Friday, November 28, 2014
Friday Night in the Blogosphere
Every day I do the pickup of food from Von's La Verne, all food was donated by the customers, the day before Thanksgiving we moved three loads of food, awesome.
Journalism and technology: to duel or dance? - Jeff Jarvis
The mistakes publishers make with mobile apps - DigiDay
Tribune Media turning off The Game 87.7 FM - Robert Feder
Buzzfeed passes $100 M. in revenue for 2014 - Capital New York
Tribune Interactive's new apps for the LA Times - Talking New Media
Blue Christmas on horizon for Gray Lady with layoffs looming - New York Post
Contrary to stereotypes, millennials rely on newspaper media - Suwannee Democrat
Today in Media History: Jimmy Breslin’s 1963 JFK column: ‘It’s an Honor’ - Poynter
Newspaper media takes center stage during the Holiday Shopping season - Quad-Cities
Japanese paper apologizes for writing 'sex slaves' instead of 'comfort women' - Mashable
Today in Labor History
November 28 -- Union Communications Services, Inc.
William Sylvis, founder of the National Labor Union, born - 1828
National Brotherhood of Electrical Workers, precursor to IBEW, founded - 1891
A total of 154 men die in a coal mine explosion at Marianna, Pa. Engineer and General Superintendent A.C. Beeson tells the local newspaper he had been in the mine a few minutes before the blast and had found it to be in perfect condition - 1908
Some 400 New York City photoengravers working for the city’s newspapers, supported by 20,000 other newspaper unionists, begin what is to become an 11-day strike, shutting down the papers - 1953
November 27
Some 1,200 workers sit down at Midland Steel, forcing recognition of the United Auto Workers, Detroit - 1936
Some 1,200 workers sit down at Midland Steel, forcing recognition of the United Auto Workers, Detroit - 1936
The pro-labor musical revue, “Pins & Needles,” opens on Broadway with a cast of Int’l Ladies Garment Workers Union members. The show ran on Friday and Saturday nights only, because of the cast’s regular jobs. It ran for 1,108 performances before closing - 1937
November 26
Six young women burn to death and 19 more die when they leap from the fourth-story windows of a blazing factory in Newark, N.J. The floors and stairs were wooden; the only door from which the women could flee was locked - 1910
(Are You Prepared? A Guide to Emergency Planning in the Workplace: Today’s headlines, much like those of yester-year, are filled with disaster, from the natural—fire, flood, hurricane, tornado and the like—to the man-made, such as workplace shootings, explosions, accidental releases of toxic chemicals or radiation, even nightmares such as bombings. Are you and your co-workers prepared to respond quickly and safely if disaster strikes? Steps you take today can save lives tomorrow, from having escape plans to knowing how to quickly turn off power and fuel supplies. Includes helpful checklists. Published by the American Federation of State, County and Municipal Employees.)
Six young women burn to death and 19 more die when they leap from the fourth-story windows of a blazing factory in Newark, N.J. The floors and stairs were wooden; the only door from which the women could flee was locked - 1910
(Are You Prepared? A Guide to Emergency Planning in the Workplace: Today’s headlines, much like those of yester-year, are filled with disaster, from the natural—fire, flood, hurricane, tornado and the like—to the man-made, such as workplace shootings, explosions, accidental releases of toxic chemicals or radiation, even nightmares such as bombings. Are you and your co-workers prepared to respond quickly and safely if disaster strikes? Steps you take today can save lives tomorrow, from having escape plans to knowing how to quickly turn off power and fuel supplies. Includes helpful checklists. Published by the American Federation of State, County and Municipal Employees.)
Wednesday, November 26, 2014
Tuesday, November 25, 2014
Today in Labor History
November 25 -- Union Communications Services, Inc.
Some 10,000 New Orleans workers, black and white, participate in a solidarity parade of unions comprising the Central Trades and Labor Assembly. The parade was so successful it was repeated the following two years - 1883
Teachers strike in St. Paul, Minn., the first organized walkout by teachers in the country. The month-long “strike for better schools” involving some 1,100 teachers—and principals—led to a number of reforms in the way schools were administered and operated - 1946
(In Reviving the Strike: How Working People can Regain Power and Transform America, author Joe Burns says if the American labor movement is to rise again it will not be as a result of electing Democrats, the passage of legislation, or improved methods of union organizing. Rather, workers will need to rediscover the power of the strike. Not the ineffectual strike of today, where employees meekly sit on picket lines waiting for scabs to take their jobs, but the type of strike capable of grinding industries to a halt—the kind employed up until the 1960s.)
(In Reviving the Strike: How Working People can Regain Power and Transform America, author Joe Burns says if the American labor movement is to rise again it will not be as a result of electing Democrats, the passage of legislation, or improved methods of union organizing. Rather, workers will need to rediscover the power of the strike. Not the ineffectual strike of today, where employees meekly sit on picket lines waiting for scabs to take their jobs, but the type of strike capable of grinding industries to a halt—the kind employed up until the 1960s.)
