1. Unpaid Staff positions are designated by Employer in conjunction with the Department Heads.
2. The Employer and Department Heads shall use principles of affirmative action and quality programming to fill positions
3. The Manager shall give final approval of all Unpaid Staff.
4. As so designated, the Unpaid Staff shall be subject to Section B of this Agreement.

1. An Unpaid Staff person shall have filled an unpaid or paid staff position for not less than four months.
2. The job shall entail regular hours, not to be less than 20 hours/month for a minimum of 6 months or a minimum of 96 hours within a 2 year period. (i.e. Board Ops)
3. If asked, Unpaid Staff are required to participate in KPFA's on-air and off-air fundraising efforts.
4. Unpaid Staff must be active members of a department (or associated with the management team), attending meetings and contributing to their group's functioning and administration.
5. Unpaid Staff shall train others to carry out their job functions.
6. Unpaid programmers will be considered Unpaid Staff only if their involvement

SECTION 6. GRIEVANCE PROCEDURE:

Any claim, difference, dispute, or grievance arising between the parties to this contract shall be taken up promptly in the following manner:

STEP 1: Verbally between the Station Steward(s) and the KPFA General Manager. The aggrieved worker(s) shall be present unless circumstances prevent their participation. If the matter is not satisfactory settled within 10 days or within the extended peri od of time mutually agreed upon and written, it shall be referred to Step 2.

STEP 2: The grievance shall be submitted in writing, by a designated Union Committee or a Union-designated representative to the Employer. Within 10 days, the Employer shall submit a written answer to the grievance. The Union-designated Grievance Com mittee and Employer representative shall meet within 10 days of the time said answer is submitted by the Employer. Special meetings at Step 2 on a matter deemed to be of great importance or urgency by the Union Committee shall be held within 1 day after a request by the Union.

SECTION 7. NONDISCRIMINATION:

Neither Employer or the Union shall engage in nor tolerate discrimination with regard to race, religion, creed, age, physical disablilty, sex, sexual orientation, national origin, Union activities or political beliefs. Employer and Union will make every effort to bring the ethnic and gender composition of the Paid and Unpaid Staff as closely as possible in line with the ethnic and sexual composition of the signal area of KPFA-FM and KPFB-FM. Special care shall be taken to train and promote those who, by reason of race, sex or sexual orientation have experienced discrimination in the past. Employer will make sure that all Employer-sponsored events are wheelchair accessible.

SECTION 8. NO STRIKE BREAKING:

No worker shall be required to cross a legitimate picket line as defined by UE Local 1412 or be assigned, transferred or required to go to any radio station, transmitter, studio or property owned while a strike is in progress, or to originate, duplicate, or transmit by any means, a program or programs especially for such a station. No worker will be required to broadcast or process in any way any program or program material produced at any facility while a strike is in progress at that facility. The pr ovisions of this section will be enforceable only to the extent that they are compatible with existing law.

Employer will be given 24 hours notice of an impending strike. Employer will also be notified of application for strike sanction.

SECTION 9. DEFINITION OF TERMS AND HIRING:

1: "Worker" is either Paid or Unpaid Staff.
2: "Volunteer" is a person who does not qualify as a member of either Paid or Unpaid Staff.
3: "Employee" refers to Paid Staff only.
4: "Temporary job" is one which lasts no more than 4 months.
5: "Interim job" is one that lasts 4 months to no more than 1 year.
6: "Permanent job" has no end date.
7: "Contract work" is for a specific task and shall not replace a regular station function. After completion of 4 months of contract work, Employer will consult with the Union to determine whether a permanent hire should take place.
8: "Work Area" is defined as any position formerly held by the employee at KPFA or another Pacifica station or any other position that requires a reasonable amount of training.

B. Hiring


1: When the Employer determines that a hire must be made for which there is no eligible person to claim recall rights, it shall post a written notice of an opportunity for employment at KPFA-FM and the wages and benefits intended to be paid. This not ice shall include a job description, the date after which applications shall not be accepted and the date employment is to begin. The posting shall be a minimum of 30 days for permanent and interim hires. The hiring process may be extended by Employer and or Applicant Review Committee if no suitable applicant is found.

The Union shall have a bulletin board in the Station where such notice may be posted.

