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1. Meal Allowance

Any bargaining unit employee on post-shift or pre-shift overtime (whether or not such shift is a regularly scheduled shift) during meal time outside of his/her regular office - but without lodging - shall receive a meal allowance of $20 per meal.

2. Shift Differentials

Effective January 1, 2002 bargaining unit employees whose starting time is after 9p.m. and before 5a.m. shall receive twelve dollars ($12.00 per day (or fifteen dollars ($15.00) per day for approved four-day work week employees) above the scale of their classification. Employees whose starting time is between 1p.m. and 9p.m. shall receive ten dollars ($10.00) per day (or twelve dollars and fifty cents ($12.50) per day for approved four-day workweek
employees) above the scale of their classification.

3. Road Per Diem

All sports and national/foreign writers on out-of-town assignments will be paid a differential of twenty dollars ($20) per 24-hour period away from the office.

4. Expense Reimbursements

The Employer shall reimburse the employees for all legitimate expenses incurred in the service of the Employer in accordance with the current company policy, a copy of which is available in the payroll office.

The Employer shall compensate the employee for automobiles only on office assignment at the current IRS approved rate per mile with a minimum of twenty (20) cents per mile up to a maximum of forty (40) cents per mile when such use of the automobile is authorized by the Employer. In recognition of the additional depreciation generated by constant business use, all employees who are required by the Employer to have an automobile for their business use will be paid a depreciation allowance of six (6) cents per mile in addition to their regular mileage allowance. This payment will be made on an annual basis during January of each year, based on approved mileage from the prior year.

Expense vouchers should be submitted to department heads weekly before 11 a.m. on the Monday after the expenses have been incurred, unless circumstances make it impossible. In such cases, such vouchers shall be submitted within thirty (30) calendar days.

5. Tuition Reimbursement

The Employer encourages the improvement of professional skills through academic achievement. Any employee who has completed six (6) months employment who wishes to take courses related to the work he/she is doing or who is enrolled in an undergraduate degree-granting program in an accredited academic institution or who is enrolled in a graduate degree granting program in an accredited academic institution where such degree is related to the work he/she is doing and who has approval of his/her department head may apply for scholarship aid from the Employer, and such applications will not be unreasonably denied. Final approval will be in the sole discretion of the Employer. The Employer will pay 75% up to $2600 for tuition, academic fees and books. The Employer will reimburse the employee fifty (50) percent of the cost upon presentation of a valid receipt. The Employer will reimburse the employee the remaining fifty (50) percent upon proof of completion of the course.

Should an employee's scholarship aid application not be approved in whole or in part, the Personnel Director will meet with the employee and inform him/her (in writing upon request) of the reasons for that determination. At the employee's request, a Union representative may
be present at such a meeting.

When the Employer requires that a course or courses be taken to assist employees with advancement, the Employer will pay all expenses in advance.

6. Resignation Bonus

An employee who is eligible for a Resignation Bonus pursuant to the terms of Article VIA, Section 6 of the 1991-1994 collective bargaining agreement will be entitled to such bonus based on accrued service as of March 31, 1996 at the time of his/her resignation or retirement. Thereafter, current eligible employees shall not accrue any additional weeks of entitlement. Employees with less than ten (10) years of service as of March 31, 1996 shall be eligible for such frozen accrued Resignation Bonus based on one (1) week for each year of service up to nine (9) years. Such frozen accrued service resignation bonus, when it is paid, shall be paid at the then current weekly rate of eligible employees. Employees hired after January 1, 1995 shall not be entitled to any resignation bonus. This paragraph is not subject to renegotiations in successor collective bargaining negotiations.

However, an employee discharged for gross neglect of duty, for serious misconduct, or for non-compliance with Article X, Section 4 (Union Shop) shall not be entitled to any resignation bonus but shall be entitled to receive written notice of the reason for his/her discharge if the employee so requests under provisions of Article III, Section 3 (Discharge and Disciplinary Procedures).

The Resignation Bonus schedule for eligible employees (i.e. those hired before January 1, 1995) is shown in exhibit D.

6A. 401(a) and (k) Plans

7. Severance Pay

An employee laid off under the terms of Article III, Section 1, is entitled to receive severance pay in accordance with the schedule set forth in that article.

1) In exchange for the elimination of the resignation bonus as described above, effective April 1, 1996 the employer will make contributions on an annual basis on behalf of bargaining unit employees who are eligible for and contribute to the 401(k) Boston Newspaper Guild/Boston Globe Employee Savings Plan, an amount equal to $.25 per $1.00 of employee contributions, with a maximum matching contribution of one per cent (1%) of each eligible employees total salary. The company match is capped at $1500.00 per year.