Nearly 1,550 typesetters begin what is to become a victorious 22-month strike against Chicago newspapers - 1947
George Meany becomes president of the American Federation of Labor following the death four days earlier of William Green - 1952
Canadian postal workers, protesting a Post Office decision to offer discounts to businesses but not individuals, announce that for one week they will unilaterally reduce postage costs by about two-thirds. Declared the Canadian Union of Postal Workers: “(M)embers of the general public, not businesses, can mail letters with 10 cents postage and postal workers will process them without taxing them for insufficient postage" - 1983
Free Thanksgiving Meals Will be Served Tomorrow
On Wednesday November 26th visit Sowing Seeds For Life and you'll be served a turkey dinner from 1:00 p.m. to 5:00 p.m., and before you leave you will also receive a bag of food that was donated by customers of Von's Market in La Verne.
DPI Labs Inc. 1350 Arrow Hwy LaVerne, CA 91750 Phone: 909-392-5777 Ext. 271
Monday, November 24, 2014
Today in Labor History
November 24 - Union Communications Services, Inc.
Led by Samuel Gompers, who would later found the American Federation of Labor, Cigarmakers’ Int’l Union Local 144 is chartered in New York City - 1875
Sunday, November 23, 2014
Los Angeles Times truck driver breakfast
Huff's Family Restaurant
- Address: El Dorado Center, 8105 E Wardlow Rd, Long Beach, CA 90808Phone:(562) 598-3373
Mike Beck Rest in Peace
"This is Mikes daughter Michele Washam just want to let all his facebook friends and family know that he passed away early this morning. He was a great husband, father, grandfather, brother, uncle and friend. He will be missed by many.
—
feeling heartbroken."
Today in Labor History
November 23 History’s first recorded (on papyrus) strike, by Egyptians working on public works projects for King Ramses III in the Valley of the Kings. They were protesting having gone 20 days without pay—portions of grain—and put down their tools. Exact date estimated, described as within “the sixth month of the 29th year” of Ramses’ reign—1170BC—in The Spirit of Ancient Egypt, by Ana Ruiz. Scholar John Romer adds in Ancient Lives: The Story of the Pharaoh’s Tombmakers that the strike so terrified the authorities they gave in and raised wages. Romer believes it happened a few years later, on Nov. 14, 1152 B.C.
Troops are dispatched to Cripple Creek, Colo., to control protests by striking coal miners - 1903
Mine Workers President John L. Lewis walks away from the American Federation of Labor to lead the newly-formed Committee for Industrial Organization. The CIO and the unions created under its banner organized six million industrial workers over the following decade – 1935
The first meeting between members of the newly-formed National Football League Players Association and team owners takes place in New York. Union founders included Frank Gifford, Norm Van Brocklin, Don Shula and Kyle Rote. They were asking for a minimum $5,000 salary, a requirement that their teams pay for their equipment, and a provision for the continued payment of salary to injured players. The players’ initial demands were ignored - 1956
Friday, November 21, 2014
Tribune Publishing DTO policy is rescinded - BREAKING NEWS
From: Jack Griffin
Sent: Friday, November 21, 2014 7:14 PM
Subject: A Message From Jack Griffin
Sent: Friday, November 21, 2014 7:14 PM
Subject: A Message From Jack Griffin
Colleagues:
Last week, a Company communication went out regarding a new Discretionary Time Off policy for exempt employees. The change in policy outlined in the note created confusion and concern within the Company. The purpose of this note is to let you know that, based on valuable input from employees, the DTO policy is rescinded.
In reversing the decision, our Company is reverting back to its long-standing policy of providing a fixed amount of vacation, floating holidays and sick days per year based on level and tenure with the Company. Additionally, employees in California will continue to retain accrued and unused vacation.
As we go forward as a new Company, the management team and I will ensure that any significant changes to policy will involve better opportunity for input from many constituencies within the Company.
Thank you for your understanding and continued commitment to helping shape our new Company.
Best,
Jack
Today in Labor History
November 21 -- Union Communications Services, Inc.
