AGREEMENT

Between
STAR-JOURNAL PUBLISHING CORPORATION
And
DENVER NEWSPAPER GUILD
CWA LOCAL NO. 37074
CONTENTS
ARTICLE
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10B
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TITLE

PAGE

PARTIES AND TERMS

EXCEPTIONS
GUILD SHOP
HIRING
INFORMATION
PART-TIME AND TEMPORARY EMPLOYEES
SALARIES
HOURS AND OVERTIME
SEVERANCE PAY
PENSION
TAX DEFERRED SAVINGS PLAN
HOLIDAYS AND DAYS OFF
VACATIONS
HEALTH AND WELFARE
VDT'S
GRIEVANCE PROCEDURES
EMPLOYEE SECURITY
EXPENSES AND EQUIPMENT
MILITARY SERVICE
LEAVES OF ABSENCE
MISCELLANEOUS
JURISDICTION
FULLY BARGAINED
CHANGE OF OWNERSHIP
SUBSTANCE ABUSE/TESTING PROCEDURE
DURATION AND RENEWAL
MEMORANDUM OF AGREEMENT #1

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AGREEMENT
1

Between
STAR-JOURNAL PUBLISHING COMPANY
And
DENVER NEWSPAPER GUILD CWA LOCAL NO. 37074
October 7, 2013, through March 31, 2015
ARTICLE 1
PARTIES AND TERMS
The Agreement is effective October 7, 2013, through March 31, 2015, between the StarJournal Publishing Corporation, a corporation hereinafter known as the Publisher, and the Denver
Newspaper Guild-CWA Local 37074, a local chartered by The Newspaper Guild CWA (AFL-CIO,
CLC), hereinafter known as the Guild, for itself and on behalf of all the employees of the Publisher in
the Editorial, Commercial (including Advertising, Business and Circulation sub-departments) and
miscellaneous departments, including all of the employees of the Publisher, excluding only those not
otherwise provided for in this Agreement.
ARTICLE 2
EXCEPTIONS
Section 1. The following are excluded from the application of this Agreement: Managing
Editor, Editorial Page Editor, eight other editors, Photo Director, Advertising Director, Retail
Advertising Manager, Business Development Manager, Classified Advertising Manager, Classified
Advertising Supervisor, Promotion Manager, Internet Manager, Circulation Director, Circulation
Sales Manager, Country Circulation Manager, Single Copy Sales Manager, two Circulation Zone
Managers, Business Office Manager, Chief Accountant, Credit Manager, two assistants to the
Business Office Manager, Mailroom Manager, two Mailroom Foremen, three Assistant Mailroom
Foremen, one private, confidential secretary, Newsroom Office Manager, Pueblo West View Office
Manager and Pueblo West View Editor.
Section 2. The Publisher shall notify the Guild of any additional exemptions. All exemptions
must conform with the criteria of manager, supervisor, or confidential employee as established by the
National Labor Relations Act, as amended, and as interpreted and applied by the National Labor
Relations Board and the Federal courts. Any dispute regarding new exemptions proposed or
challenged during term of this agreement shall be subject to grievance and arbitration procedures
defined in Article 14, Grievance Procedure.
ARTICLE 3
GUILD SHOP
Section 1. Within thirty days of hire, the Guild president, or his/her designee, shall be allotted
up to one hour of company time with a new bargaining unit employee for the purpose of explaining
the role of the Guild at the Chieftain.
2

(a) An employee shall have a 15-day option period prior to his/her first employment
Anniversary and each anniversary thereafter during which time he/she may serve
notice and resign from the Guild and/or cease paying dues or fees to the Guild and retain
his/her employment.
Section 2. Upon an employees written assignment, the Publisher shall deduct from the
earnings of such employees and pay to the Guild not later than the 15th of each month all Guild dues
or fees due or overdue the Guild. Such dues or fees shall be deducted from the employees earnings
in accordance with a schedule furnished by the Guild to the Publisher. The Guild treasurer shall
supply a list to the Publisher of such deductions due at least seven days before payday. Such a
schedule may be amended by the Guild at any time. An employees voluntary written assignment
shall remain effective in accordance with the terms of such assignment.
ARTICLE 4
HIRING
Section 1. If the Publisher finds it necessary to fill vacancies or requires additional employees
in classifications covered by the contract, he will give the Guild an opportunity to recommend a
candidate or candidates. He will give full consideration to the hiring of such candidates.
Section 2. The Publisher shall hire and provide equal opportunity for transfer or
advancement to employees without regard to age, gender, race, creed, color, national origin, sexual
orientation, political activities or political beliefs, or disability.
Section 3. New full-time employees may be required to serve a probationary period of six
(6) months; new part-time employees may be required to serve a probationary period of six (6)
months. During a probationary period an employee may be discharged for any reason, except for a
proven violation of Article 4 Section 2, the no discrimination clause. A probationary employee shall
have no recourse to the Grievance or Arbitration procedures set forth in this agreement concerning
such discharge. This probationary period may be extended up to three months by mutual agreement
between the Publisher and the Guild.
Section 4. Where the company fails to promote an employee to a higher position, the
individual, upon request, shall receive an explanation from the company.
Section 5. Any employee assisting in training a new employee shall have his/her regular
assignment duties balanced with the training assignment. The publisher will attempt to accommodate
employees who prefer not to assist in training new employees.
ARTICLE 5
INFORMATION
Section 1. The Publisher shall supply the Guild within 30 days after hiring a new employee
the following information for such new employee:
(a)
Name, address and telephone number
(b)
Date of hiring
(c)
Classification
(d)
Experience rating and experience anniversary
(e)
Salary
3

(f)
(g)
(h)

Date of Birth
Gender
Minority Group

Section 2. At least once a year, in February, the Publisher shall provide the name of each
employee covered by this contract plus the amounts of salary, incentive, bonus, overtime and mileage
reimbursement paid to each employee in the previous year.
Section 3. The Publisher shall notify the Guild monthly in writing of:
(a) All merit increases granted by name of the employee, individual amount, resulting new
salary and effective date.
(b) Step-up increases granted by name of the employee, individual amount, resulting salary
and effective date.
(c) Changes in classification and salary changes by reason thereof and effective date.
(d)

Resignations, retirements, death and any other revision in the data listed in Section 1
and effective dates.
ARTICLE 6
PART-TIME AND TEMPORARY EMPLOYEES

