SAG-AFTRA Represents KPCC Staff in First-Ever Union Contract Negotiation

SAG-AFTRA Represents KPCC Staff in First-Ever Union Contract Negotiation

KPCC

Southern California public radio station's new three-year deal includes guaranteed annual wage increases and comprehensive benefits

The news staff at KPCC was represented by SAG-AFTRA for their first-ever union contract agreement with management at Southern California Public Radio. The contract is for three years and includes guaranteed annual wage increases, benefits improvements and un-capped severance pay based on years of service.

The package covers more than 70 staff members, including reporters, producers, anchors, photographers and other behind-the-scenes personnel at the Pasadena, California public radio station.

The station broadcasts syndicated programming from NPR and other national sources, while also airing several original news and information programs.

Also read: SAG-AFTRA Sends Proposed Contract to Membership for Ratification

“I'd like to acknowledge the unrelenting commitment and the continuous presence of KPCC news staff throughout the negotiations process,” said Anna Calderón, the national director of news and broadcast for SAG-AFTRA, in a statement. “They were the backbone of these negotiations and it was a pleasure to work with them in getting a fair contract with SCPR.”

Negotiations for the current contract began at KPCC in April 2013, after SAG-AFTRA was voted in as the union for the new bargaining unit in January.

Also read: KPCC's Russ Stanton Replaced by Melanie Sill as VP Content

“I want to commend the KPCC member negotiating committee and the SAG-AFTRA staff for their tireless work and dedication to creating a fair contract for all the station employees covered by this contract,” said chief broadcast officer Mary Cavallaro. “We have created a foundation for these public media professionals to have a say in the quality of their work.”

The newly-approved contract includes additional provisions, like standards for merit-based raises to keep them in line with non-bargaining unit staff members, a progressive discipline process including grievances and arbitration, restrictions on intern usage, and protection and enhanced scales for “on call” and temporary employees, including annual bonuses.