Six miners striking for better working conditions under the IWW banner are killed and many wounded in the Columbine Massacre at Lafayette, Colo. Out of this struggle Colorado coal miners gained lasting union contracts - 1927
The 1,700-mile Alaska Highway (Alcan Highway) is completed, built during World War II on the order of President Roosevelt. Some 11,000 troops, about one-third of them African-Americans, worked on the project, which claimed the lives of an estimated 30 men. Memorials for the veterans are scattered in spots throughout the highway, including the Black Veterans Memorial Bridge, dedicated in 1993. It wasn’t until 1948 that the military was desegregated - 1942
The United Auto Workers Union strikes 92 General Motors plants in 50 cities to back up worker demands for a 30-percent raise. An estimated 200,000 workers are out - 1945
Staten Island and Brooklyn are linked by the new Verrazano Narrows Bridge, the longest suspension bridge in the world at the time and still the longest in the U.S. Joseph Farrell, an apprentice Ironworker on the project, told radio station WNYC: "The way the wind blows over this water it would blow you right off the iron. That was to me and still is the most treacherous part of this business. When the wind grabs you on the open iron, it can be very dangerous." Three workers died over the course of the 5-year project - 1964
(Skilled Hands, Strong Spirits follows the history of the Building and Construction Trades Department of the AFL-CIO from the emergence of building trades councils in the age of the skyscraper. It takes the reader through treacherous fights over jurisdiction as new building materials and methods of work evolved; and describes numerous Department campaigns to improve safety standards, work with contractors to promote unionized construction, and forge a sense of industrial unity among its fifteen (and at times nineteen) autonomous and highly diverse affiliates. Arranged chronologically, Skilled Hands, Strong Spirits is based on archival research in Department, AFL-CIO, and U.S. government records as well as numerous union journals, the local and national press, and interviews with former Department officers.)
(Skilled Hands, Strong Spirits follows the history of the Building and Construction Trades Department of the AFL-CIO from the emergence of building trades councils in the age of the skyscraper. It takes the reader through treacherous fights over jurisdiction as new building materials and methods of work evolved; and describes numerous Department campaigns to improve safety standards, work with contractors to promote unionized construction, and forge a sense of industrial unity among its fifteen (and at times nineteen) autonomous and highly diverse affiliates. Arranged chronologically, Skilled Hands, Strong Spirits is based on archival research in Department, AFL-CIO, and U.S. government records as well as numerous union journals, the local and national press, and interviews with former Department officers.)
The promise of telecommuting arrives when the Advanced Research Projects Agency Network—ARPANET, the beginnings of the global internet—is established when a permanent link is created between the University of California at Los Angeles and the Stanford Research Institute in Menlo Park, Calif. - 1969
A fire at the MGM Grand Hotel and Casino in Las Vegas kills 85 hotel employees and guests and sends 650 injured persons, including 14 firefighters, to the hospital. Most of the deaths and injuries were caused by smoke inhalation - 1980
Flight attendants celebrate the signing into law a smoking ban on all U.S. domestic flights - 1989
Congress approves the North American Free Trade Agreement (NAFTA), to take effect Jan. 1 of the following year - 1993
The Genetic Information Nondiscrimination Act takes effect in the nation’s workplaces. It prohibits employers from requesting genetic testing or considering someone’s genetic background in hiring, firing or promotions - 2009
Thursday, November 20, 2014
Thursday Morning in the Blogosphere
Back in the old days this was how we called one another
The NY Times runs its first print native ad - DigiDay
It’s time to apply for a Nieman Fellowship - NiemanLab
Millennials rely on newspaper media - Lebanon Reporter
Homeless to take debit cards for newspapers payment - NL Times
Watch out for unauthorized renewal notices - New Bern Sun Journal
Boston Herald Selects Brainworks Circulation - Editor and Publisher
Rich Mirman Thinks He Can Save the OC Register - Gustavo Arellano
Unlimited Vacation May Be Limited for L.A. Times Veterans - Bloomberg
Washington Post Launches Twice-Daily Tablet Editions on Amazon Fire App - WaPo
Today in Labor History
November 20 -- Union Communications Services, Inc.
First use of term “scab,” by Albany Typographical Society - 1816
Norman Thomas born, American socialist leader - 1884
The time clock is invented by Willard Bundy, a jeweler in Auburn, N.Y. Bundy’s brother Harlow starts mass producing them a year later - 1888
Mine fire in Telluride, Colo., kills 28 miners, prompts union call for safer work conditions - 1901
A total of 78 miners are killed in an explosion at the Consolidated Coal Company’s No. 9 mine in Farmington, W. Va. - 1968
The Great Recession hits high gear when the stock market falls to its lowest level since 1997. Adding to the mess: a burst housing bubble and total incompetence and greed—some of it criminal—on the part of the nation’s largest banks and Wall Street investment firms. Officially, the recession lasted from December 2007 to June 2009 - 2008
Wednesday, November 19, 2014
Food Bank Open Today in La Verne, CA. - Sowing Seeds For Life
Unfortunately the La Verne Police Department has had to come out three times over the last two months to control the traffic that backs up onto Arrow Highway.
The volunteers are gathering at 8:00 am to pre-box and bag food to keep the crowd moving as quickly as possible, as many of our clients are handicapped or elderly.
A third security guard will be employed to keep our visitors from clogging the parking lots of the businesses next door to us, which impacts their customer flow.
The La Verne Police Department has been extremely helpful, and only requests we keep the streets clear outside of our parking lot.
