2014 bargaining - ibew local 2139ibew2139.org/docs/ratification_2015.pdf · all examples are...

IBEW LOCAL 2139

RATIFICATION MEETING

February 14, 2015

2014 Bargaining

1

Purpose of Meeting

2

Commission Plan

Pensions

Vacation Premium

Eliminate Success Sharing

Market Assignment

Car Allowance-Work Days Only

Vacation/Holidays- PTO

Bargaining 2014

Areas of Proposed Changes

Article Deletions

Bargaining 2014

Delete Article 23 – Directory Employment Transition Program

Delete Article 24 – Training/Retraining (Tuition Aid)

Delete Article 25 – Reassignment Pay Protection Plan

Delete Article 33 – Hiring Consideration of Former Employees

Articles Removed

Bargaining 2014 Market Assignment

4

Re: Pension Examples – Commissioned Employees

The purpose of this document is to provide examples of how

benefits are earned under the PBD (N) contract and how

they will be impacted once benefit accruals are frozen. It is

not meant to be an all-inclusive source of information and

all examples are illustrative and hypothetical. In case of

any discrepancy between the plan document and this

document, the plan document will prevail.

Example 1a – Employee is a commissioned advertising

sales employee, vested in the West Pension Program and

is early retirement eligible.

Employee has 27.5 years of pension service and is 56

years old. Therefore, employee qualifies today for the

Modified Rule of 75. If the Plan is frozen on July 1, 2014,

employee is eligible for the early retirement subsidy and

upon retirement may choose to receive either a lump sum

distribution, or a Monthly Annuity Benefit at the

following hypothetical calculated amounts:

Hypothetical Lump Sum Distribution at 7/1/2014: $249,000

*

Hypothetical Monthly Pension Benefit -

Service at freeze date (7/1/2014) : 27.5 years

Average Monthly Compensation: $4,000**

Monthly Annuity Benefit: $4,000 x 1.22% x 27.5 =

$1,342.00 ***

.

Article 15.4

The Company maintains the right to determine the sales channels used to contact customers, the

assignment of personnel to sales channels and the assignment, reassignment, or movement of

accounts between sales channels or between individuals within sales channels.

However, the Company shall notify the Union as far in advance as possible of its decisions and will

consider input from the Union that is provided in a timely manner. It is not the intent of the Company

to use assignment practices, policies or procedures to negatively impact the earnings opportunities of

its representatives, though changes in market assignment may have an impact on compensation.

The Company's decisions and implementation of any assignment, practices, policies and procedures

will not be subject to grievance or arbitration under the terms of Articles 26 of this agreement.

The only exceptions will be decisions made with the intent solely to negatively impact an which

impact an individual's compensation or the assignment of personnel to particular campaigns. No

other provisions of this or any other agreement shall supersede the Company's authority to make final

market assignment and implementation decisions.

Market Assignment

Bargaining 2014 Market Assignment

Article 34

34.1 Assignment of Accounts – Key Account Executives, Advertising Sales Representatives

(Premise), and Directory Sales Representatives (Telephone):

34.1.1 It is the intent of the parties to assign accounts at the time of initial market assignment to

provide to all sales representatives the opportunity for 100% follow yourself. The company will do

so through the mechanized market assignment process.

34.1.2 The parties agree that there will be times when 100% follow yourself will not be possible,

included, but not limited to, accounts productivity, new sales employees added to the workforce,

employees returning form a Leave of Absence, Customer Service issues, too many accounts etc. In

these situations arising outside of the above circumstances, the Company shall notify the union and

parties agree to meet and discuss such circumstances upon request by the Union. the proper

resolution prior to the market assignment.

34.1.3 Exception to section 34.1.2 is when a sales representative transfer to another office/district

and a new market needs to be created as described in 34.2.

34.1.4 The Company shall have the discretion to keep sales made by a particular branch within the

branch that made the sale, as opposed to being re-assigned to another branch as a result of the HBD.

Such decisions shall not be intended to negatively impact reps and the Company agrees to discuss

any situations where reps perceive that they were so impacted.

Initial Market Assignment - Allocation

Bargaining 2014 Management Rights Clause

Article 6

The Union recognizes the right of the Company to operate and manage its business

consistent with the “needs of the business.” Needs of the business,” it shall be

construed to mean any and all matters decisions which, in the Company’s opinion, are

necessary to: assure the efficient and economical operation of the business and to

protect the business, including, but not limited to decisions regarding its property,

including the kind, type, and location of facilities; the health and safety of employees;

staffing levels; and the services and/or products sold by the bargaining unit and the

methods/operational processes to do so.

The Company shall also have the right to use resellers, national retailers, and/or third

party sales agents/contractors to sell its digital products, so long as no Force

Reductions of bargaining unit members shall be directly attributable to such use. In all

cases, the Company shall determine the needs of the business and its determination

shall be final.

Management Rights Clause

Bargaining 2014 Daily Sales Average Calculation

7

Re: Pension Examples – Commissioned Employees

The purpose of this document is to provide examples of how

benefits are earned under the PBD (N) contract and how

they will be impacted once benefit accruals are frozen. It is

not meant to be an all-inclusive source of information and

all examples are illustrative and hypothetical. In case of

any discrepancy between the plan document and this

document, the plan document will prevail.

Example 1a – Employee is a commissioned advertising

sales employee, vested in the West Pension Program and

is early retirement eligible.

Employee has 27.5 years of pension service and is 56

years old. Therefore, employee qualifies today for the

Modified Rule of 75. If the Plan is frozen on July 1, 2014,

employee is eligible for the early retirement subsidy and

upon retirement may choose to receive either a lump sum

distribution, or a Monthly Annuity Benefit at the

following hypothetical calculated amounts:

Hypothetical Lump Sum Distribution at 7/1/2014: $249,000

*

Hypothetical Monthly Pension Benefit -

Service at freeze date (7/1/2014) : 27.5 years

Average Monthly Compensation: $4,000**

Monthly Annuity Benefit: $4,000 x 1.22% x 27.5 =

$1,342.00 ***

Article 15.3.4.3

.

When an employee has been assigned to a particular wage schedule for

the twenty-six (26) full payroll periods immediately preceding the payroll

period in which the Daily Sales Average payment begins.

The advance shall be calculated on the employee’s average Commissions,

PTO; Holidays, excluding time off for Religious Observance; Excused

Work Days, Benefits, Legal appearance at the Company’s behalf if

approved by the Company, Special Projects authorized by the Vice-

President of Sales; Military Emergency Duty; Jury Duty; Target

Earnings;, less any applicable Commission Adjustments as defined in this

Agreement.

Calculation of DSA

Bargaining 2014 Compensation - DSA

8

Article 15.3.4.3

.

Daily Sales Average plus Base Salary shall constitute full compensation for:

Holidays, excluding time off for Religious Observance;

Excused Work Time; Special projects (The Vice President

of Sales must authorized such projects); Jury Duty; Legal

appearance at the Company’s behalf if approved by

Company; Military Emergency Duty, Market Assignment

delayed for greater than four weeks from the original start

date of the D190 schedule and Common Interest Forum

meetings.

Daily Sales Average shall be reduced by 40% when

paying under the terms of the Company’s Short Term

Disability Plans.

DSA Plus Base

Bargaining 2014 IYP - PCP

9

.

Article 15.5.7

For internet contract that are early downed before PCP and before next cycle

Market assignment, the prospect code for the following year will reflect the

account as being a NON AD, provided the customer has not contracted with the

company for any other products, including print.

Article 15.5.8

For Internet contracts that are early downed before PCP date and before next cycle

Market Assignment, the BOTS revenue values associated with these contracts will

be assigned to a sales representative as part of their next cycle Market Assignment

responsibility. The BOTS revenue assigned for the following cycle will be

normalized to the actual monthly contract value.

IYP • PCP

Bargaining 2014 Article 12.5

Article 13.2

The Company will not use the services of temporary workers

who are not Company employees to perform bargaining unit

work for longer three (3) consecutive months without Union

concurrence.

The Company will inform the Union of all temporary workers

who are performing bargaining unit work and who are not

Company employees. The list will be updated every month

and will include time arrived, type of work being performed

and expected departure date.”

Temporary Workers

Bargaining 2014

Reimbursement of Expenses

.

Employees incurring an expense under section 15.6 will be

required to submit a voucher for reimbursement of their

expenses within sixty (60) calendar days of the incurred

expense.

If the employee does not submit a voucher within sixty (60)

calendar days, the Company may not reimburse the employee,

as determined by the Company and will be based on the unique

circumstances of each individual case, such as a Disability case

in which the employee was unable to submit a timely voucher.

Article 15.6.5.5

Vouchers

Bargaining 2014 Select Time

12

Article 12.5.1

“Directory Sales Representatives will be allowed to use “Selectime.” in

those periods Call center start times shall be 7:30 a.m., 8:00 a.m. or 8:30

a.m. The time periods listed in this section are the only ones available

to these employees.”

Select Time

Bargaining 2014

Sales Representatives will be paid DSA for Market Assignment

delayed for greater than four weeks from the original start date of the

D190 schedule.

DSA For Delayed Market Assignment

Article 15.3.4.1

Delay of Market

Bargaining 2014

Targeted DSA

The Company agrees to pay one day of targeted earnings for every 8

hours of meetings in a given pay period.

The following examples are exempt and will not be counted towards

the

8 hour meeting time-frame:

•Knowledge is Power Meetings (Reps not performing to minimum

standards)

•Daily 10 minute stand up rallies

•Scheduled call out times

•One-on-one continuation training

•One-on-one manager performance reviews

•Example of meeting time would be Monday Morning, 40/40, Roll-

outs

Targeted DSA Meetings

Bargaining 2014 Debit Protection

15

.

To minimize the impact of possible debit situations, sales

representatives working in wage schedules P-1, M-1, T-1 and K-1, as

well as Digital Sales Executives (DSE) shall have the opportunity to

select a percentage of their commission earnings to be protected on a

payroll period basis, by signing a Commission Protection Election

Form.

The percentage eligible for protection is 0, 33, 50, 65, or 75%. After

the percentage is selected, no commission debit will result in

commission earnings of less than the selected percentage A

representative may change the selected percentage on a quarterly

basis.

Article 15.5.14

$5,000 Cap Debit Protection Eliminated

No Ceiling Limit

Bargaining 2014

Automobile Allowance

.

Employees in the Advertising Sales Representative, Account

Executive-New Media, Digital Sales Executives and Key Account

Executive title using personal cars in accordance with section 15.6.5.1

shall be reimbursed a flat-rate amount of $54.00 per day for vehicles

less than or equal to sixty (60) months old, from January of the model

year, otherwise a flat-rate amount of $33.50 per day, to be paid for

each day worked, including which shall exclude vacations, PTO,

excused work days and holidays, and when unless an employee uses a

Company car or Company provided rental car in place of the

employee’s personal car. With prior management approval employees

will be reimbursed at their flat-rate value, if using their personal

automobile for customer contacts on a Saturday or Sunday.

Article 15.6.5.2

Car Allowance

Bargaining 2014 Article 15.2.1.9

New Article

In an effort to hire the most qualified sales representatives, YP shall

have discretion over the starting rates for Sales Reps with demonstrable

and relevant sales experience, skills, and/or education. Such hires may

be employed at a starting base annualized salary of up to $60,000, with

the specific starting amount to be determined by YP based upon

relevant sales experience, skills, and/or education.

Such base annualized salary shall decline over a period of time not to

exceed eighteen (18) months, to an annualized rate equal to the

scheduled rate for the position. Such increased base salaries shall be

exceptions only, to be reviewed and approved by senior sales

leadership and Labor Relations.

Compensation – New Hires

Bargaining 2014

DSA Reimbursement-Cellular

Except where specified herein employees will be reimbursed for

business expenses in accordance with the AT&TYP Global Expense

Policy; and will be reimbursed for cellular phone service at reasonable

rates, in accordance with the AT&T Equipment & Company-Use

Wireless Policy, in effect as of the effective date of this agreement to

be determined by the Company.

At the commencement of this Agreement, cellular service shall be

reimbursed at the flat rate of $55 per month, though it is agreed and

understood that this amount may be increased or decreased over the

term of the agreement.

Only proof of cellular service for business purposes shall be necessary

for reimbursement.

Article 14.10.1

Cellular Reimbursement

Bargaining 2014 Holidays

The following holidays are authorized and shall be observed in 2015 and subsequent

years, unless otherwise changed as provided below:

New Year's Day Labor Day

January 2 Martin Luther King, Jr. Day

Presidents’ Day Thanksgiving Day

Memorial Day Friday After Thanksgiving Day

Independence Day Christmas Day

In the event the Company desires to change any of the above holidays, it shall notify the

Union prior to November 1 of each year. No less than a total of ten (10) authorized and

floating holidays shall be provided in each calendar year.”

