Dear fellow Guild colleagues,

As we gear up for our annual membership meeting in September, I wanted to take this opportunity to share with all of you some of the successes the Albany Newspaper Guild has seen in the last year.

It has been, undoubtedly, a trying year for all of us at the Times Union, but the Guild has been working hard to protect you and your fellow colleagues every step of the way. Whether that is ensuring management follows our contract, accompanying employees during disciplinary discussions or negotiating additional workplace protections amid a pandemic, the Guild has remained dedicated to protecting you.

The successes outlined below give you a glimpse into what the Guild has been doing for you over the past year, and hopefully encourages you to become part of the Guild family ahead of our annual membership meeting and vote to fill a board vacancy. Becoming a dues-paying member helps support all the work the Guild does for you and your fellow colleagues AND gives you the ability to vote on Guild matters, including the upcoming election.

We broke down our successes below. Still not convinced? Learn more about how the Guild benefits you!

In solidarity,

Mandy Fries

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Guild works with management to solidify remote work policy

The Guild’s latest effort comes in response to our contact with members across departments, with many expressing concerns over returning to the office and wanting to continue to work from home.

Guild leadership has drafted a remote work policy that will be presented to Publisher George Hearst. George has expressed a willingness to discuss a permanent policy, recognizing that Times Union employees working remotely during the height of the pandemic was successful and employees may be more productive working from home.

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Guild secures buyout extension, reduces planned layoff count

Just as Mandy Fries took the helm as Guild president, the company seeks to lay off eight Guild-represented employees, ignoring a 45-day window for notifying the labor union of planned layoffs. The Guild’s swift action holding the company accountable to our contract secures a buyout extension to July 5.

The company gets two more people to take buyouts in July, reducing the planned number of layoffs to five.

While we hate to see anyone laid off, extending the buyout offer deadline and ensuring the company adhered to our contract allowed employees the proper amount of time to seek a buyout rather than be forced out the door. Making sure we were part of the process and dialogue with management also reduced the number of Guild-represented employees the company ultimately laid off, as well.

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Guild unites membership, secures enhanced buyout for finance office

At first glance, the company’s pursuit to outsource the finance/business office may seem like a huge blow to the Guild – and it was.

But we not only were able to land a generous, enhanced buyout for our colleagues in the finance office, we had overwhelming membership support for it as well. Membership unanimously supported the enhanced buyout, with 70 percent of eligible members voting. That vote in October 2019 represented a 160 percent increase in turnout from the last vote.

That participation was incredible, and it is that support and unity that is crucial for our success then as well as going forward. Through collective action we can make improvements to our workplace, but it will require all of us working together to truly make a difference and make things happen!

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Guild leads on COVID-19 safety discussions

As a more recent example, the Guild has been in constant contact with management about workplace safety amid the coronavirus pandemic.

We quickly sprang into action in early March to meet with top executives about how the Times Union would handle local COVID-19 cases and how employees would be protected. Guild leadership has held multiple discussions with management since then, including raising concerns on using accumulated sick time for COVID-19 recovery and challenges with working from home while homeschooling children.

Following these discussions, the Company announced 26 weeks of paid leave for any employee who contracts COVID-19 or must take care of someone who has fallen ill. Management also offered two weeks of paid parental leave that the Guild ensured could be used flexibly.

The Guild also made sure employees who worked at Times Union headquarters or outside the home received the $350 lump sum payments the Times Union provided some employees. The Company’s original payment plan required each department manager to identify who was eligible and neglected many employees who should have received the payment.

We also protected individual members from improper behavior from management, including a manager’s visit to a Guild employee’s home on the employee’s day off.

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Guild protects employees from unreasonable dismissal

When the Company proposed a “clean desk policy” in June it came with the caveat that if you left something on your desk you could be fired.

The Guild quickly pushed back on the policy as written and struck a “common sense” agreement with top management: Keep your desk clean, and if you leave something on it, it’ll be thrown away.

