IAPE Condemns Assault by NYPD Officers on Reporter, Member

/

IAPE Local 1096 strongly condemns the assault by officers of the New York City Police Department on Wall Street Journal reporter and IAPE member Tyler Blint-Welsh while he was covering protests in New York on Sunday night. Tyler clearly identified himself as a journalist and was following police instructions when he was hit in the face with riot shields and pushed to the ground. As journalists, our duty is to report what happens without getting involved. We don’t seek to be part of the news, but any attack on a reporter is an attack on the free press and is unacceptable. We call on the NYPD to hold those responsible for the assault on our colleague accountable for their actions.

IAPE @ Work: May — Protecting our Contract, and You

/

IAPE Defends Contract Through Arbitration 

IAPE will seek an arbitrator’s opinion regarding the company’s failure to fully respond to a grievance and follow through on an agreement made at the negotiating table last year. 

During bargaining 2019, Dow Jones and IAPE came to an important understanding: columnists working in the news division would be in the union and that participating in the management bonus pool (“AIP”) wasn’t a single reason someone could be excluded from the bargaining unit. After discussing the union’s proposal at a few bargaining sessions, the company agreed to remove the relevant language from the contract. 

However, after ratification of our contract, the company insisted that employees with the columnist title who are AIP participants should lose that bonus eligibility if they transfer into the IAPE bargaining unit. We believe that columnists working in IAPE jurisdictions should have immediately been protected by the IAPE/DJ collective agreement, and that the company’s position regarding AIP eligibility violates our contract.

Who should and should not be in the union is a constant discussion between the union and Dow Jones representatives, and the company often uses standards of exclusion that don’t follow federal standards or industry practice. Although our contract does allow for carve outs for certain roles and duties, we often find that many of our colleagues are misclassified without a legitimate reason, denying these individuals important union protections.  

IAPE is also considering filing a grievance over these misclassifications. Accurate job titles are important for determining contractual seniority protection for union-represented staff. Ensuring that employees who are not supervisors are properly included in the IAPE bargaining unit, and receive all the benefits and protections afforded by the IAPE contract, is crucial for preserving rights of employees and the integrity of the IAPE contract.

COVID Labor/Management

IAPE discussed a number of COVID-related matters with Dow Jones representatives during our regular fourth-Thursday-of-the month meeting. The company informed the union that management is still formulating a plan to reopen the offices and offered no firm date that it expects workers to be able to report to physical locations. 

We emphasized that flexibility in working from home was a significant concern for members, and we were told that employees who are trying to make decisions around housing and schools for the fall talk to their managers about their needs. 

Regarding childcare, the company confirmed the availability of a $100/day reimbursement for individuals who aren’t able to access back-up care under the existing program and need to secure help from their own personal network. Dow Jones isn’t planning on making a company-wide announcement on midyear FSA changes, though employees who need to make changes should reach out to Dow Jones benefits to discuss options. 

We will continue to push for a regular technology reimbursement for working from home and ask that you speak to your manager about equipment you require that exceeds the $150 reimbursement. 

Those of you who have asked about receiving reimbursements for home exercise equipment purchases, we ask that members send an email to employeebenefits@dowjones.com urging the company to restore that allowance under the physical fitness benefit. 

Union to Elect New Leaders

IAPE will hold its election of officers and directors in the fall and members will choose a new slate of leaders for a three-year term that will include the next contract negotiation. 

We are seeking volunteers for an election committee, and if you aren’t thinking of running for a board position we encourage you to consider helping oversee this very important process. 

Official election and campaign rules will be announced by the committee in June and nominations will be formally open then. 

Any member in good standing can run for union officer (President, Vice President, Treasurer, Secretary) and every job classification and work location has representatives on the board. If you want to make a difference in your workplace and help improve the contract in the next round of bargaining, you should consider running! 

We encourage all members, but especially those considering running for director or officer in this year’s election, to take our training sessions—IAPE 101, Contract 101 and Steward 101. Find a description of the three tracks and information on upcoming classes on our website.  

Former IAPE Member Elevated to CEO

IAPE extends hearty congratulations to Almar Latour, former IAPE member and premium pay grievance participant, in his new role as Dow Jones CEO. 

