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.
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.
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?
IAPE @ Work — March 2019
Checking Your Check
Women make less than men at Dow Jones for doing the same work, a new study from IAPE has confirmed for the third year in a row. Since 2016, your union has been working to eliminate the patterns of pay inequity and gaps in diversity identified among our member population through a careful analysis of our union data. The highlights:
-The gender pay penalty persists.
-Dow Jones needs to make considerable progress on minority hiring
-What can you do? Get a pay review, join the discussion and reveal your salary to colleagues.
Read more about the data behind the union’s analysis and the company’s response to our findings.
Evaluating Performance Evaluations
For years the union has held the position that rating the performance of employees is a management function and that self assessments, in particular, should be considered optional.
In our continued effort to empower members to ask for the compensation they deserve, we want to re-examine our stance to reflect the reality of the salary negotiation process here.
We also want to increase transparency around all the metrics that may be used to determine your value at Dow Jones, whether they have a dollar sign in front of them or not.
That the numeric score on your performance evaluation could be given considerable weight in whether you will ultimately receive a salary increase beyond the minimum annual raise required in our contract isn’t necessarily surprising. And we agree employees should be rewarded for great work with higher pay.
Though after hearing from members that the 1-5 numbers assigned for work in the previous year don’t always reflect the full scope of their accomplishments, we want your feedback on how the union should guide members on performance reviews going forward.
Take our survey here.