News and upcoming events

2015 BNG Scholarship Winners!

We are pleased to announce the winners of the 2015 BNG scholarships!  Each scholarship is in the amount of $1,000.00.  The Governing Board last night voted to increase the number of scholarships awarded so we are happy to name the seven winners (as opposed to five in the past) chosen by lottery:

Gates Dupont (Diane E. Lewis Memorial Scholarship)

Claire Dickson (David Walsh Memorial Scholarship)

Aaron Rosenberg

Leila Chow

Jake Bernstein

Nicholas Dumont

Sam Pickell

Congratulations!  And thank you to all for participating.

BNG Executive Committee & Governing Board

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REMINDER!

CONTRACT VOTE

Thursday, May 7, 2015

8am – 8pm

The Link (next to the cafeteria)

For absentee ballots, please email Election Commissioner Pat Daly no later than Friday, May 1st at pdaly1291@netscape.net.

If you have any questions, please contact the BNG Office at (617) 773-3232 or office@bgol.org.

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The Boston Newspaper Guild

11th Annual College Scholarships

Once again, the Boston Newspaper Guild is offering 5 college scholarships in the amount of $1,000 each to eligible immediate family (as defined in our CBA) of Boston Newspaper Guild members.  BNG members must be in good standing (union dues current).

The application process will be the same as previous years and required will be:

  • a brief letter of interest from the student, citing his/her relationship to a BNG member
  • proof of acceptance to or enrollment at an accredited 2 or 4 year college or university

The deadline for the 2015 BNG College Scholarships will be 5pm on Monday, June 8, 2015.

The winners will be chosen by lottery on Tuesday, June 9, 2015.  Winners will be announced and contacted by the Union.

Please send your letter of interest and proof of acceptance or enrollment to:

Boston Newspaper Guild

Attn: College Scholarship Committee

47 Willard Street

Quincy, MA  02169

The Boston Newspaper Guild College Scholarship program draws many applicants each year, so be sure to get your application in by the deadline.

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April 14, 2015

Dear BNG Member:

We are pleased to share this tentative agreement between the Guild and the Globe. It is the product of six months of good-faith negotiations between the two sides, and it includes both the elimination of all 8 unpaid days and the first across-the-board wage increases for our members in 10 years. We believe it represents an important step forward, but the final decision is yours: this proposed contract will only take effect if it is approved by a majority of Guild members in a ballot vote on May 7th.

In exchange for its investment in our compensation – which was originally reduced by our previous owner in 2009 – the company sought a variety of enhanced flexibilities, described in the documents here. Some of these measures will raise understandable concerns; we anticipate healthy debate. We’ve attached a basic Q-and-A, and will also answer questions at a General Membership Meeting at Phillips Old Colony 12-1pm and 5:30-6:30pm  on April 23rd. In the meantime, we encourage you to reach out to members of the Executive Committee and Governing Board with any questions and concerns.

Thank you as always for your patience and your trust. We look forward to further discussion.

Sincerely,

Scott Steeves, Jim Herndon, Kathy McCabe, David Ryan, Tim Flynn, Jenn Abelson, Jenna Russell

Boston Newspaper Guild Executive Committee

SUPPLEMENTAL AGREEMENT

Between

GLOBE NEWSPAPER COMPANY, INC.

And

BOSTON NEWSPAPER GUILD LOCAL 31245, TNG-CWA

This Supplemental Agreement is made and entered into on April 8, 2015 by and between the Globe Newspaper Company, Inc. (the “Globe”) and Boston Newspaper Guild Local 31245, TNG-CWA (the “Union”) and is to become part of the parties’ existing Collective Bargaining Agreement. The term of this Agreement shall be January 1, 2015 through December 31, 2018.

If there is any conflict between any term or condition of this Supplemental Agreement and any term or condition of the Collective Bargaining Agreement, (including prior Supplemental Agreements and other Memoranda of Understanding) the terms and conditions of this Supplemental Agreement shall prevail.  Other terms and conditions of the Collective Bargaining Agreement not specifically changed in this Supplemental Agreement will remain in full force and effect.  All changes in existing provisions are shown in bold in this document.

 

I.  NEGOTIATED CHANGES

1.Article V, Section 21, “Furlough Days”. 

