The company’s offer was not made in the spirit of a bargain, Burrell said.
“They weren’t willing to modify their proposals – the pay increase offer did not address the key issue of settlement to the contract, and they gave us less than twenty-four hours to consider the offer,” Burrell said. “We have an obligation to take the issue to our membership and noon the next day was not enough time to do that.”
Burrell said he requested the extension of the company’s offer until the Guild’s next meeting on Oct. 18, but the deadline was not changed.
“The employer definitely has not indicated that they are willing to come back to the table and negotiate, so the next step remains to be seen,” Burrell said.
The News Sentinel is owned by the E.W. Scripps Company of Cincinnati, OH, whose 2005 revenues were $2.5 billion, according to their website. The company earned large pre-tax profits of 31 percent during its last quarter, and in March, CEO Kenneth Lowe was granted 50,000 shares of stock in the company, worth $2.4 million.
Lowe’s 2005 “total direct compensation” was more than $7 million, with an annual salary and bonuses exceeding $2 million, according to the Wall Street Journal CEO Compensation Survey.
According to Burrell, the last pay raise to News Sentinel editorial staff was in November 2004, despite the almost 8 percent increase in the cost of living in that time period.
Cameron Brooks, campus organizer for the Communications Workers of America, has provided mobilization support to the Guild. He said, “These are good, hard-working people at the Sentinel, who have helped the newspaper make huge profits – the top (Scripps) executives are getting huge pay raises, and these workers deserve fairness of pay.”
Brooks has been involved with similar struggles between University of Tennessee employees and administrators, who have proposed implementation of a merit pay policy that has also encountered opposition from faculty and staff.
“(UT president) Dr. Petersen has been quoted in support of merit pay raises, because he says he wants to ‘reward the producers’, but the concept has been studied extensively, and while it sounds good in theory, it doesn’t work in practice,” Brooks said. “I’m sure a lot of staff would like to be rewarded for their work – many might like to have a merit raise, but my concern, as an individual is that I don’t trust this University to devise a good system to do that, and I think there are better ways to go about it.”
Fritz Efaw, a professor of economics at UT-Chattanooga, who also serves on the Faculty Senate Budget and Economic Status Committee, said the Faculty Senate endorsed a plan that merit pay should not be implemented prior to an across-the-board pay raise and compression pay to narrow the inequity in pay differentials between new employees hired at market prices and employees with seniority who have not received pay increases.
“The committee looked at it and determined that on this campus, full professors were getting paid 80 percent of national averages,” Efaw said. “If increases don’t rise with inflation or with national averages, wages get worse and worse over time and nothing has been done in ten years on these issues. Despite the Faculty Senate recommendations with wide support, the administration has simply disregarded it, and put merit pay above cost of living increases. We’re falling far behind cost of living and behind other state employees.”
A 2005 wage study released by the Faculty Senate found that 1,468 UT employees earn less than a living wage, which is now $10.73 an hour.
“Our people are hurting while last year’s statistics indicate that 154 UT administrators, who were not teaching, made over $100,000 a year, ” Brooks said. “The pay-for-performance model that Petersen talks about, when we’ve got people living in poverty at UT, it’s not right. And the union run by UT employees is trying to create an alternative.”
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