Dow Jones to Outsource Finance Positions

Yesterday, IAPE members working in Dow Jones Finance departments received some difficult news.

During a hastily-arranged staff meeting, management announced Dow Jones has reached an agreement to outsource payroll, accounts payable, accounts receivable, collections and other functions to Genpact, a business process management firm that uses “agentic AI solutions" to perform tasks for clients. Finance operations, currently performed by Dow Jones staff mostly assigned to Princeton and New York departments, will be shipped outside the United States.

Additional details, though not many, were provided to staff during smaller team meetings throughout the day on Tuesday.

IAPE officials are scheduled to meet with representatives from the company’s Legal and People departments this afternoon, but Dow Jones has already advised the union that this new outsourcing initiative will result in the loss of approximately 40 IAPE-represented positions across Finance groups. Job cuts will likely take effect in late January or early February of next year.

Finance handled by AI. What could possibly go wrong?

The collective agreement between IAPE and Dow Jones contains a few provisions addressing outsourcing of union-covered jobs to other companies, but no measures to prevent those job losses altogether. Whenever more than ten positions are identified to be eliminated as a result of outsourcing—or the introduction of artificial intelligence systems—Dow Jones is required to provide employees with at least 45 days’ notice. The union must be informed at least 14 days in advance of any formal notice to employees.

No formal layoff notices were delivered yesterday.

IAPE-represented employees who lose jobs as a result of outsourcing are entitled to enhanced severance pay—an additional four weeks’ worth of pay on top of their contractual entitlement—and a greater level of retraining allowance than employees whose positions are eliminated through “normal” Dow Jones layoffs.

This is not the first time Dow Jones has opted to outsource jobs and functions performed by loyal, hard-working Dow Jones employees. Nearly 20 years ago, the company transferred Finance jobs offshore and did the same with several application-development and maintenance-support roles in Technology. The difference, of course, is those outsourcing plans were announced after years of belt-tightening and financial woe for a then-independent Dow Jones.

Now, of course, we are treated to quarterly announcements of record Dow Jones performance and thank you messages from senior management for “making Dow Jones a success story.”

Some thanks this is.

IAPE representatives will ensure that all contract terms and conditions are observed as the company continues with plans to eliminate jobs held by our friends and colleagues. Members affected by yesterday’s news are invited to email union@iape1096.org with any questions, comments or concerns.

You Should Be a Steward!

Has anybody ever told you that you would be an amazing IAPE steward?

No? Seriously? You must be kidding.

Really, you’d be great.

Let’s try this: Come and hear from IAPE leaders and your fellow members about what it means to be an IAPE steward. We have four sessions this week to choose from. Please register using one of these Zoom links! 

Tuesday, October 7th at 1:00 p.m. EDT: https://us06web.zoom.us/meeting/register/x8ABzvuvTLGGEZprhGPsng

Tuesday, October 7th at 5:00 p.m. EDT: https://us06web.zoom.us/meeting/register/SuDC-1JLRRS2uanJtyhGsA

Thursday, October 9th at 1:00 p.m. EDT: https://us02web.zoom.us/meeting/register/xIxh2W8wT4ClHDZ8urc81Q

Thursday, October 9th at 5:00 p.m. EDT: https://us02web.zoom.us/meeting/register/PXVIsLb3QLy8j2VGhkA8bw

Each Zoom info session is scheduled for one hour. Join us!

IAPE Condemns Violence Against Journalists

On Tuesday, Sept. 30, three journalists—Dean Moses, Olga Fedorova and L. Vural Elibol—covering immigration court at 26 Federal Plaza in New York were violently grabbed and shoved by Immigration and Customs Enforcement agents. Elibol required medical attention after the attack, and was transported to hospital. Moses and Fedorova weren't seriously injured, according to the Associated Press.

IAPE condemns the actions taken by these federal officers and violence against journalists in all forms.

The fundamentals of a free press require that journalists and media outlets exercise First Amendment rights and obligations to cover taxpayer-funded police activity. It should go without saying that journalists performing this valuable work need to be able to do their jobs without worrying whether they will be assaulted by law enforcement.

Journalism is not a crime. In a liberal democratic republic such as the United States of America, an assault on journalists by law enforcement is unacceptable.

Join us for IAPE 101

IAPE orientation class tomorrow

Next Contract 101 session scheduled for Oct. 22

If you were recently hired by Dow Jones, or if you transferred from a non-union position into your current role sometime over the past year, and if you ever wondered where you can go to find out more about this thing called IAPE, we have a suggestion:

Sign up for IAPE 101.

Tomorrow—Wednesday, Oct. 1—at 2:00 p.m. EDT, join us for this Zoom presentation and learn more about IAPE. We’ll cover all the basic questions: what is a union? How did you end up in a union? And most importantly, what are the benefits of being in a union?

If you can stick around beyond the first half-hour, we’ll open the virtual floor for any questions you might have.

IAPE veterans, you’re welcome to join, too.

