Warning Letter: Called to a Disciplinary Meeting? Know Your Rights!

• IAPE is aware of an uptick in disciplinary proceedings initiated by DJ management.

• These meetings appear to be connected to recent performance reviews.

• IAPE advice: do not attend a disciplinary meeting alone.

• You have the right to union representation – and it will help!

• If you have been summoned to a disciplinary meeting – or attended a meeting recently and did not realize you have these union rights – please contact us immediately.

IAPE has new concerns about the Dow Jones performance evaluation process and whether managers may be using annual reviews inappropriately as a first step toward disciplinary actions, which could lead to termination of employment. We would like to hear from any member who has received a "Needs Improvement" rating, particularly if you have been summoned to a disciplinary meeting; as always, IAPE holds member personal information in strict confidence.

There are indications that Dow Jones may be attempting to use the Glint process to evade the contract's Job Security Clause, which provides that "[t]here shall be no discharge or other disciplinary action except for just and sufficient cause," which includes "insubordination, infractions of generally recognized and approved standards of business conduct or journalistic ethics, incompetence" or misconduct of similar magnitude.

Just two weeks after a meeting with Dow Jones representatives in which the union requested information about the new process for employee ratings, IAPE is now hearing from members who received "Needs Improvement" ratings and have been summoned to disciplinary meetings that commence a process that could lead to termination of employment. In News departments, for example, we are aware of management requiring certain reporters to write a large quantity of stories in a short period of time, and they will be penalized for teamwork because only single-byline feature stories will receive credit.

Delivering performance expectations and discipline at the same time is at odds with the company’s stated goals for the Glint system, as well as the company’s obligations under our collective bargaining agreement. Typically, employees have been given fair notice of management’s performance concerns and a reasonable chance to address them before Dow Jones initiated the formal disciplinary process.

Materials delivered last year to the union advertised the new Glint process as a way to prompt “more frequent check-in conversations between employees and managers on performance & growth.” However, IAPE evidence indicates that managers in at least some departments believe a negative rating should automatically trigger a follow-up warning letter, rather than constructive guidance from supervisors.

As the union informed members in a Jun. 24 update, Dow Jones officials at the time said there is no automatic follow-up process triggered by poor evaluation ratings. Indeed, connecting disciplinary meetings and warning letters to annual performance reviews would also violate the contract. Article XXI of the agreement reads, “The Company and the Union agree that performance evaluations under this Article shall not be considered disciplinary actions.”

We say none of this to alarm members unnecessarily, but to make you aware of what we have observed, and to remind you that you have rights under the terms of our contact with the company. IAPE will continue to investigate to ensure departments do not use performance reviews as a precursor to discipline, and will defend all IAPE-represented employees against unfair discipline and claims of poor performance.

If you ever receive an invitation to attend a disciplinary meeting, you have the contractual right to attend with the assistance of an IAPE representative. Article XI of the IAPE/DJ agreement requires at least three hours’ advance notice of a disciplinary meeting, and that your invitation to attend must include IAPE contact information. Don’t attend a disciplinary meeting alone. Email union@iape1096.org or contact your local IAPE representative for assistance.

IAPE Raises Boosted by 0.25%

As announced today by the Dow Jones compensation team, the negotiated compensatory raise for eligible IAPE-represented employees has been increased by a quarter-percent to 2.75%. The “upside protection” language in the IAPE/DJ contract has finally paid off.

Under the terms of Article IV of the collective agreement between IAPE and Dow Jones, whenever the “standard merit increase guidance for non-IAPE corporate staff” exceeds the raise negotiated by IAPE and Dow Jones, that negotiated percentage will be boosted to match the corporate rate. The negotiated compensatory increase for 2021 was 2.5%

Dow Jones has confirmed that pay raises, effective July 1, will be calculated and paid on the July 15 pay date, with one day of work (June 30) paid at 2020 rates, and the rest of the pay period at new rates. There will be no requirement for retroactive pay.

IAPE-represented employees hired prior to May 1 are eligible for one of three types of negotiated pay raise: the adjusted compensatory increase of 2.75%, a scale advancement for employees paid according to our introductory pay scales or, for full-time employees earning gross wages of less than $1,000 per week, a minimum-dollar weekly raise of no less than $25. IAPE-represented employees are always entitled to the largest of these pay hikes.