Delete section 21, 5 furlough days, 2 unpaid vacation days and 1 unpaid birthday holiday are restored

2.Artivle V, Wages

Add:

  1. January 1, 2016 increase of 2%
  2. January 1, 2017 increase of 2%
  3. January 1, 2018 increase of 2%

 

Delete Lump Sum Payments Section

2.Article III, “Job Security”

    Add Section 1 Layoff, K

A one-time suspension of bargaining unit seniority for purposes of a layoff of up to 3 positions.  Starting on July 1, 2016 the Globe will have 30 days to identify up to 3 employees.

The selection of these 3 employees will be limited to anyone actively in the discipline and/or performance management system on July 1, 2016

The Globe will pay a $5,000.00 lump sum, in addition to severance,  to any of the up to 3 employees that are laid off under this section

 3.Article III, “Job Security”

Modify Section 1, D as follows

An employee laid off will be entitled to severance benefits of fourteen (14) days notice or pay in lieu of plus one additional week of pay for each six months of continuous service as a regular Globe employee up to a maximum of 50 weeks pay.   Full time employees on the Job Security List laid off pursuant either to Article III or Article VIII for a reason other than that the Globe has ceased publication shall receive a lump sum based on the following scale:

The period between January 1, 2015 and December 31, 2015 the lump sum is $15,000. 

The period between January 1, 2016 and December 31, 2016 the lump sum is $7,500. 

Effective January 1, 2017 the lump sum is eliminated. 

Eligible Part Time employees will follow the same declining schedule with the amounts being $8,000 in 2015, $4,000 in 2016 and the lump sum eliminated January 1, 2017.

4.Article III, “Job Security”

Modify Section 2, “Discharge and Disciplinary Action” as follows

 The Union and Employer agree that discipline, including discharge, must be administered fairly and consistently for just cause.  Discipline will typically be progressive. The offense, facts and circumstances will determine the level of discipline to be applied regardless of prior discipline, if any.  There shall be the following forms of discipline:

 

  1. Verbal Warnings, which constitute the least severe form of discipline, consist of verbal reprimands to the employee by the department head or manager. A written record of a verbal warning may be made.  The union will be notified of verbal warnings within 72 hours.

 

  1. Written Warnings may be issued regarding an aspect of an employee’s performance, which could lead to suspension or dismissal, if uncorrected. The union will be notified of all written warnings prior to issue.

 

A minimum of one written warning will be issued before an employee may be dismissed except in the case of gross neglect of duty or serious misconduct.

 

An employee will be allowed a reasonable amount of time to correct the behavior or conduct which led to the first verbal warning.  If the same behavior continues after that period of time, a written warning may be issued.  The employee will also be allowed a reasonable amount of time to correct the behavior after the written warning. 

The purpose of this modification from two written warning to one is to streamline the process, not to relieve the company of its obligation to show just and sufficient cause.

Any employee with preexisting written warnings at the time of ratification shall be grandfathered under the old contract language requiring a minimum of two written warnings prior to dismissal.  Once an employee’s warnings have ceased to exist (older than two years, or, after 1 year upon request from the union), any new discipline process would then proceed under the revised language.

5.Article VIII, “Technological Changes in the Workplace”

Modify Section 4, “Technological Changes/Subcontracting” as follows:

 

Delete 2) (a) (i) severance pay, excluding notice pay, pursuant to Article III, Section 1C or, one and one half times total annual earnings for the prior calendar year, for employees with thirty-five (35) years or more of continuous service, plus

 

(ii)  additional severance pay of 1 week for each year of continued and uninterrupted full time employment by the Globe, subject to a maximum of (25 weeks’ additional pay in 2015, 12 weeks additional pay in 2016, additional pay eliminated effective January 1, 2017) will be paid to full time employees in cases of subcontracting and in cases of new technology will be paid only to those employees as of December 1, 2010 with twenty (20) or more years of bargaining unit seniority who do not have a job guarantee

Add (iv) If an entire department, as listed in (Appendix A to Article III, Section 1), is subcontracted, in addition to severance the Globe will pay an additional lump sum of $5,000 to each employee that is laid off as a result of such subcontracting. 

Article VIII Section 4, (2) (a) (iv) is only active for the term of this agreement and expires on December 31, 2018.