Section 1. Part-time and temporary employees shall not be employed where, in effect, such
employment would eliminate or displace a regular, full-time employee. If a position becomes
economically unfeasible or the duties do not require a full-time employee, the company may reduce a
job to part-time, after demonstrating to the Guild the need for the change. The employee currently
performing the job being reduced may elect to remain in the part-time job, accept a dismissal to
reduce the force, or voluntarily resign or retire. If the employee elects to accept a dismissal to reduce
the force, he/she shall receive severance pay in accordance with Article 9 and may exercise the rights
set forth in Article 15, Section 4 (c) only. A part-time employee is defined as one who works regularly
thirty (30) hours or less in a regular workweek. A temporary employee is one who is employed on a
special project for no more than six (6) months, except in cases where a temporary employee is hired
to replace an employee on leave, then temporary employment shall be for the duration of the leave.
The Publisher shall notify the Guild of the nature of the project and the estimated duration of the job
at the time the temporary employee is hired.
Section 2. Part-time and temporary employees who become regular full-time employees shall
be accorded full credit for prior experience in comparable work as a part-time or temporary
employee in proportion to time worked in continuous employment in determining experience
classification and for prior service in determining service credit for contract benefits.
Section 3. Part-time and temporary employees shall be covered by all the terms of this
Agreement except where otherwise provided, shall be paid on an hourly basis equivalent to the
weekly minimum salary provided for their contract classification and experience, shall advance on the
schedule of minimum salaries, and shall receive such benefits on a pro-rated basis in proportion to
time worked.
ARTICLE 7
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SALARIES
Section 1. The following weekly minimum salaries shall be effective March 31, 2008 as
specified, and for the duration of this Agreement unless changed in accordance with the other
provisions.
REPORTERS, PHOTOGRAPHERS, ARTISTS AND WEBMASTER (per week):
Start
6 Months
12 Months
18 Months
24 Months
30 Months
36 Months
42 Months
48 Months
54 Months
60 Months
66 Months

$572.99
$598.62
$623.96
$649.94
$675.61
$701.23
$726.92
$752.57
$778.24
$803.90
$829.55
$857.43

Copy Editor .................................. $7.49 per shift

Copy Editor/Paginator ................... $12.48 per shift
Reporter at 15 years with Chieftain $26.64 per week
For the life of this Agreement, a minimum of $434.75 per week shall be paid to new
employees hired after ratification of the Agreement as reporters, photographers, copy editors or
webmasters.
Graphic Artists hired after the effective date of this agreement are not eligible to receive
pagination pay. Jennifer Tate, Ann Boyden and Charles Ruybe shall continue to be eligible to receive
pagination pay. Reporter or Editor will receive pagination pay only when their primary duty during
the shift is pagination.
Current Employees who perform copy editing will receive copy editing pay at the above
stated rate. New employees will not receive copy editor pay.
PART-TIME REGIONAL CORRESPONDENTS (per hour):
Start
12 Months
24 Months
36 Months
48 Months

$10.00
$10.50
$11.00
$11.50
$12.00

FULL-TIME REGIONAL CORRESPONDENTS (per hour):

Start
12 Months
24 Months

$10.00
$10.50
$11.00
5

36 Months
48 Months

$11.50
$12.00

SOCIAL MEDIA EDITOR (per week):

Start
12 months
24 months
36 months
48 months

$480.77
$490.38
$500.00
$509.62
$519.23

PHOTOGRAPH TECHNICIAN - GRAPHICS TECHNICIAN, ON-LINE TECHNICIAN

(per week):
Start
12 Months
24 Months
36 Months
48 Months
60 Months

$407.85
$417.45
$457.33
$470.61
$533.18
$607.22

(The technician rate shall be the same as photographer-technician but the top scale shall be fourthyear level. Duties of the technician shall be developing, printing and processing photographs but shall
not preclude taking occasional photographs.)
CIRCULATION
District Managers (per week):
1
$ 521.58
2
$ 558.68
3
$ 582.51
4
$ 606.36
5
$ 638.73
District Managers at completion of 5 years of full time employment at Chieftain $16.72 per week.
Part-time DM Assistants (per hour):
1
2
3

$ 10.87
$ 11.61
$ 12.18

MAILROOM
Full-time Mailer (per week):
1
$ 464.48
2
$ 508.73
3
$ 543.72
Part-time Mailer (per hour):
Start
$ 8.88
After 500 hours
$ 9.21
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After 1000 hours

$ 9.76

CLERICAL
I. Clerks, Switchboard
Operators (per week):
1
$ 430.74
2
$ 447.79
3
$ 476.28
4
$ 506.64
II. Bookkeepers, Secretarial, Service Clerks and/or Keyboard Operators, Ad Copy Typists,
Copy Clerks (per week):
1
$ 436.43
2
$ 455.38
3
$ 481.95
4
$ 519.90
III. Librarian, Advertising Copy Assistants, Secretarial, Bookkeeper and/or computer
Operators (per week):
1.
$ 440.22
2.
$ 470.61
3.
$ 502.82
4.
$ 561.68
Clerks I, II and III, at completion of 15 years of full time employment at Chieftain $13.94 per week.
Clerks I, II and III, at completion of 15 years of part time employment at Chieftain $.35 per hour.
ADVERTISING
Dispatch Clerks (per week):
1
$ 430.73
2
$ 447.79
3
$ 464.16
Inside Sales Reps (per week):
1
$ 438.32
2
$ 462.98
3
$ 493.36
4
$ 540.79
Outside Sales Staff:
$514.43 per week
Internet Sales Staff (per week):
Start
$ 456.76
6 months
$ 463.28
12 months
$ 469.81
The Publisher has the right to modify the advertising commission structure as long as the
changes made are applied equally to all sales staff, assuring that the opportunity to earn commissions
7

