The Current WBAI Contract

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                              BY AND BETWEEN

                      WBAI, PACIFICA FOUNDATION, AND


RECOGNITION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
SALE OF STATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
MANAGEMENT RIGHTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . .2
MANAGEMENT RESPONSIBILITIES. . . . . . . . . . . . . . . . . . . . . . . .2
UNION BULLETIN BOARD . . . . . . . . . . . . . . . . . . . . . . . . . . .2
UNION MEMBERSHIP . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2
CHECKOFF & DUES DEDUCTION AUTHORIZATIONS . . . . . . . . . . . . . . . . .3
DEFINITIONS OF STAFF . . . . . . . . . . . . . . . . . . . . . . . . . . .3
GRIEVANCE PROCEDURE. . . . . . . . . . . . . . . . . . . . . . . . . . . .4
NONDISCRIMINATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
NO STRIKE BREAKING . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
HIRING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
PROBATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
WORK WEEK. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
PAY RATE COMPUTATION . . . . . . . . . . . . . . . . . . . . . . . . . . .7
LAYOFFS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8
RECALL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9
DISCHARGE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9
SENIORITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
VACATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
COVERAGE OF DUTIES . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
LEAVES OF ABSENCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
MEDICAL PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
HEALTH LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
DENTAL PLAN. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
HEALTH & SAFETY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
DISABILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
CHILDCARE ALLOWANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . 15
NEW TECHNOLOGY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
BEREAVEMENT LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
MISCELLANEOUS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
AUTHORITY OF UNION REPRESENTATIVES . . . . . . . . . . . . . . . . . . . 16
MODIFICATION & TERM OF AGREEMENT . . . . . . . . . . . . . . . . . . . . 16
                       WBAI, PACIFICA FOUNDATION, &

     Agreement entered into as of July 20, 1995 between Pacifica
Foundation, its successors and assigns, hereinafter called Employer
or Manager or Management and said Foundation owning and operating
radio station WBAI-FM in New York City, New York, hereinafter
called Station, and the United Electrical, Radio, and Machine
Workers of America, and its affiliate, UE Local 404, hereinafter
called the Local or UE or Union.


     A.  The Employer recognizes the UE as the sole exclusive
bargaining agent for all paid and unpaid, full time or part time
programming, technical, bookkeeping, and clerical workers,
excluding the Manager, Assistant Manager, and Program Director for
the purposes of collectively bargaining in respect to wages, hours
of employment, and all other conditions of employment.

     B.  The Chief Engineer is recognized as a member of the
bargaining unit but under any circumstances will be responsible for
transmitter operation in order to maintain sub-carrier service.

     C.  Management reserves the right to create additional
Management positions, such as business manager and development
director, which are exempt from the bargaining unit provided that
they have supervisory roles.  The new positions shall not replace
existing jobs.

     D.  Management will not perform work normally performed by
bargaining unit members except in an emergency.

     E.  The Union recognizes the right of Management to create
Management positions.

     F. The Union recognizes the right of Management to promote
employees in accordance with the provisions of the agreement.


     The Employer further agrees that in the event of the sale of
the Station, the new owner(s) shall recognize the UE as the sole
bargaining agent for the staff and shall accept this collective
bargaining agreement in full.  Pacifica Foundation agrees to notify
the Union six months in advance of an impending sale, frequency
change, power change as defined by F.C.C. regulations, or
relocation of the station premises, and, in the event of a complete
shutdown of the Station, shall meet with the Union to discuss the
reasons for and alternatives to a Station shutdown, and any other
effects not specifically covered by this agreement.


     The Union recognizes that subject to the express provisions of
this Agreement and of applicable State and Federal law and the
Rules and Regulations of the Federal Communications Commission, the
supervision, Management, and control of WBAI, its operations, and
business are the exclusive functions and rights of the Pacifica


     A.  The Manager shall hold meetings open to all Paid and
Unpaid Staff at least three times a year, attendance at any one of
which shall be compulsory for Paid and Unpaid Staff, but either
Union or Management may call one additional meeting.

     B.  The Program Director shall also hold meetings, separate
from the General Manager s meeting, with all Paid and Unpaid
programming Staff at least two times a year, attendance at any one
of which shall be compulsory, but either Union or Management may
call one additional meeting.  Management will ensure that directors
and coordinators (as defined by Pacifica Personnel Policy) shall
convene a meeting of all members of their area at least three times
a year, but either Union or Management may call one additional

     C.  The Manager shall report on audience building, affirmative
action, state of the station, fundraising, and other such matters
she/he deems pertinent.  The Manager shall establish and post an
agenda for meetings in consultation with the Union.  Management
must give 14 days written notice of these meetings.


