Tag Archives: Non-newsroom

Denver Newspaper Guild Website Has Moved

27 Apr

The Denver Newspaper Guild website has moved to denvernewspaperguild.org. Hope to see you there.

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The Guild is Looking for a Few Good Stewards

29 Nov

A ONE DAY training session for current union stewards and those who would like to become a steward is scheduled for Friday, Dec. 7 from 9 a.m. to 5 p.m. at the Communication Workers of America District 7 office at 8085 E. Prentice Ave. in Greenwood Village (I-25 and Belleview Avenue). Lost-time pay will be available for anyone wishing to attend the training.

If you are interested in attending, please contact the Denver Newspaper Guild office at 303-595-9818 or dng@denvernewspaperguild.org by 5 p.m. Friday, Nov. 30.

From the FAQs section of the DNG website:

What is a Steward?
Stewards are employees who volunteer their help to make sure the contract is followed. They do this by answering your questions, helping you find solutions to problems and representing you in meetings with your managers. Wondering what your rights and responsibilities are? Check with a steward. They should be your first contact if you have a problem on the job.

When Should I Ask a Steward to Represent Me?
You have the right to have a steward present at any meeting that could affect your relationship with the company — whether it is a disciplinary meeting or not. If a manager asks to speak with you in private, ask a steward to go with you. Why? Not because you can’t stand up for yourself, but because a steward standing beside you makes you a stronger employee, one who won’t be taken advantage of, intimidated, or treated inappropriately. A steward also can help you and your manager work out solutions to problems. Managers know you have the right to a steward, and cannot prevent you from exercising that right. You will find that encounters with managers are far more fair and productive when a steward is present. If you go into a manager’s office alone, it’s your word against theirs if any information from that meeting sparks an issue.

For more information on union stewards, click here.

Non-newsroom Contract Ratified

5 Sep

THE NEW GUILD CONTRACT covering Denver Post employees in departments other than the newsroom was accepted by the membership. The new agreement is effective immediately. Circulation wage reductions will take effect on Sunday, September 9, 2012.

Bargaining Committee:

Kathy Rudolph
Sam Johnson
Maureen Shively
Michelle Miller
Tom Peterson
Laurie Faliano
Paulette Shrefler
Tony Mulligan

Reduction In Dues To Be Voted Upon

30 Aug

IN THE AUGUST Denver Newspaper Guild Representative Council meeting, delegates decided to propose a reduction in union dues if contracts with expanded union shop requirements are ratified by the non-newsroom and newsroom bargaining units.

Several years ago, The Newspaper Guild (TNG) added a requirement of a monthly contribution to the national union’s defense fund to be paid by local unions on behalf of each member. Members of The Denver Newspaper Guild voted to increase dues by a small amount to cover that expense. Dues were increased from 1.3846 percent of pay, the minimum dues required in the TNG Constitution, to 1.4423 percent, the current dues rate.

The tentative agreement for the non-newsroom bargaining unit includes a requirement that everyone covered by the agreement except outside sale staff must become members of the union or pay fees equivalent to dues. A full union shop has also been tentatively agreed to for the newsroom bargaining unit. These changes will increase dues income received by the union.

Since the union’s income will increase if the tentative agreements are adopted, the Representative Council believes all members can pay a little bit less. So the Council proposes to reduce dues to the minimum required in the TNG Constitution. The Denver Newspaper Guild Bylaws require a vote at a membership meeting to change the rate of dues. If the contracts are ratified, a dues reduction will be voted upon at the October General Membership meeting.

Below are examples of current dues compared to the proposed reduced dues rate:

Weekly Pay Current Monthly Dues Reduced Monthly Dues
$600.00 $37.50 $36.00
$800.00 $50.00 $48.00
$1,000.00 $62.50 $60.00
$1,200.00 $75.00 $72.00

 

Non-newsroom Tentative Contract And Voting Schedule

29 Aug

The Denver Newspaper Guild Non-newsroom Bargaining Unit Tentative Agreement

Summary of changes to the current contract:

Term

March 10, 2012 to September 10, 2014 (Changes effective upon ratification. Wage and mileage changes effective September 9, 2012)

Article VI, Union Security

Full union shop except for outside Account Executives.

Article IX, Severance

Bi-weekly payments of severance or lump sum upon request.