A second negotiated compensation component will also be affected by today’s pay adjustment. In 2019, Dow Jones and IAPE negotiated a series of annual lump sum payments with 2020 and 2021 payments targeted at 0.5% of pay as of June 30, and dependent on the funding level of the management bonus pool. However, today’s 0.25% increase in the 2021 compensatory raise also requires a reduction in the 2021 target bonus.

The lump sum payment will be lowered from 0.5% to 0.25% subject to a further adjustment based on the funding for the management bonus plan. Lump sum payments will be issued in August at the same time as management bonuses are paid.

Tomorrow: Steward 101
As IAPE prepares to discuss future pay raises during new contract negotiations in 2022, it is imperative for the union to beef up its steward ranks. If you’re interested in becoming an IAPE steward to advocate for your fellow members, please register for tomorrow’s Steward 101 class. In this half-hour Zoom session, we’ll cover the role and rights of a steward as well as the best practices to properly represent and empower your fellow members. Please join us, tomorrow at 2:00 p.m. EDT!

Happy Holidays!
Thursday, July 1 is Canada Day. Any IAPE-represented employee in Canada who is required to work on July 1 is entitled to Holiday Pay: time and one-half for any regularly scheduled hours, and double-time for any hours in excess of your regular day – plus another day off, or an additional day's pay, at the discretion of the Company.

Similarly, Sunday, July 4 is Independence Day – but because the holiday falls on a Sunday, employees in the United States will have Monday off. IAPE-represented employees in the U.S. who are required to work on Monday are entitled to the same Holiday Pay benefits described above with one exception: for all holidays worked after July 3 in any calendar year, the choice between an additional day off or day’s pay rests with the employee.

Holiday Pay must be claimed via Workday.

Wherever you’re celebrating your mid-year holiday this year, we hope you have a safe and enjoyable day! The IAPE office will be closed on Monday, but we’ll be back and ready to tackle the second half of 2021 bright and early on Tuesday morning.

IAPE Challenges Book Leave, GNY “Layoffs”

IAPE has demanded Dow Jones rescind any changes to its Book Leave policy and has insisted the company withhold any layoff notices it plans to issue to reporters affected by the closing of the Greater New York section of The Wall Street Journal.

In a Jun. 23 letter to the Dow Jones Legal department, IAPE president Jodi Green challenged company claims that it has no obligation to discuss changes to the Book Leave policy, or External Project policy.

“The policy in question obviously affects the terms and conditions of IAPE members’ employment and, as such, is a mandatory subject of bargaining,” Ms. Green said. “The law requires that bargaining be conducted in good faith.”

“Good faith, in this circumstance, requires that management retract the prematurely-issued policy while the parties negotiate.”

In a separate letter delivered to Dow Jones on Jun. 22, IAPE questioned a statement in a Jun. 17 email from Matt Murray announcing the end of the GNY section, in which he wrote, “This morning, we informed the Greater New York staff that we’re shutting down the team and ceasing publication in print and digital on July 9. Team members will have the chance to apply for other jobs.”

The letter advised the company of IAPE’s position: “The union insists that Dow Jones withhold any notices of layoff it planned to deliver as a result of this reorganization, and that employees be permitted to transfer with their jobs consistent with the terms of Article V, Section A of the Collective Agreement.”

IAPE reminded Dow Jones of 2019 contract negotiations over the issue of restructuring and the requirement for affected employees to reapply for positions held when those jobs were transferred to other departments. Those negotiations resulted in a new provision within the “Transfers” article of the contract.

That new contract language requires the company to permit employees to transfer to new departments “without any posting or application process” when jobs are transferred to different departments without any reduction in headcount.

Responding to the union’s letter, a Dow Jones representative said, “The work performed by the employees who have been noticed for layoff will not be continued in other departments, and the employees are not being required to reapply for ‘their jobs.’ The Company's decision to discontinue publishing the Greater New York section of The Wall Street Journal means that the coverage responsibilities of the affected employees will cease to exist. They all had beats that were primarily targeted for GNY content.”

The union will continue to investigate whether issuing layoff notices to GNY staff constitutes a violation of the IAPE/DJ contract.