     Management shall provide the Union with a bulletin board in
the Station for Union use.


     It shall be a condition of employment that all Paid Staff of
the Employer covered by this Agreement who are members of the Union
in good standing on the execution date of the Agreement shall
remain in good standing.  Those Paid Staff who are not members at
the execution date of this Agreement shall, on or before the 31st
day following the execution date of the Agreement, become and
remain members in good standing of the Union.  It is understood
that, for the purpose of this Union membership provision, a member
in good standing is obligated only to tender the periodic dues
uniformly required as a condition of acquiring or retaining


     For the duration of the Agreement, the Employer shall deduct
from the first paycheck of each month dues and promptly remit same
to UE Local for those employees in the bargaining unit whose
written and signed authorizations (on the following form) are
received by the Employer.  Dues deduction authorization form:
          Name:                         Effective Date:          
          To (Company and Location):                             
          Social Security #:                                     
          Please deduct from my pay each month my monthly dues as
          a member of Local 404 of the United Electrical, Radio,
          and Machine Workers of America (UE) in the amount
          certified to you heretofore and/or from time to time
          hereafter, by the United Electrical, Radio, and Machine
          Workers of America as being the regular monthly
          membership dues of such Local; and remit the amount so
          certified and deducted to such Local in accordance with
          this authorization and assignment.  In addition, please
          deduct my initiation fee of $15.00 as part of the first
          month's deduction of membership dues and remit same to
          the said Local.

     A.  FULL TIME STAFF include persons paid to work not less than
35 hours per week for Employer.
     B.  PART TIME STAFF include persons paid to work from 10 to 35
hours per week for Employer.

     C.  HALF TIME STAFF include persons paid to work at least 17.5
hours per week, but less than 35 hours per week.

     D.  A TEMPORARY EMPLOYEE is a person paid to work for a short
period of time, not to exceed three months.  Work study positions
shall not be considered temporary employee positions and shall not
be used to replace temporary employees.

     E.  INTERIM STAFF include persons who fill paid positions
vacant due to leaves of absence, vacations, maternity or paternity
leave, resignations, suspensions, discharge, etc., and shall last
from three months to one year.  Work study positions shall not be
considered interim employee positions and shall not be used to
replace interim employees.

     F.  UNPAID STAFF shall consist of those persons who shall have
filled an Unpaid or Paid WBAI Staff position for not less than four
months, and who shall work for WBAI at least ten hours per month or
twenty hours over a two month period, including preparation and
producing of programs and other station operations.  Persons who
work as marathon telephone volunteers do not qualify as Unpaid
Staff.  Following discussions with the Program Director and the
person he or she designates, producers will participate in on-air
fundraising to balance out programming and fundraising
requirements.  No Staff shall be considered Paid and Unpaid Staff

     G.  CONTRACT PERSONS/CONSULTANTS include persons who work for
under six months at a specific temporary job, which shall always be
posted for a minimum of three weeks, except in emergency to be
agreed upon by Manager and Shop Stewards and Union President. 
Contract workers are not to be used to replace eliminated Staff
positions, not to be used to impinge on Staff functions, and not to
be used to alleviate chronically understaffed jobs.  If Employer
wants contract worker to continue past six months, she/he shall
consult with Union to determine whether a permanent hire should
take place.


     When a disagreement arises between Management and Staff over
disciplinary actions, wages, hours, and working conditions, a
grievance may be filed.
          STEP 1.  The station steward(s) and the WBAI employer 
          representative shall discuss the grievance orally.  The
          aggrieved worker(s) shall be present unless circumstances
          prevent his/her/their participation.  If the matter is
          not satisfactorily settled within ten days, or within an
          extended period of time mutually agreed upon in writing,
          it shall be referred to STEP 2.
          STEP 2.  The grievance shall be submitted in writing by
          a designated Union Committee or a Union-designated
          representative to the Employer.  Within ten days, the
          Employer shall submit a written answer to the grievance. 
          The Union-designated representatives and the employer
          representative shall meet within ten days of the time
          said answer is submitted by the Employer.  Special
          meetings at STEP 2 on a matter deemed to be of great
          importance or urgency by the Union officers and/or
          steward(s) shall be held within one day after a request
          by the Union.
          STEP 3.  All grievances not settled by STEP 2 shall be
          submitted to a Grievance Review Committee, consisting of
          one representative chosen by Management, one member
          chosen by the Union, and a third party agreed upon by the
          Union and Management.  The Grievance Review Committee
          will usually consist of three people, but if either side
          requests an expansion, both Management and the Union may
          select two representatives each to serve on the Committee
          with the mutually agreed upon fifth party.  This
          committee will render a decision binding on both parties
          within two weeks of its first meeting.  The Grievance
          Review Committee shall not have the power to amend,
          abrogate, modify, or delete any of the terms of this
          Collective Bargaining Agreement.  Retroactivity, if any,
          shall be decided by the Committee.