The final policy requires you to keep your desk clean daily, removing everything but computer and telephone equipment from desktop surfaces so cleaning crews can thoroughly clean. If you leave something on your desk, everything will be thrown away, rather than being written up or possibly fired.

The clean desk policy is necessary to combat the potential spread of COVID-19.

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Guild leads on diversity, inclusion, overall workplace improvement discussions

Before the pandemic, the civil unrest and the Hearst Corporation’s sudden dedication to diversity and inclusion in the workplace, the Guild led discussions on how the Times Union could be more welcoming and inclusive.

We called on management to provide in-person sexual harassment training and provided options for doing so. We have worked with managers and Guild-represented employees to address workplace harassment, hostility and favoritism. Most recently, we sent a letter to top executives providing recommendations for improving diversity and inclusion at the Times Union.

These discussions and the Guild’s work continue, and we hope the recommendations the Guild has championed will be implemented by the Company.

As always, if you’d like to get more involved in the discussions, have any recommendations or particular issues you’d like to discuss with a Guild representative, do not hesitate to reach out.

Lastly, members of the Guild’s Diversity Committee have taken training to conduct a pay equity study at the Times Union, and are working with international Guild attorneys on drafting a letter to request detailed information from management.

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Other efforts the Guild has made on your behalf include:

• Alerting management to issues of mold at certain circulation depots.
• Working with district managers on workplace hazards and issues as well as scheduling problems.
• Rebuilding the stewards system, which now means each Guild-represented employee has a direct line of contact to the Guild.
• Improving communication with all of you, including regular updates and monthly newsletters.
• Bringing the international Guild president Jon Schleuss to the Times Union and connecting him with 40 Guild members as well as a meeting with Publisher George Hearst. In the same vain, we also have a former Times Union employee and past Guild president Melissa Nelson working with our local unit.
• Negotiating new Guild-represented positions on the Times Union web team.
• Naming new members to the commission committee to get active representation for advertising.
• Negotiating an agreement on circulation customer service representatives’ commissions.
• Improving the working relationship with management and George Hearst.
• Working with individual Guild members on workplace issues and questions on work performance.

The Newspaper Guild of Albany, Local 31034, TNG-CWA will hold its annual membership meeting via ZOOM at 7 p.m., Thursday, Sept. 17.

Due to the coronavirus pandemic, in order to protect the membership’s health, the Executive Board voted unanimously at its Aug. 12 meeting to conduct the annual membership meeting virtually. The information to log in to the Zoom meeting will be provided to the membership before the meeting.

The position of local secretary is vacant and is up for election for the remaining time of the three-year term of office. The person elected secretary will take office immediately.

The position requires attendance at the monthly Executive Board meeting, typically held at 6 p.m. on the second Wednesday of each month. Board members develop bargaining proposals, make decisions on health care and other proposals, and decide on any grievances or other issues that arise.

The meeting will be an opportunity for members to raise any issues or concerns, and to hear updates on local actions for the past year.

Election Information:

The position is Secretary. The term will run through December 31, 2022.

Members must be in good standing to run for office and to attend the nomination meeting. If you want to check your standing, email the Guild office at office@albanyguild.org.

If there is only one nomination for any office, and the person accepts nomination, the person will be elected at the meeting. If there is more than one candidate for any office, a Local Elections Committee appointed by the Executive Board will conduct a mail-in ballot election.

Nominations for the office may be from the floor, by petition. Petitions may be for an individual candidate in which the name of the candidate, his/her Local unit (if applicable), and department worked listed. Such petitions must also contain the names of at least 25 members. Individuals signing a petition must be members in good standing. These petitions must be filed with the local officer designated as acting secretary due to the permanent secretary post being vacant before the election at the membership meeting. The acting secretary shall notify all candidates of their
nomination and shall receive from them a written notice of their willingness to serve.

The Guild has heard from many members about concerns in going back into work inside at the main plant. We’ve also heard from people who are looking forward to getting back to their desk after leaving it behind in mid-March.

