Common use of Professional Activities Clause in Contracts

Professional Activities. (a) Except for columns and opinion pieces, the Employer shall not use bylines, credit lines, pictures, caricatures or other forms of personal identification over an employee’s protest. (b) The right of an employee to express to the Employer concern over matters he/she feels may violate acceptable or ethical newspaper practice is hereby confirmed. (c) The Employer will not publish a correction or apology in respect of an employee's work until a reasonable effort has been made to discuss the matter with the employee. (d) Published corrections shall indicate when mistakes are due to editing or typographical errors. (e) An employee whose work or person is mentioned in a reader opinion shall be given a copy of such opinion, prior to publication, whenever possible. While the employee has the right to discuss the contents of such opinion, the final decision as to whether the opinion will be published shall rest with the Employer. Where the employee, within two (2) working days, establishes to the satisfaction of the Employer the falsehood of any material, such material will not be published. (f) No employee shall be required by the Employer to give custody of, or disclose any knowledge, information, notes, records, documents, films, photographs or tapes or the sources thereof to any party other than the Employer. The Employer agrees that the foregoing shall not be released to any other party without discussing the matter with the employee, providing the employee is available. (g) The Employer shall inform the employee of any demand for surrender, disclosure or authentication of any material produced by the employee. (h) The Employer shall not submit any material produced by an employee to any competition or contest without the consent of the employee, except when such material is part of a group project, in which case the employee will be consulted before the material is submitted. (i) The Employer shall attempt to protect employees against unauthorized use of employees’ work. (j) Whenever substantial changes are made to a story, column or opinion piece, a reasonable effort will be made to discuss the changes before publication of the story, failing which the byline or credit line shall not be used. (k) The Employer and the Union shall establish a joint committee to meet when necessary, during daytime working hours, to discuss matters of common concern. (l) No employee in the bargaining unit shall be required without consent to provide written performance reports on another employee in the bargaining unit. When a performance evaluation is being done, a bargaining unit employee may request that such evaluation be done by an excluded employee.

Professional Activities. (a) Except for columns and opinion pieces, the Employer shall not use bylines, credit lines, pictures, caricatures or other forms of personal identification over an employee’s protest. (b) The right of an employee to express to the Employer concern over matters he/she feels may violate acceptable or ethical newspaper practice is hereby confirmed. (c) The Employer will not publish a shall continue the practice of printing retractions or corrections when inaccuracies in printed material are brought to its attention. No correction or apology in respect of an employee's work retraction shall be printed until a reasonable effort has been made to discuss the matter consult with the employeeemployee concerned. (d) Published corrections shall indicate when mistakes are due to editing or typographical errors. (e) An employee whose work or person is mentioned in a reader opinion shall be given a copy of such opinion, prior to publication, whenever possible. While the employee has the right to discuss the contents of such opinion, the final decision as to whether the opinion will be published shall rest with the Employer. Where the employee, within two (2) working days, employee establishes to the satisfaction of the Employer the falsehood of any material, such material will not be published. (fe) No employee shall be required by the Employer to give custody of, or disclose any knowledge, information, notes, records, documents, films, photographs or tapes or the sources thereof to any party other than the EmployerEmployer except as required by law. The Employer agrees that the foregoing shall not be released to any other party without discussing the matter with the employee, providing the employee is available, except as required by law. (gf) The Employer shall inform the employee of any demand for surrender, disclosure or authentication of any material produced by the employee. (hg) The Employer shall not submit any material produced by an employee to any competition or contest without the consent of the employee, except when such material is part of a group project, in which case the employee will be consulted before the material is submitted. (ih) The Employer Substantive changes in material which would alter the meaning of the material shall attempt be brought to protect employees against unauthorized use of employees’ work. (j) Whenever substantial changes are made the employee’s attention prior to a storypublication, column or opinion piecewhenever reasonably possible. If the employee cannot be reached, after a reasonable effort will be made to discuss the changes before publication of the storyhas been made, failing which the byline or credit line shall not be usedremoved. In opinion columns and opinion articles which must include a byline, no substantive changes shall be made without prior consultation with and consent of the employee. (k) The Employer and the Union shall establish a joint committee to meet when necessary, during daytime working hours, to discuss matters of common concern. (li) No employee in the bargaining unit shall be required without consent to provide written performance reports on another employee in the bargaining unit. When a performance evaluation is being done, done a bargaining unit employee may request that such evaluation be done by an excluded employee. (j) On the basis of the rates of compensation established in this contract the Employer is the owner of all copyrights on all material produced by editorial employees in the course of their employment with The St. Catharines Standard and has the full right to reproduce, publish, translate, broadcast, distribute, archive, sell or license this material in any manner, form or medium that the Employer chooses, including electronic form and Internet. It is agreed that any employee producing content or material waives any and all rights, including moral rights, with regard to that content or material.