     Neither Employer nor the Union shall engage in or tolerate
discrimination based on race, religion, creed, age, disability,
sex, sexual orientation, national origin, Union activities, or
political beliefs.  Employer and Union will make every effort to
bring the ethnic and sexual composition of the Paid and Unpaid
Staff as closely as possible in line with the ethnic and sexual
composition of the signal area of WBAI.  Special care shall be
taken to train and promote those who, by reason of race, sex, or
sexual orientation have experienced discrimination in the past.


     No worker will be required to pass a legitimate picket line as
defined by UE Local 404 or be assigned, transferred, or required to
go to any radio station, transmitter, or studio  at which a strike
is in progress, or to originate, duplicate, or transmit by any
means, a program or programs especially for such a station.  No
worker will be required to broadcast or process in any way any
program or program material produced at any facility while a strike
is in progress at that facility.  The provisions of this Section
will be enforceable only to the extent that they are compatible
with existing law.  STRIKE SANCTION: Employer will be given 24
hours notice in writing of an impending strike.  Employer will be
immediately notified of application for strike sanction in writing.


     A.  Definition of Terms (see SECTION VIII--DEFINITIONS OF

     B.  Within ten (10) days of an employee giving notice or
Management giving notice of discharge, if Management decides that
the job will be filled, the job must be posted.  The posting shall
be up for four weeks for permanent positions, and two weeks for
interim and temporary, unless the Union and Management agree to a
waiver.  The hiring process may be extended by Employer if no
suitable applicant is found.  The Union shall have a bulletin board
in the station where such notice shall be posted.  All job postings
will be dated, and copies for all Shop Stewards and Union Officers
will be placed in a designated Union mailbox, and the mailbox of
each Shop Steward and Union Officer located at the station.  For
the purpose of advising the Employer of the qualifications and
suitability of prospective permanent and interim employees,
Employer shall convene a committee called the Applicant Review
Committee.  This committee shall consist of the Manager or her/his
designated representative, the director or coordinator of area in
which the applicant's position exists, Paid Staff member of the
area if applicable, an Unpaid Staff person from the same area, and
a non-voting Affirmative Action Officer.  Selection for each of the
representative positions on the Applicant Review Committee shall be
made by those whose position is to be represented within fourteen
days of Manager's request, unless both parties agree to an
extension.  If no selection is made within the appointed time,
Management may appoint the members of the Applicant Review
Committee.  The final decision on hiring is the responsibility of
the General Manager.

     C.  The Applicant Review Committee shall schedule and conduct
interviews (either in person or telephonically) with job applicants
and no permanent employee shall be hired until an interview by the
Applicant Review Committee has been completed, and a recommendation
submitted in writing to the Manager, which shall be completed
within three days after the interview.  If for some reason, the
Director or coordinator of area in which the applicant's position
exists, Paid Staff person, or the Unpaid Staff person cannot
participate in the Committee, these individuals can be drawn from
the nearest relevant department.

     D.  The Affirmative Action Officer shall be jointly appointed
by both Management and Union, report to both, and shall serve at
the pleasure of both for a one-year term.  The Affirmative Action
Officer will insure that affirmative action guidelines are followed
in all hires.  In the case of interim jobs of a foreseeable and
recurring nature, an Applicant Review Committee shall be
constituted and meet at least once to consider applicants and make
a recommendation to Employer.  The Employer shall post written
notice of each hire, and will notify all unsuccessful candidates as
soon as possible after the position has been filled.

     E.  Transfers: Management shall make no lateral transfers of
Paid Staff from one department or position to another without the
consent of the person being transferred, following consultation
with the Chief Steward and subject to the grievance procedure.

     F. It is the continuing policy of Management that the
provisions of this agreement shall be applied to all qualified
employees and that such persons shall be given equal employment
opportunity, in accordance with existing State and Federal laws,
without regard to race, color, religious creed, national origin,
sex, sexual preference, age, veteran status, or mental or physical
handicap as defined by law.

     Without limitation of the foregoing, it is the ongoing policy
of Management to take positive action to assure compliance with all
applicable State, Federal or Municipal laws in the area of equal
employment opportunity and to support and apply Pacifica
Foundation s and WBAI s programs of affirmative action for the
employment and advancement of qualified females, minorities,
disabled persons, disabled veterans and veterans of the Vietnam


     All new Paid Staff shall be on probation for the first three
months of employment, during which time, if a worker's performance
is deemed unsatisfactory, he or she may be dismissed without
further cause.  After the probationary period, Paid Staff shall
become Union members and shall be considered permanent.  Upon
implementation of this Contract, all Paid Staff already employed
for three months shall be considered permanent.