Yes, it’s been a tough and challenging time for all of us as we’ve adapted to working at home. The Guild has held numerous meetings with the Company to discuss safety and various other matters that have arisen during the coronavirus pandemic.

The Executive Board has worked with International Representative Melissa Nelson, a former Albany Guild president, to draft a proposal to provide for unit members who want the option of continuing to work from outside the building.

We have all demonstrated that we can work remotely. Studies show both employees and employers benefit when a person wants to work remotely and is accommodated. It’s a morale boost and a productivity boost for remote workers.

We would like to hear from you about this.

When it comes to returning to work, the company has divided our unit into four Groups — A, B, C and D. Not everyone is included in a group. Photographers and district managers are not listed in any of the groups. There are 113 people split among the four groups on the list.

The company’s first phase for reopening the main building on Albany Shaker Road calls for Group A to start back on Aug. 17. There are 15 members of our unit who are in that group. There are no return dates yet set for Groups B, C and D.

If you have concerns about going back in, Guild representatives are prepared to talk to the company on your behalf. Management has indicated they will take into consideration each of our own circumstances. Some of us may have health or family issues that may cause a delay in returning.

Guild stewards are in the process of contacting everyone to check in, find out what’s on your mind and to hear your concerns. Please respond to them if you miss their call.

Keep Aug. 17th in mind. That’s when Group A consisting of 30 people will return to work inside the Times Union building, according to a presentation by Publisher George Hearst, Operations VP Dan Couto and Human Resources Director Ruth Fantasia Monday.

The Guild has been met with the Company on a regular basis since March when nearly all of us began working at home. Most of the information you had advance notice of through our earlier postings.

The key items to keep in mind are that George Hearst said the Company will put the needs of the employees first. If you have a pre-existing health condition, family issues or other events that make it difficult or dangerous to return to the office instead of working from home, you should speak to the Guild and the Company. We are concerned about your safety. That’s what our local with support from the International staff has been working on since March.

Everyone should have received an email from Ruth Fantasia early Monday evening about downloading the Health APP. It takes effect Aug. 17. The Company recommends getting into the habit of completing it for each day you are assigned to work. If you should report a YES answer to any of the questions, make sure you contact a Guild officer or steward. We will provide updated contact information in the near future.

Also, if you do not have a smart phone you can complete a paper form. If you fall into this situation, please let the Guild know so we can make reporting in as easy as possible.

The Company has told the Guild that we will be notified when anyone in the local is scheduled to return. George Hearst said there would be a two-week notification before you are scheduled to go back in. He also indicated that the earliest Group B would go back in is in the weeks after Labor Day.

Here are the four return groups as presented by the Company:

Group A – Executives, managers and employees required to be on site to perform critical business/operations functions. Approximately 30 employees.

Group B – Employees voluntarily returning to work or as required by business/operations functions. Approximately 50 employees.

Group C – Employees less reluctant to return. Approximately 58 employees.

Group D – All other employees. Approximately 48 employees.

If you have any questions please contact the Guild office at office@AlbanyGuild.org or call Vice President Ken Crowe at 518-505-0610.

The Guild has worked vigorously since the coronavirus pandemic struck to obtain information from the Times Union and to make suggestions in the spirit of cooperation and more importantly to protect everyone’s health.

The Company will soon be issuing information about a Health APP to be used on smartphones for a daily check of everyone’s health when dealing with COVID-19.

We feel it’s important that everyone see the Company’s response to our questions which were formatted with the assistance of our International Representative Melissa Nelson (who just happens to be a former Albany Guild president!)

Key responses deal with discipline, health insurance and the option of completing a paper form.

Here is the email sent to Vice President Ken Crowe by Human Resources Manager Ruth Fantasia on July 27.

Dear Ken,

In response to your letter of July 20 requesting information on the Health Self-Assessment App, it may help if I begin with an explanation of how the app works and how the information is handled.

