CONTRACT

Between

SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 500

And

WASHINGTON-BALTIMORE NEWSPAPER GUILD,
LOCAL 32035

July 1, 2003, through June 30, 2005

ARTICLE I - COVERAGE
ARTICLE II - UNION SECURITY
ARTICLE III - SECURITY
ARTICLE IV - FILLING OF VACANCIES
ARTICLE V - LAYOFF/RIF
ARTICLE VI - GRIEVANCE PROCEDURE
ARTICLE VII - HOURS
ARTICLE VIII - CLASSIFICATION AND SALARY SCHEDULE
ARTICLE IX - VACATIONS
ARTICLE X - HOLIDAYS
ARTICLE XI - GROUP INSURANCE & RETIREMENT
ARTICLE XII - SICK LEAVE
ARTICLE XIII - LEAVES OF ABSENCE
ARTICLE XIV - MISCELLANEOUS
ARTICLE XV - EDUCATION
ARTICLE XVI - EXPENSES AND TRANSPORTATION
ARTICLE XVII - SAFETY AND HEALTH
ARTICLE XVIII - CONTROLS SAVINGS CLAUSE
ARTICLE XIX - DURATION AND RENEWAL
APPENDIX A
ASSIGNMENT AND AUTHORIZATION TO DEDUCT GUILD MEMBERSHIP DUES

This agreement is made effective this first day of July, 2003, between Service Employees International Union, Local 500(hereinafter referred to as "Employer"), a non-profit labor organization, and the Washington-Baltimore Newspaper Guild (hereinafter referred to as the "Guild") chartered by The Newspaper Guild-CWA, AFL-CIO, CLC, as Local #32035, for itself and on behalf of all the employees described in Article I.

ARTICLE I - COVERAGE

1. This agreement covers all employees of Employer.

2. The following are excluded from this agreement: all officers as well as all managerial, supervisory and confidential employees of the Employer, as defined in the National Labor Relations Act.

ARTICLE II - UNION SECURITY

1. It shall be a condition of employment that all employees covered by this agreement who are members of the Guild in good standing on the effective date of this agreement shall remain members in good standing and those who are not members on the effective date of this agreement shall become and remain members in good standing in the Guild. It shall also be a condition of employment that all employees covered by this agreement and hired on or after its effective date shall, on or after the thirtieth day following the beginning of such employment, become and remain members in good standing in the Guild. The foregoing provisions shall be effective in accordance and consistent with applicable provisions of federal and state laws.

2. The Guild agrees that it will admit to and retain in membership any such employee subject to the provisions of the Constitution of the Newspaper Guild and the by-laws of the Washington-Baltimore Newspaper Guild.

3. The Employer shall, in compliance with all applicable law, deduct biweekly from the salary check of each employee, and shall remit to the Guild not later than the tenth (10th) day of the following month, all dues and assessments levied by the Guild for the current month. Further, the Guild agrees to indemnify and hold the Employer harmless against any and all claims or other liability arising out of implementation of this provision, or by reason of action taken or not taken by the Employer to comply with this article.

4. The Employer shall consult with the Guild before hiring temporary employees for a period of up to six (6) months, with extensions beyond that date subject to agreement with the Guild. It is further agreed that upon these jobs becoming permanent, negotiations will begin immediately with the Guild to cover these jobs under the contract. Temporary employees shall not be used where, in effect, they would displace a regular full-time employee.

5. The Employer and the Guild each agrees not to discriminate against employees because of age, sex, race, creed, color, sexual orientation or preference, national origin, or disability not affecting their ability to perform the duties of a position.

6. There shall be no interference or attempt to interfere with the operation of the Guild in the performance of its duties as the bargaining agent for the employees covered by this agreement.

7. Upon request, the Employer agrees to supply the Guild once each year with a salary list of all employees covered by the Guild bargaining unit, showing name, address, sex, date of birth, date of hiring, job title, and rate of pay. The Employer agrees to include with each months dues remittance, a listing of any new unit members hired or unit members who have separated since the previous remittance. Information on new hires shall include date of hire, job title and rate of pay.

8. Once each year, the Guild agrees to provide Local 500 with a listing of current Guild Officers and staff assigned to servicing the Local 500 bargaining unit, their office address and business telephone numbers. In addition, the Guild agrees to provide and periodically update a list of Guild staff who should be permitted access to Local 500 offices under terms of article XIV of this agreement.

