Session 23: Holding Firm

IAPE understands that negotiations require give and take, but the company’s proposal to keep raises at 2% for well into a decade was unacceptable to our members. And yesterday we made sure the company received the message on and off the bargaining table. 

We told the company again that 4% annual raises were the right place to start the conversation. In the interest of pushing talks forward, IAPE’s bargaining committee presented Dow Jones a package of our top priorities that we think would settle the contract. These include:

  • Set limits to increases on deductibles, co-insurance, co-pay, specialist visits and out-of-pocket maximums for term of the next contract 

  • Eliminating the need to reapply for a job in a restructuring when jobs functions will be the same

  • A 12-month limit on temporary workers hired through staffing agencies, with an extension to 18 months in limited cases for projects with notice to the Union

  • Preserving current 401(k) fixed and matching contributions

  • Enhanced protections if Dow Jones is sold in whole or in part

  • Increases to stand-by pay and shift differential rates 

  • More time for telecommuters to make the decision to move if required by the company to relocate to exercise seniority 

IAPE started with a comprehensive proposal and we have reached tentative agreement or are near tentative agreement on the majority of the items we presented. 

We have agreed to a simplified process for submitting and cashing out comp time. The company has agreed to a union proposal for additional notice in advance of disciplinary meetings, and to clearly inform members in advance if they are being disciplined. 

Employees who receive promotions after May 1st in any contract year will still be entitled to our annual negotiated pay raises. We have secured additional advance notice of permanent schedule changes for employees, and we rejected a company proposal to make self-evaluations a mandatory component of the annual performance evaluation process. 

Starting next year, employees will be able to receive an extra day’s pay instead of an extra day off when working on the July 4th holiday in the U.S. or the August Civic Day holiday for members in Canada. (Our current contract allows automatic cash out for holidays worked after Sept. 1.) And members who become disabled while on an unpaid leave will be eligible for short term and long term disability. For our members in sales, the company has agreed to provide a written explanation of changes to incentive plans. 

We vow after ratification to keep pushing certain other items such as lost vacation time because of workload, access to job openings for qualified candidates, better training and maintaining vigilance on claiming employees who are improperly classified outside of the Union. 

The company will provide IAPE with a response next Tuesday at our bargaining session in Princeton. Members in South Brunswick are invited to a chai break at 10 a.m. that morning to help the bargaining committee fuel up for another round of negotiations. 

Your visible support has helped the bargaining committee mount a solid campaign to ensure that IAPE members have a contract that recognizes your hard work and contributions to the company’s success. 

There are now several ways for you to show the company that you deserve a quality contract. 

Stay tuned for more. And thank you to the members who have already participated in these actions! 

Session 22: World-Class Disappointment

Yesterday Dow Jones presented IAPE’s bargaining committee with a wage proposal that is far less encouraging than the rosy commentary from senior executives on the company’s performance and outlook.  

The company offered the union 2% annual salary increases for the next three years while continuing to push for the elimination of the cost of living adjustment provision in our contract.

The union-negotiated raise has been at 2% for eight years and is the same increase we settled for in 2016 against the backdrop of a precipitous decline in ad revenue, consolidation of sections in The Wall Street Journal and global layoffs at the company. 

This year, COLA comes in at 2.44%. Had our 2016-19 contract been in effect through 2020, with a 2% raise scheduled for July 1 of this year, existing COLA protection would have required that members receive a 2.44% raise. 

Since the beginning of these negotiations IAPE has fought to hold on to a mechanism designed to shield members in the event that inflation wipes out the minimum yearly raise guaranteed in our contract. The company’s wage proposal makes clear we will have to fight harder for raises that simply keep pace with the cost of living. 

We also know that our members have made sacrifices through years of stagnant wages and rising health care costs to help the company to better footing. 

We are certain your hard work has helped give Dow Jones the “distinctive ability to prosper in the digital age” and we will continue to push for an annual compensatory increase that truly  recognizes your value. We think we’re worth more. 