Revise Articles 18.4 and 18.5 as follows:

“Authorized holidays falling on a Saturday or Sunday shall be observed on the alternate

days designated by the Company, which shall be either a Friday or a Monday. The Company

shall notify the Union of such alternate days on or before November 1 of the year proceeding

the year in which the holidays will occur. following Monday and holiday practices shall

apply in all respects the same as for holidays which fall on Monday; the Sunday shall be

considered the same as any other Sunday.

Holidays

This Article applies to all full-time and part-Time Employees. The Company shall provide eligible employees paid time off

(PTO), for leisure time, to cover absences for vacations, personal activities and for any other reason not covered by a leave of

absence under this Agreement. Sales employees shall be entitled to take up to 32 hours of their accrued PTO as “Excused Work

Time” in 4-hour increments, subject to the provisions of the “Excused Work Time” set forth below. Non-sales Employees shall be

entitled to take up to 32 hours of their accrued PTO as “Excused Work Time” in 2-hour increments, subject to the provisions of the

“Excused Work Time” set forth below.

PTO is based on the employee’s base rate of pay in effect when the day off is taken or paid out, plus applicable DSA. Full

time employees are eligible to accrue PTO in accordance with the following schedule:

Years of Service Annual Accrual Eligibility

New Hire to 6 months 5 days/40 hours

> 6 months to 7 years 14 days/112 hours

> 7 years to 15 years 19 days/152 hours

> 15 years to 25 years 24 days/192 hours

> 25 years 32 days/256 hours

Employees shall accrue PTO on a pay period basis (“Pay Period Accrual”). To determine the pay period accrual rate, divide

the annual accrual eligibility by 26, as follows:

Years of Service Annual Accrual Eligibility Per Pay Period Accrual

New Hire to 6 months 5 days/40 hours 1.54 hours

> 6 months to 7 years 14 days/112 hours 4.31 hours

> 7 years to 15 years 19 days/152 hours 5.85 hours

> 15 years to 25 years 24 days/192 hours 7.39 hours

> 25 years 32 days/256 hours 9.85 hours

The PTO balance reported in the ADP system reflects PTO time that may be scheduled and taken subject to team leader

approval. Team members will begin accruing hours at the next highest level during the pay period in which they reach the service

milestone.

Paid Time Off – Article 19

Bargaining 2014 PTO

Employees are subject to a maximum cap of 150% of their Annual Accrual Eligibility. If the

total available PTO balance is 150% of the number of PTO days a team member can accrue on

an annual basis, the accruals will stop until the total PTO balance is drawn down to less than

150%.

Employees shall be entitled to carry over accrued but unused PTO from calendar year to

calendar year, subject to the maximum accrual limits in this paragraph. Any accrued but unused

PTO shall be paid out following termination of employment.

Employees may not accrue PTO during unpaid leaves of absence or other periods of

inactive service.

For the purposes of PTO selection, a PTO Year is January 1 of the current calendar year to the

end of December that calendar year.

Religious Observance - In addition to the PTO referenced in this Article, employees with six

(6) months or more of service shall receive 3 additional hours of paid time off per calendar

year, for the purpose of religious observance. Religious Observation is not PTO time.

Bargaining 2014 PTO Continued


Bargaining 2014 PTO Continued

An employee who is leaving the Company will be paid in lieu of all PTO vacation he

or she has accrued but has not used.

Employees who are service pension eligible and retire from the business with a service

pension will be paid out their unused PTO as though it was granted based on the

number of years of service credit and not based on the accrual of vacation language.


Bargaining 2014 Layoff

A regular employee, employed as of [ratification date of this agreement], who is to be laid-off shall be paid a lay-off

allowance determined as to the amount by their net credited service and basic weekly wage rate at the time of leaving the

service, in accordance with the table below except those in the title classification Key Account Executive, Advertising Sales

Representative and Directory Sales Representative:

Number of Weeks

Current Basic Wage Rate

Years of Net Credited Service (excludes all differentials)

Less than 6 months 0

6 months but less than 2 years 1

2 years but less than 3 years 2



















Layoff Allowance - Article 23.2.1

Bargaining 2014 Layoff Continued

For employees with twenty-one (21) or more years of net credited service as of the date of ratification

of this Agreement, an additional four (4) weeks' pay at the applicable rate will be made for each

additional completed year of service.

For regular employees in the title Key Account Executive, Advertising Sales Representative and

Directory Sales Representative the lay-off allowance will be determined by applying their "Years of Net

Credited Service" to the above table and multiplying the resulting “number of weeks" by their average

weekly earnings (base pay plus average daily commissions).

A regular employee, employed after [ratification date of this agreement] who is to be laid-off shall

be paid a lay-off allowance determined as to the amount by their net credited service and basic weekly

wage rate at the time of leaving the service, in accordance with YP Severance Guidelines in effect at the

time of the layoff. Presently, such terms provide for severance payment equivalent to two (2) weeks per

year of service, up to a maximum of twenty-six (26) weeks. In no event shall an employee with at least

one year of service receive less than four (4) weeks of severance.

Any vacation payments to which the employee is eligible will be made in addition to the layoff

allowance.

Any employee who is not eligible for a service pension and who is laid-off shall receive extended

medical, vision and dental coverage as follows:

Less than 5 years net credited service, 4 months • 5 years or more net credited service, 6 months

Layoff Allowance - Article 23.2.1

Clerical/Support

25

Bargaining 2014

• Eliminate Success Sharing

• Maintain - Annual Lump Sum Payment 1.25% based

employee’s weekly rate annualized (52 weeks) paid on or

before the second paycheck in August.

• Base increase at Ratification 2.5%

• August 10, 2015 2.0%

• August 8, 2016 2.0%

Clerical /Support -Compensation

Proposed YP Compensation Plan

Premise, Telephone, KEY

New Media/Digital Sale Executives

26

Bargaining 2014 Sales-Compensation

YP Plan Overview

Elements

Account Commission Structure

Account Commission Timing

Monthly Commission

Proposed Compensation Plan by YP for Premise, Telephone, KEY, New Media, Digital Sales Executive

YP Proposed Plan Overview

– Commission Timing

The full commission for the canvass year is calculated each time an

commissionable event occurs

Days due is at the total customer level and includes all activity for

that customer (even if sold by other reps)

Any already earned payments are trued up based on the new total

commission amount

o Ex. If earn more commission for a later add-on sale and account

has already billed on any NISD for that cycle, you would earn

55% at the point of sale date for the add’l sale

Once a Days Due milestone is reached and paid, it can’t be taken

back if account later goes beyond 90 days past due. Any missed

milestones will be paid at any later points where the days due goes

under 90 days. The event status is checked daily.

Includes a transition plan of add’l fixed pay for year one and for new

hires. This transition pay offsets any negative cash flow impact to

the rep

Implementing a new commission system to help the reps manage

their accounts (see next page)

As earned for Premise, Key,

and New Media

As Earned plan better aligned with job responsibilities, and Transition Pay negates

any negative cash flow impact

Event Pay %

At Point of Sale 40%

If < 90 Days Due:

When First NISD Bills 15%

120 Days from Bill Start 30%

240 Days from Bill Start 15%

As Earned

Commission Table

YP Plan Overview – Commission Structure

Each account is paid based on cumulative for the canvass year NISD /

BOTS result (based on BOTS handled)

Plan pays the rate matching the account result times the NISD revenue

Commission is trued up on each account as additional commissionable

events occur (like today)

Telesales includes a $10 Retention Reward for each customer retained

with some spend

Other Information:

New rate is paid only for unique new customers (like today)

Rates are for illustrative

purposes - Note each region

/ channel would have a

unique set of rates

Simplified structure pays one rate per account

NISD/BOTS NISD Rate

0% - 60% 23%

60% - 85% 29%

85% - 100% 35%

100% - 120% 41%

>120% 47%

New 200%

Recanvass 65%

Acct Level Comm

Rate Sheet

Example of As Earned

Commission Rates

YP Plan Overview – Rep Monthly Commission

Plan pays each month based on rep’s overall NISD / BOTS % per the

payment scale.

The payout percentage is applied to closed NISD to calculate the

amount to pay.

The plan is for the calendar year, and runs Feb-Jan.

The payment amount is trued up each month based on total YTD

results.

Eliminates the need for non-pay chargebacks

Other Information:

Target is for this element to represent 15%-20% of total target comp.

This plan element, along with Incentives, is considered a Flexible Plan

Element that can be modified over the course of the contract as long as

certain payout and timing conditions are met.

Rates are for illustrative

purposes - Note each

channel would have a

unique set of rates

New element uncaps earnings and improves correlation between a rep’s earnings

and results

NISD/BOTS

% of NISD

Paid

-9% to -5% 15%

-5.01% to -1% 25%

-1.01% to 3% 35%

3.01% to 7% 45%

>7% 55%

Monthly Commissions

Rate Sheet

Example of Monthly

Commission Rates

YP Modeling Methodology Used

•Pull 2013 canvass level data at account level

•Determine full year reps based on assignment and time worked

•Use Dec-13 Average Earnings reports as baseline earnings

•Adjusted Avg Earnings for commission overpayments and any non-

recurring payments

•Not an exact match due to timing differences between canvass and

calendar year

•Run proposed plan through “AVCO” model to calculate earnings

•Present output on rep modeling Excel file

•Shows results and comparisons by reps

•Allows ‘what-if’ calculation on results changes

Compensation - All Channels Bargaining 2014

32

New Media /Digital Sales Executive

As Earned Commissions (AEC)

Flat Rate for NISD

Flat Rate for New

Monthly Commission (MC)

Premise and KEY

As Earned Commissions (AEC)

Monthly Commissions (MC)

Telephone

NBA Commissions (paid up front same as today)


Retention Reward

Summary of Components by Channel

• Milestones for As Earned Commissions (AEC)

• Timeline - Monthly Commissions (MC)

33

Bargaining 2014 AEC & MC

Bargaining 2014 Commission Plan

34

The monthly commission cycle shall begin on February 1st and end on

January 31st of the calendar year.

The monthly commission is paid based on results in the system as of the

last day of each month and shall be paid in the payroll period in which the

last day of the month falls.

The monthly commission includes all sales results posting for the year-to-

date regardless of cycle year, product, etc. Payout of Monthly Commissions

earned above the cap for remaining commissions will paid out at the end of

the annual cycle, following final true-up.


Bargaining 2014 Commission Plan Continued

35

The payment amount is trued up each month based on total year-to-date

results.

If at the end of the plan year, a rep has been over paid, final true-up will

occur, and the amount to be debited or paid shall be determined. If a debit is

required, it will be recovered pursuant to normal processes, which may

include the debit protection provisions of this agreement.

Such true-up payments or debits will occur on the first MC pay date

following the beginning of the new plan year.


Sales Compensation-MC Bargaining 2014

36

Compensation Timeline

37

The purpose of the Monthly Commissions (“MC”) element of the Sales Compensation plan

is to focus selling behaviors on net revenue results by account. It is intended to be a

substantial component of sales representatives’ compensation going forward and YP is

confident that it will drive the intended sales performance.

However, given that it is a new compensation approach for our business and the results are

not guaranteed, YP agrees that it shall pay representatives at least pursuant to the MC and

cash sales incentives payout assurances detailed below. In exchange for providing the

following assurances, YP shall have the ability during the term of the contract to revise

elements of the MC (“NISD/BOTS” and/or “% of NISD Paid”) and any other cash

incentives, in order to ensure that the Company is achieving its sales goals.

It is expressly understood that the “NISD/BOTS” and “% of NISD Paid” elements of the

MC shall not be increased or decreased more than one time per 12 month period, per

channel,

Bargaining 2014 MC Target & Assurances

MC Targets & Assurances

38

and only at the start of a new commission plan year, unless the Company

determines that an “unscheduled” change is necessary to increase rates in

order to ensure that below average guarantees are met.

Further, it is agreed and understood that no changes to the MC/Incentive

plans shall be made during the term of this contract that are projected to

pay out less than 100% of the target average annual MC pay listed below

($23,000 for Key, $19,000 for Premise, and $6,000 for Telephone), by

channel and the targets shall not be changed during the life of this

agreement.

In the event that the Company determines that elements of the MC need to

be changed during the term of the contract, it shall notify the Union at least

15 days in advance of the implementation of such changes, in order to

explain the reasons for and impacts of such changes, and to allow the

Union an opportunity to discuss potential alternatives. Following such

discussions, the Company shall have the right to implement the announced

changes.

Bargaining 2014 MC Target & Assurances Continued

MC Targets & Assurances

39

Key Account Executives

• The target average annual pay earned from MC and cash incentives for Key

Reps is $23,000.

• After one Pan Year following implementation of the plan, if MC and cash

incentives have not averaged at least 91% of the $23,000 target (or $20,930)

for full-year Key Reps, distinct plan elements (likely cash incentives) will need

to be utilized to make up the difference within three months of the Plan Year

end date.