ARTICLE III - SECURITY

1. Whenever seniority is referred to in this Agreement, it shall include all continuous service with the Employer, since the employee’s most recent date of hire.

2.

a. The probationary period for field representatives and organizers hired after the ratification date of the contract shall be eight (8) months. The probationary period for all other unit members shall be six months.

b. The Employer shall have the unlimited right to discharge a new employee who has not concluded the probationary period.

3. Employees who have completed the probationary period shall not be subject to discipline or discharge except for just cause.

4. Employees who have completed their probationary period and are discharged for other than gross misconduct shall be given two (2) weeks notice, or two (2) weeks pay in lieu of notice.

5. The Guild shall be notified in writing, simultaneously with the employee, of any discharge.

ARTICLE IV - FILLING OF VACANCIES

1. The Guild shall be notified of all openings covered by this agreement. The Employer recognizes the importance of seniority and desirability of filling vacancies by promotion and, accordingly, will first give consideration to qualified employees within the unit and their level of seniority in the filling of vacancies.

2. When a vacancy occurs, the Employer shall post the opening for seven (7) working days, to give employees the opportunity to apply for the vacant position, and will not interview outside candidates during that period.

ARTICLE V - LAYOFF/RIF

1. Layoffs and reductions in force shall be by seniority within job classifications. The Guild shall be notified two (2) weeks in advance of any layoff or reduction in force.

2. Employees terminated from employment because of a layoff or reduction in force shall receive two (2) weeks notice or two (2) weeks pay in lieu of notice and two (2) weeks severance pay for each year or major portion thereof of employment. In addition such employees shall continue to be covered at the Employer’s expense with his/her health insurance coverage until re-employed or for six (6) months whichever occurs first.

3. Each employee laid off to reduce the force shall be placed upon a recall list for one (1) year. Said laid-off employees shall be notified by the Employer or openings covered by this Agreement and shall be able to apply for vacant positions in accordance with Article IV. Time spent on a recall list by a laid-off employee shall not constitute a break in continuity of service and seniority.

ARTICLE VI - GRIEVANCE PROCEDURE

1. The MCCSSE Guild Unit shall designate a committee of its own choosing to take up with the Employer or its authorized agent any matter arising from the application or interpretation of this Agreement.

2. Any complaint not involving discipline or discharge filed within thirty (30) days of the action giving rise to the complaint, or within thirty (30) days of the complaining party first becoming aware of the action but not later than thirty (30) days of when the complaining party should have been aware of the grievable action, shall be considered a grievance within the meanings of this Article. A grievance alleging the breach of Article III, Section 4, must be filed within ten (10) working days of the disciplinary notice or date of discharge.

3. The Employer agrees to meet with the committee within five (5) days after request for such meeting to discuss any grievance, except that the five (5) day period may be extended by mutual agreement. The Employer shall respond in writing within thirty (30) days of the initial meeting. Efforts to adjust grievances shall be made wherever possible during the normal workday and workweek.

4. Any matter involving the interpretation, application, administration or alleged violation of this agreement (except renewal of this contract), including a question of whether or not a matter is arbitrable, not satisfactorily settled within thirty (30) days of its first consideration may be submitted to final and binding arbitration by either party within thirty (30) days. The parties shall mutually agree to name no more than three (3) professional arbitrators to serve as the arbitration panel under this Agreement. Any disputes that are submitted to arbitration will be submitted to a member of the panel. To the extent feasible, disputes will be rotated equally among the members of the panel. Either party may remove a member of the panel at any time, except when a grievance is pending before that member; if a member of the panel is removed, the parties shall mutually agree on a replacement. If mutual agreement cannot be reached at any time on the makeup of the panel, then the regular American Arbitration Association rules and procedures for selection of an arbitrator shall apply. The costs of such arbitration shall be borne equally by the parties, except that no party shall be obligated to pay any part of the cost of a stenographic transcript without express consent.

5. Failure to file a grievance in a timely fashion in one instance shall not preclude filing on a similar issue which occurs subsequently.

6. The term “grievant” shall be considered to include: any individual staff member, a group of staff members or the Guild.

ARTICLE VII - HOURS

1. The regular workweek for employees not assigned to field assignments, or who are non exempt employees shall be five days, Monday through Friday. The regular work day shall be eight hours, in addition to one (1) hour duty free.

2. Employees other than Field Representatives and Organizers or similar employees shall be paid overtime at the rate of 1 ½ times their hourly rate of pay for time worked over 40 hours in a week. Overtime must be approved by the employee’s immediate supervisor prior to beginning overtime work. Employees required to perform overtime work on week ends and holidays shall be guaranteed a minimum of three hours pay.