2: For the purpose of advising the Employer of the qualifications and the suitability of prospective permanent and interim employees, Employer shall convene an "Applicant Review Committee". This committee shall consist of the Manager or her/his designated representative, the Department Head or her/his designated representative of the department in which the applicant's position exists, an unpaid staff person selected within 10 days of notice by the unpaid staff of the department and a non-voting Affirmative Action officer. This Committee shall elect its own chair, schedule and conduct interviews with job applicants. No permanent employee shall be hired until interviews by the Applicant Review Committee has been completed.

3: If for some reason the primary Department Head, paid staff person or the unpaid staff person cannot participate in the Applicant Review Committee, other individuals can be drawn from the nearest relevant department.

4: The Affirmative Action officer shall be jointly appointed in writing by both Management and Union, report to both, and serve at the pleasure of both for a one-year term beginning July 1st to June 30th of the following year. The Affirmative ction officer will insure that affirmative action guidelines are followed in all hires.

5: The Employer shall post written notice of each hire and will notify all unsuccessful candidates as soon as possible after the position has been filled. Except in emergency situations, due to the nature of the jobs done here, the Employer shall a assure a smooth transition by providing an adequate period of training for the new employee.

Management shall make no lateral transfers of paid staff from one department or position to another without the consent of the person being transferred and a majority of the Union Stewards.

SECTION 10. PROBATION:

All new employees shall be on probation for the first 6 months of their employment. All benefits due the new employee will commence after 3 months. At any time during the probation period the Employer may terminate her/him without cause.

SECTION 11. WORK WEEK:

The work week of a full time employee will be 40 hours in a 7-day period, with part-time employees working proportionate times. Each employee is entitled to 2 consecutive days off within each 7-day period.

SECTION 12. PAY RATE COMPUTATION:

Hourly wages for all employees shall be computed at the full-time rate of pay with seniority divided by the number of hours in the month (173) when it is necessary to make an hourly computation of wage rates. No changes in pay schedule shall be made wi thout consulting the Union.

SECTION 13. LAYOFFS:

The Employer shall notify the Union and affected employees in writing of economic layoffs at least 30 days before layoffs take place. The Employer agrees to actively explore with the Union all economic alternatives to the proposed layoffs. If after full exploration of the alternatives the Employer determines to exercise economic layoffs, the Employer will first observe Steward and Officer seniority preferences and will then use affirmative action and seniority criteria in determining staff layoffs.

If the Employer determines that economic layoffs are unavoidable and proposes to the Union that pay reductions be implemented to deal with financial problems and if employees agree to such a proposal, the Employer shall reduce station management salaries at the same percentage as Union staff salaries. Management salaries shall not increase until the conditions of economic layoff are no longer in effect.

If the Union decides to grieve any layoffs, it shall do so by filing a written grievance within 5 working days after the effective date of the layoffs. Any such grievance shall be initiated at Step 2 of the grievance procedure. Employer shall give individuals 30 days notice of layoffs or in lieu of such notice, 30 days pay.

An employee who is laid off may choose to "bump" to another job in her/his work area, provided that seniority and affirmative guidelines are applied.

SECTION 14. RECALL:

A. Before hiring new employees covered by this Collective Bargaining Agreement, the Employeer shall recall all employees on layoff within the previous 9 months from the work area in which the vacancy exists in order of their seniority. The Employer wil l make every effort to recall employees into their former jobs.

B. The laid-off employee shall be responsible for keeping the Union and Employer informed in writing of her/his current address. If within 10 working days of receipt of a certified letter to return to work, such laid-off employee has not informed the s tation management in writing of her/his intent to accept the recall, management may deem the person to be no longer available. After informing the Employer of her/his intention to return to work, the employee shall do so within 16 working days of the rec eipt of such recall notice. Failing to observe the above time limitations, such employee may forfeit all rights to any job with the Employer.

SECTION 15. DISCHARGE:

A. Upon conclusion of the probationary period of 6 months, an employee may be discharged only for just cause. The employee shall be notified of discharge in writing and a copy shall be sent to the Union stewards. The Employer shall state in the dischar ge message the reason for such discharge.
B. No written notice of discharge shall be given to the employee unless the conditions of progressive discipline have been followed. Such written notice of discharge shall be issued at least 2 weeks prior to discharge.
C. Severance Pay: In lieu of such advance notice, Employer must pay 2 weeks salary and all earned vacation benefits.
D. The principle of progressive discipline shall govern all relationships between the Employer and its workers. No adverse action shall be taken against a worker unless preceded by adequate warning and criticism of work or conduct. Additionally, no further severe measures shall be implemented against an employee until less severe methods have been tried and have failed.
E. The above principle of progressive discipline does not mean that the Employer may not issue a severe discipline prior to first having issued a mild one, if the issuance of a mild discipline (as opposed to a more severe one) would demonstrably endange r the functioning of the Employer or one of its units or would endanger one of the licenses of the Employer, then the Employer may issue such discipline, including immediate discharge without severance pay, as it considers appropriate, without having viol ated the principle of progressive discipline.