     The work week of a full time employee will be 35 hours in a
seven day period: Part time employees shall work from 10 - 34 hours
per week in a seven day period as agreed upon between employer and
employee.  Each employee is entitled to two consecutive days off
within each seven day period.
     Operations Assistants shall be considered full time employees
if they work 70 hours in a fourteen day period.


     A.   Hourly wages for all employees shall be computed at their
full time monthly rate of pay divided by 152 (one hundred fifty-
two) when it is necessary to make an hourly computation of wage
rates.  No changes in pay schedule shall be made without consulting
the Union.

     B.   Late paychecks:  There will be a $15 penalty for each
employee for any paycheck tendered five working days late.  The
penalty accrues for every five days late thereinafter.

     C.   Seniority increments:  There shall be seniority
increments of $20/month for full time employees for each year of
seniority, pro-rated for part time employees.

     D.   All Paid Union employees shall receive a three percent
increase in wages retroactive to April 1, 1995, and an additional
three percent increase in wages effective October 1, 1995.

     E.   Full time wages will be a minimum of $15,000 per year,
effective May 15, 1987, with part time wages proportionally
appropriated.  Half time salaries will be a minimum of $8,500 per

     F.   The local officers and Union stewards shall participate
in the station's annual budget process.  Stringer fees, claims for
back wages, and contract work payments shall be included in this

     G.  Employees have the right to request reevaluations of their
positions and pay based on the principle of "equal pay for equal
work," where substantial changes in work performed merit such

     H. Employees may, at their option, receive their pay by direct
deposit to their bank account, effective October 1, 1995.

     I. Effective October 1, 1992, substitute employees shall be
paid twelve dollars ($12.00) per hour.
     Effective October 1, 1993, substitute employees shall be given
a 5% increase to $12.60 per hour.


     A.   The Employer will notify the Union and affected employees
in writing of economic layoffs at least thirty days before layoffs
take place, and the Employer agrees to actively explore with the
Union all economic alternatives to the proposed layoffs.  If after
full exploration of the alternatives the Employer determines to
exercise economic layoffs, the Employer will first observe Steward
and Officer seniority preferences and will then use affirmative
action and seniority criteria in determining Staff layoffs.

     B.   STEWARD & OFFICER SENIORITY:  On request of the local, no
more than two (2) elected Shop Stewards will be given preference at
the time when layoffs take place.  One elected Local Officer, upon
request of the Local, will be given seniority preference at the
time when layoffs take place in the Station in which he/she is
employed.  No more than three Stewards and Officers shall be
subject to this provision.

     C.   If Employer determines economic layoffs in the bargaining
unit are unavoidable and proposes to the Union that pay reductions
be implemented to deal with the financial problems, and if
employees agree to such a proposal, the Employer agrees to reduce
station Management salaries by the same percentage as Union Staff
salaries.  Management salaries shall not increase until the
conditions of economic layoff are no longer in effect.

     D.   If the Union determines to grieve any such layoffs, it
shall do so by filing a written grievance within three days after
the effective date of the layoffs.  Any such grievance shall be
initiated at Step 2 of the grievance procedure.  Employer will give
individuals thirty days notice of layoffs or in lieu of such
notice, thirty days pay.

     E.   Laid-off Paid Staff are entitled to continue health
benefits at no cost to the Staff person for 3 (three) months, or
until other comparable part time or full time employment is found,
whichever occurs first.  Health benefits may continue for up to 18
(eighteen) months from termination at the expense of the laid-off
Paid Staff person.


     A.   Before hiring new employees covered by this Collective
Bargaining Agreement, the Employer shall recall all employees on
layoff within the previous one year from the work area in which the
vacancy exists in order of their seniority.  Employer will make
every effort to recall employees into their former jobs.

     B.   The laid-off employees shall be responsible for keeping
the Union and/or Employer informed in writing of his/her current
address.  If within ten days of receipt of a mailgram to return to
work, such laid-off employees have not informed the station
Management in writing of her/his intent to accept the recall,
Management shall deem the person to be no longer available.  After
informing the Station Manager of his/her intention to return to
work, the employee shall do so within 16 days of receipt of recall
notice.  Failing to observe the above time limitations, such
employee shall forfeit all rights to any job with the Employer.


     A.  Upon conclusion of the probationary period, not to exceed
three months, Paid and Unpaid Staff may be discharged only for just
cause.  The employee shall be notified of termination in writing
and a copy shall be sent to the Union.  Employer shall state in the
discharge message to the employee and the Union the reason for such

     B.  Notice of discharge: Written notice of discharge shall be
given to the employee involved not less than two weeks prior to the
termination of employment, consistent with the conditions of
progressive discipline, as explained in D.