Advertising Sales Representatives - Premise

• The target average annual pay earned from MC and cash incentives for

Premise Reps is $19,000.

• After one Plan Year following implementation of the plan, if MC and cash

incentives have not averaged at least 91% of the $19,000 target (or $17, 290

for full-year Premise Reps, distinct plan elements (likely cash incentives) will

need to be utilized to make up the difference within three months of the Plan

Year end date.

Bargaining 2014 MC Target & Assurances by Channel

MC Targets & Assurances by Channel

40

Telephone

• The target average annual pay earned from MC and cash incentives for

Telephone Sales Reps is $6,000.

• After one Plan Year following implementation of the plan, if MC and cash

incentives have not averaged at least 91% of the $6,000 target (or $5,460) for

full-year Telephone Sales Reps, distinct plan elements (likely cash incentives)

will need to be utilized to make up the difference within three months of the

Plan Year end date.

Bargaining 2014 MC Target & Assurances by Channel Continued

MC Targets & Assurances by Channel

As Earned Commissions - Milestones

41

Milestone 1:

50% of the total commission due will be paid in the pay period in which the sale is

closed (query free and retired in the system).

Milestone 2:

20% of the total commission due will be paid in the pay period once the Billing

Milestone Date (BMD) is met. BMDs are at the customer level. The customer must

be 90 days or less past due on their account at BMD in order for this payment to be

released.

Milestone 3:

20% of the total commission due will be paid if the customer is 90 days or less

past due on their total account on the pay period end that falls after 120 days have

elapsed from the Billing Milestone Date

Milestone 4:

The final 10% of the total commissions due will be paid if the customer is 90 days

or less past due on their total account 240 days after the Billing Milestone Date.

Bargaining 2014

Milestone Progression - As Earned Commission (AEC)

As Earned Commissions – Milestones Continued

42

Bargaining 2014


Billing Milestone Date (BMD)

The date any item that is part of the NISD for the current year canvass/cycle is considered ready to bill.

This is the earlier of the Internet Live Date or the Effective Bill Date. This date becomes the baseline

to calculate future milestone dates for that customer. This date will be locked and never move to a

later date as long as the item actually bills on that date (i.e., does not “wash”). This date could move

earlier if an early-up billing item was sold as subsequent activity. as year. The “total commission

will continue to recalculate based on subsequent

Point of Sale Commission (POS) The term is used to designate the commission paid at the point of

the sale.

As Earned Commission (AEC) The term used to designate the commissions paid as milestones are

met.

Subsequent Activity Any sales activity after the initial account close that results in a change to BOTS

or NISD and therefore the Total Commission due. This transaction can be representative or system

generated.

Total Commission The “total commission” earned on an account at any point during the canvas year.

The “total commission will continue to recalculate based on subsequent activity.

All commissions are advanced in accordance with commission schedules defined in Section x.x,

except where they are “earned” under the “As Earned” provisions of this Agreement, upon attainment

of Billing Milestone Dates..

NOTE: As Earned (AEC) commissions are still subject to proration and normalization.


43

Bargaining 2014


Payments of commissions for Key Account Representatives, Advertising Sales

Representatives, New Media Representatives, and Digital Sales Representatives will be a

combination of a.) 50% advanced biweekly and b.) 50% deferred, based on milestones.

Any subsequent activity on an account (including the determination of the actual start date)

that occurs after the payment of any Milestone will result in the entire total commissions being

recalculated.

Subsequent payments or commissions adjustments occur biweekly and as long as activity

occurs on the account, including, but not limited to errors, account associations, etc.

In the event the Company agrees to place next issue advertising for a customer who does not

meet normal requirements (i.e., a waiver is given to a customer who is more than 90 days past

due) the rep will be entitled to receive the next commission earned under the normal milestone

plan at the point next issue advertising starts billing).

Employees who are service pension eligible and retire from the business will be paid for all

milestones for accounts that are closed but have not yet reached such milestones.


44

Once an account reaches 540 days from the Billing Milestone Date, any unreleased

commissions are forfeited. Sales reps must be employed at the time a Milestone is reached in

order to earn and be paid any commission.

No such commissions shall be deemed earned, nor further BMDs shall be attained,

following a Sales rep’s final date of employment.

For a period of 100 days following an employee’s final date of employment, account activity

shall be processed for the purpose of chargebacks and payment of Bi-weekly commissions

and Monthly Commissions only. Following that period, no account activity shall be

processed.

In the event that a customer pays for an account 100% in advance, all bi-weekly

commissions shall be deemed “as earned” under this Article and the Company’s intent shall

be to pay out 100% of such commissions following the first BMD.

In the event a new customer pays an advance payment equal to 16% of the total contract

value sold the representative will receive the Milestone 2 commission at the same time as the

Milestone 1 commission.

Term contracts: For 3, 6, or 9 months, all commissions due on those agreements shall be paid

out in full, provided that all revenue has been collected by YP on such contract, and the

commission system has the capability to make such payments.

Bargaining 2014


AEC & MC Rates: New Media & DSE

As Earned Commission (AEC) is computed on a Net By Account basis Monthly Commission (MC) is computed on a Cumulative basis

As Earned Commission Rate Sheet

Monthly Commission Rate Sheet

Gat

es # of Reps in

Each Tier

NISD/BOTS Rate NISD/BOTS Rate 7 41% Renewal 125% Over Obj 300% 1 10 59%

New 300% Total New Media Reps: 17 Recanvass 125%

Breakdown Details: Over Objective BOTS Obj % 60% 2 12% Daily Obj $ $80 13 76%

YP

AEC & MC Rates: Premise


Gat

es As Earned Commission

Rate Sheet Monthly Commission

Rate Sheet

Gat

es # of Reps in

Each Tier

NISD/BOTS Rate NISD/BOTS Rate 15 32% 1 0% to 60% 22% -4% to -1% 15% 1 7 15% 2 60.01% to 85% 26% -1% to 2% 25% 2 6 13% 3 85.01% to 100% 32% 2% to 5% 35% 3 4 9% 4 100.01% to 120% 40% 5% to 8% 45% 4 2 4% 5 >120% 46% >8% 60% 5 13 28%

New 200% Total Tier Attainments 32 68%

Recanvass 65% Total Premises Reps: 47

Conversion Bonus $5,000

Min Conversions 24

YP

AEC & MC Rates: Key


Gat



Rate Sheet

Gat

es # of Reps in

Each Tier

NISD/BOTS Rate NISD/BOTS Rate 7 50% 1 0% to 60% 16% -3% to 1% 10% 1 3 21% 2 60.01% to 85% 20% 1% to 5% 20% 2 2 14% 3 85.01% to 100% 24% 5% to 9% 30% 3 0 0% 4 100.01% to 120% 28% 9% to 13% 40% 4 1 7% 5 >120% 32% >13% 55% 5 1 7%

New 200% Total Attainments 7 50%

Recanvass 65% Total Key Reps: 14


Min Conversions 24

YP

AEC & MC Rates: Telephone


Gat



Rate Sheet

Gat

es # of Reps in

Each Tier

NISD/BOTS Rate NISD/BOTS Rate 15 60% 1 0% to 60% 13% -5% to -2% 12% 1 4 16% 2 60.01% to 85% 18% -2% to 1% 20% 2 2 8% 3 85.01% to 100% 23% 1% to 3% 30% 3 2 8% 4 100.01% to 120% 28% 3% to 7% 40% 4 0 0% 5 >120% 33% >7% 55% 5 2 8%

New 200% Total Attainments 10 40%

Recanvass 50% Total Telephone Reps: 47


Min Conversions 48

YP

Base Adjustment Transition Pays

Key Channel Premises Channel New Media

Channel

Month Monthly Month Monthly Month Monthly

1st $ 2,000 1st $ 1,500 1st $ 1,500

2nd $ 2,000 2nd $ 1,500 2nd $ 1,500

3rd $ 2,000 3rd $ 1,500 3rd $ 1,500

4th $ 1,500 4th $ 1,200 4th $ 1,200

5th $ 1,500 5th $ 1,200 5th $ 1,200

6th $ 1,500 6th $ 1,200 6th $ 1,200

7th $ 750 7th $ 500 7th $ 500

8th $ 750 8th $ 500 8th $ 500

9th $ 750 9th $ 500 9th $ 500

10th $ 750 10th $ 500 10th $ 500

Total $ 13,500 Total $ 10,100 Total $ 10,100

The Base Adjustment Pay will be paid during the first ten months of the transition year

50

Key Account Executives

• Payout of Monthly Commissions for Key Accounts will be capped at no less than

1. $4,000 per month, with remaining commissions above that amount paid out at the end of the

annual cycle, following final true-up.

Advertising Sales Representatives – Premise

• Payout of Monthly Commissions for Premise will be capped at no less than



Telephone




New Media/Digital Account Executives




Monthly Commission Caps

As Earned Commissions - Milestones Bargaining 2014

Monthly Commission Cap

Premises Channel

New Media Channel

$4,000 $12,000

Key Channel

Telephone Channel

$4,000 $2,500

• The Monthly Commission (MC) is trued up each month.

• Any MC over or reserved payments are balanced during each monthly true up.

• Any amount above the MC Cap limit will be paid out at the end of the annual cycle, following the final true up.

• Any remaining over payment at the end of the annual cycle will be treated as a debit.

Monthly Commission True Up

Actual Average Earnings Report: Premise

PR Actual Average Earning Reports New Comp Plan Estimate

2013 4th Quarter 2014 3rd Quarter 2013 - YP

Element Earnings % of Total Earnings % of Total Element Earnings % of Total

Base $44,344 42% $45,422 41% Base $45,599 40%

DSA $10,687 10% $10,197 9%

Commission $49,484 47% $54,200 49% MC Cmsn $19,327 17%

Contests $1,888 2% $1,888 2%

Prf Bonus $4,740 4% $0 0%

Overpayments -$5,210 -5% -$832 -1% 1st Year Transition $10,100 9%

Total $105,933 100% $110,875 100% Total $113,832

YP Estimates of New Compensation Plan

YP

Actual Average Earnings: Key

YP Estimates of New Compensation Plan -

KE Actual Average Earning Reports New Comp Plan Estimate

2013 4th Quarter 2014 3rd Quarter 2013 – YP


Base $69,864 42% $71,219 42% Base $71,219 46%

DSA $5,277 3% $4,409 3%


Contests $3,465 2% $3,888 2%

Prf Bonus $6,408 4% 0%

Overpayments -$14,081 -8% -$306 0% 1st Year Transition $13,500 9%

Total $167,210 100% $170,158 100% Total $156,248

YP

Actual Average Earnings: Tel


T1 Actual Average Earning Reports New Comp Plan Estimate

2013 4th Quarter 2014 3rd Quarter 2013 - YP


Base $39,857 47% $40,772 49% Base $41,126 56%

DSA $6,919 8% $5,361 6%


Prf Bonus $4,237 5% 0%

Contests $1,044 1% $1,044 1%

Overpayment -$3,263 -4% -$898 -1%

Total $85,695 100% $83,180 100% Total $73,548

YP

Actual Average Earnings: NM


NM Actual Average Earning Reports New Comp Plan Estimate

2013 4th Quarter 2014 3rd Quarter 2013 – YP


Base $39,529 27% $40,041 25% Base $39,529 26%

DSA $9,466 6% $12,498 8% DSA $9,466 6%

Commission $83,588 57% $99,184 63% New Cmsn $75,267 49%

Contests $1,412 1% $6,988 4% Over Obj Cmsn $1,5315 10%

Prf Bonus $17,033 12% Renewal Cmsn $1,832 1%

Overpayments -$3,709 -3% -$490 0% 1st Year Transition $10,100 7%

Total $147,319 100% $158,221 100% Total $152,921

YP

Recap - MC Target & Assurances

Key Channel Premises Channel Telephone Channel

$23,000 Target $ 19,000 Target $6,000 Target

91% Assurance

91% Assurance

91% Assurance

$20,930 $17,290 5,460

14 # of Full

Time Reps 47

# of Full Time Reps

25 # of Full

Time Reps

$293,020 Assurance $812,630 Assurance $136,500 Assurance

$8,500 Average MC $9,438 Average MC $3,892 Average MC

$119,00 Total MC $443,595 Total MC $97,303 Total MC

7 # of Rep

Above Target 21

# of Rep Above Target

6 # of Rep

Above Target

$97,580 e.g., Cash Incentive



Based on 2013 results: The Distinct Plan Element (like Cash Incentive) will be paid within the next 3 months after the current Plan Year end date

Recap - Milestones

Milestone Rates & BMDs

Milestone Rates BMD Pay Date

#1 50% Retired Date

#2 20% New Bill Date

#3 20% 90 days after

#4 10% 120 days after

11XXXX NM Feb March April May June July Aug Sep Oct Nov Dec Jan Annual

Accounts Retired BOTS 130 972 7,086 4,875 2,979 1,924 2,000 5,164 4,508 2,884 500 2,650 35,672 NISD 9,614 5,909 909 7,813 8,950 4,434 1,129 4,029 11,614 8,894 1,290 3,499 68,084