As a volunteer for Sowing Seeds For Life but ten months I have watched as the crowds of hungry American's has continually gown each time we have our food pantry.
Let's hope for the best today and see how our brainstorming plays out?
- Address: 1350 Arrow Hwy, La Verne, CA 91750Phone:(909) 392-5777
Today in Labor History
November 19 -- Union Communications Services, Inc.
Joe Hill, labor leader and songwriter, executed in Utah on what many believe was a framed charge of murder. Before he died he declared: “Don’t waste any time mourning. Organize.” - 1915
(The Man Who Never Died: The Life, Times and Legacy of Joe Hill, American Labor Icon: This is the definitive, well-illustrated biography of Joe Hill, legendary American songwriter and labor hero, with explosive new evidence pointing to his innocence of the crime for which he was executed nearly a century ago.
In 1914, Joe Hill was convicted of murder in Utah and sentenced to death by firing squad, igniting international controversy. Many believed Hill was innocent, condemned for his association with the Industrial Workers of the World—the radical Wobblies. Following four years of intensive investigation, William M. Adler gives us the first full-scale biography of Joe Hill, and presents never before published documentary evidence that comes as close as one can to definitively exonerating him.)
(The Man Who Never Died: The Life, Times and Legacy of Joe Hill, American Labor Icon: This is the definitive, well-illustrated biography of Joe Hill, legendary American songwriter and labor hero, with explosive new evidence pointing to his innocence of the crime for which he was executed nearly a century ago.
In 1914, Joe Hill was convicted of murder in Utah and sentenced to death by firing squad, igniting international controversy. Many believed Hill was innocent, condemned for his association with the Industrial Workers of the World—the radical Wobblies. Following four years of intensive investigation, William M. Adler gives us the first full-scale biography of Joe Hill, and presents never before published documentary evidence that comes as close as one can to definitively exonerating him.)
The nation’s first automatic toll collection machine is used at the Union Toll Plaza on New Jersey's Garden State Parkway - 1954
The National Writers Union is founded, representing freelance and contract writers and others in the trade. In 1992 it was to merge into and become a local of the United Auto Workers - 1981
Tuesday, November 18, 2014
Tuesday Night in the Blogosphere
Philanthropist determined to save Philly papers - USA Today
Tribune Publishing CFO Buys $50,970 in Stock - Watchlist News
Should student newspapers name fabulists and plagiarists? - Poynter
Digital media to experience rapid growth of seven per cent - Gulfnews
Newspaper media takes center stage during the holiday - The Southern
Meghan Daum on nearly dying and then telling the story - LAObserved
Charles Champlin dies at 88; former L.A. Times arts editor, critic - L.A. Times
California Paper Asks Its Employees to Produce, Then Deliver, the News - N.Y. Times
Civic Discourse in LA with Austin Beutner, Publisher, Los Angeles Times - Town Hall
Should Newspapers Turn to a Consultant on Production Operations? - Editor and Publisher
Blak Ryno - Side Chick [Official Music Video]
Published on Nov 18, 2014
Blak Ryno - Side Chick
High Life Riddim
JA Productions
WEBSITE: http://krishgenius.com | BBM: 7EEA3286
TWITTER: http://twitter.com/Krish_Genius
INSTAGRAM: http://instagram.com/KRISHGENIUS
FACEBOOK: http://on.fb.me/gxH2nC
High Life Riddim
JA Productions
WEBSITE: http://krishgenius.com | BBM: 7EEA3286
TWITTER: http://twitter.com/Krish_Genius
INSTAGRAM: http://instagram.com/KRISHGENIUS
FACEBOOK: http://on.fb.me/gxH2nC
Former Los Angeles Times Pressmen Gathering for Breakfast
Los Angeles Times Pressmen's Breakfasts
Los Angeles Times Pressmen's Breakfasts, a set on Flickr.
The Pressmen from the Los Angeles Times will be getting together for breakfast on December 2nd, 2014 at 9:30 A.M. in West Covina, come on down and say hello as everyone is welcome.
The former truck drivers for the Los Angeles Times will also be holding a breakfast on the same date, will learn more later this afternoon regarding the address, and share.
Where: Carrows Restaurant
Address: 101 S.Azusa Ave.,West Covina, CA. 91791
Phone: 626-919-1618
When and time: December 2nd @ 9:30am
RSVP: Emmett Jaime
Address: 101 S.Azusa Ave.,West Covina, CA. 91791
Phone: 626-919-1618
When and time: December 2nd @ 9:30am
RSVP: Emmett Jaime
Changes to retiree health insurance - Tribune Publishing
I've been told that if you are a pre-65 retiree, you must make a new election for health benefits. Here is the info I was sent:
"Tribune Publishing is changing some of the retiree health insurance companies for pre-65 retiree coverage. The PPO coverage in CA, for example, is going from UnitedHealthcare to Blue Cross/Blue Shield of Illinois. If you want to continue your retiree health insurance you must make a new coverage election. If you don't make an election you will loseyour retiree health care coverage and not be able to re-enroll. The enrollment period begins today (Nov 17) and runs through December 1.