F. Progressive Discipline Steps:


1: One verbal warning acknowledged by employee signature.
2: One written warning.
3: Probation, not to exceed 6 months.
4: Suspension without pay for 2 to 5 days.
5: Discharge.

G. Explanation of Discipline Steps:

Written warnings must include specific criticisms and must explain what is required to show improvement. When an employee is placed on probation, she/he must receive written notification of specific criticisms causing the probation and the measures n ecessary to restore the employee to full rights. Suspension must be accompanied by a clear written statement of the Employer's reasons for the suspension as well as written explanations of the Employer's expectations of the employee upon her/his retur n to work.

H. No issuance of probation, suspension or discharge shall be made without first being at least one informal meeting between the employee, a Union steward and a representative of Employer. With respect to discharges, if the worker grieves the discharg e, the grievance shall commence at Step 2 of the grievance process.

I. The severity of the discipline imposed must be in accordance with the nature of the offense. Layoff, demotion, transfer or reduction to part-time status shall not be used as a disciplinary method.

J. The notice of written warning may be placed in the employee's file and will be removed after 1 year of the offending incident.

Seniority shall be measured by the total length of employment by the Employer. When an employee has had a prior paid position at any radio station, Bureau, or service operated by the Employer that was terminated other than by discharge for just cause wi thin the past 5 years, such employment shall be credited to total seniority of an employee at KPFA-FM. No employee shall be bumped due to senority accrued at stations or units other than KPFA-FM.

SECTION 17. SEVERANCE AND RESIGNATION/RETIREMENT:

A. Every employee who is laid off is eligible for severance pay of 1 week's salary for each year of service and all accumulated vacation benefits up to a maximum of 8 years.
B. Every employee who voluntarily terminates her/his employment is eligible for severance pay of 1 week's salary for each year of service plus all accumulated vacation benefits up to a maximum of 8 years.

SECTION 18. VACATIONS:

KPFA employees shall be entitled to a paid vacation according to the following schedule:

A. First year of employment: Vacation with pay shall accrue at the rate of 1 day per month after the first two months. No vacation can be taken prior to 6 months continuous employment. After an employee has worked for 6 months, she/he is eligible t o borrow the remaining vacation time for that year.
B. Second year of employment: Paid vacation shall accrue at the regular rate of 1-1/4 days per month up to a maximum of 15 working days per year. Prior to 18 months continuous employment, an employee can take 2 weeks vacation.
C. Third year of employment: Paid vacation shall accrue at the rate of 1-2/3 days per month up to a maximum rate of 20 working days per year, or 2 pay periods.
D. Fourth year of employment: Paid vacation shall accrue at the rate of 2-1/2 days per month up to a maximum rate of 25 working days per year, or five weeks.
E. Carryover: Employees shall be able to carryover 100 percent of their remaining vacation time for 6 months under special circumstances approved by management in advance. Otherwise there is no carryover from year to year.
F. Vacation shall begin on the day immediately following an employee's regular day off. A holiday falling within the vacation shall entitle the employee to an extra day of vacation, consecutive within that vacation. G. If an employee has been discharged or resigned, accumulated vacation shall be paid. If employee has resigned without notice, accumulated vacation time may be withheld.
H. If an employee has been discharged or resigned and has borrowed vacation time for the rest of that year, that borrowed vacation time shall be withheld from the final paycheck.
I. Vacation year is based on date of hire. Those who are currently taking calendar year (January-January) vacations may continue to do so.

SECTION 19. HOLIDAYS:

A. Holidays are: New Year's Day, Martin Luther King's Birthday, Presidents' Day, International Women's Day, May Day, Memorial Day, Independence Day, Labor Day, States Day, Columbus Day, Thanksgiving Day, the day after Thanksgiving, Christmas Day, and a day of employee's choice.

