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

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.