"The enrollment website is:www.mercermarketplace.com/tribunepublishing
The new phone number for the TribPub benefits center is (855) 543-4117."
Nico Mele is joining the Los Angeles Times as Deputy Publisher
SOURCE: Brett Levy
From: Beutner, Austin M
Sent: Monday, November 17, 2014 7:54 PM
To: AllLosAngelesTimesEmployees
Subject: Nicco Mele
Sent: Monday, November 17, 2014 7:54 PM
To: AllLosAngelesTimesEmployees
Subject: Nicco Mele
Colleagues –
I am pleased to announce Nicco Mele is joining the Los Angeles Times as Deputy Publisher, reporting to me. He will help lead our efforts to become a world-class digital news and information company.
For more than 132 years, The Times has served our community, our state and our nation with essential news and information. The principal way we reached our customers was, and still is to a great degree, through the physical delivery of a newspaper.
While the paper remains a very important part of our franchise, the next 133 years will be built on the foundation of our digital capabilities. We start from a position of strength, with the largest staff of journalists in the West, a loyal and committee customer base, and a brand known around the world for quality and integrity.
More than ever, as we go forward we will have to find our customers each and every day, tell compelling stories with words, pictures, graphics and video – and do so across an increasing number of digital platforms. We need to grow our digital revenue by offering products and services which provide great value to our subscribers, sponsors and advertisers.
Nicco brings the ideal set of skills and experience to help us meet this challenge. He first rose to prominence as webmaster for Gov. Howard Dean’s 2004 presidential campaign. In the words of Esquire magazine, which named him one of America’s “Best and Brightest,” Nicco and his team “changed presidential politics forever by building a national movement, a campaign community, using [digital] technology.”
Later, Nicco co-founded Echo & Co., now one of the country’s leading digital consulting firms.
He teaches graduate-level courses on the Internet and politics at Harvard’s John F. Kennedy School of Government, and he serves on the board of the Nieman Foundation. He is a co-founder of the Massachusetts Poetry Festival.
Born to Foreign Service parents, Nicco spent his early years in Asia and Africa before graduating from the College of William and Mary in Virginia with a bachelor’s degree in government. Importantly, Nicco is deeply committed to the role journalism plays as a civic conscience in our society.
Please join me in welcoming him.
Austin
Today in Labor History
November 18 -- Union Communications Services, Inc.
Seattle printers refuse to print anti-labor ad in newspaper - 1919
Thirty-one men died on Lake Michigan with the sinking of the Carl D. Bradley during one of the worst storms in the lake’s history. The 623-foot ship, carrying limestone, broke in two. Four crewmen survived - 1958
Monday, November 17, 2014
TRIBUNE PUBLISHING IMPLEMENTS DISCRETIONARY TIME OFF (DTO) POLICY FOR SALARIED EMPLOYEES
SOURCE: Jim Romenesko
Tribune Publishing memo:
From: Internal Communications
Sent: Thursday, November 13, 2014 3:07 PM
Subject: New Discretionary Time Off Policy
Sent: Thursday, November 13, 2014 3:07 PM
Subject: New Discretionary Time Off Policy
Supervisors,
Tomorrow afternoon we will be introducing a new Discretionary Time Off (DTO) policy for all exempt (salaried) non-union employees that will become effective January 1, 2015.
DTO is designed to create a flexible workplace for better work-life balance, encourage employee productivity and creativity and reduce employee burnout and administrative tasks associated with tracking time off. In general this new policy eliminates a fixed number of paid time off days and instead gives employees, subject to the professional judgment and approval of their supervisor, the freedom to decide when and for how long to take time off.
DTO is designed to create a flexible workplace for better work-life balance, encourage employee productivity and creativity and reduce employee burnout and administrative tasks associated with tracking time off. In general this new policy eliminates a fixed number of paid time off days and instead gives employees, subject to the professional judgment and approval of their supervisor, the freedom to decide when and for how long to take time off.
The success of the policy is dependent on open communication between supervisors and employees. Supervisors are expected to allow their employees to take reasonable time off to recharge and attend to personal matters outside of the office. Abuse of this policy by either supervisors not allowing for time off or employees taking too much time and not attending to their work responsibilities will be managed through performance.
As a supervisor of salaried employees, you should review the attached policy and Q&A and be prepared to address any questions your employees may have. As you manage to this policy, it is our expectation that you:
· Approve/disapprove all requests in fair and consistent manner;
· Set and manage clear expectations for yourselves and your employees;
· Plan ahead for projects that may be impacted by team members taking time off;
· Have tough conversations and let your employees know they can’t take time off because it will impede on their teams’ efforts and ability to complete tasks at hand;
· Limit requiring an employee to check in while taking time off in order to let them recharge and renew, and
· Monitor results on a regular basis to ensure your teams are performing in line with business expectations.