We want to hear your stories of financial sacrifices you have made because of low salary increases over the years. Have you had to look for extra work? Have you struggled to make ends meet? What have you had to give up in order to keep up with the cost of living? We want to hear from you. Please fill out this submission form if you have a story to share. 

We will also need your continued support with visibility around the office. Help us keep up the momentum with the upcoming T-shirt Tuesday on October 1. Make sure your colleagues around you have their shirts and are ready to show their support for an increase that keeps up with the cost of living. If folks still need their shirts, check the last campaign update for info on upcoming pickups.

Session 21: The Power of Collective Bargaining

During these negotiations, IAPE has pushed for updates to our contract language addressing company covered leaves and other benefits offered at Dow Jones. We often help members navigate the confusing labyrinth of Dow Jones bureaucracy so they can access available benefits. Parental leave is one of the most important, and yesterday the company and union agreed on a simplified explanation of leave entitlements for new parents and easy-to-understand references to company resources that will be included in our contract. 

Yesterday company representatives also presented a response to IAPE’s latest health care counter-proposal on limits to employee cost-sharing. The bargaining committee is reviewing the numbers, and we can report that we have moved even closer to an understanding of the increases we think are acceptable to our members. We are still awaiting the company’s presentation on wages, and reiterated to representatives that the union can’t offer any more compromises until we do. 

We think that two months is too long to wait for a wage proposal, and are asking all our members to wear their new IAPE T-shirts on Tuesday, Sept. 24, and every Tuesday, until we get a quality contract. If you haven’t gotten your T-shirt yet, we’ll be emailing details Monday morning on handout times and locations in your office.

We have started counting the days we have gone without a wage proposal from the company. There are a number of ways you can display your support for the bargaining committee, from wearing a lanyard or button, to changing your desktop wallpaper. Let’s help show management you’re on board to getting the quality contract you deserve.

Session 20: Two Months, Too Long

IAPE presented Dow Jones representatives with our wage proposal on July 18, exactly two months ago to the day, yet we have still not received a response or counter from the company. And we have received no indication as to when we will receive one. 

We’ve tried to tell the company that getting a fair deal on our priority items is our main goal, and that it is difficult to negotiate any further without any clarity on a key component of our contract. 

IAPE’s bargaining committee has made significant progress throughout negotiations in securing meaningful advances to our current collective bargaining agreement. Our discussions on health care have been fruitful, and we had another productive discussion on benefits with company representatives at yesterday’s session. 

But we can’t move forward or offer any more compromises on the items still outstanding until we see the company’s wage proposal. 

We have tried to explain to the company that we need our raises, and the bargaining committee needs your help to make sure they understand. Our new IAPE t-shirts are being distributed this week in all the major offices and bureaus in anticipation of our first “T-shirt Tuesday” next week on September 24. We’re asking all our members to wear IAPE shirts in the offices on Tuesday or place them on the back of your chairs for visibility. Stay tuned for meet-up times for group photos in each location. We’ll continue t-shirt Tuesdays until we’ve secured the quality contract we deserve. And in the meantime, keep wearing buttons, displaying stickers and keep those desktop backgrounds visible with our campaign wallpaper

We are counting the days that we’ve gone without a response to wages and we will keep you updated on ways for you to help amplify that count. 

Session 19: Labor/Management

IAPE’s collective bargaining agreement is enforced primarily in a monthly forum with Dow Jones representatives where we regularly raise workplace concerns on behalf of our members. These meetings, held on the third Thursday of each month, is also where we discuss grievances filed for violations of our contract.

At yesterday’s session, company representatives told us again that had we brought certain issues to them in the monthly meetings, they might have taken some of our proposals more seriously. 

We think this isn’t the best argument against the union’s efforts to secure meaningful protections in our contract, but we want to remind members to reach out to your rep when you think there is a problem in your group or department to see if we can present it on our regular agenda.

During bargaining, we continue to meet at “the small table,” as they’ve referred to it, and we’ve used these meetings to bring up cases of problem managers, to ask questions about compensation, and to dispute when we think a member has been fired without cause. 

We continue to think that a stronger contract will be most helpful to our members and make the items we bring monthly even more difficult for the company to dispute or brush aside. 

