Contract 101: Let’s Talk About Time Off

IAPE’s Contract 101 series resumes on Wednesday afternoon with a fresh look at paid time off: your vacation time, comp time, personal days and contract holidays. We’ll talk about the special “rollover” of unused 2020 vacation time, and what happens if you leave the company without using your accrued time off.

Join us via Zoom on Jan. 13 at 2:00 p.m. EST. Register on the IAPE Events page to receive your meeting invitation.

Looking Ahead to the Long Weekend
With next weekend being the first long weekend of 2021, this is as good a time as any to remind you of our contract’s Holiday Pay provisions (which we’ll also discuss during Wednesday’s Contract 101 session).

Under the terms of the IAPE/Dow Jones collective agreement, Martin Luther King Jr. Day is a recognized holiday. If you are a U.S.-based employee and you’re required to work next Monday, you’re entitled to Holiday Pay: that’s time-and-one-half for all regular hours worked, and double-time for any extra hours. You’re also entitled to an additional day off in lieu of the holiday, or an extra day’s pay at the company’s discretion.

(For holidays between Jan. 1 and Jul. 3, management has the discretion to choose the extra day over extra pay. The employee may opt for pay instead of a banked day off for holidays worked between Jul. 3 and Dec. 31.)

We’re Hiring!
IAPE is seeking a part-time assistant to the Executive Director and President to manage administrative duties in our Princeton, NJ, office, though this role will be a work-from-home position through the end of the current pandemic. The ideal candidate is someone with excellent skills in the areas of organization, attention to detail, time management, ability to manage multiple tasks, prioritize and problem solve.

See our job posting for full details, and please pass it along to anyone you think might be interested.

Our Position on Goal Setting

As many of you know, Dow Jones is implementing a new performance review system that moves away from numerical ratings and encourages more dialogue between employees and managers. This week's training sessions for the new system, Glint, have prompted questions from IAPE members, which we would like to briefly address.

We want to emphasize two points about this new process, available in Dow Jones information documents and communicated to staff last month in an email from Kamilah Mitchell Thomas:

First, self-assessments will continue to be optional (though management has stressed they are “strongly encouraged”). This has long been the situation for IAPE-represented employees, as we advised in a message to members last July.

Second, entering your own goals is also voluntary. The addition of goals is considered part of “Employee Completes Prep,” all of which is labeled as “optional.”

Similar to our message last year, we realize these employee/manager discussions are often employees’ best opportunities to talk about goals, expectations, performance and pay. IAPE is not opposed to members setting their own goals -- we simply want you to know that you are not required to submit yours if you would rather have your manager set those targets for you.

If you do choose to engage in this “self-reflection,” please know you are under no obligation to admit any shortcomings. A better approach may be offering suggestions your manager can follow to help you meet performance targets.

We continue to believe that setting expectations and evaluating performance are management functions, but we also want to be clear that this should not in any way prevent you from having constructive conversations with your boss about your future at Dow Jones.

Finally, we would like to remind you that Article XXI of the IAPE/DJ collective agreement states, “The Company and the Union agree that performance evaluations under this Article shall not be considered disciplinary actions.” That’s important -- IAPE-represented employees are always entitled to union representation during disciplinary meetings, and Article XI of the contract requires at least three hours’ advance notice of disciplinary meetings (except “in the event of exigent circumstances”). A discussion of disciplinary action should not occur during a meeting to talk about goals or expectations.

If your manager ever invites you to a disciplinary meeting, please contact an IAPE director or steward, or email union@iape1096.org for assistance.

A Year of Challenges and Accomplishments (and Looking Forward to 2021)

This year has been filled with unusual challenges, requiring us all to rise above the adversity 2020 has thrown our way. The same is true for your union.

Before the pandemic, IAPE successfully pushed Dow Jones to permit employees who have taken parental leave to make use of the benefit again without any waiting period. The union also continued to aggressively enforce terms of the 2019-22 collective agreement, with the highest number of grievances in almost a decade filed to protect the rights of IAPE-represented employees.

When offices closed as a result of Covid, IAPE advocated for Dow Jones to provide benefits such as Life/Work Balance leave and the carryover of vacation time into 2021. IAPE proposed changes to the physical fitness benefit to allow reimbursement of expenses for home gym equipment, and continues to insist that Dow Jones negotiate over additional relief proposals for home-office equipment needs, dependent care and internet expenses.

In the midst of all this, IAPE members elected a new slate of officers and leaders to the union’s Board of Directors, and voted in favor of a more equitable union dues structure by eliminating the bi-weekly cap on dues payments.

Your IAPE representatives will continue to build a stronger union in 2021 by reaching out to even more members and by restarting quarterly “location” meetings to check in with all members on a regular basis.

IAPE is also expanding on its training program for union members. Taking what began as conference-room conversations in Princeton and New York, IAPE 101, Contract 101 and Steward 101 sessions will continue to be held via Zoom to reach IAPE members wherever they work.

Meanwhile, IAPE leaders in 2021 plan to conduct a review of the union’s bylaws and update that document as necessary to ensure IAPE operates as efficiently as possible.

As this year of challenges draws to a close, all IAPE representatives offer very best wishes to members everywhere for a peaceful end to 2020 and a brighter 2021.

Performance Evaluations
Dow Jones has introduced a new performance evaluation system intended to provide a different approach to goal setting, and to initiate more-frequent check-in conversations between employees and managers on performance and growth. Annual evaluations will also change from a number-rating system to labels of “thriving,” “performing,” “needs improvement” and “new to role.”

Not changing are requirements for self-evaluations -- which will still be voluntary, but are noted as “strongly encouraged.” Ratings will continue to be assigned by managers, and the visibility of those ratings will remain between employees and their manager(s) and HR.

If you have questions about the new performance evaluation process, please review recent communications from Dow Jones, or contact IAPE at union@iape1096.org.

2021 CWA Scholarship
IAPE’s parent union, the Communications Workers of America (CWA), is pleased to announce the CWA Joe Beirne Foundation has approved the awarding of 16 partial college scholarships of $4,000 each for two years. Eligible for the scholarships for the 2021-22 academic year are CWA members, their spouses, children, and grandchildren, including the dependents of retired, laid-off, or deceased members. Applications are available online for submission on the Foundation’s website at http://cwa-union.org/beirne-application. 

Holiday Hours
The IAPE office will be closed on Christmas Day, Dec. 25 and New Year’s Day, Jan. 1, and will close at noon on Dec. 24 and 31.

New Board Meets, Covid Benefits at the Center of Discussion

IAPE’s newly constituted Board of Directors held its first meeting Saturday, Dec. 12. Topics included the stalled negotiations with Dow Jones regarding additional Covid-related benefits, and the need to raise company awareness about the hardships many of our members are facing while working from home. Please continue to tell us about your experiences and your needs. And look for more from us in the New Year about how we can all push this issue forward. 

The Board also discussed plans for member outreach in 2021 that will encourage employees to get involved in important union initiatives, including promoting diversity in the workplace. The BOD also approved a resolution recognizing outgoing members from the 2017-2020 Board for all of their efforts on behalf of the union. See the full resolution, “Thank You, Yogi & Directors.”

Holiday Pay & Comp Time Reminder
Remember, if you are required to work on any holidays recognized in the IAPE contract (Christmas Day, Boxing Day in Canada and New Year’s Day), you’re entitled to Holiday Pay: time-and-one-half for regular hours worked (double-time for additional hours) and an extra day off in lieu of the holiday. (For holidays worked from July through the end of the year, you have the discretion to choose an extra day’s pay instead of the day off.)

Another reminder for any overtime-exempt employees with scheduled vacation time: If you’re assigned more than two hours of work on a scheduled day off -- a vacation day, personal day or weekend day -- you’re entitled to comp time for that extra work. Unused comp time hours carry over into the next calendar year, and may be cashed out 30 days after they are earned. 

Don’t let your extra work go unaccounted -- it’s your time and money. If you have questions about how to file for your extra time, send us a note or reach out to one of your local representatives.

Resolution: Thank You, Yogi & Directors

Whereas Yogita Patel served as IAPE President from December 1, 2017 through November 30, 2020, and;

Whereas Yogi decided not to run for a second term and has returned to her former position at Dow Jones, and;

Whereas a number of other Directors also opted to step away from the IAPE Board after a number of years of valuable service to the Board and IAPE members, and;

Whereas the 2017-20 edition of the IAPE Board accomplished a number of goals, notably providing information to members about the pursuit of pay equity at Dow Jones, achieving a 2019 contract with larger pay increases than IAPE members have received in a decade, and the elimination of the IAPE membership dues cap;

Therefore, the IAPE Board of Directors recognize and thank the following outgoing Officers and Directors for their contributions to IAPE TNG-CWA Local 1096:

Yogita Patel - President
Michael Wursthorn - Vice President
Siobhan Hughes - Secretary
Zusha Elinson - Classification Director, News
Joe Palazzolo - Location Director, Northeast
Cezary Podkul - Location Director, Northeast
Louise Radnofsky - Location Director, Southeast
John Jurgensen - Location Director, Midwest
Alejandro Lazo - Location Director, Northwest

Directors Kick Off New Term; IAPE Announcements

Dec. 1 marked the beginning of the new term for the IAPE Board of Directors, which runs through Nov. 30, 2023. Following is a list of the new officers and directors:

Officers:

President/CWA Delegate - Jodi Green

Vice-President/CWA Delegate - Eleanor Miller

Treasurer/CWA Delegate - Austen Hufford

Secretary/CWA Delegate - Brent Kendall

Location Directors: (Candidates must be employed in the geographic location they wish to represent.)

Northeast - Laura Casey, Margaret Lin, Shalini Ramachandran, Joseph Walker

Mid-Atlantic - Patricia Corley, Whitney Henderson, Alisha Stegall

Southeast - Jess Bravin, Joshua Jamerson

Northwest - Georgia Wells

Southwest - Alexandra Berzon

Canada - Vipal Monga

Midwest - OPEN

Classification Directors: (Candidates must be employed in the job classification they wish to represent.)

Administrative/Advertising - OPEN

News - Ian Lovett

Production - Roger Pacheco

Technology - Vincent Rickey

IAPE Directors are all very excited to pick up the baton passed to them by the previous Board, and intend to continue pushing the company to bargain with the Union regarding Covid benefits and enforcing terms of the IAPE contract through the grievance process and labor/management committee.  

Vacancies Filled
The new Board has already been busy this week accomplishing a number of housekeeping items, including the completion of their first order of business: nominating and filling of two open positions (Location Director - Canada and Classification Director - Technology). Vacancies still exist for the positions of Location Director - Midwest and Classification Director - Administrative/Advertising. Any IAPE member interested in either of these positions should reach out to union@iape1096.org.  

Vacation Rollover
IAPE reps met with the company on Thursday for monthly Labor/Management, Grievance and Classification discussions. The Union initiated a new grievance challenging disciplinary memos issued to a Princeton member, and discussed a number of other grievances and employee concerns. Among those: IAPE received confirmation that this year’s special carryover of vacation, up to 5 unused 2020 vacation days, will not require any action on the part of employees. Available vacation days appearing in Workday as of Dec. 31 will automatically be credited to employees’  2021 vacation accounts. Please keep in mind that carryover vacation days must be used by Mar. 31, 2021, or they will disappear.

Steward Training & IAPE Board Meeting
Two reminders for IAPE members: the final Steward 101 training of 2020 is coming up on Dec. 9, and the first Board of Directors meeting of the new board will be held via Zoom on Dec. 12.  As mentioned in previous newsletters, this meeting is open to any IAPE members who would like to attend. Sign up here for these events. 

Holiday Pay and Training Reminders

It’s Thanksgiving on Thursday, and the officers, directors and staff of IAPE would like to extend best wishes to our members working in the United States for a safe and happy Thanksgiving.

If you are not scheduled to work on Thursday, please enjoy your holiday! But if you are required to work, please remember to file for your Holiday Pay!

The collective agreement between IAPE and Dow Jones requires time-and-one-half for all regular hours worked on a holiday (double-time for extra hours) plus an additional day off in lieu of the holiday or an additional day’s pay.

The contract gives IAPE-represented employees the discretion to choose additional pay over an additional day off for all holidays worked after July 3rd in any calendar year. If you are assigned to work Thursday and you want extra pay instead of an additional day off, 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.

Steward Training Dec. 9
IAPE is always looking to add to its steward ranks and in Steward 101 you’ll learn your role and rights as a steward as well as the best practices to properly represent, advocate, and empower your fellow members. Register here to attend this class and to see other upcoming training opportunities and IAPE events.

Board of Directors Meets Dec. 12
Among those events is the next meeting of the IAPE Board of Directors, scheduled to be conducted via Zoom on Dec. 12. This will be the first meeting for the new IAPE Board and incoming president Jodi Green, set to begin their terms of office on Dec. 1.

IAPE Board meetings are open to IAPE members. To join, please register at our Events page.

DJ Refuses to Engage, Stalls Needed Benefits for IAPE Members

IAPE representatives met again this week with counterparts from Dow Jones Legal and HR departments in another attempt to negotiate benefits to assist employees affected by the Coronavirus pandemic. Almost seven weeks after presenting union proposals for Covid relief, and over five weeks since first hearing Dow Jones had no response to those proposals, the message remained the same: We have (almost) nothing to negotiate.