are equitable.
Section 2. The Publisher shall increase employees wages by an amount equal to the
premium cost of the short term disability policy.
Section 3. In the application of the foregoing schedule of minimums, experience shall
include all regular employment in comparable work at the Pueblo Chieftain. Regular employment for
purposes of this Section 3 shall not include internships and clerical work shall not be considered
comparable to journalist positions.
Section 4: A Regional Correspondent is defined as a reporter who works outside of Pueblo
County, supplying news stories and photographs to the Publisher. The Publisher will reimburse the
correspondent for mileage, meals, transportation, lodging and cellular phone use, the latter
parameters outlined in Article 19, Section 10; and will be subject to other provisions as applicable in
the contract between the union and the Publisher.
Section 5. Employees who work temporarily in a higher wage classification in the bargaining
unit shall be paid at least the rate of pay in the higher classification for the same year of experience
for all time worked.
Section 6. Present employees will be given first consideration when vacancies in higher
classifications occur. Women and members of minority groups will be given full and equal
opportunity and consideration when such vacancies occur. Notice of such vacancies shall be posted
on the bulletin boards in all Guild departments for one week before the vacancy is filled. Employees
promoted to higher classifications shall be given a trial period of up to 90 days which period may be
extended by mutual agreement. During such trial period the employee shall receive at least the
minimum next higher than his/her salary for the same year of experience in the classification from
which he/she advanced. During such trial period, the employee may elect to return to the
classification from which he/she advanced without penalty or prejudice. The Publisher's evaluations
of the employee's progress shall be discussed with the employee during the trial period and at its end.
Section 7. Full-time employees shall receive a differential of 63 cents per hour for all hours
worked or fraction thereof between the hours of 6 p.m. and 5 a.m. Part-time employees shall receive
59 cents per hour for all hours worked or fractions thereof between 6 p.m. and 5 a.m.
Section 8. Not more than twenty-five per cent (25%) of all regular full-time employees in
any department shall receive a rate of pay less than fixed herein as a minimum of two years of
experience. For the purpose of this section, the force shall be divided into two departments: (a)
Editorial department employees and (b) all other employees covered by this Agreement.
Section 9. Any dollar differential above the minimum shall be maintained when minimums are
increased or as otherwise provided in this contract. An employee advancing through the schedule of
minimums shall receive the increase provided thereby on each anniversary of employment in his/her
classification.
Section 10. There shall be no reduction in salaries during the life of this Agreement except as
otherwise provided within this contract.
Section 11. Should the Publisher create a new job, he shall furnish the Guild with the
proposed job description and the parties shall negotiate a new minimum.
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Section 12. The foregoing rates are minimum wage rates and nothing in the Agreement shall
prevent employees from bargaining individually for pay increases in excess of the minimums
established herein. Individual merit may be acknowledged by increases above the minimums.
ARTICLE 8
HOURS AND OVERTIME
Section 1. The five-day, 40-hour week shall prevail.
Section 2. The working day shall consist of eight (8) hours falling within nine (9)
consecutive hours. District Carrier Managers, at their sole discretion, are exempted from this
provision.
(a) With the mutual agreement of the employee and supervisor, a 4-day 40-hour week may
be worked for business reasons on an individual basis under this section. The working
day under this Section shall consist of ten (10) hours falling within eleven (11)
consecutive hours.
(b)

Upon an employee's request, time off may be granted for personal leave, the time to
be made up with the approval of the supervisor.

Section 3. The Publisher shall compensate authorized overtime at the rate of time and onehalf (x 1 ). An employee authorized to work a sixth or seventh consecutive shift (fifth or sixth
consecutive shift for an employee working a 4-day week schedule), or on his scheduled day off, shall
be paid time and one-half (x 1 ) for all time worked, with a minimum of eight (8) hours pay at the
overtime rate, except in an emergency, and at the employee's discretion, the minimum shall be four
(4) hours. Work in excess of sixteen (16) hours in any day or fifty-six (56) hours in any workweek
shall be compensated at the rate of double time (x 2).
Section 4. The Publisher shall cause a record of all overtime to be kept. Such a record shall
be made available to the Guild on request. Overtime is defined as work beyond the unit of hours in
the workday or days in the workweek, or any work outside the properly posted scheduled hours.
Work schedules shall be posted by noon on Thursdays for the next succeeding week starting on
Monday and shall not be altered except by mutual consent of the department head and the employee.
If there is no mutual consent and the employee is called back on his/her day off as scheduled, then the
provision concerning work on days off prevails. However, if there is mutual agreement for a change
of days off between employees in the same department, then there is no time and one-half penalty
due nor a compensating day off.
Section 5. Full-time employees called back after the regular day's or night's work will be paid
a bonus of one (1) hour's pay plus pay for the time worked at time and one-half (x 1 ) with a
minimum guarantee of one (1) hour's work.
Section 6. Part-time employees called back after the regular day's or night's work will be
paid a bonus of one (1) hour's pay plus pay for time worked at the hourly wage with a minimum
guarantee of one (1) hour's work.
ARTICLE 9
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SEVERANCE PAY
Section 1. Upon severance, except in cases of gross misconduct, resignation, retirement or
death, all regular, full-time employees after completing at least one (1) year of credited service, shall
receive a cash payment equal to one (1) week's pay for each year of credited service or major fraction
thereof for the first five (5) years of said employee's service; and one (1) week's pay for each nine (9)
months credited service thereafter, up to a maximum of thirty (30) weeks pay for all credited service.
Severance pay shall be computed at the highest weekly rate of pay received by the employee during
the previous applicable period.
Section 2. In the case of dismissal of an employee entitled by years of service to receive
severance pay as provided in Section 1, the employee shall receive the full amount of dismissal pay
from the Publisher if he/she has no vested benefits under said Pension Agreement. Employees who
have a vested interest under said Pension Agreement shall receive severance pay from two sources:
his/her vested interest from the Pension Trust Fund and the balance, if any, from the publisher up to a
total amount as stipulated in Section 1 of this Article.
Section 3. Severance pay upon the death of an employee shall be paid in the form of a death
benefit pursuant to Article 16 of the Pension Agreement.
ARTICLE 10
PENSION
Section 1. Terms and conditions of retirement for all regular full-time employees in the
collective bargaining unit represented by the Guild, except those otherwise exempted, are specified in
the Pension Agreement between the Guild and the Publisher, as amended effective May 1, 1979,
duration of which is hereby made co-extensive with this Collective Bargaining Agreement.
Section 2. The Plan was revised to reflect the following: Employees with twenty (20) years
or more service as of March 31, 2009 had their benefit years frozen at their current level. Employees
with less than twenty (20) years of service continued to accumulate benefit years to a maximum of
twenty (20) years.
Section 3. The Plan was frozen as of August 1, 2011.
Section 4. The Star-Journal Publishing Corp. and the Denver Newspaper Guild agree to
terminate the Guild Pension Plan in the manner described below:
The termination of the Guild Pension Plan will be a Pension Benefit Guaranty Corporation
(PBGC) Standard Termination that will be a multi-step process:
Step 1: Enough money will be contributed to the Plan to increase the funding level
to eighty per cent (80%). This will allow employees who are terminating their employment
to receive their entire pension benefit in the form of a single payment (lump sum). The
participant always has the option to receive monthly pension payments if their lump sum is
at least $1,000. If the lump sum is less than $1,000 the lump sum is automatically paid.
Lump sum payments are eligible to be rolled over to an IRA account. The funding level is
the ratio of plan assets to the plans liability for all benefits yet to be paid.
Step 2: Former employees who have not commenced payment of their entire
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pension will be eligible to receive the remaining portion of their pension payment in the
form of a lump sum if they elect to do so. Some former employees only took one-half of
their pension as a lump sum because of IRS restrictions and left the other one-half in the
Plan. When the funding level is increased to eighty per cent (80%) these participants will
be eligible to take the remaining one-half of their pension as a lump sum.
Step 3: Benefits will be calculated for all remaining Guild employees and all
required notices for these employees will be prepared. This process could take the
remainder of 2013. Once this is done the final Step 4 will commence.
Step 4: A 60-day advance notice of the termination must be given to all
participants and to the Union. The Pension Benefit Guaranty Corporation (PBGC), a
government agency, must be notified of the plan termination and be provided some of the
details of the termination. The PBGC will take 60 days to review the information provided
to them. The Plan termination may also be submitted to the Internal Revenue Service
(IRS) for a final review. If this is done it could take the IRS one year to complete their
review. A decision to file with the IRS will be made later this year after consultation with
legal counsel. Final lump sum distributions to active employees who are plan participants
cannot take place until all government reviews are completed but lump sum payments can
be made to participants who terminate employment during the review process.
After all government reviews have been completed enough money will be contributed to
the Plan to increase the funding level to one hundred per cent (100%) of funds needed to pay a
lump sum or to purchase an annuity contract for each Plan participant. All remaining participants
who have not commenced pension payments as of the date of the Plan termination will have the
option of receiving a lump sum payment of receiving an immediate monthly pension or they may
elect a deferred monthly pension. The annuity contracts shall provide for benefit amount, early
retirement factors and optional forms of distribution as provided for in the current plan document.
Any currently active Guild employee who is a participant in the Plan as of the termination
date will become one hundred per cent (100%) vested in his/her pension benefit earned through
the date the Plan was frozen. The Plan was frozen in July 2011.
For those participants currently receiving a monthly pension as of the date of termination
an annuity contact may be purchased to continue paying the monthly pension. It is possible that
these participants could be offered the option of a lump sum payment. The Plan Sponsor will
decide whether or not to offer a lump sum to these participants at a later date after the plan
termination date.
Section 5. The Publisher will make every reasonable attempt to close the pension by
December 31, 2014.
ARTICLE 10B
TAX DEFERRED SAVINGS PLAN
Section 1. The Publisher shall offer a 401(k) plan to all employees covered by this
Agreement. The Publisher match at the rate of fifty per cent (50%) up to a maximum Employer
contribution of three percent (3%) of the employees compensation shall remain suspended
indefinitely.
ARTICLE 11
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HOLIDAYS AND DAYS OFF