3. Field Representatives or similar employees will be granted three (3) compensatory days per year and Organizers shall be granted four (4) compensatory days per year in recognition of their status as exempt employees with irregular hours. Overtime is not paid in these positions. In extraordinary situations, such employees may request additional compensatory time from their supervisor. Compensatory time shall not carry over past the leave year in which it was granted. Unused time shall be lost. It is understood that holidays and weekends are normally time off of work. There should normally be a program related reason for work on these days. Such work should not become routine.

4. A part-time employee is one hired to work regularly less than the work week provided in Section 1 of this Article VII. A part-time employee shall advance on the schedule of minimum salaries and shall receive all benefits depending on length of service according to the length of employment with the Employer, and not according to the actual hours worked. A part-time employee shall receive all benefits under this agreement on a pro-rata basis, except that a part-time employee hired to regularly work thirty (30) hours or more per week shall be granted full coverage under Article XI, Sections 1 and 2 of this Agreement.

ARTICLE VIII - CLASSIFICATION AND SALARY SCHEDULE

1. The salaries effective July 1, 2003, and thereafter and effective July 1, 2004 and thereafter for the classifications covered by this Agreement are set forth in Appendix A attached hereto and by this reference made a part of this Agreement.

2. The Employer agrees to discuss with the Guild any proposal to abolish, create, or reclassify jobs which fall within the bargaining unit.

3. There shall be no reduction in salaries.

4. Payment of salary shall be made bi-weekly.

5. Employees shall receive an annual holiday pay equivalent to one week’s gross wages, less required tax deductions, prior to December 25. Employees with less than one year’s service as of December 1 shall receive holiday pay pro rated according to the number of months in which employed up to December 1.

ARTICLE IX - VACATIONS

1. Vacations with pay shall be granted employees as follows:

a) After one year, fifteen (15) days, and

b) After four years, twenty (20) days

2. Vacation with pay shall be granted all employees hired on or after the ratification date of the 1999-2001 agreement between the parties, as follows:

a) After six months, three (3) days,

b) After one year, twelve (12) days,

c) After five years, fifteen (15) days, and

d) After ten years, twenty (20) days

3. The vacation schedule shall be agreed upon by mutual consent, but employees shall have preference in accordance with seniority. In the event of any disagreement the Employer shall have sole authority to determine the vacation period(s).

4. Upon termination of employment after completing the probationary period, an employee (or the employee’s estate in case of death) shall receive pay for any unused and accrued vacation.

5. Earned vacation shall be used during the year of entitlement and shall not be carried over from one year to the next. However, if an employee requests and is denied use of vacation time two times in the amounts of week or more when that time has been requested one month in advance that time shall be carried over for use in the next vacation year.

6. Other than times described in sections 3 and 4 above, unused leave will not be carried over or cashed out.

ARTICLE X - HOLIDAYS

1. The Employer shall allow time off with pay for the following holidays:

New Year’s Day
Martin Luther King, Jr’s Birthday
President’s Day
Good Friday
Easter
Memorial Day
Independence Day
Labor Day
Thanksgiving
Friday following Thanksgiving
Christmas
Employee’s birthday

2. An employee who has completed one year of employment may select four personal holidays per year, subject to the Employer’s operating requirements. After ninety days of employment, newly hired employees may elect to use one personal holiday, subject to the operational needs of the Employer and to be deducted from the calendar year accrual.

ARTICLE XI - GROUP INSURANCE & RETIREMENT

1. The Local shall pay the monthly premium for health insurance for employees and 95% of the additional cost for dependant coverage under the SEIU Health and Insurance Fund. The employer shall maintain benefits at the level of Plan I, with standard Option prescription card, and standard Dental and Vision Benefits.

2. The Employer shall provide life insurance to employees in an amount equal to the employee’s annual salary, not to exceed $50,000.

3. All employees shall be participants in the SEIU Affiliates and Officers Fund according to the terms of that fund.

4. Within ninety (90) days following the signing of this agreement, the Employer shall implement the SEIU 401(K) program for bargaining unit employees. It is understood that the Employer shall make no matching contribution to those made by bargaining unit employees. The Employer agrees to meet with the Guild, at it’s request, to discuss implementation of the plan.

