Layoffs

Members Are Laid Off By Seniority

Seniority Is Defined As Total Time With The Company

Layoffs Are Determined By:

Full-Time Employees And Part-Time Employees Have Separate Seniority Lists

Severance Amounts For Layoffs Are Clearly Stated In The Contract

Everything You Need To Know (But Hope You Never Need To Use) About Layoffs

In companies like ours - during times like these - each of us, at one time or another, can expect to experience layoffs within our department. But, what rules need to be followed when management decides to reduce the workforce with layoffs?

Most Union contracts have language which defines the extent of job security each member has during layoffs. Most contracts state Union members are laid off by seniority - the last employee hired is the most vulnerable to layoffs. Our main contract - covering members at Dow Jones and Factiva - is a little different.

First Things First - Who Can They Lay Off?

The contract states that layoffs are determined by department, then location, then job title. So, as an example, vice - presidents gather, and budgets are prepared and studied, and it's determined that Advertising needs to cut costs.

Then, Advertising gurus get together and figure that, of all our branch offices, it will be easiest to slash staff in Minneapolis, and pile extra work on the remaining employees.

So, with the focus on Minneapolis, it's decided that we don't really need seven Advertising Coordinators, when we can get by with four.

And then, IAPE receives a notice from Human Resources - three Ad Coordinators from Minneapolis have received layoff notices. They were laid off by seniority - of the seven AC's in the Twin Cities, these three had the least time with the company.

Time With The Company?

Under the main contract, you begin accruing seniority as soon as you are hired at Dow Jones or Factiva, and you are not affected by a transfer into another classification or department.

So, if you're an Advertising Production Clerk and have been since 1995, and seven other APC's have been hired since you were, you've got a fair amount of seniority in your department.

But, if you were in Minneapolis (staying with the example from the front) and you got promoted to Ad Coordinator last year, but everybody else in that job title in your department was hired by Dow Jones in 1994, then you're going to get a layoff notice.

Your best friend who got promoted with you? She was hired in 1992. So regardless of last year's transfer, she's got more seniority than members who were already in the department. Her job is safe.

But, He's A Part-Timer!

So, as you're cleaning out your desk, you realize that of the four AC's left, one of them actually was hired just last year!! Shouldn't he be the one to get a layoff notice?

Sorry my friend - that person is a part-time employee, and the company decided that it wanted to lay off full-timers only. In our main contract, full-time employees and part-time employees have separate seniority lists.

The Voluntary Layoff

Hmmm. Turns out that somebody in your group was thinking of leaving the company anyway, and they accepted a voluntary layoff. Congratulations - you've got your job back.

In any layoff situation, voluntary layoff notices will be delivered to remaining employees in the affected job title. A person receiving a voluntary notice should not be upset, or feel that they are being targeted by their manager. This is a right that IAPE has fought for in the event of a situation like the one above. If an employee opts for a voluntary layoff, the previous layoff notice to the person with the most seniority will be rescinded.

What Am I Entitled To?

After the layoff, the questions become easier to answer. For a complete explanation of severance entitlements and retraining allowances, please see our contract.

Remember - the company determines layoffs: