For about a month now, the company and the Guild, along with the unions for the mailroom and the press, have been negotiating the 2019 health care package.

The company initially proposed increasing the current out-of-pocket individual deductible, which has been $750 for several years, to $950 as part of coverage with our current carrier, MVP.

This increase would be part of a package that would include a form of telephone medical “concierge” service aimed at dealing with routine health issues without the expenses associated with a doctor’s office visit.

Under our current system, once the deductible is reached, expenses are then reimbursed through a company/Guild fund run by our insurance carrier, Brown and Brown.

Given that our contract has been static for some time now, the Guild indicated that we did not see a deductible increase as warranted, while we understood the company’s interest in the concierge service. We felt that our members should not be forced to pay for it.

Subsequently, the company amended its proposal to increase the deductible to $850 as part of the concierge package. After due reconsideration, your Guild officers again indicated to the company that we could not support an increase to the deductible. 

Last week, the company indicated it was implementing the $850 deductible regardless. The Guild remains willing to engage in continued negotiation. We are concerned that once the deductible is raised, it could happen again in subsequent years with no effective means to oppose it. 

Currently, our weekly composite health contribution is $68.71 a week. If the deducible remains at $750, that contribution would be increased next year to $69.95, based on the increases in MVP and Guardian dental premiums for 2019.

Raising the deductible to $850 would result in a new weekly contribution of $69.01. It would also mean that people will be exposed to an additional out-of-pocket expense of up to $100, based on their medical bills.

The company claims it can unilaterally implement this increase since the coverage is “comparable” to this year’s plan, even with the $100 increase in potential out-of-pocket expenses to our members.

The Teamsters in the mailroom also rejected the deductible increase, and subsequently, received the same notice from the company as did the Guild.

Consequently, the Guild is currently researching its options with the International union as it considers a potential response. At this point, the company has indicated it is moving ahead to increase the deductible in 2019.

We will keep you advised. Please share your thoughts on this with any Guild officer: Brian Nearing (x5094) Amanda Fries (x5353), Marianne Mahr (x5589), Jennifer Rodd (x5597), Rob Gavin (x5064), Mark Hempstead (x5675), and Jeff Boyer (x5429).

Guild members approved an amended buyout offer today by a 31-1 tally. Members now have until 5 p.m. Nov. 12 to consider applying for this offer.

Applying for the offer in no way obligates the person to accept, should the company offer it. Members who sign the buyout agreement will have seven days to rescind it without consequence.

The company’s offer is two weeks pay for every year of service, with a maximum payment 62 weeks. Years of service would be calculated as of Nov. 1, 2018, and would not include fractional years. The minimum payment is be four weeks.

Concurrent health care coverage would be capped at 52 weeks, even for those who qualify for the buyout beyond 52 weeks pay. Those who choose not to accept that health care would not be bought out for any portion of the value of that declined coverage.

The application is available here: Voluntary Buyout Form 2018. The company has sole discretion over accepting or rejecting any and all buyout applications.

The company will not challenge unemployment claims. And those who accept buyout payments can preserve their unemployment eligibility if they hold their release form until 22 days after their last day of employment and then sign it, according to Human Resources.

We suggest anyone with questions in this specific regard contact HR as well as their local state unemployment office to ensure this situation.

To receive the buyout, workers would have to sign a perpetual release that indicates the worker will make no future claims against the company.

Pension benefits and accrued benefits, such as vacation time, makeup days and personal days are guaranteed by our contract, and would be paid at the time of the buyout. Commissions would be included in the buyout calculation for advertising sales staff.

The buyout is being pursued as part of the company’s stated intention to seek an unspecified reduction in staffing before the end of 2018.  The company has not revealed the extent of this potential reduction.

If you have any questions on your status or the buyout offer, please contact your Guild officers: Brian Nearing (x5094) Amanda Fries (x5353), Marianne Mahr (x5589), Jennifer Rodd (x5597), Rob Gavin (x5064), Mark Hempstead (x5675), and Jeff Boyer (x5429)

Here is the company’s language on the buyout offer:

1. Employees who take the buyout will be given two weeks’ pay for every year of service with a minimum of 4 weeks’ and a maximum of 62 weeks’ pay. Years of service are to be calculated as of Nov. 1, 2018 and will not contain fractions of years. Any differentials an employee would normally receive will be included in the calculation. For employees who receive commissions, commissions would be calculated on a 52-week average starting Nov. 1, 2017.
2. Employees will receive health insurance for the same period as the buyout period up to a maximum of 52 weeks. If an employee chooses not to take health insurance, there will be no buyout for 2019.
3. Employees will remain eligible for the pension benefits to which they would otherwise be entitled to or vested in.
4. Employees will receive all accrued benefits including unpaid vacation, makeup days and personal days.
5. The company will not challenge claims for unemployment, provided the employee answers the employment questionnaire truthfully and accurately.
6. If selected for the program, employees must sign a Release to receive any compensation or benefits associated with participation in the Voluntary Buyout program. 
7. Although all Guild members are eligible, the Times Union retains full discretion to accept or reject each applicant.

After negotiations with the company, the Guild will present an amended buyout offer for the consideration of members on Friday, Nov. 2 from noon–1 pm and 4–5 pm, in the executive conference room on the second floor. A “yes” vote means that the offer can be considered by individual members.

The company’s offer still calls for two weeks pay for every year of service. However, the maximum payment would now be capped at no more than 62 weeks, up from 52 weeks under the company’s initial offer to the Guild this month. Years of service would be calculated as of Nov. 1, 2018, and would not include fractional years.