We have an abbreviated bargaining week and will be back to the table on Tuesday to give the company our response to its latest health care proposal. 

Buttons and stickers were distributed around most of our locations this week. We are asking members to wear your button in the office on your lanyard or bag. Laptops and notebooks are a good place to display your sticker. Check in with your union peers and make sure they’ve gotten their IAPE gear. Email Stefanie Frey at if you need more! And if you haven’t done so already, make sure you check out last week’s action item where we asked everyone to display support at our desks by changing your desktop & screensaver image.

Session 18: Progress on a Priority

Dow Jones representatives yesterday presented IAPE’s bargaining committee with a more detailed response to our health care proposal that moved closer towards the protections we are seeking against unpredictable increases to cost sharing. 

We were pleased the company heard our concerns and is meeting the union’s request for clear limits to premiums, deductibles, out-of-pocket maximums and other components of our personal health expenditures in an easy to understand table that is included in our contract.

Though we aren’t able to at this point share details on the specific increases the company is seeking, we assure you that we maintain our goal of limiting increases to a level that won’t erode annual raises. 

To that end, we again requested the company be prepared to present its proposal for the guaranteed raise and other economic items in our contract when we meet again to discuss health care next Thursday.

We are still further apart than we want to be on important issues. We are waiting on a response to our proposal to create pay tiers that would stop some people from falling far behind others. And we are continuing to push on issues like whether reporters should be told to be on standby on a Saturday for news that's not on their beats with no compensation for doing so. The company tells us that requiring you to make yourself available for the remote chance that something happens, with no pay at all for it, is just part of the job. We disagree, on everyone’s behalf.

We’re excited to see so many members change their desktop wallpaper screen saver to show your support for the bargaining committee. We have new IAPE stickers you can put on your laptop or notebook and buttons to wear on your lanyard to let management know that the union’s efforts have your backing.

For those of you in New York, we hope to see you next Thursday at O’Briens for our IAPE Happy Hour. And stay tuned for events and meetings in your location! 

Session 17: Waiting for Wages

Pay is always a top issue for IAPE and even more so during collective bargaining, as we understand that for most of our membership the annual compensatory increase in our contract is the only raise they can count on. 

We’ve also heard from members who have been promised merit increases that they are on hold until we settle on a new contract. We want to remind you that there is nothing in our agreement that bars the company from granting raises, and that promotions and job changes do take place during negotiation periods. Though we know from experience that management often includes the union-negotiated raise within the merit-raise figure members are presented. 

At our Tuesday negotiating session, we again requested from Dow Jones representatives a response to our wage proposal or a counter with their own number for consideration. 

While we have had fruitful discussions on health care, the company has told us it is holding out on offering a wage proposal because of dissatisfaction with protections we are seeking during layoffs and around the company’s use of freelancers and contract workers, in particular. 

Though we’ve made significant moves to meet the company in the middle on items the company has deemed less important, we know these issues are vital for IAPE members.

The union and the company already have tentative agreements on more than two-dozen items of contract language changes, covering items from the very minor—like the title of our job description document—to more significant matters such as ensuring employees who receive promotions after May 1st in any contract year are still entitled to our annual negotiated pay raises. We have secured additional advance notice of permanent schedule changes for employees, and we have turned back a company proposal to make self-evaluations a mandatory component of the annual performance evaluation process. The company has agreed to a union proposal for additional notice in advance of disciplinary meetings, and to clearly inform members in advance if they are being disciplined. 

We will continue to fight for a deal that is best for our members and are ready and willing to strike a fair agreement on health care, wages and other priority items.

The bargaining committee needs your support to get the contract you deserve. Brand new IAPE stickers and buttons are arriving this week in New York, Princeton, Los Angeles, Washington, San Francisco and Chicago. We are encouraging members to wear their buttons on their lanyards or bags. Notebooks and laptops are great places to display your stickers. We have also rolled out a desktop wallpaper that we all can use as backgrounds and/or screensavers on our computers. You can also find other sizes for social in our Campaign Kit. Stay tuned for events throughout September where you can learn about more ways to support. 

