Introduction/Joint Mission

The joint mission of the Skagit Valley Herald (the “Employer”) and the Pacific Northwest Newspaper Guild, CWA Local 37082 (the “Guild”) is to prepare the corporation, its employees, and its owners for successful competition in the newspaper industry. The economic health of the newspaper, and thus the security and well being of everyone involved depends on the success of the parties’ commitment to prepare for the future.
The principal goal for this partnership is that the parties together will learn to manage beneficially the inevitable issues of change. This partnership embraces a dynamic relationship, recognizing the need for employee involvement in adapting to change. The method chosen to pursue these goals is an employee-management partnership—a relationship of mutual respect, open communication, shared success, mutual aid and innovative problem solving.

Article 1—Recognition

The Employer recognizes the Guild as the bargaining representative for all editorial department employees employed by the Employer at its Mount Vernon, Washington, location; excluding all circulation employees, advertising employees, classified employees, office clerical employees, confidential employees, editors (including news, sports, city, photo, publications, and feature), assistant city editor, all other employees, and guards and supervisors as defined in the Act.

Article 2—Management

(a) Management will define, communicate and implement the objectives and goals of the corporation. It will lead and direct the employees through the exercise of all the rights and prerogatives associated with management, and exercised by it.

This section does not abrogate other provisions of this Agreement. The Guild recognizes that the Employer has the obligation of serving its subscribers with the highest quality services, efficiently and economically. The Guild further recognizes the right of the Employer to operate and manage its operations including, but not limited to, requiring standards of performance, to maintain order and efficiency, to direct the employees and determine job assignments and working schedules: to determine the materials, equipment and procedures which will be used; to determine staffing requirements; to reassign or subcontract work (except as provided in Article 2(c) below); to determine the kind and location of facilities; to select and hire employees; and to promulgate rules, regulations and personnel policies, including but not limited to such matters as conduct, performance, dress and attendance, provided that such rights shall not be exercised so as to violate any of the specific provisions of this Agreement. The parties recognize that the above statement of management responsibilities is for illustrative purposes only, and should not be construed as restrictive or interpreted so as to exclude those prerogatives not mentioned which are inherent to the management function. All matters not covered by the language of this Agreement shall be administered by the Employer on a unilateral basis in accordance with such policies and procedures as it from time to time shall determine.

(b) It is recognized that work presently performed by employees with the bargaining unit may from time to time be subject to reassignment and/or elimination because of new or modified processes or equipment employed by the Employer. Where the Employer plans such a reassignment and/or elimination, it shall advise the Guild at least thirty (30) days in advance of the change in order to provide opportunity for discussion prior to implementation.

(c) If the Employer decides to contract out bargaining unit work not previously contracted out, the Employer will comply with the following procedures. The Employer shall inform the Guild of its intention to contract out. The Guild will give the Employer notification within ten (10) working days of its desire to negotiate the effects of contracting out. Thereafter, the Guild and the Employer shall negotiate in good faith on the issues. If thirty (30) calendar days after the request from the Guild, the Employer still decides to go ahead with the decision to contract out the work, it may do so. The parties shall continue to negotiate and seek resolution of any effects issues which have not been resolved at that time. This clause shall not apply to contracting consistent with current or historical practices.

(d) Training. Training is critical to the maintenance of an efficient, competitive and quality workforce, and to employee advancement. Employees will be assigned by skill and experience to a variety of functions and services, consistent with the overall needs of the Employer. The parties are committed to encouraging and allowing employees the opportunity to voluntarily gain additional skills.

Article 3—Guild Activities and Membership

(a) The Guild shall provide the Employer a list of Guild Officers and Shop Stewards, and maintain such a list in a current status.

(b) There shall be no discrimination in wages, working conditions or benefits because of Guild membership or lack of Guild membership. It is agreed there will be no solicitation of employees, or other Guild activity, during working time. Working time does not include meal periods or established break time (assuming all involved employees are on break).

(c) All current employees who are members of the Guild as of the effective date of this Agreement shall remain members as a condition of continued employment. All current employees who are not members of the Guild shall have the right to determine whether they wish to join the Guild. All new employees must decide within sixty (60) days of employment whether they wish to join the Guild, and all such employees who choose to join the Guild must remain members through the duration of the Agreement.

(d) The Employer shall be held harmless by the Guild of any action resulting from the termination of any employee under this Article.

