Times Union management has dismissed the Guild’s calls for an inclusive and transparent process in building a company constituted Diversity Committee.

After learning managers were quietly picking individuals to serve on the Company’s Diversity Committee, the Albany Newspaper Guild sent a letter to Publisher George Hearst and Human Resources Director Ruth Fantasia requesting that the efforts for forming the committee be a joint labor-management effort.

The pair responded by insinuating that the Guild was excluding other labor unions representing employees at the Times Union.

“Diversity and Inclusion should not simply be a Guild-management or labor-management initiative,” Ruth and George wrote in the response. “In order to be successful, the work of the various committee(s) must be all-encompassing and culture-altering. For that reason we believe a Joint Committee meeting with the Guild, to the exclusion of other groups, could be detrimental. We welcome the suggestions of the Guild, as we do those of all our unions and non-union groups, and we will insist on a structure that treats all communities fairly.”

The Guild did not request a Joint Committee meeting – the mechanism afforded to members to resolve issues – nor did we suggest other labor unions should not be included in the process. We requested a joint “labor-management” committee process to ensure ALL Times Union employees (including our colleagues represented by other labor unions at the paper) were part of the formation of this important committee.

The Company touted its Diversity Committee as an “employee-led” initiative, however, selection of who is on the committee was dictated by top executives at the Times Union and the opportunity was not given to all interested employees.

While we are happy to see that some Guild members will be part of the company’s Diversity Committee, we are disappointed that management did not make the process and formation inclusive. We hope the Company will be transparent and provide regular updates regarding its committee’s formation, plans for meeting and overall efforts.

The Guild has learned that the committee is set to meet Monday, Aug. 3, however, the Company has not announced who is on the committee or the plans to meet.

In the meantime, the Guild’s Diversity Committee — which has already begun drafting recommendations to improve diversity in the workplace and our news coverage — will continue their commitment to creating an inclusive workplace that is welcoming to all.

Those recommendations include connecting with local schools and universities to create a paid internship program, reimagining the Times Union’s crime coverage and addressing implicit bias in interviewing and hiring, among others. The Guild’s Diversity Committee will be rolling out a letter with all the proposed recommendations in the next few weeks and will need all of your support, so be on the lookout!

The Albany Newspaper Guild has written Times Union Publisher George Hearst to request a meeting on diversity to create a joint path forward on this very important issue.

The Guild’s Diversity Committee has met several times and briefed the Executive Board at its July meeting regarding the progress it has made.

The Diversity Committee, which is open to all Guild-represented employees, is developing proposals intended to improve the Times Union’s commitment to a workforce which reflects the diversity of the Capital Region. The committee is drafting goals that would engage the Guild and the Company in a joint process acknowledging the wide ranging diversity of the community population; those who live and work in the Capital Region; and those who subscribe and advertise in the product we, the Times Union employees, create daily in an effort to keep readers informed while embracing a broad range of life experiences.

The Guild has recently learned that the Times Union is approaching individual employees about serving on a company constituted committee. While we are excited to see these efforts move forward, the Guild wants to ensure the dialogue around forming a Company diversity committee and the selection of its members is fair, transparent and inclusive. The Guild, in its continuing efforts to rebuild a collegial labor-management relationship, suggests that Publisher George Hearst enhance the communications we’ve jointly strengthened over the past year by working together to improve diversity at the Times Union utilizing an inclusive and transparent joint labor-management committee process.

Members of the Guild’s Diversity Committee previously sought information regarding the announced Company committee, including the framework of the committee, how members would be selected and when the committee would meet. The Company on July 15 said those details were not available, but noted that when and how the meetings will take place and how they are structured will be up to the members. Management also sent along this mission statement:

Hearst Newspapers Diversity Statement

At Hearst Newspapers, we represent the independent & diverse voice of our communities.  We celebrate & value the diversity and unique experiences that all our employees bring to the table.  We are committed to fostering an inclusive culture, where our most important asset – our employees – are provided with opportunities to grow, express themselves, and build upon our rich history.

Diversity Committee Purpose

Hearst Newspapers Diversity Committees Groups are independent, voluntary, employee-led, company-sponsored, networks of employees who share common interests formed to assist Hearst Newspapers in achieving its business goals, representing the diverse voice of our communities, and celebrate & value the diversity and unique experiences that all of our employees bring to the table.

In a joint email, Publisher George Hearst and Human Resources Director Ruth Fantasia, said they would be striving for a committee that “spans all departments, all unions and all levels of personnel” and would provide more information when they were further along.

Albany Newspaper Guild reps toured the main office on Albany Shaker Road Thursday with Dan Couto, vice president of operations, to see how the deep cleaning has gone to prepare for going back inside.