6.”New Initiative Side Letter”

Modify as Follows

The parties have agreed to modify the current side letter agreement dated November 24, 2010 and modified in the 2013 supplemental to enhance the “new initiative” flexibility and efficiency enjoyed by  the Globe and Boston.com (collectively, the “Globe”) so that they can continue to effectively  compete in a constantly changing media landscape. Accordingly, the parties agree as follows:

 

  • The Globe may undertake new initiatives from time to time.  A “new initiative” is the creation, distribution or sale by any means of any form of content or other product (including but not limited to advertising) that the Globe either has not created, distributed or sold before.   Employees working on a new initiative may work in a separate business unit or in existing Globe departments.  In either event, they may work side by side with other Globe employees.  A new initiative may last for up to 60

 

  • The Globe shall give the Union 30 days notice before it launches a new initiative. Such notice shall include a description of the new initiative and any known positions being created to perform work for the new initiative.

 

  • The collective bargaining agreement shall not apply to a new initiative during the 60 month period..  During the period of a new initiative, the Union will not in any forum make a claim for recognition as the collective bargaining representative of employees performing work for a new initiative nor will it claim accretion of those employees to its existing bargaining unit during the 60 month period.

 

  • The recently announced “two brand digital strategy” is covered by this Agreement.  This strategy will introduce the subscription-based brand “BostonGlobe.com” into the digital space currently served by boston.com and  will expand boston.com into new revenue and content opportunities. As defined by this agreement “boston.com” is a new initiative and BostonGlobe.com, which shall not be considered a new initiative, shall remain within the Union’s jurisdiction and be covered by the collective bargaining agreement. The 60 month new initiative period shall begin to run upon the formal launch of the new boston.com web site.

 

 

  • Delete The recently launched Your Town sites shall be considered a new initiative under this agreement, with a start date for the 24 month period effective upon contract ratification.
  • The Globe will give notice to the Union if it decides to end a new initiative during the 60 month period.  After a new initiative has existed for 36 months the Globe and the union will meet to discuss the company’s intention to continue or end the initiative.  If the Globe continues the initiative the company and the union will meet again at the end of 48 months to discuss the company’s intention to continue or end the initiative.  If the Globe decides to continue an initiative beyond the end of the 60 month period it will, 60 days before the end of the period, begin the process of applying the collective bargaining agreement (including, in collaboration with the Guild, the creation of new job categories and pay rates pursuant to Article II, Section 3) to positions performing work similar to positions covered by the Guild.

 

     The Company may move employees from a new initiative to Guild positions    at any time during the 60 month period at its discretion.

 

 

12)  This New initiative Side Letter shall survive the expiration of the collective   bargaining agreement and shall not be subject to renegotiation until on or after January 1, 2030.

THE REMAINDER OF THIS PAGE IS INTENTIONALLY LEFT BLANK

This Agreement is subject to ratification by the Union membership.  It has been signed and executed by the parties below on this 8th day of April, 2015.

 

 

 

April 8, 2015

                                                      

SETTLEMENT AGREEMENT

Grievance No. 2014-01 (Boston.com)

Terms of Agreement

  1. Boston.com is considered a new initiative effective on the formal re-launch in March 2014. The proposed new initiative language will apply.

 

  1. Positions held by current BNG represented Boston.com employees will remain covered by the CBA. In the event that boston.com is sold to a third-party purchaser during the term of this agreement (12/31/2018), any bargaining unit member not offered a position by the acquirer shall be given consideration for any open positions at The Boston Globe, or BostonGlobe.com for which the individual is qualified and submits a timely application.

 

  1. New hires may be non union

 

  1. Current BNG represented Boston.com employees shall remain Guild members

 

  1. The union will withdraw the grievance and will not pursue a complaint about matters covered by the grievance in any other forum

 

SETTLEMENT AGREEMENT

Grievance No. 2014-02 (Travel and Books Editors)

Terms of Agreement

  1. The Travel Editor position will remain non-Guild as long as the current person (Chris Morris) holds that position. At the time the position is vacated, the Globe and the Guild will meet to review the responsibilities of the job.  If the level of responsibilities is the same as they were for the prior Guild employee the position will return to the Guild

 

  1. The Books Editor position will remain non-Guild as long as the current person (Nicole Lamy) holds that position. When the position is vacated, the Books Editor job returns to the Guild.

 

  1. John Allen Jr., the Associate Editor for Crux, shall remain non union. At the time he vacates the position, or Crux ceases to exist, or the website’s status as a new initiative expires the Guild and the Globe shall meet to reassess the status of Allen and the status of the Crux Associate Editor position.

 

  1. The Globe and the Guild agree to form a committee that will meet once a month to review open positions, new hires and current positions to discuss if the jobs are being properly classified as either Guild or non union.