Article 4—Information

Within one month after the hiring of a new employee, the Employer shall furnish the Guild the employee’s name, address, date of hire, classification and salary. When providing such notice, the Employer shall also inform the Guild of any employees who have left the bargaining unit.

Article 5—Employee Security

(a) The Employer may discharge employees for just cause. While embracing the concept of progressive discipline, the parties recognize that some conduct requires immediate, severe discipline, up to and including termination.

(b) The Employer may lay off employees, provided that employees and the Guild are given at least two (2) weeks notice in advance of the layoff. The Employer may pay two (2) weeks’ salary in lieu of such notice.

(c) New employees shall be considered introductory employees during the first six months of their employment. The introductory period may be extended by mutual agreement with the Guild when the Employer has not had the opportunity to fairly determine the capabilities of the introductory employee. Discipline and discharges occurring during the introductory period are at the Employer’s discretion, and may not be challenged under the grievance procedure.

(d) In the event of a layoff, seniority will be determinative when competence, qualifications and ability to do available work are equal. The Employer shall have reasonable discretion to make the determination as to competence, qualifications and ability, but such determination shall be subject to the grievance procedure.

(e) Seniority means continuous length of service with the Employer, uninterrupted by either voluntary quit, dismissal for cause, layoff of one year or more, or refusal to accept an offer of substantially equivalent employment while on layoff.

Article 6—No Discrimination

There shall be no unlawful discrimination by the Employer or the Guild against any employee or applicant from employment because of race, creed, sex, color, national origin, disability, sexual orientation or age, as provided by law.

Article 7—Hours and Overtime

(a) The regular workweek for full-time employees shall be five days, 40 hours.

(b) The parties recognize that overtime work is costly for the Employer and disruptive for employees. The Employer will make a good faith effort to minimize overtime work. The parties recognize the value of flex time, and encourage the Employer to utilize flex time during a work week as a mechanism for keeping an employee’s work week at forty hours. All work performed in excess of forty (40) hours per week shall be paid at the overtime rate of time and one half. When overtime is necessary, employees will be expected to obtain prior authorization, the employee shall minimize overtime to the greatest possible extent, and shall report the incurred overtime to his or her supervisor the following work day.

(c) The regular work week shall not be changed without the consent of the Guild. Such consent will not be unreasonably withheld.

(d) There shall be no duplication or pyramiding of overtime or premiums.

(e) The Employer shall keep a record of all overtime. Copies of such records shall be given to the Guild upon reasonable request.

(f) Meal periods and rest periods shall be provided as required by State law. Employees shall be allowed a meal period of 30 minutes which commences no less than two hours nor more than five hours from the beginning of the shift. Employees shall be allowed a rest period of 10 minutes, on the Employer’s time, for each four hours of working time. Rest periods shall be scheduled as near as possible to the midpoint of the work period. No employee shall be required to work more than three hours without a rest period. Where the nature of the work allows employees to take intermittent rest periods equivalent to 10 minutes for each four hours worked, scheduled rest periods are not required.

(g) The Employer shall make a good-faith effort to schedule work with a minimum of twelve (12) hours between shifts, except where mutually agreed or in unusual situations.

(h) Work schedules of days shall be posted no later than the Monday preceding the week for which the schedules apply. Insofar as practical, the posted schedule shall include start times, recognizing that occasional changes may be required.

(i) The Employer will make a good-faith effort to avoid split shifts. It is mutually understood, however, that community events and/or other circumstances may make such scheduling impractical.

Article 8—Transfers and Promotions

(a) Bargaining unit job vacancies shall either be posted or announced in the company bulletin.

(b) When filling such a job vacancy, the Employer will give preference to internal applicants over outside applicants. As between bargaining unit employees, the Employer shall give seniority first consideration when factors such as competence, qualifications and ability to perform the work are equal. The Employer shall have reasonable discretion to make this determination, although it is subject to the grievance procedure.

(c) An employee promoted under this Article shall be given an evaluation period of 90 days, which may be extended by mutual agreement between the Employer and the Guild. During the evaluation period, a promoted employee shall receive the lowest salary in the new classification which is higher than the employee’s old salary.

(d) Employees who fail to meet the requirements of the new position during the evaluation period shall be returned to their former job classification and pay.

(e) An employee who is demoted or returned by the Employer to a bargaining unit job classification from a position outside of the bargaining unit, will retain the seniority they accrued while in the unit.

Article 9—Grievance Procedure

(a) All disputes involving an alleged violation of the terms of this agreement shall be subject to the following grievance procedure.