Section 1. The following holidays shall be granted to all regular full-time employees and
temporary full-time with full pay: two floating holidays which shall accrue to an employee after
his/her completion of one year of continuous service; New Year's Day, Memorial Day, Independence
Day, Labor Day, Thanksgiving Day and Christmas Day. The department head shall be notified at least
two (2) weeks in advance of the employee's choice of his/her floating holidays, which can be earned
twice in a calendar year and taken on a mutually agreeable day. If two or more employees in the same
department or section request the same floating holiday, the department head will endeavor to grant
the requests but if he/she must limit the number, requests will be granted in the order received by the
department head.
Section 2. Days off as provided in this Article shall be taken within six (6) months at a
mutually agreeable time or mutually agreed upon extension, except Thanksgiving Day, Christmas
Day, and New Year's Day may, if necessary, be taken up to August 1st of the year following the
Thanksgiving and Christmas holidays. After December 31st, employees will be entitled to schedule
accrued vacation on a first come, first-served basis from times remaining open.
Section 3. When a full-time employee works on a designated holiday he/she shall not be paid
holiday pay, but shall be paid for hours worked at the rate of two times (2x) their normal straighttime rate for time worked as authorized by the department head with a minimum of eight (8) hours
pay at the double time rate.
Section 4. If a holiday falls on a regular full-time employee's day off, the employee will be
paid holiday pay at their straight time rate. If a holiday falls during an employees vacation, the
employee will be paid holiday pay at their straight time rate and will not be charged a vacation day.
Section 5. Part-time employees who work on New Year's Day, Memorial Day, Independence
Day, Labor Day, Thanksgiving Day and Christmas Day shall not receive holiday pay, but shall be paid
for hours worked at two times (2x) their straight-time hourly wage. Additionally, any part-time
employee who has worked at least one-thousand (1000) hours in the preceding calendar year will
receive one (1) floating holiday paid at straight time.
ARTICLE 12
VACATIONS
Section 1. All employees shall receive vacations as hereinafter provided:
(a)
Employees who have been continuously employed for less than one (1) calendar year
as of January 1 of the current calendar year shall receive one (1) day of vacation for each twenty-five
(25) days worked in the preceding calendar year up to a maximum of ten (10) days, which shall be
taken during the current calendar year. No employee shall be entitled to any vacation, however, until
he/she has completed six (6) continuous months of employment.
(b)
Employees who have been continuously employed during the entire preceding
calendar year as of January 1 of the current calendar year shall receive vacation with pay during the
current calendar year at the rate of one (1) day of vacation for each twent-five (25) days worked in
the preceding calendar year up to a maximum of ten (10) days.
(c)

Employees who have been continuously employed for four (4) years as of January 1
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of the current calendar year shall receive vacation with pay during the current calendar year at the
rate of one (1) day of vacation for each sixteen (16) days worked in the preceding calendar year up
to a maximum of fifteen (15) days. Time spent on paid sick leave by employees covered by this
subsection (c) shall be considered time worked for the purpose of computing vacation credit,
provided such leave is for a major illness or disability.
(d)
Effective January 1, 1980, employees who have been continuously employed for
twelve (12) years as of January 1 of the current calendar year shall receive vacation with pay during
the current calendar year at the rate of one (1) day of vacation for each of twelve (12) days worked
in the preceding calendar year up to the maximum of twenty (20) days. Time spent on paid sick leave
by employees covered by this subsection (d) shall be considered time worked for the purpose of
computing vacation credit, provided such leave is for a major illness or disability.
(e)
Employees may carry over vacation time from one calendar year to the next if an
employees scheduled vacation is canceled by mutual agreement at the request of management. Any
carryover for that reason shall be scheduled and taken by March 31 of the following year.
(f)
In the application of the foregoing vacation accrual formula, employees who have
worked a minimum number of shifts as follows will receive a full vacation entitlement:
2 weeks vacation ...................... 235 shifts
3 weeks vacation ...................... 230 shifts
4 weeks vacation ...................... 225 shifts
Vacation credits will continue to accrue during the first six months of absence during a major
illness or disability.
Section 2. Vacations shall be arranged according to seniority with the efficient operation of
the department given due consideration. Department heads shall post vacation choice calendars by
December 1 of each year and employees shall make their choice of vacations during December, based
on full-time seniority or lose their seniority rights in making such selection. After December 31,
employees will be entitled to scheduled accrued vacation on a first come, first served basis from times
remaining open. The entire calendar year shall be considered the vacation period.
Section 3. Upon termination of employment an employee or his/her estate in case of death
shall receive accrued vacation pay owed.
Section 4. Part-time employees shall be granted time off in accordance with the above
schedule provided payment shall be pro-rated.
Section 5. For the life of this Agreement, employees hired after ratification of this Agreement
shall receive a minimum of one (1) week of vacation per year.
ARTICLE 13
HEALTH & WELFARE PLAN
Section 1. A health and welfare plan for each regular full-time employee shall be maintained
and paid for by the Publisher as follows to provide the employee with:
(a)

Life Insurance of $50,000.

