Contract

Lake Superior Newspaper Guild

CONTRACT 1‑1‑08 through 12‑31‑10

Table of Contents

Article                                                                                                                                                      Page
   1 Recognition and Coverage........................................................................................................................................3
   2 Classifications and Wages....................................................................................................................................4-8
   3 Hours........................................................................................................................................................................8-10
   4 Holidays.......................................................................................................................................................................10
   5 Dismissals and Severance Pay........................................................................................................................10-12
   6 Vacations................................................................................................................................................................12-13
   7 Illness.....................................................................................................................................................................13-14
   8 Management Rights..................................................................................................................................................14
   9 Grievance Procedure...........................................................................................................................................14-15
   10 Part‑time and Temporary..................................................................................................................................15-16
   11 Use of Personal Vehicles.......................................................................................................................................16
   12 Health and Welfare............................................................................................................................................16-18
   13 Retirement................................................................................................................................................................ 18
   14 Miscellaneous.....................................................................................................................................................18-20
   15 Military Leave.............................................................................................................................................................20
   16 Leaves of Absence..................................................................................................................................................21
   17 Equal Opportunity.....................................................................................................................................................21
   18 Complete Agreement..............................................................................................................................................21
   19 Union Security...........................................................................................................................................................22
   20 Death in Immediate Family....................................................................................................................................22
   21 Jury Duty.....................................................................................................................................................................23
   22 Reporter's Privilege..................................................................................................................................................23
   23 Information.................................................................................................................................................................24
   24 Workers' Comp Injury Pay.......................................................................................................................................24
   25 No Strike.....................................................................................................................................................................24
   26 Duration and Renewal of Contract........................................................................................................................25
   Letters of Understanding........................................................................................................................................26-36

CONTRACT BETWEEN
DULUTH NEWS TRIBUNE
AND LAKE SUPERIOR NEWSPAPER GUILD

This agreement, made this 29th day of April, 2008, between the DULUTH NEWS TRIBUNE, hereinafter known as the Employer, and the LAKE SUPERIOR NEWSPAPER GUILD, hereinafter known either as the Union or the Guild, shall be in effect from January 1, 2008, through December 31, 2010.

Article 1
Recognition and Coverage

(1) The Employer recognizes the Union as the sole and exclusive bargaining agent for itself and in behalf of all employees in the bargaining unit certified by the National Labor Relations Board (NLRB) in Case No. 13‑RC‑10950, namely: All full‑time and regular part‑time employees employed by the Employer in its editorial, advertising, market development, new media, business office, information systems, circulation and maintenance departments, excluding managerial, supervisory, and confidential employees as defined in the Act, and all other employees.

(2) Positions that are considered to be exempt from the bargaining unit are listed in the attached side letter to this agreement. The list of positions shall not constitute a cap on the number of excluded positions. Additional management positions may be added pursuant to Section 4.

(3) In addition, all temporary employees, such as election workers, contest judges, temporary phone solicitation crews, special campaign workers, or any other employee hired with the understanding the job will last no more than three (3) months, shall be excluded from provisions of the contract, as will all editorial correspondents. If a temporary employee is hired filling a position covered under the terms of Article 2 of the contract, he/she shall be paid in accordance with the rates and practices defined in Article 2.

(4) NEW MANAGEMENT POSITIONS: If the Publisher creates a new position in a department covered by this Agreement and asserts such position should be excluded from the Guild's jurisdiction, the Publisher shall give reasonable advance notice to the Guild of the creation of such a position. The Publisher shall meet at the request of the Guild to discuss the reasons for excluding the position from the Guild's jurisdiction. It is understood that the basis for excluding any such new position shall be the criteria and standards established under the National Labor Relations Act. The parties pledge their mutual cooperation in administering this section, meaning specifically that the Guild shall not challenge positions that clearly are managerial, confidential and/or supervisory, nor shall the Publisher seek to exclude positions that do not meet the criteria defined in the National Labor Relations Act.

Article 2
Classifications and Wages

(1) The minimum wages to be paid to an employee covered by and during the life of this contract shall be in accordance with the following schedule. Where wages are expressed in weekly rates, the wages are the minimums to be paid for 40 hours worked in a week. Employees who work fewer than 40 hours in a week shall be paid an hourly wage prorated on the weekly scale based on hours worked.

Classification A
Reporters, Copy Editors, Newsroom Graphic Artists, Newsroom Web Producers, Photographers, District Managers*, Advertising Account Executives**

Year 1

Year 2

Year 3

Year 4

Year 5

Year 6

1/1/08

$502.19

$535.84

$576.25

$636.46

$739.66

$868.66

1/1/09

$509.72

$543.88

$584.89

$646.00

$750.76

$881.69

1/1/10

$517.37

$552.03

$593.66

$655.69

$762.02

$894.91

*Hired before April 29, 2008.
**The company may place advertising account executives hired after April 29, 2008, in either Classification A or A-1.

Classification A-1
Advertising Account Executives*
In addition to the base salary listed here, Classification A-1 Advertising Account Executives will receive compensation as outlined in Letter of Agreement No. 10

Year 1

Year 2

Year 3

1/1/08

$502.19

$535.84

$576.25

$636.46

1/1/09

$509.72

$543.88

$584.89

$646.00

1/1/10

$517.37

$552.03

$593.66

$655.69

*The company may place advertising account executives hired after April 29, 2008, in either Classification A or A-1.

Classification B
Librarian, Computer Operator

Year 1

Year 2

Year 3

Year 4

Year 5

1/1/08

$394.59

$438.45

$482.29

$531.38

$605.05

1/1/09

$400.51

$445.03

$489.52

$539.35

$614.13

1/1/10

$406.52

$451.70

$496.86

$547.44

$623.34

Classification C
NIE Coordinator, Promotion Copy Writers

Year 1

Year 2

Year 3

Year 4

Year 5

Year 6

1/1/08

$444.83

$487.63

$530.38

$607.40

$710.02

$838.35

1/1/09

$451.50

$494.94

$538.33

$616.51

$720.67

$850.92

1/1/10

$458.27

$502.36

$546.41

$625.75

$731.48

$863.69

Classification D
Advertising Coordinators, News Assistants, Prepress Technicians, Circulation Coordinators, Marketing Development Coordinators, Help Desk Coordinator, Credit Collections Coordinators.

Year 1

Year 2

Year 3

Year 4

Year 5

Year 6

1/1/08

$445.20

$476.37

$510.33

$546.06

$558.58

$618.34

1/1/09

$451.88

$483.52

$517.99

$554.25

$566.96

$627.61

1/1/10

$458.66

$490.77

$525.76

$562.56

$575.47

$637.03

Classification E
Advertising Graphic Designers, District Managers.*

Year 1

Year 2

Year 3

Year 4

Year 5

Year 6

1/1/08

$448.93

$496.71

$551.13

$602.47

$661.64

$773.45

1/1/091

$445.67

$504.16

$559.40

$611.51

$671.56

$785.05

1/1/10

$462.50

$511.72

$567.79

$620.68

$681.64

$796.83

*Hired after April 29, 2008.

