If members don't have a deal soon, we’re asking readers to not engage in any platforms tomorrow and stand with us on the digital picket line! Read local news. Listen to public radio. Pull out a cookbook. Break your Wordle streak.
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NYTimesGuild
@NYTimesGuild
We are the union of over 1,400 media workers at The New York Times. This is a member-led account.
NYTimesGuild’s Tweets
To our readers: We did not make this decision lightly. We are deeply committed to the success of the . We also know that we produce our best work when we feel valued and are treated equitably. Thank you for standing by us today.
Today we were ready to work for as long as it took to reach a fair deal, but management walked away from the table with five hours to go. It’s official: members are walking out for 24 hours on Thursday. We know what we’re worth.
You are all Queen Bees in our hearts, but we are sick of management’s games. Stand with us on the digital picket line!
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After 20 months of negotiations, enough is enough: Today, more than 1,000 members pledged to walk out if does not agree to a complete and fair contract by Dec. 8.
As covid cases rise once again, management sent out an email today telling staff they’re “expected” to return to the office on Sept. 12. What they didn’t do is negotiate this with our union first. No Guild employee has to come back until the Times negotiates.
After more than two years of negotiations, we can finally say it: and have reached a tentative agreement on a groundbreaking new collective bargaining agreement.
Surprised? No. Disappointed? Absolutely.
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We made some progress with management during our bargaining session yesterday, but there is one big sticking point: Our demand that use our trans journalists's correct names on past and current bylines.
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That’s why tomorrow’s walkout is, for now, still on.
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In our letter to management last week, we made clear that we were ready to enter marathon negotiating sessions immediately, even into the evening and over this past weekend. Management did not take us up on the offer. Our offer stands.
After nearly 800 days without a contract, ~1,000 members voted more than 99 percent in favor to ratify a new 5-year deal that includes an immediate $65,000 salary floor, raises for every member, hybrid work options, a ban on NDAs and new investments in local news.
The recently disclosed the latest compensation packages for our top executives. Among the highlights: Our C.E.O., , was paid $7.6 million in 2022, up from $4.4 million in 2020. That’s a 73% increase.
The and issues the following statement in response to a clear threat to the health and safety of journalists we represent. New York Times employees will send a letter directly to Times management about their concerns.
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The needle often knows before we do. But this was management’s choice. We’ll see you at 1 p.m. for our picket and rally with , and CWAUnion!
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Today, is releasing a report on persistent racial disparities in performance evaluations at .
For nearly 2 years, management has chosen to downplay the problem instead of addressing it.
nyguild.org/2022-nyt-perfo
There was good news and bad news after 12 hours of bargaining yesterday. Our collective action is working: Management backed off its attempt to kill our pension and agreed to expand fertility benefits.
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If you see someone's name on a story on Thursday or Friday, it does not necessarily mean they crossed the picket line to write it. Newspapers often have reporters write portions of stories ahead of time when possible.
As members of , we are baffled and infuriated by the Times proposal to dissolve our storied and award-winning Sports department. This announcement is a profound betrayal of our colleagues and of Times values.
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Over that same time period, members — including the reporters, editors, photographers, ad reps, support staff and others who produce the journalism that our executives are profiting from — have seen no contractual pay increases. Not one dollar’s worth.
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These lopsided decisions about compensation — lavish windfalls at the top and paltry raises for the rest of us — are unfair and immoral. For a company that likes to champion its ethical principles, their proposals are deeply hypocritical. We know they can do better.
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Throughout our negotiations, the company has refused to offer Guild members raises that keep pace with inflation. They have also resisted an immediate $65,000 salary floor, which would cost less than $1 million a year — far less than ’s most recent raise.
Today’s earnings report is a testament to the great work of our members — work done without a contract for nearly two years. How much longer will the company prioritize its investors over of its employees?
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Yesterday we filed an Unfair Labor Practice charge over the Times’ use of holiday pay as a union-busting tactic. Today ramped up these tactics by announcing a better bereavement leave policy for NON-UNION employees only, the week ballots have gone out.
Today, 250+ Guild members signed up to attend today’s contract negotiation session to observe bargaining over wages, healthcare, return to office and more. The company’s response: they refused to show & canceled the meeting.
Yesterday, leaders thanked staff for "a remarkable year" with an email.
They can thank us by agreeing to more bargaining dates. They can thank us with raises. They can thank us with a contract that acknowledges we are part of the success.
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Yesterday we returned to the table for the first time since more than 1,100 of us walked out, buoyed by our historic collective action and prepared to make headway. Unfortunately, they came completely unprepared to have the discussion.
Today, we delivered to the leadership of The New York Times the names of nearly 1,300 NewsGuild member employees who have signed a pledge to continue to work remotely this week, the first week the Company wants us back in the office.
There’s no better feeling than canceling plans, but plan we must. Join members, + for a picket and rally at 1pm on Thursday! All are welcome.
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We love what we do. We believe in the mission of the . Executives have suggested this walkout was orchestrated by outsiders, but we are the union. Here's why more than 1,100 members are ready to walk in their own words:
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Managers cannot require Times Guild members to physically come into the office until we have a complete agreement that includes the terms of any mandatory return.