2) Effective January 1, 2000, the employer will make an additional one- percent (1%) 401(k) contribution match. This new 401(k) one percent (1%) match will be added to the original one percent (1%) match in paragraph one (1) above pursuant to the following formula: the Globe will contribute up to two percent (2%) of the employees salary based upon the employee contributing up to a total of six percent (6%) of his/her salary into the 401(k) plan. By this new formula, the Globe will contribute an amount equal to $.50 per $1.50 of employee contributions up to the match cap. Regardless of salary, the company match will be capped at $3000.00 per year. This match cap is based on two (2) percent of salary up to a maximum eligible salary of $150,000 per year.

For example, if an employee who earns $50,000 annually contributes six percent (6%) of his/her compensation in a given year, or $3000.00, he will receive a company match of $1000.00 to be added to the $3000.00 in his 401(k) plan. The $1000.00 company match represents one-third of the first six percent (6%) of the employee's total salary.

3) Beginning January 1, 1997 in addition to the 401(k) Match implemented April 1, 1996 the Globe will offer a 1% 401(a) contribution (up to a maximum of $1500 each yearly) for all full-time employees and part-time employees who have 1000 hours of service in the year prior to the first contribution on their behalf, and who in succeeding years have no less than 500 hours of service. The additional 1% 401(a) contribution is offered in exchange for modifying the contractual requirement that the Globe must make defined shift contributions to the BNG pension plan, except as may be required by Article IX, Section 5(D).

The Globe agrees that if in the future the parties in collective bargaining agree to a level of pension benefits which is less than that currently provided under the BNG Retirement Plan or if there are changes in applicable pension laws that significantly limit pension benefits to less than those currently provided in the BNG Retirement Plan that the difference between the cost to the Globe of the 1% 40 (a) contribution (plus 401(a) administrative costs) and the $38.10 weekly contribution previously required under the 1991-1994 contract will be available to the BNG for other benefit purposes in a proportionate amount to the actuarially determined reduced need for contributions based on the changes at that future time in the BNG Retirement Plan.

7A.'Week's Earnings' Term of Service

The term 'week's earnings' used in the foregoing schedule shall be the highest regular weekly wage received by an employee during the six (6) months immediately preceding his/her termination of employment.

Leaves of absence shall not be treated as termination of employment in the matter of computing severance pay. But such leaves of absence periods, if more than one year in duration each, shall not be considered as part of the employee's term of service except employees referred to in Article V, Section 9 (Military Service) or as provided in Article V, Section 16 (Unpaid Leaves of Absence).

8. Life Insurance/Health Insurance/Long-Term Disability

8A. Basic Group Life Insurance Benefits

All active employees - $20,000(Life Ins.) - $10,000(Acc. D&D)
Retired employees - $5,000(Life Ins.)

* Retired employees to be self-insured by Globe Newspaper Company

8B. Years Service Group Life Insurance Benefits

All active employees - One (1) day's pay at current rates for each month of service as a regular employee up to a maximum of twenty-five (25) years' service.

Examples:

1. An employee earning $500 per week with 15 years service will receive 180 days pay or $18,000.

2. An employee earning $500 per week with 20 years service will receive 240 days pay or $24,000.

In addition, employees will be offered the option of purchasing supplemental life insurance at their own expense, at group rates, with a value up to five (5) times salary. All employees will be able to purchase up to two (2) times salary, or $100,000 (whichever is less) regardless of health condition.

8C. Business Travel/Accident Life Insurance

A bargaining unit employee, traveling on business for the Employer, who is killed as the result of an accident while traveling will receive a death benefit as follows: 1) a full time employee will receive $300,000; 2) a regular part time employee with 10 or more years of service will receive $200,000; and 3) a regular part time employee with at least five years of service but less than 10 years will receive $150,000.

8E.Health Insurance

1. The Employer will offer a plan qualified as a health insurance premium deduction plan under Section 125 of the Internal Revenue Code of 1986, as amended (the 'Globe/BNG Health Premium Plan' and 'Tax Code,' respectively). The purpose of the Globe/BNG Health Premium Plan will be to enable participants to elect annually to contribute their portion of their health insurance premiums so such payments are excludable from the participants' gross income under Section 125 of the Tax Code. Contributions made by participants under the Globe/BNG Health Premium Plan will not affect participants' overtime pay and will not affect the computation of participants' gross salary for the purpose of computing life insurance, disability or pension benefits.

Bargaining unit employees may, in the alternative, elect after-tax salary deductions.