To register and receive your Zoom invitation, sign up through the IAPE Events page. While you’re there, feel free to enroll for the next installment of IAPE Contract 101, scheduled for Oct. 22. That class will be devoted to annual IAPE tips on open enrollment and other benefits information.

Join us!

IAPE Board Meets Saturday

Your IAPE Board of Directors will hold a day-long, in-person meeting this Saturday, Sept. 27 at the Westin Jersey City Newport in Jersey City, NJ. The September meeting of the IAPE Board sets budget and spending priorities for the union for the next fiscal year, which begins on Oct. 1.

All members are welcome to attend—either in-person, if you’re in the Jersey City area on Saturday, or via Zoom. The start time for Saturday’s meeting is 10:00 a.m. EDT; business should be concluded by 5:00 p.m. To attend remotely, register for your Zoom link through the IAPE Events page.

If you are not able to join us, but would still like to submit comments for the IAPE Board to consider, please contact an IAPE director or send a note to union@iape1096.org.

IAPE Fitness Reimbursement: No, “Wearables” are Not Covered
A few IAPE members have reached out to the union office to inquire about the IAPE Physical Fitness Reimbursement Program, and whether the plan covers wearable devices.

No, it does not. You’re thinking of the “Well-being plan” available to non-union employees.

Dow Jones has invited IAPE to participate in this plan, and the union Directors will actually be discussing this proposal during Saturday’s Board meeting. But there are strings attached: migrating to the corporate plan, with quarterly reimbursements of up to $200 for fitness and wellness items, would mean eliminating the current, negotiated $700 annual fitness benefit for IAPE-represented employees.

There are many differences between the two plans, but the most significant is this: the IAPE plan is guaranteed, while the corporate plan has no guarantees at all.

Apply for Union Plus Scholarships
The 2026 Union Plus Scholarship Program has begun accepting applications, and will continue doing so until 12:00 p.m. EST on Jan. 31, 2026. Scholarship awards range from $500 to $4,000 and are available to union members and their families.

To apply, visit the Union Plus Scholarship website.

Since 1991, the Union Plus Scholarship Program has awarded more than $5.9 million to students of union families. Over 4,200 union families have benefited from our commitment to higher education.

Current and retired members of unions participating in any Union Plus program, their spouses and their dependent children (as defined by IRS regulations) are eligible. Grandchildren are not eligible unless a legal dependent (as defined by IRS regulations).  At least one year of continuous union membership by the applicant, applicant's spouse or parent (if applicant is a dependent). The one year membership minimum must be satisfied by May 31, 2025.

IAPE members are also eligible to participate in the CWA Joe Beirne Scholarship Program. Applications for those awards will open in November.

A Red Shirt Sendoff

IAPE members in Princeton, if you’re planning on attending Thursday’s farewell toast to the Dow Jones campus, we have a suggestion for your attire: your favorite IAPE t-shirt.

Join IAPE officers, directors and stewards and wear your best IAPE tee to say so long to South Brunswick. Can’t find your union t-shirt? Any other red or black shirt will do.

We’ll try to gather during the day for one final IAPE group photo. See you Thursday!

Surprise, Surprise – Dow Jones Awarded Merit Raises After All

IAPE members on average got 4.5% pay increases. Did you get more than the mandatory contract raise?

Turns out Dow Jones awarded merit raises afterall.

Despite some managers claiming they couldn’t award merit raises due to the union’s hard-fought contract, 35 IAPE members did in fact receive discretionary raises this year, according to an IAPE analysis of pay data provided by the company.

It’s almost as if management can hand out discretionary raises when it wants to. Just like when it wants to retain members who competitors try to poach.

Eligible IAPE members received raises of at least 3.75% thanks to our 2023-2026 contract. Yet a number of members with strong job-performance reviews were told that’s all the company could spare, even after “the best year on record for Dow Jones.” The morale-boosting reward for hard work with results: the ability to keep working hard.

Those who received discretionary raises got pay bumps ranging from 6.84% to 34.7%.

Nine of these employees are journalists who received an average raise of 15.4% (11.65% above the mandatory contract raise). Five are Wall Street Journal reporters, with raises ranging from 11.11% to 21.69%.

Across the bargaining unit, the average pay increase for IAPE-represented employees this year was 4.5%, which seems to have been the overall Dow Jones target increase of payroll expenses.

Out of 1,275 IAPE-represented employees eligible to receive a negotiated pay raise this year, 396 received rate increases in excess of our 3.75% compensatory increase.

Of those 396, reasons for additional pay are as follows:

Minimum Dollar: 276. This means many members were entitled to a pay bump of at least $56.25 per week, because a 3.75% increase was less than that threshold.

Scale: 66. Scale increases boosted pay for these 66 individuals by an average of 7.03% including, for the first time in several years, more than a handful of Reporters. Our revised Reporter Tier literally paid off for 23 of our members, increasing pay by an average of 6.16%. This means our contract is lifting pay more aggressively for members who are paid the least.