Cumulative MC Prf

Daily$ 520 405 209 223 257 244 208 188 221 238 222 212 Over Obj Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes

Cumulative MC Cmsn

Cmsn 24,208 35,785 21,357 31,619 48,705 54,142 49,528 47,918 70,246 87,336 85,904 87,231 87,231

True Up 12,208 11,785 (2,643) 0 5,086 0 (4,614) (6,223) 4,104 9,195 0 0 0

Monthly MC Cmsn

Earned 24,208 11,577 0 10,262 17,086 5,437 0 0 22,328 17,090 3,869 1,326 113,183

Paid 12,000 12,000 0 7,619 12,000 10,523 0 0 12,000 12,000 7,762 1,326 87,231

Monthly AEC Cmsn

AEC 29,777 18,301 2,816 24,197 27,719 13,732 3,497 12,478 14,085 26,397 3,994 8,581 185,572

Milestone 16,298 11,454 2,212 26,330 18,807 8,546 21,397 9,067 8,623 21,177 7,561 9,687 161,158

Deferred 13,479 6,847 604 0 8,912 5,186 0 3,411 5,462 5,220 0 0 49,121

Total Commission

Earned 53,985 42,086 173 31,816 44,805 24,255 (1,117) 6,255 30,189 47,591 11,756 9,907 272,803

Paid 28,298 23,454 2,212 33,948 30,807 19,069 21,397 9,067 20,623 33,177 15,324 11,014 248,389

Base Adjustment Transition 1,500 1,500 1,500 1,200 1,200 1,200 500 500 500 500 0 0 10,100

Total Paid/Mth Net Cmsn 29,798 24,954 3,712 35,148 32,007 20,269 21,897 9,567 21,123 33,677 15,324 11,014 258,489

Commission Pay Flow: High NM Rep’s Performance

Over Daily Objective $ = NISD-60%BOTS-Monthly Objective

NM has only 1 gate: “Yes” = Over the daily objective $

Milestones cleared commission AEC’s are subject to the Milestone

treatments.

Monthly Commissions (MC) are Subject to the Monthly Cap:

$12,000 for NM/DSE

As Earned Commissions (AEC) are computed on a Net By Account basis

Gate NM Nrate

0 0.00 0%

1 80.00 300%

Items Obj NM

0 Rnwl 125%

1 New 300%

2 BOTS Obj 60%

3 New Obj 17,600

4 sa lesdays 220

5 mth obj$ 1,467

6 mth wk days 18.33

AEC Rate

MC Rate

13XXXX T1 Feb March April May June July Aug Sep Oct Nov Dec Jan Annual

Accounts Retired BOTS 4,493 1,863 4,457 5,458 2,362 1,022 1,123 4,001 6,576 4,805 2,577 3,555 42,290 NISD 4,124 1,615 3,814 7,598 2,010 1,066 2,288 4,485 5,120 3,564 2,085 3,290 41,059

Cumulative MC Prf

NISD% 92% 90% 88% 105% 103% 103% 108% 109% 102% 99% 98% 97% Gate 0 0 0 4 3 3 5 5 3 2 1 1

Cumulative MC Cmsn

Cmsn 0 0 0 6,861 5,748 6,068 12,383 14,850 9,636 7,137 4,532 4,927 4,927

True Up 0 0 0 4,361 748 0 3,815 3,782 (1,432) (3,931) (6,536) (6,141) (6,141)

Monthly MC Cmsn

Earned 0 0 0 3,039 0 320 1,258 2,467 0 0 0 0 7,084

Paid 0 0 0 2,500 2,500 1,068 2,500 2,500 0 0 0 0 11,068

Monthly AEC Cmsn

AEC 1,518 848 1,505 3,979 947 1,019 1,223 2,188 1,500 1,190 1,092 1,186 18,195

Milestone 1,518 848 1,505 3,979 947 1,019 1,223 2,188 1,500 1,190 1,092 1,186 18,195

Deferred 0 0 0 0 0 0 0 0 0 0 0 0 0

Total Commission

Earned 1,518 848 1,505 10,839 4,195 2,087 7,538 8,470 68 (2,741) (5,444) (4,955) 23,122

Paid 1,518 848 1,505 6,479 3,447 2,087 3,723 4,688 1,500 1,190 1,092 1,186 29,263

Base Adjustment Transition 0 0 0 0 0 0 0 0 0 0 0 0 0

Total Paid/Mth Net Cmsn 1,518 848 1,505 6,479 3,447 2,087 3,723 4,688 1,500 1,190 1,092 1,186 29,263

Commission Pay Flow: High Tel Rep’s Performance

Total Earned Commissions = AEC + MC

Telephone Channel have $0 Base Adjustment Transition

Net Commissions = (AEC-Deferred) + MC

Any remaining MC commissions after a true up treatment are rolled over

Any remaining AEC commissions after MS treatments are deferred

Gate T1 Trate

0 (1.00) 0%

1 (0.05) 12%

2 (0.02) 20%

3 0.01 30%

4 0.04 40%

5 0.07 55%

Gate Obj T1

0 60.00% 13%

1 85.00% 18%

2 100.00% 23%

3 120.00% 28%

4 120.00% 33%

5 New 200%

6 Recan 50%

MC Rate

AEC Rate

12XXXX PR Feb March April May June July Aug Sep Oct Nov Dec Jan Annual

Accounts Retired BOTS 1,268 4,179 11,053 3,638 10,928 9,850 3,574 8,289 6,458 3,594 2,685 4,221 69,733 NISD 910 4,706 10,558 4,440 6,824 9,058 5,419 9,250 7,763 5,026 1,202 2,686 67,842

Cumulative MC Prf

NISD% 72% 103% 98% 102% 88% 89% 94% 97% 99% 102% 99% 97% Gate 0 3 1 3 0 0 0 1 2 2 2 1

Cumulative MC Cmsn

Cmsn 0 1,966 2,426 7,215 0 0 0 7,675 14,732 15,988 16,289 10,176 10,176

True Up 0 0 0 789 (6,426) (6,426) (6,426) 0 3,057 314 0 (6,113) (6,113)

Monthly MC Cmsn

Earned 0 1,647 0 1,554 0 0 0 1,387 1,941 1,257 0 0 7,786

Paid 0 1,966 460 4,000 0 0 0 1,249 4,000 4,000 614 0 16,289

Monthly AEC Cmsn

AEC 347 1,795 3,950 3,172 2,719 3,830 2,979 5,227 4,230 2,865 835 1,025 32,974

Milestone 319 1,111 2,650 2,278 1,606 2,817 3,519 3,262 2,962 3,407 1,351 319 25,601

Deferred 28 684 1,300 894 1,112 1,014 0 1,966 1,269 0 0 705 8,972

Total Commission

Earned 347 3,760 4,410 7,961 (3,707) (2,596) (3,447) 6,476 11,288 7,179 1,449 (5,088) 43,151

Paid 319 3,077 3,110 6,278 1,606 2,817 3,519 4,510 6,962 7,407 1,965 319 41,889


Total Paid/Mth Net Cmsn 1,819 4,577 4,610 7,478 2,806 4,017 4,019 5,010 7,462 7,907 1,965 319 51,989

Commission Pay Flow: Avg Prem Rep’s Performance

The high June month negative NISD% impacted a continued negative NISD%

The high negative NISD% resulted the MC debit &

negative total earned commission

The AEC commissions are paid after each Milestone treatment.

Each monthly MC commission pay includes any debit paid

The net commission pay included The Base Adjustment Transition $

Gate PR Prate

0 (1.00) 0%

1 (0.04) 15%

2 (0.01) 25%

3 0.02 35%

4 0.05 45%

5 0.08 60%

Gate Obj PR

0 60.00% 22%

1 85.00% 26%

2 100.00% 32%

3 120.00% 40%

4 120.00% 46%

5 New 200%

6 Recan 65%

MC Rate

AEC Rate

13XXXX KE Feb March April May June July Aug Sep Oct Nov Dec Jan Annual

Accounts Retired BOTS 14,861 9,366 19,271 14,340 35,067 33,083 25,101 35,285 18,228 17,924 26,077 18,131 266,735 NISD 25,522 11,696 22,453 16,544 33,058 38,783 21,654 32,661 16,361 20,062 23,508 16,691 278,992

Cumulative MC Prf

NISD% 172% 154% 137% 132% 118% 118% 112% 109% 107% 107% 106% 105% Gate 5 5 5 5 5 5 4 3 3 3 3 2

Cumulative MC Cmsn

Cmsn 14,037 20,470 32,819 41,918 60,100 81,431 67,884 60,711 65,619 71,638 78,690 55,798 55,798

True Up 10,037 12,470 20,819 25,918 40,100 57,431 39,884 28,711 29,619 31,638 34,690 7,798 7,798

Monthly MC Cmsn

Earned 14,037 6,433 12,349 9,099 0 21,331 0 0 0 6,019 0 0 69,267

Paid 4,000 4,000 4,000 4,000 4,000 4,000 4,000 4,000 4,000 4,000 4,000 4,000 48,000

Monthly AEC Cmsn

AEC 6,725 4,716 4,194 4,452 14,999 9,015 5,648 6,225 3,015 6,076 6,476 3,028 74,569

Milestone 3,969 2,724 2,880 4,054 10,317 5,859 6,047 6,770 2,943 6,457 5,631 2,226 59,877

Deferred 2,756 1,991 1,313 398 4,681 3,157 0 0 72 0 845 802 16,016

Total Commission

Earned 20,762 21,185 29,013 34,370 59,099 70,446 49,531 38,936 36,635 41,714 45,166 14,827 130,367

Paid 7,969 6,724 6,880 8,054 14,317 9,859 10,047 10,770 6,943 10,457 9,631 6,226 107,877


Total Paid/Mth Net Cmsn 9,969 8,724 8,880 9,554 15,817 11,359 10,797 11,520 7,693 11,207 9,631 6,226 121,377

Commission Pay Flow: High Key Rep’s Performance

The cumulative NISD% ended at 5%; down graded from MC gate #3 to #2

The total deferred AEC is $16,016; distributed following each respective

3rd & 4th Milestone BMD schedules

The Base Adjustment Transition for Key Channel is $13,500

The annual true up will result $7,798 and will be distributed

the following pay period

The MC Monthly Cap for Key is $4,000; the rep’s monthly earning exceeded the cap

Gate KE Krate

0 (1.00) 0%

1 (0.03) 10%

2 0.01 20%

3 0.05 30%

4 0.09 40%

5 0.13 55%

Gate Obj KE

0 60.00% 16%

1 85.00% 20%

2 100.00% 24%

3 120.00% 28%

4 120.00% 32%

5 New 200%

6 Recan 65%

MC Rate

AEC Rate

Key Rep’s Summary View

Pay by Elements 13XXXX KE Total/Year

Accounts Retired BOTS $ 266,735

NISD $ 278,992

Final Cumulative MC Performances

NISD % 5%

Gate 2

Cmsn 69,267

True Up 7,798

Total Monthly MC Cmsn MC Paid 48,000

AEC Commission Performances

AEC 74,569

Milestone 59,877

Deferred 16,016

Deferred AEC Distributions

1st Qt 53.5%

2nd Qt 20.1%

3rd Qt 16.6%

4th Qt 7.2%

1st Qt 2.1%

2nd Qt 0.6%

Total Commission Pay Activities

Earned 130,367

Paid 107,877

Total Commission Pay Net Cmsn 107,877

Debits DBI (14,634)

Non Pay (1,689)

Total Pay after Debit Net Pay 91,554

Total Base Pay Base 70,675

Total Base Adjustment Transition 13,500

Total 1st Annual Pay Gross Cmsn 192,052

(DSA and Contest dollars are not included)

Premise Rep’s Summary View

Pay by Elements 12XXXX PR Total/Year


NISD $ 67,842


NISD % -3%

Gate 1

Cmsn 7,786

True Up (6,113)



AEC 32,974

Milestone 25,601

Deferred 8,972


1st Qt 47.1%

2nd Qt 35.1%

3rd Qt 15.0%

4th Qt 1.9%

1st Qt 0.9%

2nd Qt 0.0%


Earned 43,151

Paid 41,889


Debits DBI (3,519)

Non Pay (5,582)






NM Rep’s Summary View

Pay by Elements 11XXXX NM Total/Year


NISD $ 68,084


NISD % 91%

Gate 1

Cmsn 113,183

True Up 0



AEC 185,572

Milestone 161,158

Deferred 49,121


1st Qt 70.5%

2nd Qt 4.3%

3rd Qt 23.5%

4th Qt 1.1%

1st Qt 0.5%

2nd Qt 0.0%


Earned 272,803

Paid 248,389


Debits DBI (858)

Non Pay (93,778)






Tel Rep’s Summary View

Pay by Elements 13XXXX T1 Total/Year


NISD $ 41,059


NISD % -3%

Gate 1

Cmsn 7,084

True Up (6,141)



AEC 18,195

Milestone 18,195


Earned 23,122

Paid 29,263


Debits DBI (3,315)

Non Pay (3,203)





Compensation Conversions

67

Bargaining 2014

•Representatives who retire at least 24 conversions (news sale to non-advertisers and

non-billers, IFIKI, etc.), query free, during the 12-month commission plan year

(February 1-January 31 of each year) shall receive a Conversion Premium of $5,000,

lump sum, payable on the second payroll date following the end of the commission

plan year.