Article XII, Defined Contribution Plan 401(k)

Delete Employer match

Article XIV, Hours of Work and Overtime

In addition to 15 minute breaks for those who work on computers, add 10 minute breaks for all other employees

Article XVIII, The Denver Post Health Plan

Change part-time eligibility to an average of 30 hours per week.

Article XX, Leaves of Absence

Bereavement leave – Within seven (7) days of the death, the employee shall work with his/her supervisor to schedule the time off.

Article XXIII, Wages

Except as noted below concerning District Managers, Assistant District Managers, Single Copy Sales Representatives, Customer Service Representatives, Associates, and Coordinators, all current scales will remain the same for the life of the Agreement.

Article XXIV, General Wage Provisions

The Post may change pay dates with 30 days prior notice to employees and the union. Management and the union will work out details of a transition plan.

Article XXV, Expenses and Equipment

Employees making their personal automobiles available for use at the authorization of the Employer shall be reimbursed for all business miles at the IRS rate less 15 cents per mile.

Article XXIX, No Strike

Add “and employees” after “Union” in the first and last sentences.

Call Center

The Company and the Union agree to an exception to Article II, Jurisdiction of the Contract to allow for the outsourcing of most Circulation Customer Service and Retention/Verification Call Center work. The Company may outsource the handling of inbound customer service calls and outbound retention or verification calls. Remaining circulation call center work including but not limited to customer emails, escalated calls, Fix Files (duplicates, stand alone, PBM at two addresses, hybrids) circulation field requests, field follow up and processing refunds and reversals and any similar work remains under the jurisdiction of the Guild, to be performed by Guild-covered employees.

To facilitate the transfer of work and the reduction in force, the Parties agree as follows:

Outsourcing may occur in phases, but shall begin no sooner than sixty (60) days after ratification of the Agreement and shall be completed within one hundred and twenty (120) days after ratification.

After outsourcing is completed, at least two (2) full-time call center positions and 130 hours of part-time work shall be retained for at least six (6) months.

Prior to call center staff reductions, the Company shall provide to all affected employees, a comprehensive description of the duties of the remaining jobs, a mock schedule and the location where the work will be performed, with the understanding that the location may be changed in the future. Affected employees shall be given notice of any move at least thirty (30) days prior to a location change. The Company shall also provide a schedule of projected dates that staff reductions will occur and the number of positions expected to be reduced on each date.

For the purpose of staff reductions, all inbound and outbound Circulation Customer Service Associates, Circulation Customer Service Representatives and Circulation Customer Service Coordinators shall be in one pool without regard of full-time or part-time status. Layoffs shall be conducted in reverse company seniority order regardless of full-time/part-time status or job title.

Two weeks prior to the effective date of layoff for each phase, the Company shall post notice of the layoff date and the number of positions to be eliminated. During the two-week period, call center employees may volunteer to resign or retire with severance. If there are more volunteers than the number of positions being eliminated, volunteers will be accepted in seniority order.

Part-time employees who remain employed until layoff or resignation during the layoff period shall be eligible for a severance benefit as follows:

  • Less than 1 year of service – $500 lump sum before taxes
  • One to two years of service – $1,000 lump sum before taxes
  • More than two years of service – $400 for each year of service or partial year of service capped at $4,000 lump sum before taxes.

Call center employees who are laid off shall be rehired to fill call center vacancies as provided under Article VII, Employee Security, Section 4(h) through (l) except all laid off employees will be placed on one rehire list without regard to job title or full-time/part-time status, and the rehire list shall be maintained for eighteen (18) months. Employees who elect to resign with severance during the layoff period shall not be placed on the rehire list.

For employees who are enrolled in medical and dental insurance and are laid off or resign during the layoff, the Employer shall pay six (6) months of COBRA subsidy, whereby the Employer pays its share of the monthly premium and the 2% fee.

The Employer shall provide job search and resume writing counseling for all call center employees.

Call center employees who are laid off or resign during the layoff period shall retain eligibility to use Mines and Associates, the Employee Assistance Program provider for six months after separation.

Full-time employees who retain employment shall be scheduled 40 hours within 5 days per week.

Full-time employees who retain employment but move to part-time status shall retain eligibility for severance upon layoff. For those employees, the severance amount shall be the amount the employee was entitled to on the implementation date of this Agreement.