(b) All grievances shall be submitted in writing, setting forth the facts giving rise to the grievance, the grounds of complaint, the section that this Agreement violated, and the action sought. All grievances shall be submitted in writing to the Employer within thirty (30) calendar days from the date the employee knew, or reasonably should have known, of the event giving rise to the grievance.

(c) Initially, the employee and his/her supervisor and/or his/her editor shall meet to discuss the grievance.

(d) If the employee is dissatisfied with the determination of the supervisor and/or editor, he/she may, within seven (7) days of receiving the supervisor’s response, forward the grievance to the Publisher. Unless otherwise mutually agreed, the Publisher shall meet with the employee and his/her Guild representative to discuss the grievance, and will respond to the grievance in writing.

(e) If the Employer and Guild fail to agree within thirty (30) calendar days after the matter has been submitted to the Publisher, the dispute may be submitted for binding arbitration. The written request for arbitration must be made within seven (7) days from receipt of the answer from the Publisher, or the expiration of the thirty (30) day calendar period, whichever occurs first. If the parties are unable to mutually agree upon an arbitrator, a list shall be requested from the Federal Mediation and Conciliation Service of nine Washington and Oregon arbitrators. Either party may reject the initial panel and request a second panel. After a toss of the coin, the parties shall alternately select a name from the list until one remains as the arbitrator chosen by the parties.

(f) The arbitrator’s decision shall be final and binding. The arbitrator shall have no power to add to, subtract from, alter or vary in any way the express terms of this agreement, or to imply any restriction or burden against either party that has not been assumed by the express language of the agreement.

(g) Each party shall bear one-half of the joint expense of arbitration and all of its own expenses, including the cost of representation.

(h) The time limits specified in this Article are mandatory, and may be extended or waived only by mutual agreement of the parties.

Article 10—Employment

(a) A full-time employee is one who is regularly scheduled to work thirty (30) hours or more per week.

(b) A part-time employee is one who is regularly scheduled to work less than thirty (30) hours per week.

(c) Temporary employees are those employees who are not regularly scheduled to work for any set period of time, or are hired to work for a period of set duration on a special project not to exceed six months.

(d) Full-time and part-time employees are members of the bargaining unit. Temporary employees are excluded from the bargaining unit.

(f) Except as otherwise provided herein, part-time employees shall not receive any benefits under this agreement.

Article 11—Wages

(a) Employees shall be paid every other week. The Employer may change the payroll dates so long as such dates are consistent with those of other employees of the Employer.

(b) The Employer retains the right to grant and withdraw merit increases, except that merit increases made pursuant to Article 11(a)(5) of the 1997-2000 contract may not be withdrawn.

(c) Employees may bargain individually for pay increases above established minimum salaries.

(d) The Employer shall provide the Guild with a description of any bonus and/or incentive plan the Employer introduces.

(e) Should the Employer create a new job classification, it shall notify, and upon request, discuss with the Guild the assigned salary for the classification.

(f) All employees shall receive an additional 29 cents per hour when they are required by the Employer to work between 7 p.m. and 6 a.m. The differential shall apply only to the time worked between 7 p.m. and 6 a.m.

(g) 1. Commitment to Fair Pay—Skagit Publishing Co. is committed to fair pay in relation to the job market within a relevant range, while also taking into consideration the economy in the Skagit Valley Herald circulation area.

(g) 2. Market Data—In determining market value, Skagit Valley Herald will rely on information from Inland Press, which publishes the most complete data in the Newspaper Industry Compensation Survey (NICS). The Employer uses the PNNA Regional Report which is a subgroup of the survey including WA, AK, ID, MT, OR, and UT. The Employer agrees to share all information for bargaining unit positions from the salary surveys with the Guild.

(g)2a. Circulation Size—NICS stratifies the data by circulation size. Although Skagit Valley Herald reports its wages for the survey in the 15,001-20,000 circulation size, the Employer will use the 20,000-30,000 circulation category for the purposes of determining fair pay due to the Herald’s proximity to the larger Everett and Bellingham markets and to recognize Skagit County’s cost of living.
b. Levels—NICS identifies three levels each for reporters, copy editors and photographers based on experience.
c. Average Pay—NICS identifies average pay for each level, within each positions, for circulation size and region.

(g) 3. Minimum pay—The minimum pay for the Level 1 pay category for each classification shall be 7 percent below the NICS minimum average pay described in (g)2a above. Pay Levels 2 and 3 for each classification shall be 17 percent below the NICS minimum average pay described in (g)2a. The minimums below will be in effect for the duration of the contract.