Like the written forms we are currently using and which are required by NY, the purpose of the app is to help the company comply with the NY requirement as well as remind everyone to think about their health before going into the office or working in the field. It could also help identify employees with potential cases of COVID-19 prior to their entering the workplace.

When the employee opens the app, they answer a few simple questions: Company Name, Dept. Entity. The app automatically fills in the date and state. The app then moves to the page with a place to select your work status for the day and the five health questions. Once the employee answers the questions, they hit submit. This again is no different that the paper form practice that has been in place since June 1, 2020.

Once submitted, an email is generated based on the employees’ answers to the questions. If all questions are answered “no” the employee receives an email with a green check mark indicating that they should go to work. If the employee answers “yes” to any one question, an email is generated with a red “x” indicating do not go to work. In the case of “Red X” result, the administrator(s) are sent an email telling them that this employee has “answered yes to one or more questions on the screening app.” The administrators do not receive any other information. The administrators are limited to five employees consisting of HR and management. The administrators will confirm that all employees are completing the form prior to enter the building and that employees are cleared to return.

Answers to your specific questions are below and the documentation that will be sent out to employees, managers and administrators is attached.

1. 1. A detailed description of the training managers will undergo in order to effectively implement and respond to the testing process identified in the health assessment process, including but not limited to:
      Not applicable. The process is same as the current process. Employees are now just completing an app instead of a paper form.
      
      1. 1. what entity will be handling such training; N/A
         2. where and when will it be administered; N/A
         3. what follow up will be included in the training process. N/A•
            
   2. A detailed description of training to be provided to employees for the successful implementation and effective daily usage of the APP.
      The app will be introduced at an All Hands meeting. Then all employees will be provided with instructions on how to download and use the app and a fact sheet on how the process works.
      •
      
   3. A detailed description of Times Union management’s response to employee usage of the APP, including but not limited to:•
      1. 1. If the employees’ daily use of the APP will be a clearly communicated job expectation required by the Times Union, including when and how that requirement will be conveyed;
            It’s the same as the current use of forms. Additionally, those working in the field will complete the app as well.
            •
            
         2. What, if any, disciplinary action will be attached to Times Union employees’ use of the APP;
            N/A. If an employee refuses to use the app, they can continue to complete the paper forms prior to enter the building.
            •
            
         3. What, if any, type of guidance will be provided by Times Union management to employees’ seeking COVID-19 testing or in response to a confirmed COVID-19 diagnosis, including handling the cost or costs attached to testing and COVID-19 related medical bills.
            Employees who test positive for COVID-19 will be instructed to follow medical advice. Currently the costs of COVID-19 testing and treatment are being covered at no charge by the individuals’ health plans and/or the medical facility they use. Employees are free to visit myHearst.com for COVID-19 information.
            •
            
         4. What specific guidance will be provided to those employees either working from home or from a non-Times Union plant location (depots, bureaus, etc.) when answering with a YES answer to any APP survey question.
            The same guidance that they would receive if working at the main office.
            
   4. Identify the specific way or ways in which the Times Union will:Maintain the security of employees’ personal medical data.•
      1. 1. The app does not collect any employees’ medical data. It simply responds to a “yes” answer by creating an email to the employee and an email to the administrators informing all that the employee has answered at least one question with a “yes” and should not report to work.
            •
            
         2. Accomplish the permanent purging of the employees’ digital medical records captured daily by the health screening APP.
            Again, the app does not collect medical data. However, the administrators are instructed to purge all emails related to the app daily.
            
   5. The details of plans the Times Union is contemplating for a joint labor-management response to the usage of the health screening APP including the potential involvement of Guild stewards when Guild-represented employees respond affirmatively to any of the APP survey questions.
      If an employee is told not to go to the office/plant/depot/bureau, the instructions tell employees to contact their manager and union steward, if applicable. In the case of the Guild, it is the choice of the employee to inform the union, or not.

Regards,

Ruth