IAPE-represented employees who are entitled to at least three weeks of vacation and whose compensation is $1,250 per week or less will be granted one week's pay in lieu of one week's vacation at the request of the Employee. A union update delivered to members yesterday incorrectly stated that the compensation threshold was $1,500 per week or less.
For complete contract terms, always consult the collective agreement between IAPE and Dow Jones.
We’re Finally Going to Trial!
Yes, we know the headline for this update mentions inflation and raises, and there’s plenty of information about that (and vacation time, and vaccine surveys, and Glint goals) below. First, we’re excited to let you know that five months after the National Labor Relations Board issued a complaint against Dow Jones, we are finally scheduled to proceed to a trial on Jan. 25.
NLRB hearings are public proceedings, which means you can attend next week’s trial if you would like. However, since all Labor Board hearings have been conducted via Zoom during the pandemic, attendees must register to attend in advance.
If you are interested in observing next Tuesday, please send an email to union@iape1096.org before 12:00 p.m. EST tomorrow (Friday, Jan. 21).
And now, back to our update . . .
Inflation and Your Pay Raise
With prices for goods and services rising faster than they have since 1982, we’re not surprised that members have begun asking IAPE representatives whether the union contract requires any increase in annual raises to offset soaring inflation.
The answer is, yes, it does—but not in the way you might think.
Article IV, Section D of the IAPE/Dow Jones contract describes our Cost of Living Allowance (COLA) agreement requiring a boost in annual pay increases when the Consumer Price Index (CPI) exceeds our negotiated raises. However, the COLA agreement calculates cost of living by looking back two years prior to the effective date for pay raises.
“To calculate the cost of living, take the annual average CPI index for the calendar year ending immediately prior to the scheduled wage increase, divide by the annual index for the prior year, and subtract 1. Convert this number to a percentage and compare to the compensatory percentage increase due the following July 1st.”
So, looking back at our compensatory increase for 2021—originally set at 2.5%, but increased to 2.75% thanks to our negotiated “upside protection” agreement—the relevant inflation data were average CPI for 2019 and 2020, resulting in a cost of living percentage of 1.23%. Because the cost of living for the calendar year preceding our July 1, 2021 raise was less than 2.5%, no additional adjustment was required for last year’s raise.
Using the same formula to compare CPI from 2021 and 2020, the cost of living calculation for this year would be 4.7%. However, because 2022 is a contract bargaining year, there is no negotiated raise in place yet for July 1, 2022.
We anticipate negotiations for our new collective agreement with Dow Jones will begin in May or June of this year. Keep an eye on your inbox for more contract updates, membership surveys and requests for bargaining suggestions. In the meantime, if you have any contract questions, concerns or requests, send them along to union@iape1096.org, or reach out to any of your representatives on the IAPE Board of Directors.
FYIAPE: Vacation Time
With 2022 upon us, we find ourselves beginning a new vacation year. All full-time IAPE-represented employees receive at least three weeks of vacation time each year. Employees with three years’ continuous service are entitled to four weeks of vacation, and employees with six years’ continuous service receive five weeks.
(Legacy Factiva employees who had earned six weeks of vacation time as of 2008 are still entitled to those six weeks this year, per our Factiva Acquisition Agreement document.)
Regular part-time employees are entitled to two weeks of paid vacation after one year of service, three weeks after four years and four weeks after seven years.
Here’s an important reminder: Article IX of the IAPE/DJ contract states that if you cross a service anniversary threshold anytime during this calendar year, you are entitled to the corresponding vacation allotment anytime during this year. In other words: if you are a full-time staffer and your sixth anniversary is in July of 2022, you are entitled to five weeks of vacation time now.
So, schedule that time off. Or, keep it for a payout in case you leave the Company sometime this year—but remember this: for payout purposes, vacation time vests on a monthly basis. If you decide to leave Dow Jones this month, the Company will pay you the equivalent of one-twelfth of your time, minus any vacation days already used. If you leave in June, you’ll receive pay for half your vacation time, minus any days used. But, if you are able, you may schedule all your vacation days at any point in the year.
If you’re an employee entitled to at least three weeks of vacation and your gross pay is $1,500 per week or less, you can exchange one week of vacation for one week of pay. All you have to do is ask. That’s another benefit guaranteed by Article IX of our contract.
Employees are also entitled to six “floating holidays” to be used during the calendar year. These days are not eligible for payout upon departure.