Classification F
Cashiers, Bookkeepers, Circulation Customer Service Representatives

Year 1

Year 2

Year 3

Year 4

Year 5

1/1/08

$394.59

$438.45

$464.73

$508.59

$561.20

1/1/09

$400.51

$445.03

$471.70

516.21

$569.62

1/1/10

$406.52

$451.70

$478.77

$523.96

$578.17

Classification G
Classified Telephone Sales Representatives

Year 1

Year 2

Year 3

Year 4

Year 5

1/1/08

$380.55

$398.11

$420.85

$455.96

$526.10

1/1/09

$386.26

$404.09

$427.16

$462.80

$534.00

1/1/10

$392.06

$410.15

$433.57

$469.74

$542.01

Classification H
Maintenance Personnel (nightside)

Year 1

Year 2

Year 3

Year 4

1/1/08

$382.95

$410.34

$437.68

$510.63

1/1/09

$388.69

$416.50

$444.24

$518.29

1/1/10

$394.52

$422.75

$450.91

$526.06

Classification H‑1
Maintenance Personnel (dayside)

Year 1

Year 2

Year 3

Year 4

1/1/08

$524.25

$566.18

$617.13

$641.81

1/1/09

$532.11

$574.67

$626.39

$651.44

1/1/10

$540.09

$583.29

$635.78

$661.21

Classification I
Advertising Copy Couriers

Year 1

Year 2

Year 3

1/1/08

$333.74

$350.71

$367.68

1/1/09

$338.75

$355.97

$373.20

1/1/10

$343.83

$361.31

$378.80

Classification J
Circulation Verification Clerks and Telemarketers

Year 1

Year 2

Year 3

1/1/08

$333.74

$350.71

$367.68

1/1/09

$338.75

$355.97

$373.20

1/1/10

$343.83

$361.31

$378.80

Classification K
Customer Service Field Representatives

Year 1

Year 2

Year 3

1/1/08

$356.37

$373.34

$390.31

1/1/09

$361.71

$378.94

$396.16

1/1/10

$367.14

$384.62

$402.11

(2)Classification A-1 Advertising Account Executives: In addition to the base salary outlined above, Class A-1 Advertising Account Executives compensation as outlined in Letter of Agreement No. 10. Advertising Account hired after April 29, 2008, may be hired at either the new plan as outlined in Letter of Agreement No. 10 or under the Classification A level. This will be done at management discretion.

(3) EXPERIENCE DEFINITION: Experience credit shall be mutually determined between the Employer and the individual employee at time of employment. Such mutual agreement shall be reached on the basis of proven experience in a comparable field of work.

(4) SALARY REDUCTIONS: It is understood that during the life of this agreement there shall be no reduction in salaries except in the case of a voluntary transfer or a transfer from night to day shifts. The determination of over‑scale premiums shall rest solely with the Employer. However, if on an individual basis an advertising salesperson or district manager opts to take part in any incentive program offered by the Employer, he/she will voluntarily give up his/her merit pay for the remainder of the Agreement. By the same token a person who opts to take the incentive program will remain in the program for the remainder of the Agreement. The determination of the existence of an incentive program and terms of the same shall rest solely with the Employer.

   (5) PAY PERIOD: Payment of wages shall be made biweekly.

   (6) NIGHT DIFFERENTIAL: Full‑time employees who work the major portion of their working day between the hours of 3 p.m. and 5 a.m. shall receive a night differential of fifteen (15) dollars per week.

(7) Nothing in this contract shall prohibit the Employer from subcontracting work. If subcontracting will have a significant impact on Guild jobs, the Employer will provide sixty (60) days' notice to the Guild. The Employer will only be required to bargain over such subcontracting to the extent required by law.

(8) The Employer will provide the Guild with a copy of the hiring letter for each Guild-covered employee within one week of his or her start date.

Article 3
Hours

(1) WORK WEEK: The normal work week shall consist of 40 hours. The five‑day, 40‑hour week (eight hours within nine) shall obtain in all classifications, except that news gatherers, copy editors, photographers and district circulation managers may, by mutual agreement with the Employer, work more or less than an eight‑hour shift or a split shift so long as the total straight‑time hours do not exceed 40 in any given five‑day work week. A split shift shall not qualify for a callback. Advertising salespeople shall be exempted from all provisions of this section.

(2) OVERTIME: Overtime shall be worked only when authorized by the Employer, and only when required by the Employer, or when an emergency or the nature of the work assigned reasonably requires said overtime. Payment for any authorized overtime shall be at the rate of time and one‑half basic scale. Mutually agreed upon arrangements between Employer and employee may be worked out for compensating time off for overtime worked, but said compensating time must be taken within the pay period. Part‑time employees will not be eligible for time‑and‑a‑half pay for days in which they work more than 8 hours.

(3) Notwithstanding the provisions of Article 3, Section (1) above, the Employer may require an employee to work an additional two hours in a work day (for a total of 10 hours) with those additional hours to be taken off at some other time during the week through compensatory time at the rate of one hour off for each hour over 8 worked.

The Employer shall make every effort to give at least 48 hours' notice when a work day of more than 8 hours is required. If 48 hours' notice is not given, the provisions of Section (2) of this article shall control. The 48‑hour notice may be waived by mutual agreement.

It also is recognized that overtime may be required by the Employer.

(4) VOUCHERS: Each employee who is required to work overtime shall prepare and sign a voucher showing the day and number of overtime hours worked and the supervisor who authorized it. Said voucher shall be filed with the employee's immediate supervisor prior to the next pay period.

(5) DAYS OFF: Days off shall be regular and consecutive except in unusual circumstances, or unless by mutual agreement between the Employer and employee. Unless prevented by reasons beyond its control, including but not limited to a major mechanical failure, a fire or an act of nature, employees shall be given at least seven days' notice of a change in days off.

If, during the first four hours of a shift, the Employer is forced, by reasons beyond its control, to halt operations in any department, employees who have begun their shift will be paid for a full four hours. If, during the second four hours of a shift, the Employer is forced by reasons beyond its control, to halt operations in any department, employees who have begun their shift will be paid for a full eight hours.

If the Employer is forced, by reasons beyond its control, to halt operations in a department for more than one business day, employees shall be notified to not report for work at least twelve hours before their next scheduled shift. If such notification is made, employees will not report to work and will not be paid for that day. If such notification is not made and employees report for work, they will be paid for a full eight hour shift.

(6) SCHEDULE: Under normal circumstances, the Employer shall post work schedules fourteen days in advance.

(7) CALLBACK: An employee called back to work after having left the building at the close of a shift shall receive a minimum of three (3) hours pay at the rate of one and one‑half times the regular straight‑time rate.