•Representatives who retire at least 48 conversions (news sales to non-advertisers and

non-billers (“News and Nons”), through IFIKI, etc.), query free, during the 12-month

commission plan year (typically February 1-January 31 of each year) shall receive a

Conversion Premium of $2,500, lump sum, payable on the second payroll date

following the end of the commission plan year.

*All eligible reps must be actively employed on the applicable payroll date in order to receive a Conversion Premium and no pro rata

Premiums shall be paid.

KEY - Premise

Telephone Sales

Conversion Premiums

Bargaining 2014

Commission Adjustment - Telephone

At the end of the life of directory or the IYP contract, a

NISD adjustment shall be made on the IYP product(s) if

less than 16% two (2) months of the total original contract

obligation (Print and IYP) billing is collected, or if the IYP

product is early downed. The commission adjustment will

be applied based on the rates paid commission paid at the

time of the sale (note that for all channels, any chargebacks

commission adjustments paid under the current CSS system

(old plan) will continue to follow previous guidelines).

Once an account is written off (i.e., billing is stopped,

finance early downed, etc.) the Company reserves the right

to accelerate the commission adjustment at the time of such

event and not at the end of the life of the contract.

Telephone Only – 2 Months Billing

1. CSO Adjustments (Revised)

CSO adjusted the account

The account results in a loss

(exception : If CSO gave an adjustment and no error by the rep,

the rep was debited the account can be appealed by the selling rep).

2. Barter Accounts

3. Make Good Adjustments

4. Existing BOTS discount not reflected in base revenue assigned,

including NYPS migrating to local with duly authorized YP discounts,

as defined by the Company.

5. Black and white advertising printed when color was sold; and

items printed in BOTS different than signed contract.

6. Cancelled or unauthorized advertising erroneously printed in BOTS:

Bargaining 2014 TGR Adjustments

Base Revenue Adjustments

Bargaining 2014

7. Difference in BOTS on PPC accounts where the ESV has been adjusted downward.

8. Items sold and cancelled on a “Trial” basis and the rep was not paid commissions or received

performance in the previous cycle.

9. Internet sales early downed in the previous cycle due to delinquency and not live when

assigned in the next cycle and the newly assigned rep did not receive commission or performance

in the prior cycle.

10. A non-existent business (fraudulently sold) in the previous cycle and the previous rep is no

longer with the business.

11. Products sold by Cyber and canceled by Local and Local rep did not receive commissions or

performance in the previous cycle.

12. Account phone number disconnected (including non-franchised/CELC numbers) before the

directory publication, which is the first day of the month when the yellow pages book is

delivered, with no referral or new number and or have no relationship to the currently recycled

number

TGR Adjustments- continued


Bargaining 2014

13. Telephone Only (Revised) - If the following criteria are met an account can be appealed,

through the formal appeals process.

• The original sales rep was paid commissions, and;

• The original sales rep had a commission adjustment (2 months billing)

• The original sales rep was not Initially Market Assigned the account in the following

cycle. ( If previous rep gone, cannot be appealed but may be submitted as a mitigator

for performance in the current performance period in which the loss occurred.

14. K, P, NM, DSE (NEW) - If the following criteria are met an account can be appealed,

through the formal appeals process.

• The original sales rep was paid commissions, and;

• The original sales rep had a commission adjustment

• The original sales rep was not Initially Market Assigned the account in the following

cycle.( If previous rep gone, cannot be appealed but may be submitted as a mitigator

for performance in the current performance period in which the loss occurred.

TGR Adjustments- Continued


Bargaining 2014 TGR Adjustments- Continued

15. Next issue BOTS will be normalized for IYP “opt out” 3, 6 or 9 months contracts. If the

customer continues to bill after the “opt out” 3, 6 or 9 month, the BOTS will be normalized

to the extended contract date.

16. Next Issue BOTS adjustment if a 100% charge back occurs on IYP in the previous cycle.

17. IYP items that have normalized commissions will have normalized NISD.

18. Reassigned delinquent accounts after initial market assignment that were not sold in

previous cycle by the current rep, will receive a BOTS adjustment equal to the retirement if

an overall decrease is the net result (NISD will equal BOTS and paid at 100% Renewal

percentage rate).

19. Businesses who purchase other businesses where duplicate advertising exist will receive a

BOTS adjustment equal to the duplicate items canceled.

20. Late assigned accounts, defined as being assigned 10 days before Book Close Phase II date

will receive a BOTS adjustment equal to the retirement of the account if an overall decrease

is the net result.


Bargaining 2014 TGR Adjustments Continued

21. RE-CANVASS UNCONTROLLABLE LOSS - Any gains resulting from re-canvass

shall be credited to the commissioned representative doing the re-canvass. If a re-

canvass results in a reduction of the original representative’s NISD retired revenue, the

amount of the reduction shall be considered an uncontrollable loss.

22. (New) Next issue BOTS adjustment if a 100% charge-back occurs on IYP in the

previous cycle regardless of who sold it.

23. (New) Reassigned delinquent accounts after initial market assignment that were not sold

in previous cycle by the current rep who has volunteered to receive such market, will

receive a BOTS adjustment equal to the retirement if an overall decrease s the net result

(NISD will equal BOTS and paid at 100% renewal percentage rate). Such relief will not

be available if the market has been forced on a rep.

24. When a sales employee services an Account where the Account type is an Advertiser and

all the BOTS from the Existing Business is cancelled from the previous campaign cycle,

after initial Market Assignment, the Account type will be redefined as a non-advertiser

Account and advanced commission according to New Business.


Bargaining 2014 TGR Adjustments Continued

25. (New) In the event of a substantial digital product fulfillment failure that

results in a cancellation or reduction of the digital program, and the error is

completely outside of the control o0f the selling rep and the rep had made their

best efforts to resolve the VP Sales for the West Region shall have the

authority to approve a appeal.

26. (New) Cost Cutter Agency Accounts

27. If an IYP item comes down for any reason after PCP. This is regardless of

whether the account is currently billing. BOTS shall be assigned to the sales

rep of record in the subsequent sales cycle and such reps shall remain

responsible for the revenue. In cases where the account is not currently

billing, the account may be appealed for a base revenue adjustment. Items

early downed prior to PCP will have normalized BOTS in the subsequent

cycle.

28. Accounts transferring to National (TTN) shall be moved from the appropriate

representative. The Base Revenue Adjustment will be dependent on the NYPS

advertising order placed, if applicable.


Bargaining 2014 Letters of Agreement

IFIIKI

Courtesy Rules

Market Selection

Guidelines

Account Resolution

Committee

Gasoline Expense

Recanvassed Accounts

Branch Steps

Open market

Targeted Earnings for

Meetings

Market Purification

Sales Performance

Threshold

Branch Steps Criteria

Performance Plans

Benefits

Responsibility for

Normalized BOTS

Union Recognition

Transition

Supplement Pay

Movement of Work or

Consolidation Within

California

Pension Rollover

Commissions –

SearchPro and Digital

Express

Digital Sales

Commission payout

on Term Contracts

Ratification Incentives

Letters of Agreement

Bargaining 2014 Benefits

Ms. Kathy Brown

President/Business Manager

IBEW Union Local 2139

155 N. Riverview, Suite #106

Anaheim Hills, CA 92808

Dear Ms. Brown:

The parties agree that beginning on January 1, 2015, bargaining unit employees shall be offered the same health and

welfare benefits and employee costs/contribution rates that will be offered to YP Management in the Southern

California region. A summary of current Southern California Management benefits is provided in the Summary of

Benefits table, as an example of the types and levels of benefis being offered to management. These benefits, along

with employee costs, contributions, deductions, limitations, etc., shall be subject to change annually, and shall be

communicated to the Union no later than October 1 of each year preceding the year in which any changes shall be

made. All benefit offerings and employee costs shall be fully explained to bargaining unit members during the open

enrollment process, which typically occurs no later than November of each year for the subsequent year. One

exception to this shall be 2015 benefits, which shall be provided following a special Open Enrollment period, to occur

soon after ratification of this Agreement.

Post-Retirement Medical Benefits: The parties agree that, effective upon ratification of this Agreement (“Effective

Date”), Employees shall cease to obtain eligibility for post-retirement medical coverage under the YP Group Health

Plan, or any other plan under which such benefits have been provided in the past, provided however, that any

Employee who has established Eligibility as of the Effective Date shall retain such eligibility so long as such benefits

are offered by YP. It is agreed and understood that the provision of retiree medical coverage, including the types of

benefits provided and costs of such benefits, is subject to the sole discretion of the Company, as provided through the

YP Group Health Plan, including, without limitation, the right to amend, modify or terminate such benefits in all

respects.

Medical

Bargaining 2014 Benefits

Pensions: The parties agree that YP shall revise the necessary YP Pension Plan documents to reflect that the YP

Pension Plan, as successor to the AT&T Pension Benefit Plan – West Program, shall be frozen for the purpose of all

future service benefit accruals for all employees, including any early retirement enhanced annuity or subsidy

accrual, effective upon ratification or as soon as possible following ratification of this Agreement (“Pension Freeze

Effective Date”). Therefore, as of Pension Freeze Effective Date there shall be no future service benefit accruals

and the monthly benefit accrued per year of service under the Plan, shall be $0. The Pension Freeze Effective

Date shall be no sooner than at least sixty (60) days following ratification of this Agreement

The parties agree that YP shall revise the necessary YP Pension Plan documents to reflect the fact that the YP

Pension Plan, as successor to the AT&T Bargained Cash Balance Program #2 of the AT&T Pension Benefit Plan,

shall be frozen for the purpose of all future service benefit accruals, effective upon ratification or as soon as

possible following ratification of this Agreement (“Pension Freeze Effective Date”).

Therefore, as of Pension Freeze Effective Date, there shall be no future service benefit accruals and the monthly

benefit accrued per year of service under the Plan, shall be $0.

Sincerely,

Keith Halpern

VP – Labor and Employee Relations AGREED: ___________Kathryn A. Brown

Pensions

Bargaining 2014 PTO Time Paid Time Off

Benefits

Current Employees and New Hires

Active Employees

Effective Date(s)

Health & Welfare: Ratification Date, or as soon as possible following Ratification Date of this Agreement

Eligibility For

Medical, Dental, Vision,

Disability and Life

Insurance

Current Status: All Full Time, Active employees are eligible for benefits on the first of month following or coincident with DOH Part Time employees with 26+ hours are eligible for benefits.

Health Savings Account (HSAs)

Employer Funding (applies to Consumer Driven Health Plans (CDHP’s) only)

2014 2015 2016 Individual $500 TBD TBD Family $1000 TBD TBD

Medical

Plans Plan A (Enhanced HSA): All Eligible Employees – CDHP Plan B (Standard HSA): All Eligible Employees – CDHP Plan C (Kaiser HMO) : All Eligible California Employees – Kaiser HMO

Eligibility for

Company Subsidy

Current Status: Employees are eligible for company subsidy on the first of month following or coincident with DOH

Active (Full-Time)

Monthly Contributi

ons

Contribution Amounts

2014 2015 2016

Coverage Level

Plan A Enhanced

HSA

Plan B Standard

HSA

Plan C Kaiser HMO

Plan A Enhanced

HSA

Plan B Standard

HSA Plan C

Kaiser HMO

Plan A Enhanced

HSA

Plan B Standard

HSA Plan C

Kaiser HMO

EE $74.00 $48.00 $82.00 TBD

EE+SP $163.00 $104.00 $180.00 TBD EE+Child(ren) $149.00 $95.00 $163.00 EE+ Family $242.00 $160.00 $265.00

Active (Part-Time)

Monthly Contributi

ons

2014 2015 2016

Coverage Level

Plan A Enhanced

HSA

Plan B Standard

HSA

Plan C Kaiser HMO

Plan A Enhanced

HSA

Plan B Standard

HSA Plan C

Kaiser HMO

Plan A Enhanced

HSA

Plan B Standard

HSA Plan C

Kaiser HMO

EE $208.00 $185.00 $214.00 TBD

EE+SP $489.00 $435.00 $471.00 TBD EE+Child(ren) $396.00 $352.00 $428.00 EE+ Family $677.00 $601.00 $695.00

Annual Deductibl

es

2014:

Plan A (Enhanced HSA)

Plan B (Standard HSA)

Plan C (Kaiser HMO)

Network Non-Network Network Non-Network Network Only

Employee $1,250 $4,000 $2,000 $5,000 $500

Family $2,500 $8,000 $4,000 $10,000 $1,500

Deductibles may need to be adjusted annually to meet IRS minimum requirements in order to maintain HSA compliance. In the event that IRS regulations require an increase to deductible levels in subsequent years, YP will agree to meet with the Union to negotiate any necessary offsets to such changes, within the health and welfare provisions.