Upon completion of outsourcing, wages for all remaining call center employees except those who were Customer Service Coordinators shall be the Customer Service Representative pre-concession rate (Classification 26).

Upon completion of outsourcing, any Customer Service Coordinators who remain employed shall have their weekly pay reduced by $50 to $753. One year later those employees shall have their weekly pay reduced to $710 per week, top scale of pay classification 26.

Call center employees who remain employed after outsourcing is completed may elect to resign with severance within 60 days after the completion of outsourcing. For unemployment purposes, such resignations will be treated as layoffs. Vacancies shall be filled by rehire from the list of laid off employees.

Three months after outsourcing is completed, the Company and the Union shall meet to discuss work expectations and possible changes to the job description.

If The Post decides to return inbound and/or outbound call center work to the U.S.A., the Guild shall be provided a request for proposal (RFP) and shall be allowed an opportunity to submit a proposal to return the work to The Post under the Guild’s jurisdiction. In deciding whether to accept the Guild proposal verses any other proposal, The Post’s decision shall not be for arbitrary or discriminatory reasons.

Home Delivery
  • District Managers – 7.5% cut to $1,132 per week.
  • Assistant District Managers – 6.75% cut to $726 per week.
  • Severance based on continuous full-time service. (ZM/exempt time counts)
  • In the home delivery department, the pay system shall be pre-populated with scheduled hours. Time cards shall be submitted on the last day worked in a pay-week. Hours on the timecard that differ from the scheduled hours shall be entered into the pay system. Zone Managers shall not discourage employees from submitting hours worked or offer comp time in lieu of overtime pay except time to be taken in the same pay-week.
Single Copy
  • The pay rate of Single Copy Sales Representatives shall be $1,087 per week until the last day of the Agreement, then reduce to 29A top scale of $950 per week effect on the last day of the Agreement.
  • MOA #2 Continues.
Production Maintenance

Production Maintenance employees shall all move to the new job title of Production Maintenance Technician after the parties agree that all employees have received adequate cross training to perform any work that may be required of a Production Maintenance Technician. The Parties will meet in January 2013 to determine if they mutually agree to move to one title and to discuss the bidding process/structure.

If you would like a copy of the full tentative contract with all changes marked, please email the Guild office at dng@denvernewspaperguild.org and we will send you a copy.

_____________________________________________________________________________

Guild Contract Ratification Schedule

The tentative agreement on a new contract between the Denver Newspaper Guild and The Denver Post will be presented to the non-newsroom bargaining unit members for a ratification vote on Sept. 4 and 5, 2012.

Voting Schedule

Any bargaining unit member may vote at any of the times and locations listed below.

Tuesday, Sept. 4, 2012:
  • Washington Street Plant lunchroom, 5990 N. Washington Street — 6:15 to 6:45 a.m.
  • 58th Avenue warehouse, 5755 Washington St., Unit B — 7 to 8 a.m.
  • Tech Center 7th floor lunchroom, 7900 E. Union Avenue — 1 to 2:30 p.m.
  • Colfax office, auditorium (1st floor), 101 W. Colfax — 4:30 to 6 p.m.
Wednesday, Sept. 5, 2012:
  • Dartmouth warehouse, 3149 S. Platte River Drive — 7 to 8 a.m.
  • Sable warehouse, 452 Sable Blvd. Unit A — 8:30 to 9:30 a.m.
  • Colfax office, auditorium (1st floor), 101 W. Colfax — 11 a.m. to 1:30 p.m.
  • Washington Street lunchroom, 5990 N. Washington Street — 2 to 3 p.m.
  • The Guild Office, 1175 Osage Street, Suite 205 — 3:30 to 5 p.m.

Ballots will be counted in the Guild office by the bargaining committee at 5 p.m.

Non-newsroom Bargaining: Session 16

9 Aug

GUILD AND POST REPRESENTATIVES reached a tentative agreement on a new contact. The components of the tentative pact are summarized below. Over the next couple of weeks, the company and union will finalize the language of the agreement. After that process is completed, the tentative agreement will be made available to all members and ratification meetings will be scheduled. Ratification meetings will be held no sooner than the first week in September.

Tentative Agreement
Summary of changes to the current contract:

Term
• September 10, 2014

Article VI, Union Security
• Full union shop except for outside Account Executives.