Experience Minimum

Position

Guidelines Hourly Pay

Reporter 1 0-2 years
Rep. 1 skill level $12.91 NICS average minus 7 percent

Reporter 2 2-4 years
Rep. 2 skill level $13.65 NICS average minus 17 percent

Reporter 3 >5 years
Rep. 3 skill level $16.19 NICS average minus 17 percent

Copy Editor 1 0-2 years
Copy Ed. 1 skills $12.08 NICS average minus 7 percent

Copy Editor 2 2-4 years
Copy Ed. 2 skills $14.02 NICS average minus 17 percent

Copy Editor 3 Unspec. (>5 yr)
Copy Ed. 3 skills $17.52 NICS average minus 17 percent

Photo 1 None
Photo 1 skills $11.79 NICS average minus 7 percent

Photo 2 2-8 years
Photo 2 skills $12.58 NICS average minus 17 percent

Photo 3 >8 years
Photo 3 skills $14.59 NICS average minus 17 percent

(g)4. Employees shall be slotted into the appropriate classifications and pay levels based on their current skill level and amount of experience. The benchmarks for achievement of skill levels are listed in detail in Appendix A. Greater emphasis is placed on the achievement of skills rather than the passage of time. The Publisher and the editors will determine which pay level is appropriate for employees.

At the time of ratification, current employees will be slotted into the appropriate pay classifications based on achieved skill levels, as determined by an employee’s immediate supervisor. Employees who believe they have been placed into the wrong pay level may appeal to the Editor.

(g)4a. New hires will be slotted into the appropriate pay classifications based on discussions between the employee and the Employer at the time of hire. The Publisher or his representative has final discretion.

(g)4b. Advancement to higher pay levels in an employee’s classification shall take place when the employee demonstrates he or she has achieved and regularly utilizes the skill levels set forth in Appendix A, as determined by the employee’s immediate supervisor. It is also recognized that there are operational limitations at the newspaper (e.g., not all reporters can be Reporter 3’s). The Employer agrees that it will not arbitrarily refuse to advance employees on the pay scale. The Publisher or his representative has final discretion.

(g) 5. “Fair raises” means that raises are linked to performance and to the job market.
a. Annual raises—July 1, 2007, July 1, 2008, July 1, 2009.

b. Guaranteed annual cost-of-living raises—2007, 3 percent; 2008, 2.625 percent; 2009, 2.625 percent.

c. Performance-based annual raises—The average of performance-based raises for Guild members shall be 1) 0 percent in 2007; and 2) the company raise budget less 2.625 percent in 2008 and 2009.

d. Raise budget—is linked to the job market based on average raises.

e. Performance evaluations are done by the employee’s direct supervisor, reviewed by the Editor and based on performance criteria from the job description and Appendix A. A numeric score is used to allocate the performance-based raise. Current job descriptions for all positions will be provided to all employees and to the Guild. Employees who believe their performance evaluations do not accurately reflect their performance may appeal the evaluations to the Editor for review. The determination of the Editor is final.

As used in Article 11, “final” decisions made by the Employer or its representative are not subject to the grievance procedure.

Article 12—Expenses

(a) The Employer shall reimburse employees for the approved use of an automobile, in the service of the Employer, at the rate of thirty-three (33) cents per mile. On the first business day of each quarter, an average will be calculated of the price of unleaded gasoline at three locations in Mount Vernon: (1) the gasoline station at College Way and Waugh Road; (2) the gasoline station at College Way and Freeway Drive, and (3) the gasoline station at Fir and Riverside. For each 10-cent change in this average price, (from the previous average of $2.952 in April 2007), the mileage allowance will increase/decrease by one-half a cent (0.5) cent.

(b) The Employer shall continue to provide the same level of insurance coverage for photographic equipment and laptop computers, if required by the Employer, used in the service of the Employer. Each employee shall provide the Employer with a list of all such equipment, and keep such list up to date.

Article 13—Holidays

(a) All full-time employees shall have the following holidays with pay: New Year's Day, Presidents’ Day, Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas. In addition, employees who are full-time as of July 1 shall receive one floating holiday for use during the following calendar year, with scheduling of the holiday subject to mutual agreement between the employee and Employer.