Renee Bernard, Jeff Boyer and Ken Crowe formed the Guild team that did the hour-long walk through.

Renee and Jeff have been working inside throughout the coronavirus pandemic. They had insights into the cleaning as they’ve observed as it occurred over the last several months.

The company doesn’t have a firm date for when the first group of Guild-represented employees would return. It appears the earliest it might happen is after Labor Day for the Copy Desk to train on a new editorial system.

Couto pointed out the new signs that will direct people wear to walk; the limits of two people inside a bathroom; the six-foot social distancing between desks; the limit of one person in the elevator and that the stairs at the rear of editorial and by the Hearst Media Center entrance will be for going upstairs only. You will go downstairs by using the stairs near the main entrance. You will be able to exit the building through the lobby.

The company has installed new filters in the HVAC system that meet the standards NYS set for malls to have to reopen.

About half of the desks throughout the building cannot be used. There will overflow space for editorial employees in the business office and for advertising employees in the recruitment office.

Managers who have offices will move into their offices.

The coffee makers and microwave ovens remain in the break rooms. Toasters and toaster ovens have been removed.

Seating at conference tables has been limited.

The company is planning to hand out kits — sort of a welcome back gift — with masks, thermometers and hand sanitizer.

As part of the return, Hearst has launched a companywide Smartphone App which will be used to report your COVID-19 status. The Guild has informed Publisher George Hearst it doesn’t oppose the App but has reserved its legal rights and submitted detailed questions regarding the equipment’s use.

You can see the App on MyHearst.com.

President Mandy Fries sent Publisher George Hearst a request for a Joint Standing Committee meeting on several topics that could have a dramatic impact on all of us. We have provided George an agenda that will address issues brought forward by the Guild and the Company.

Reaching tentative agreements may result in holding a membership vote.

Clean Desk Policy

The Company has proposed a Clean Desk Policy to make it easier to clean desks. The policy at first glance calls for draconian discipline if you forget and leave something from a piece of paper to a notebook or something else on your desk. It doesn’t address if you leave something behind if sent out on an assignment or have to leave due to an emergency.

You could be fired if your desk isn’t pristine.

The Guild wants a common sense approach so no one is at risk of being fired in this proposal that would change the terms and conditions of our employment. We have consulted with the International on this issue and have been provided advice.

As part of this discussion, the Guild will ask for an update on the return to working at the main plant. The Company cancelled the July 1 meetings with employees to discuss the situation.

Cellphone Contribution

At the request of Publisher George Hearst, the Guild submitted a proposal on June 15 for the Times Union to make a contribution of $50 toward cell phone reimbursement for employees who never received such a contribution before.

The Guild has urged the Company for several months to make this contribution. About half the unit, or 60 people, have been using their equipment without such a payment. The Guild earlier this year convinced the Times Union to upgrade the contribution paid to the sales force so it was equal to those receiving a payment in editorial.

Further Concerns Follow OSHA Complaint

The Company recently was cited by OSHA for third-party contractors allegedly not wearing face masks at the North Greenbush depot.

In an effort to ensure the health and safety of all our members, the Guild canvassed district managers to determine if there were any other concerns. Some employees expressed concern of mold at the new Kingston depot as well as the North Greenbush depot where our district managers work. In addition, Chief Steward Rob Gavin has been investigating the apparent lack of toiletries and cleaning at the Kingston depot. We believe that the Company and the Guild should conduct a joint inspection of all depots to ensure they are clean and safe.

Commission Plans

We requested written copies of commission plans for each department during an April 16 Joint Committee meeting. We have requested this information in previous meetings extending back into the summer of 2019.

We also have concerns that salespeople are receiving commission information for the current sales period (month) a week or more after it has begun.

Organizational Chart

The Guild requested this information as far back as early March when we learned of the Company hiring another management position on the Times Union’s digital team that had not been part of earlier discussions on the team’s expansion. We sought the information again during an April 16 meeting, and have brought it up in subsequent meetings. The Company said this information would be provided.

Circulation Department Manager

The Guild has fielded several complaints in recent months regarding the hostile work environment created by a Circulation Department manager. This has been an ongoing issue. The Guild has provided the Company copies of emails which show that the employees have been doing their work and have continuously pointed out to the manager that issues were resolved.

Membership Vote

We will have to conduct a membership vote on a proposed clean desk policy. The Guild would like to use the Times Union parking lot to facilitate that vote.

The ballot may also include language for a bylaws change to permit holding online voting. This is done in locals that represent the Associated Press and the Wall Street Journal, for example.

In addition, the Executive Board will determine if the election can be held to fill the vacant position of local secretary.