Article IX, Severance
• Bi-weekly payments of severance or lump sum upon request.

Article XII, Defined Contribution Plan 401(k)
• Delete Employer match

Article XIV, Hours of Work and Overtime
• In addition to 15-minute breaks for those who work on computers, add 10-minute breaks for all other employees

Article XVIII, The Denver Post Health Plan
• Change part-time eligibility to an average of 30 hours per week.

Article XX, Leaves of Absence
• Bereavement leave – Within seven (7) days of the death, the employee shall work with his/her supervisor to schedule the time off.

Article XXIII, Wages
• Except as noted below concerning District Managers, Assistant District Managers, Single Copy Sales Representatives, Customer Service Representatives, Associates and Coordinators, all current scales will remain the same for the life of the Agreement.
• The Post may change pay dates with 30 days prior notice to employees and the union. Management and the union will work out details of a transition plan.

Article XXV, Expenses and Equipment
• Employees making their personal automobiles available for use at the authorization of the Employer shall be reimbursed for all business miles at the IRS rate less 15 cents per mile.

Article XXIX, No Strike
• Add “and employees” after “Union” in the first and last sentences.

Call Center
The Company and the Union agree to an exception to Article II, Jurisdiction of the Contract to allow for the outsourcing of most Circulation Customer Service and Retention/Verification Call Center work. The Company may outsource the handling of inbound customer service calls and outbound retention or verification calls. Remaining circulation call center work including but not limited to customer emails, escalated calls, Fix Files (duplicates, stand alone, PBM at two addresses, hybrids) circulation field requests, field follow up and processing refunds and reversals and any similar work remains under the jurisdiction of the Guild, to be performed by Guild-covered employees.

To facilitate the transfer of work and the reduction in force, the Parties agree as follows:

Outsourcing may occur in phases, but shall begin no sooner than sixty (60) days after ratification of the Agreement and shall be completed within one hundred and twenty (120) days after ratification.

After outsourcing is completed, at least two (2) full-time call center positions and 130 hours of part-time work shall be retained for at least six (6) months.

Prior to call center staff reductions, the Company shall provide to all affected employees, a comprehensive description of the duties of the remaining jobs, a mock schedule and the location where the work will be performed, with the understanding that the location may be changed in the future. Affected employees shall be given notice of any move at least thirty (30) days prior to a location change. The Company shall also provide a schedule of projected dates that staff reductions will occur and the number of positions expected to be reduced on each date.

For the purpose of staff reductions, all inbound and outbound Circulation Customer Service Associates, Circulation Customer Service Representatives and Circulation Customer Service Coordinators shall be in one pool without regard of full-time or part-time status. Layoffs shall be conducted in reverse company seniority order regardless of full-time/part-time status or job title.

Two weeks prior to the effective date of layoff for each phase, the Company shall post notice of the layoff date and the number of positions to be eliminated. During the two-week period, call center employees may volunteer to resign or retire with severance. If there are more volunteers than the number of positions being eliminated, volunteers will be accepted in seniority order.

Part-time employees who remain employed until layoff or resignation during the layoff period shall be eligible for a severance benefit as follows:

  • Less than 1 year of service – $500 lump sum before taxes
  • One to two years of service – $1,000 lump sum before taxes
  • More than two years of service – $400 for each year of service or partial year of service capped at $4,000 lump sum before taxes.

Call center employees who are laid off shall be rehired to fill call center vacancies as provided under Article VII, Employee Security, Section 4(h) through (l) except all laid off employees will be placed on one rehire list without regard to job title or full-time/part-time status, and the rehire list shall be maintained for eighteen (18) months. Employees who elect to resign with severance during the layoff period shall not be placed on the rehire list.

For employees who are enrolled in medical and dental insurance and are laid off or resign during the layoff, the Employer shall pay six (6) months of COBRA subsidy, whereby the Employer pays its share of the monthly premium and the 2% fee.

The Employer shall provide job search and resume writing counseling for all call center employees.

Call center employees who are laid off or resign during the layoff period shall retain eligibility to use Mines and Associates, the Employee Assistance Program provider for six months after separation.

Full-time employees who retain employment shall be scheduled 40 hours within 5 days per week.

