Membership Dues

Do dues still matter? What can the Guild do for me now?
Almost all of the provisions of the contract are still intact:

  • If the Company wants to lay anyone else off, it has to negotiate and pay severance.
  • The Company cannot split your days off, as it wanted to, or cut your pay, as it proposed.
  • It still has to provide you the vacation time you earn.

All of this is because you have a union.

If you’ve fallen behind on your dues, please pay them. They will continue to accrue and you’ll have to pay it all once there is a settlement. Besides, it’s unfair for some people to pay for the benefits we negotiate while others don’t.

Please send payments to:
Albany Newspaper Guild
Local 31034
890 Third Street
Albany, NY 12206

If you have any questions, please contact us at office@albanyguild.org.

Recent Posts

Guild sticks with composite rate

After consulting carefully with our members, the Guild chose Thursday to keep a composite rate for health care in 2015.

That means the cost will go up from $49.02 a week for every employee to $55.67. We’ll be covered by the same Blue Shield plan with the deductible remaining $750.

If we had switched to single, married and family rates, the cost would have phased in over three years. In the first year, the cost would have been $45.22 for singles, $53.09 for two, and $60.67 for families.

The Company provided estimates for the subsequent two years, but those are based on health insurance rates not increasing. In the second year, singles would have paid $34.80, doubles would have paid $50.79 and families $66.16. In the third year — again, not counting any increases in annual cost — the price would have been $24.69 for singles, $48.54 for couples and $71.49 for families.

“We recognize and respect that singles continue to help subsidize others,” Guild President Tim O’Brien said. “We also know that health insurance means those of us who are lucky to be well are subsidizing our colleagues who are not so fortunate.”

In the end, members and the Executive Board thought that any such change should be part of a contract with raises, which we will continue to mobilize to achieve.

The Company had sought the change because it could potentially face a penalty under Obamacare next year. The new health care law says that the premium cannot be more than 9.5% of the lowest paid employee’s wage. One worker would’ve fallen below that standard.

It turns out that the one employee is not even on the Company’s insurance, and a $2.27 an hour raise would lift the worker above the level in question.

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