During this most recent meeting on Wednesday afternoon, company reps informed the union that Dow Jones is still “working through and dealing with a difficult issue,” but they refused to engage with IAPE proposals on dependent care or internet and equipment allowances, or share information about any possible company plans for employees.

The lone counter-proposal delivered to the union: an offer to finally make the purchase of home gym equipment eligible for reimbursement under the IAPE physical fitness benefit, but purchases made in 2020 would only be reimbursed after January 1, 2021.

The company’s failure to meaningfully negotiate with the union is frustrating, and possibly illegal. IAPE is investigating options to challenge the company’s position. Union representatives would much rather spend time reaching agreement over much-needed assistance for Dow Jones employees, in areas where peer companies like The New York Times and Bloomberg have willingly and generously offered additional compensation to their employees.

As the new IAPE Board of Directors prepares to begin its term of office on December 1, the union will continue to push Dow Jones to recognize that their employees need help. The company keeps telling the union that welfare of Dow Jones employees is “top of mind.” It’s time they proved it.

(Another) Election Day This Week

IAPE Ballots Counted Thursday
The counting of ballots for the 2020 IAPE election and dues referendum will take place starting at 10:00 a.m. on Thursday, Nov. 5 at the offices of the American Arbitration Association in New York. Ballots received by Wednesday, Nov. 4 at 5:00 p.m. will be secured at the offices of the AAA under lock and key. The AAA has guaranteed the security of the ballots at all times.

Once all ballots are counted, results will be delivered to candidates and the IAPE Board of Directors, and the tentative certification from the IAPE Election Committee will be announced to members.

The election certification process is set forth by the constitution of IAPE’s parent union, the Communications Workers of America, which states that, “Absent a challenge to the election, the tentative certification shall become final ten days thereafter.”

Any challenge to the conduct of an election must be filed in writing with the election committee within 10 days of the tentative certification of the results. The election committee shall rule on any challenges and shall within 20 days of the tentative certification of the results make a final determination or certification.

The CWA constitution also provides the opportunity for challengers to appeal to the appropriate geographical vice president of the parent union.

New Term of Office Begins Dec. 1, New Board Meets Dec. 12
The new IAPE president, fellow officers and the rest of the union’s Board of Directors will begin their three-year term of office on Tuesday, Dec. 1. The first meeting of the new Board will be held via Zoom over the Dec. 12 weekend.

Board meetings are open to all IAPE members. Watch the IAPE Events page to register and join the December meeting.

Nine Days: Mail Those Ballots!

Urgent Ballot Reminder
Ballots for the 2020 IAPE referenda must be received by the election administrator, the American Arbitration Association in New York, next Wednesday Nov. 4 by 5 p.m. to be counted. Eligible members are casting two votes, one for the next president of IAPE and the other a YES/NO vote on the elimination of the dues cap. If you have not received a ballot or need a replacement because your ballot has been lost or spoiled, contact Sacha Ulerio at ulerios@adr.org. AAA will tally ballots beginning Thursday Nov. 5, and the IAPE Election Committee will announce the results to membership as soon as possible after the count has been completed. For questions about the election contact the IAPE elections committee. 

IAPE 101 on Wednesday, 2 p.m. ET  
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

Register here to attend this session and to sign up for a future training. 

Privacy: Who’s Accessing Your Information? 
As Dow Jones continues to roll out Okta Verify with instructions to install the app -- including on personal devices -- in order to connect with company systems, IAPE has asked the company to provide any available information regarding current practices for employee monitoring and information gathering. As a reminder, the Dow Jones Electronic Communications Policy reads, “If you use a Personal Device for Company business, connect a Personal Device to Company Systems, or use a Company Device to access Company Systems (such as logging into a business application from a home computer either at the office, from home, or elsewhere), the Personal Device can be subject to all of the interception, access, examination, and monitoring as Company Systems otherwise discussed in this Policy.”

During last week’s monthly meeting with company representatives -- where IAPE and Dow Jones reps also discussed current grievances and other labor/management issues -- the union pressed for an explanation of how personal devices are monitored during this time of remote work, and why the company has insisted on the use of an app, especially one that is not compatible with some devices. Company representatives informed IAPE they will review these legitimate concerns. Stay tuned.

If you have an issue you believe the union should address with Dow Jones, send it along to union@iape1096.org.