Professional Activities. (a) Except for columns and opinion pieces, the Employer shall not use bylines, credit lines, pictures, caricatures or other forms of personal identification over an employee’s employees protest. (b) The right of an employee to express to the Employer concern over matters he/she feels may violate acceptable or ethical newspaper practice is hereby confirmed. (c) The Employer will not publish a correction or apology in respect of an employee's work until a reasonable effort has been made to discuss the matter with the employee. (d) Published corrections shall indicate when mistakes are due to editing or typographical errors. (e) An employee whose work or person is mentioned in a reader opinion shall be given a copy of such opinion, prior to publication, whenever possible. While the employee has the right to discuss the contents of such opinion, the final decision as to whether the opinion will be published shall rest with the Employer. Where the employee, within two (2) working days, establishes to the satisfaction of the Employer the falsehood of any material, such material will not be published. (f) No employee shall be required by the Employer to give custody of, or disclose any knowledge, information, notes, records, documents, films, photographs or tapes or the sources thereof to any party other than the Employer. The Employer agrees that the foregoing shall not be released to any other party without discussing the matter with the employee, providing the employee is available. (g) The Employer shall inform the employee of any demand for surrender, disclosure or authentication of any material produced by the employee. (h) The Employer shall not submit any material produced by an employee to any competition or contest without the consent of the employee, except when such material is part of a group project, in which case the employee will be consulted before the material is submitted. (i) The Employer shall attempt to protect employees against unauthorized use of employees’ ' work. (j) Whenever substantial changes are made to a story, column or opinion piece, piece a reasonable effort will be made to discuss the changes before publication of the story, failing which the byline or credit line shall not be used. (k) The Employer and the Union shall establish a joint committee to meet when necessary, during daytime working hours, hours to discuss matters of common concern. (l) No employee in the bargaining unit shall be required without consent to provide written performance reports on another employee in the bargaining unit. When a performance evaluation is being done, done a bargaining unit employee may request that such evaluation be done by an excluded employee.

Professional Activities. (a) Except for columns and opinion pieces, the Employer shall not use bylines, credit lines, pictures, caricatures or other forms of personal identification over an employee’s protest. (b) The right of an employee to express to the Employer concern over matters he/she feels they feel may violate acceptable or ethical newspaper practice is hereby confirmed. (c) The Employer will not publish a shall continue the practice of printing retractions or corrections when inaccuracies in printed material are brought to its attention. No correction or apology in respect of an employee's work retraction shall be printed until a reasonable effort has been made to discuss the matter consult with the employeeemployee concerned. (d) Published corrections shall indicate when mistakes are due to editing or typographical errors. (e) An employee whose work or person is mentioned in a reader opinion shall be given a copy of such opinion, prior to publication, whenever possible. While the employee has the right to discuss the contents of such opinion, the final decision as to whether the opinion will be published shall rest with the Employer. Where the employee, within two (2) working days, employee establishes to the satisfaction of the Employer the falsehood of any material, such material will not be published. (fe) No employee shall be required by the Employer to give custody of, or disclose any knowledge, information, notes, records, documents, films, photographs or tapes or the sources thereof to any party other than the EmployerEmployer except as required by law. The Employer agrees that the foregoing shall not be released to any other party without discussing the matter with the employee, providing the employee is available, except as required by law. (gf) The Employer shall inform the employee of any demand for surrender, disclosure or authentication of any material produced by the employee. (hg) The Employer shall not submit any material produced by an employee to any competition or contest without the consent of the employee, except when such material is part of a group project, in which case the employee will be consulted before the material is submitted. (ih) The Employer Substantive changes in material which would alter the meaning of the material shall attempt be brought to protect employees against unauthorized use of employees’ work. (j) Whenever substantial changes are made the employee’s attention prior to a storypublication, column or opinion piecewhenever reasonably possible. If the employee cannot be reached, after a reasonable effort will be made to discuss the changes before publication of the storyhas been made, failing which the byline or credit line shall not be usedremoved. In opinion columns and opinion articles which must include a byline, no substantive changes shall be made without prior consultation with and consent of the employee. (k) The Employer and the Union shall establish a joint committee to meet when necessary, during daytime working hours, to discuss matters of common concern. (li) No employee in the bargaining unit shall be required without consent to provide written performance reports on another employee in the bargaining unit. When a performance evaluation is being done, done a bargaining unit employee may request that such evaluation be done by an excluded employee. (j) On the basis of the rates of compensation established in this contract the Employer is the owner of all copyrights on all material produced by editorial employees in the course of their employment with The St. Catharines Standard and has the full right to reproduce, publish, translate, broadcast, distribute, archive, sell or license this material in any manner, form or medium that the Employer chooses, including electronic form and Internet. It is agreed that any employee producing content or material waives any and all rights, including moral rights, with regard to that content or material.