· Set and manage clear expectations for yourselves and your employees;
· Plan ahead for projects that may be impacted by team members taking time off;
· Have tough conversations and let your employees know they can’t take time off because it will impede on their teams’ efforts and ability to complete tasks at hand;
· Limit requiring an employee to check in while taking time off in order to let them recharge and renew, and
· Monitor results on a regular basis to ensure your teams are performing in line with business expectations.
The attached Q&A discusses how DTO interacts with our newly enhanced short-term disability plan and other leaves of absences. In anticipation of the introduction of this policy, we wanted to provide you with a copy of the policy in advance so that you can begin to fully understand what this means to you and your employees.
While we believe this policy is pretty straightforward and easy to understand, we know you may have questions. If that is the case, please take the opportunity to engage your assigned HR generalist on this topic.
Thanks.
Objectives
A performance-driven culture is one where results are rewarded. Therefore, rather than allotting a specific number of vacation or paid time off days annually, exempt employees will take the amount of paid time they need for purposes such as vacation, travel, and non-extended illness or injury, subject to their professional judgment and to the performance expectations of their supervisor that apply to their job. The spirit of this policy is that exempt employees are paid for the work they do; not the hours they spent doing it.
Key Provisions
* No formal vacation or time off policy
* No set amounts awarded to employees
* Compensation is not reduced (i.e. employees are not “docked”)
* No accrual; nothing paid on termination
* No set maximums
A performance-driven culture is one where results are rewarded. Therefore, rather than allotting a specific number of vacation or paid time off days annually, exempt employees will take the amount of paid time they need for purposes such as vacation, travel, and non-extended illness or injury, subject to their professional judgment and to the performance expectations of their supervisor that apply to their job. The spirit of this policy is that exempt employees are paid for the work they do; not the hours they spent doing it.
Key Provisions
* No formal vacation or time off policy
* No set amounts awarded to employees
* Compensation is not reduced (i.e. employees are not “docked”)
* No accrual; nothing paid on termination
* No set maximums
Process
1. Employees should use discretion in choosing days off to achieve appropriate work/life balance consistent with their professional obligations.
2. Supervisors must approve all time off and monitor performance to ensure that all job responsibilities are satisfied.
3. Employees must notify those who need to know about the timing and duration of any time off.
4. If an employee leaves prior to current, existing accruals being exhausted, the accrual will be paid at termination. 5. Employees should still request time off through the current online request process.
1. Employees should use discretion in choosing days off to achieve appropriate work/life balance consistent with their professional obligations.
2. Supervisors must approve all time off and monitor performance to ensure that all job responsibilities are satisfied.
3. Employees must notify those who need to know about the timing and duration of any time off.
4. If an employee leaves prior to current, existing accruals being exhausted, the accrual will be paid at termination. 5. Employees should still request time off through the current online request process.
Reduction of Current, Existing Accrual
* All remaining unused vacation time earned or accrued under any former Tribune policy will be applied to employee absences until the accrual has been exhausted.
* Because days off are expected to be tracked, records will be monitored at the individual level. Employees will be expected to take time off and supervisors will be expected to reasonably approve time off, subject to their professional judgment.
* Failure to report time off will be considered a performance issue and subject to corrective action for both the employee and supervisor (i.e. it will be assumed that the supervisor has not permitted the employee to take time off).
Coordination with Other Types of Time Off
* Routine time off of work for purposes of:
– Vacation/relaxation/personal needs
– Floating holidays
– Routine family needs
– Non-extended illness or injury (similar to how sick days were used in the past)
– Bereavement leave
– Jury duty
* All remaining unused vacation time earned or accrued under any former Tribune policy will be applied to employee absences until the accrual has been exhausted.
* Because days off are expected to be tracked, records will be monitored at the individual level. Employees will be expected to take time off and supervisors will be expected to reasonably approve time off, subject to their professional judgment.
* Failure to report time off will be considered a performance issue and subject to corrective action for both the employee and supervisor (i.e. it will be assumed that the supervisor has not permitted the employee to take time off).