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We have raised this issue many times at the bargaining table, and we do not yet have an agreement with the company. All Guild employees who wish to continue working remotely are free to do so.
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Violence against trans individuals is well-documented. We call on management now to honor its archives policy & to protect its trans journalists by using their correct names in their bylines—so colleagues do not have to put themselves at risk simply for doing their jobs.
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In 2022, the spent millions of dollars to purchase Wordle and The Athletic and allocated $150 million in stock buybacks to its investors. And yet it is still offering wage “increases” that amount to pay cuts during record-high inflation.
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This walkout pledge was not a decision we made lightly. But the truth is is a blank page without @NYTGuild members. It's time they gave us a contract that reflects our true worth.
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Currently, The Times only uses the correct names for work published AFTER an employee transitions. This effectively deadnames them in every piece of previously published work.
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A company on track for an annual operating profit of $320 million or more should be paying its employees a minimum of $65,000 a year. The thinks this is unreasonable. The does not.
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In total, the combined compensation for our five most highly paid executive officers rose to $18.3 million in 2022, up from $12.5 million in 2020.
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This puts our trans colleagues in danger. The company is resisting our contract language to correct this safety issue, citing the sanctity of the archives as a reason for this policy.
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We think the safety of our colleagues is paramount. In a company presentation on our standards, says it removes photos & names when the ability to find them online poses a genuine threat in person or online. But management won't commit to this for our trans colleagues.
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We want our pension intact. We want our health care funded. We want raises that reflect our contribution to the company's success, but the has given us lunch boxes and excuses about economic uncertainty.
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But management still barely budged on some of our most important priorities. The company is stuck on paltry pay increases, eroding the minimum pay scales for new hires and contributing less to our health care fund than they currently do.
The violated core principles of our contract with its decision to shutter our Sports desk and replace it with The Athletic. We will not stand for the company’s brazen union-busting or its attempts to pit workers against each other.
The ’s decision to replace our Sports section with nonunion employees sets a troubling precedent. More than 1,000 , + members signed a petition demanding that Times management stop violating our contract and respect union work.
After 3 years of thriving with hybrid work, we cannot in good faith agree to a contract that would give the unilateral right to call us into the office 5 days a week — the company’s current position. 865 members delivered this petition to management today.
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Read more about how you can help our fight for a great contract!
Great news from our bargaining committee after another session today. We have officially reached our second tentative agreement! This is a historic win on an important issue: banning the use of non-disclosure agreements in sexual harassment cases.
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Times leadership is attempting to outsource union jobs on our sports desk to a non-union Times subsidiary under the preposterous argument that The Times can “subcontract” its sports coverage to itself.
This contract is more than an investment in us. This is an investment in the future of the . This is an investment in the public that we all serve. Here’s why our members are walking out today:
Thank you to all of our members for having faith in this action and each other.
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“Organized a small town” - no kidding, there were hundreds of people out there today 
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We will fight this flagrant attempt at union-busting with every tool we have. And we will work with our members in Sports to defend their rights under our union contract.
Our standard is clear: Union work at The Times Company is performed by union workers.
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At the last minute, management told us they wouldn’t attend because of the “broad audience” planning to be there—and accused us of using “attention-seeking” tactics.
Each month delays presenting fair proposals is another month of economic hardship for our members. We are not shareholders or investors — we are the people who make the “daily miracle” possible.
These are the testimonials management doesn't want you to see:
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Once our membership has ratified this agreement, we will share more of our amazing wins. Solidarity forever!
While we’re celebrating our contract today, is holding the line on ULP strike. We stand in solidarity as union siblings: Our Unit Council has voted to donate the $12k we had raised as a unit in our contract fight to their strike fund. Solidarity forever!
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In 2020, zero Black employees received the highest rating, while white employees made up more than 90% of roughly 50 people who received the top score.
—The disparities were statistically significant in every year for which the company provided data.
nyguild.org/2022-nyt-perfo
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The is giving employees branded lunch boxes this week as a return-to-office perk. Instead of free trinkets or dictates about where we have to work, we want respect and a fair contract, without delay.
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The nearly 1,500 members across the company have had to fight for every single provision in this contract, and it was well worth it. This will be the most robust contract we’ve ever had and will set a new industry standard.
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We began bargaining this contract *7 months ago* and put all our proposals on the table promptly. But the company has stalled throughout—and they have flat-out refused to respond to our proposals on wages and other economic issues.
The Times has used one-way Slack channels to broadcast misleading company announcements. Recently, top managers sent similarly worded messages to staff policing the tone of the only response available: emojis.
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Journalists at who analyzed the data found that:
In 2021, being Hispanic reduced the odds of receiving a high performance evaluation score by 61 percent, being Black reduced the odds by 47 percent, and being Asian reduced them by 34 percent.
nyguild.org/2022-nyt-perfo
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As we have said since the beginning of negotiations, this contract is more than an investment in us. This is an investment in the future of , in our readers and in the public that we serve.