Professional Activities. (a) Except for columns and opinion pieces, the Employer shall not use bylines, credit lines, pictures, caricatures or other forms of personal identification over an employee’s protest. (b) The right of an employee to express to the Employer concern over matters he/she feels may violate acceptable or ethical newspaper practice is hereby confirmed. (c) The Employer will not publish a correction or apology in respect of an employee's ’s work until a reasonable effort has been made to discuss the matter with the employee. Where the employee establishes the falsehood of any material, such material will not be published. (d) Published corrections shall indicate when mistakes are due to to: reporting, editing or typographical errors, or when incorrect information is supplied to The Sun Times. (e) An employee whose work or person is mentioned in a reader opinion shall be given a copy of such opinion, prior to publication, whenever possible. While the employee has the right to discuss the contents of such opinion, the final decision as to whether the opinion will be published shall rest with the Employer. Where the employee, within two (2) working days, employee establishes to the satisfaction of the Employer the falsehood of any material, such material will not be published. (f) No employee shall be required by i) On the basis of the rates of compensation established in this contract the Employer to give custody of, or disclose any knowledge, information, notes, records, documents, films, photographs or tapes or is the sources thereof to any party other than the Employer. The Employer agrees that the foregoing shall not be released to any other party without discussing the matter with the employee, providing the employee is available. (g) The Employer shall inform the employee owner of any demand for surrender, disclosure or authentication of any all copyrights on all material produced by editorial employees in the employee. (h) course of their employment with The Sun Times and has the full right to reproduce, publish, translate, broadcast, distribute, archive, sell or license this material in any manner, form or medium that the Employer shall not submit chooses, including electronic form and Internet. It is agreed that any employee producing content or material produced by an employee waives any and all rights, including moral rights, with regard to any competition that content or contest without the consent of the employee, except when such material is part of a group project, in which case the employee will be consulted before the material is submitted. (i) The Employer shall attempt to protect employees against unauthorized use of employees’ work. (j) material. Whenever substantial substantive changes are made to a storyeditorial content produced by an employee, column or opinion piece, a reasonable an effort will be made to discuss the changes with the employee before publication or sale of the storycontent, failing which in any format, by the Sun Times or any entity associated with Sun Media or Quebecor Media. If the discussion does not take place, or the employee wishes to withhold his or her byline or credit, the byline or credit line shall not be used. (k) The Employer and the Union shall establish a joint committee to meet when necessary, during daytime working hours, to discuss matters of common concern. (l) No employee in the bargaining unit shall be required without consent to provide written performance reports on another employee in the bargaining unit. When a performance evaluation is being done, a bargaining unit employee may request that such evaluation be done by an excluded employee.

Professional Activities. (a) Except for columns and opinion pieces, the Employer shall not use bylines, credit lines, pictures, caricatures or other forms of personal identification over an employee’s protest. (b) The right of an employee to express to the Employer concern over matters he/she feels may violate acceptable or ethical newspaper practice is hereby confirmed. (c) The Employer will not publish a shall continue the practice of printing retractions or corrections when inaccuracies in printed material are brought to its attention. No correction or apology in respect of an employee's work retraction shall be printed until a reasonable effort has been made to discuss the matter consult with the employeeemployee concerned. (d) Published corrections shall indicate when mistakes are due to editing or typographical errors. (e) An employee whose work or person is mentioned in a reader opinion shall be given a copy of such opinion, prior to publication, whenever possible. While the employee has the right to discuss the contents of such opinion, the final decision as to whether the opinion will be published shall rest with the Employer. Where the employee, within two (2) working days, employee establishes to the satisfaction of the Employer the falsehood of any material, such material will not be published. (fe) No employee shall be required by the Employer to give custody of, or disclose any knowledge, information, notes, records, documents, films, photographs or tapes or the sources thereof to any party other than the EmployerEmployer except as required by law. The Employer agrees that the foregoing shall not be released to any other party without discussing the matter with the employee, providing the employee is available, except as required by law. (gf) The Employer shall inform the employee of any demand for surrender, disclosure or authentication of any material produced by the employee. (hg) The Employer shall not submit any material produced by an employee to any competition or contest without the consent of the employee, except when such material is part of a group project, in which case the employee will be consulted before the material is submitted. (ih) The Employer Substantive changes in material which would alter the meaning of the material shall attempt be brought to protect employees against unauthorized use of employees’ work. (j) Whenever substantial changes are made the employee’s attention prior to a storypublication, column or opinion piecewhenever reasonably possible. If the employee cannot be reached, after a reasonable effort will be made to discuss the changes before publication of the storyhas been made, failing which the byline or credit line shall not be usedremoved. In opinion columns and opinion articles which must include a byline, no substantive changes shall be made without prior consultation with and consent of the employee. (k) The Employer and the Union shall establish a joint committee to meet when necessary, during daytime working hours, to discuss matters of common concern. (li) No employee in the bargaining unit shall be required without consent to provide written performance reports on another employee in the bargaining unit. When a performance evaluation is being done, done a bargaining unit employee may request that such evaluation be done by an excluded employee.