(8) Employees who work the majority of any shift at a keyboard or VDT shall be eligible for 15 minutes of break time for each four hours of work, to be taken as one break or in increments as needed by the employee with the approval of his or her supervisor.

(1) HOLIDAYS: Recognized holidays shall be New Years, Memorial Day, Independence Day, Labor Day, Thanksgiving, Christmas, or days celebrated as such. An employee may substitute for Christmas an alternate recognized religious holiday such as Rosh Hashanah. In addition, each employee will be given one personal leave day during the calendar year but such day will be taken only with approval of the supervisor after one week's notice.

(2) PAYMENT: Payment for employees working the recognized holidays will be twice the regular pay for actual hours worked; or, at the option of the employee, eight hours straight time and a compensatory day off. The compensatory day off is to be approved by the department head and to be taken within 30 days after the holiday. A minimum of 48 hours' notice will be required from an employee for scheduling of a compensatory day to be considered. However, if actual hours worked are fewer than eight the employee who elects to take double time shall be paid the difference between hours worked and eight hours at straight time.

(3) Employees scheduled to work on a holiday, or day celebrated as such, who are not required to work, shall receive a regular day's pay at straight time.

(4) Employees whose day off falls on a holiday, or day celebrated as such, shall be granted a compensatory day off with pay, such day to be designated by the department head and to fall within 30 days after the holiday. A minimum of 48 hours' notice will be required from an employee for scheduling a compensatory day to be considered.

(1) There shall be no dismissals except for just and sufficient cause. In the event of any contemplated dismissal, for the reduction of force and no other reason, the Employer shall give the employee four weeks' notice or shall give the employee four weeks' pay in lieu thereof.

During the first three months of employment, an employee may be terminated without just cause. Said employee shall not have recourse to the grievance and arbitration procedure regarding such a termination. The three‑month competency period may be extended by mutual agreement between the Guild and the Employer.

(2) (a) When an employee is discharged after one (1) year of continuous employment, he or she shall be entitled to severance in cash, and in a lump sum, not to exceed a maximum of twenty‑six (26) weeks, according to the following formula: One week's pay for each of year of regular, full‑time continuous employment with the Employer. Such severance pay shall not be applicable when an employee is discharged for just cause. Severance shall not accrue for any year in which an employee works fewer than 1040 hours. Severance pay shall be based on the employee's rate of pay at time of discharge.

(b) In the event the Employer is acquired by a new company and the new company honors the terms and conditions of this Agreement, severance will not be paid to any employee as a result of the transaction.

(c) In the event that the Employer is acquired by a new company and the new company does not honor the terms and conditions of this agreement and requires employees covered by this agreement to apply for employment, severance, based on the above formula, shall be paid to an employee who applies for work with the new company and:
(1) is not offered employment; or
(2) is offered employment that is not comparable to his or her position with the Employer; or
(3) accepts employment with the new company and is dismissed within six months of his or her date of hire either for economic reasons or for a reason other than just cause.

(d) Employees who do not apply for a position with the new employer shall receive
severance based on the above formula. An employee who receives severance, then goes to
work for the acquiring company within six months, must repay the total amount of
severance to the previous employer.

(3) Employees resigning from the Employer's service shall be expected to give two weeks' advance notice of such resignation.

(4) In the event of death of any employee, after six years of service with the Employer, the Employer shall pay an amount equal to the severance pay to which the employee would have been entitled upon dismissal to the deceased employee's designated beneficiary, if any, or spouse, if any, otherwise to the deceased employee's living children. If there are no living children, the amount shall be paid to the deceased employee's estate.

(5) In the case of economic discharges or layoffs, these will be made, by classifications within a department, in reverse order of seniority. The same will apply to establishment of a rehiring list. An individual will be on the rehire list for a period of one year from his/her date of layoff or until offered a position in the same or a higher classification, whichever occurs first.

(6) When new equipment or technology is introduced that substantially impacts how employees within the Guild bargaining unit perform their work or that might result in layoffs, the Employer shall provide 45 days' notice to the Guild.

Article 6
Vacations

(1) The vacation period shall be from January 1 to December 31.

(2)Full‑time employees shall begin to earn vacation from their date of hire. Changes in accrual rates shall be effective on an employee's employment anniversary date.

(3) Once earned, vacation shall be available for use.

(4) Rates for earning vacation shall be based on years of service. Employees shall begin to earn vacation at a rate of 1 day per 26 days worked, to a maximum of 10 working days per calendar year.

When employees complete their fifth year of employment, as determined by their original hire date, they shall earn vacation at a rate of 1 day for every 17‑1/3 days worked, to a maximum of 15 working days per calendar year.

When employees complete their tenth year of employment, as determined by their original hire date, they shall earn vacation at a rate of 1 day for every 13 days worked, to a maximum of 20 working days per calendar year.

(5) On January 1, employees eligible to earn vacation shall have their complete annual vacation amount available for use; however, vacation days shall not be considered earned until the requisite number of days are worked, pursuant to Section 4 of this Article. Employees who are hired after January 1 of the current year will have a prorated number of vacation days immediately available for use; however, vacation days shall not be considered earned until the requisite number of days are worked, pursuant to Section 4 of this Article. Each employee shall be permitted to carry over no more than one week of vacation from one year to the next. In special circumstances, an employee may carry over additional vacation by mutual agreement with the Employer.

(6) Upon termination of employment, an employee shall be paid for any earned but unused vacation. An employee who has used vacation before it is earned shall have the amount deducted from his or her final paycheck.

(7) Vacation schedules shall be posted by management within each department by March 1 of each year and, once posted, shall not be changed except in emergencies. The number of employees of a department or a section thereof to be on vacation at any one time may be subject to reasonable limits by the Employer. Every effort shall be made, however, to allow employees to take vacation when requested.

(8) Vacation scheduling shall be done by seniority. In case of a conflict between employees over scheduling, the selection by the employee who has the longest full‑time employment in the department by job classification shall prevail. Initial vacation scheduling by an employee may be for no more than two weeks. After all employees of a department or section thereof have made their initial selections, the balance of the employee's vacation may be scheduled.

(9) An employee whose vacation includes a holiday (or day celebrated as such) shall receive a compensatory day off, the specific date to be determined between the employee and the supervisor.

(10) Employees shall be notified at least once each month of the amount of vacation available for use. This information will be available to employees more frequently upon request to the Accounting Department.

(11) Upon request, employees shall be paid in advance for earned vacation time to be taken.

Article 7
Illness

(1) Reasonable sick leave with full pay shall be granted to all employees without deduction from accrued overtime. For reasonable cause, the Employer may require an employee to provide a doctor’s certificate stating the nature of the illness requiring an absence from work.

(2) Reasonable sick pay is defined as follows:
Six months to four years employment: 10 days sick pay annually
Four to eight years employment: 15 days sick pay annually
Over eight years employment: 20 days sick pay annually with additional sick pay at the Employer's discretion.

