Local 51



CWA 59051


240 SECOND ST.  SUITE 220         SAN FRANCISCO, CA 94105         TEL  (415) 398-3160      FAX  (415) 398-3162
                                                            SOUTHERN CALIFORNIA            TEL  (818) 752-3121
                                                            DAILY HIRES                                  TEL  (888) 622-3834


Kevin Wilson

Rick Santangelo

James Sudweeks   


Richard Daszkowski
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 ©2015 NABET-CWA Local 51





Washington, D.C.


April 14, 2017

The NABET-CWA-ABC Locals have tabulated the votes for the Disney/ABC ratification balloting concerning the March 8, 2017 tentative agreement. The Network Negotiating Committee is reporting that eligible NABET-CWA members employed by ABC/Disney have ratified the Master Agreement. The previous Master Agreement expired on March 31, 2017. The new ratified agreement covers broadcast techn icians, newswriters, producers, desk assistants, publicists, and plant maintenance personnel, at various Company Network and TV station operations in New York, Chicago, Washington D.C., Los Angeles, and San Francisco.

Most of the terms and conditions of the new agreement are effective April 1, 2017, unless otherwise stated in any individual proposal contained in the March 8, 2017 contract offer. The first annual wage increase of 2.5% is retroactive to April 1, 2017.

You can review the Summary document prepared by the NNC, as well as the complete Tentative Agreem ent, by visiting your Local website or the Sector website ( ).

In Solidarity,

NABET- CWA Network Negotiating Committee




April 5, 2017  Bulletin #11

The parties met for bargaining sessions on Tuesday and Wednesday April 4th and 5th. The focus of the two days were the proposals on changes to the G unit (TV Engineers) and the C unit (Floor Directors and Stage Managers).

The Company withdrew proposals to:

* Create an evaluation program - finally acknowledging that they already had the right to do evaluations.
* Apply the San Francisco Paid Parental Leave Program - we had objected to members losing vacation time to participate in the program (which was allowed but not required by the law).
* Recording of Work Time - recognizing that there will not be any changes in how employees are paid in the new electronic time recording software.

The parties agreed to a package withdrawal where the Company took back all of their proposed changes to the meal period (they had wanted to expand the meal window, and make people take meals with their breaks). The Union withdrew proposals to extend the Night Shift Differential period and/or payment. These changes would have affected each of the contract groups. Also withdrawn was the proposal to extend the alternative (4 day) workweek.

The Company rejected the Union's proposal to better support the health care premiums for some employees of KQED. Our proposal was aimed to help members who are adversely impacted by the high cost of housing in the Bay Area. KQED made a point of saying that they are paying more of the health care premiums for all employees in the new plan year (effective May 1). We have asked questions in an information request about the percentages to be paid, and how much you will be paying for your health care. We are pleased that we may have influenced KQED to do better.... But the economic issues are still to be resolved.

The next bargaining dates are April 10th and April 13th (Monday and Thursday).

 Wear RED on Thursdays.

NABET Negotiating CommitteeNABET Negotiating Committee


March 22, 2017 - Bulletin #10

The parties met in bargaini ng sessions on Tuesday and Wednesday (March 21 & 22). The Union committee also spent time going over the Company’ s proposals and drafting counter proposals.

The issues discussed included:

Vacation Requests in the G Unit (outside of the normal selection process) Engineering requests for vacation should be made at least 13 days in advance, however they can be requested later and not be unreasonably denied.

The Union proposed a mutual withdrawal of proposals affecting the Night Shift Differential, Meal Period combination with breaks, and Alternative Workweeks.

Increase in the compensation for Stage Manager upgrade

San Francisco Paid Parental Leave application to members under the contract. We believe that members should not have to pay for the increased benefit of the increase to 100% coverage for parental bonding time. The new law ef fective in San Francisco on January 1st requires employers to add to the California benefit. KQED wants the member to provide the coverage from their vacation time. Later, if the employee decides not to return to work after the leave, KQED wants to be able to demand the employee pay them back for the leave. Under the law , both of these things are legal, but that doe. KQED may be able to do this to the non-represented workers, but our mission as a union is to make things better than the bare legal minimum and we think their proposal is WRONG! It's not make it right for KQED to demand we fund the benefit, or that after we do, we have to pay them back

Holiday's – we are still seeking to have the Daily Hires have holiday pay on Veterans Day just like the Regular Employees.