2. Pursuant to Section 302©(5) of the Taft-Hartley Act, the parties have established a jointly administered trust fund as a voluntary employees' beneficiary association under Section 501©(9) of the Tax Code to provide covered employees and their dependents with health care benefits ('The Globe/BNG Taft-Hartley Fund') under the following general terms and conditions. The establishment of this jointly administered trust fund and the provisions in this Section 8E supersede the terms of the parties' 1990 BNG Cost Containment Memorandum of Agreement for the BNG Health Plan so that agreement is
null and void.

a) The Globe will have prepared for the Union's review and approval all the necessary legal documentation required for implementation and will absorb all initial legal and other costs associated with the start-up of such Globe/BNG Taft-Hartley Fund;

b) Both the Globe and the Union will appoint three (3) trustees each to be responsible for the administration of the Globe/BNG Taft-Hartley Fund;

c) The Globe will provide the Globe/BNG Taft-Hartley Fund with a fund administrator through the Globe's Benefits Department, at no cost to the Fund. In the alternative, the trustees may hire an outside administrator, in which case, the Fund shall be responsible for all costs associated with and paid to the outside administrator.

d) The Globe contributions to the Globe/BNG Taft-Hartley Fund will be:

1)those provided for under the parties' prior collective bargaining agreements which include:

a)$3.00 per straight-time shift worked by all full-time BNG employees;

b)$3.00 per straight-time shift worked by all part-time BNG employees but in no case less than $13,333.33 per month;

c)$19,102 per month;

d)$225,000 annually from the 1984 wage freeze (pro-rated monthly) and

e)$100,000 annually (pro-rated monthly) from the student employee/messenger wage rate;

2) those provided for in Section III(A) of the 1993 Supplemental Agreement which is $952,000, paid in equal monthly installments of $79,333.33;

3) $98,000 annually, (pro-rated monthly) from the parties' agreement to convert the estimated actual $98,000 FICA and other tax savings from the employee pre-tax health plan to a fixed annual amount;

4) Effective date of signing the current Agreement, pursuant to Section II (1) of the July, 2004 Supplemental Agreement, the Globe will pay an annualized quid pro quo of $1,100,000, payable in equal monthly installments of $91,666.66 (pro-rated from date of signing) to the Globe/BNG Taft Hartley Health Fund (the 'Fund'). Effective
January 1, 2005 the annual quid pro quo will increase to $1,375,000 payable to the Fund in equal monthly installments of $114,583.33. Effective July 1, 2005 the annual quid pro quo will increase to $1,500,000 payable to the Fund in equal monthly installments of $125,000. Effective January 1, 2006 and each year thereafter, the annual quid pro quo increases to $ 1,600,000, payable to the Fund in equal monthly installments of $133,333.33;

5) the following one-time lump sum payments:

a) Effective date of signing, the Globe will pay to the Fund a lump sum payment of $208,333 based on the banked quid pro quo from changes implemented during the period of negotiations as follows: $125,000 annual payment for the Zone Reporter position, pro-rated and banked since May, 2003 = $145,833 (14 months banked) plus $125,000 annual payment for the Light Duty/BTU Agreement, prorated and banked since February, 2004 = $62,500 (6 months banked).

b) Effective May 1, 2005 the Globe will pay to the Fund a lump sum payment of $200,000; and effective May 1, 2006 the Globe will pay to the Fund a lump sum payment of $200,000.

c) The two payments of $200,000 each in paragraph (b) above are in exchange for the increased flexibility and savings to the Globe from the Union's agreement to Advertising cross-selling provisions; and

6) any additional subsequently negotiated contributions.

It is understood and agreed that all monies paid directly by the Globe under this Section into the parties' Taft Hartley Trust Fund (excluding the $17,333 per month pension fund diversion) will be credited as employer contributions for the purpose of any such employer contributions required under national health insurance legislation except as modified by the December 15, 1993 side letter re: national health insurance legislation attached to this agreement.

e) The Globe/BNG Taft-Hartley Fund will receive bargaining unit employee contributions through payroll deductions as established from time to time by the fund trustees. It is agreed that these bargaining unit employee contributions will always be established at levels sufficient, together with the contractually negotiated employer contributions, to maintain adequate actual funds to pay for the level of benefits and any appropriate reserves as determined by the trustees.

f) The Globe/BNG Taft-Hartley Fund trustees will be responsible for matters including, but not limited to, establishing the appropriate level and kind of benefits to be offered and the determination of the necessary premiums to be contributed by participating bargaining unit
employees. They will also be responsible for recommending changes in health insurance carriers. However, any change made in health insurance carriers, as recommended by the trustees, must be approved by the BNG membership and the Globe. Any dispute between the trustees and the BNG or the Globe shall be resolved pursuant to the arbitration provisions in Section (g) below.

g) Any disputes arising under the Globe/BNG Taft-Hartley Fund will be subject to arbitration. If the trustees cannot agree upon an arbitrator, the arbitration will then be conducted pursuant to the Voluntary Rules of Labor Arbitration of the American Arbitration
Association.