13

(b)

Accidental Death or Dismemberment Insurance of $50,000.

Section 2. After each year of continuous service, full-time employees are credited with 64
hours (eight days) of sick leave. There will be no carry-over of sick leave. Effective January 1, 2014,
each regular full-time employee shall be granted, on an annual basis, an additional ten (10) days of
sick leave to be used only if the employee qualifies for short-term disability. The ten (10) days of sick
leave shall be used for the qualifying period and will be awarded retroactively, if necessary, upon
qualification for short-term disability.
The Publisher reserves the right to verify the illness or disability of any employee availing
him/herself of the benefits of this section.
Section 3. The Publisher shall maintain a group health plan or plans. Publisher will pay
ninety per cent (90%) of the medical premium for single coverage. Eighty per cent (80%) of the
medical premium for single plus spouse coverage and employee plus child(ren) coverage, and
seventy-five per cent (75%) of the medical premium for family coverage. Effective January 1, 2015
the Publisher will pay eighty per cent (80%) of the medical premium coverage for all levels of
coverage. The Publisher will maintain the dental plans now in effect. It is understood that the
Publisher will make no contribution toward the dental plan for any employee or dependent. The
Publisher will provide up to $150.00 annual allowance toward the uninsured cost of vision care. The
Publisher will require proof of such costs before such reimbursement.
New employees are eligible to participate in the insurance program beginning the first day of
the month following forty-five (45) days of employment. If application is not made within the
specified period, enrollment may be made only during the open enrollment period.
Section 4. If the Publisher offers three health plans, the Base plan, Buy-up plan and Buydown plan, the parties agree that premium percentages paid by the Publisher shall apply only to the
Base plan. For the Buy-up plan and Buy-down plan, the Publisher shall pay the premium amount the
Publisher would pay for the Base plan and the employee shall pay the remainder of the premium.
Section 5. An employee who is absent on account of sickness which extends beyond the
period during which payment is provided for in the foregoing schedule shall be considered on sick
leave not to exceed eighteen (18) months.
Section 6. Part-time employees who have not completed 2,080 hours of continuous
employment, who wish to participate in the health insurance plans, who are not eligible for group
rate under any other policy, may do so by paying the full premium through payroll deduction
provided the employee's earnings after other deductions are sufficient to permit the necessary single
or family deduction for the premium. After the part-time employee has completed 2,080 hours of
continuous employment, the Publisher will pay sixty per cent (60%) of the single coverage rate. The
part-time employee who wishes to participate after 2080 hours may be enrolled only during the next
following open enrollment period.
Section 7. Employees granted leaves of absence under Article 18 shall have the option of
retaining health insurance benefits at the group rate and with all group benefits. Arrangements for
payment of premiums by the individual in such instances shall be made with the Business Office at the
time of exercise of such action.

14

Section 8. The Publisher shall provide a short term disability policy. The employee shall
enroll in and pay for the premium amount of the short term disability policy through automatic
payroll deduction.
ARTICLE 13B
VDTS
Adjustable chairs shall be provided for all employees operating VDTs, foot rests, wrist rests,
glare shields, copy holders and task lighting shall be provided upon the employee's request. In
addition to normal breaks, employees engaged in sustained or highly repetitive work on display
terminals are urged to take a stretch break of at least five minutes after each hour of VDT work.
ARTICLE 14
GRIEVANCE PROCEDURES
Section 1. The Guild shall designate a committee of its own choosing to take up with the
Publisher or his authorized agent any matter rising from the application of this Agreement affecting
the relations of the employees and the Publisher.
(a)
Grievances must be raised within thirty (30) days of the date of occurrence or within
thirty (30) days from that date on which the Union became aware of the circumstances being grieved.
This time limit shall not in any way be cause to limit a remedy, either in settlement discussions or in
arbitration, should the circumstances giving rise to the grievance involve losses prior to the 30-day
filing limit.
Section 2. The Publisher agrees to meet with the committee within seven (7) calendar days
after the request for such meeting. Efforts to adjust grievances shall be made on company time.
Section 3. If the parties are unable to adjust any grievance within thirty (30) days from the
date of the Section 2 meeting, either party may submit the grievance to a board of arbitration. A
grievance may not be moved to arbitration later than sixty (60) days following the Section 2 meeting.
The parties shall each designate two representatives to the board and these four shall select a fifth
member to serve as chairperson. If the parties fail to agree on a chairperson within ten (10) days, the
chairperson shall be selected from a list of neutral arbitrators submitted by the Federal Mediation and
Conciliation Service. The decision of the majority of the board of arbitration shall be binding upon
the Publisher and the Guild. By mutual agreement of the parties the dispute may be submitted to a
single arbitrator selected as outlined above. Costs of the arbitration shall be borne equally by the
parties, except that no party shall be obliged to pay any part of a stenographic transcript without
expressed prior consent.
Section 4. The time limits established herein may be extended by mutual agreement of the
parties.
ARTICLE 15
EMPLOYEE SECURITY
Section 1. There shall be no dismissals except for just and sufficient cause.
Section 2. There shall be no dismissal of or other discrimination against any employee
because of his/her membership or activity in the Guild. There shall be no interference or attempt to
15