Session 16: Healthy Dialogue

IAPE’s bargaining committee on Thursday received a positive response from Dow Jones on the union’s health care proposal calling for clear limits to each portion of employee cost sharing.

Company representatives told us they understood our concerns regarding unpredictable increases and our desire to have the limits included in our contract. 

We expect subsequent discussions with the company to focus on cap levels, and we will share details as we are able while we work towards a deal on benefits. In the meantime, the terms of our current contract will continue through the end of October. 

We think we will be able to reach an agreement sooner than that, but we will need your continued and visible support to make that possible.

We have new swag coming in the next few weeks to continue spreading the word that “quality news deserves a quality contract”. Stay tuned for more in campaign updates next week. We also have mugs left for those that haven’t yet received one. Check in with your location director or email us at to get yours. It’s great to see so many of you supporting with the email signature/social media IAPE insert and keeping those mugs out and about! You are helping make our message at the table even stronger.

Session 15: Words Matter

Since we started collective bargaining nearly three months ago, IAPE’s bargaining committee has had a clear plan and a proposal that has included contract language aimed at addressing our members’ most pressing concerns. 

After rounds of givebacks in previous negotiations, years of erosion to our compensation because of rising health care costs and a contract that failed to keep pace with our changing workplace, a comprehensive proposal was an appropriate place to start the conversation with Dow Jones. 

Yesterday, company representatives expressed frustration at the union’s thoroughness in seeking meaningful protections in our contract, even though their approach has been to discuss items in concept without offering language proposals. Given our immediate dispute regarding contract interpretation following Bargaining 2016, we think that words matter. And especially on key issues such as an employee’s rights when jobs change, seniority, the company’s use of contract workers and pay outside of scheduled work hours. 

As your bargaining representatives, getting the best deal on our most important issues is our primary objective. We think we have made significant headway given that we have yet to receive a response or counter to our wage proposal.

We will have another discussion on health care at tomorrow’s negotiation and will continue to push the company towards a substantive discussion on our proposal for clear limits to each portion of employee cost sharing. 

Tomorrow is the final day of our 60-day contract extension, and we expect Dow Jones will honor our request for an extension of our contract terms as they have in past years while we get to a final deal.

IAPE’s bargaining committee needs your support now, and there are a number of ways you can get involved. We’re also planning a series of meetings and events at all our locations through the next few weeks, stay tuned to your inbox or see your location director for more information. 

And if you’re at 1211, please note that we’ve changed the day for our Bagel Breakfast next week. Details below:

Bagels & Bargaining Updates

  • Come grab a bagel and fill your new IAPE coffee mug as members from the bargaining committee give you the latest news from the negotiating table. We’ll have some new swag items available as well to help support the bargaining team as they continue to advocate for a quality contract. 

  • Where: Yankees Meeting Room (5th Floor)

  • When: Friday September 6th @ 11a

Session 14: Union Gains Victory With Fitness Benefit

IAPE members will continue to have access to the fitness reimbursement benefit and won’t be forced to use the Virgin Pulse program, company representatives told the bargaining committee at Tuesday’s session.

We’re pleased the company heard us when we told them about your concerns about Virgin Pulse’s potential impact on members of color, gay men, women, disabled employees—and anyone concerned about privacy.  

We hope it’s the first of several instances where members speak, and the company listens.

Among other important wins, Dow Jones pulled back on its proposals to diminish seniority rights by making merit the first criterion in layoffs and for mandatory self assessments and goal setting in annual performance reviews. 

As we told you last week, we are still awaiting the company’s response to our wage proposal and we will have further discussion on health care to reach the union’s objective of clear limits on each portion of cost sharing in an easy-to-understand table that is included in our contract. 

We’ve had some productive conversations with the company on benefits and will continue to fight for caps on increases that won’t erode pay increases.  

We are committed to reaching a deal on a quality contract that offers our members real protections and will need your help to be successful. Soon, we’ll be sharing some simple ways for you to show your support as we continue our work at the table. We are also in the process of ordering t-shirts (as well as some other swag) for all members. Request a t-shirt size & color ahead of time to help us finalize our counts. And finally, make sure to grab a mug from your location representative if you haven’t yet received one!