Full-time employees who retain employment but move to part-time status shall retain eligibility for severance upon layoff. For those employees, the severance amount shall be the amount the employee was entitled to on the implementation date of this Agreement.

Upon completion of outsourcing, wages for all remaining call center employees except those who were Customer Service Coordinators shall be the Customer Service Representative pre-concession rate (Classification 26).

Upon completion of outsourcing, any Customer Service Coordinators who remain employed shall have their weekly pay reduced by $50 to $753. One year later those employees shall have their weekly pay reduced to $710 per week, top scale of pay classification 26.

Call center employees who remain employed after outsourcing is completed may elect to resign with severance within 60 days after the completion of outsourcing. For unemployment purposes, such resignations will be treated as layoffs. Vacancies shall be filled by rehire from the list of laid off employees.

Three months after outsourcing is completed, the Company and the Union shall meet to discuss work expectations and possible changes to the job description.

If The Post decides to return inbound and/or outbound call center work to the U.S.A., the Guild shall be provided a request for proposal (RFP) and shall be allowed an opportunity to submit a proposal to return the work to The Post under the Guild’s jurisdiction. In deciding whether to accept the Guild proposal verses any other proposal, The Post’s decision shall not be for arbitrary or discriminatory reasons.

Home Delivery
• District Managers – 7.5% cut to $1,132 per week.
• Assistant District Managers – 6.75% cut to $726 per week.
• Severance based on continuous full-time service. (ZM/exempt time counts)

In the home delivery department, the pay system shall be pre-populated with scheduled hours. Time cards shall be submitted on the last day worked in a pay-week. Hours on the timecard that differ from the scheduled hours shall be entered into the pay system. Zone Managers shall not discourage employees from submitting hours worked or offer comp time in lieu of overtime pay except time to be taken in the same pay-week.

Single Copy
• Effective on implementation, weekly pay of $1,087 until the last day of the Agreement, then 29A scale of $950 per week effect on the last day of the Agreement.
• Memorandum of Agreement No. 2 Continues.

Production Maintenance
• Production Maintenance employees shall all move to the new job title of Production Maintenance Technician after the parties agree that all employees have received adequate cross training to perform any work that may be required of a Production Maintenance Technician. The Parties will meet in January 2013 to discuss if they mutually agree to move to one title and to discuss the bidding process/structure.

Bargaining Committee:
Kathy Rudolph
Sam Johnson
Maureen Shively
Michelle Miller
Tom Peterson
Laurie Faliano
Paulette Shrefler
Tony Mulligan

Non-newsroom Bargaining: Session 15

27 Jul

DENVER NEWSPAPER GUILD and Denver Post representatives met July 25.

Over the course of the day, the company and union exchanged multiple proposals and counter proposals covering all remaining issues. The two big issues are outsourcing of the inbound (customer service) and outbound (retention) circulation call centers and the pay rates for circulation home delivery and single copy employees.

In order to reach agreement on the full contract, The Post continues to insist that any agreement must include the amount of savings from the circulation call centers that they can achieve by sending that work to Honduras. After months of trying to negotiate an agreement that would keep the call center work at the Post, but reduce costs enough to be competitive with a Central American call center, it has become clear that the math just will not work. So the union presented a proposal accepting the outsourcing of the call center work in exchange for additional compensation and benefits for those who will be displaced but will continue working until their job is eliminated, increased compensation for call center employees who are retained and a timeline for the transition of work to Honduras. Most of the details have been tentatively agreed to. The timeline and a few benefits issues are not yet resolved.

The outsourcing likely will result in the elimination of more than 30 local call center employees’ jobs, leaving two full-time employees and five part-time employees.

A tentative agreement was reached concerning pay cuts in the home delivery department. Pay for District Managers and Assistant District Managers will be cut to the 2009 concession rates, a 7.5 percent cut for District Managers and 6.75 percent cut for Assistant District Managers. The amount of pay cuts for some single copy employees has not yet been agreed to.

Mileage reimbursement for those who use their personal car for work will be reduced to 15 cents below the IRS rate.

Under provisions that have been tentatively agreed to and proposals still being negotiated, very little will change for most Guild-covered employees. Wages, pension, insurance benefits and sick leave will remain unchanged.

Subjects that have not yet been resolved include:

  • The length of the new contract
  • Some jurisdiction issues
  • Union security
  • Part-time eligibility for health insurance
  • A few call center issues
  • Single copy pay

The next bargaining session is scheduled for Aug. 9.