(3) In case a person who is off sick during a work week works days or hours other than those normally scheduled, the following shall prevail:

Should the Employer specifically ask that person to work either extra hours, or an extra day or days, payment of all hours over 40 shall be at time and one‑half. Sick pay shall be considered when compiling the number of hours normally scheduled.

Should an employee, for reasons of his or her own interest, request to work extra hours or days during a week when sick pay has been paid, such extra time worked shall be paid at straight time.

(4) Unused sick leave, up to 10 days per year, shall be accumulated in a bank. The maximum an employee may have in this bank at a given time is 90 days. In the event of a serious illness requiring a convalescence or a hospital stay, the employee may draw from this bank after his or her current year's sick leave has been reduced to five days. A statement from the attending physician shall be required in order to draw on the bank. Upon retirement, the employee shall receive payment for unused sick leave in the bank at the rate of one day of pay for each two days' leave banked, up to a maximum of 30 days.

Article 8
Management Rights

Except as limited by other provisions of this Agreement, the Company shall retain and have
the traditional rights to decide and act with respect to the managing of the business and the
direction of the working force, including but not limited to, the right to determine the methods
of operation, the assignment of work and scheduling of hours, the number of persons to be
employed, and the right to discharge or discipline for cause and to make and enforce
reasonable department rules. The exercise of such management rights shall be subject to the
grievance procedure.

Article 9
Grievance Procedure

(1) A grievance committee comprised of an equal number appointed by the Union and by the Employer, maximum of four from each side, shall consider any matter arising from the application of this Agreement and pertaining to any employee covered by this contract.

(2) The committee will meet within 10 days, exclusive of Saturdays, Sundays and holidays, of filing of written grievance by either party.

(3) If satisfactory agreement is not reached by the grievance committee within 30 days of the committee reaching a decision that they cannot agree, the matter shall be referred to a mutually agreeable arbitrator whose decision shall be binding to both parties. The moving party shall notify the other in writing of this referral to arbitration within 120 days after the aforementioned 30‑day period. Lack of this written notice indicates waiver of the grievance.

(4) If for any reason an arbitrator cannot be selected by mutual agreement, the arbitrator shall be selected through the facilities and in accordance with the rules of the Federal Mediation and Conciliation Service. The cost of an arbitration shall be borne equally by the parties except that no party shall be obligated to pay for any part of the cost of a stenographic transcript unless said party received a copy of said transcript. Any party refusing to pay an equal share of a transcript cost will not be privy to copy of said transcript.

(5) The arbitrator shall have no power to add to, subtract from, alter or in any way vary the express terms of this Agreement.

(6) The parties by mutual consent may extend any of the time limits set forth above. A grievance must be filed in writing within 60 days of the date of the incident that gave rise to the grievance or of the date the union received notice of the incident, whichever is later, but in any case no longer than 90 days of the date of the incident. Pay and benefit issues are exempt from these time restrictions.

(1) A part‑time employee is one who is regularly hired to work fewer than 32 hours a week.

(2) A temporary employee is one employed for a special project or specified time, in either
case usually for three (3) months or less. However, this period may be extended by mutual
agreement between the Employer and the Guild. The Employer shall notify the Guild, in writing, when a temporary employee is hired, what work that person shall do, and their expected time of service.

   (3) Employees who consistently work 32 hours or more per week but fewer than 40 hours per
week shall receive holiday pay, prorated vacation pay, sick pay (actual hours scheduled),
health insurance and life insurance benefits.

   (4) Any individual employee who is regularly scheduled to work and does, in fact, consistently
work 40 or more hours per week for a period of six consecutive months, shall then have a
normal work week of 40 hours per week.

(5) With respect to employees who regularly work fewer than 40 hours per week, the number
of hours to be worked during any week shall be determined by the Employer. The Employer
shall determine the scheduling of such hours.

(6) Part‑time employees shall receive time and a half for actual hours worked on holidays The
Employer shall make available a health insurance plan and a dental plan, as described in Article
12, to part‑time employees (a) hired to work 20 or more hours per week or who consistently
average 20 or more hours per week over a six‑month period, and (b) who have completed
1040 hours of regular, continuous service. The cost of participation in these plans shall be
borne by the employee.

(7) Management may not have more than six interns in a calendar year without the advance agreement of the Guild. Interns shall not be used to displace regular full- or part-time employees or replace work normally performed by regular full- or part-time employees. Interns will be paid a minimum of 90 percent of the minimum pay rate for the position they hold, unless they are taking the internship for credit from an accredited college or university and cannot accept pay. Internships shall not exceed three months, except by mutual agreement between the Publisher and the Guild. If an intern subsequently is hired to work for the News Tribune immediately following the internship, the hire date, for purposes of seniority and benefits coverage, shall be backdated to reflect time worked during the internship.
The Employer shall notify the Guild, in writing, when an intern is hired, what work that person shall do, and their expected time of service.

Article 11
Use of Personal Vehicles

(1) Authorized and legitimate expenses reasonably incurred by the employee while engaged in the service of the Employer shall be paid by the Employer.

(2) Use of an employee's personal vehicle when required by the Employer as essential to the operation of the newspaper shall be a condition of employment for employees whose work assignments include vehicle travel.

(3) Mileage reimbursement: Where an employee is regularly required and/or authorized to use his or her personal vehicle in the service of the Employer, reimbursement shall be paid, with 37 cents to be minimum mileage. An employee who uses his or her personal vehicle in the service of the Employer shall be guaranteed a minimum of $2 for any work‑related trip. If the Employer elects to eliminate or substantially reduce its fleet of company‑owned vehicles, the Employer agrees to meet with the Union for the purpose of negotiating an improvement in the rates detailed herein.

(4) Employees who must drive as part of their work assignment must possess a valid driver's license and carry automobile insurance. These employees, upon hire and upon employer request, must present a current valid driver's license and furnish the employer with a certificate of insurance.