IAPE Questions New Evaluation Ratings
The union issued requests for information about the company’s new performance evaluation system during today’s meeting of the IAPE and Dow Jones Labor/Management Committee.

Citing concerns about gender disparity and the effect of the pandemic on employee performance in 2020-21, IAPE asked Dow Jones to provide available data for performance evaluations of IAPE-represented employees, including the number of female and male employees rated as “Thriving,” those rated as “Performing” and those rated as “Needs Improvement.”

The union also requested information about the new process for rating employees, criteria for managers to select a rating level and written guidance from the company explaining the process after an employee has been provided with a rating of “Needs Improvement.”

During the meeting, a company representative asserted there is no automatic follow-up process triggered by a poor rating and also stated there is no connection between performance evaluations and compensation — which seems to contradict the understanding of many employees and managers.

IAPE has also requested information about numerical ratings provided in 2017, ’18 and ’19.

The Labor/Management committee meets on the fourth Thursday of each month. If you have a workplace concern you would like to add to the committee agenda, email your suggestions to union@iape1096.org.

Guild Social In New York
IAPE members in the New York area, you are cordially invited to a social hosted by the three New York locals of The NewsGuild: News Media Guild, the NewsGuild of New York, and IAPE!

Join us tomorrow, Friday, Jun. 25 at 5:00 p.m. We’ll be in Prospect Park Long Meadow, just east of the Picnic House. All members are welcome — and feel free to bring guests!

Please RSVP: bit.ly/35LUgSE

Join The Guild For a Social in Prospect Park!

New York area members, you are cordially invited to a social hosted by the three New York locals of The NewsGuild: News Media Guild, the NewsGuild of New York, and IAPE!

Join us Friday, Jun. 25 at 5:00 p.m. We’ll be in Prospect Park Long Meadow, just east of the Picnic House (don’t worry, you’ll find us — TNG reps will be onsite to greet you).

All members are welcome — and feel free to bring guests!

Please RSVP: bit.ly/35LUgSE

IAPE Will Fight Unilateral Imposition of New Policy on Books and Projects

Dow Jones announced a new policy Friday for WSJ news personnel in which the company claimed new and potentially expansive rights over employees’ efforts to write books or pursue other external projects. We have several concerns about the policy, which appears to depart from industry standards, and believe the company cannot lawfully impose it on its own. 

We will have more to say later, but for now, know this: We intend to fight this attempt to unilaterally change the terms of our employment. IAPE sent a letter to DJ representatives this afternoon seeking more information and requesting negotiations.

IAPE was first notified in late March that DJ intended to seek revisions and expansions of its policies on external projects. In April, the union raised a series of questions about a draft document presented by the company, and met with company officials on April 22. In May, DJ presented IAPE with a further revised proposed policy that did not address questions previously raised by the union. The revisions also appeared to be an attempt to further expand rights provided to management. 

IAPE expected to have further discussions with management over the policy. Instead, the company announced it Friday, without notifying the union first. Past policies of this nature were subject to bargaining, and we believe this one is, too.

Dow Jones also has been working on additional policies related to newsroom employees’ involvement with podcasts and newsletters. IAPE believes it has the right to negotiate over those policies as well.

We have received a steady stream of feedback today from concerned members, some of it quite angry, over the company’s proposed new approach. Thanks to those of you who have reached out. If you would like to be involved in our efforts to address this issue, please let us know. Continue to share your thoughts by emailing us at union@iape1096.org or calling the office at (609) 275-6020.

Join Us For IAPE 101

When you were hired by Dow Jones, were you surprised to learn that you were a union-represented employee? Have you ever wondered about your rights as a union member? If you have a half-hour to spare tomorrow at 2:00 p.m. EDT, please join us for the next installment of IAPE 101 and see if we can answer your questions.

IAPE 101 is a Zoom presentation addressing the basics of IAPE membership: What is a union? How does IAPE function? How does IAPE fit into Dow Jones? What are the benefits of union membership? All these questions and more will be covered in this class, perfect for those brand new to IAPE, or even for veteran members interested in learning more about their union. All members are welcome; register today on the IAPE Events page.

