retains its traditional management rights not limited by this agreement and shall continue to have the right to manage its business and to direct its personnel, including, but not limited to, the right to hire, evaluate, promote, schedule, layoff, discipline or discharge employees, to set standards of performance, to make work assignments, and to establish and enforce reasonable work rules. It is understood that UWA’s right of management are limited only to the extent that they are expressly limited by the language of this Agreement or applicable state or federal law.

ARTICLE XX - No Strike/No Lockout

There shall be no strikes or stoppages of work by employees and no lockouts by UWA during the term of this Agreement.

ARTICLE XXI - Non-Discrimination & Equal Employment Opportunity

1. The parties agree that all employees will be free of unlawful harassment, discrimination, or illegal employment practices. In accordance with the policies of the UWA and of the Guild, it is agreed that neither party will discriminate in employment with regard to race, color, gender, religion, creed, national origin or ancestry, ethnicity, age, disability, veteran status, marital status, or sexual orientation. The UWA and the Guild are committed to seek resolution of disputes, if any, arising from the foregoing provisions under the procedures set forth in Article VII of this agreement.

2. The UWA will provide reasonable accommodation of an employee’s disability or disabilities. It is the intention of the UWA and the Guild that an employee who because of disability is unable to perform the full range of duties will be given preference to such work, if available, as the employee is able to perform, and the employee will carry full accumulated seniority to the new position. The wages, hours, terms and conditions of employment of such employee shall be discussed and agreed on by the UWA and the Guild as a reasonable accommodation.

ARTICLE XXII - Control Savings Clause

If government wage-and-price controls are instituted affecting this agreement, the UWA shall implement this agreement to the fullest extent possible under such regulations, including diversion of any disallowed economic provisions to other allowed benefits.

ARTICLE XXIII - Duration and Renewal

This Agreement shall remain in effect from May 1, 2005 through April 30, 2008. Within ninety (90) days prior to the expiration of this Agreement, the UWA or the Guild may initiate negotiations for a new agreement to take effect May 1, 2008. If such negotiations do not result in a new agreement before May 1, 2008, the new agreement shall be made retroactive to May 1, 2008; provided, however, that this provision shall not apply to provisions for which retroactivity is not feasible or any provisions, which may include wages, which are specifically not made retroactive by the parties.

For the UWA For the Guild

_________________________________ ______________________________

Date: ___________________________ Date: ________________________

MEMORANDUM OF AGREEMENT

In the event the UWA grants additional paid time off to other employees, such additional paid time off, even if limited to paid time off to meet the waiting period for short-term disability, will be extended to employees in the Guild bargaining unit.

For the Employer For the Guild

_________________________________ ______________________________

Date: ___________________________ Date: ________________________

Assignment and Authorization To Deduct Guild Membership Dues

TO: The United Way of America

I hereby assign to the Washington-Baltimore Newspaper Guild an amount each payday of each month in accordance with a schedule to be submitted by the Guild and I hereby authorize the United Way of America (UWA) to deduct such amounts from my salary and to remit same to the Washington-Baltimore Newspaper Guild not later than the 30 th day of that month (the 28 th day of February or as soon as possible thereafter).

This authorization shall remain in effect until revoked by me and shall be irrevocable for a period of one year from the date appearing below, and I agree and direct that this authorization shall be automatically continued unless written notice of its revocation is given by me to the UWA and the Treasurer of the Washington-Baltimore Newspaper Guild by certified mail, return receipt requested. Such notice of revocation shall become effective the month following in which such written notice was received by the UWA.

This assignment and authorization supersedes all previous assignments and authorizations heretofore given by me in relation to my Guild membership dues.

_________________________ ____________________________

DateEmployee Signature

____________________________

Print Employee Name

Dues, assessments, contributions, or gifts to this local union are not deductible charitable contributions for federal income tax purposes.