Kathy Rudolph
Sam Johnson
Maureen Shively
Michelle Miller
Tom Peterson
Laurie Faliano
Paulette Shrefler
Tony Mulligan

Non-newsroom Bargaining: Session 13

14 Jun

DENVER NEWSPAPER GUILD and Denver Post representatives met  May 24.

The union presented a counter-proposal concerning District Managers and Assistant District Managers including a four-day, 36-hour work week, the implementation of a time-tracking system to assure employees are paid for all hours worked and no layoffs in the department for the life of the agreement.

Management countered with a 10 percent reduction in hourly pay but no reduced hours, no time clock and a 10 cent per mile reduction in mileage reimbursement. The union then proposed to reduce pay to amounts agreed to in 2009 equaling a 7.5 percent cut for District Managers and a 6.75% cut for Assistant District Managers, a time clock, no layoffs and a 10 cent mileage reduction. The issue was set aside to be discussed at a later date.

Management responded to the union’s last proposal concerning the customer service call center. Management explained the savings the Post could achieve by outsourcing call center work to Honduras was greater than the amount estimated by the union. The union committee accepted management’s number and asked to discuss how to achieve the difference. Management then explained that they do not believe components of the union’s proposal, specifically the merger of inbound and outbound staff and functions, would work. The session ended without any resolution of the issue.

The next bargaining session has not been scheduled.

Kathy Rudolph
Sam Johnson
Maureen Shively
Michelle Miller
Tom Peterson
Laurie Faliano
Paulette Shrefler
Tony Mulligan

Non-newsroom Bargaining: Session Twelve

15 May

DENVER NEWSPAPER GUILD and Denver Post representatives met May 8.

The session began with the union’s committee explaining safety concerns related to the company’s plan to have production maintenance employees work across trades. We asked the company to provide required electrical safety training for all employees in the production maintenance department. Management committed to research required training and to provide it.

An agreement was reached on the pay scale for the new Production Technician position. The position will start at $24 an hour and advance to $25 after one year of service. Current production maintenance employees will retain their current pay scales. One production maintenance issue has not been resolved yet: The company wants to move all production maintenance employees into the new title within the next few months. The union proposed to retain current job titles for current employees until everybody is fully cross-trained.

Circulation management thanked the District Managers at the meeting for the great job home delivery employees have done. The company proposed to cut $411,000 out of home delivery labor costs. That amount is in addition to the savings from the recent layoff of five District Managers and five Assistant District Managers. Management asked the union to propose how to achieve the proposed expense cuts.

The union presented a proposal attempting to achieve the savings needed to compete with the bid from a call center located in Honduras. Under the proposal, most of the savings are achieved by combining the inbound and outbound staff and duties, eliminating all commissions and reducing full-time hours.

The next session is scheduled for May 24.

Kathy Rudolph
Sam Johnson
Maureen Shively
Michelle Miller
Tom Peterson
Laurie Faliano
Paulette Shrefler
Tony Mulligan

Non-newsroom Bargaining: Session Ten

19 Apr

DENVER NEWSPAPER GUILD and Denver Post representatives met April 11.

Management explained their proposal regarding sales support work. Management proposed to eliminate the positions of Sales Assistant and Media Sales Coordinator and to create a new position called Multimedia Sales Coordinator to perform the combined work. Currently, there are 12 Sales Assistants and eight Media Sales Coordinators. Under their proposal:

  • There would be 12 positions, resulting in the reduction of eight employees.
  • Incumbent employees who are interested in the new position would need to apply and interview for the position.
  • Current employees who are hired would be placed on a 90 day probation period that could be extended 45 days.
  • The position would pay $20 an hour.
  • Current employees who are hired would be grandfathered at their current pay rate if that rate is higher than the new pay rate.
  • Those employees who don’t apply or are not selected for the position and those who don’t make it through probation would be paid severance.

Union committee members voiced their opinion that 12 people would not be enough to perform the work and argued that requiring current employees to apply for the jobs was not appropriate.

The issue will be further discussed at a later date.
Kathy Rudolph
Sam Johnson
Maureen Shively
Michelle Miller
Tom Peterson
Laurie Faliano
Paulette Shrefler
Tony Mulligan