Professional Activities. (a) Except for columns and opinion pieces, the Employer shall not use bylines, credit lines, pictures, caricatures or other forms of personal identification over an employee’s employees protest. (b) The right of an employee to express to the Employer concern over matters he/she feels may violate acceptable or ethical newspaper practice is hereby confirmed. (c) The Employer will not publish a correction or apology in respect of an employee's work until a reasonable effort has been made to discuss the matter with the employee. (d) Published corrections shall indicate when mistakes are due to editing or typographical errors. (e) An employee whose work or person is mentioned in a reader opinion shall be given a copy of such the with the opinion, prior to publication, whenever possible. While the employee has the right to discuss the contents of such opinion, the final decision as to whether the opinion will be published shall rest with the Employer. Where the employee, within two (2) working days, establishes to the satisfaction of the Employer the falsehood of any material, such material will not be published. (f) No employee shall be required by the Employer to give custody of, or disclose any knowledge, information, notes, records, documents, films, photographs or tapes or the sources thereof to any party other than the Employer. The Employer agrees that the foregoing shall not be released to any other party without discussing the matter with the employee, providing the employee is available. (g) The Employer shall inform the employee of any demand for surrender, disclosure or authentication of any material produced by the employee. (h) The Employer shall not submit any material produced by an employee to any competition or contest without the consent of the employee, except when such material is part of a group project, in which case the employee will be consulted before the material is submitted. (i) The Employer shall attempt to protect employees against unauthorized use of employees’ ' work. (j) Whenever substantial changes are made to a story, column or opinion piece, piece a reasonable effort will be made to discuss the changes before publication of the story, failing which the byline or credit line shall not be used. (k) The Employer and the Union shall establish a joint committee to meet when necessary, during daytime working hours, hours to discuss matters of common concern. (l) No employee in the bargaining unit shall be required without consent to provide written performance reports on another employee in the bargaining unit. When a performance evaluation is being done, done a bargaining unit employee may request that such evaluation be done by an excluded employee.

Professional Activities. (a) Except for columns and opinion pieces, the Employer shall not use bylines, credit lines, pictures, caricatures or other forms of personal identification over an employee’s protest. (b) The right of an employee to express to the Employer concern over matters he/she feels may violate acceptable or ethical newspaper practice is hereby confirmed. (c) The Employer will not publish a correction or apology in respect of an employee's work until a reasonable effort has been made to discuss the matter with the employee. (d) Published corrections shall indicate when mistakes are due to editing or typographical errors. (e) An employee whose work or person is mentioned in a reader opinion shall be given a copy of such opinion, prior to publication, whenever possible. While the employee has the right to discuss the contents of such opinion, the final decision as to whether the opinion will be published shall rest with the Employer. Where the employee, within two (2) working days, establishes to the satisfaction of the Employer the falsehood of any material, such material will not be published. (f) No employee shall be required by the Employer to give custody of, or disclose any knowledge, information, notes, records, documents, films, photographs or tapes or the sources thereof to any party other than the Employer. The Employer agrees that the foregoing shall not be released to any other party without discussing the matter with the employee, providing the employee is available. (g) The Employer shall inform the employee of any demand for surrender, disclosure or authentication of any material produced by the employee. (h) The Employer shall not submit any material produced by an employee to any competition or contest without the consent of the employee, except when such material is part of a group project, in which case the employee will be consulted before the material is submitted. (i) The Employer shall attempt to protect employees against unauthorized use of employees’ work. (j) Whenever substantial changes are made to a story, column or opinion piece, a reasonable effort will be made to discuss the changes before publication of the story, failing which the byline or credit line shall not be used. (k) The Employer and the Union shall establish a joint committee to meet when necessary, during daytime working hours, to discuss matters of common concern. (l) No employee in the bargaining unit shall be required without consent to provide written performance reports on another employee in the bargaining unit. When a performance evaluation is being done, a bargaining unit employee may request that such evaluation be done by an excluded employee.