interfere with the operation of the Guild. There shall be no discrimination against any employee
because of age, gender, race, creed, color, national origin, sexual orientation, political activities or
political beliefs, or disability.
Section 3. The Guild and the employee shall be notified two (2) weeks in advance of any
dismissal, or the employee shall be paid two (2) weeks of pay upon notice of dismissal, with the
reason for the dismissal expressly stated in such notice. It is understood, however, that the two (2)
weeks advance notice need not apply in the event of a dismissal resulting from theft of company
funds, willful misuse of company property, willful disregard of work instructions, gross misconduct
or repeated unexcused absences or tardiness. The Guild shall in any event receive prompt written
notice with the reason for such dismissal expressly stated.
Section 4. There shall be no dismissals for a period of two weeks following notification
required in paragraph (a) during which period the Publisher shall accept voluntary resignations or
retirements from employees in the classification involved, with such employees being paid the
amount of severance pay provided in Article 9. The number of employees to be dismissed shall be
reduced by the number of resignations and retirements. Remaining dismissals, if any, shall be made in
inverse order of seniority, except that a junior employee may be retained if he/she has proven, based
on objective and quantifiable criteria as determined by the company through its formal evaluation
process, that he/she is significantly and demonstrably more capable to perform the job. Should the
Union or the laid off employee object when a junior employee is retained, the parties agree that the
fairness and administration of the formal evaluation process may be challenged by the Union as part
of its grievance.
(a)
The Publisher shall notify the Guild of any proposed dismissals, specifying the job
title, number of employees involved and the reasons for such proposed dismissals.
(b)
Any employee scheduled for dismissal because of a reduction in the force may elect
to move into a lower classification in which he/she has worked rather than be dismissed, provided
he/she is physically capable. He/she may displace an employee in such lower classification with less
seniority.
(c)
Employees dismissed to reduce the staff shall be placed on a rehiring list for up to one
year. Future job openings shall be filled in the following order of preference:
(1)
Present employees from the job classification in which an opening occurs.
(2)
Employees who are working in a lower job classification into which they had
been bumped and who had previously worked in the higher classification in which an
opening occurs.
(3)
Former employees who have been dismissed to reduce the force and who
currently are on the rehiring list and who have previously worked in the higher
classification in which the vacancy occurs.
(4)
A refusal of rehire by an employee named on the rehiring list shall cause the
dismissed employee to be removed from the rehiring list. When an employee whose
name is on the rehiring list is rehired, his/her previous record of employment, but not
his/her time spent on the rehiring list, shall be counted in determining his/her rate of
pay, the length of vacation to which he/she is entitled, the period of sick pay benefits
to which he/she is entitled, his/her seniority for vacation preference, his/her seniority
for dismissal, severance and/or pension benefits; provided, on rehire an employee
shall have the option of refunding all severance and/or pension benefits he/she may
have received on dismissal. If the employee elects not to repay severance and/or
16

pension benefits, future severance and/or pension benefits shall commence on the
date of rehire. His/her loss of credit for pension benefits for his/her precious period
of employment shall be to the extent provided by the Pension Agreement.
(5)
Seniority means the length of continuous employment. Employment shall be
deemed continuous as limited by Article 15, Section 4 (c) unless interrupted by
dismissal for just and sufficient cause, resignation or refusal to accept an offer of
rehire into the classification in which he/she worked when dismissed. Any period of
employment for which severance has been paid and not refunded shall not be counted
as employment in calculating severance pay, which may again become due after
rehire.
Section 5. No full-time employee shall be transferred by the Publisher involving changes
such as from advertising sales to reporter and similar major changes without the consent of the
employee concerned. In the event the performance of a job of a regular full-time employee should
become more feasible on a different shift, the employee may be transferred from day to night or night
to day. The Publisher will provide the employee concerned with fourteen (14) days notice of the
change. In the event the shift becomes available again, the employee shall be offered the opportunity
to return to it. Part-time employees may be transferred by the Publisher from day to night or night to
day without the consent of the employee. No such employee will be required to return to work
within eight (8) hours of his/her immediately preceding shift except in the case of an emergency.
Section 6. There shall be no dismissals as a result of putting this Agreement into effect.
Section 7. The Guild shall be given at least one-month notice of intent to introduce new or
modified equipment, machines, apparatus or processes which will create new job classifications or
subsequently alter the job content of existing job classifications. Employees shall be retrained at the
expense of and on the time of the Publisher. If the employee does not wish retraining or to continue
in the job offered, or cannot otherwise qualify, he/she shall be allowed to resign and receive accrued
dismissal pay.
Section 8. The Publisher shall furnish to the employee a copy of any criticism of an
employee's performance at the time such comments are placed in the employee's personnel file and
the employee shall have the right to respond to anything contained therein. The employee shall have
the right to review his/her personnel file.
Section 9. The terms of any buyout offer shall be negotiated with the Guild.
ARTICLE 16
EXPENSES AND EQUIPMENT
Section 1. The Publisher shall pay all legitimate expenses incurred by the employee in the
service of the Publisher and shall compensate for the use of an automobile in the service of the
Publisher at the IRS allowable mileage rate less twenty-two cents (22) per mile.
Section 2. Employees that are required to drive their personal vehicle for business purposed
shall maintain, at their own expense, auto insurance coverage at the levels mandated by Colorado
law. Employees are required to provide proof of coverage to the Publisher upon request.
Section 3. Necessary working equipment shall be provided to employees and be paid for and
maintained by the Publisher, except automobiles, the use of which shall be compensated for as
17

provided in Section 1. If employees choose to use their own personal equipment in the performance
of their job duties, they do so at their own risk, and the Publisher will not in any way be responsible
for the loss or damage of such equipment, unless prior written permission of the Publisher to use
personal equipment is obtained.
Section 4: For employees who use personal photographic equipment on the job, the
Publisher shall pay costs of membership in the National Press Photographers Association and shall
pay the premiums for equipment insurances offered through the NPPA.
ARTICLE 17
MILITARY SERVICE
Section 1. The Publisher will comply with the requirements of the Uniformed Service
Employment and Reemployment Act of 1994 (USERRA).
Section 2. Upon release from qualifying service, an employee shall resume his/her position or
a comparable one and be in the same salary bracket as that in which he/she would have been if his/her
service with the Publisher had been continuous.
Section 3. In the event a returning veteran is unable to resume his/her former employment,
the Publisher shall make all efforts to place him/her in other acceptable employment and shall consult
with the Guild thereon. If such other employment is not found, the employee shall receive severance
pay provided in Article 9. If an employee dies while in a qualifying service, the amount of severance
pay shall be paid in accordance with Article 9.
Section 4. An employee displaced by a returning veteran shall be placed on a preferential
hiring list for a period of one year to be hired before any new person is employed.
Section 5. Leaves of absence shall be granted to employees for annual training service with
the National Guard, the Army, Navy, Marines, Air Force or Coast Guard Reserve when required to
serve. The employee must inform the Publisher of his/her military reserve status and must give
immediate notice of any military service training dates. Leaves of absence shall be granted to
employees who are required to serve during periods of temporary emergency. The Publisher agrees
to pay the employee the difference between the total daily compensation the employee receives for
the emergency service and his/her salary for a period not to exceed one (1) week.
Section 6. Nothing contained in this Article shall be construed as a waiver of any statutory
rights an employee has under USERRA.
ARTICLE 18
LEAVES OF ABSENCE
Section 1. In the event an employee other than a temporary employee is elected as a delegate
to The Newspaper Guild convention, either national or local, or to a special meeting called by The
Newspaper Guild, he/she shall be given a leave of absence with pay and such leave shall be deducted
from vacation time earned by him/her in the same vacation period, or if the employee so desires,
he/she shall be considered on leave of absence without pay until his/her return and shall resume
his/her position with all rights under the agreement unimpaired. It is understood that no more than
four weeks, exclusive of vacation time, will be devoted to Guild activities on the above.
18

