Everything we are about to share still remains contingent on finalizing economics, including wages, health care and expenses. We agreed to tackle some of the other high-profile items and will dedicate Friday’s sessions to the TU and economics.
The Guild remains steadfast in fighting for significant wage increase – and we have told the AP a 2% annual increase is not that.
Here are details on other issues:
Parental Leave
After several back-and-forth counteroffers, the Guild has secured the following in paid parental leave:
- All employees will be eligible for 14 weeks (currently employees receive 4 weeks).
- Birth mothers will continue to receive an additional 8 weeks of disability pay, meaning they will receive a total of 22 weeks (currently they receive a total of 12 weeks).
- Adoptive parent will receive the 14 weeks, but the primary adoptive parent will receive an additional 4 weeks, increasing their total to 18 weeks. To qualify for primary adoptive parent status, employees will certify they are the primary adoptive parent (currently there is no extra time off for adoptive parents).
- Additionally, employees will be eligible for paid parental leave IMMEDIATELY upon hire. Currently, one has to be employed at AP for nine months.
Compassionate Leave
Employees will also be allowed to take three days of compassionate leave if they or their spouse/partner experiences a miscarriage. Currently there was no provision for this.
Holidays
Juneteenth will be added as an official holiday for employees.
Vacations
- New hires will now be eligible for 13 days of vacation at the start of their employment if hired in January. The amount will be prorated depending on if hired later in the year. Currently, new hires get 3 days in the first year and prorated days the first full year.
- Employees will then be eligible for 18 days in their second full year (two years earlier than current) and 23 days in the fourth full year (one year earlier than current).
- The two personal days and birthday time off annually will now be issued as vacation days. The company agreed those three days will not be subject to the mandatory scheduling by a manager if the employee does not schedule it by Aug. 1 each year.
Sick Leave
Sick days will be available immediately upon hire. Currently, an employee isn’t eligible until 90 days after hire.
Job Security
On Artificial Intelligence, the Guild successfully proposed protective language to protect jobs due to A.I. Here is the key language the company agreed to adopt:
- Technology that involves the use of generative artificial intelligence, including machine learning or deep learning, may be used by employees to supplement or assist in their news gathering, such as the collection, organization, recording or maintenance of information, in compliance with AP’s standards of journalistic ethics. Generative AI may be used to perform the work of news production only with the direct involvement and oversight of employees in compliance with AP standards. Generative AI shall not be used to enable the layoff of an employee or the elimination of a position covered by this Agreement or employee benefits under this Agreement.
Your support and mobilizing efforts have been crucial and vital to gaining these victories. However, we are not finished. We hope to have more information to you later today.