Article 12
Health and Welfare

   (1) The Employer shall provide medical, dental, vision, life and long‑term disability insurance, pursuant to the options outlined below.
   a) Medical
   The Employer shall make available health insurance plans, on a premium cost‑sharing
basis, to full‑time employees with at least three‑months of full‑time continuous service.
The Employer shall be free to select the carriers/administrators. The plans and
coverage options shall be the same as those offered to management employees. The
Employer shall pay the same percentage of the total premium cost for any coverage
option for each employee who has chosen to participate in the plan as it pays for

management employees; the employee shall pay all other costs. The employee’s share of the total premium cost shall remain unchanged for 2008. In addition, in no event shall the employee be required to pay more than 28 percent of the total premium cost for employee-only coverage, more than 37 percent of the total premium cost for employee plus dependent, or more than 42 percent of the total premium cost for family coverage for 2009. In no event shall the employee be required to pay more than 30 percent of the total premium cost for employee-only coverage, more than 40 percent of the total premium cost for employee plus dependent, or more than 45 percent of the total premium cost for family coverage for 2010.

b) Dental
The Employer shall make available a dental insurance plan, on a premium cost-sharing
basis, to full-time employees with at least three months of regular full-time continuous
service. The Employer shall be free to select the carriers/administrators. The plan(s)
premium cost-sharing basis and coverage options shall be the same as those offered of
management employees.

c) Vision
The Employer shall make available a vision insurance plan to full‑time employees with
at least three months of regular full‑time continuous service. The Employer shall be
free to select the carriers/administrators. The plan(s), premium cost-sharing basis and
coverage options available shall be the same as those offered to management
employees. The Employer shall pay for 100 percent of the basic vision coverage; the
employee shall pay for any additional coverage and all other costs.

d) Life
The Employer shall make available a life insurance plan to full‑time employees with at
least three months of regular full‑time continuous service. The Employer shall be free
to select the carriers/administrators. The plan(s) and coverage options available shall
be the same as those offered to management employees. Employees who elect to
purchase life insurance shall pay all applicable premium costs.

e) Long‑Term Disability
The Employer shall make available a long‑term disability insurance plan to full‑time
employees with at least three months of regular full‑time continuous service. The
Employer shall be free to select the carriers/administrators. The plan(s) and coverage
options available shall be the same as those offered to management employees.
Employees who elect to purchase disability insurance shall pay all applicable premium
costs.

f) Flexible Spending Accounts (FSAs)
The Employer shall make available to all bargaining unit employees flexible spending
accounts so they can use pre‑tax wages to pay for eligible medical expenses and
dependent care expenses.

(2) Eligibility/Other terms

a) All full‑time employees hired to work 32 or more hours per week or who
consistently work 32 or more hours per week during any six‑month period shall be
considered full‑time and, therefore, eligible for the insurance coverages described
above.

b) Insurance coverage shall become effective after three months of regular
and continuous full‑time service with the Employer, as defined above.

c) For purposes of this Article, a domestic partner of an employee shall be deemed a
spouse, and therefore eligible for the coverage described herein. The Employer may
require reasonable proof of a domestic partnership.

d) The Guild shall be given advance notice of any change in insurance carriers for the
insurance coverage described in this Article.

Article 13
Retirement

1. The Employer shall offer to employees the same 401(k) plan it offers to managers. The Employer will provide a 50 (fifty) percent match, up a maximum employer contribution of 2 (two) percent.

2. The matching 401(k), agreed to on Jan. 3, 2007, replaced the Knight Ridder Single Employer Non‑Negotiated (SENN) pension plan that was frozen when Knight Ridder was sold. The agreement creating the matching 401(k) does not affect benefits employees and former employees who are vested in the former Knight Ridder SENN pension plan will receive from that plan.

3. The Jan. 3, 2007, agreement also does not affect previous agreements covering the benefits of the former Printer 2s assigned to work within the Guild’s jurisdiction.

Article 14
Miscellaneous

(1) OUTSIDE ACTIVITIES: Employees shall be free to engage in any activities outside working hours which do not consist of services performed for publications or communications media in direct competition with the Employer.

Employees may not perform, without prior written consent of the employer, services for
publications, radio, television or other media, including on‑line publications, which are in
direct competition with the Employer.

Direct competition shall be defined to include any media based within the 14‑county
circulation area of the Duluth News‑Tribune. The Employer shall have the right, within
reason, to identify other direct competitors.

Editorial employees shall have the responsibility to recognize and not engage in activities that
would result in a conflict of interest or that would compromise the integrity of the newspaper.
Editorial employees shall not perform salaried work for political candidates or political
organizations, nor shall they serve on any governmental policy‑making boards, without the
prior written consent of the Employer.

(2) Bylines indicating authorship by an employee shall not be attached to any material published if the employee objects in writing thereto. The employee must object to a byline on each specific story where an objection is applicable and cannot make a blanket objection to all bylines.

(3) No employee hired as a reporter shall be discharged for incompetency as a photographer; and no employee hired as a photographer shall be discharged for incompetency as a reporter.

(4) The Employer agrees not to have or enter into any agreement with any other publisher, binding such other publisher not to offer to give employment to the employees of the Employer, and further agrees that no such agreement shall exist between individual newspapers of the Employer.

(5) The Guild shall have the right to maintain two bulletin boards for its own exclusive use, for posting notices to employees relating to Guild affairs and similar matters. One bulletin board shall be located in the hallway of the first floor and the second bulletin board shall be located in the editorial department at the location of the present bulletin board. All material must be posted by a Guild officer and the board must be encased and locked.

(6) The Employer agrees to provide life insurance for full‑time employees in case of accidental death as well as coverage for accidental dismemberment while on assignment. Amounts of life insurance coverage shall be as follows:

(a) for employees earning less than $30,000 per year, $50,000 of coverage.
(b) for employees earning $30,000 or more per year, $100,000 of coverage.

(7) Employees shall have a right at any time to discuss with the Human Resources Director the contents of their personnel files and to make copies of any documents contained in these files. They also shall have the right to file responses to any disciplinary material in these files, as long as they also file a copy of the response with the supervisor who originated the disciplinary material. All this shall be done without reprisal or threat of any reprisal to the employee.

(8) For full‑time maintenance personnel who have completed their three‑month probation period, the Company will provide up to $175 per year for work clothing.

(9)Multi Media Work

(a) Participation by a journalist in on‑air television appearance or radio work shall be
voluntary. An employee's refusal to do such work or inability to perform such work shall
not be used against him or her in any manner. No employee will be disciplined or
discharged for incompetence for on-air appearance work broadcast by a media partner.
Employees hired with the explicit understanding that the majority of their work will be
multi media related (i.e. on air, script writing, etc) are not covered by this section. The
Employer reserves the right to require employee participation in all other multi media
work.

(b) Reasonable training will be made available to any employee who performs multi media work.

(d) Journalists will be able to review for accuracy any of their material adapted for use on television or radio before it is aired.

(e) Journalists will take their assignments from their supervisors at the Duluth News Tribune.

(f) Photojournalists may be required to carry video cameras after training has been
provided. In no event shall still pictures, taken by a multimedia partner, lead to a reduction
in the Duluth News Tribune photojournalist force. No employee will be discharged for incompetence for work broadcast by a media partner.

(10) Job posting: The Employer shall post any internal job openings on bulletin boards in common areas at the same time or prior to advertising the opening outside the building. First consideration shall be given to internal employees for all job vacancies for which they are qualified.

Article 15
Military Leave

The Employer agrees to abide by all state and federal statutes currently in effect or which becomes law during the term of this agreement with regard to the employment or re‑employment of a person serving military obligations, whether such people are serving military obligations on a voluntary or involuntary basis, including obligations arising in the regular or reserve service of the United States or any state, territory or federal district.