There are lots of interesting items and benefits provided and guaranteed by our contract—shift differential, standby pay, severance pay, and so on. As we move deeper into 2022 and approach negotiations for a new agreement with Dow Jones, you’ll hear more and more about those benefits from us.
In the meantime, take a few minutes to browse through our contract document again, or join us for our Contract 101 classes for deeper dives into the terms of our agreement. Even Dow Jones veterans occasionally forget about all our negotiated benefits and guarantees. You never know, you may find you’re entitled to a few extra bucks to start the year—and that’s never a bad thing.
Outside New York: IAPE Vaccine Survey
Members assigned to Dow Jones work locations other than 1211 AOA in New York: last week we asked you to respond to our survey question: if you work from a Dow Jones office space, would you prefer Dow Jones to require proof of vaccination to access your building?
If you haven’t yet submitted your response, please do. See our email sent on Jan. 13, 2022 for a link to that survey question.
(New York members, as you know, earlier last month, the New York City health commissioner issued a public-health order requiring private employers take such steps “to prevent, mitigate, control and abate the current emergency.”)
2022 Goal Conversations
Last week, Meredith Lubitz emailed Dow Jones staff and encouraged employees to begin their 2022 goal conversations with their managers. Ms. Lubitz said email invitations from Glint would be delivered this week.
Those of you who were here one year ago may recall the union’s guidance regarding the introduction of Glint and the process for providing goals and self-evaluations. One year on, our position has not changed.
Self-assessments and entering goals are voluntary activities for employees. 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.
The officers, directors and staff of IAPE TNG-CWA Local 1096 would like to wish all our members a safe and happy holiday season. The union office will be closed on Friday, Dec. 24 and Friday, Dec. 31.
Under the terms of the collective agreement between IAPE and Dow Jones, Dec. 24 and 31 will also be considered days off for IAPE-represented Dow Jones staff in the United States, as “the days celebrated by the United States federal government” for the contract holidays Christmas and New Year’s Day.
IAPE-represented staff in Canada will have a short week next week, with the Christmas, Boxing Day and New Year’s Day holidays recognized on Dec. 27, 28 and 31, respectively.
Whichever side of the border you’re celebrating your holidays, we hope you are able to enjoy some well-deserved time off with loved ones. However, if you’re 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 Jul. 3 in any calendar year. If you are assigned to work Friday—or, in Canada, on Monday or Tuesday—and you want extra pay instead of an additional day off, please inform your manager.
Because Dec. 31 is the recognized date for New Year’s Day, it is considered a 2022 holiday. For any work performed on that day, the discretion to choose extra pay or an extra day off reverts to 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, please contact the IAPE office.
With a little more than six months remaining in our current contract term, IAPE is looking to bolster its steward ranks ahead of 2022 negotiations. What’s a union steward? A steward can be IAPE’s eyes and ears in a department, sharing union and workplace information with members or with IAPE’s elected representatives and staff. A steward might help organize union events and activities or participate in committee planning. Stewards even assist other members during meetings with management and Human Resources!
If you’re interested in becoming an IAPE steward, we invite you to join us tomorrow afternoon, at 2:00 p.m. EST, for our Steward 101 class. This half-hour Zoom presentation is a great way for union members to learn more about the next level of IAPE participation.
Register on the IAPE Events page. Do you have questions about becoming a steward, but you aren’t available to attend tomorrow’s class? Reach out to IAPE rep Marlena Fitzpatrick for some individual Q&A!
Update Your IAPE Contact Info!
You’re likely receiving this message at your Dow Jones email address. There are times, especially during contract negotiations, when IAPE prefers to message members via their personal email accounts. Not all members have their current personal email address on file with IAPE, though. If you would like to add or update your non-DJ contact information with IAPE, please send your current email address in a reply to this note.
If you would like to add your mobile number for possible IAPE text messages during contract negotiations, please feel free to add that to your reply!
In September, we announced that the National Labor Relations Board issued a complaint against Dow Jones for failing to negotiate in good faith with IAPE. The NLRB originally set today, Dec. 7 as the date for the union, represented by the General Counsel of the NLRB, and the company to appear at trial before an Administrative Law Judge.
The General Counsel’s office has requested a postponement of this hearing. The trial is now scheduled to begin on Jan. 21, 2022.
In an email from Karen Pensiero and Kate Ortega, IAPE-represented News personnel have been advised they should participate in a “goal-setting exercise” via Glint, the platform Dow Jones used last year to conduct performance evaluations. Reporters and editors have been asked to provide “two to three new goals” before Friday, Nov. 26.