The minimum payment would now be four weeks, down from the initial offer of 10 weeks. These two changes are meant to make the package more attractive to those who have worked here the longest while not over-incentivizing the most recently-hired people to leave

Concurrent health care coverage would be capped at 52 weeks, even for those who qualify for the buyout beyond 52 weeks pay. Those who choose not to accept that health care would not be bought out for any portion of the value of that declined coverage.

The deadline for applying for a buyout would be the end of the business day on Nov. 12 with Human Resources. Filing an application in no way obligates the person to accept a buyout, if offered. The company has sole discretion over accepting or rejecting any and all buyout applications.

Anyone who signs a buyout offer has seven days to withdraw it, should they choose.

The company will not challenge unemployment claims. And those who accept buyout payments can preserve their unemployment eligibility if they hold their release form until 22 days after their last day of employment and then sign it, according to Human Resources.

We suggest anyone with questions in this specific regard contact HR as well as their local state unemployment office to ensure this situation.

To receive the buyout, workers would have to sign a perpetual release that indicates the worker will make no future claims against the company.

Pension benefits and accrued benefits, such as vacation time, makeup days and personal days are guaranteed by our contract, and would be paid at the time of the buyout. Commissions would be included in the buyout calculation for advertising sales staff.

The buyout is being pursued as part of the company’s stated intention to seek an unspecified reduction in staffing before the end of 2018. The company has not revealed the extent of this potential reduction.

Under our contract, members must vote on whether this package should be offered for consideration. If the buyout offer is rejected, then the company can initiate layoffs. Under the contract, layoffs would be based on reverse seniority order (first in-last out). The company would have to give 45 days advance notice to anyone subject to layoff, or provide 45 days pay, per our contract.

This vote is open only to members in good standing, which means that you have signed a News Guild union card and a dues checkoff card. If you have any questions on your status or the buyout offer, please contact your Guild officers: Brian Nearing (x5094) Amanda Fries (x5353), Marianne Mahr (x5589), Jennifer Rodd (x5597), Rob Gavin (x5064), Mark Hempstead (x5675), and Jeff Boyer (x5429)

Here is the company’s language on the buyout offer:

1. Employees who take the buyout will be given two weeks’ pay for every year of service with a minimum of 4 weeks’ and a maximum of 62 weeks’ pay. Years of service are to be calculated as of Nov. 1, 2018 and will not contain fractions of years. Any differentials an employee would normally receive will be included in the calculation. For employees who receive commissions, commissions would be calculated on a 52-week average starting Nov. 1, 2017.
2. Employees will receive health insurance for the same period as the buyout period up to a maximum of 52 weeks. If an employee chooses not to take health insurance, there will be no buyout for 2019.
3. Employees will remain eligible for the pension benefits to which they would otherwise be entitled to or vested in.
4. Employees will receive all accrued benefits including unpaid vacation, makeup days and personal days.
5. The company will not challenge claims for unemployment, provided the employee answers the employment questionnaire truthfully and accurately.
6. If selected for the program, employees must sign a Release to receive any compensation or benefits associated with participation in the Voluntary Buyout program. 
7. Although all Guild members are eligible, the Times Union retains full discretion to accept or reject each applicant.

The company informed the Guild on Tuesday that it seeks an unspecified reduction in staffing before the end of 2018. Under the terms of the current contract, that step requires the company first make a buyout offer to workers who are willing to leave prior to pursuing potential layoffs.

The offer is similar to that made in 2016 when the company last sought staffing cuts. It calls for two weeks pay per year of service, starting at a minimum of 10 weeks pay to a maximum of 52 weeks pay.

For the 2016 buyout, the minimum buyout was 15 weeks of pay to a maximum of 52 weeks. The Guild is seeking to have this level restored

Years of service would be based on an employee’s tenure as of Nov. 1, 2018. Fractions of years would not be counted, so for example, if tenure clocked in a 9 years and ten months, the buyout would be based on 9 years.

Workers also would receive health insurance coverage for that same period of time. Worker electing not to take continued health insurance would collect 50 percent of the net premium for that period.

To receive the buyout, workers would have to sign a perpetual release that indicates the worker will make no future claims against the company.

Pension benefits and accrued benefits, such as vacation time, makeup days and personal days are guaranteed by our contract, and would be paid at the time of the buyout. Commissions would be included in the buyout calculation for advertising sales staff.

The company has sole discretion to decide each buyout request on a case-by-case basis. Factors would include whether a particular worker would need to be replaced, and whether the company can reduce payroll.

The company did not indicate a potential target for the number of positions that it seeks. Management indicated that exempt employees are also being targeted for buyouts.

Under our contract, members must vote on whether the package should be offered for consideration. If the buyout offer is rejected, then the company can initiate layoffs. Under the contract, layoffs would be based on reverse seniority order (first in-last out). The company would have to give 45 days advance notice to anyone subject to layoff, or provide 45 days pay.

Laid-off workers are entitled to additional dismissal pay based on years of service, up to a maximum of 62 weeks for those with 30 ½ years of service. Health insurance coverage is not provided as part of dismissal pay.

The company has set a deadline of 5 p.m. Oct. 31 for applications. Workers who are selected for the buyout package will have 45 days in which to sign the agreement or not. Workers who sign the agreement then will have seven days to reconsider revoking it.

The Guild Executive Board will schedule a member vote shortly on whether the buyout offer should be made available. If the issue passes, workers can decide individually whether to apply. All pension rights in our contract remain in effect and you should also be able to access monthly payment estimates at your account on myhearstretirement.com.

Your Guild officers can take any questions that you have. Contact Brian Nearing (x5094), Amanda Fries (x5353), Marianne Mahr (x5589), Jennifer Rodd (x5597), Rob Gavin (x5064), Mark Hempstead (x5675), and Jeff Boyer (x5429)

Melissa Nelson Says Farewell