5. The Employer shall provide long term disability insurance beginning with no more than a ninety day waiting period for benefits. The Employer will select a carrier within six months of the implementation of this Agreement, to be effective no later than twelve months after the signing date of this Agreement.

6. The Employer shall provide orientation for all new employees and provide them with a copy of this agreement and other relevant information, including, but not limited to, health insurance, retirement and time keeping.

ARTICLE XII - SICK LEAVE

1. Employees shall accrue sick leave at a rate of one day per month. Sick leave days shall accrue to a maximum of sixty (60) days.

2. The Employer may require a physician’s or dentist’s certificate of illness following three (3) consecutive sick days.

3. Physical inability to work due to pregnancy or childbirth will be considered to be the same as inability to work due to sickness.

4. Employees with four (4) or more years of seniority shall be able to cash out twenty-five percent (25%) of their accrued sick leave upon termination of employment from Local 500, provided that termination was for reasons other than gross misconduct.

ARTICLE XIII - LEAVES OF ABSENCE

1. On employee request, a leave of absence shall be granted to an employee elected or appointed as a delegate to attend conventions of The Newspaper Guild or special meetings called by The Newspaper Guild or by a branch thereof on the following conditions:

a) No more than one Field Representative or Organizer shall be on leave at the same time.

b) No more than two (2) employees will be entitled to be on leave at the same time.

c) An employee shall be entitled to no more than five (5) consecutive days of leave at any one time and there shall be an entitlement to no more than fifteen (15) days total leave for all employees per calendar year.

d) All leave hereunder shall be unpaid.

2. An employee, on the birth or adoption of his/her child, or gaining of a foster child, shall be permitted to take child rearing leave of up to two (2) weeks with pay and four (4) weeks without pay and without loss of seniority or benefits.

3. Employees will be provided with full pay during periods of required jury service. Employees may be granted up to two (2) days of paid leave for service resulting from a subpoena for a criminal case, where the employee is not the defendant. Requests for such leave must be made in advance and submitted with a copy of the subpoena.

4. Employees shall be allowed five (5) days compassionate leave without loss of pay in the event of death in the immediate family, which shall be limited to spouse or person with whom the employee immediately beforehand shared a residence, child or parent (in either case natural, foster, step or in-law), sibling, aunt, uncle, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandparent, grandchild, or spouse’s grandparent. The five days must be taken on consecutive workdays beginning with the first workday immediately following the decedent’s passing. With prior notification and approval from the Employer, the employee may take the compassionate leave over five (5) consecutive workdays, which begin prior to, but include the date of the decedent’s passing. The Employer shall not unreasonably deny requests to adjust part or all of the compassionate leave to accommodate funeral arrangements provided that the total period of compassionate leave does not exceed five (5) workdays. Verification of the funeral date shall be provided at the Employer’s request, upon the Employee’s return.

5. Employees who donate blood will be allowed a maximum paid leave of one-half (½) day to recuperate.

6. Employees shall be permitted time off with pay during unscheduled emergency closings of Montgomery County Schools.

ARTICLE XIV - MISCELLANEOUS

1. Bylines - an employee’s byline shall not be used over his protest on any written material.

2. Bulletin Boards - The Employer agrees to provide a bulletin board for the use of the Guild.

3. Employees shall not engage in or continue to engage in outside employment without approval of the Employer.

4. An employee and the Guild shall have the right to review the employee’s files at any time and, upon request, shall be provided copies of all material in the employee’s file. 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.

5. Troubled Employee - The Employer and the Guild jointly recognize alcoholism, drug abuse and emotional problems as illnesses which are treatable. It is also recognized that it is in the best interest of the employees, Employer and the Guild that these illnesses be treated and controlled. Our objective is to help, not harm, and is for the rehabilitation of the employee. An employee who seeks treatment for any of the above illnesses shall, during the first period of treatment, be entitled to all of the rights and benefits provided to other employees under this Agreement. However, addiction and its consequences shall not be a defense to a charge of gross misconduct justifying discharge or disciplinary action.

6. A Labor-Management Committee will be established of two (2) representatives chosen by the Employer and two (2) representatives selected by the Guild. The committee will meet at least quarterly or as needed. The Labor-Management Committee will seek to identify and resolve issues of mutual concern to the Employer and employees. The Labor-Management Committee further will be used to facilitate attaining the goals and objectives of the Employer.

7. The MCCSSE Guild Unit shall be permitted to use the Employer’s premises for membership meetings at least once monthly.

