IAPE - Dow Jones Contract To Remain In Effect
The Independent Association of Publishers' Employees (IAPE), Local 1096 of The NewsGuild-CWA, and Dow Jones & Company have mutually agreed to preserve their collective bargaining agreement through at least June 30, 2018, the end the next Dow Jones fiscal year.
The contract covering the main bargaining unit at Dow Jones, consisting of most non-management employees at locations throughout the United States and in Canada, was negotiated last fall with a three-year term, July 1, 2016 through June 30, 2019, and ratified by IAPE members in November. However, the agreement contains a clause allowing either party to opt out of the remainder of the deal upon notification to the other party on or before March 15th in any contract year.
"We are pleased management has agreed not to terminate our collective bargaining agreement," said IAPE president, Bob Kozma. "Now, instead of having to prepare for another round of bargaining, IAPE and management can concentrate on improving working conditions at Dow Jones, including solving the problems of wage inequality and diversity in the workforce."
"Morale at Dow Jones is already low," Kozma noted. "Members of IAPE have seen their ranks diminish and their workloads increase. Had the company decided to terminate the new collective bargaining agreement, it would have sent an even more demoralizing message to our members."
He added, "We also hope this is a sign that business conditions have improved for The Wall Street Journal, Barron's, Factiva and the other businesses to which our members contribute. As far as IAPE is concerned, we power Dow Jones."
All terms and conditions of the current CBA will remain in effect. Notable among those: negotiated mandatory pay increases effective July 1, 2017 of 2% (or no less than $20 per week for employees paid less than $1,000 gross per week), or scale increases for employees paid according to and progressing through introductory wage scales.
IAPE and Dow Jones also reached agreement last fall on "upside protection" for pay increases (if Dow Jones decides the "standard merit increase guidance for non-IAPE corporate staff" should exceed 2%, the IAPE compensatory raise will be adjusted accordingly) and IAPE participation in a company-wide incentive program should one be implemented during the life of the contract. Terms of those agreements will also remain in place, though neither has been discussed at this point.