GUILD

3 % each of three years

4% first 2 years; 5% final year

Fully Retroactive

Health

Insurance

• 3 health plan choices: United HMO, United, CIGNA POS, plus Merck-Medco prescription coverage.

• Rate cap: employee pays 15 % of current premium.

• Company has right to switch to ``substantially equivalent’’ plans.

• Guild estimates United HMO will cost nearly $500 more this year, because of higher premium copays and user fees.

• 6 health plan choices: Blue Cross Classic, Cost-to-Coast, and BlueCHiP HMO; also: United HMO; UNITED POS and CIGNA.

• Rate cap: employee pays 15 % of current premium.

• Defined what "substantially equivalent" means.

MetLife dental plan

Participating dentists: 188

Delta Dental

Participating dentists: 551

Providence Journal Co. plan

• Generally pays lower benefits than Belo plan. (Example, age 58 worker earning $47,000 now, would get $30,563 yearly at age 65 retirement, $8,694 more than Journal benefit of $21,869.

• Calculates benefit just on base pay.

• Higher early retirement offsets.

• Bargaining reopener in late 2001 for pensions.

Belo Corp. plan or Providence Journal, whichever pays more.

Belo plan:

• Generally pays higher benefits.

• More liberal early retirement

• Included overtime, commissions, which can increase the benefit by 3 to 7 %

(Given to non-Guild workers)

401k retirement

Providence Journal Co. plan

• Company automatically contributes $2.10 per shift, up to $10.50, per week.

• Company contributes $3 a week if worker puts in between 2 and 15 % of pay.

• Bargaining reopener in late 2001 for 401k

Belo "Star" plan.

• Belo automatic contribution: 20%.

Belo matching contribution: 55 percent of employee contribution, up to 6% of salary, paid in Belo stock.

(Given to non-Guild workers)

Drops one of two personal holidays, for new total of 10 paid holidays. Equivalent loss of one day’s pay a year. Under company’s 3 percent pay offer, that’s $201 for a reporter; $104 for janitor.

11 paid holidays

Increases the waiting period for a 3^rd week of vacation from three to five years. For new workers, it’s equivalent to the loss of two weeks’ pay.

Increases the waiting period for 3^rd weeks of vacation from three to five years as trade-off for other benefit improvements. Would not take affect until 2002.

• Raises the pay of operators, but reduces scale of newly-hired specialists down from $849.

• Company allowed to change schedules without union recourse to grievance procedure.

Would upgrade operators from $640 to $774 a week.

No voice for employees in incentive plans.

An incentive committee of 3 Guild and 3 company members to adjust incentive plans, with disputes to be resolved by binding arbitration.

Parking

“Free parking” or mass transit bus passes.

But the program would be outside the contract. What the company has said in writing is that it “may be changed or eliminated” by the company. Only available to employees working 22.5 hours or more.

• Company also would eliminate current contract language which provides for subsidized parking.

• $10,000 lump sum settlement distributed among eligible workers in settlement of parking arbitration award.

Free parking benefit written into the contract for all employees working 22.5 hour or more.

Other employees eligible for parking reimbursement up to $6 per day.

GUILD

Unfair labor

Practice charges & grievances.

Requires Guild to agree to drop pending unfair labor practices charges and grievances.

Guild is willing to drop unfair labor practice charges. Grievances must be equitably settled on their merits, or arbitrated.

Car allowance and mileage

No change in car allowance. Overages in regular car allowances revised to 22-cents a mile up to 29-cents, depending on gas prices.

Car allowance increased from $43.50 to $45 a week. Overages in regular car allowances revised to 22-cents a mile up to 29-cents, depending on gas prices.

Life insurance

Increases benefit to two times base salary for employees with 22.5 hours or more.

Increases benefit to two times base salary for employees with 22.5 hours or more, all current employees guaranteed minimum of $30,000.

No change. Currently interns get $491 both years. Rate would increase by 3 percent.

In second year of employment, pay to first step in reporter scale. Currently interns get $491 both years; reporter entry scale with 4 % would be $583.

No Change

Guild agreed in May.

• Vision Service Plan, employee pays 100 percent of premium

• Drops company-paid eye exams, glasses for new computer users now in contract.

Guild agreed in May.

Increases in differential for workers substituting in higher positions. Example: national ad manager would go from $6.68 to $12.15. All differentials increased by general hike in years 2 & 3. Employees substituting in higher classifications shall get difference between regular and substitute scales, not less than $2.50 per day

Guild agreed prior to contract vote.

Guild to be included in company "Profit Performance Bonus" plan, with benefit determined solely by company on same basis as other workers. Drops the current gainsharing program.

Guild agreed prior to contract vote.

Employee assistance

Behavioral health care assistance to employees and dependents, 24-hour phone support, 6 counseling visits.

Guild agreed prior to contract vote.

Job sharing

No change in contract.

Guild agreed in May.

Parental leave

No change.

Guild agreed in May.

3 of 5 sick days may be used for ``family illness.’’

Guild agreed in May.

Accident insurance

Travel accident benefit increased from $35,000 to 1 ½ times base salary, minimum of $100,000.

Guild agreed in May.

Long term disability

The benefit is increased from 50 to 60 percent of salary, and the monthly maximum from $3,000 to $10,000.

Guild agreed in May.

Adoption

Up to $3,000 for adoption expenses, maximum lifetime benefit, $9,000.

Guild agreed prior to contract vote.

Dependent care

A 100 percent company match, up to $20 a week, to employee contribution to dependent care account.

Guild agreed prior to contract vote.

Health care spending`

Employees allowed to contribute ``pre-tax’’ earnings to health care spending accounts

Guild agreed prior to contract vote.