 

  1. The union will withdraw the grievance and will not pursue a complaint about matters covered by the grievance in any other forum

April 8, 2015

 

Scott M. Steeves, President

Boston Newspaper Guild Local 31245

47 Willard Street

Quincy, MA 02169

 

 

Re: Parking/Transportation for potential new Globe location

Dear Scott:

 

In our recent negotiations, the Guild raised questions about the extent of parking arrangements should the Publisher relocate any bargaining unit employees from Morrissey Boulevard to a new permanent work location.  Because no new location has been identified as of the date of this letter, we are not in a position to make any commitments concerning parking at this time.  The Publisher and the Guild agree, however, that we will bargain in good faith about parking issues should a determination be made to relocate any bargaining unit employees to a location other than the Morrissey Boulevard plant and provide any equipment and support necessary for employees to perform their job should any employees be assigned to work from home.  Should such bargaining occur during the term of a collective bargaining agreement, the contract will not reopen as a result.

 

In the event parking is free or paid for by the company at a location other than Morrissey Boulevard there will be no need to bargain over parking issues.

 

 

Very truly yours,

 

Sean P. Keohan

 

AGREED:________________________

Scott M. Steeves, President

BNG Local 31245

 

 

 

 

 

April 8, 2015

 

 

 

 

 

Scott M. Steeves, President

Boston Newspaper Guild Local 31245

47 Willard Street

Quincy, MA 02169

 

Re: Profit sharing language/Performance-based compensation

 

Dear Scott:

 

This side letter recognizes our agreement to delete the profit-sharing language in ARTICLE VI, LUMP SUM PAYMENTS, as it appears in the contract that expired Dec. 31, 2014, in exchange for the establishment of a joint Globe-BNG committee to develop a mechanism for performance-based compensation for Guild members.

 

The committee will be composed of three members chosen by the Union and three by the Employer and will meet quarterly (or more frequently) to research, discuss, and recommend a performance-based compensation plan before the expiration of the current contract (which began on Jan. 1, 2015).

 

 

Very truly yours,

 

 

Sean P. Keohan

 

AGREED:________________________

Scott M. Steeves, President

BNG Local 31245

 

 

April 8, 2015

 

Scott M. Steeves, President

Boston Newspaper Guild Local 31245

47 Willard Street

Quincy, MA 02169

 

 

RE: Boston.com content producers

 

Dear Scott:

 

This side letter agreement recognizes the Globe’s commitment to continue to meet on the Boston.com content producers and senior content producers issues.

 

 

 

 

 

Very truly yours,

 

 

Sean P. Keohan

 

AGREED:________________________

Scott M. Steeves, President

BNG Local 31245

 

CONTRACT QUESTIONS AND ANSWERS

 Q) How long will the contract last?

A) If approved, the contract will last four years, from January 2015 through December 2018.

Q) When would furlough days go away under the contract?

A) All unpaid days would be eliminated immediately upon ratification of the contract. This includes the five furlough days as well as the two unpaid vacation days and the unpaid birthday holiday.

Q) What if I already took furlough days in 2015? Will I be reimbursed?

A) No, you would not be reimbursed for furlough days already taken.

Q) When would I receive an increase in pay?

A) Under this agreement, all full-time members would receive a 3 percent increase in their compensation in 2015 due to the elimination of the 8 unpaid days. In addition, all full-time and part-time members would receive 3 wage increases: 2 percent in January 2016, 2 percent in January 2017, and 2 percent in January 2018.

Q) What are the concessions that the Guild would give up to the Globe under the agreement?

A) There are five areas in which the Guild would make concessions. First, we would allow the company to lay off up to three Guild members outside of seniority rules – one time only — in July 2016. Second, we would agree to modify the discipline process. For the majority of our members, the progressive disciplinary language currently requires a verbal warning and two written warnings. The company is proposing the two written warnings be reduced to one. Third, we would allow the Globe to phase out additional severance payments that it currently must make to certain employees should they be laid off. Fourth, we would agree to let any Globe “new initiative” (an experimental venture operated outside the contract) maintain its special status for 60 months, instead of 48 months, as is now allowed. Fifth, we would agree to settle two grievances the Guild filed against the company last year, one concerning the new initiative status of Boston.com, and the other concerning the exempt status of three editor positions.

Q) Why would the Guild agree to a layoff out of seniority?