General Coinsura

nce

Plan A - (Enhanced HSA) Plan B - (Standard HSA) Plan C – (Kaiser

HMO) Network Non-Network Network Non-Network Network Only

Bargaining 2014


DIRECT MANAGEMENT HIRES

Ms. Kathryn A. Brown



155 N. Riverview Dr., Suite 106


Dear Ms. Brown:

This will confirm our understanding regarding the Company's use of Direct Management Hires in the sales force. The

Company agrees that it shall limit the use of such employees to ten (10) for the region. In the event that the Company

requires additional DMHs in the field, it shall discuss such decisions with the Union.

This letter of agreement is effective as of ratification, and terminates in accordance with the Conclusion Article of the

currently effective collective bargaining agreement.

Sincerely,

Keith Halpern

VP-Labor and Employee Relations

AGREED ___________________________Kathryn A. Brown

Bargaining 2014

FIND IT – KEEP IT GUIDELINES



Union Local 2139

155 N,. Riverview Dr. Suite 106


Dear Ms. Brown:

This confirms our understanding to allow Advertising Sales Representatives, Digital Sales Executives, Account Executives-New Media,

Directory Sales Representatives, Key Account Representatives the opportunity to sell advertising to businesses identified as “I Find It – I

Keep It” (IFIIKI) accounts consistent with this agreement. “I Find It – I keep It” accounts will be initially identified by the sales

representative. It will be the sales Representative’s responsibility to purify the listing including using “name search” and “telephone number

search” to ensure that it qualifies for this assignment.

These accounts must be loaded into and dispositioned in SalesForce.com.

The intent of this agreement is to encourage all sales employees to find customers, who otherwise would not come into our “computer

system” or customers that are not identified by the Company who would like to purchase any advertising program, offered by the company.

Eligible accounts are:

• Home Based Businesses

• 800#’s not in CSS

• Pagers not in CSS

• Cellular phones not in CSS

• Out of State customers, not in AT&T YP territories. (IYP cannot be sold)

• Other numbers that would not ever be in CSS

• Any number with a RCF that forwards to a business line will not qualify.


Bargaining 2014

Letters of Agreement-IFIIKI continued

In all cases the number that is identified as the “I Find It I Keep It” number must appear prominently in an in-column or a display-

advertising program in the book on the street. In all cases if the number does not appear prominently in the in-column or display-

advertising program in the book on the street, the account will be taken from the sales employee with applicable commission debited.

If the advertising program, as defined above, publishes and the customer does not change their telephone service or add a telephone

service to a business line prior to publication the sales account, including foreign, will remain with the “I Find It I Keep It” sales

representative.

Sales representatives with an “I Find It I Keep” sale will keep the customer as a new connect prospect type. The IFIIKI customer will

be placed into the sales representative’s current working canvass and the HBD will not be changed based on the customers “real”

location.

Any change to business service or add a telephone service (service order) prior to the sale of the product (customer signature on the

contract date) with the above stated rules will result in the “I Find I Keep It” sales representative losing the account. In these cases the

account will be associated, Miscellaneous Next-Up to another sales employee.

Once the purification process is completed and the “lead” is determined to be valid, the sales representative will then complete a

D1810 (Directory Office Memorandum). IFIIKI’s will be assigned to a sales representative once a contract signature is secured and

signed off by a manager. If the Company determines that a sales representative failed to properly purify the lead, commissions paid to

the representative will be debited and commissions paid to the appropriate sales representative, as defined above. The Company will

not pay dual commissions.

FIND IT I KEEP IT GUIDELINES

Bargaining 2014

Letter of Agreements

COURTESY RULES




155 N. Riverview Dr. Suite 106

Anaheim Hills CA 92808

Dear Ms. Brown:

In an effort to improve the customer contact and overall integrity of existing and new business relationships with our

customers we are implementing the following Open Market and Recanvass guidelines. These guidelines must be followed

for all Advertisers, Non-Advertisers and New Connect contacts.

•When contacting a customer during the open market period, sales representatives are required to ask the customer if they

are working with any other YP Advertising Solutions representative. If the customer indicates that they are, the

representative should back out of the customer contact.

•Open Market selling periods do not give a sales representative the right to go into an account after someone else has

already made a presentation or set an appointment to make a presentation and current detailed notes are in the system. A

sales presentation shall be considered an actual sales call with the decision maker and not someone stopping by, phoning, or

mailing collateral materials or a business card.

Sincerely,

Keith Halpern

VP Labor and Employee Relations AGREED ___________________________Kathryn A. Brown

Bargaining 2014


MARKET SELECTION – GUIDELINE






Dear Ms. Brown:

This letter confirms that YP recognizes Market Selection is important to the Union and to the Company’s

employees. While YP shall have the right to change Market Selection guidelines, it agrees to solicit the

Union’s input whenever the Company is deciding to change such Guidelines practices. It is agreed that the

current Market Selection Guidelines shall remain in effect unless and until YP distributes new Guidelines

and communicates them to all reps, following a period during which the Union may provide input. Market

Selection guidelines shall not be changed in the middle of a campaign.

This Letter of Agreement is effective as of ratification, and terminates in accordance with the Conclusion

Article of the currently effective collective bargaining agreement.

Sincerely,

Keith Halpern

VP Labor and Employee Relations

Bargaining 2014

Resolution Committee Ms. Kathryn A. Brown





Dear Ms. Brown:

This letter confirms our understanding regarding establishing an Account Dispute Resolution Committee.

In the event of an account dispute between two or more sales representatives concerning which of the sales representatives are entitled to an

account, the dispute shall be submitted to the Account Dispute Resolution Committee for a final and binding resolution. All other disputes

concerning account disputes remain subject to the grievance and arbitration provisions of the Agreement. The Committee shall be comprised

of five members, four appointed by the President of Local 2139 and one appointed by Vice-President of Sales.

A sales representative to the Committee shall submit in writing documentary evidence in support of their claim of an accounts dispute. After

the concurrence of Local 2139 and the Director of Labor Relations that the dispute is appropriately an issue that can be decided by the

Committee, the Committee shall meet in person to hear the dispute within sixty (60) calendar days after the dispute was received and review

by the Committee. A quorum of the Committee shall be four members. The Committee shall elect a chair to preside during the hearing. Time

spent by the Committee members shall be considered time for which they are entitled Daily Sales Average.

The sales representatives may review all the details of their dispute with Committee members prior to the Committee hearing the dispute.

The Committee will be responsible, prior to making any final decision on the dispute; to research and investigate all disputed matters, from all

parties involved in the dispute. All parties involved with the dispute will be required to provide to the Committee, if requested by the

Committee, documentation regarding all matters at dispute, within 30 calendar days of such request. The Committee as guidelines, prior to

making any final decision must review the Labor Agreement and/or Market Selection Guidelines, as a source for making their final decision.

Additionally, the Committee will use all available documentation that the impacted parties provided to make its final decision.

The Committee shall make a decision at the conclusion of the hearing, which shall be reduced to writing and signed and dated by the

Committee members voting. The decisions of the Committee shall not serve as a precedent in any other dispute. The Committee must

provide a written explanation for its decision. A decision must receive the vote of the majority of the Committee members in attendance at

the hearing. The Committee’s decision shall indicate which of the sales representatives is entitled to the account.

Any dispute of an account between two or more sale representatives, or any single account dispute, submitted to Local 2139 and/or the

Director of Labor Relations, with the concurrence of both parties, may also be referred to the Committee for final resolution. This Letter of Agreement is effective as of ratification and terminates in accordance with the Conclusion Article of the currently effective collective

bargaining agreement.

Bargaining 2014


GASOLINE EXPENSE Ms. Kathryn A. Brown



155 N. Riverview Dr.


Dear Ms. Brown:

This is to confirm our agreement that should the cost of gasoline reaches $5.00 per gallon, the parties will meet to

discuss the impact on sales employees expenses.

The company will consider, during these discussions, should the cost reaches $5.00 per gallon, based on the California

average price, automobile reimbursement allowance, as defined in this agreement, will increase by an amount of 10%.

If the 10% increase were applied, the increase would apply only for the quarterly period that the California average cost

of gasoline reaches $5.00 per gallon. The business would review quarterly AAA gas price index.

This Letter of Agreement is effective as of ratification and terminates in accordance with the Conclusion Article of the


Sincerely,

Keith Halpern

VP- Labor and Employee Relations AGREED: ____________________________ Kathryn A. Brown

Bargaining 2014


RECANVASSED ACCOUNTS






Dear Ms. Brown:

The original sales representative will be able to rework their retired (completed) accounts, prior to this re-

canvass period, and offer any new incentive that is introduced before any accounts are reassigned to a re-

canvass sales representative.



Sincerely,

Keith Halpern


Bargaining 2014


•Develop and communicate workflow guidelines at the start of a campaign.

•When market becomes available for reassignment due to Benefit cases, employee absences, Disability cases, market pulled for workflow

purposes (penalty) or a sales representative did not report to canvass when a market was pulled for employee at Initial Market Assignment,

procedures described below will be applied.

1.Reassign market to new employees (off-the-street, lateral, upgrade or downgrade) needing a Reassignment in the

campaign. If available, assign Initial Market assignment programmed completion rate for days remaining on workflow

plan.

2.Reassign market to eligible volunteers (within the branch/channel) among the top 35%, based on most recent

performance report.

3.Reassign any available market, after step 2 above, among remaining sales reps in the campaign.

4.Any type accounts not defined above becoming available for assignment or reassignment, excluding market defined in

section 15.8.8 of the agreement, will be assigned/reassigned on a Miscellaneous Next Up (MNU) basis within the branch.

5.All placeholder market, defined as a New Rep (Upgrade, Lateral or New Hire, including sales reps who did receive

market but did not pass Training) was assigned Initial Market, but did not show up for the campaign, will be reassigned

equally to all volunteer sales representatives working the campaign (segment if applicable) and channel first. If a rep on

benefits has a return to work date later than 30% past the campaign start, then the market may be assigned to eligible reps.

If there is any remaining market the business will follow steps 1 through 4 above.

6.Market may be re-assigned across channels, where deemed appropriate by the Company based on the needs of the

business. As an example, through reassignment, accounts may be moved between Premise, New Media, Key, and Digital

Sales Executives. The Company shall notify the Union when such reassignment has occurred and explain the needs of the

business resulting in the reassignment, when requested.

The above steps may be modified by the Company and the Union only through written mutual agreement.

Reassignment – Rep Qualification Criteria – Branch Steps

Premise and Telephone Only

Bargaining 2014


OPEN MARKET GUIDELINES Ms. Kathryn A. Brown



155 N. Riverview Dr. suite 106


Dear Ms. Brown:

This confirms our understanding regarding the guidelines the business will follow regarding Open Market.

Qualified Sales Employees: Premise sales representatives, Account Executive-New Media, Key Account Executives

and Telephone sales employees within the Southern California Region.

Accounts that do not qualify for Open Market: Advertisers, Non-Advertiser or New Connect associated to an

Advertiser (Association rules apply), and Non-Advertiser or New Connect associated to a New Connect or Non-

Advertiser in a campaign when the “open market” date has not yet started. (Association rules apply)

Process: Once the qualified sales employee finds an account:

1.Begin discussions with the customer. Only after the sales employee has a signed contract from the customer on the

account can the employee have the account reassigned to them. Sales employee who secures the signature on the

contract first is the owner designated rep of record on of the account.

2.Have the manager sign the reassignment form to reassign the entire account, including multi, to the sales employee.

The sales employee will now have the opportunity to sell the customer any Company products, including, but not

limited to, local, multi, foreign, IYP, etc.

Sincerely,

Keith Halpern VP Labor and Employee Relations AGREED: __________________________Kathryn A. Brown

Bargaining 2014


Targeted Earnings for Meetings




155 N. Riverview Dr. Suite 1o6


Dear Ms. Brown:

The Company agrees to pay one day of targeted earnings for every 8 hours of meetings in a given pay period.

The following examples are exempt and will not be counted towards the 8 hour meeting time-frame:

Knowledge is Power Meetings (Reps not performing to minimum standards)

Daily 10 minute stand up rallies

Scheduled call out times

One-on-one continuation training

One-on-one manager performance reviews

This letter of Agreement is effective as of ratification, and terminates in accordance with the

Conclusion Article date of the collective bargaining agreement.