(b) The holiday shall begin at 12:00 midnight on the eve of the holiday, and continue for the next twenty-four (24) hours. All full time employees required to work on a holiday shall receive straight-time pay for hours worked in addition to their holiday pay, except that employees who work on Thanksgiving and Christmas shall receive the overtime rate for all time worked on those days in addition to their holiday pay. Full-time and part-time employees who work on a holiday shall receive a minimum of three-(3) hours’ pay at the straight-time rate.

(c) Any full-time employee whose day off falls on a holiday shall receive an additional day off with pay at another date to be determined by mutual agreement between the employee and the Employer.

(d) Employees who are on leaves of absence, including sick leave, must work either the last scheduled day preceding the holiday or the first scheduled day following the holiday to receive holiday pay.

Article 14—Vacations

(a) Full-time employees shall be entitled to vacations based upon the following schedule. Full-time employees working less than forty (40) hours shall receive vacation pay based on the average hours worked per week in the previous calendar year.

2 weeks after 1 year

3 weeks after 5 years

4 weeks after 13 years

(b) Annually, the Employer shall prepare a schedule allowing the employees the opportunity to apply for vacation days. Vacation schedules shall be determined based upon seniority (to the extent practicable), and so as to minimize the inconvenience upon the Employer.

(c) An employee whose vacation time includes the holiday shall receive an additional day of vacation.

(d) A maximum of one week vacation may be carried over into the following year. Any excess vacation will be lost.

(e) Upon termination of employment, an employee (or the employee's estate in case of death) shall receive pay for all accrued and unused vacation

Article 15—Sick Leave

(a) Full-time employees shall receive the following amounts of sick leave per calendar year based on length of service: zero to five (5) years of service, five (5) days; six (6) or more years, 10 days. Sick leave may not be used during the first 90 days of employment. The maximum accumulation of sick leave is twenty (20) days. Any employee who does not use any sick leave during an entire calendar year shall receive two (2) bonus days of sick leave. The bonus days shall be kept in a separate “serious illness” account, and may only be used after an employee has been off work for fifteen (15) consecutive work days due to a serious illness.

(b) The Employer may require an employee to provide a doctor's certificate of illness, or release to return to work.

(c) Sick leave payments will be coordinated with State Industrial Insurance Plan, such that the employee’s net income is not increased during any time of illness or disability.

(d) Full-time employees will be covered under the Employer’s Disability Insurance Plan.

(e) If an employee is disabled because of illness, injury or pregnancy, the employee shall be required to use available sick leave and vacation pay during the term of their leave. Disability initially must be verified by a physician, and supplemental statements may be required. The Employer shall comply with the Family Medical and Leave Act.

Article 16—Leaves of Absence

(a) An employee with at least five (5) continuous years of service with the Employer may request an unpaid leave of absence, not to exceed three (3) months. The determination to approve such leaves shall be made by the Employer, and is not grievable. The approval of any leave request will not be precedential for any future requests. Leave requests will not be approved if another employee will be on leave during the requested period. Except for leaves of less than ten (10) work days, the employee will not receive any accruals or benefits under the Agreement during the period of the leave.

(b) Time spent on approved leaves shall not constitute a break in continuity of service, but leave time beyond a total of 240 hours in a calendar year will not count as service time in the computation of length of service benefits under this Agreement.

(c) Upon return of an employee from an approved leave of absence, a temporary employee hired as a substitute for such employee, may be dismissed by the Employer.

(d) Parental leave for childbirth of up to three (3) months shall be granted upon request. The employee shall notify the Employer of the intention to take such leave and inform the Employer of the specific dates the employee will return to work. After available vacation and sick leave have been used, the remainder of the leave shall be without pay. Such leaves shall apply to both natural and adoptive parents. While an employee may take up to an additional three (3) months of unpaid parental leave, the Employer shall not be required to hold open the employee’s job. In such event, a returning employee shall have a preferential right to the first available opening for which he/she is qualified.

(e) An employee designated by the Guild to attend a negotiating meeting or other meeting with the Employer and the Union shall be released without pay for that purpose. The number of employees designated to attend such meetings shall not exceed two, except by mutual agreement. Meetings shall be scheduled so as not to disrupt the Employer's staffing needs or cause overtime for other employees.

(f) Bereavement Leave. In the event of a death in the immediate family of a full-time employee, a full-time employee who has completed the introductory period shall receive up to three (3) days bereavement leave with full pay. Immediate family includes spouse, domestic partner residing with the employee, parent, son, daughter, brother, sister, grandparent, grandchild, parent-in-law, step-parent, step-brother, step-sister, and stepchild or any relative who regularly resides with the employee.