Steward 101, June 30
Interested in becoming an IAPE steward to advocate for your fellow members? While you’re browsing the IAPE Events page, please feel free to register for our next Steward 101 session scheduled for June 30. In this class, we’ll cover the role and rights of a steward as well as the best practices to properly represent and empower your fellow members

CWA Celebrates Juneteenth
Save the Date! Our parent union, the Communications Workers of America, is organizing a Facebook live event to celebrate Juneteenth on Saturday, June 19 at 1:30 p.m. EDT. CWA leaders will highlight the fight against racism and address issues like pay equity and greater staff diversity. Speakers will include CWA activists, artists, and special guests. All IAPE members are welcome!

Catch Up On Guild News
A great way to stay connected to CWA, and especially unions within our sector, The NewsGuild, is a subscription to TNG’s newsletter. Every two weeks, TNG provides updates on what’s happening across our union — from New York, Toronto, San Juan, Honolulu and everywhere in between. Check out TNG’s latest update, and be sure to get Guild news delivered to your inbox!

IAPE Demands Phase 2 and 3 Negotiations

As we contemplate work life after the pandemic, IAPE members across Dow Jones locations have made clear they want their voices heard as the company implements plans to return to the office. This week we again insisted to the company that it must include the union in discussions about these vital issues.

In a letter to company officials, IAPE president Jodi Green wrote, “IAPE reiterates its position that it has a legal right to negotiate over the establishment or modifications of workplace policies and must be a part of the decision-making process for these issues, which stand to have a substantial impact on the IAPE-represented workforce,” and asked Dow Jones to inform IAPE when its representatives will be available to negotiate with the union.

Earlier this year, IAPE filed a complaint with the National Labor Relations Board alleging the company had failed to negotiate with the union over pandemic benefits. That Unfair Labor Practice complaint is under investigation by the NLRB.

IAPE and Dow Jones have held no formal negotiations over the impact of the pandemic since the union filed its Labor Board charge. However, union representatives have continued to raise employee concerns during regular, monthly meetings of the Labor/Management joint committee. During the most-recent meeting of that committee, held Thursday morning, IAPE representatives asked whether Dow Jones had any plans to proceed with Phase 2 as scheduled on Sept. 7, or if that date might be moved forward. Company officials said they had no information to suggest the Sept. 7 voluntary return date would be adjusted.

IAPE also informed the company that many members have asked to have the ability to return to their desks sooner. Dow Jones representatives said they would “pass along” the union’s information.

Annual Incentive Plan Review
During Thursday’s Labor/Management meeting, Dow Jones informed IAPE that sales incentive plans for the 2022 fiscal year will soon be ready for review by the union. Under the terms of the collective agreement between IAPE and Dow Jones, “forty-five (45) days’ notice must be given to the Union concerning a change, modification or termination of an incentive plan.” The company must also provide a written explanation “for any design changes to an incentive plan year over year.”

The union was advised that we can expect to see plans from Media Sales first, with PIB plan documents to follow. IAPE will forward draft plans to all affected employees for review and feedback. As we note on our Sales Explainer page, if you have any issues regarding your sales incentive plan, please reach out to the union.

Working On The Holiday?
Monday is Memorial Day, and for IAPE-represented employees working in the United States, a holiday recognized by the IAPE/DJ contract. We hope you are able to enjoy a safe and happy long weekend with family and friends. However, if you are required to work on Monday, you are entitled to Holiday Pay: time and one-half for any regularly scheduled hours, and double-time for any hours in excess of your regular day (plus another day off, or an additional day's pay -- at the discretion of the Company).

Similarly, Monday, May 24th was Victoria Day, a holiday for our members in Canada. IAPE-represented employees in Canadian locations who were required to work on Monday are entitled to the same Holiday Pay benefits described above.

Holiday Pay must be claimed via the Company’s Workday system; if you encounter any difficulty in filing for additional compensation via Workday, please let us know and we’ll help you get paid for the time you worked.

Guidance For Performance Reviews

As Dow Jones departments and managers move ahead with year-end performance conversations, IAPE members are reaching out to the union office for guidance. Colleagues across departments have raised an array of questions with IAPE.

Members in News have been surprised to learn the new system asks for a self-rating, a feature that has long been present for non-News personnel. And members in all departments have raised eyebrows at requests for feedback about the performance of colleagues.

