(A summary of changes from the previous agreement; this summary is for informational purposes and is not meant to substitute for the actual contract language.)

The following provisions are contingent upon the contract being ratified andsigned by Nov. 18, 2005 :

1. $650 of the lump sum ($325 for part-timers less than 30 hours)

2. The first wage increase would become effective 9 months after date of signing instead of 12 months

3. The improvement in the annual Cash Pension Supplement

LUMP-SUM PAYMENT
$2,000 for employees working 30 hours a week or more
$1,325 for other part-time employees covered by the contract

(Employees may elect to have all or part of the lump sum credited to the 401(k) savings plan to defer taxes.)

Lump-sum payments are effective upon the contract being ratified and signed.

SALARY INCREASES
Four pay increases payable at 9 months, 18 months, 24 months and 30 months after the contract is signed.

The first and third raises will be apportioned to employees in different pay ranges as follows:

Weekly salary range (Weekly increase)

$600 and under ($8.50)
$600 to $900 ($9)
$900 to $1,300 ($10.50)
$1,300 to $1,500 ($11.50)
$1,500 and over ($12)

For part-timers, these raises will range from 22.7 cents to 32 cents an hour.

The second and fourth raises will be $10.50 a week, across the board, or 28 cents an hour.

The first and third raises will be applied to the minimum pay scales in the contract. Mailroom employees will receive an additional raise of $5 a week.

This package is generally similar to the one in the prior contract, but includes larger lump-sum payments and a different method of allocating the spread in the first and third raises to the advantage of lower-paid employees.

PENSION PLAN
Employees who retire before age 65 will be entitled to an annual Social Security supplement payment of $3,000 a year, effective July 1, 2006, and payable until the retiree reaches age 65. In the event of the retiree's death, his or her eligible surviving spouse will receive the payment.

The annual cash supplement for all retirees will increase from $200 to $210 for each year of service, effective July 1, 2006.

INFORMATION DISCLOSURES
The Post agreed to provide the Guild annually with information, in electronic form, about employee compensation, including merit pay and other increases. Previously this information was provided once every three years, on paper, which made it difficult for the Guild to analyze compensation trends and/or disparities.

TRANSPORTATION
Employees may participate in the SmartBenefits program (SmarTrip and Metrochek), with pre-tax payroll deductions, up to the maximum allowed by federal law. The limit was previously $100 a month.

The Post will notify employees on its internal electronic sites of the availability of parking at Post facilities or other facilities with preferential rates.

EXPENSES
Reporting requirements are tightened for expenses accrued toward the end of the year.

COMP TIME
Employees earning compensatory time for extra days worked, excluding holidays, may take those days off during the six-month period in which they are earned, or in the following six-month period. Comp days not taken will be paid at the end of the cumulative 12-month period, with a maximum of 12 paid days per year.

HOLIDAYS
Employees who earn compensatory days for working holidays may take those days off during the six-month period in which they are earned. Comp days not taken will be paid at the end of the six-month period. There are eight holidays in the contract.

JOB SECURITY
The parties agreed on a side letter regarding requirements relating to progressive discipline in the event of a termination for failure to meet attendance or performance standards. Such steps include an oral warning, a written warning and a suspension. The letter also reaffirms the principle of just cause as the basis for discipline.

HEALTH CARE
Employees hired to work 30-hour schedules per week will be eligible to participate in the health plan upon hiring on the same terms as full-time employees. Rates for medical insurance for pre-65 retirees will be the same as those for exempt retirees, and are likely to rise for many. The Post will pay the reasonable cost for an annual optometric exam for employees who use computers and will reimburse employees for glasses or contacts under its vision care policy.

PART-TIMERS
The period in which hours are reviewed to determine continuity – that is, eligibility for benefits other than health care – will increase from three to six months. Once employees achieve continuity, they will keep it for the succeeding six months instead of three. The Post will inform employees of the accounting periods used to determine continuity on its internal electronic sites.

SICK LEAVE
Employees may use up to 60 hours of accrued sick leave each year, while on leave under the federal Family Medical Leave Act, to care for an ailing parent, spouse or domestic partner.

PERSONAL DAYS
Employees with 20 years of service will have a one-time choice of electing either to continuing earning 15 days of sick leave each year or to accumulate 12 days each year, with three of those days designated for employees to take off for personal reasons. This designation may be changed under special circumstances.

VACATION DONATION
Employees may contribute credits in their deferred vacation accounts to benefit ailing colleagues who have exhausted their leave.

REPORTING REQUIREMENTS
Employees must accurately report vacation taken and overtime worked .

PAY STUBS
The Post may implement a system of electronic pay stubs with proper protections of privacy and security.

EXCLUSIONS
During or at the end of the contract term, at the option of the current incumbents, the positions of Style night editor and Financial night editor will become exempt from Guild coverage. The position of deputy copy chief, in which according to management there is currently one incumbent, will become exempt when the new contract becomes effective.