(1) Leaves of absence for personal or family illness, birth or adoption of a child, school conferences or classroom activities shall be granted in accordance with the Family Medical Leave Act, the Minnesota Parental Leave Act and Duluth News Tribune policy, with the understanding that the policy shall apply from date of hire.

(2) MATERNITY LEAVE: An employee on maternity leave may use sick leave, including banked sick leave, for disabilities associated with childbirth and pregnancy. The rest of the leave time shall be unpaid.

(3) Paid leave of one day shall be granted to a father or mother to be taken within one week of the child's birth or of an adopted child's arrival in the home of employee.

(5) No benefits shall accrue during the unpaid portion of any leave period. Unpaid leaves of less than three months shall not constitute a break in the continuity of service. For unpaid leaves of more than three months, employees shall receive full credit for service prior to the date of the commencement of the leave, plus the first three months of their leave.

There shall be no unlawful discrimination during the term of this Agreement on the basis of race, color, religion, age, gender, national origin, sexual orientation, marital status, disability or public assistance status. This includes harassment, sexual harassment and retaliation for pursuing equal employment opportunity.

This agreement (together with any letters of agreement executed concurrently herewith) is the
complete agreement between the parties and supersedes all prior agreements and practices. It
is also acknowledged that during negotiations which resulted in this Agreement the Union and
the Company had the full right and opportunity to make demands and proposals with respect
to all proper subjects of collective bargaining and that both parties agree, for the life of this
agreement, that neither shall be obligated to bargain collectively with respect to any subject or
matter not specifically referred to or covered in this Agreement.

(1) All employees who are members of the Union in good standing 30 days after the effective date of this Agreement, and all employees who become members thereafter during the life of this contract, shall, as a condition of employment, maintain their membership in the Union in good standing during the term of this Agreement, to the extent of payment of dues and initiation fees as provided by law. For purposes of this section, the term ``member” shall be meant to include satisfying the financial obligations associated with representation in accordance with the National Labor Relations Act.

(2) Not earlier than 30 days prior to the stated termination of this Agreement, nor later than the last day prior to such termination date, an employee may withdraw from the Union by sending a certified letter to the Union stating he or she is withdrawing membership in the Union. Such withdrawal shall become effective as of the last day of the stated term of this Agreement.

(3) There shall be no interference or attempt to interfere with the operations of the Guild.

(4) Upon an employee's voluntary written assignment, the Publisher shall deduct monthly from the earnings of the employee and pay to the Guild not later than the 10th day of each month an amount equal to Guild membership dues or, alternatively, a reduced representation fee. Such amounts shall be deducted from the employee's earnings in accordance with the Guild's schedule of rates furnished the Publisher by the Guild. Such schedule may be amended by the Guild at any time. An employee's voluntary written assignment shall remain effective in accordance with the terms of such assignment.

(5) The dues deduction assignment shall be made upon the form specified in the side letter attached to this Agreement.

      In the event of a death in the immediate family (spouse, spousal equivalent, parent/guardian,
   child, brother, sister, mother‑in‑law, father‑in‑law, grandparent, grandchild) of an employee,
   he or she shall be allowed an absence from work of up to three (3) days. For each regularly
   scheduled workday so absent, exclusive of days off or vacation days, the employee shall
   receive regular pay to a maximum of three (3) days' pay. The employer may grant an
   extension of such leave, without pay, if the particular situation warrants additional time away
   from work due to funeral arrangements.

Article 21
Jury Duty

All employees who are summoned to a jury panel shall notify their supervisor in advance and
will be excused from daytime work in order to report for jury duty in the morning and if
required for jury duty in the afternoon, they shall be excused from work in the afternoon. If
not selected as a juror, the employee shall return to work without delay, if the employee is
selected as a juror, he or she shall call their supervisor as soon as possible and so inform him
or her.

When working, the employee shall be paid his or her regular straight‑time hourly rate. When
absent for shifts or part of shifts because of the requirements of jury duty, employees with at
least six months of continuous service for the company shall be compensated at their regular
straight‑time hourly rate by the Employer. Upon receiving his/her check from court as
payment for jury duty, an employee shall endorse it over to the employer promptly, in any
case within two (2) business days after receiving it. Depending upon the circumstances, an employee may be asked to modify his/her scheduling during the time that they are asked to serve on a jury depending upon the length of the trial and the nature of the employee’s work assignment.

Afternoon and night shift employees who are summoned to a jury panel and who are required
to physically report for jury duty shall not be required to report to work. However, should
they be excused from jury duty before serving a full day, they shall report to their supervisor
for assignment. They shall be required to work the equivalent of a full shift, including time
already spent at jury duty.

Article 22
Reporter's Privilege

The Publisher and the Guild agree that:

(a) When a requirement for disclosure or authentication of information, notes, documents,
films or other material or the source thereof is made upon an employee by a federal, state or
municipal court, grand jury, agency, department, commission or legislative body, such
employee shall notify the Publisher or, if such requirement is made upon the Publisher, the
Publisher shall notify the employee.

(b) Following such notification, Publisher's counsel will be consulted and, if the advice of the
Publisher and Publisher's counsel is followed, the employee shall not suffer any loss of pay or
other benefits and shall be made whole to the extent permitted by law against fines or damages
by any final judgment or decision in the action.

Article 23
Information

Once every three months, the Employer shall supply the Union in writing with the following
information for all employees in Guild jurisdiction:

a) Name and address
b) Date of employment.
c) Position.
d) Salary.

The Employer shall notify the Union promptly in writing of all terminations with the exception
of employees who quit voluntarily and temporary employees.

Article 24
Workers' Comp Injury Pay

In the event of an injury which is on‑the‑job and covered by Workers' Compensation, the
Employer shall pay the difference between the employee's salary and the amount determined
to be payable under Workers' Compensation, without deduction from accrued sick leave. This
will be done for a period not to exceed 90 days. The Employer shall have the right to
continue pay beyond the 90‑day period, based on consultation with the Employer's Workers'
Compensation insurer.

If the time off exceeds the 90 days mentioned above, the employee will receive no salary from the Employer, unless the Employer elects to continue to pay some portion of the employee's salary. The employee shall continue to receive payments from the Workers' Compensation insurer for as long as the insurer determines benefits are payable.

During any period of continued absence after 90 days, so long as the individual remains an
employee, it will be the employee's responsibility to pay to the Employer his or her portion of
all insurance premiums.

Article 25
No Strike

During the term of this agreement, the union and employees agree that there will be no strikes, sympathy strikes or slowdowns, and the company agrees that there shall be no lockouts.

This agreement shall commence the 1st day of January 2008 and terminate the 31st
day of December 2010. The terms and conditions of this Agreement shall remain in effect
so long as negotiations continue or until such negotiations are lawfully terminated or
agreement is reached on a new contract. Should either party desire to change the terms of
this contract, or terminate the Agreement in its entirety, written notice shall be provided to
the other party sixty (60) days prior to December 31, 2010.