B. If an employee is required by management to work 4 hours or more on a holiday s/he shall receive an additional compensatory day off. If any of the above listed holidays falls on a weekend, the employee shall receive the following weekday off.

SECTION 20. COVERAGE OF DUTIES:

When an employee is to be absent due to a scheduled vacation for two months or less, a temporary half-time hire shall be made. This applies only to News positions and reception.

SECTION 21. WAGES:

A. Wages are 1,889.98 dollars a month base pay. Wage and benefit negotiations will reopen in April 1st 1992. Wage negotiations will reopen again April 1st 1993. Wages for part-time employees shall increase to their proportion of full-time rate based on hours worked.

B. Seniority increments of $20 per month for each year of seniority shall be paid. Employees shall receive an increment on April 1 or October 1 of each year.

C. Management agrees to consider the cases of any present employees who have been especially victimized by the present timetable. No seniority increment shall accrue unless the employee works 9 months of the previous year.

D. Late paychecks: There will be a $15 penalty for each employee for any pay-check tendered 5 working days late. The penalty accrues for every 5 working days late.

SECTION 22. LEAVES OF ABSENCE:

A. Leave of absence: A regular employee who has completed 2 years of service may take a 2-month leave of absence without pay and without loss of seniority or benefits, upon approval of management. Given adequate prior notice, Employer shall not unreas onably withhold permission for an educational leave that would improve job performance and contribute to station functioning. There will be no loss of seniority for educational leaves.

B. Parenthood leave: Employer shall, upon written application, grant any regular employee a special leave of absence up to 9 months for maternity/paternity reasons, with full reinstatement privileges and without loss of seniority. The interim hire may last up to 9 months for parenthood leaves. If both parents are employees, then only one may take a leave of absense, or both may negotiate a shared leave. Employees shall be entitled to 4 weeks of paid parenthood leave. Single parents shall be entitle d to 6 weeks parenthood leave.

SECTION 23. MEDICAL PLAN:

Employer will provide no less than what Kaiser Medical Coverage Plan B provides at the time of this contract signing for all eligible paid employees. Management shall pay full family coverage for all eligible paid employees.Management agrees that KPFA ha s an informal domestic partners policy.

SECTION 24. SICK LEAVE:

An employee shall accrue paid sick leave at the rate of 1 day per month up to a maximum of 30 working days.

SECTION 25. DENTAL PLAN:

Management agrees to cover cost of dental insurance at the rate of approximately $15/month for single employees and $35/month for employees with dependents.

SECTION 26. HEALTH AND SAFETY:

Employer recognizes the right of the employees to secure, safe and healthy working conditions. The staff shall become familiarized with the different types of potential job hazards and the correct methods used to control them. A Health and Safety Committee shall be established, consisting of representatives from the staff and Employer. Its function shall be to provide health and safety education for incoming employees, to monitor health and safety conditions in the station an d to review complaints regarding any unsafe or hazardous working conditions at the station. Any worker has the right to walk off a job that poses an imminent hazard to her/his safety and/or health without loss of pay. Any dispute regarding health and safety that cannot be settled in the Health and Safety Committee shall be subject to the grievance procedure.

SECTION 27. DISABILITY:

A. Disability: Employees eligible for disability compensation under the California State Unemployment Insurance Code must make an application for such benefits when they become physically incapacitated for work.
B. An Employee who is unable to work due to a disablilty is eligible for benefits under the Severance section (Section 17) of this agreement.

SECTION 28. TRANSPORTATION & REIMBURSEMENT FOR EXPENSES:

All persons required to travel in connection with KPFA-FM or Pacifica Foundation business shall be reimbursed, provided such travel or transportation is authorized by the Employer (allowance for use of private car shall be $.20 per mile). Workers shall not be required to use their own automobiles unless it is a condition of hire or they consent thereto. Consent for use of automobiles for station functions regarding current workers shall be under separate agreement between the Union, Employer and affect ed workers.

For all authorized expenditures made in connection with their work assignments, employees and others entitled to reimbursement for expenditures shall be reimbursed within 30 days following procedures outlined by the Employer.

SECTION 29. CHILDCARE ALLOWANCE:

A. The Employer shall reimburse KPFA workers, including temporary employ ees, for childcare expenses for children through age 12 years, up to a maximum of $100/child/month for full-time workers. Part-time workers will be reimbursed at the rate of $.58/child for each hour worked. The Employee will submit an invoice for expens es incurred for childcare. The Employer will explore the option of contracting for childcare services for KPFA workers.