We’re often asked by members if being active in the union or accessing the union’s help can hinder their progress at Dow Jones. Participation in union activities without retaliation is a legal right for members, and something we take seriously at IAPE. We are glad to see strong signs of IAPE support within Dow Jones management. Every union member should feel empowered to run for office or ask the union to take up a challenge with the company on their behalf without fear of penalty. 

IAPE Bulletin: 4/29/2020

/

Members,

We are moving away from the weekly meetings with the company and have told Dow Jones representatives that we will bring member concerns related to the Coronavirus crisis at our regular monthly labor management meetings. 

We plan to keep childcare issues, the technology allowance, problems with comp time and overtime and our request to allow members to be reimbursed for exercise equipment on the agenda. The union will also keep pressing for insight into the company’s plans for restarting the offices to make sure all your concerns about safety are addressed.  

Please reach out to the union or your representative if you are having problems with the new work-life leave benefit, equipment reimbursement or about anything else that is affecting your work life. 

We also ask that you fill out the latest “How Are You” survey sent by HR yesterday and to answer candidly about your needs, and to reiterate the requests we’ve made on your behalf in the comments section. 

It has been great to hear from so many members during what we know is a difficult time and we will plan for another general member meeting soon. 

We encourage those interested in learning more about the union to sign up for our IAPE 101 session scheduled for May 20 to learn the basics about your union and how you can get more involved. 

IAPE Bulletin: 4/22/2020

/

Dear Members,

Today we are seeking more insight from you about the company’s new work-life leave policy, dependent care and work hours with this survey. 

We appreciate those who responded to our questions last week about the equipment reimbursement, internet costs and utilities. We confirmed that many people have had to upgrade their internet and others would like to but are hesitant because of cost. Members also reported that $150 will not cover the cost of required equipment and anticipate expenses to go up in the warmer months.  

We presented your feedback in the weekly meeting with Dow Jones representatives yesterday as we continue to push for a regular allowance for internet and utilities for the duration of the crisis. 

Those of you who work from home regularly, we have pointed out to management that you have been excluded from the $150 equipment allowance and were told that you should talk to your manager for any equipment you require to work from home. 

We were disappointed to hear that the company isn’t open to allowing members to seek reimbursement for exercise equipment under our physical fitness benefit. We encourage you to email Dow Jones benefits at employeebenefits@dowjones.com to reiterate the request. 

The union has also inquired about the company’s plans and timeline to name a successor to Will Lewis, as we understand that uncertainty regarding company leadership is an added stress for employees during this already stressful time. 

IAPE is also thinking about concerns our members have about returning to the office once restrictions are lifted and we have told the company they can expect more feedback from us on that point. 

Please stay in touch with us or reach out to your representative if you are facing any issue that requires the union’s attention. And don’t forget about our upcoming trainings, including our Steward 101 session on April 29th. You can RSVP here. 

IAPE Bulletin: 4/15/2020

/

Members,

We hope you have started requesting time off under the new work-life leave policy and filing for equipment reimbursement. 

IAPE is maintaining the requests for an increase to the back-up childcare allowance, vacation carryover and a monthly technology/utilities stipend. We need your feedback to help move our requests forward, please fill out this survey so we can give the company a better sense of how working from home is working for you. 

At member request, IAPE yesterday asked the company to allow reimbursement for exercise equipment under our physical fitness benefit. For those of you missing your print editions, we also requested availability of home-delivery subscriptions for employees for the duration of the crisis 

We’re glad to hear that members are filing for comp time and overtime, and your managers should have received the memo we requested be sent to them explaining the rules for earning and filing. 

We were pleased to see so many of you at our Zoom meetings last week and we will plan on holding regular sessions so we can keep in touch. 

Please reach out to us or your representative if you have any issues with approval for your extra time or the new benefits. 

IAPE Bulletin: 4/8/2020 and Training Reminder

/

IAPE Bulletin: 4/8/2020 and Training Reminder 

Dear Members,

We were pleased to see IAPE’s requests reflected in the company’s recent announcement for the new work-life leave benefit and equipment reimbursement allowance. 

We’ve told company representatives we are disappointed that the ability to take 10 paid hours off a week to focus on personal matters isn’t effective until April 15 and that those who are facing significant burdens because of childcare issues will need a better solution. 

We encourage all members to take advantage of the new benefits as soon as possible and let the union or your representative know if you face any issues in receiving approval. 