In the negotiations that resulted in the collective bargaining agreement dated January 1, 2003, the Publisher and the Guild agreed that the following positions are considered to be exempt from the bargaining unit described in Article 1:

Administration
Publisher
Employee Relations and Development Director
Employee Relations and Development Manager
Employee Relations and Development Generalist
Employee Relations and Development Assistant:
Administrative Assistant to Publisher:
Operations Director

Editorial
Editor
Managing Editor
Editorial Page Editor
Assistant Managing Editor ‑ Local News
City Editors
Assistant Managing Editor: News& Presentation
News Editor
Sports Editor
Visuals Editor
Administrative Assistant to the Editor
Multi Media Editor
Features Editor
Assistant Features Editor

Advertising
Advertising Director
Retail Advertising Manager
Sales Development Manager
Classified Advertising Manager
Classified Telephone Room Supervisor
Design Manager
Advertising Administrative Assistant

Information Systems
Director of Technology & Strategy
IS Technology Manager
Publishing Systems & Training Manager

Network System/Analyst
Pre‑Press Systems Manager

Circulation
Circulation Director
Area Supervisor
Area Supervisor
Area Supervisor
Home Delivery Manager
Operations Supervisor
Circulation Administrative Assistant

Business Office
Director of Finance
Assistant Controller
Senior Staff Accountant Finance Manager
Budget and Credit Manager
Circulation and Cash Accounting Manager
Payroll Coordinator
Advertising Accounting Manager
Accounting Administrative Assistant

Maintenance Building
Building Superintendent/Environmental Manager

Market Development
Market Development Director
Advertising Market Development Manager
Consumer Market Development Manager
Marketing and Special Events Coordinator/Marketing Administrative Assistant
Consumer Retail Sales Manager

Any employee identified herein who held a formerly excluded position that has been moved into the bargaining unit shall maintain a personal exemption for as long as he or she holds the position; however, any such employee who transfers to a different position covered by the collective bargaining agreement shall become a member of the bargaining unit, and his or her personal exemption shall terminate. No such employee shall be required to maintain a personal exemption; those employees identified as holding personal exemptions may elect to become part of the bargaining unit.

The current Maintenance Foreman, Paul Heckman, has a personal exemption from the Guild. When he vacates his current position, that position shall become a Guild-covered position.

The current Editorial Page Associated, Chuck Frederick, has a personal exemption from the Guild. When he vacates his current position, that position shall become a Guild-covered postion.

Neither Mr. Heckman nor Mr. Frederick shall be required to maintain a personal exemption in their current positions; either may elected to become part of the bargaining unit. If either transfers to a different position covered by the CBA, he shall become a member of the bargaining unit, and his personal exemption shall terminate.

The parties agree that the combined position of Marketing and Special Events Coordinator/Marketing Secretary is an excluded position. Should the duties of the position expand to require that a second position be created, the parties have agreed that the position of Marketing and Special Events Coordinator shall be considered a bargaining unit position, and the Marketing Secretary shall be an excluded position.

LETTER OF AGREEMENT #2
ARTICLE 16 ‑ LEAVES OF ABSENCE

June 18, 1999

Karen Rylander‑Davis
Human Resources Director
Duluth News‑Tribune
424 W. First Street
Duluth, MN 55801

Dear Karen:

In the negotiations that resulted in the collective bargaining agreement dated January 1,1999, the parties discussed union‑related leaves of absence and reached the following agreement:

Upon 30 days' advance notice to the Employer, up to two employees shall be granted leaves of absence to attend the annual convention(s) of The Newspaper Guild/CWA; however, such a leave may be denied by the Employer for compelling business reasons. Upon request, the Employer shall make a reasonable effort to accommodate an officer's request for unpaid leave for other union‑related duties. Time off for negotiations shall be handled according to the current practice of the parties.

Sincerely,

John Myers
President

LETTER OF AGREEMENT #3
ARTICLE 19 ‑ DUES DEDUCTION FORM

June 18, 1999

Karen Rylander‑Davis
Human Resources Director
Duluth News‑Tribune
424 W. First Street
Duluth, MN 55801

Dear Karen:
In the negotiations that resulted in the collective bargaining agreement dated January 1, 1999, the parties agreed to use the following form for those employees who elect, pursuant to Article 19, to have the Employer deduct dues from their paychecks:

Assignment and Authorization to
Deduct Guild Membership Dues

To: Duluth News‑Tribune

I hereby assign to the Lake Superior Newspaper Guild, and authorize the employer to deduct monthly from any salary earned or to be earned by me as an employee, an amount equal to Guild dues or, alternatively, Guild representation fees, as certified by the Treasurer of the Guild starting the first week of the month following the date of this assignment. I further authorize and request the employer to remit the amount deducted to the Lake Superior Newspaper Guild not later than the 10th day of each month.

This assignment and authorization shall remain in effect until revoked by me. I further agree and direct that this assignment and authorization shall be continued automatically unless written notice of its revocation is given by me to the employer and to the Guild. Such notice of revocation shall become effective the pay period following the calendar week in which the employer receives it.

This assignment and authorization is voluntarily made in order to pay my equal share of the Guild's costs of operation and is not conditioned on my present or future membership in the Guild.

This assignment and authorization supercedes all previous assignments and authorizations heretofore given by me in relation to Guild dues or representation fees.

Employee's signature:

Date:

Sincerely,

John Myers
President

SIDELETTER #4
SENIORITY LIST FOR H, H‑1
CLASSIFICATIONS

June 18, 1999

Karen Rylander‑Davis
Human Resources Director
Duluth News‑Tribune
424 W. First St.
Duluth, MN 55816

Dear Karen,

In the negotiations leading to the collective bargaining agreement dated January 1, 1999, the
Guild and the News‑Tribune reached the following understanding with regard to the creation
of a new classification H‑1 in the maintenance department:

For the purpose of determining seniority in the case of a reduction in force, it is agreed that Classifications H and H‑1 shall be considered as one list.

Sincerely,

John Myers
President

SIDELETTER #5
USE OF PERSONAL VEHICLES

June 18, 1999

Karen Rylander‑Davis
Hman Resources Director
Duluth News‑Tribune
424 W. First St.
Duluth, MN 55816

Dear Karen,

In the negotiations leading to the collective bargaining agreement dated January 1, 1999, the
Guild and the News‑Tribune reached the following understanding with regard to new
language in Article 11, Section 1, governing the requirement to own a vehicle as a condition
of employment:

No employee hired before the effective date of this Agreement with the
understanding that a car would not be required for work shall be required by the Employer to make a car available, unless the employee accepts a new position which requires vehicle travel.

The purpose of this agreement is to ensure that modified language in Article 11, Section 1,
isn't interpreted to require current employees to purchase a vehicle if they weren't required to
have such a vehicle when they were hired by the News‑Tribune.