Session 13: Rude Health

Health care makes up a significant portion of our compensation and IAPE’s proposals this year are laser-focused on putting limits on the cost-shifting trend we’ve experienced in recent years.

In our third discussion of benefits with Dow Jones representatives, the bargaining committee presented the company with our revised proposal outlining up to 5% increases to each component of cost sharing throughout the term of our next contract. 

According to our analysis, the company’s overall health costs have been relatively flat, making the increases the company told us it was projecting earlier in negotiations especially unacceptable. 

We will continue to push for fair health costs that prevent Dow Jones from increasing the burden further. We are still waiting for a response to our wage proposal, which calls for a 4% raise for every year of the contract, and will continue to weigh these priority items in tandem to get the best agreement for our members. 

The bargaining committee also reiterated our position that we would allow the Virgin Pulse wellness benefit to be offered to our members as long as the company maintains a reimbursement option. The union’s opposition to Virgin Pulse has mainly been focused on the generally intrusive nature of a more difficult to use benefit. Yesterday we outlined concerns brought to us by employees who have access to the program, including that people of color and individuals with disabilities, among others, may not be able to make full use of the program.

A reminder that our 60-day extension period ends on Aug. 29, and we are recommending that members get in their fitness reimbursements by that date. In the past, the union and company have usually agreed to allow the terms of our contract to continue after the extension period while we work out a deal. 

Please continue to show your support for the bargaining committee on Twitter, Facebook and Instagram. See your representative if you haven’t gotten your IAPE mug and stay tuned for information about meetings and activities in your location. 

Session 12: Bargaining for You

Throughout two months of negotiations, IAPE’s bargaining committee has told Dow Jones representatives that we are here to deliver our members a contract that provides them meaningful protections. 

Our members made concessions over a series of contracts that helped position the company for the period of prosperity it is in now, and we think the proposals we have presented adequately account for your role in this success. 

Your priorities are clear–transparency surrounding health care cost sharing and increases that don’t erode annual pay raises and more certainty when jobs end or need to change. 

Tomorrow we will be making the case for reasonable increases to health care, with clear limits on each portion of employee cost sharing. We’ll also be reiterating our position on Virgin Pulse–if the company insists on offering a wellness benefit that forces employees to enter personal health information, there has to be a straight reimbursement option as well. 

We ask for your support as we fight for security on benefits that make up a significant part of your compensation. If you haven’t already, post a photo of your IAPE mug on social media (and see the representative from your office if you don’t have one). And tomorrow, follow along as your bargaining committee and representatives show the company that quality news deserves a quality contract.

Session 11: Building Momentum

IAPE’s bargaining committee has made headway at the negotiating table with Dow Jones on some of our proposals and we are focusing in on our priority items in an effort to reach a deal that our members deserve.

We’ve gained ground by winning added notice time for disciplinary meetings, some language improvements around disability leave, adding July 4th (and Civic Day in Ontario) to the list of holidays eligible for payout for the extra day worked and better information about our members.

But we are still far apart on our priority items—mainly job security and benefits—which we will be discussing again with the company next week. 

As we near the end of our 60-day extension period, we will need your help to ensure that the company knows our proposals have your backing. Stay tuned to email & the IAPE slack workspace for instructions on how you can show your support when we are back at the table fighting against unpredictable increases to your health insurance and job security provisions that provide you real protection in a dynamic industry.

And a reminder that we are still awaiting the company’s response on our wage proposal

In the meantime, share a photo of your new IAPE mug on Twitter, Instagram and Facebook and contact our new Mobilizing Director, Stefanie Frey (, to learn how you can get involved and help get the word out about Bargaining 2019! 

Suggested language for Social Media Posts

  • “Supporting my bargaining committee as they fight for tktktk... health care, job security, pay, a fair contract....! #IAPEstrong” (Feel free to fill in with what's meaningful to you!)