We know many of you are working long hours and we ask that you please file your extra time in WorkDay. At IAPE’s request, the company will soon be sending all managers a one-sheet explanation of rules for earning and filing for comp time and overtime. We’ve also updated our member resources to help guide you through the process. 

We’re having a member meeting this Friday via Zoom to give you a chance to hear more about our weekly discussions with the company regarding work conditions during coronavirus. Register via this link to join.

IAPE Priorities and Requests

Childcare: We have asked the company for an increase to the $700/annual backup childcare allowance and to consider an increase in personal days for 2020 for childcare. 

Technology Allowance: IAPE is maintaining its request for a monthly payment of $125 per employee for the duration of the crisis in consideration for use of personal technology, resources and utilities.  

Vacation Rollover: IAPE has requested the company allow carryover of at least five vacation days into 2021, as we know many members will be unable to take their full allowance this year because of workload. 

Sales Incentive Goals: Dow Jones representatives told IAPE last week it is too early in the quarter to consider a modification to goals as the union asked the company to consider last week in light of member concerns regarding the negative impact to advertising from the coronavirus crisis. If you are a member in sales concerned about your goals, please reach out to us. 

Training Today!

Join us today for our Contract 101 session, focusing on Job Security and related provisions of our collective bargaining agreement. 

This hour-long training will be conducted over Zoom and you can RSVP here.

IAPE Bulletin: 4/1/2020

/

IAPE Members,

As we told you last week, IAPE is meeting weekly with Dow Jones representatives to share concerns and seek updates on requests we’ve made on your behalf during a work emergency.  We’ll continue to provide regular updates after each session and encourage members to reach out to your representative or email us at union@iape1096.org with any issues you are facing. 

We ask everyone to fill out the survey sent by HR on Tuesday and voice your needs in the comments sections.  

IAPE Priorities and Requests

  • Childcare: We were told that the company is still exploring solutions for employees who aren’t able to work normal hours because they have to take care of their child/children. The union requested that Dow Jones create a bank of paid time off for childcare and yesterday we asked the company to consider an increase to the backup childcare allowance. We asked the company to act urgently as many other employers have already implemented such supplemental benefits. 

  • Technology Allowance: Company representatives informed us that our request for a monthly payment of $125 per employee for the duration of the crisis is under consideration. 

  • Equipment and Office Supplies: We again asked for a centralized place to order office equipment and supplies and clear instruction on seeking reimbursement. In the meantime, we were told that employees should reach out to their manager to make a request or to see if something already purchased is eligible for reimbursement. 

  • Comp Time and Overtime: Many IAPE-represented employees are working hours that are eligible for comp time and overtime and we urge you to file your time in Workday. We requested Dow Jones create a one sheet explainer for all managers explaining rules for earning and filing for comp time and overtime. 

  • Sales Incentive Goals: Dow Jones representatives told IAPE it is too early in the quarter to consider a modification to goals as the union asked the company to consider last week in light of member concerns regarding the negative impact to advertising from the coronavirus crisis.

  • Conditions for those still reporting to locations: IAPE represented employees at Dow Jones printing plants are still having to report to work, and we have been in contact with them to ensure they are safe and supported. 

Upcoming Remote IAPE Trainings 

Join us for an upcoming training via Zoom: 

  • Contract 101: Job Security - April 8 at 2 p.m. ET 

  • Steward Training - April 29 at 2 p.m. ET

  • IAPE 101: Member Orientation - May 20 at 2 p.m. ET

To read more and to RSVP, please go to www.iape1096.org/events.

NewsGuild Pushes for Government Stimulus to Save Local News

IAPE’s parent union, The NewsGuild International, adopted a resolution calling for public stimulus for the news industry. The Guild is calling for public financing for local journalism and  government-supported loans for non profit news startups, among other things. Read more about the initiative on the Guild’s website. 

IAPE @ Work: March - WFH Edition

/
IAPE Spring 2020 Board Meeting (grid shot).png

IAPE’s board of directors held its Spring board meeting this weekend via Zoom and addressing member concerns amid the coronavirus crisis was at the top of our agenda. 

Following a discussion among union leaders and taking feedback directly from you, we raised the following items in a meeting with Dow Jones representatives today. 

  • IAPE has requested a $125/month tech allowance for each employee for the duration of the crisis.  

  • We have requested details from Dow Jones on behalf of employees who aren’t able to work a normal workday because they have to care for their child/children. We have recommended the company consider a bank of paid time off for child care, as other employers have implemented. 

  • Many of our members have paid out of pocket for monitors, chairs and other equipment to make working at home easier. We requested the company reimburse employees for at least part of the expenses and develop a cost-sharing plan for those who would like to purchase equipment. 

  • Employees have told us they are unsure of the guidelines to request equipment from the company be sent to their homes. The union has asked the company to prioritize availability of monitors and chairs, and to provide a list of available items and information on how to order to every member. 

  • On behalf of members in media sales, we have also asked the company how sales incentive goals will be considered this year, and have requested that union representatives be included when the company determines next year’s sales goals.

A Normal Work Week in Abnormal Times

We know many of you are working long hours and well beyond a normal work week. We are encouraging members to follow the rules in our contract when filing overtime and comp time. Overtime eligible employees should file for all hours worked above 35 hours a week, as long as the work they are doing has been assigned by a supervisor and the work is expected to be completed that day. Our overtime exempt employees should keep in mind that the contract guarantees them two days off a week. You are eligible to file for comp time for hours worked on those two days and comp time can be cashed out immediately with your manager’s approval and after 30 days regardless. 

As always, if you are facing any push back to receiving compensation that is guaranteed under our collective bargaining agreement, please contact your representative or send an email to union@iape1096.org. 

New Faces on the Board 

We welcomed two new directors to the board, both from our New York office. Ellie Miller, Newsletter and Curation Editor, filled a vacancy for Location Director, NorthEast. Vincent Rickey, Senior Software Engineer, is our new Classification Director for Technology. Visit our website to see a full list of our officers, directors and stewards.

Reminder: IAPE 101 Tomorrow

You need to understand your union rights now more than ever. Join us tomorrow via Google Hangout for a remote session of our IAPE 101 training. In this IAPE primer, We’ll dive into the basics of being in a union at DJ and how IAPE works for you. This union orientation is for those brand new to IAPE and veteran members alike.

When: Wednesday March 25 at 2 p.m. ET
Where: Remote by Google Hangout 
RSVP here

IAPE @ Work: February—Setting the Agenda

/

We are a full quarter into the new contract and have finally completed ironing out language for negotiated changes with the company. You can find a digital version in the contract section of our website and access the updated job description and scales document there as well. Feel free to reach out to the union office or your representative with questions about the new collective bargaining agreement and stay tuned for hard copies in your location.

Progress on Parental Leave 
Dow Jones employees no longer have to wait a year in between coming back from parental leave before being eligible to take another, a policy change that followed a union request on behalf of an expecting IAPE member. We raised the matter at our labor management meeting with the company in October, and are pleased the company heard our position on the baby blackout period.  

Late Fee Follow Up
At our January meeting, the company confirmed that employees aren’t responsible for late fees on corporate credit cards if they submitted expenses within 30 days of incurring charges. A number of members reached out to request we add the issue to our agenda after having to pay $39 (and more) out of pocket because of administrative delays in approving expense reports. Please reach out to the union office or your representative if you are still having issues. 

Change to Book Leave Policy
You may not have noticed, but the News department recently changed its book leave policy. A reporter “will likely be permanently reassigned” from their beat and return to a new assignment after completing the book leave under changes to the policy made last month. Exceptions will have to come from Matt Murray. We don’t think such a revision is necessary or encouraging to our members who have proven to be leaders on their beats. We also think that policy changes should be announced and made official after consultation with the union. We have shared our concerns with Newsroom management and plan to continue to pass along member feedback about the new policy. 

Pay Reviews 
The IAPE office is asking members seeking a pay review to email payreview@iape1096.org with their requests. You will receive an automatic message confirming that you have been placed in the queue and we will get back to you with an individual analysis within 5 to 7 days. In some cases we may need to reach out to get additional information to complete the review. 

We encourage those who are looking for pay comparisons for a potential job change to reach out before the process has started to allow enough time for us to compile the information. 

As a reminder, we can tell you how your pay stacks up against other people’s, including people who have similar responsibilities, have a comparable number of years of experience, or who work in your location, with gender breakdowns in many cases. We won’t tell you what any other individual makes, but we can tell you how your salary compares to that of at least half a dozen similarly situated employees. For more information, check out Our Guide to Pay at Dow Jones.