Article 17—Military Leave

(a) Employees will be granted unpaid leaves of absence to attend required military reserve training programs to the extent required by law. Vacation may be used during active duty for training periods.

(b) An employee enlisting, inducted or recalled for extended active duty will be granted an unpaid leave of absence for the period of service, to the extent required by applicable federal and state laws.

Article 18—401(k) Plan

The Employer shall allow employees to participate in the Employer’s 401(k) Savings Plan on the same terms and conditions as other employees.

Article 19—Medical Plan

(a) Full-time employees shall receive the same health and welfare plan, coverage, benefits, and employee premium schedule as other non-union employees of the Employer.

Article 20—General Provisions

(a) Outside Activities. Employees shall not engage in any activity outside of working hours, which would in any way compete with the Employer, or conflict with the employee’s ability to objectively perform his/her job duties. Employees shall not become involved in any political campaign, hold public office, nor serve on any public relations committee. Employees also shall not exploit the employee’s relationship with the Employer, nor use Employer-owned equipment or facilities in the course of any outside activities, without the express permission of the Employer.

(b) Jury Duty. A full-time employee who has completed the probationary period in Article 5(c) who is called to jury duty shall receive reimbursement for loss of wages while performing such service. Such reimbursement shall not exceed the employee's regular rate of pay, less any compensation paid by the court. Compensation paid to the employee by the court shall be turned over to the Employer. Any employee released by the court prior to having spent four (4) hours on jury duty or waiting for assignment, shall report to work as scheduled and complete the remainder of an eight (8) hour shift. In the case of shifts starting after the employee is released by the court, he/she shall be required to work only the hours required to make up a combined eight (8) hour shift. Such employee shall be paid a regular day’s wages, less any compensation provided by the court.

(c) Personnel Files. Upon reasonable request, employees may review their personnel files. Employees may insert written corrections about records the employee believes to be in error, and comment in writing about other information in the employee's file.

(d) An employee’s byline or credit line shall not be used over the employee’s reasonable and legitimate protest regarding the material facts contained in the story, or unethical conduct. The right to withhold is personal to the employee involved, and may not be used in concert with other employees.

Article 21—No Strike, No Lockout

(a) During the life of this Agreement, the Guild, its officers, agents, and members, and employees, shall neither engage in nor encourage any strikes, slowdowns, work stoppages, sitdowns, or picketing, including sympathy strikes and picketing of the Employer.

(b) Any employee who violates this Article is subject to discipline, up to and including discharge.

(c) Any suit for damages resulting from any violation of this Article shall not be subject to the arbitration provisions of this Agreement.

(d) During the life of this Agreement, the Employer shall not lock out any of the employees covered by this Agreement.

Article 22—Code of Responsibility

(a) The following code of responsibility has been adopted by the parties, and is applicable to all employees:
As employees of the Skagit Valley Herald, we recognize that our first responsibility and obligation is to our employer, and the customer. We further recognize that decisions and policies are made through the proper structure, so that the public has full confidence in our integrity and as employees. We recognize the need to work with a positive attitude and perform in a professional manner. We will perform our assigned tasks with both quality and quantity being taken into account. Punctuality, appearance, and attitude are priorities for us as Skagit Valley Herald employees.

(b) Mutual Respect. The parties desire that the relationship between them be one of mutual respect. The parties desire regular and open communication between management and employees in such areas as safety, improving work methods, organizational objectives and goals. The parties further recognize the value of constructively and regularly evaluating employees.

Article 23—Issue Discussion

The Guild and Management agree to establish and maintain a joint labor/management committee, consisting of two Guild representatives appointed by the Guild and two management representatives appointed by the Employer. The purpose of this committee is to provide a forum for discussing matters of interest to either party. The committee will not discuss any concerns which the members feel have not been taken through the established channels of authority but will refer these matters first to the proper place.

There is no limit to the nature of issues which may be referred to this process by employees, the Guild or management. The process will be used to advance ideas as well as to examine perceived wrongs. The only qualifications are that the affected person(s) certify the issue as a responsible one of genuine concern and thereafter participate firsthand in its resolution.

Unless otherwise agreed, the committee will meet on a monthly basis. The overriding purpose of the committee will be to address and seek resolution of those issues which are of concern. While the Employer retains the ultimate authority to run its business, the parties recognize the value of full, frank and open communication.

