On February 25, after 30 full-day sessions, seven months of negotiations, and three months with the federal mediator, WGBH gave the union its final proposal. In it, WGBH went as far as we could to address the union's concerns and at the same time allow WGBH to adapt to the changing industry and economics. The union rejected WGBH's final proposal on March 13. Since that time, in accordance with federal labor law, WGBH has declared an impasse and implemented our final proposal.
Under our final proposal, union members received:
We believe avoiding unnecessary layoffs is critical to our employees and the community during this recession, when unemployment rates remain high. Throughout the last three years, executive leadership, management, and non-union employees took wage cuts and freezes to help us deal with the recession. We also had to discontinue retirement contribution matches for several months for that same group, and when we were able to restore them, we had to do so at a much lower rate. When we asked our other union, NABET, to agree to a wage freeze and benefit reductions, it did. When we asked AEEF/CWA for the same in order to balance our budget, it did not. Consequently, over the last three years, we had to lay off employees to meet the cost of AEEF/CWA employees' raises and benefits that no other employees in the organization received.
Health insurance (up to 75% paid by WGBH)
- Short-term and long-term disability
- Paid time off (up to 6 weeks)
- Paid maternity, paternity, and adoption leave
- Greater professional opportunity
- A union security provision
- A union dues withdrawal provision
- A grievance and arbitration provision
- A no lock-out provision
- A provision that defines and preserves the union's jurisdiction and who it represents