The Times Union laid off three workers Thursday: two Guild members and one exempt manager.

The decision came despite the fact that the Company appeared to meet its stated goals under a buyout program. The Company had said it wanted to cut the number of employees by 10 to 15, with the number depending on how highly paid the workers were.

Seven Guild members accepted the buyout offer, and four managers also left. The Company also had said it would count an exempt manager who left around the time of the buyouts, and a Guild-covered employee handling obituaries also left and was not replaced. A top newsroom manager also has announced she will be leaving for a new job.

“We are very disappointed to see three people involuntary discharged,” Guild President Tim O’Brien said. “This was a sad day for all employees.”

One of the Guild members let go was a 26-year employee known as an energetic and loyal worker in the advertising department, often seen shuttling between sales and advertising art.

The other was a worker with 12 years of experience, who started in the circulation department before being promoted to a position in the business office.

Both are highly regarded by their colleagues, and they were told the job cuts were due to fiscal issues and not their stellar performances.

Under the conditions imposed by the company in 2009, the language that required layoffs to be by reverse order of seniority within a department was changed to “by job title.” In some cases, as with the 26-year employee, there are positions held by a single person. This was not a change the Guild favored, but it was imposed on our members.

Days will expire after one year if not used. Those earned before 2016 can be kept

The Times Union notified the Guild this week it will begin to enforce a long-neglected contractual provision that says makeup days must be used within one year of being earned.

The change will take effect January 1 and apply to makeup days earned in 2016. The Guild asked the Company to provide employees with a list of all makeup days they earned in 2016 as well as the date earned so people can start to track them.

The Company agreed people will be able to keep any makeup days they earned prior to 2016.

The Company is within its rights to require an existing contractual provision be followed, even if it has not done so in recent years. The problem had been with tracking makeup days.

With personal and vacation days, the same rules apply to all employees: Personal days must be taken within the calendar year. Vacation days must be taken by April 15.

With makeup days, the date each expires is one year from the date it was earned. Going forward, the Company will have to track each day for every individual, and the employee will have to track when they earned makeup days and when they expire.

If an employee is unable to take makeup days within a year due to work schedule conflicts, those unused days can carry over and be taken at a mutually acceptable time. The contractual language now being invoked  is on page 57 if anyone wants to look it up for themselves.

Friday, December 2 from 6–9 p.m. at Wolf’s 1-11 on Wolf Road

Join your fellow Guild members for drinks and hors d’oeuvres!
Guild members are invited to bring one guest.

Sign up today at albanyguild.org/holiday

The unions at the Times Union agreed Thursday to switch to MVP for next year’s health care after a deal was struck where the Company will pay the difference if two people in a household exceed the current $6,850 out-of-pocket maximum.

Rather than face the potential $8,000 maximum – although $3,250 of that is reimbursed by the company – the members would not have to pay any more than they do now.

The potential risk of that higher out-of-pocket maximum for families with multiple people facing serious illness was the major concern the Teamsters union and the Guild had with the proposal.

The company’s insurance manager said of the 7 people who hit the top of the out-of-pocket maximum this year, two were individuals and 5 were in family plans. In all five cases, one person in the family was the large claimant and no one else in the family spent more than $1,000 on health care. That means that no family would have faced the $8,000 out-of-pocket maximum as proposed by MVP. Still, the past is no predictor of the future so there was no guarantee.

Credit goes to Stefan Krueger of the Teamsters union, who hit upon the idea of asking the Company to pay the difference if that scenario were to arise. The Company had said keeping Blue Cross would cost it $68,000 more a year, a cost it would look to make up elsewhere like cutting another reporter or press worker.

Moving to MVP would cause a weekly increase out of paychecks of $4.04, from $58.90 a week to $62.94.If we stayed with Blue Cross, the weekly premium would rise $5.54 to $64.44.

MVP is also willing to guarantee that the health care increase next year would start at no more than 14.5 percent. While that is larger than we would like, Blue Cross this year started at 29 percent. Given the great uncertainty as to what will happen next year, it is a benefit to have some limit for 2018.

Nine of the 16 Guild-covered employees who applied for the buyout have had their offers accepted.

Of the nine, seven work in the editorial department and two in advertising.

While the Company has informed the employees of their selection, the workers have 45 days from when they are given the release to decide whether to take the buyout or decline.

Once an employee signs the buyout agreement, that person then has 7 days to rescind it. After that, the agreement is complete. Employees who get the buyout are expected to leave by year’s end.

A few non-Guild employees are also leaving and will be counted toward the Company’s stated goal of 10 to 15 staff reductions. We don’t yet know how many.