Bylaws, Benefits and Holiday Pay

It’s U.S. Thanksgiving week, so let’s catch up on some IAPE housecleaning

Happy Thanksgiving week to all IAPE-represented employees in the United States. It’s that time of year when we start to scurry about making last-minute adjustments to travel plans, or we launch into full housecleaning mode, getting ready for the arrival of friends and family.

Here at IAPE, we’re taking advantage of what we hope will be a quiet week—preferably without any new layoff notices—to catch up on delivery of member reminders.

For instance: have you voted on IAPE’s new Bylaws yet?

Email invitations to vote on a new IAPE Bylaws document were delivered to all eligible members last week. Check your inbox for a message from vote@trueballot.com. If you can’t find your invitation, and you are certain you are eligible to vote, please contact the IAPE Election Committee: elections@iape1096.org.

If you missed IAPE’s series of town hall meetings on new IAPE Bylaws, check out this IAPE Bylaws Q&A page. And if you still have questions about these new Bylaws, let us know. Email union@iape1096.org and we’ll put you in touch with a member of IAPE’s Bylaws Committee.

Be Mindful of Benefits Deadlines
Did you know that Nov. 30 is the deadline to file 2025 claims for your IAPE Fitness Reimbursement Plan? Yes, your WageWorks or Health Equity profile likely shows a Dec. 31 deadline, and you can continue to file this year’s receipts through that date. But any claim submitted after Nov. 30 will count against your 2026 benefit limit. In order to maximize your 2025 fitness benefits, be sure to file all your receipts before Nov. 30!

The same deadline applies for any 2025 claims for back-up childcare or elder care. Any expenses submitted after Nov. 30 will count toward the maximum benefit payable for the next calendar year.

Working Thursday? Friday?
Members in the U.S., if you are required to work on Thanksgiving or the Day After Thanksgiving, you’re entitled to Holiday Pay. This applies to all job titles, whether you are considered overtime-eligible or overtime-exempt. And Holiday Pay is extra pay, not just a “comp day” your boss assigns you. Here’s how it works:

To receive your actual Holiday Pay—1.5X pay for your first seven hours of work, 2X pay for time in excess of seven hours—you must enter all your time worked in Workday. Whenever you work on a contract-recognized holiday, you earn Holiday Pay and you also receive either an extra day off in lieu of the holiday, or an extra day’s pay. For holidays between July 4 and Dec. 31, employees have the discretion to choose between time off or cash.

To receive cash for your extra day, follow the instructions provided on this form.

(A special note for members who usually have Thursday and/or Friday as a regular day off: If you are required to work on either day, IAPE and Dow Jones have a history of recognizing hours worked as payable at 2X your normal pay rate. Please contact the IAPE office for guidance on filing for your Holiday Pay.)