B. The Employer shall reimburse Unpaid staff for care of children under 12 years of age or those who require special attention while staff perform regularly assigned station duties approved by their department head, up to a maximum of $25/month. Unpaid staff will be reimbursed at the rate of $.58/child for each hour worked. The Employee will submit an invoice for expenses incurred for childcare.

C. An Employee may elect to apply all or part of her/his wage increase to her/his childcare allowance.

SECTION 30. TRAINING/CONFERENCES:

Employees will be allowed to take up to 5 working days per year to voluntarily attend with management approval career and professional seminars, training sessions, workshops and conferences without loss of pay or vacation.

SECTION 31. AUTHORITY OF UNION REPRESENTATIVES:

A Union Representative may request relief from the Employer from her/his duties at any time to investigate and settle grievance issues and present them to the Employer without loss of seniority or benefits. Relief from duties shall be granted by the Emp loyer immediately, except when doing so might cause injury to persons, damage to property or interruption of broadcasting or production of programming, which under reasonable judgement of the Employer will be harmful or disruptive to broadcasting at KPFA- FM and KPFB-FM. If the Employer so finds, the Union Representative shall be relieved at the earliest possible moment at which she/he can be relieved without any of the aforementioned consequences.

When any Union Representative is relieved from duty on her/his regularly scheduled shift to attend to grievance matters, she/he shall not lose any pay therefrom. She/He shall complete the grievance matters as promptly as possible and return to work as s oon as the handling of the grievance is completed.

Upon written notice, the Employer will grant a Union member leave for the performance of Union business without loss of benefits or seniority. Given at least 2 weeks prior notice, the Employer will give any Union member elected as a local delegate unpai d leave to attend district or national conventions or to participate in negotiations without loss of seniority or benefits

SECTION 32. STEWARD AND OFFICER SENIORITY:

Upon request of the Local, an elected Shop Steward will be given seniority pref- erence when layoffs take place. An elected Local Officer, upon request of the Local, will be given seniority preference at the time when layoffs take place in the station in which she/he is employed. No more than 3 stewards and officers shall be subject to this provision.

SECTION 33. MODIFICATION AND TERM OF AGREEMENT:

60 days before the expiration date of this Agreement, either party may propose modification, revisions or additions to the provisions of this Agreement. Negotiations shall begin within 30 days before the expiration of this Agreement.

This Agreement shall remain in full force and effect until the 31st day of the month and the 3rd month of the year 1994 and shall thereafter be continued for 1 year unless Notice of Termination in writing by certified mail is given by either party at lea st 60 working days before the next expiration date of this Agreement.

Legal notification by the Employer as specified in this contract shall be accomplished by notifying UE Local 1412, 5464 Foothill Boulevard, Oakland, CA 94601.

Legal notification by the Union as specified in this contract shall be accomplished by notifying the Executive Director, Pacifica Foundation, 2207 Shattuck Avenue, Berkeley, California 94704 and the General Manager, KPFA/KPFB-FM, 2207 Shattuck Avenue, Be rkeley, California 94704.

To: Marci Lockwood, KPFA-FM
From: UE
Date: May 18, 1995

This Wage understanding is entered into between KPFA and Local 1412 of the United Electrical, Radio and Machine Workers of America (UE) herein referred to as "the Union".

As an addendum to our current UE contract, we propose that two sections be updated. All remaining sections will be the same as previously agreed upon.

Section 21. Wages:
Retroactive to January 1, 1995 base pay will be $2,146.21.

KPFA guarantees a cost of living increase (based on CPI figures from the previous year, 12/1/94 to 11/30/95) plus 1.4% of base pay to salaries effective January 1, 1996. Wage negotiations will reopen again at the expiration of this contract. There will be no wage reopener until the expiration of this contract.

Section 33. Modification and Terms of Agreement:

This Agreement shall remain in full force and effect until the 31st day of the month and the 3rd month of the year 1996 and shall thereafter be continued for one year unless Notice of Termination in writing by certified mail is given by either party at le ast 60 working days before the next expiration date of this Agreement.

Dated: May 18, 1995

Local 1412, United Electrical, Radio and MachineWorkers of America (UE)

KPFA