The ballots were counted late Monday on the Strike Authorization Vot e. The members voted overwhelmingly to grant the Bargaining Committee the authority to call a strike if they deem necessary . This doesn’t mean that we are going on strike this week (or next). But it does mean that it is time to ramp up the mobilization. Also, we got word that 16,000 of our CWA brothers and sisters at AT&T here in California and Nevada went on strike this morning. They had been without a contract and no progress had been made at the bargaining table. If you see a picket line – go join them, bring coffee, soda or solidarity. We are CWA family, and always support each other! Wear RED on Thursday's…. they will be.

Next Bargaining is scheduled for April 4th, & 5th

NABET Bargaining Committee
Kevin Wilson - Carrie Biggs-Adams
Rick Santangelo - Randy Brase

Bulletin #9        Wednesday, March 15, 2017

The parties met in bargaining sessions on Tuesday and Wednesday of this week.  After a long recess that was attributed to other scheduled meetings and events, the parties spent Tuesday with the Company presenting their current proposals in order of the contract.

This was necessary because the company's proposals have mostly been presented in groupings, not in order of the contract.   The process was useful as it lead to the Company withdrawing a few proposals.

On Wednesday we were stalled in the morning as the Company completed the proposal that they had been working on for the last 6 weeks.  The offer, when presented was 29 pages, re-stating the G and J language.  Unfortunately, the proposals are still based upon the concepts that we "may" have the right to do work that we currently do in the studio - "if" they want to give us the work. 

To make this all feel like a great deal for us, they offered that they "may" assign us extra or additional work, but with no guarantees. But even if we were to do that additional work for jurisdictional right to the work would be established.  Today, as an enticement to give our work away, they proposed a sort of "no layoff" provision for regular members of the G unit.  It only offers protection of no reduction in the number of regular G Unit full-time staff Engineers as a result of the new relaxations in Sections G2.20 thru G2.25. Reading their language, growth for KQED will not be enjoyed by the Union Members that helped this company grow during the past 60 years.

Management's explanation was that they didn't want any more grievances over work assignments. Sadly the process of negotiations does not seem to be any more productive or hopeful of a resolution. 

Members are reminded that balloting in the strike authorization vote closes on Monday March 20th.  The results will be released after the votes are counted.

The next bargaining sessions are Tuesday and Wednesday of next week, March 21 and 22.  We will be in Conference Room I on Tuesday and Conference Room A on Wednesday the 22nd. 

NABET Negotiating Committee

Bulletin #1 November 1, 2016

            Bargaining began today for a new contract between NABET and KQED. The Union has proposed that the new contract be a 4-year agreement.  The previous agreement expired on October 22nd, but the parties have agreed to extend the contract while bargaining is underway.

            The session began with John Boland, President & CEO of KQED, presenting a PowerPoint with management’s philosophy for a new contract.  While saying that KQED wanted to serve the community and that they wanted to use the current staff – the rest of the presentation was about how they wanted to “modernize the labor agreement”, and that the public is now getting their content from mobile, social media, and online rather than broadcast radio and TV.   While not proposing decreases in benefits or wages, Boland was clear that in many departments, KQED wants to subcontract almost all of the work, or have the work originated by non-union employees of KQED.
            The Union discussed the desire to work together with the Company and pointed out that the skills that our members have would be best utilized on all platforms of “ broadcast” over the air or for the web, phone or other method of broadcast that we have been mostly excluded from to date. The jurisdictional concerns that had been rising for years, and have been the focus of many grievances and arbitrations (won by the Union) were born out when we exchanged proposals.  The Union had made changes and updates to the existing language, based upon input from the membership.

The management team led by Maria Miller presented Company proposals, which if agreed to, would devastate the work of many bargaining unit workers across many departments.  Such as:

  • the Utility Maintenance workers would lose all their skilled work to subcontracting;
  •  outside companies could come in and do our production work and KQED would not pay the meal and other penalties;
  •  the Membership group while on the phone with members would have their conversations recorded and then the calls may be transferred to “supervisors” to work on actual members records.

            The idea of modernizing the contract is, of course, one that the Union shares – but not at the cost of our jobs, our job security or benefits for our families.  Flexibility and agility are great skills – and we will continue to represent our members at KQED for another fifty years. 

            More details will be provided as we further study the proposal.

NABET LOCAL 51, 240 2nd Street, Suite 220, San Francisco, CA 94105



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