Training/Other Upcoming Events
We kicked off our new training program last month and will be keeping it up throughout 2020. We encourage all members to participate in IAPE 101 at least once throughout the year to learn more about the basics of our union and how you can help make us stronger. Join us for the next session on March 25 at 2 p.m. ET by Google Hangout or in person in New York and Princeton. RSVP here. 

We also have some other IAPE events coming up in New York & Princeton. Stay tuned for more details and calendar invites next week. 

March 5 at 5 p.m. - Happy Hour at 1211

March 6 at 12 p.m. - Lunch with IAPE at Princeton 

Notice of IAPE Board Meeting
The Spring meeting of IAPE’s board of directors will be held March 21 and 22 at the NewsGuild of New York’s headquarters in Times Square. Members are encouraged to come for all or part of the weekend and there will be an opportunity for member comment, which can be submitted by email for those who aren’t able to attend in person. If you would like to attend, please email union@iape1096.org with “Board Meeting” in the subject line.

IAPE@Work: January 2020 - Training Day

/

We hope you had a great holiday and that your new year is off to a wonderful start. We have some fantastic things happening at IAPE in 2020, including a new member training program. We’re excited to help cultivate the next crop of IAPE leaders, which is especially important with an election of officers and directors coming up in the Fall. We hope you’ll join us at a session soon (details below) and, as always, reach out anytime with questions about IAPE or if you have an issue that might require a union rep.

Retro Pay Review

IAPE has completed our annual review of pay increases for all members who were eligible to receive a raise retroactive to July 1, 2019. While we have a few questions for the company about a handful of pay increases, the overwhelming majority of raises appear to have been calculated accurately. We’ll get answers to those questions from the company, and will contact affected employees if we confirm pay raise errors. In the meantime, if you have questions about your raise, please reach out to IAPE Executive Director Tim Martell.

For members who have noticed that their shift differential is still being paid at the old rate, Dow Jones has told us they are working to fix the error in Workday and will pay the difference retroactively to Nov. 17, 2019.

Learn The Contract, Help Build a Better Union

We are piloting a new training program to help our members get a better understanding of how IAPE works and the critical role our members play in ensuring we have a strong contract and union. The sessions will be taught live in New York or Princeton, though any member can join in via Google hangout. See the dates below and RSVP here. Please contact Mobilizing Director Stefanie Frey with any questions. 

new graphic 2.png

January 22: IAPE 101 - What is a union? How did I end up in one? What are the benefits of being in a union? How does IAPE work? All of these questions and more will be answered at this new member orientation for those brand new to IAPE and veteran members alike. 

January 29: Contract 101 - This deep-dive session will focus on paid time off in all its forms and how to understand pay scales and tiers in our contract. We’ll also go over more information on navigating the rulebook and working with IAPE to make the contract work for you. 

February 26: Steward Training - You should attend this after you’ve attended an IAPE 101 class (which will happen quarterly). Learn your role and rights as a steward as well as the best practices to properly represent, advocate, and empower your fellow members.

Looking Into Late Fees 

IAPE recently heard from members who have had to pay late fees on their company-issued American Express card, even when filing expenses well before payment is due. We know that our IAPE members in accounting are working hard to process these reports, but we don’t think a $39 penalty makes sense for expense reports that are ultimately approved but delayed in processing. We are hopeful we can help the company identify a solution in the bureaucratic system for filing and approving expenses and will raise this in our Labor Management meeting with Dow Jones on January 23. If you’ve had to pay a late fee related to charges on approved expenses, please let us know by emailing IAPE Executive Director Tim Martell.

Jon Schleuss Elected NewsGuild President

Challenger Jon Schleuss was declared the winner of the NewsGuild’s re-run of its election for President. Schleuss won 1,979 votes compared with 1,514 for incumbent and 12-year Guild President Bernie Lunzer. Of the 3,503 ballots cast, 119 were from IAPE members.

New Year, New IAPE Office

IAPE recently moved offices in Princeton to cut down on operating costs paid from our member dues. The new office is located in Forrestal Village in Princeton. Note the address change for all IAPE business: 116 Village Boulevard, Suite 200, Princeton, New Jersey 08540. Our phone number (609) 275-6020 remains the same and you can still always contact us by email at union@iape1096.org.