3. For all employees hired after August 1, 1990, the Employer reserves the right to terminate, amend or modify its current policy of providing lifetime company-paid health insurance to employees who retire within three (3) years of their normal retirement date or thereafter.

4. Spousal equivalents will be covered under the Taft-Hartley Health Fund for the purpose of all health and dental insurance benefits. The trustees of the Health Fund will determine specific provisions for eligibility, coverage and implementation of benefits.

8F.Long-Term Disability Benefits

The monthly 'LTD' plan provides 60% of monthly pay up to a maximum benefit of $2,500 per month. Employees on long-term disability will receive an annual increase in their benefit amount of 3%. The elimination (waiting) period is 45 calendar days. Effective date of
signing, pursuant to Section III D of the Supplemental Agreement, LTD will be increased to a maximum of $5,000 per month.

Reporters, photographers and advertising and circulation salespeople who use their automobiles regularly must have business insurance for which they shall be reimbursed a minimum of $200 within fourteen (14) days of submitting their insurance bill to the payroll department.

9. Benefit Review

The Benefits Department will provide each employee with information concerning the benefits on an annual basis.

10. Financial Planning

Upon notification by a full-time employee that he/she will retire within two years, the company will provide financial counseling services to the employee.

11. In-house Photographers/Darkroom Technicians

If an in-house photographer/darkroom technician is assigned to take a picture off-premises of the Globe, he/she will be paid as a photographer according to provisions of Article IV, Section 13 (Inter-classification Fill In).

12. Photo Use

A. The Company reserves the right to use Globe photographs in present or future business undertakings by the Globe, Affiliated Publications or present and future subsidiaries of either, involving the syndication, barter or sale of those photographs without further remuneration to its photographers.

B. The above paragraph notwithstanding, the Company will continue its historical practice that when a copy of a Globe photograph is sold outside the Globe but not involving a business undertaking as outlined in Paragraph 'A' above, 80 percent of the fee will go to the photographer who took it, 5 percent to the in-house photographer/darkroom technician who printed it and 15 percent to the Employer.

C. Effective April 4, 1999, the payment practice described in paragraph B above will be eliminated and instead the following one-time salary adjustments will be made: seventy-five per cent (75%) of the average of the payments made under paragraph B to each full time and regular part time photographer and full time and regular part time technician for the two highest years among 1995, 1996, and 1997 or a minimum of $500 for each full time and regular part time technician and $2000 for each full time and regular part time photographer will be added to their salary( for 1999 the amount will be prorated from April 4,1999). This calculation will be made separately for each full time and regular part time photographer/technician. This salary adjustment will be made only to those named full time and regular part time photographers and technicians employed as of December 31, 1997 and will be maintained as part of salary for as long as each of those employees remain in a Photo Department bargaining unit position. All photographers and technicians hired after that date shall not be eligible for these additional payments.

13. Expense Allowances

Reporters, photographers and advertising and circulation salespeople who use their automobiles regularly must have business insurance for which they shall be reimbursed a minimum of $200 within fourteen (14) days of submitting their insurance bill to the payroll department.

14. Dependent Care Before-Tax Salary Reduction Plan

The Employer agrees to continue to provide a plan qualified as a dependent care assistance plan under Section 129 of the Internal Revenue Code of 1986, as amended. Payments made to or on behalf of participants under the Plan will not affect participants' regular rate of pay for the purpose of computing overtime pay and will not affect the computation of participants' gross salary for the purpose of computing life insurance, disability or pension benefits. It will be the responsibility of participants to comply with applicable federal and state regulations and Plan provisions.

15. Health Care Reimbursement Account Plan

Effective January 1, 2005 the Globe will provide a health care reimbursement account plan consistent with the Internal Revenue Code of 1986, as amended. All full time employees, and part time employees with 10 or more years of service with at least 1000 hours of service
in the prior year, will be eligible to participate in this plan up to a maximum contribution level of $3500 per year. Part time employees, with 5 or more years of service with at least 1000 hours of service in the prior year, will be eligible to participate in this plan up to a maximum contribution level of $2500 per year. Once eligible for the plan, a part time employee will remain eligible to participate in subsequent years provided he/she has no break in service.

January 10, 2001