Some Monday Reminders

A contract survey, our Special Election and a Labor Board notice. An ICYMI memo for a Monday afternoon.

IAPE Contract Survey – 30 Issues
If you haven’t had a chance to fill out the contract survey we emailed on Friday afternoon, you still have a few days to submit your responses. You’ll find our “30 Issues” survey here.

Initial responses to this survey are interesting, though probably not unexpected. In a typical contract year, IAPE members choose increased pay, healthcare costs and job security as the top three priorities for contract negotiations.

The early leaders this year: annual pay increases (selected by 88.4% of respondents), cost-of-living/inflation protection (59.3%) and work at home options (58.2%).

Select your top five priorities, or add one of your own. If you have a suggestion for a future survey topic, please reach out to your local IAPE Director, or send a note to union@iape1096.org.

We’re Having an Election!
IAPE is holding a special election to fill two vacant union officer positions: Vice President and Secretary. A “Notice of Special Election” was delivered to all members on Jan. 28. Elections to fill these positions became necessary after former VP Ellie Miller left Dow Jones late last year, and former Secretary Brent Kendall was promoted into a non-IAPE position.

IAPE Bylaws require a special election when vacancies in the positions of vice president, treasurer or secretary occur with more than eighteen months remaining in the term of office. The current IAPE Board of Directors term expires on Nov. 30, 2023.

The rules for this election state that anyone considered an IAPE member in good standing as of Jan. 31, 2022 is eligible to run for either officer position. To nominate a colleague (or yourself), send a completed nomination form to the IAPE Elections Committee: elections@iape1096.org. 

Can’t download the nomination form? An email to the Committee will be fine.

Names of nominees will be posted on the IAPE website.

Did You See The Labor Board Notice?
As we mentioned in our note on Jan. 24, as a result of the settlement of the National Labor Relations Board dispute between IAPE and Dow Jones, the company is required to post notices confirming that it “will not, upon request, refuse to bargain in good faith with IAPE as the exclusive collective-bargaining representative of our employees in the above-described unit regarding mandatory subjects of bargaining concerning certain remote working conditions related to the impact of the COVID epidemic on your terms and conditions of employment.”

The posting must remain on the Dow Jones HR Hub for 60 days. Dow Jones must also maintain a news feed link to the notice on the Coronavirus Microsite for 60 days, though the item was only required to be visible “without scrolling” on the News and Updates page for one full day.

If you missed day one, you may need to dig a little to find the posting now. It has been buried next to information items from four months ago.