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4. Technological Change/Subcontracting
Except as provided in this Section, no full time employee who has completed his or her probationary period as a new employee, and no part time employee with at least one year of service, shall be dismissed or suffer any reduction in classification as a result of a decision by the Globe to implement technological or process changes, or to subcontract work.

When the Globe deems it necessary it may subcontract non-editorial work or implement technological or process changes as described in Article VIII, Section 2. Changes of that kind which will not result in a reduction of bargaining unit employees will continue to follow the notice and meeting procedures of Article VIII, Section 2 above.

Upon notice that the Globe intends to do so, the Union may meet and discuss with the Globe the reasons for and possible alternatives to subcontracting or technological/process changes, provided that nothing herein shall delay or otherwise affect the Globe’s right to proceed as planned. The following procedures shall apply to the Globe’s decision to subcontract or implement technological/process change:

1) The Globe shall notify the Union in writing at least two months in advance of the operative date of subcontracting or implementation of technological/process change. The notice shall include:

1. the type and purpose thereof;


2. a list of job classifications to be affected within the departments to be affected together with (i) the names, employment dates and length of service of all bargaining unit employees in such classifications and (ii) the number of bargaining unit positions to be reduced in each such classification. This notification shall satisfy the notice requirement in Article III, Section 1(A), including that required to employees.

2) Within four weeks after notifying the Union pursuant to sub section (1), the Globe shall offer to all bargaining unit employees on the Subsection 1(b) list (including those protected from lay off under the parties’ “job guarantee”) a voluntary buyout, which shall be limited to the number of positions to be reduced in each classification. Bargaining unit employees who accept the voluntary buyout offer will be required to sign a standard release of all claims against the Globe and the Union in order to receive the benefits listed below.

1. The benefits offered to full time employees shall be as follows:
   
   
   
   1. severance pay, excluding notice pay, pursuant to Article III, Section 1C or, one and one half times total annual earnings for the prior calendar year, for employees with thirty-five (35) years or more of continuous service, plus
      
   2. additional severance pay of 1 week for each year of continued and
      uninterrupted full time employment by the Globe, subject to a maximum of 50 weeks’ additional pay; plus
      
   3. continuation of health insurance through the parties’ Taft Hartley Fund (if currently in the Fund), subject to the full time employee paying his/her share of the premium, with the Globe paying the remainder of the premium based on the following eligibility: (i) full time employees with less than 5 years service = 3 months coverage; (ii) full time employees with at least 5 but less than 10 years of service = 5 months coverage; and (iii) full time employees with 10 or more years of service = 8 months coverage.
      
   4. full-time employees with prior part-time service will have their part-time service included in the calculation of benefits.
   
   
2. The benefits offered to part time employees shall be as follows:
   
   
   
   1. Part time employees with 10 or more years of service of at least 600 hours [delete: each year ] will be eligible for 6 months base pay plus continuation of health insurance coverage (if currently in the Plan) for 6 months, with the Globe paying the full cost of the premium to the Fund.
      
   2. Part time employees with at least 5 but less than 10 years of service of at least 600 hours [delete: each year] will be eligible for 3 months base pay plus continuation of health insurance coverage (if currently on the Plan) for 3 months as in the above paragraph.
      
   3. Part time employees with less than 5 years of service of 600 hours in each year will be eligible to receive 4 weeks actual notice (or one week of base pay for each week in lieu of actual notice) plus 1 week of base pay for each year of service.
      
   4. part-time employees with prior full-time service will have their full-time service included in the calculation of benefits.
   
   
3. For purposes of this section, “base pay” will be based on the average number of hours worked weekly plus any commissions/incentives averaged over the 24 months preceding the buyout offer.
   
4. In no event shall the buyout and/or severance payments provided by this Article exceed twice a bargaining unit employee’s annual earnings in the preceding calendar year.
   
5. The Globe shall make a one time lump sum payment of $780 to the parties’ Taft Hartley Health Fund on behalf of each full time employee who accepts the buyout and $390 on behalf of each part time employee who accept the buyout and who is not covered for health insurance by the Fund.
   
6. To the extent permitted by law and Plan documents, any eligible bargaining unit employee who accepts a voluntary buyout may direct any portion of these severance payments to the 401(k) Plan.
   
7. No bargaining unit employee shall be required to accept a buyout offer. The effective date of termination for bargaining unit employees who accept the voluntary buyout shall be agreed upon between the bargaining unit employee and the Globe, subject to the Globe’s operating needs.

3) If the number of volunteers who accept the buyout is greater than the number of positions to be reduced, buyouts shall be granted in order of seniority.

REMAINDER OF ARTICLE IS UNCHANGED

September 14, 2006