8. Employees who are parents, grand parents or legal guardians of school children from kindergarten through grade twelve (12) shall be allowed to take up to four (4) hours of paid time off per school semester to visit their child's school. The time must be requested and approved by their supervisor at least two (2) weeks in advance.

9. Employees shall be entitled to spend one (1) day per year on paid time performing a community service. The time off for said purpose must be requested and approved by the employee’s supervisor at least two (2) weeks in advance. Verification of participation in the service may be required by the employer.

10. Employees who are required to work past 7:00pm, where food is not otherwise provided, shall be entitled to reimbursement for a meal, while working. The cost of the meal shall not exceed $15.00 without advance permission from the employee’s immediate supervisor.

ARTICLE XV - EDUCATION

1. When an employee is required by the Employer to take further education, the Employer will pay the cost of, and provide the time for, such education.

2. Employees must be allowed, with the approval of the Employer, time off to attend institutes at the Labor Studies Center.

3. An employee who is pursuing a course of study related to work performed by the Employer, conducted by a recognized non-profit college or university, or by an educational institution accredited by nationally recognized agencies or associations, will be reimbursed for the costs of tuition and fees up to a maximum of $500 per school year (September-August) incidental to such course of study. For employees with two (2) or more years of continuous service, the maximum shall be $750. The following requirements must be met in order for a bargaining unit employee to be eligible for reimbursement under this provision:

a) The employee must have completed one (1) year of service prior to enrollment.

b) The course of study must be related to an employee’s current work assignment or
probable future work assignment. Certification of relevance to work must be obtained
from the Employer prior to enrollment.

c) The course of study must be on the employee’s own time, unless specifically approved
By the Employer.

d) The employee must provide evidence of satisfactory completion of the course with
his/her application for reimbursement (a course grade of “C” or higher).

e) The applicant is not eligible for educational benefits under the G.I. bill or has not
Received any type of scholarship or fellowship offered by an educational institution.

f) The maximum payable under this provision to any individual is $3,000.

g) The employee agrees to repay any amounts received hereunder if the employee does
not remain in the employment of MCCSSE for at least one year following completion
of the related course.

ARTICLE XVI - EXPENSES AND TRANSPORTATION

1. Employees using their personal automobiles for a business trip will be reimbursed for mileage at the prevailing IRS rate. Employees requesting reimbursement shall account for mileage at the prevailing IRS rate. Employees requesting reimbursement shall account for miles traveled on the Mileage Reimbursement Form. The Employer also reimburses for the costs of tolls, parking, or the use of other modes of transportation (subway, taxi, bus, etc.) incurred for business purposes.

2. Employees who because of the Local 500 business use of their automobile must pay a higher insurance premium shall be reimbursed for the amount of the additional premium. Documentary evidence must be submitted. Reasonable miscellaneous expenses incurred by an employee for business purposes shall be reimbursed on submission of proper documentation.

3. The Employer shall provide a car allowance of $450. per month, effective July 1, 2003 and $465. per month, effective July 1, 2004, for employees required to use their automobile for business use in excess of an average of 500 miles a month over the previous six months. The allowance shall be granted until the average use falls below 500 miles per month for a six month period. The Employer may set standard and reasonable requirements for verifying mileage claimed by employees covered by this section. The allowance shall be paid along with the employees’ pay and taxed as income. Car allowance shall not be used for computation of retirement, leave pay, or other benefits.

4. Employees attending a conference with the approval of the Employer shall be reimbursed for the conference fees.

ARTICLE XVII - SAFETY AND HEALTH

1. The Employer and the Guild agree to establish a joint committee on Safety and Health issues in the workplace. The Employer acknowledges that it has the sole responsibility to provide a safe workplace. Local 500 is committed to providing a safe and healthful work environment. The Guild and its members agree to cooperate to achieve such a workplace. The committee will meet at least quarterly to investigate issues of ergonomically correct workstations and work practices.

ARTICLE XVIII - CONTROLS SAVINGS CLAUSE

1. If government controls are instituted affecting this contract, the Employer will implement this contract to the fullest extent possible under such regulations, including diversion of any disallowed economic provisions to other allowed benefits.

2. The parties agree that they have had a full and complete opportunity to bargain on all issues and practices. The parties agree that this Agreement contains all elements of the parties’ understanding. There are no other agreements, except as specifically incorporated herein.