Sincerely,

John Myers
President

SIDELETTER #6
EMPLOYEES ASSIGNED TO WORK IN
GUILD'S JURISDICTION

June 18, 1999

Karen Rylander‑Davis
Human Resources Director
Duluth News‑Tribune
424 W. First St.
Duluth, MN 55816

Dear Karen,

This letter shall constitute the agreement between the parties regarding former Printer 2s who have been assigned to work in departments covered by the Newspaper Guild.

The parties have agreed to meet promptly after the conclusion of negotiations now under way for a new collective bargaining agreement to negotiate the wages, hours, and other terms and conditions of former composing room employees who have been assigned to work within the Guild's jurisdiction.

The parties have agreed that, pursuant to any agreement reached in the above‑referenced negotiations, former composing room employees assigned to work within the Guild's jurisdiction shall maintain benefits, such as their matching 401(k) plan, that they possessed while working in the composing room.

The parties also have agreed that, pursuant to any agreement reached in the above‑referenced negotiations, all service with the News‑Tribune shall be used in the computation of any service‑based benefits in the Guild contract, such as sick leave and vacation.

Sincerely,

John Myers
President

SIDELETTER #7
NEWS ASSISTANTS

June 18, 1999

Karen Rylander‑Davis
Human Resources Director
Duluth News‑Tribune
424 W. First St.
Duluth, MN 55816

Dear Karen,

In an effort to provide opportunities for News Assistants to develop new skills, the Lake Superior Newspaper Guild and management agree:

l To allow each News Assistant, if he or she so desires, to write one news story per month.
l To amend this limit for the purpose of increased development opportunities upon discussion and agreement by both parties.
l News Assistants may choose not to participate in such developmental writing assignments without negative consequences.
l Because we view these assignments as truly developmental and optional in nature, performance in them will not impact a News Assistant's overall performance appraisal.
l To continue to pay an hourly differential to News Assistants for actual hours spent on developmental writing assignments. The hourly differential will be calculated by taking:
– the average hourly rate for reporters (hourly rates for Steps 1 through 6, divided by 6),
– the average hourly rate for news assistants (hourly rate for Steps 1 through 6, divided by 6), and
– determining the difference between the average hourly rates for these two classifications.
l News assistants will keep a separate time card for time spent on a story writing assignment. For these hours they will be paid at an hourly rate which reflects their regular hourly rate plus the differential.

Sincerely,

John Myers, President

SIDELETTER #8
LETTER OF AGREEMENT BETWEEN
DULUTH NEWS‑TRIBUNE AND
LAKE SUPERIOR NEWSPAPER GUILD

August 9, 1999

John P. Myers
President
Lake Superior Newspaper Guild
P.O. Box 441
Duluth, MN 55801‑0441

Dear John:

This letter shall constitute the agreement between the parties regarding the wages, hours and other terms of former Printer 2s who have been assigned to work in departments covered by the Newspaper Guild.

The parties have agreed that current Printer 2s will be assigned to one of two positions represented by the Newspaper Guild:
l Artist -- Classification E
l PrePress Technician -- Classification D

Agreements regarding individual employees' wages, step level and hours are reflected on payroll change forms found in each employee's personnel file.

The parties have also agreed that former Printer 2s assigned to work within the Guild's jurisdiction shall maintain benefits, such as their matching 401(k) plan, that they possessed while working in the composing room.

The parties have further agreed that all service with the News‑Tribune, as indicated by individual employees' hire dates below, shall be used in the computation of any service‑based benefits in the Guild contract, such as sick leave, vacation and pension service credit.

Sincerely,

Karen L. Rylander‑Davis
Human Resource Director

cc: Personnel Files Hire Dates of Former Printer 2s
Cindy Aebli                  April 13, 1993
Tracy Colclough                       June 8, 1995
Greg Culver                  December 18, 1990

Julie Frederick              August 16, 1993
Cliff Gagner                 April 28, 1994
Kris Johnson                 December 15, 1994
Nancy Norvell              February 20, 1996
Jerry Thoreson              December 10, 1996
Michelle Williams         August 7, 1995

LETTER OF AGREEMENT #9

Dec. 16, 2003

Jerome Ferson
Employee Relations and Development Director
Duluth News Tribune
424 W. First St.
Duluth, MN 55816

Dear Jerome,

In the negotiations leading to the collective bargaining agreement dated Jan. 1, 2003, the Guild and the News Tribune agreed that the position of help desk coordinator would be removed from the list of positions considered to be exempt from the bargaining unit and placed under Guild coverage. Both sides further agreed that the position’s incumbent, Judy Muehlberger, will not lose pay or benefits, such as her matching 401(k) plan, as a result of the change.

Sincerely,

Steve Kuchera
President

LETTER OF AGREEMENT #10

July 23, 2008

Steve McLister, Publisher
Duluth News Tribune
424 W. First St.
Duluth, MN 55816

Dear Steve,

In the negotiations leading to the collective bargaining agreement of April 29, 2008, the Guild and the News Tribune agreed to create a position of Classification A-1 Advertising Account Executive. In addition to the position’s base salary, listed in Art. 2 of the CBA, Classification A-1 Advertising Account Executives will receive the following compensation:

Monthly Revenue Incentive
Percent of goal            Minimum incentive
100 to 100.99                   $500
101 to 102.99                   $750
103 to 104.99                          $1,000
105 and above             $1,500

Quarterly Revenue Incentive
Percent of goal                        Minimum incentive
100 to100.99                           $300
101 to 102.99                          $600
103 to 104.99                          $900
105 and above             $1,200

Annual Revenue Incentive
Percent of goal                        Minimum incentive
100 to 109.99                          $1,000
110 to 119.99                          $2,000
120 to 124.99                          $3,000
125 and above             $5,000

Compensation Plan Guidelines
1. The revenue goal for each sales representative will be determined by last year’s actual performance, this year’s budget, and prevailing market conditions.
   2. Revenue, will be considered the amount billed at the end of each month, reconciled by the Business Office.
   3. Commissions will be paid monthly on the first paycheck of the following month in which the commission was earned.
   4. Management reserves the right to change, assign, reassign accounts/territories among the advertising sales staff members and the right to modify individual quarterly and annual revenue incentives.
   5. Adjustments resulting in revenue loss will be deducted from total sales in the event of a rep controlled error due to scheduling, errors or make-goods.
   6. Credits due to bad debt will be charged back in the month deemed uncollectable.
   7. Quarterly incentives will be pro-rated on hires starting after the beginning of a quarter. An employee hired after July 1 will not be eligible for an annual bonus.
   8. The fiscal year is October through September. The quarters are defined as October-December, January-March, April-June, July-September.
   9. In the event of voluntary resignation or termination only the commission earned during the current month will be paid. Commissions on ads scheduled into the future will not be paid.