Coordination with Other Types of Time Off
* Routine time off of work for purposes of:
– Vacation/relaxation/personal needs
– Floating holidays
– Routine family needs
– Non-extended illness or injury (similar to how sick days were used in the past)
– Bereavement leave
– Jury duty
* Does not apply to absences that may be covered under:
– Family Medical Leave Act or similar state laws
– Short-Term Disability
– Worker’s Compensation
– Military Leave
– Defined company holidays Employees who are absent without prior approval for more than five consecutive days will be required to apply for a leave of absence which may include STD and/or FMLA provisions and will be placed on an unpaid leave pending approval of FMLA
– Family Medical Leave Act or similar state laws
– Short-Term Disability
– Worker’s Compensation
– Military Leave
– Defined company holidays Employees who are absent without prior approval for more than five consecutive days will be required to apply for a leave of absence which may include STD and/or FMLA provisions and will be placed on an unpaid leave pending approval of FMLA
Eligibility
* All regular full-time, non-union exempt employees
* All regular full-time, non-union exempt employees
FAQ
Discretionary Paid Time-Off (DTO) for Exempt (Salaried) Employees General Questions and Answers
1. Why this change? Why now?
At Tribune Publishing, we need to focus on the value people add while at work and not on procedures that limit their creativity or potential. A performance-driven culture rewards results. So, rather than allotting a specific number of vacation or PTO days annually, we will permit exempt employees to take the amount of time off they need for purposes such as vacation, travel, and non-extended illness or injury, subject to the professional judgment and to the performance expectations of their supervisor. Those performance expectations include providing high-quality content and value for our readers and advertisers, meeting business needs and contributing to the overall success of our company.
At Tribune Publishing, we need to focus on the value people add while at work and not on procedures that limit their creativity or potential. A performance-driven culture rewards results. So, rather than allotting a specific number of vacation or PTO days annually, we will permit exempt employees to take the amount of time off they need for purposes such as vacation, travel, and non-extended illness or injury, subject to the professional judgment and to the performance expectations of their supervisor. Those performance expectations include providing high-quality content and value for our readers and advertisers, meeting business needs and contributing to the overall success of our company.
2. Is there a set minimum or maximum under the policy?
No. In an effort to build a workplace where people are treated as responsible, trustworthy adults who are measured by their performance, there is no set minimum or maximum amount of time that can be taken in a given year. No Company employee is authorized to make any representations or commitments to an employee that is contrary to this policy. NOTE: Although the policy allows generally for unlimited time off, please see question #9 for how this policy applies to Leave of Absences.
No. In an effort to build a workplace where people are treated as responsible, trustworthy adults who are measured by their performance, there is no set minimum or maximum amount of time that can be taken in a given year. No Company employee is authorized to make any representations or commitments to an employee that is contrary to this policy. NOTE: Although the policy allows generally for unlimited time off, please see question #9 for how this policy applies to Leave of Absences.
3. How do I request DTO?
You must seek your supervisor’s approval before taking time off with as much advance notice as possible. Preplanned absences should be scheduled at least two weeks in advance whenever possible. Supervisors will grant approval for absences on a business need basis, will not unreasonably deny any requests and will provide you with a reason if they do have to deny your request. Approved time off MUST be tracked through the online time-off system (via Workday).
You must seek your supervisor’s approval before taking time off with as much advance notice as possible. Preplanned absences should be scheduled at least two weeks in advance whenever possible. Supervisors will grant approval for absences on a business need basis, will not unreasonably deny any requests and will provide you with a reason if they do have to deny your request. Approved time off MUST be tracked through the online time-off system (via Workday).
4. What is considered inappropriate use of this policy?
There are two kinds of offenders to this policy: those who take too much time and those who don’t take enough. This policy doesn’t allow employees to simply “not show up” without first contacting their supervisor. But, we also want to make sure that all employees are taking the time off that they need to renew and recharge for the road ahead. Simply put, the success of this policy will come from the communication that takes place between employees, team members and their supervisors. Chronic tardiness, patterns of unapproved absences, or failure to meet performance expectations will still be managed as a performance issue.
There are two kinds of offenders to this policy: those who take too much time and those who don’t take enough. This policy doesn’t allow employees to simply “not show up” without first contacting their supervisor. But, we also want to make sure that all employees are taking the time off that they need to renew and recharge for the road ahead. Simply put, the success of this policy will come from the communication that takes place between employees, team members and their supervisors. Chronic tardiness, patterns of unapproved absences, or failure to meet performance expectations will still be managed as a performance issue.
5. As a supervisor, what’s expected of me with regard to this policy?
The success of this policy depends upon our ability as leaders to lead people. In other words, it requires a great deal of trust, responsibility, accountability and communication. Here are some items for supervisors to consider as the policy is rolled out:
• Supervisors will need to set and manage clear expectations for themselves and their employees.
• Supervisors will have to plan ahead for projects that may be impacted by team members taking time off.
• Supervisors may need to have tough conversations and let their employees know when they can’t take time off because it will impede on their teams’ efforts and ability to complete tasks at hand.
• Supervisors should monitor their employee’s time off and encourage employees to take time off. Supervisors should limit requiring an employee to “check in” while taking time off in order to let them recharge and renew.
• Supervisors will have to monitor outcomes on a regular basis to ensure their teams are performing in line with business expectations.
The success of this policy depends upon our ability as leaders to lead people. In other words, it requires a great deal of trust, responsibility, accountability and communication. Here are some items for supervisors to consider as the policy is rolled out:
• Supervisors will need to set and manage clear expectations for themselves and their employees.