     C.  Severance Pay: In the event Employer fails to give
employee two weeks advance notice, Employer must pay one (1) week's
salary for each year of continuous service, up to a maximum of four
(4) weeks at the beginning of the first year of the contract, five
(5) weeks at the beginning of the second year, and up to a maximum
of six (6) weeks at the beginning of the third year of the
contract, upon termination of employment.

     D.  The principle of progressive discipline shall govern all
relationships between Employer and its workers.  This means that no
adverse action shall be taken against a worker unless preceded by
adequate warning and/or criticism of work or conduct.
Additionally, no more severe measures shall be implemented against
an employee until less severe methods have been tried and failed. 
The above principle of progressive discipline does not mean that
Employer may not issue a severe discipline prior to first having
issued a mild one.  If the issuance of a mild discipline prior to
first having issued a more severe one would seriously impair the
stable functioning of Employer, then Employer shall be free to
issue such discipline, including immediate discharge without
severance pay, subject to arbitration process described under
Grievance Procedure, as it considers appropriate, without being
deemed to have violated the principle of progressive discipline. 
The disciplinary measures available in order of severity are: 1)
Written warning; 2) Probation; 3) Suspension without pay; 4)
Discharge.  Written warning shall include the specific criticisms
and the nature of the measures which are required to show
improvement.  When a worker is placed on probation she/he shall
receive written notification not only of the specific criticisms
giving rise to the probation, but also of a clear definition of the
conditions of probation and the measures necessary to restore the
worker to full rights.  Suspension must be accompanied by a clear
written statement of Employer's expectations of the worker upon
his/her return to work.  No issuance of probation, suspension, or
discharge shall be made without there first being at least one
informal meeting between the worker, a representative of the Union
(if so requested by the worker), and a representative of Employer. 
With respect to discharges, if the worker grieves the discharge,
the grievance shall commence at step 2 of the grievance machinery. 
The provisions of this article do not apply to temporary employees
and volunteers.
     Disciplinary measures taken five or more years previously
shall not be used against a worker, nor be counted as an element of
progressive discipline.


     Seniority shall be measured by the total length of employment
by Employer.  When an employee has had a prior paid position at any
radio station, bureau, or service operated by Employer that was
terminated other than by discharge for just cause within the past
five years, such employment shall be credited to total seniority of
an employee at WBAI-FM.  In the event a former employee returns to
WBAI-FM within the limitations set forth immediately above, the
employee's seniority upon return shall be fixed at that level of
seniority that the employee held on the effective date of her/his
prior departure from the Employer station, bureau, or service
involved.  Prior temporary employment or employment paid for by
WBAI-FM, administered or procured grants, or government funds will
be credited toward such employee's seniority if it was for three or
more consecutive months.


     Full-time WBAI employees, including interim employees, shall
be entitled to a paid vacation according to the following schedule. 
Part-time employees', including interim employees, vacation
entitlement will be calculated proportionally based upon hours
worked per month.

     A.  First year of employment: Vacation with pay (at regular
pay rate) shall accrue at the rate of one day per month after the
first two months.  No vacation can be taken prior to six months'
continuous employment.  After an employee has worked for six
months, she/he is eligible to borrow the remaining vacation time
for that year.

     B.  Second year of employment: Paid vacation shall accrue at
the regular rate of 1 1/4 days per month up to a maximum of 15 work
days per year.  Prior to 18 months' continuous employment, employee
can take two weeks vacation.

     C.  Third year of employment: Paid vacation shall accrue at
the rate of 1 2/3 days per month up to a maximum rate of 20 work
days per year, or two pay periods.

     D.  Fourth year of employment: Paid vacation shall accrue at
the rate of 2 1/12 days per month up to a maximum rate of 25 work
days per year, or five weeks.

     E.  Carryover: Vacation credits shall be carried over from one
year to the next.  Employees shall be allowed to carry over all
their vacation time from the preceding year for up to 18 (eighteen)
months from the end of the calendar year in which the time was

     F.  Vacation shall begin on the day immediately following an
employee's regular day off.  A holiday falling within a vacation
shall entitle the employee to an extra day of vacation, consecutive
within that vacation.

     G.  If an employee has been discharged or resigned, up to 12
(twelve) months of accumulated vacation shall be paid.  If employee
has resigned without notice, accumulated vacation time shall be

     H.  If an employee has been discharged or resigned and has
borrowed vacation time for the rest of that year, that borrowed
vacation time shall be withheld from the final paycheck.


