"At that point, they would have the right to require us to work in the office five days a week and to eliminate our contractually guaranteed three weeks of remote work per year. As we saw this fall: If the company can reduce our guaranteed remote-work days, they will. But when asked for data on how in-office work makes our news product, advertising and business operations better, the management side of the table was silent,"
"On our side, we made a big push to end the two-tier system The New York Times created and perpetuates by wrongly excluding jobs and workers from the Times Guild. Today, we asked the company to recognize more than 50 of our colleagues' proper place in our bargaining unit, people with whom we work side by side as members of the Times Guild,"
"the same critical protections and benefits we have fought for under our union contract"
"annual raises, just cause job protections, hour-for-hour overtime or comp time and minimum salaries for each position"
The Times Guild Bargaining Committee pressed to end a two-tier system by asking the company to recognize more than 50 colleagues for inclusion in the bargaining unit. The Guild targeted positions such as audio engineers, puzzle editors, audience and SEO editors, bureau chiefs and Newsroom Development and Support editors, seeking annual raises, just-cause protections, hour-for-hour overtime or comp time, and minimum salaries. The company proposed ending all hybrid-work guarantees on March 1, 2027, which would allow a five-day in-office requirement and removal of three weeks of contractually guaranteed remote work per year. The Guild requested evidence tying in-office work to improved news, advertising or business outcomes, and management provided no data.
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