Promotions/Title Change: 14

Discretionary: 35

Merit bonuses: TBD. IAPE will receive and review updated, one-off, bonus data at the end of this fiscal quarter.

Merit raises were indeed available this year. If you didn’t get one, management decided you weren’t worth it.

We all like to feel appreciation for going above and beyond for our jobs. If you’re not feeling the love from management (or even if you are), consider using your extra time to help IAPE. Your union will soon be gearing up for our next contract fight in 2027. It seems the best way to get a raise is through our union.

You’re Invited: The NYC Labor Day Parade

IAPE members in the New York and New Jersey area, join your fellow union members on Saturday morning for the New York City Labor Day Parade! We’ll meet up with our union siblings from the Communications Workers of America and the NewsGuild of New York and shout out our support for IAPE and the labor movement.

Our meeting spot and time on Saturday morning: 45th Street between 5th Avenue and 6th Avenue at 10:00 a.m. IAPE tees (or your favorite red shirt) are fashion musts. Coffee and bagels will be provided. All are welcome—bring the whole family!

See you Saturday morning!

Our Favorite Holiday!

On behalf of the officers and staff of the Independent Association of Publishers' Employees, best wishes to you, our IAPE-represented employees, and your families, pets, friends, neighbors, and acquaintances, for a safe and happy Labor Day weekend. The Union office will be closed on Monday for the holiday—our favorite one of the year!—but will reopen as usual on Tuesday, Sept. 2.

For those of you required to work on Monday, the collective agreement between IAPE and Dow Jones provides you with the right to file for time-and-one-half (1.5X pay) for all regular hours worked on the holiday and double-time (2X pay) for any extra hours worked.

If Monday is typically a day off for you—that is, if you usually have a four-day workweek, or perhaps a Tuesday-through-Saturday schedule—and you have been assigned Labor Day coverage anyway, you are entitled to double-time for all hours worked on Labor Day.

The contract also gives IAPE-represented employees the right to choose a day’s pay or an additional day off for work performed on all holidays after July 3 in any calendar year. If you are assigned a shift on Monday and you want extra pay instead of a day off in lieu of the holiday, please inform your manager.

You may file for your Holiday Pay through Workday. If you have any questions about pay for working on a holiday or receiving your extra day’s pay or day off (again, your choice), please contact the IAPE office.

Happy Labor Day!

We Love a Parade!
Labor Day is a time to pay tribute to the history and contributions of the labor movement, with parades, picnics and rallies held across the country. If you attend a Labor Day celebration in your neighborhood, we would love to see your photos! Send them along to union@iape1096.org, and we will feature them on IAPE social media platforms.

For members in the New York area, watch this space next week for an invitation to join IAPE members—and our NewsGuild and CWA siblings—at the NYC Labor Day Parade, scheduled for Saturday, Sept. 6. We hope to see you there!

No merit in “no merit:” IAPE wants you to get a raise

We have received reports that managers have been telling IAPE members they can’t get a merit raise this year due to the union contract. 

That’s inaccurate.

Management has in previous years awarded merit raises on top of contractual union raises based on performance. This year is the latest that managers have blamed the union contract for their decision not to hand out merit raises. 

While it may be demoralizing, it is also a reminder that IAPE benefits from member engagement and help. We will need to prepare for the next contract fight in 2027. Apparently, the union contract is still the best way to get a raise. 

Here are some persistent myths about raises: 

Myth: The union sets a limit on raises during contract years. 
Fact: The contract Dow Jones signed with IAPE sets a compensation floor, not a ceiling. Union members spent a year bargaining to make sure we all get at least a small annual pay raise during each year of the contract. Despite what your managers may tell you, Dow Jones has always confirmed to IAPE that employees can discuss discretionary pay raises with management at any time. You should ask for more. 

Myth: There just isn’t any money this year. 
Fact: While Dow Jones can set its budget as it chooses, it’s notable that after a second celebrated year of record profits, they’re telling managers to let people know they set nothing aside for the workers who made it happen. You should ask for more. 

Myth: 2025 union raises just went through so that’s that. 
Fact: Discretionary raises can happen at any time of the year. Maybe even after the next time Almar sends out another record earnings email. You should ask for more. 

Myth: “We all think we deserve a promotion.” 
Fact: Many members have spent the past year learning, growing, experimenting and succeeding in their roles, often taking on more work as departments shrivel with layoffs and restructuring. For those members, promotions aren’t a little treat the company gives out of the goodness of their hearts—they’re recognition of the work that makes this company thrive. You should ask for more. 

Myth: No one is getting a raise 
Fact: Some people are—and good for them! When we support each other in our successes, we all do better. You should ask for more.

To the managers who are repeating these myths, we say: It may come as a surprise to you to learn that the union receives pay data for all IAPE-represented employees each pay period. So it’s pretty easy to figure out when someone receives a merit increase. When the union reports back with the number of discretionary raises this year, we just want to make sure you’re going to stand by your "no merit” statements.

You’d think these myths would have been debunked by now: 

February 18, 2021

May 15, 2024

September 3, 2024

August 6, 2025