Sincerely,

Keith Halpern

VP – Labor and Employee Relations AGREED: _________________________Kathryn A. Brown

Bargaining 2014


MARKET PURIFICATION - REP ASSIGNMENT






Dear Ms. Brown:

The Company agrees sales representative will complete market purification within 15 business days of

market assignment i.e. channel cuts and all accounts that are covered by the follow yourself guidelines.

Sales representatives can start working their accounts immediately upon assignment.

This letter of Agreement is effective as of ratification, and terminates in accordance with the Conclusion


Sincerely,

Keith Halpern

VP – Labor and Employee Relations AGREED: _________________________Kathryn A. Brown

Bargaining 2014


SALES PERFORMANCE THRESHOLD






Dear Ms. Brown:

This is to confirm our understanding that Labor Relations will do an analysis on high revenue accounts (extraordinary

losses) that are retired as losses for accounts assigned to employees in the title of Directory, Advertising and KEY Sales

Representatives. The purpose of this analysis is to determine what an appropriate Sales Performance Threshold would be

to mitigate the impact on an individual’s Sales Performance results.

The company maintains the rights to determine what the Sales Performance Threshold will be, the specific rules of how

the Threshold would be implemented and the rules to whom the Threshold would apply.

This letter of Agreement is effective as of ratification, and terminates in accordance with the Conclusion Article of the


The Company shall provide the Union with guidelines for how the thresholds shall be determined.

Sincerely,

Keith Halpern

VP –Labor and Employee Relations

Bargaining 2014


Reassignment – Rep Qualification Criteria – Branch Steps






Dear Ms. Brown:

YP and the Union agree that if either party wishes to discuss the impact of the changes to “Branch Steps”

procedures, they may request to do so within the first 15 days following the first six (6) months after the ratification

of this agreement. In the event such a request is made, the parties agree to meet and discuss how the process is

working and whether there are alternative approaches that should be considered at that time. Only changes that are

mutually agreed-upon in writing shall become effective and replace terms in Reassignment - Branch Steps.

Sincerely,

Keith Halpern


AGREED: _______________________________Kathryn A. Brown

Performance Plans







Dear Ms. Brown:

This Letter of Agreement confirms our understanding regarding the Sales Performance Plan (General Business including

Account Executives-New Media and Key Accounts), Performance Standards for Clerical Support and Performance

Standards for Field Sales Collectors.

The company reserves the right to implement and/or amend performance standards consistent with this letter of agreement.

At the company’s request the parties agree to meet and bargain over performance standards. If the parties fail to agree on

performance standards within 930 days, the company reserves the right to implement performance standards. The Union

shall retain the right to grieve and or arbitrate the reasonableness of such performance standards, provided that it initiates

that within eight (8) months after the company’s implementation of its final offer. The company agrees to hear the

grievance within 45 days and start the selection process of scheduling an arbitrator if necessary. Additionally, the timelines

above can be extended by mutual agreement.

If the parties agree to Sales Performance Standards the Company would consider implementing an enhanced retirement plan.

The Company retains the sole discretion to determine any consideration for an enhanced retirement plan.

This Letter of Agreement is effective as of ratification, and terminates in accordance with the Conclusion Article of the currently effective

collective bargaining agreement.

Sincerely,

Keith Halpern



Responsibility for Normalized BOTS




155 N. Riverview Dr. 106


Dear Ms. Brown:

YP and the Union agree that BOTS will roll-forward pursuant to company standard business rules. In

general, this means the amount of NISD recognized in the previous year canvass will become BOTS in the

current canvass if an IYP item comes down for any reason after PCP. This is regardless of whether the

account is currently billing. BOTS shall be assigned to the sales rep of record in the subsequent sales cycle

and such reps shall remain responsible for the revenue. In cases where the account is not currently billing,

the account may be appealed for a base revenue adjustment. Items early downed prior to PCP will have

normalized BOTS in the subsequent cycle.

In the event that the rep of record leaves the business, if any amount of billing has been collected on the

account, the BOTS shall be reassigned and the subsequent rep shall be responsible for the revenue in the

following sales cycle. If the account currently is not billing, YP shall have the right to send such accounts

for recovery by a third party, by management, by a sales channel outside of the region, or the Company may

attempt to recover the revenue through any other means.

Sincerely,

Keith Halpern

VP Labor and Employee Relations AGREED: _______________________________Kathryn A. Brown


UNION RECOGNITION






Dear Ms. Brown:

This is to confirm our understanding that in the event of a sale of the Company YP Holdings West, LLC

Southern Region (“YP”), during the life of this 20114 contract, the Company will require the purchaser to

agree to recognize the Union.



Sincerely,

Keith Halpern

Director VP –Labor and employee Relations AGREED ___________________________Kathryn A. Brown


Premise/NMR TranSup

Schedule

Month

After

Training

Add'l

Transitio

n Per

Month

Add'l

Transitio

n Per

Week

1 $1,500 $375

2 $1,500 $375

3 $1,500 $375

4 $1,200 $300

5 $1,200 $300

6 $1,200 $300

7 $500 $125

8 $500 $125

9 $500 $125

10 $500 $125

Total $10,100 $253

Key TranSup Schedule

Month

After

Training

Add'l

Transition

Per Month

Add'l

Transition

Per Week

1 $2,000 $500

2 $2,000 $500

3 $2,000 $500

4 $1,500 $375

5 $1,500 $375

6 $1,500 $375

7 $750 $188

8 $750 $188

9 $750 $188

10 $750 $188

Total $13,500 $338

November 26, 2014




155 N. Riverview Drive Suite #106


1. As discussed in bargaining - effective with the 1st full payroll period following implementation the new “As Earned” commission structure for Premise,

New Media, and Key Representatives, as well as for new reps hired into those positions in the future, Transition Supplement Pay shall be paid as follows:

2. Effective after full implementation of the new sales compensation plan, including the “As Earned” provisions, sales reps transferred between the Premise,

New Media, and Key sales channels shall not receive additional Transition Supplement pay following such transfers. Telephone Sales Executives moving to

Premise Sales Executive, Key, or New Media positions shall receive the appropriate Transition Supplement amounts set forth above.

3. Employees transferring from management to non-management sales rep positions shall receive the appropriate Transition Supplement amounts set forth

above.

--/

Transition Supplement Pay


Letter Regarding Movement of Work or Consolidation Within California






Dear Ms. Brown:

The Company agrees that in the event it moves or consolidates work currently performed by bargaining unit members to

geographic areas within California (but outside any of the cities covered by the Southern California Agreement) or Nevada

and such work is kept internal (as opposed to outsourcing), the Company shall not oppose an effort by the Union to

represent employees performing such work, subject to the re-negotiation of terms and conditions of employment, including

but not limited to pay and benefits, for employees employed in such operations.

Sincerely,

Keith Halpern


AGREED: _______________________________

Kathryn A. Brown





155 N. Riverview Drive, Suite #106


Dear Ms. Brown:

Provided that such transaction will not jeopardize the tax or other legal status of the YP Holdings LLC Pension Fund

(“Fund”), nor cause the Fund to incur excessive additional costs, the Fund shall permit eligible employees who are

vested in the Fund, at least 62 years old, and covered by the IBEW Local 2139 collective bargaining agreement, to roll-

over vested benefits into a qualified plan, beginning on or after June 30, 2015.

Sincerely,

Keith Halpern


AGREED: _______________________________

Kathryn A. Brown

Pension Roll-Over





155 N. Riverview Drive, Suite 106


Dear Ms. Brown:

This letter shall confirm the agreement between IBEW Local 2139 and YP regarding revised commission plans for accounts that include

certain Digital Express products and all SearchPro products. Due to the low or negative margins available from the sales of such products,

the Union and YP have agreed to the following:

All SearchPro Accounts:

Up to $3,000 of monthly net revenue from a SearchPro product shall be counted toward a sales representative’s Monthly

Commissions (“MCs”) for any single account;

The account-level commission rate (bi-weekly) for SearchPro products shall be as follows:

$6,000 < $11,999 of monthly SearchPro revenue = 20% commission;



$25,000 ≤ of monthly SearchPro revenue = 32% commission;

For all Digital Express Accounts with revenue of $836 per month or more:

Up to $3,000 of monthly net revenue from a Digital Express product shall be counted toward a sales representative’s Monthly

Commissions (“MCs”) for any single account;

The account-level commission rate (bi-weekly) for Digital Express products with revenue of $836 monthly or more shall be as

follows: A 26% commission shall be applied to the Digital Express products of $836 or more per month.

It is therefore agreed and understood that the above commission adjustments shall be made following training of sales reps by YP, and

implementation of the changes in the commission system. YP shall notify the Union upon such implementation.

Revised Commissions - SearchPro and Digital Express

Bargaining 2014

Digital Sales Executive Role






Dear Ms. Brown:

YP and IBEW Local 2139 (“Union”) agree that there shall be established within the context of the collective bargaining

agreement (“CBA”) between the parties, a new job title entitled, “Digital Sales Executive” (“DSE”). DSE will be

considered a new sales channel. DSEs will be focused on the goal of accelerating digital sales revenue for YP as

commissioned sales representatives, and they shall execute necessary functions related to that goal, as directed by Sales

leadership. YP may be hiring new employees as DSEs (“New Hires”), as well as interviewing individuals from other sales

channels as potential voluntary DSE transfers (“Transfers”).

The number of New Hires and/or Transfers employed by a particular office shall be determined by Sales leadership. The

New Hire and Transfer terms and conditions of employment detailed below shall take precedence over any related terms

set forth in the CBA. Any other terms and conditions of employment for these employees that are not addressed below

shall be governed by the CBA:

New Hire DSEs:

YP retains the right to hire New Hire DSEs based on management’s determinations regarding the best qualified candidates

for the roles;

New Hire DSE roles shall not be subject to CBA terms regarding recall or bumping, to the extent that they may impact

YP’s right to select, in its determination, the best qualified candidate for the position;

YP shall have the right to transfer Employees hired into New Media positions on or after November 1, 2014 and before

March 1, 2015 into the DSE role as a New Hire DSE, per the terms and conditions set forth herein;

DSEs shall sell only the products designated by Sales leadership and shall not be entitled to sell products that are not so

designated;

DSEs shall be required to retain all accounts sold and shall be responsible for servicing the related revenue in subsequent

years. YP may need to rebalance DSE revenue handled and this shall be permitted following Sales Compensation Plan

Year 1, in order to ensure that DSEs have sufficient time and resources to make New sales;

Bargaining 2014

Targets and Assurances shall not apply to DSEs

Transition Pay shall not apply to DSEs

YP shall retain the right to revise the above commission rates [set forth in 6(b)-(d)] up or down, at the beginning of

Year 2 of the Sales Compensation Plan Year (February 1, 2016) and at the beginning of each subsequent Sales

Compensation Plan Year, in order to maintain targeted average total compensation at no less than $95,000, at

objective. It is agreed and understood that this targeted compensation level is not a guaranteed amount, but is only

the amount to which the variable compensation plan for this position will be targeted.

Transfer DSEs:

Commissioned sales employees shall be entitled to apply for available Transfer DSE jobs. YP shall retain the

discretion to select the employees for such available roles based solely on management’s determination regarding

the best qualified candidates likely to be most successful in this new role. CBA provisions regarding “time in

title,” seniority, or any other limitations on the Company’s right to select the best qualified candidate for transfer

into this role, shall not apply to Transfer DSEs.

Transfer DSEs shall be entitled to retain accounts that they have sold and/or are currently servicing in their former

channel, to the extent that such accounts are digital only. Any other accounts that are not digital-only shall remain

in the channel from where the sales representative is transferring. The digital only accounts may be carried

forward into the DSE channel and retained by the Transfer DSE as recurring revenue, subject to 4 below;

Transfer DSEs shall sell only the products designated by Sales leadership and shall not be entitled to sell products

that are not so designated, with the exception of products that have been carried forward from a prior channel;

Transfer DSEs shall be required to retain all accounts sold and shall be responsible for servicing the related

revenue in subsequent years. YP may need to rebalance DSE revenue handled and this shall be permitted

following Sales Compensation Plan Year 1, in order to ensure that DSEs have sufficient time and resources to

make New sales;

Digital Sales continued Digital Sales Executive Role

Bargaining 2014

Compensation: Base pay: $46,020 annually

New Sales Bi-Weekly Account Commission Rate: 300%

Monthly Commission Rate paid for amounts sold over objective: 300%

Renewal Rate: 125%

Transfer Bonus: $5,000 lump sum paid in the first month following transfer into the DSE role; such bonus shall be repaid to YP in full in the

event that the Transfer DSE retreats back to his/her former position at YP within the time frame of retreat rights in the CBA, if applicable, and

within twelve (12) months if no such retreat rights exist. If the Transfer DSE leaves this position for any reason other than retreat within

twelve (12) months of transfer, including but not limited to termination of employment, the Transfer Bonus shall be repaid to YP in full.