A) We understand the deep concern some of you will feel about this proposal. We pushed back against this concept over several months, and in the end, faced very difficult decisions about the right thing to do for our members. We felt strongly from the start that we needed to bring you a proposal that includes wage growth, and we fought hard for that priority, even as it became clear that it would come at some cost. This is a one-time exception to our contract language. At our insistence, the company agreed to limit the layoff out of seniority to employees who have active discipline on file as of July 2016. We believe this language will provide protection and peace of mind for the vast majority of our membership.

Q) What does the change to the discipline process mean?A) The discipline system is progressive and typically proceeds from verbal to written warnings. Under the contract – both the current version and in the proposed revision — employees are given time to correct the problem that led to a verbal warning before a written warning is issued. Previously, two written warnings were required for the majority of the membership before an employee could be dismissed; this agreement would reduce that to one written warning for all members. The new contract language also grants the employee time after the first written warning to correct the problem (before discharge could occur), and grandfathers anyone with active discipline at the time the contract is approved, so that they could not be discharged without the previously required number of written warnings. Written warnings older than two years cease to exist for the purposes of progressive discipline; the union can also request their earlier removal, after six months or one year.

Q) Who would be affected by the elimination of certain layoff payments? How much are they, and how quickly would they go away?

A) Two groups of employees would be affected. First, employees on the Job Security List (known as the “lifetime job guarantee” list) would see the provision for a layoff payment of $33,000 phased out by 2017. Second, some non-editorial employees would see the phaseout by 2017 of extra layoff payments promised to them only if their jobs are lost to subcontracting: those with 35 years of service would lose extra severance of one and a half times their annual earnings the previous year, while those with less service would lose a week of pay for every year of service, up to 50 weeks. Please keep in mind that these payments would be made to the employees ONLY if they were laid off, while wage increases will be paid to every employee, in every paycheck, beginning next year.

Q) Why let the Globe operate “new initiatives” outside the contract for longer than 4 years?

A) In exchange for the Guild’s agreement to extend the new initiative period from 48 to 60 months, the Globe agreed to a significant change: at the end of the 60 months, it will automatically apply the contract to the new initiative. Previously, the Guild was required to organize the employees in the new initiative in order to bring them into the union, a demanding and time-consuming legal process requiring a vote by the new members and oversight by the NLRB. The company’s agreement that it will automatically apply the contract is an important change that benefits the Guild. In addition, the company agreed to a side letter formalizing its commitment to update job descriptions and pay for a group of Guild content producers and senior content producers at Boston.com whose jobs were altered by the company last year.

Q) Does the contract address concerns about parking at the Globe’s future office elsewhere in the city?

A) The proposed contract includes a side letter in which the Globe agrees that, when a decision is made about where the office will be, company representatives will bargain in good faith with the Guild about parking issues (if parking is not provided/paid for at the new location), and will also bargain over issues related to the provision of equipment and support should any employees be required to work from home after the move.

Q) What about profit sharing? Is that part of the new contract?

A) The agreement would eliminate the existing profit sharing language and would set up a joint Guild/Globe committee to develop a new and improved mechanism for providing performance-based compensation to Guild members. A new plan would be devised and recommended before the proposed contract ends in 2018.

Q) Will members receive a signing bonus if the contract is approved?

A) No, there will be no signing bonus for this contract. The Guild’s strategy in this negotiation was to refuse any one-time bonus that would have reduced the amount of the permanent and recurring wage increases for our members.

Q) What happens if this agreement is rejected when the members vote?

A) If the contract is voted down, the two sides return to the table to reopen negotiations.

Q) What does the Executive Committee recommend?

A) The Executive Committee agreed to bring the tentative agreement to the membership where it will be decided by a majority vote.

 

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Guild and Globe open contract negotiations

The Guild and the Globe opened up contract negotiations on Oct. 23, 2014, with their respective representatives meeting for several hours at the Labor Guild in Weymouth. The two groups met a second time on Oct. 30, and are scheduled to meet again on Nov. 13.

In an opening letter to the company and in its initial proposal at the
table, the Guild sent a strong, clear message about its top priority for
these negotiations: increased pay for all of our members, nearly a decade after the last across-the-board cost-of-living increase in employee wages.

The current contract expires on Dec. 31, 2014.

Opening letter:

Oct. 23, 2014

Dear Sean, Rich, and Boston Globe management,

We are pleased to meet with you today to begin negotiations on a new Guild contract. We view this meeting as a hopeful new beginning, the inaugural session of bargaining under our new local owner. We are excited to engage in meaningful discussion, and to work toward common goals, and we are hopeful that together we will reach a swift, fair, difference-making, forward-looking conclusion.