We’re reaching out today with this reminder: all IAPE-represented employees may decline self-assessments, self-ratings, and department feedback requests. Dow Jones has confirmed for IAPE that, “Employee self-reflection remains optional but strongly encouraged,” and that self-ratings are also optional.

As we have said before, if you want to rate yourself or offer comments about your achievements over the past year, feel free. Nobody will do a better job of singing your own praises than you. But beware: any critical notes you provide may be held against you in your manager’s final assessment of your performance.

If you have any questions or concerns about performance discussions with your manager, please let us know, or contact your local IAPE representative.

Contract 101: Talking About Compensation

IAPE’s Contract 101 series resumes on Wednesday afternoon with a fresh look at compensation and pay increases. The IAPE/DJ collective agreement requires negotiated raises which take effect on July 1 -- but do you know whether you’re entitled to our compensatory raise or a scale increase? Or maybe our minimum-dollar wage hike?

Join us via Zoom on May 19 at 2:00 p.m. EDT to learn more. Register on the IAPE Events page to receive your meeting invitation. We’ll also take a look at the new Dow Jones performance evaluation process and we’ll talk about Holiday Pay, members who might be eligible to exchange vacation time for pay, and other forms of compensation like Shift Differential and Stand-By Pay.

Consider A Pay Review!
As you consider our July 1 mandatory pay increases, you may be wondering whether it’s too late to initiate a merit pay conversation with your manager. Remember: nothing in the IAPE/DJ contract restricts management from providing discretionary pay raises at any time during the year.

If you’re thinking of talking to your boss about an additional raise, consider an IAPE pay review to help prepare for those discussions. An IAPE review is a great way to see how you compare to peers with the same title, working in the same department, location and even age range. Email payreview@iape1096.org for assistance.

Solidarity: It’s For The Birds
National Audubon Society workers have banded together to form Audubon for All, a union working to improve the working conditions for the frontline staff working to protect birds and the places they need. Like IAPE, Audubon for All will be affiliated with the Communications Workers of America (CWA).

Workers have asked Audubon management to voluntarily recognize the union so they can get to the bargaining table and start working together to build a better organization. Unfortunately, Audubon has instead hired a union-busting firm and is continuing to stall this process.

Audubon for All is reaching out to fellow CWA members and encouraging supporters to add their names to a petition asking management to recognize their union. Click here to sign: CWA.org/Audubon.

Join Us For IAPE 101

When you were hired by Dow Jones, were you surprised to learn that you were a union-represented employee? Have you ever wondered about your rights as a union member? If you have a half-hour to spare tomorrow at 2:00 p.m. EDT, please join us for the next installment of IAPE 101 and see if we can answer your questions.

IAPE 101 is a Zoom presentation addressing the basics of IAPE membership: What is a union? How does IAPE function? How does IAPE fit into Dow Jones? What are the benefits of union membership? All these questions and more will be covered in this class, perfect for those brand new to IAPE, or even for veteran members interested in learning more about their union. All members are welcome; register today on the IAPE Events page.

Contract 101: Compensation and Evaluations
While you’re checking out the IAPE Events page, please feel free to register for our next Contract 101 session scheduled for May 19. In this class, we’ll cover the different types of pay increases IAPE-represented employees will receive on July 1, and we’ll talk a little about the company’s new performance evaluation system, Glint. Please join us for some Q&A about your pay!

NewsGuild Focus on Pay Equity
Pay is also an important topic at other unions under the umbrella of The NewsGuild, and this week Guild unions have released a startling report highlighting pay disparities for women and journalists of color at 14 Gannett newsrooms. You can read more about that pay study here, and stay tuned to all news from our parent union by subscribing to The NewsGuild newsletter.

CWA Scholarship Deadline This Week!
One more piece of news from our parent unions: IAPE members interested in applying for the CWA Joe Beirne Scholarship must submit an online application before Friday, Apr. 30 at 11:59 p.m. EDT.

Sixteen partial college scholarships of $4,000 each are being offered for the 2021-22 academic year. IAPE members, their spouses, children and grandchildren may apply. Applicants must be high school graduates or at least high school students who will graduate this year. Undergrads and grad students returning to schooling are also eligible, but prior winners are not.

When entering, please select “District 1” as your member district, and enter “1096” as your member local. And good luck!