  • “Strong coffee, strong union. #IAPEstrong”

  • “Proud to support my bargaining committee! #IAPEstrong”

  • “Proud IAPE member! #IAPEstrong”

Please be sure to keep your messaging positive and union focused.
We are NOT making noise about the contract, we are simply showing union solidarity and support. 

Session 10: Health Care, Cont.

In the second discussion of health care and benefits, IAPE presented company representatives with our analysis of the steady cost increases our members have absorbed in recent years as we argued for more certainty—and limits—on hikes going forward. 

The union and company have some distance between our views on what is an acceptable level of cost sharing for employees, and we held our position that our next contract include specific parameters on how much the company can raise premiums, co-pays, co-insurance, deductibles and out-of-pocket maximums. 

We understand that the company needs flexibility, but we don’t think that should result in an erosion of wages or mean unpredictable increases every year for IAPE members. 

Overall, we had a productive discussion with company representatives and expect there will be at least one more discussion on benefits before we are able to reach a deal. 

And a reminder on wage increases: we are still negotiating the level of the annual raises guaranteed in our contract and are awaiting a response to our initial proposal for 4% raises. In past years, the company has paid the negotiated raise retroactive to July 1 after we settle the agreement, and we appreciate your patience and support as we continue to fight for a contract that offers meaningful protections for our members.

Session 9: Working to Find the Middle

Representatives from the union and company focused the Tuesday bargaining session on finding common ground among the proposals presented by both sides so far. 

Dow Jones representatives provided some favorable responses to our proposals regarding  career progression for reporters and the significant concerns raised by the union about how the company chooses to undertake shifts in work when roles aren’t changing. 

We heard more details about the company’s proposal to eliminate premium pay in exchange for an easier process for cashing out comp time, though we expect further negotiation on the company’s proposed 10-hour cap for time earned for working on a scheduled day off. 

The sides also found agreement on our request for more notice to members who are called into disciplinary meetings. 

While we expect further discussion on major components of the union’s requests for our next contract—including for job security, wages and benefits—before we reach a deal, we were encouraged by the meeting yesterday. The bargaining committee will continue to fight for the security our members deserve from our collective bargaining agreement. 

Our next full bargaining session will take place next August 1 and will be focused on health care and benefits. Stay tuned to the bargaining blog for updates.  

Session 8: Job Protection and Raises

Job security is a top concern for our members and the union’s proposals this year aim to offer more certainty when the company needs to make changes to the workforce–including when roles need to change, when jobs are transferred and when the company decides that it needs to eliminate positions. 

We understand that the company needs flexibility and that sometimes positions end. 

But the approach used in recent reorganizations–forcing employees to reapply for their jobs–is unnecessarily disruptive and erodes confidence in the company. 

Our bargaining committee had a tense, but productive, exchange with company representatives at our negotiation on Thursday about why we are demanding a better way to handle this too-familiar routine at Dow Jones. 

Here are the highlights of how we’re trying to address this in our next collective bargaining agreement: 

--When work is transferred within the company an employee will have the right to the job (in seniority order) if they were performing similar work within 12 months prior to transfer; there is no requirement to reapply 

--Training is provided when new positions are accepted in a transfer 

--When positions are truly eliminated, if a similar job function or classification is created within 6 months, an employee who is laid off will have a right to that job 

--Employees will not suffer a reduction in pay when accepting a new job for work that is similar to a previous position

--Protections for IAPE members if the company is sold in whole or in part

--Limitations on the ability to move work from union members to contract, temporary workers and freelancers 

Annual Raises

The union also presented the company with our proposal for the annual raises guaranteed in our contract. We’ve asked the company for a 4% raise for the next three years, a 2% increase to introductory scales and a minimum weekly increase of $40 for all members. For eight years, the union-negotiated annual raise has been at 2%. When the company asked us to keep wage increases static in 2016, we were negotiating against the backdrop of a precipitous drop in ad revenue, consolidation of sections of The Wall Street Journal and layoffs. We think 4% is  an appropriate place to start the conversation given the company’s financial health and improved outlook, as cited by company executives. 

Dow Jones representatives told the bargaining committee on Thursday that they will need time to respond to our position, and will need to consider the costs of our other requests before they can come back with their offer. 