You already know the challenges we face. For more than five years, our members have lived with smaller paychecks, mandatory furlough days, and curtailed growth in their retirement savings. Our last across-the-board wage increase came nearly a decade ago, in 2005. The painful legacy of our former owner has never gotten any easier to bear – in fact, as the cost of living steadily increases, it gets harder every year. Since the company was sold last fall, our members have looked forward to this day, which they see as the start of a new era. They have watched the recent period of investment by our new owner, the new hires and new projects and new vision for the future, with a sense of cautious optimism. Now is the time to invest in those employees, to restore their confidence in this company’s future and their own, by restoring the livelihoods that were taken from them.  

We have built a foundation for the task that lies ahead. In 2010, we negotiated groundbreaking changes in our health insurance plan that helped to ease the burden on employees, while granting the company unprecedented flexibility to try out new initiatives and adapt to new challenges. In 2013, our bargaining resulted in the reestablishment of a 401K match after years when Guild members went without one. Now is the time to build on these successes, and to revive our long tradition of fair pay for all our members. Our company is alive with new energy and possibility, and in the years to come, it will rise or fall on the vital work of Guild members. We have one of the best staffs in the business, a reality recognized this year with journalism’s highest honor, the Pulitzer Prize. We have continued doing what we do so well, while taking on new digital duties to keep up with a fast-changing industry. We have done these things, with unwavering commitment, while watching our compensation shrink. We are the engine that drives this enterprise, and we have sacrificed to maintain its greatness. We will ask you, in the weeks to come, to recognize our value.

We look forward to hearing your reply.

Sincerely,

BNG Executive Committee

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2014 BNG Scholarship Winners

The winners of the 2014 BNG Scholarships (chosen by lottery) are as follows:

Conor Bogue – $1,000 David Walsh scholarship

(BNG member: Laurie Bogue)

Dylan Desjardins – $1,000

(BNG member: David Desjardins)

Adam Kassirer – $1,000

(BNG member: Richard Kassirer)

Ethan Morgan – $1,000

(BNG member: Steve Morgan)

Ben Richwine – $1,000 Diane Lewis scholarship

(BNG member: David Richwine)

The Boston Newspaper Guild congratulates all of the winners!

 

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Boston Newspaper Guild

General Election Results – June 12, 2014 

Executive Committee:

President

Scott Steeves – 116 votes

Dan Totten – 16 votes

Vice President

Jim Herndon – 125 votes

Treasurer

Kathy McCabe – 123 votes

Recording Secretary

Tim Flynn – 115 votes

At Large (3 positions)

Jenn Abelson – 110 votes

Jenna Russell – 89 votes

David Ryan – 75 votes

*There were a few scattered write in votes for Executive Committee not shown here because they each received fewer than 10 votes.

 Governing Board:

Ad Ops, Marketing Design, Display Desk

Paul Bachand – 16 votes

Nick Manove – 1 vote

Boston.com/Advertising, Inside Adv. Sales, Outside Adv. Sales (2 positions)

Chris Zito – 27 votes

Brendan Raftery – 2 votes

Frank Hays – 1 vote

Boston.com/Editorial (2 positions)

Gary Dzen – 4 votes

Catherine Cloutier – 1 vote

David Stewart – 1 vote

Circulation, Credit, Accounting, Cashiers, Payroll, Adv. Finance, Photo

John Ioven – 7 votes

Editorial Design, Financial News, Telephone Operators

David Butler – 6 votes

Human Resources, Marketing Services, Exec Offices, Purchasing, Post Office, Security Production

Andy Kovacs – 11 votes

Stephen Sheehan – 1 vote

Information Services, Sports (2 positions)

Bonnie Foust – 11 votes

Colleen Dumont – 11 votes

Robert Fedas – 1 vote

Library, Magazine, Editorial Page, Spotlight, Special Sections

Stacey Myers – 11 votes

Living/Arts, News Copy Desk, Editorial Admin (2 positions)

Brian White – 12 votes

Janet Terrell – 1 vote

Metro, Newsroom (2 positions)

Sean Murphy – 18 votes

Akilah Johnson – 15 votes

Zones, Sunday, Sci-Tech (2 positions)

Katheleen Conti – 5 votes

Paul Makishima – 5 votes

 

June 2014 – The Boston Newspaper Guild election

December 2014 – Current contract expires