Your Voice at Dow Jones and The Wall Street Journal
IAPE Advances in Push For Pay Transparency
Feb. 25 2019—In response to requests for a clearer understanding of how to navigate salary discussions at Dow Jones, the union released a guide to share what we know about pay here through member feedback and the results of our latest pay study. IAPE's most recent analysis revealed that while we’ve made strides, women are still underpaid, and people of color are both underpaid and underrepresented at Dow Jones . READ MORE
The Independent Association of Publishers’ Employees (IAPE, IAPE1096 or IAPE Local 1096) has been run by and for the employees of Dow Jones & Company for over 80 years. We represent approximately 1,250 employees in 20 locations throughout the U.S. and Canada. Our members hold a wide range of jobs—from reporters to computer technicians and programmers, from ad sales executives to staff assistants. Together we help publish and distribute the print and online versions of The Wall Street Journal and Barron's, and we work on products like Factiva and MarketWatch.
Our primary objective is to advance the economic interest and improve the working conditions of our members. The salary and benefits you enjoy are guaranteed to you through your IAPE contract. These benefits, including health insurance, retirement benefits, vacation days, and severance pay, have been fought for and won over the years through the collective bargaining process. Annual raises and other pay are also governed by the contract.
In addition to negotiating our contract, the role of the union is to help our members if they run into problems on the job—whether it is a problem with their boss, benefits or workplace safety. You have the right to bring an IAPE representative with you to any meeting at which discipline may be discussed. You don't have to go it alone!
Know Your Contract!
GRIEVANCES AND DISCIPLINE
If you’re called into a disciplinary meeting, you can request that a union representative attend as an observer. Find a union representative in your office.
Grievances must be submitted in writing, within 45 days after the alleged grievance occurred. If not resolved in timely fashion, the union can request arbitration.
OVERTIME and COMP TIME
Our official workweek is 35 hours. Overtime-eligible employees earn 1.5x pay for extra hours.
Employees who aren’t eligible for overtime can get comp time and/or 1.5x pay for work on a scheduled day off, depending on the number of hours worked and where they were worked. If you work more than two hours on a scheduled vacation day, you get that day back.
Check out our guide on filing for OT and Holiday Pay in Workday. F
Pay and Diversity
Pay comparisons are a popular service among IAPE members. We can tell you broadly how your compensation compares to that of other union-represented employees in a similar location, with similar experience, or with other parameters that you can suggest. We can't and won't reveal personal information about other employees, but if you want to know what kind of salary ranges exist for your job, or how your pay ranks—we can help.
The conversation about diversity at Dow Jones is getting louder and louder, and IAPE is keeping it going. Take part in our ongoing series of candid discussion about our workplace culture in a comfortable, off-the-record setting. Here are some of our icebreakers: What does diversity and inclusion mean to you? How are your managers working to ensure the company's goals around diversity? Do you feel comfortable talking about this subject with your managers? What's the culture like in your group?
Events and Training
Committees FAQ in April
Join one of our information sessions to learn more about our committees and how you can get involved.
Princeton -- Tuesday April 23, Beijing Conference Room (Second Floor) 2:30 p.m. -3:30 p.m.
New York -- Wednesday April 24, Midtown Conference Room (Fourth Floor) 1 p.m. - 2 p.m.
Steward Training in May
IAPE is always looking to add to our list of stewards, a role even more important during contract negotiations. Stewards are the eyes and ears of our workplace. They help ensure that members know their rights and that leadership is aware of issues that require union response.
Here are some topics we’ll discuss in the hour-long session we’re planning for May in Princeton and New York, with options for remote attendance.
+Handling disciplinary meetings
+How member concerns turn into workplace change
+Basics of our contract and rights as a union member
Interested in joining? Email email@example.com with “steward training” in the subject.