Article 24—Effective Date and Duration

This agreement shall become effective July 1, 2007, and shall remain in full force and effect to and including June 30, 2010. At any time within ninety (90) days prior to the termination of this Agreement, the Employer or the Guild may initiate negotiations for a new Agreement. The terms and conditions of this Agreement shall remain in effect as long as negotiations continue, or until either party has served fifteen (15) days’ written notice of termination. Such notice cannot be made prior to July 1, 2010.

Dated this 29th day of June, 2007.

Pacific Northwest Newspaper Guild, Skagit Valley Herald
CWA Local 37082 Publishing Company

By________________________ By_________________________
Bronlea Mishler, Copy Editor Stedem Wood, Publisher

By________________________
Franny White, Reporter

By________________________
Elizabethe A. Brown
Guild Administrative Officer

APPENDIX A

Job Criteria Reporter 1 Reporter 2 Reporter 3
Entry Level/Developing Experienced/Accomplished Senior
Nature of Work (type; complexity; variety; difficulty; scope) Performs varied work involving routine and basic reporting assignments. Work must be accurate and completed according to set deadlines. Performs a wide variety of relatively complex reporting assignments. Work must be accurate and completed according to set deadlines. May cover a specific "beat.” Regularly seeks out new and different stories, sidebars and human-interest pieces. Develops and maintains a wide array of contacts within various areas of the community. Performs a wide variety of complex reporting assignments, acting as an expert on certain fields. May cover a specific "beat" and may work on investigative articles and in-depth series which may have regional/national significance. Covers special assignments and regularly seeks out far-reaching story ideas, human-interest pieces and sidebars. Composes imaginative stories containing thoughtful analysis of complex issues. May write a column on area of expertise.
Latitude exercised/Direction received/Creativity (authority; nature & frequency of supervision received: ingenuity required) Under general supervision, gathers information and craft stories that are accurate and timely. Exercises judgment in using defined procedures, in order to determine appropriate course of action. Under general direction, works with established protocols, seeking assistance with complex/difficult problems. Crafts accurate and timely stories and develops story ideas on own. Exercises discretion in determining the impact of a story on the community and works with editors to determine the amount of play it should receive. Works independently with full range of established protocols in a given area. Solves complex and difficult problems, assisting others as required. Researches complex stories, originates story ideas and may work on stories critical to the community. Develops improvements to established protocols and may create new methods and processes that improve coverage of an issue. Works with editors to determine positioning and play of a story.
Responsibility for interpersonal contacts (nature; level; frequency; impact) Has basic community contact to develop stories and report on news in a timely and accurate fashion. Interacts with peers and internal support personnel to coordinate work. Protects confidential information and sources. Has extensive community contact and develops story ideas by cultivating various sources of information. Ensures accuracy by, among other methods, research and verification by more than one source. Protects confidential information and sources. Develops customer relationships to expand range of services provided and to maintain high level of satisfaction.

Cultivates sources of information from a wide array of confidential sources. Responsible for accuracy of in-depth stories and ensures all sides of issues are reviewed prior to publication. Protects confidential information and sources.
Responsibility for the work of others None May provide basic oversight of those gathering basic information by other reporters or news clerks and library personnel. Provides technical direction to less experienced Reporters and may serve as lead person on complicated reporting assignments. May perform basic training assignments. Oversees News Clerks and library personnel as required

Education/formal training& work experience required (type; level; duration) College degree required with Journalism major preferred. College degree required with Journalism major preferred. 2-4 years of progressively more difficult experience, working on own on complex stories. College degree required with Journalism major preferred. 5 or more years of progressively more difficult experience, working independently on the most complicated of reporting assignments.

Job Criteria Copy Editor 1 Copy Editor 2 Copy Editor 3
Entry Level/Developing Experienced/Accomplished Senior
Nature of Work (type; complexity; variety; difficulty; scope) Can edit fundamental news, sports and features stories. Resulting copy is free of typos, grammatical errors and misspellings. Understands and applies the newspaper's style rules. Writes clear and accurate headlines. Same as Copy editor 1; also can handle stories of greater complexity and stories with different writing styles. Expected to write creative and clever headlines when warranted by copy. Can advise originating editors on issues of completeness and fairness of content and news judgment. Counted on to edit the most significant stories of the day, along with complex projects.