ARTICLE XIX - DURATION AND RENEWAL

1. This Agreement will take effect as of July 1, 2003 and remain in effect until June 30, 2005. Within ninety (90) days prior to the expiration date of this contract, the Employer or the Guild may initiate negotiations for a new agreement to take effect July 1, 2005. The terms and conditions of this agreement shall remain in effect during such negotiations. If negotiations do not result in a new agreement before July 1, 2005, the new agreement shall be made retroactive to July 1, 2005.

For SEIU, Local 500, AFL-CIO:	For Washington-Baltimore Newspaper Guild:
Merle Cuttitta, President	Marshall Brown, Unit Chair
David Rodich, Executive Director	Patricia Devoe, Co Chair
	Cet Parks, Local Rerpesentative

---

APPENDIX A

Salary Rates – Effective July 1, 2003
Classification	Start	Step A	Step B	Step C
Field Representative, Grievance Department	$36,000	$38,000	$40,885.63	$41,933.98
Field Representative, Field Mobilization Department	$36,000	$38,000	$40,885.63	$41,933.98
Organizers	$32,000	$36,000	$40,885.63	$41,933.98
Apprentice Organizer	$28,000
Administrative Clerks	$27,000	$29,000	$30,784.62	$31,573.97

Salary Rates – Effective July 1, 2004
Classification	Start	Step A	Step B	Step C
Field Representative, Grievance Department	$37,113.40	$39,175.26	$42,150.13	$43,230.91
Field Representative, Field Mobilization Department	$37,113.40	$39,175.26	$42,150.13	$43,230.91
Organizers	$32,989.69	$37,113.40	$42,150.13	$43,230.91
Apprentice Organizer	$28,865.98
Administrative Clerks	$27,835.05	$29,896.91	$31,736.72	$32,550.48

1. Apprentice Organizers are those who have less than one year’s previous experience with
a union as an organizer. At the conclusion of one year of service, the Employer shall place the apprentice organizer at the start rate for Organizers as set forth above.

2. Bargaining unit employees shall be placed at Step A of their classification, upon completion of their first year of continuous employment with the employer. They shall be placed at Step B upon completion of their second year of continuous employment with the employer, and Step C at the completion of their third year of continuous employment with the employer. Field Representatives in the Field Mobilization Department who are at Step C and who meet the following minimum performance criteria shall receive a premium performance differential of two and one half per cent (2.5%).

A. At least five (5) qualified liaisons in every high school, at least three (3) qualified liaisons in every middle school, at least one (1) qualified liaison in every elementary school, at least two (2) qualified liaisons per administrative office, and at least one (1) qualified liaison per work location for non Montgomery County Public School work location covered by an SEIU Local 500 collective bargaining agreement.

B. At least 30% of all eligible members are on COPE check off at a minimum rate of $3.00 per pay period.

C. At least 95% of all workers eligible for membership in the union are full members.

4. All employees shall receive an evaluation at least once per year, on or about the time of their anniversary date with the employer. Field Representatives of the Field Mobilization Department who are receiving the premium performance differential who are not meeting the minimum requirements at the time of their evaluation, shall have their salary adjusted to Step C on the salary structure. Employees who are returned to step C shall not be eligible for resumption of the premium performance differential, until their next evaluation, where the minimum standard for eligibility is being met. The Employer retains the right in it’s absolute discretion to defer decisions to eliminate premium performance differentials, to allow an opportunity for Field Representatives who are not performing to the premium performance differential standards to improve. Such decisions, when made, shall be on a non-precedent setting basis.

ASSIGNMENT AND AUTHORIZATION TO DEDUCT GUILD MEMBERSHIP DUES

To: Montgomery County Council of Supporting Services Employees (MCCSSE), Local 500,
Service Employees International Union, AFL-CIO, CLC

I hereby assign to the Washington-Baltimore Newspaper Guild an amount each pay period in accordance with a schedule to be submitted by the Guild and I hereby authorize MCCSSE to deduct such amounts from my salary and to remit same to the Washington-Baltimore Newspaper Guild no later than the tenth (10th) day of the following month.

This authorization shall remain in effect until revoked by me and shall be irrevocable for a period of one (1) 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 MCCSSE and the Treasure of the Washington-Baltimore Newspaper Guild by registered mail, return receipt requested. Such notice of revocation shall become effective the month following the month in which such written notice was received by MCCSSE.

This assignment and authorization is voluntarily made in order to pay my equal share of the Guild’s cost of operations and is not conditioned on my present or future membership in the Guild.

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

Date___________

Employee Signature___________________

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

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