• Supervisors will have to plan ahead for projects that may be impacted by team members taking time off.
• Supervisors may need to have tough conversations and let their employees know when they can’t take time off because it will impede on their teams’ efforts and ability to complete tasks at hand.
• Supervisors should monitor their employee’s time off and encourage employees to take time off. Supervisors should limit requiring an employee to “check in” while taking time off in order to let them recharge and renew.
• Supervisors will have to monitor outcomes on a regular basis to ensure their teams are performing in line with business expectations.
6. As an employee, what’s expected of me with regards to this policy?
The success of this policy requires a great deal of trust, responsibility, accountability and communication. Here are some items for you as an employee to consider when requesting time off:
• You will need to understand your supervisor’s expectations for your performance. • You may not be allowed to take time off when there are key deadlines or projects due for
which your work is critical.
• Your supervisor may not be able to accommodate every request for time off or may ask
you to check in from time-to-time while you are on time off (though supervisors should
try to limit those check-ins).
• You are accountable for managing your own performance. Therefore, it’s your
responsibility to have an open discussion with your supervisor about your time off and its
impact on your performance.
• As always, future career opportunities are assessed based on your performance and
potential.
The success of this policy requires a great deal of trust, responsibility, accountability and communication. Here are some items for you as an employee to consider when requesting time off:
• You will need to understand your supervisor’s expectations for your performance. • You may not be allowed to take time off when there are key deadlines or projects due for
which your work is critical.
• Your supervisor may not be able to accommodate every request for time off or may ask
you to check in from time-to-time while you are on time off (though supervisors should
try to limit those check-ins).
• You are accountable for managing your own performance. Therefore, it’s your
responsibility to have an open discussion with your supervisor about your time off and its
impact on your performance.
• As always, future career opportunities are assessed based on your performance and
potential.
7. What happens to banked “Disability Days” previously available for use with Short Term Disability?
As part of the new Short Term Disability Policy, which provides eligible employees with more generous coverage, banked “Disability Days” will no longer continue.
As part of the new Short Term Disability Policy, which provides eligible employees with more generous coverage, banked “Disability Days” will no longer continue.
8. Can DTO be used to supplement unpaid FMLA or reduced Short Term Disability pay?
DTO is intended for routine time off and not for extended illness or injury. It is not intended to replace leaves of absence under the Family Medical Leave Act. As such, if you are absent from work for sickness or injury for a period of time greater than five (5) consecutive working days, you are required to apply for approval under the Short-Term Disability and/or FMLA policy and will be placed on an unpaid leave of absence pending certification and approval of FMLA.
DTO is intended for routine time off and not for extended illness or injury. It is not intended to replace leaves of absence under the Family Medical Leave Act. As such, if you are absent from work for sickness or injury for a period of time greater than five (5) consecutive working days, you are required to apply for approval under the Short-Term Disability and/or FMLA policy and will be placed on an unpaid leave of absence pending certification and approval of FMLA.
Since Discretionary Time Off is intended for routine time off, you may not use it to supplement a reduced Short Term Disability period. Keep in mind, however, that the Short Term Disability policy was changed to pay at 100% of pay for up to four weeks.
9. Will I be denied a DTO request if I’m not meeting my goals?
Being on a performance improvement plan or other corrective action does not, in of itself, prevent you from taking time off. You must, however, have your supervisor’s approval and be able to satisfy all of your professional obligations in a timely manner. If your time off does not allow you to satisfy those professional obligations in a timely manner, you may be subject to corrective action up to and including termination of your employment.
Being on a performance improvement plan or other corrective action does not, in of itself, prevent you from taking time off. You must, however, have your supervisor’s approval and be able to satisfy all of your professional obligations in a timely manner. If your time off does not allow you to satisfy those professional obligations in a timely manner, you may be subject to corrective action up to and including termination of your employment.
10. If I leave the company will I be paid out unused DTO?
Since there are no formally designated “paid time off” days and the policy is generally unlimited, there is no need to accrue for vacation days and, consequently, nothing to pay out upon your leaving the company. If you work in California, any accrual you have as of 12/31/14 will be applied to your absences until the accrual has been exhausted. It is expected that you take time off each year, so we further expect to see your accrual decrease over time. If you work in California and you leave the company before your accrual has been exhausted, you will be paid out your accrued but unused vacation.
Since there are no formally designated “paid time off” days and the policy is generally unlimited, there is no need to accrue for vacation days and, consequently, nothing to pay out upon your leaving the company. If you work in California, any accrual you have as of 12/31/14 will be applied to your absences until the accrual has been exhausted. It is expected that you take time off each year, so we further expect to see your accrual decrease over time. If you work in California and you leave the company before your accrual has been exhausted, you will be paid out your accrued but unused vacation.