Section 2. By written agreement with the Publisher, employees other than temporary
employees may be granted leaves of absence without pay. Such leaves shall not be construed as
breaks in continuity of service although the time spent on such leaves shall not be considered as
service time in considering severance pay and vacations at the option of the Publisher.
Section 3. Upon request, an emergency leave of up to three (3) days will be granted for
deaths in the immediate family which occur in the state of Colorado, and up to four (4) days for
deaths in the immediate family which occur outside the state of Colorado. The words "immediate
family" shall include the employee's parents, grandparents, husband or wife, parents of spouse,
children, grandchildren, brothers, sisters, stepparents, stepchildren, stepbrothers, stepsisters, or any
relative residing with the employee. In cases of death occurring out of town, such additional time off
as may be necessary shall be provided. All such days off as provided in this Section 3 in excess of
three (3) (four (4) if out of state) days shall be charged against days off which said employee has
accumulated or will accumulate. Part-time employees with twelve (12) months of continuous service
shall receive paid leave up to three (3) days (four (4) if out of state) at their average daily pay of the
prior four (4) weeks. Part-time employees with less than twelve (12) months of continuous service
shall receive unpaid leave in accordance with the above.
Section 4. Upon request, women who have used all accrued vacation shall be granted
additional unpaid leave for the purpose of child care/maternity. In no event shall the total of sick
leave, vacation, and unpaid leave for maternity/child care exceed one (1) year. The employee shall
notify the Publisher of her intention to take such leave and its expected duration at least two (2)
weeks prior to the beginning of the leave. The Publisher will pay the health insurance premium for
the period from the end of the paid leave time for a maximum of three (3) months. An employee on
childcare leave shall not accrue service benefits and shall return to prior pay and benefit level.
Section 5. An employee eligible for FMLA shall use FMLA concurrently with sick leave.
After all available sick leave is used, upon the employees or the Publishers request, the employee
shall use available vacation time concurrently with FMLA, except that an employees request to
retain one (1) week of vacation for an already scheduled vacation week shall not be unreasonably
denied.
ARTICLE 19
MISCELLANEOUS
Section 1. (a) An individual employee's byline or credit line shall not be used over his/her
protest, such protest to be for professional reasons. (b) Reporters, when practical, shall be consulted
about substantive changes in their stories before they appear in the newspaper. If the reporter cannot
be contacted and the editors determine that the stories must appear in the newspaper, the reporters
byline shall be removed. (c) If a question arises as to the accuracy of a published news story, the
Publisher, when practical, shall consult with the reporter before printing a correction or retraction of
the story.
Section 2. The Publisher agrees to provide space for bulletin boards of not less than 3 feet by
3 feet in all departments for the exclusive use of the Guild.
Section 3. The Publisher agrees not to have or enter into any agreement with any other
Publisher, Press Association, Syndicate or other employer not to offer or give employment to the
employees of the Publisher.
19

Section 4. During the term of this Agreement, no strike, work stoppage or boycott shall be
called or lockout ordered: (a) to change the terms of this Agreement, or (b) during the settlement of
or arising from grievances under this contract as set forth in Article 14 hereto.
Employees shall not be required to cross any picket line where there is a threat of danger or
bodily harm but during such time they shall not be entitled to any salary from the Publisher.
Section 5. Employees shall be free to engage in activities outside of working hours, provided
such activities do not consist of services performed for publications, radio or television stations in
direct competition with the Publisher without the expressed consent of the Publisher. No employee
shall exploit his/her connection with the Publisher in the course of such activities without the
Publisher's expressed consent. When an employee is given the use of the Publisher's facilities in
outside activities he/she may render to the Publisher an accounting of the revenue derived there from.
Section 6. A regular full-time employee called to jury panel or subpoenaed or summoned as a
witness in an official court proceeding shall notify his/her supervisor and will be excused from his/her
work to report for this duty. If not selected as a juror or not needed as a witness, and when excused,
the employee shall return to work without delay and will be paid for the time absent. If the employee
is selected as a juror or is scheduled to testify, he/she shall notify his/her supervisor as soon as
possible and inform his/her supervisor of his/her selection and schedule. Full wages shall be paid to
an employee while serving as a juror or while testifying as a witness. The Employee shall pay to the
Publisher any remuneration which he/she receives for reporting for jury duty, serving as a juror or
appearing as a witness. A night shift employee who is required to spend all day in court shall not be
required to work on the day or days so spent, and shall receive full pay.
Section 7. The Publisher agrees to furnish at all times a healthful, sufficiently ventilated,
properly heated and well lighted place for the performance of all work done within the newspaper
plant. The employees agree to assist in maintaining clean, healthful rooms in which to perform all
duties.
Section 8. Employee telephone calls and electronic messages will only be monitored for
business purposes.
Section 9. Cell Phones. The company will reimburse employees for cell phone usage
according to the following categories:
a).
News reporters; Business Reporters; Sports Reporters; District Managers; Outside
Sales Representatives; State Circulation Managers; and Advertising Photographer; $45 a month:
b).

Photographers and Police Reporter: Cell Phone Provided.

Any individual employee who demonstrates that the regular business use of his/her cell
phone is such that they should be reimbursed at a higher level will be.
Section 10: Pueblo West View. Effective March 30, 2009 all new personnel performing
advertising work at the Pueblo West View shall be hired under the terms of the Collective
Bargaining Agreement and shall be treated as Outside Sales Staff within the Guilds jurisdiction.
The parties shall meet to negotiate the wages of such new personnel prior to hiring.
ARTICLE 20
20