We deleted our previous tweet. It was tweeted in error. We apologize for the mistake.
🚨 We successfully pushed to offer Guild workers Juneteenth and the March 18 Global Day Off, though only for 2022 (so far)!
Management wanted us to give up our bargaining rights over future holidays. But we held the line & secured these days WITHOUT a harmful condition.
If you want to show solidarity with members, here's an easy way to let management know you stand with workers: Write them a letter now.
While they could have been focusing on bargaining, is focused on preparing to minimize the impact of a walkout rather than putting in a good-faith effort to avoid one.
Today hundreds of NYT Guild members, both in person and on Zoom, marched on the stockholders meeting to demand a strong contract now! Until we reach a deal that treats all workers fairly, we will keep fighting.
✊There is power in a union! ✊
We met with leadership this month to present a series of recommendations that will create a more diverse and equitable . We need a top-to-bottom resetting of priorities to improve the working conditions of our colleagues of color. Here are some highlights: (1/8)
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Management’s denial has real effects on POC employees. In 2021, used the scores in determining the size of Guild members’ bonuses.
Guild members who believed their contributions weren't fairly rated in the review process have said they feel demoralized & alienated.
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Our workforce should reflect our home: The Times should set a goal to have its workforce demographics reflect the makeup of New York City—24% Black and over 50% people of color—by 2025. (2/8)
More than 1,000 members just delivered a petition to A.G. Sulzberger telling him enough is enough, it’s time to do the right thing: Accept our latest economic package and drop the proposed givebacks.
We also left him a gift.
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Management gave the Guild virtually no notice of this change. Many members learned of the company’s decision in a Times news alert that popped up on our phones minutes into a meeting called to inform sports staff of our department’s dissolution.
Today, we wrote to the Board of Directors of asking them to push management to reach an agreement on a contract that treats employees with fairness and respect, in line with the values by which the company claims to operate.
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For 2 yrs, journalists were told that there was a “disagreement” with the methods used to analyze the data.
So we scrutinized management's method, and found that even with dummy datasets in which we intentionally added bias, the company's test failed to catch it.
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The ball — along with nearly all of the open proposals — is in management’s court. If after 20 months they aren’t willing to give us a comprehensive wage package, we will continue to stand up to management’s unacceptable delaying tactics.
Congratulations to NYT members and colleagues for your !
@ddknyt @DrewJordan_NYT
With inflation running at four-decade highs, the management is proposing to CUT the take home pay of the newspaper’s lowest paid employees.
Sign our letter to tell the NYT we deserve a fair contract now.
bit.ly/twoyearsnyt
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The timing is all the more maddening because the company’s announcement has been months in the making. As our Sports colleagues wrote to management in a letter last weekend, The Times has left its sports staff twisting in the wind for 18 months over its plans for The Athletic.
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NON-UNION workers can take 10 days of bereavement leave for close family, 4 for others. has doubled down on its tactic of offering better benefits to excluded employees, mostly managers. This means NYT is now willing to use our grief as a bargaining chip—in a pandemic.
Today, we took a major step toward a strong, new contract. In this, the first negotiating session, our bargaining committee presented three detailed proposals:
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We ask that management give a way to respond to these one-way announcements so we can all have more productive dialogue — instead of monitoring and chastising union workers who want to offer accurate information and well-intentioned feedback.
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The company had its analysis done by the outside consulting and law firm Seyfarth Shaw, which gained attention decades ago for representing California growers against workers led by Cesar Chavez and more recently for representing the Weinstein Company in harassment suits.
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On DEI: The company continues to resist the bargaining committee’s ask to let transgender employees update their bylines on the site when they transition. But we aren’t budging on this issue.
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Just a month ago, the Times Guild won the strongest agreement in our unit’s recent history, thanks to the unwavering solidarity of our members. We know that when we stand together, we can win a real voice in our workplace.
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Instead, we devoted the day-long session to fleshing out management’s local news and new ventures package. We’re glad wants to invest in local news, but we are deeply concerned their proposal would create a two-tier wage structure.
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We weren’t surprised: When we flex, management typically responds with feigned indifference. But their unwillingness to move belies their claim that a quick resolution to a fair contract is their priority.
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The company has weighed decisions about the future of Times sports coverage without any solicitation of our expertise. Instead, our concerns and repeated requests for clarity were met with silence, obfuscation or buck-passing.
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Over 3 years of data, it’s clear that employees of color are less likely to receive the highest scores than their white colleagues & more likely to receive the lowest scores. Black employees, meanwhile, encounter statistically significant disparities at every performance level.
This week, we agreed to off-the-record meetings with in the hopes that it would move us toward a fair contract. The results were disappointing. We are ready to return to the table in front of our members when the company responds to our requests for more meeting dates.
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Many of these measures will be life-changing for our members, and we hope they will ripple across the industry. We stand in solidarity with other units across the country as they fight for their own fair contracts!
Here’s a look at what’s in our contract:
Guild members showed up in red at the all company meeting today to demand answers and confront management to tell them we know what they're doing to our colleagues in the sports department is nothing more than union busting.
It will not work!
#1U