We expect other departments will deliver similar requests to employees soon.
We want to remind all IAPE-represented employees of the union’s position, recognized by Dow Jones, on setting goals and self-assessments.
First, as they were last year, self-assessments are still optional. Second, entering your own goals is also a voluntary exercise. The addition of goals is considered part of “Employee Prep,” all of which was labeled in last year’s Glint introduction documents as “optional.”
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 decide to provide your own goals, 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.
Physical Fitness Reimbursement Deadline Nov. 30
Another reminder from IAPE—the deadline for submitting physical fitness reimbursement claims for the 2021 benefit year is Tuesday, Nov. 30.
Full-time or regular part-time employees represented by IAPE can receive up to $600 of the employee-only costs of physical fitness activities and memberships ranging from health club memberships and personal trainers to entry fees for road races and tennis court fees. For the 2021 benefit year, IAPE-represented employees also may claim expenses for purchases of home gym equipment dating back to Jan. 1, 2020.
Gym equipment purchases will not be eligible for reimbursement in 2022.
You may request reimbursement by logging into www.wageworks.com and submitting your request or by completing a reimbursement request form available on the Dow Jones HR Hub. Expenses must be submitted to WageWorks by Nov. 30 to count towards the 2021 limit and to be reimbursed by the end of that calendar year.
Any expenses submitted after Nov. 30 will count toward the maximum benefit payable for the 2022 benefit year. Reimbursements from the Physical Fitness Program will be included on your Form W-2 as taxable income and will be subject to withholding taxes.
If you have any questions about your eligibility for this benefit or whether an activity fee is covered, please contact WageWorks at 877-924-3967.
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. IAPE staffers will be away from their phones and inboxes on Thursday and Friday, but will be back at work bright and early on Monday morning.
If you are not scheduled to work on Thursday, we hope you enjoy your holiday. 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.
Today: 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 today at 2:00 p.m. EST, 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.
2022 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 2022-23 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.
Final deadline for applications is 11:59 p.m., EDT, April 30, 2022. Applications are easy to complete online, including submission of a short, original essay. When applying, please note your “Member District” is District 1, and your “Member Local” is 1096.
Winners will be chosen in a lottery drawing.
The Joe Beirne Scholarship Program honors CWA’s founding president, who served in that capacity for more than 30 years. Joe Beirne took great pride in the roles he played in furthering educational opportunity and working for social justice.
Join IAPE President Jodi Green on Wednesday or Thursday for some union conversation and Q&A. We’ll talk about 2022 open enrollment, look ahead to next year’s Dow Jones contract negotiations and provide an update of discussions with the company over Covid relief and plans for returning to Dow Jones office spaces.
Members have two Zoom sessions to choose from: Wednesday, Nov. 10 at 2:00 p.m. EST or Thursday, Nov. 11 at 2:00 p.m. EST. Both meetings are scheduled for one hour, but we’ll have plenty of time for questions.
Meetings are open to IAPE-represented employees at all locations. To receive your Zoom link to attend, please register on the IAPE Events Page.
In Two Weeks: 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 on Tuesday, Nov. 23 at 2:00 p.m. EST, 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.
Rates of pay for IAPE-represented employees increased, on average, by 4.98% in 2021. That’s the takeaway from an IAPE review of pay data since July 1, the effective date for the union’s negotiated pay raises.
Overall, 471 IAPE-represented employees received 2021 pay increases above minimum raises required by the IAPE/DJ contract.
An examination of new Dow Jones-provided pay data showed 1,328 IAPE-represented employees were entitled to a union-negotiated pay increase in July. Approximately 56% of those employees received the minimum percentage raise of 2.75%, boosted from the negotiated rate of 2.5% as a result of the IAPE/DJ contract’s “upside protection” clause.
The rest of the bargaining unit received larger pay hikes, either through negotiated minimum-dollar or scale increases, discretionary raises, possible pay equity adjustments or raises as a result of promotions.
IAPE also looked at pay increase rates by gender, while noting that salaries vary significantly from title to title. The union found the average pay increase for female IAPE-represented employees in 2021 was 5.20%, while the average rate for male bargaining unit employees was 4.76%. However, average and median weekly dollar increases for those female employees were $81.73 and $56.11, respectively. Average and median weekly raises for males were $86.65 and $64.89.