JURISDICTION
Section 1. The jurisdiction of the Guild is:
(a)
The kind of work either normally or presently performed within the unit covered by
this contract.
(b)
Any kind of work similar in skill or performing similar function, as the kind of work
either normally or presently performed in said unit, and,
(c)
Any other kind of work assigned to be performed within said unit. Performance of
such work whether by presently or normally used processes or equipment or by new or modified
processes or equipment, shall be assigned to employees of the Publisher covered by this contract.
However individuals filling positions excluded by Article 2 -- Exceptions -- may continue to perform
the work they have typically and historically performed.
ARTICLE 21
FULLY BARGAINED
Section 1. The parties acknowledge that they have fully bargained on all bargainable matters
and this contract represents the two parties' complete agreement of said bargaining.
ARTICLE 22
CHANGE OF OWNERSHIP
The employer agrees that it shall give written notice of this Agreement and of all the clauses
contained herein to any prospective purchaser, transferee, lessee, or assignee. A copy of such written
notice shall be furnished to the Union within fourteen (14) days after the effective date of the sale,
transfer, lease or assignment.
ARTICLE 23
SUBSTANCE ABUSE/TESTING PROCEDURE
1. Drug and Alcohol Testing
a)
An employee whose conduct indicates that he/she is not in a physical condition that
would permit the employee to perform in a job safely or efficiently will be subject to submitting to a
body substance sample in order to determine the presence of drugs or alcohol.
A supervisor must have reasonable suspicion to believe that the employee has illicit drugs in
his-her system or that he/she is impaired by alcohol before they seek a body substance sample.
Reasonable suspicion includes significant and observable changes in an employees performance,
appearance, behavior, speech, odor, etc. It may also include unusual attendance problems. Any
requirement for an employee to submit to testing must be approved by the general manager or his
designee.
b)
Failure to submit to a body substance sample under conditions described in the
program may be grounds for discipline up to and including termination. Employees who feel that
they have a legitimate grievance must still submit to the test and then file a grievance in accordance
21

with the Labor Agreement. An employee may forego the test if the employee voluntarily consents to
obtain assistance through the Employee Assistance Program and, if recommended, immediately
enters into a structured treatment program as prescribed by EAP. Failure to enter, remain, or
successfully complete such a program will result in termination of employment.
c)
The Company shall select reputable facilities for base testing and confirmatory testing
at Company expense.
The facility for confirmatory test must meet all standards set by Federal Health Agencies for
laboratory performance and they must employ certified Medical Technologists and Technicians. The
Union will be provided with the testing facilities names, addresses and credentials if requested.
d)
Employee representatives and/or the employee will have the opportunity to review
the testing procedure.
e)
All samples, which test positive, will be confirmed using a gas chromatography/mass
spectrometry test or a superior or equally reliable test if same becomes reasonably available.
f)
The employee will have the opportunity to have a positive sample tested by a
laboratory that meets the same criteria as in C. above and be approved by the Company in order to
insure that the same testing methods are being followed. It is important that the individual who is
being tested furnish enough specimens (at least 100-m.) so that the sample may later be split and sent
to the employees testing facility. If the employee passes the second test, the test will be at the
companys expense. If the employee fails the second test, the test will be at the employees expense.
Accepted chain of custody procedures must be followed and the test facility must meet all
standards set by Federal Health Agencies for laboratory performance using certified Medical
Technologists and Technicians. An employee may request the independent test by notifying the
Human Resources Representative or Plant Superintendent in writing within two calendar days after
the day the employee is informed of the results. The test result will be kept confidential and will be
available only to a designated employer representative, a designated Union representative or a
designated legal representative.
g)
None of the testing procedures are intended to be in violation of the law; and if they
are, they shall be eliminated without interfering with other parts of this Agreement.
2. Employee Assistance and Rehabilitation
a)
It is the intent of the parties to correct problems associated with drugs and alcohol
through the EAP rather than to initially penalize based on test results. An employee whose test
results indicate an unacceptable level of drugs or alcohol shall be required to participate in the EAP
as a condition of employment.
b)
Employees who voluntarily seek help through the Employee Assistance Program,
except for those who participate under I-B above, will not have their job security and promotional
opportunities jeopardized by self-identification. Request for assistance, the results of treatment and
counseling shall be kept confidential.
c)
Whether an employee volunteers to participate in the EAP or is required to
participate as a condition of continued employment, that employee shall continue to be subject to the
same rules, working conditions and disciplinary procedures in effect for other employees, i.e.,
22

employees cannot escape discipline for future infractions by being enrolled in the EAP. Employees,
who become repeat offenders under this policy, shall undergo evaluation on a case by case basis as
the merit of rehabilitation with the alternative of either being in unpaid leave or dismissal.
3. Impairment Levels
a)
For the purpose of this program the impairment standard has been established at .
05% blood alcohol or the level for DUI as established by Colorado law.
b)

Limits of Detectable Levels of Impairment of Selected Drugs in urine:

Drug

Amphetamine
Barbiturates
Benzodiazepines
Carboxyl

Approximate
Duration of
Detectability

Limits of
Detectability
EMIT

GC/MS

48 Hours
48-72 Hours
72 Hours
1-7 Days
Occasional

500 ng/ml
300 ng/ml
300 ng/ml
15 ng/ml

500 ng/ml
150 ng/ml
150 ng/ml
15 ng/ml

300 ng/ml
300 ng/ml
300 ng/ml
25 ng/ml

150 ng/ml
150 ng/ml
150 ng/ml
25 ng/ml

1-4 Weeks
Chronic
Cocaine Metabolite
Methadone
Opiates
PCP

12-24 Hours
24-72 hours
48 Hours
1-8 Day

ARTICLE 24
DURATION AND RENEWAL
Section 1. This Agreement shall commence on October 7, 2013, and expire on March 31,
2015.
Section 2. Within ninety (90) days prior to the termination of this agreement the Publisher or
the Guild may initiate negotiations for a new agreement.
This agreement is made as of October 7, 2013.
Signed:
The Denver Newspaper Guild,
CWA-Local 37074
Margie Strescino
Gayle Perez
Jeff Letofsky
Tony Mulligan

The Star-Journal Publishing Corp.

Jane L. Rawlings, Assistant Publisher
Ray M. Stafford, Chief Operating Officer

23

Signed: January 14, 2014

24

MEMORANDUM OF AGREEMENT # 1
Between
The Denver Newspaper Guild
CWA-Local 37074
And
Star-Journal Publishing Corporation
The Star-Journal Publishing Corp. and the Denver Newspaper Guild agree to the following:
1. Wages to be paid under this Memorandum of Agreement (MOA) shall be 6.5% below the
wage scales contained in the Collective Bargaining Agreement (CBA) as previously
calculated.
2. For the life of this agreement, the workweek shall consist of eight hours falling within nine
consecutive hours four days per week, and six and a half hours falling within seven and a
half consecutive hours one day per week.
3. Employees shall be required to take two unpaid furlough days per year. The supervisor
will make a reasonable effort to accommodate the employees request to schedule the
furlough day.
4. The Publisher will pay out all unused vacation through 12/31/13 in a lump sum payment
(less required deductions) before the end of 2013.
5. This MOA shall be effective with ratification of the contract. Expiration of this MOA
shall be subject to the provisions of Article 24, Section 2 of the CBA.

The Denver Newspaper Guild

Margie Strescino
Gayle Perez
Jeff Letofsky
Tony Mulligan

The Star-Journal Publishing Corp.

Jane L. Rawlings, Assistant Publisher
Ray M. Stafford, Chief Operating Officer

Signed: January 14, 2014

25