Here's what PN Originally Proposed …		And Here's What's in
			the Proposed Agreement …
Pension
>	Freeze the plan effective December 2006	>	Participants get one more year of service credit
>	No future accrual of benefits	>	PN pays $4 million to transition to a new retirement fund
>	Dissolve the joint board of pension trustees immediately	>	Joint pension board stays in place for a least a year while
			the parties attempt to merge the plan with a multi-employer
			plan.  PN's pension liability is capped at $4 million
			over the life of this 3-year contract
Sick Leave
>	No pay for first seven days of any illness absence	>	Sick pay begins on the first day of injury or hospitalization;
>	65% pay from first day of injury		and on the fourth day of absence in the event of illness -
>	Maximum sick benefit paid at 65%		both paid at 65% of wages
>	Cap maximum accrual at 26 weeks	>	Each year an employee shall receive one "pass" at 100%
>	No sick leave for those with less than 6 months service		pay for the first illness absence up to 3 days. Those 3 days
			have to be used consecutively and cannot be spread out.
		>	Each year an employee may earn an additional 3-day "pass" for
			not using sick time for a designated period.
			In 2007 the designated period is 6 months.
			For every year after, the designated period is one year.
		>	An employee may carry over a "pass" into the next year, but
			at no time can have more than 2 passes.
Wages
>	Establish lower pay rates for new hires	>	Rejected - (see SWP below for info on how that group will be
			added to the Main Unit)
>	Allow management to reduce wages when they transfer an	>	Rejected
	employee to a lower-paid group
>	Freeze wages for all employees paid over scale	>	Rejected
Combine Newsrooms
>	Change the contract to remove transfer restrictions	>	There is nothing in the current or proposed contract that
	between Inquirer and Daily News newsrooms		prohibits PN from combining newsrooms or newsroom
			functions. The existing restrictions on transfers between the
			newsrooms continue in force. However, PN will be allowed
			to combine newsroom functions and assign employees to
			perform those combined functions
SWPs
>	Delete all geographic and beat restrictions on use of SWPs	>	SWPs moved into Main Unit as Group 2; geographic and
			beat restrictions eliminated (Current Main Unit reporter/photographer
			classification is Group 1)
>	SWPs continue to work at reduced wage and benefit levels	>	Group 2 employees continue to work at reduced wage rates of
			current contract, (current SWPs continue to receive differential
			for work in  "restricted" areas or other classifications)
		>	All other terms and benefits of the contract will now apply to
			Group 2 (including 37.5 hour work week, car allowance,
			severance, scheduling and holiday pay)
>	Expand SWP group to include photo printers and artists	>	Group 2 will include photo printers but not artists
>	Maintain existing separation of SWP and Main Unit seniority lists	>	Agreed, however ratios have been established to ensure
			that not more than 40% of the combined Group 1 and
			Group 2 employees will be Group 2 employees
Overtime
>	Remove contractual OT pay for any employee not covered by law	>	Outside Advertising Sales representatives are currently
	(This would include jobs currently excluded and those that		excluded from overtime coverage under the law. Under the
	may become excluded as the law changes.)		proposed contract, they would be ineligible for OT payments.
			The Company has committed to accommodating requests
			for Flex time when possible.
		>	No other employees lose overtime coverage under this
			agreement, even if the law changes and more jobs become
			excluded from coverage of the overtime laws
Management Positions
>	Allow PN an unrestricted right to create new management positions	>	No existing positions will be reclassified as management
	and allow them to reclassify union positions as management -		In the advertising department only, PN can create new
	anyone classified as management would be removed from		management positions only if the position legitimately
	the Guild		meets the legal standards for exclusion from the union
		>	Disputes are subject to arbitration
Advertising
>	Eliminate the minimum commission percentages		Agreed. All Commission Sales Reps will receive a forgivable
			draw of $2500 each month
>	Voluntary sales reps be denied added responsibility pay for making	>	Voluntary Reps can make outbound calls to extend ads, but
	outbound calls to extend ads		will receive a bonus or commission on those sales
>	Expand disciplinary probation system for failure to meet sales	>	Agreed, but the following protections were added to the
	goals to include both the commission and salary sales staff		system: the sales goals must be reasonable; employees
			must receive the sales goal prior to the start of the period and
			the employee is given specific action steps to follow during
			the probationary period
>	Allow non-PN sales staff to sell into PN products and allow PN staff	>	Non-PN sales staff can sell into PN products, and PN staff can
	to sell into non-PN products with no additional compensation		sell into non-PN products
		>	PN sales reps will receive revenue credit (incentives and/or
			commissions) in both cases
>	Establish a new pay rate for advertising sales	>	Rejected
	representatives working on new business ventures
Seniority for Layoffs
>	Eliminate requirement for commissioned sales reps to be laid off	>	Agreed. The seniority lists of commissioned and salaried