(Note: IAPE plans on taking a fresh, detailed look at gaps in pay across lines of gender and ethnicity, similar to earlier IAPE projects in 2016, 2017 and 2019. Watch for that report in the New Year.)
The review of 2021 pay data also highlighted 189 union-represented employees requested and received an individual IAPE pay review between January and June of this year. Members often request individual reviews prior to initiating salary discussions with their managers.
In 2021, more than half of the employees who asked for an IAPE pay review received a pay increase in excess of the 2.75% compensatory increase.
To request your own personal salary review, please contact IAPE at payreview@iape1096.org.
Next Week: General Membership Meeting
Join IAPE President Jodi Green next week for some union conversation and Q&A. We’ll talk about 2022 open enrollment, a look ahead to next year’s Dow Jones contract negotiations and an update of discussions with the company over Covid relief and plans for returning to Dow Jones office spaces.
Members have two Zoom sessions to choose from: Wednesday, Nov. 10 at 2:00 p.m. EST or Thursday, Nov. 11 at 2:00 p.m. EST. Both meetings are scheduled for one hour, but we’ll have plenty of time for questions.
Meetings are open to IAPE-represented employees at all locations. To receive your Zoom link to attend, please register on the IAPE Events Page.
Today: IAPE 101 - Job Security
If you have an hour to spare this afternoon (or this morning, if you’re on the west coast), please join us for our IAPE Contract 101 class at 2:00 p.m. EDT. We’ll focus on job security, just cause protections against discipline, layoffs and seniority. Visit the IAPE Events Page to register.
If you’re curious about your own seniority within your department, remember, you can always contact the IAPE office to find out more about your seniority protection.
Our Pumpkin Contest Winners!
Congratulations to Princeton member Kirti Mahajan and New York member Angela Calderon, winners of last week’s Great IAPE Pumpkin contest. Kirti’s photo submission was voted best in the “carved pumpkin” category, while Angela’s photos received top “painted pumpkin” honors. Kirti and Angela each received first-prize $50 gift cards.
Thanks to all IAPE members who participated in our Halloween contest!
In case you missed earlier IAPE notes (and it would be understandable, buried beneath weightier messages about seniority and Covid proposals), today is the final day to submit your entry for The Great IAPE Pumpkin Contest.
If you or your loved ones have amazing pumpkin decorating skills, or are a whiz with a jack-o-lantern carving knife, you have until 3:00 p.m. EDT today to share your best work with other IAPE members and win a prize!
We want to display our members’ creativity for all to see. Email photos of painted and carved pumpkins to union@iape1096.org. We’ll feature them in upcoming posts on IAPE Twitter, Instagram and Facebook feeds. Our panel of IAPE judges will determine the most impressive member submissions, and will award a $50 gift card to the best in each category: decorated or carved.
Winners will be announced tomorrow, National Pumpkin Day!
Happy Wag-o-Ween from Union Plus
In keeping with the Halloween spirit, Union Plus is celebrating union members’ best friends with a photo contest!
To enter the Union Plus Wag-o-Ween Contest, submit a photo of your cat or dog in costume. Entries must be submitted between Oct. 21 and Oct. 31. Union Plus will select the finalists, and union members from across the United States will vote on winners between Nov. 5 and Nov. 10. Two winners will each win a $500 Grand Prize and ten First Prize winners will receive $50!
Only cat or dog submissions from union members in good standing and retired union members will be eligible to win. Enter now!
Desk Items in Storage? Reclaim Them Today!
Members in New York, Princeton and Washington, if you had personal items from your desk packed and stored by Dow Jones Facilities, you have until today to reclaim your items!
IAPE recommends searching your inbox for an email from Dow Jones's Workplace Design Team, which should have been received on or about Oct. 12. This email has a prepopulated request form for you to fill out. If you cannot find that email, please use the form linked here. To claim your items you must complete this form before tomorrow.
By filling out the form, you can have your packed boxes in storage delivered to your home by Certified, Dow Jones's professional moving company. Your items will be shipped in November— they will not be returned to the office.
Unclaimed personal items will be discarded.
IAPE 101 - Nov. 3
The next IAPE Contract 101 class will be held on Nov. 3 at 2:00 p.m. EDT. We’ll focus on job security, just cause protections against discipline, layoffs and seniority. Visit the IAPE Events Page to register.
If you’re curious about your own seniority within your department, remember, you can always contact the IAPE office to find out more about your seniority protection.
Have a question? Need a rep? Contact us.