     Holidays are New Year's Day, Dr. Martin Luther King Jr. s
Birthday, Presidents' Day, International Women's Day, May Day,
Memorial Day, Independence Day, Labor Day, Columbus Day,
Thanksgiving Day, the day after Thanksgiving, Christmas Day, and
two days of the employee's choice.  If an employee is required to
work on a holiday, she/he will have the option of taking another
day off or adding a day to her/his accumulated vacation as
compensation.  If the employee has been discharged, laid-off, or
resigned, compensation for accumulated holiday time not taken will
be paid.  If any of the above listed holidays falls on a weekend,
the employee shall receive either the following or preceding
weekday off per the Holiday Schedule posted by Manager at the start
of the calendar year.  Substitute workers must be paid.  A
substitute worker is someone who fills in for anyone on payroll.


     When an employee is to be absent due to a scheduled vacation
for two months or less, a temporary hire shall fill in for the lost
work time at the request of a Paid or Unpaid Staff member in the
affected department.  First consideration will be given to the
qualified current station workers.  When an employee is to be
absent due to an unpaid, Management-approved leave, he/she shall be
given a full-time replacement.  No temporary hire will last more
than two months without an Applicant Review Committee being formed
for an interim or permanent replacement hire subject to the hiring
procedure.  Persons holding that temporary position may be
discharged without cause.


     A.  Leave of absence: A regular employee who has completed two
years of service may take a leave of absence without pay and
without loss of seniority or benefits, upon approval of Management. 
Given adequate prior notice, Employer shall not unreasonably
withhold permission for an educational leave that would improve job
performance and contribute to station functioning.

     B.  Parenthood leave.  Employer shall, upon written
application, grant any regular employee a special leave of absence
of up to twelve months for maternity/paternity reasons, with full
reinstatement privileges and without loss of seniority.  The
interim hire may last up to twelve months for maternity/paternity
leaves.  If both parents are employees, then only one may take a
leave of absence, or both may negotiate a shared leave.  Female
employees shall be entitled to six weeks of paid maternity leave;
male employees shall be entitled to five weeks of paid paternity
leave; single parents shall be entitled to twelve weeks
maternity/paternity leave.


     The Employer agrees to continue at its sole expense its
present insurance plan or its equivalent for all eligible paid
employees.  Management shall pay full family coverage for all
eligible paid employees.  The Union and Management agree that WBAI
has an informal domestic partners policy, and that the joint Union-
Management Health Benefits Committee shall seek overall health
insurance coverage with that policy.  The insurance benefits for
all eligible paid employees shall be as per the attached schedule.


     Paid Staff are entitled to twelve paid days off per year for
personal health leave.  Employees with two or more years of
seniority may request up to 14 additional paid health leave days
per year in case of serious illness or injury.  If an employee
takes five (5) or more of these additional days in a row the
employee must provide a note from a doctor. Management may not
unreasonably withhold the additional health leave.


     The Employer agrees to continue at its sole expense the
current or equivalent Guardian New York Dental PPO Plan, as per
following schedule:


Calendar year deductible

Annual maximum

Preventive and diagnostic services

Basic Services

Major Services

     All major out-of network benefits are based on usual,
customary and reasonable rates for a given area.

     Complete free choice of dentist at point of service.
     Out-of-network claims paid up to the 90th percentile.

     *Deductible waived in-network on preventive and diagnostic
  Should the Pacifica National Board mandate more comprehensive
coverage, the parties to this agreement agree to reopen this


     A.  Employer and Union recognize the right of the employees to
secure, safe, healthy, and non-toxic working conditions.  The Staff
shall become familiarized with the different types of potential job
hazards and the correct methods used to control them.

     B.  A Health & Safety Committee will be established consisting
of representatives from Staff and employer.  Its function shall be
to provide health and safety education for incoming employees, to
monitor health and safety conditions in the station, and to review
complaints regarding any unsafe or hazardous working conditions at
the station.

     C.  Any worker has the right to walk off a job that poses an
imminent hazard to her/his safety and/or health, without loss of

     D.  Smoking will be permitted only in areas designated by the
Health & Safety Committee and in accordance with federal, state,
and local regulations.

     E.  Any dispute regarding health and safety that cannot be
settled by the Health & Safety Committee shall be subject to the
Grievance Procedure.

     F. It is expressly understood by both Management and the Union
that under no circumstances are these health and safety provisions
to be construed to grant Management authority to unilaterally
implement any type of program of drug and alcohol testing without
the prior consent of the Union.

     G. Management and the Union agree to comply with the
provisions of the Americans with Disabilities Act of 1990.

Management shall take reasonable stops to provide reasonable
accommodations to disabled workers and applicants as required by
the Americans with Disabilities Act. Should such accommodation have
an adverse effect on bargaining unit members, Management shall
negotiate with the Union prior to its implementation. Nothing in
this agreement shall supersede an employee s statutory legal rights
and/or remedies.