Retention Bonus: $5,000 lump sum bonus shall be paid in the 13th continuous month of employment, provided the DSE’s performance is at or

above objective

Transfer DSEs shall retain DSA or other average revenue calculation, as provided in the relevant CBA

Targets and Assurances shall not apply to DSEs

YP shall retain the right to revise the above commission rates [set forth in 5(b)-(d)] up or down, at the beginning of Year 2 of the Sales

Compensation Plan Year (February 1, 2016) and at the beginning of each subsequent Sales Compensation Plan Year, in order

Compensation:

Base pay: $45,000 annually

New Sales Bi-Weekly Account Commission Rate: 300%

Monthly Commission Rate paid for amounts sold over objective: 300%

Renewal Rate: 125%

Retention Bonus: $5,000 lump sum paid in the seventh month of continuous employment, provided the DSE’s performance is at

or above objective

No DSA or other average revenue calculation shall be paid for New Hires to maintain the targeted compensation at no less than

$95,000, at objective. It is agreed and understood that this targeted compensation level is not a guaranteed amount, but is only the

amount to which the variable compensation plan for this position will be targeted.

Keith Halpern, for YP Kathryn Brown, for the Union

Digital Sales Digital Sales Executive Role

Bargaining 2014

Term Contracts

Commission Payout on Term Contracts Ms. Kathryn A. Brown





Re: Commission Payout on Term (3, 6, and 9 month) Contracts

Dear Ms. Brown:

With respect to Term Contracts of 3, 6, or 9 months, all commissions due on those agreements shall be paid out in full,

provided that all revenue has been collected by YP on such contract, and the commission system has the capability to

make such payments.


104

Pension Freeze

• If you have the Modified Rule of 75 as of the Date of the Freeze (date not determined)

you will be Eligible for Post Retirement Benefits

• If you Obtain the Modified Rule of 75 After that Date you will not be Eligible for

Post Retirement Benefits

• You will continue to accrue Years and Service After the Freeze to Reduce Penalty on

the years and numbers at the time of the Freeze

• Interest Rate Changes from Gatt Rate to Pension IRC Section 417 (e) (3) (D)

Bargaining 2014 Pensions

Provision Eligible Retired Employees

Those employees who have met the Modified Rule of 75 as of (DOR)

will be eligible for a Service Pension and any retiree H&W benefits.

Eligible Retiree Requirements - Modified Rule of 75

Service Age

30 years Any Age

25 years 50 years

20 years 55 years

10 years 65 years

Bargaining 2014

105

Pensions - Benefits

YP Proprietary Information (Internal Use Only): ©2013 YP Intellectual Property LLC. All rights reserved. YP, the YP logo and all other YP marks

contained herein are trademarks of YP Intellectual Property LLC and/or YP affiliated companies.

ANNUAL FUNDING NOTICE For

YP Holdings, LLC Pension Plan

Introduction

This notice includes important funding information about your pension plan (“the Plan”). This notice also provides a summary of federal rules governing the termination of single-employer defined benefit pension plans and of benefit payments guaranteed by the Pension Benefit Guaranty Corporation (PBGC), a federal agency. This notice is for the plan year beginning January 1, 2013 and ending December 31, 2013 (“Plan Year”).

Funding Target Attainment Percentage

The funding target attainment percentage of a plan is a measure of how well the plan is funded on a particular date. This percentage for a plan year is obtained by dividing the Plan’s Net Plan Assets by Plan Liabilities on the Valuation Date. In general, the higher the percentage, the better funded the plan. The Plan’s funding target attainment percentage for the Plan Year and the preceding plan year is shown in the chart below, along with a statement of the value of the Plan’s assets and liabilities for the same period.

2013 2012 2011

1. Valuation Date

1/1/2013 5/8/2012 1/1/2011

2. Plan Assets

a. Total Plan Assets

$163,881,597 $165,200,604 Not applicable

b. Funding Standard Carryover Balance

$0 $0 Not applicable

c. Prefunding Balance

$0 $0 Not applicable

d. Net Plan Assets (a) – (b) – (c) = (d)

$163,881,597 $165,200,604 Not applicable

3. Plan Liabilities

$116,325,539 $101,018,914 Not applicable

4. At-Risk Liabilities

Not applicable Not applicable Not applicable

5. Funding Target Attainment Percentage (2d)/(3)

140.88% 163.53% Not applicable


Resolution of FTGOTU

Grievance and Performance Plan Implementation




155 N Riverview Dr, Suite 106


Dear Ms. Brown:

Upon implementation of a new Sales Performance Plan, and in consideration of the

Union withdrawing with prejudice Grievance Number 2139-S1011-14 – For the

Good of the Union, YP agrees to remove one performance step (the oldest step)

from each rep who has at least one performance step, including the reps listed

above.

Sincerely,

Keith Halpern

Bargaining 2014


FTGOTU Grievance Settlement

DBI Overpayments and Non-Pay Chargeback Forgiveness Ms. Kathryn A. Brown





Re: Commission Overpayment Forgiveness

Dear Ms. Brown:

Provided this Memorandum of Agreement is ratified no later than February 14, 2015, YP agrees that it

will forego the recovery of commission overpayments that were identified to the Union, which were

associated with the following four (4) database inquiries (“DBIs”):

DBICHG38699 • DBICHG38858 • DBICHG37785 • DBICHG38718 • DBICHG38280

Further, provided this Memorandum of Agreement is ratified no later than February 14, 2015, YP agrees

that it will forego the recovery of commission overpayments resulting from the Company’s failure to

chargeback on non-pay accounts.

It is agreed and understood that the Company’s one-time agreement to forego recovery of the above

overpayments shall be specific to those overpayments only, and shall be non-precedent setting in the event

of future overpayments.

DBI & Non-Pay Debits Waived

DBI & Non-Pay Debits

Channel DBI Non-Pay Total

Key $226,642 $43,412 $270,055

Premises $336,810 $513,583 $850,392

Telephone $124,013 $327,129 $502,142

New Media $42,329 $537,045 $584,374

Total $734,794 $1,472,169 $2,206,964

The total amount by channels

Premise Channel DBI & Non-Pay Debits Waived

(Only the Active Reps are shown above)

Prem DBI NonPay Total Prem DBI NonPay Total Prem DBI NonPay Total

106149 (5,797) (1,184) (6,981) 116265 (5,750) (13,136) (18,886) 131720 (4,659) (4,659)

107055 (1,085) (1,348) (2,433) 116266 (3,324) (3,349) (6,673) 132246 (2,817) (2,817)

110017 (614) (614) 116298 (4,273) (3,995) (8,268) 132247 (2,595) (25,056) (27,651)

110109 (362) (6,544) (6,905) 116327 (5,046) (563) (5,608) 132401 (881) (881)

111016 (502) (1,807) (2,309) 116340 (191) (191) 132544 (1,768) (1,768)

112055 (1,809) (1,917) (3,725) 116377 (2,877) (4,231) (7,108) 133514 (2,503) (2,503)

113013 (3,756) (8,299) (12,055) 116379 (215) (215) 134441 (246) (246)

115143 (4,450) (3,002) (7,453) 116394 (8,410) (6,673) (15,083) 134725 (1,163) (1,839) (3,002)

115155 (5,065) (2,440) (7,505) 129045 (4,410) (3,205) (7,616) 134729 (9,565) (30,244) (39,809)

115192 (5,669) (19,847) (25,516) 129346 (2,216) (2,856) (5,072) 134730 (7,154) (967) (8,120)

115277 (49,281) (49,281) 129381 (11,229) (11,229) 135935 (182) (5,107) (5,289)

115366 (1,131) (1,568) (2,700) 129580 (5,687) (5,687) 135982 (9,157) (3,732) (12,890)

115538 (1,753) (1,753) 129704 (3,995) (2,352) (6,347) 136033 (1,731) (3,320) (5,050)

115574 (20,269) (20,269) 129705 (4,393) (250) (4,643) 136383 (3,331) (2,658) (5,989)

115616 (3,235) (3,235) 129861 (3,519) (5,582) (9,101) 136707 (5,028) (906) (5,934)

115639 (6,558) (61,819) (68,377) 129880 (4,176) (1,145) (5,321) 137603 (10,920) (10,920)

115718 (4,497) (309) (4,806) 130200 (2,822) (18,788) (21,610) 137952 (2,783) (10,134) (12,917)

115757 (1,880) (5,621) (7,501) 130786 (5,055) (2,295) (7,350) 137953 (10,897) (8,931) (19,827)

115796 (9,274) (9,274) 130965 (5,385) (110) (5,495) 137956 (9,733) (264) (9,997)

115853 (2,224) (3,953) (6,177) 131046 (231) (3,308) (3,540) 139210 (3,296) (18,207) (21,504)

115982 (1,122) (1,122) 131047 (3,074) (1,381) (4,455) 140411 (322) (322)

116084 (5,991) (5,991) 131326 (1,490) (1,490) 142065 (198) (198)

116148 (895) (895) 131422 (2,934) (2,934) 143365 (8,254) (8,254)

116164 (6,100) (1,403) (7,504) 131621 (3,977) (3,257) (7,234) 143465 (1,002) (5,950) (6,952)

116205 (7,737) (8,652) (16,389) 131643 (2,417) (12,460) (14,877) Total (321,421) (362,877) (684,299)

Telephone Channel DBI & Non-Pay Debits Waived


Tel DBI Non Pay Total Tel DBI Non Pay Total

115450 (3,841) (3,841) 133576 (3,315) (3,203) (6,518)

115657 (624) (390) (1,014) 133579 (682) (693) (1,375)

115774 (18,567) (10,184) (28,751) 135027 (2,747) (19,383) (22,130)

115791 (678) (691) (1,369) 135076 (5,256) (3,360) (8,617)

115884 (2,543) (3,766) (6,309) 135333 (3,545) (6,399) (9,944)

115916 (1,307) (1,307) 135334 (901) (7,619) (8,520)

116386 (4,412) (3,894) (8,306) 136187 (19,373) (19,373)

130785 (2,346) (2,346) 136702 (3,252) (4,567) (7,819)

131327 (2,246) (204) (2,450) 136751 (1,638) (2,814) (4,452)

131330 (6) (952) (957) 136753 (1,183) (4,999) (6,182)

132083 (1,699) (15,219) (16,919) 137152 (5,319) (3,770) (9,089)

132088 (3,446) (14,686) (18,132) 137456 (2,884) (4,219) (7,103)

132120 (4,842) (2,722) (7,564) 137501 (2,296) (8,328) (10,624)

132124 (1,688) (1,688) 137602 (478) (1,551) (2,029)

132424 (4,033) (920) (4,953) 137607 (2,771) (4,287) (7,058)

132549 (3,296) (3,680) (6,976) 137608 (547) (547)

133216 (3,183) (1,782) (4,965) 137610 (6,037) (11,186) (17,223)

133217 (1,087) (11,597) (12,684) 137951 (797) (797)

133419 (1,101) (1,101) 202970 (247) (247)

133575 (371) (371) Total (122,660) (158,991) (281,651)

New Media & Key Channels DBI & Non-Pay Debits Waived


Key DBI Non Pay Total

110180 (4,884) (4,884)

115348 (9,450) (2,976) (12,427)

115382 (5,309) (5,309)

115484 (5,484) (5,484)

115501 (12,475) (12,475)

115683 (29,690) (29,690)

115849 (5,961) (6,567) (12,528)

116124 (56,179) (56,179)

116127 (3,912) (2,474) (6,386)

116199 (17,010) (1,026) (18,036)

116238 (1,283) (1,060) (2,343)

116370 (12,427) (2,945) (15,372)

130287 (25,436) (2,539) (27,975)

130961 (1,433) (1,433)

133566 (21,019) (4,307) (25,327)

133874 (14,634) (1,689) (16,323)

909252 (56) (56)

Total (226,642) (25,583) (252,225)

NM DBI Non Pay Total

25671 (1,407) (1,407)

46176 (2,245) (2,245)

46179 (688) (688)

46180 (3,449) (3,449)

116064 (4,180) (21,044) (25,224)

116163 (858) (93,778) (94,636)

132100 (39,679) (39,679)

135328 (6,514) (23,808) (30,322)

139216 (2,247) (2,247)

140815 (13,677) (13,677)

140968 (1,572) (4,826) (6,398)

140969 (7) (37,475) (37,481)

141816 (866) (866)

142167 (25,475) (25,475)

142170 (11,525) (7,069) (18,595)

142266 (327) (327)

Total (35,885) (266,832) (302,717)

Bargaining 2014

Incentive

Ratification Incentive






Re: Ratification Incentive

Dear Ms. Brown:

Provided the bargaining unit ratifies this Agreement no later than February 14, 2015, all bargaining unit

employees shall receive a one-time lump sum bonus of $300, minus all applicable taxes and

withholdings, on the first possible pay date following ratification.


Date: ____________________ Date: _____________________

IBEW LOCAL 2139

RATIFICATION MEETING

February 14, 2015

2014 Bargaining

114

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