Session 7: Picking Up the Pace

IAPE’s bargaining committee offered Dow Jones representatives a revised proposal at our negotiation yesterday, highlighting areas where we think we can reach an easier compromise. 

The union said it was open to the company’s proposal on vacation accrual terms for employees who are leaving the company, while reaffirming our proposal to allow all members to sell back or carry over a week of vacation at the end of the year.

We also moved towards common ground on our proposal to extend an employee’s discretion to receive an extra day’s pay instead of an extra day off when working on the July 4th holiday (or the August Civic Day holiday for members in Canada). Our current contract allows automatic cash out for holidays worked after Sept. 1. 

The company also agreed to the union’s proposal that would allow members who become disabled while on an unpaid leave to be eligible for short term and long term disability. 

Thursday we will present our proposal for guaranteed annual raises, which we know is one of the most critical items in our contract for our members. We are also planning for a substantive discussion on our proposals related to job security, severance, part time and contract workers and job postings. 

Please check back on Friday, when we will be able to share more details about the raise we are seeking for IAPE members for the term of the next contract.

Session 6: Bargaining 101

Dow Jones presented the union with a second proposal during our July 9th negotiation, but offered no changes to its position on major items that we know are most important to our members. 

While the company seeks to erode safeguards in our contract including eliminating seniority protections, removing the cost-of-living clause and, critically, ending the union’s right to negotiate health care and other benefits on behalf of our members, we will continue to fight for a fair agreement. 

Collective bargaining is a process where both sides meet and consider one another’s proposals in a good faith effort to reach a deal that balances company flexibility with the security employees need. The ability to negotiate terms of benefits that make up a significant portion of our members’ compensation is not a point we consider up for debate. 

Next week, IAPE will present our updated proposal to company representatives, including revisions on items where we are trying to reach an appropriate compromise. We expect to push for detailed discussions on job security, benefits and wages in coming weeks. 

Stay tuned to your inbox for details on a bargaining update meeting at your location. 

Session 5: Pay and Progress 

Pay and advancement are among the top concerns for our members and yesterday we presented Dow Jones representatives with our proposal to bring more transparency to the process for both. 

We outlined a plan for adjustments to the job tiers and minimum pay scales in several job categories to better align with how members are currently paid. The most significant change we presented is for a 12-year career path for reporters with an automatic progression towards the senior special writer title and clear stepups in pay along the way.

The company said it would review our recommended measures for giving employees more certainty around pay raises and career progress. We expect further discussion before we reach an agreement on the minimum scales and pathway for advancement we’ve proposed. 

As we have passed the June 30 deadline for our contract we want to remind members that we are now operating under the 60-day automatic extension, which means the current agreement will be in place until the end of August. In the past, the union and company have usually agreed to allow the terms to continue after the extension period while we work out a deal. 

We are still working on a final presentation for the annual compensatory increases guaranteed in our contract and understand the importance of the yearly pay bump to our members. The bargaining committee appreciates your support as we continue to push for a contract that offers long-term security. 

Our next negotiating session is Tuesday, July 9, in Princeton where we will hear a presentation on the company’s second proposal. 

Have a great Fourth, and if you are working, don’t forget to file for holiday pay. 

Session 4: More On Health Care

After our first negotiating session on benefits with Dow Jones representatives, it is clear the discussion about what the union views as an acceptable level of cost sharing for our members will continue through at least another session. 

Most of yesterday’s meeting was devoted to a confidential presentation from the company’s bargaining committee outlining increases to premiums, co-pays, deductibles, coinsurance and out-of-pocket maximums for all members after 2020.

We asked them to explain the rationale for the increases we were shown and have told the company we’ll need to share more detailed information with you to reach any agreement on health care—which is a significant part of your compensation for working here.

We also requested details of the analysis from an external consultant they used to justify projected increases as we review our position and move towards a deal that we think is fair for our members. 

The company says it needs flexibility to plan. We know you also need to know what to expect in your paycheck and budget. We’re confident they can achieve flexibility without making an even more dramatic shift of costs to employees—or telling employees we have no right to negotiate on health care terms.