     A.  Disability: Staff eligible for disability compensation
under the New York State Unemployment Insurance Code shall make
application for such benefits when they become physically unable to

     B.  Disability Insurance:  The joint Union-Management
Committee shall explore the possibility of providing "Disability
Income Insurance" or equivalent disability insurance for all
eligible Staff.


     A.  All persons required to travel in connection with WBAI or
Pacifica Foundation business shall be reimbursed, provided such
travel or transportation is authorized by the Employer [such as for
moving of equipment].  Allowance for use of private car shall be
$.30 per mile; taxi fares shall be reimbursed in full.

     B.  Workers shall not be required to use their own automobiles
unless it is a condition of hire or they consent thereto.  Consent
for use of automobiles for station functions regarding current
workers shall be made under separate agreement between the Union,
Employer, and affected employees.

     C.  For all authorized expenditures made in connection with
their work assignments, employees and others entitled to
reimbursement for expenditures shall be reimbursed within thirty
days following procedures prescribed by Employer.


     A.  Employer shall reimburse WBAI workers, including temporary
employees, for childcare expenses for children through age 12
years, up to a maximum of $125.00/child/month for full time
workers.  Part time workers will be reimbursed at the rate of $.73
per child for each hour worked, up to $125.00 a month maximum. 
Employee will submit proof of expenditure for expenses incurred for
childcare services for WBAI workers.

     B.  Employer shall reimburse Unpaid Staff for care of children
under 12 years of age or those who require special attention while
Staff perform regularly assigned station duties approved by their
department head, at $.73 per child per hour worked, up to a maximum
of $125.00 per month.  Part time Staff will be reimbursed at the
rate of $.73/child for each hour worked.  Employee will submit
proof of expenditure for expenses incurred for childcare.


     In the event of the consideration of the introduction of any
new technologies, Management shall notify the Union, via certified
mail, in writing six (6) months in advance.  Once notification is
given, the Union and Management shall meet to discuss the possible
impact on workers and their jobs at the station.  Copies of this
notice shall be given to all Shop Stewards and Union Officers.


Employees shall be entitled to up to three (3) days paid
bereavement leave in the event of the death of a member of the
employee s immediate family.  For purposes of this section,
 immediate family  shall include: spouse or domestic partner, child
or step-child, parent or step-parent, sibling, mother-in-law or
father-in-law, grandparent, grandchild or other relatives residing
in employee s household.  If an employee has a death in the family
as described above during his or her vacation, the employee will
still be eligible for pay under this section. In addition, the
employee will have the opportunity to reschedule vacation at a
later date.


     A. In the event that any Federal or state legislation, or
government regulation, causes invalidation of any article or
section of this agreement, all other articles and sections not so
invalidated shall remain in full force and effect.


     Effective October 31, 1992, Pacifica has established a Tax
Sheltered Annuity (TSA), 403(b) plan for employee contributions. 
Employees shall be informed how to exercise their option to make
contributions to the plan no later than December 31, 1992.


     A.  Union representatives may request relief from Employer
from her/his duties at any time to investigate and settle grievance
issues and present them to Employer without loss of seniority or
benefits.  Relief from duties shall be granted by Employer
immediately, except when doing so might cause injury to persons,
damage to property, or interruption of broadcasting or production
of programming, which under reasonable judgement of the Station
Manager will be harmful or disruptive to the continuity of
programming or broadcasting at WBAI.  If the Station Manager so
finds, the Union Representative shall be relieved at the earliest
possible moment at which she/he can be relieved without any of the
aforementioned consequences.

     B.  When any Union Representative is relieved from duty on
her/his regularly scheduled shift to attend to grievance matters,
she/he shall not lose any pay therefrom, but she/he shall complete
the handling of the grievance as promptly as possible and return to
work as soon as the handling of the grievance is completed.

     C.  Upon written notice, Employer will grant a Union member
leave for the performance of Union business without loss of
benefits or seniority.  Given at least two weeks prior notice,
Employer will give any Union member elected as a local delegate
unpaid leave to attend district or national convention, or to
participate in negotiations without loss of seniority or benefits.


     A.  Ninety days before the expiration of this Agreement,
either party may propose modifications, revisions, or additions to
the provisions of this Agreement.  Negotiations shall begin sixty
days before the expiration of this Agreement.

     B.  This Agreement shall remain in full force and effect until
the thirty first day of March 1996, and shall continue in full
force for one year unless Notice of Modification in writing by
registered mail is given by either party at least ninety days
before the next expiration date of this Agreement.  Nothing herein
contained shall prevent the parties hereto, if they so desire, from
modifying any part of this contract by consent, without the
necessity of redrafting the entire Agreement.