Latitude exercised/Direction received/Creativity (authority; nature & frequency of supervision received: ingenuity required) Works under general supervision to ensure that copy is clean, has a strong lead and clear focus, and that the readers' basic questions are answered. Is expected to take the initiative in raising issues of style and taste as well as accuracy. Can be counted on to write clear and creative headlines on significant stories, even under deadline pressure. Same as Copy Editor 2; also expected to show courage in raising any significant issue regarding new judgment, taste, style and accuracy for even the most complex stories and projects.

Responsibility for interpersonal contacts (nature; level; frequency; impact) Expected to interact with peers and with editors from other desks in a professional manner. Same as Copy Editor1; also can work effectively with both originating editors and writers to resolve basic issues in copy. Effective at solving problems relating to production of the paper and deadlines, and raising and helping to solve deeper content issues. Expected to help fellow copy editors with questions involving news judgment, headlines and other general editing issues. Same as Copy Editor 2; also can interact with senior management and department-head level to raise and resolve tough issues on complex stories and project.

Responsibility for the work of others None Can be relied upon to competently slot an occasional story as workload demands. Works occasional shifts backing up the slot/desk supervisor. Can be called upon to work as the slot/desk supervisor on a periodic basis.

Education/formal training& work experience required (type; level; duration) College degree required, with course concentration in journalism, English history, political science preferred. Same as Copy Editor 1, with 2-4 years of copy editing experience and some experience backing up slot and news desk editors. Same as Copy Editor 2, with experience as lead editor or slot on significant stories and projects.

Job Criteria Photographer 1 Photographer 2 Photographer 3
Entry Level/Developing Experienced/Accomplished Senior
Nature of Work (type; complexity; variety; difficulty; scope) Performs varied work involving routine and basic photo assignments. Work must meet qualitative standards and be completed according to deadlines. Performs a wide variety of relatively challenging photo assignments. Work must meet qualitative standards and completed according to set deadlines. May cover one or more specific areas, such as general news, sports, or features. Develops creative approaches to different stories. Develops and maintains extensive knowledge or, and an array of contacts within various areas of the local community. Performs a wide variety of complex photo assignments and projects, acting as an expert on certain fields. Able to work on assignments in multiple areas, such as general news, sports, and features. May team with assigned reporters to work on investigative articles and in-depth series with regional/national significance. Covers special assignments. Selects, composes, captures, and processes imaginative images that effectively compliment the written word. Performs basic reporting assignments in the absence of a reporter.
Latitude exercised/Direction received/Creativity (authority; nature & frequency of supervision received: ingenuity required) Under general supervision, captures images that complement the story, are visually engaging, well composed, and timely. Exercises judgment in selecting subject matter, image composition, and photographic techniques, in order to meet requirements of photo assignment. Works under general direction. Crafts visually engaging "picture stories" that convey key stages in the development of a story. Suggest alternative approaches to capturing story images, and works with editors to determine the best approach. Seeks assistance from more experienced personnel with complex/difficult problems. Works independently. Develops creative solutions to concepts. Responsible for complex and difficult photo assignments. Leads ad hoc project teams. Develops improvements to established photographic or studio protocols. Works with editors to determine positioning and play an image(s).
Responsibility for interpersonal contacts (nature; level; frequency; impact) Has basic knowledge of, and contacts in, local community to facilitate capture of visually engaging, quality pictures in a timely fashion. Interacts with management, peers and internal support personnel to coordinate work. Has extensive knowledge of, and contacts in, local community contact. Develops picture ideas in conjunction with experienced reporters. Interacts with management, peers and internal support personnel to coordinate work. Has extensive knowledge of, and contacts in, local community contact. Develops picture ideas in conjunction with experienced reporters. Interacts with management, peers and internal support personnel to coordinate work. Responsible for accurate reporting of stories in the absence of a reporter. Protects confidential information and sources.
Responsibility for the work of others None May provide basic oversight of less experienced photographers carrying out basic photo assignments. Provides creative, technical, and operational direction to less experienced Photographers, and may serve as lead person on complicated photo assignments or projects. May perform basic training assignments.
Education/formal training& work experience required (type; level; duration) College degree required with major in Photo-journalism, preferred. College work should include newspaper internships. 0-2 years’ experience with a daily newspaper. College degree required with major in Photo-journalism preferred. 2-8 years of progressively responsible experience with one or more daily newspapers. Experience working on a variety of assignments and projects of increasing complexity, including general news, sports, and features. College degree required with major in Photo-journalism preferred. 8 or more years of progressively responsible experience with one or more daily newspapers. Experience working on a variety of assignments and projects of increasing complexity, including general news, sports, and features. Works independently on the most complicated photo assignments and projects.

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