The news writers and producers represented by WGA East at HuffPost have signed a new three-year agreement. According to the guild, the deal was unanimously approved by the online news site’s 91-member negotiating unit.
On 1 February an agreement was reached on the new contract and a strike was averted after 98% of writers and editors signed a pledge to strike if they did not get a fair deal.
“Guild members at HuffPost fought hard to win an exceptional contract that offers numerous tangible benefits that will immediately enrich our members’ professional and personal lives,” said Guild Executive Director Lowell Peterson. “This deal would not have happened without the incredible solidarity of unity during these tough negotiations, and they have been rewarded with an agreement that raises the bar for the entire online media industry.”
The covered writers and producers said in a joint statement, “We are incredibly proud of our third contract, which builds a brighter future for HuffPost and the talented individuals who work here, and raises the bar for our entire industry. With ‘ unanimous vote to ratify, we can’t wait to get to work and enforce the safeguards we fought so hard for at the negotiating table.”
When the terms of the new contract were reached, a HuffPost spokesperson said, “We are thrilled to reach an agreement with the HuffPost union that will help us build a bright future for this incredible newsroom.”
The new contract raises minimum wages by about 10%, resulting in salary increases of $5,000 to $8,000 for several members. The lowest minimum salary is now $66,625, which Guild says is the highest starting salary of any WGA East Online Media contract. During the first year of the contract, the agreement guarantees an annual salary increase of 3.4% for unit members earning less than $92,000 and 3% for those earning more than $92,000. The entire unit will receive a 3% wage increase in the second and third years of the contract.
Other highlights of the new contract include:
- In terms of career development, a process to ensure that job titles and salary levels reflect employees’ skills and work; a promotion panel with union representatives to appeal denied promotions; one month unpaid leave for those who have been with the company for more than three years; Remote work requests will not be unreasonably denied; 5% minimum salary increase for promotion, and a procedure and timetable for moving irregular shifts.
- When it comes to diversity and inclusion, everyone on a hiring body should have anti-bias training; a member of the bargaining unit sits on all appointing bodies; a two-week extension of the search for a new candidate if the candidate pool is not sufficiently diverse; a significant increase in interview requirements for candidates from underrepresented populations; better protection for disability services and reimbursement of related costs; Diversity, Inclusion and Belonging (DI&B) training specific to digital media newsrooms includes topics such as recognizing and addressing potential racism and other biases in newsrooms; $35,000 in funding for the Diversity Committee and an expense tracker for transparency; Review of internal systems to ensure correct use of gender pronouns and preferred names, and no non-disclosure agreements for settlements related to harassment or discrimination.
- Coded homework allowance of $75 per month and a one-time payment of $300 for new hires.
- The new benefits include 18 weeks plus any disability weeks for parental leave; compensation for mental health; Reimbursement of the Company’s access to abortion for all costs incurred in states where abortion is illegal; limits for increasing the health insurance contribution; paid time off in case of divorce; monthly self-care days; Maternity leave falls under bereavement counselling; Short-term disability that pays 100% for up to four weeks and codified World Professional Association for Transgender Health (WPATH) standards for gender-affirming care.
- Editorial safeguards include an improved “no-strike” clause, allowing solidarity actions and uninterrupted work, and an improved process for approving outside activities.
- A codified 40-hour week; payment from time to time in case of divorce; two days off in addition to holiday pay and additional days off for employees with irregular shifts.
- A 30-day notice period to the Guild if there is a staff reduction; Two weeks’ notice if an employee is to be fired, and fairness in the firing process so that when factors are similar, seniority matters.
- Health and safety facilities with full protection that require a safe workplace.
In addition to HuffPost, the 7,000-member online media guild also includes Salon, Slate, Vice, Vox Media, Hearst Magazines, MTV News, the Committee to Protect Journalists, Gizmodo Media Group, BDG, Talking Points Media, Chalkbeat, Fast Company . , FT – Specialist, Future PLC, Jewish Currents, NowThis, Onion Inc., Refinery29, The Dodo, The Intercept and Thrillist.
Source: Deadline
Elizabeth Cabrera is an author and journalist who writes for The Fashion Vibes. With a talent for staying up-to-date on the latest news and trends, Elizabeth is dedicated to delivering informative and engaging articles that keep readers informed on the latest developments.