     C.  Legal notification by Employer as specified herein shall
be accomplished by notifying UE Local 404, 370 Grand Street,
Paterson, New Jersey 07505, with copies to all Shop Stewards, Union
Officers and the current UE Field Representative.

     D.  Legal notification by Union as specified in this contract
shall be accomplished by notifying Pacifica Foundation, 3729
Cahuenga Blvd. West, No. Hollywood, California 91604 and WBAI-FM,
505 Eighth Avenue, New York, New York 10018.

     E.  All notices required by this agreement are to be in
writing and shall be mailed first class, certified, return receipt

     IN WITNESS WHEREOF, the parties hereto have caused these
presents to be executed by their proper officers and sealed with
their respective seals, the day and year first above written.








                                                              July 18, 1995

                            LETTER OF AGREEMENT

     A.   The Program Council will be the central forum for
discussion and implementation of program policy, content, and
format at WBAI.  It will be the main institution for producer input
into programming decisions for discussion of long-term programming
goals, for on-air fundraising and audience-building, for planning,
and for evaluation of the results thereof.  The Program Council
will review program quality and standards, and will conduct annual
reviews of WBAI's goals with respect to air sound, audience-
building, listener support, community access, and training.

     B.   Recognizing that the Program Council is a new and
experimental process at the Station, it is recommended that the
Program Council's processes and structure be reviewed at regular
intervals, i.e. every 6 (six) months, by the General Manager and
Union Officers with the assistance, if necessary, of outside
consultants.  The purpose of such reviews is to assure that program
planning be efficient, open, fair, nonsexist, and nonracist.  The
following structure is submitted to WBAI as a beginning to an
evolving process.  The  Council itself may design procedures for
its internal work, such as agenda setting and/or subcommittee work.

     C.   The Program Council shall include the Program Director,
Executive Producer of Arts, Executive Producer of Information, one
News employee, Operations Director, and one representative elected
by unpaid producers from information, arts, and at large.

     D.   The Program Council shall make programming
recommendations by consensus when possible, by majority when
necessary.  Final decisions shall rest with the Program Director
and/or General Manager.

     E.   It is understood that the owner of WBAI's license,
Pacifica Foundation, is bound by the terms of that license and
relevant federal statute and regulations to maintain control of the
air, and the licensee has delegated this responsibility to the
chief officer of the station, the General Manager.

     F.   The Program Director, Executive Producer of the Arts,
Executive producer of Information, and/or Operations Director shall
review/evaluate programming using standards established by the
Council and shall report such reviews/evaluations to the Council.

     G.   The Program Council shall meet a minimum of every two

     H.   All members of the Program Council are required to attend
all meetings, absent a valid excuse.

     I.   The makeup of the Program Council shall remain in place
for three months following ratification of the Union Contract.

                             PRODUCERS' RIGHTS
1.   A producer shall be sent written warning when the Program
Council, Program Director or Executive Producers is/are considering
cancelling a program at least two programs in advance.

2.   A producer shall have the right to appeal to the Program
Council any permanent decision made with respect to his/her

3.   Producers trying to get on the air at WBAI must submit program
ideas to appropriate programming Staff in writing.  The Program
Council may establish standards for evaluating proposals.

4.   All procedural issues of the Program Council may be grieved.

July 18, 1995

If you are in accord with the foregoing, please indicate approval
by signing below.

                    Very truly yours, 
                    UNITED ELECTRICAL, RADIO AND
                    MACHINE WORKERS OF AMERICA (UE)
                    Christine Costello




                                                              July 20, 1995

United Electrical, Radio & Machine Workers
18 Church Street, 2nd Floor
Paterson, New Jersey 07505

                          LETTER OF UNDERSTANDING

This is to confirm that Pacifica's current policy mandates
participation of Paid Staff, Unpaid Staff, and Local Board
representation and the Executive Director on any screening 
committee for General Manager.  Current practice at WBAI is to 
include three representatives elected by Paid Staff, three
representatives elected by Unpaid Staff, and three representatives
elected by the Local Board.  If there is any change contemplated in
either this policy or practice, the Union will be given notice of
these discussions and will be given opportunity to provide input. 
Final authority to hire or fire a General Manager rests with the
Pacifica Executive Committee.

Similarly, the current practice of the Station is to allow
representatives of Paid and Unpaid Staff to participate in the
screening committee of the Program Director.  If any change is
contemplated in this practice, the Union shall be given every
opportunity to provide input into such discussions.  Final
authority to hire or fire a Program Director rests with the General


                                        Executive Director

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