2016 NEGOTIATIONS - IAPE MEMBERS SPEAK OUT!

Want to weigh in on Dow Jones/IAPE contract negotiations? Feel the need to vent about management contract proposals? Think the union has missed something you want to see addressed? You've come to the right place.

Check out all the comments below to see what other IAPE members are saying about bargaining, then email your own to union@iape1096.org. We'll post your feedback ASAP!

And be sure to follow along with Dow Jones and IAPE contract proposals HERE.

************************************************************

I think that if we are going to accept a 2% raise, then that $1000 lump sum is a must.

************************************************************

Recent headlines reported on teacher and musician strikes in Philadelphia due to a breakdown in contract negotiations. How quickly was that brought a resolution! Within 48 hours.

When is IAPE going to flex some muscle and show some bollocks and organise a strike/walkout? You keep trying "new" proposals from a submissive position.

Albert Einstein's definition of insanity: doing the same thing over and over again and expecting different results.

We deserve more than 2%, or at the least a freeze in healthcare costs.

Put on your big boy pants IAPE.

************************************************************

I've always wanted to be one of the Two Percenters, but this is not what I had in mind.

************************************************************

I am relatively happy with my wage, but I really want you guys to hold the line on healthcare, and try to lock it in for as long as possible.

************************************************************

Thank you for the bargaining update. At this point, it is clear that the two parties are not going to mutually agree on a contract that will benefit those represented by IAPE and since anything more than a 2% salary increase is not going to happen, why don't you just work to extend the recently expired contract until June of 2017 and then agree to work on a new contract at the end of 2017?

************************************************************

Dow Jones is reorganizing.

And the sun came up today.

I did not think they even completed the last re-org yet.

************************************************************

Pretty stunned by the current posture of management. I am committed to doing my part to help our bargaining team gain as much leverage as possible in this new impasse.

************************************************************

Hope the company will accept this proposal so we can move on. Thanks to our bargaining committee for new ideas to get additional pay for members while addressing News Corp's concerns about the future — a future we all hope will be bright. IAPE members don't like to be at odds with News Corp but we would like a fair contract with a pay raise in real economic terms after years of making concessions.

************************************************************

Awesome! Keep at it! Thanks for the update and all your hard work negotiating!

************************************************************

This is a very reasonable proposal. If DJ rejects this then they're pretty much telling us they don't care about us.

************************************************************

What about the heavier side of this equation?

The cost (and Dr choices) of healthcare?

Thank you for all of your efforts.

************************************************************

2% is nothing! I'm very glad I get it, but then again, I have not had a raise and 2% over 5 years does not do much of anything in NYC. How come DJ doesn't want to increase the cost of living?

************************************************************

The newest proposal stinks.

We deserve more than 2%!

************************************************************

Again, I say this isn't right. They get their huge bonuses each year and we get an insulting 2%. How are you agreeing to this? I thought you were supposed to fight for us? Instead you are giving in to them! Who do we need to talk to about this? There are a number of us who do not agree with this and want someone else who is going to fight for us because clearly you do not care about our well being.

************************************************************

This is honestly how we feel the DJ reps react every time we try to give them a wage proposal. My colleagues in my department are worried DJ is going to be able to talk the union negotiators back to 2% and even lock it in for 3 years, and it will all be for naught.

I suggested it a few days ago and some of my colleagues agree, we all need to get members together at the SB campus and have a meeting or open forum to understand everything that is going on. That is the easiest way to get everyone involved.

************************************************************

So after being FORCED into the union, and FORCED to pay union dues, getting email after email of what you are going to MAKE DJ do for us . . . and now . . . NOTHING. So what exactly am I paying for you to do for me? I hate unions . . . they create lazy people and poor work ethics. I though just maybe I was wrong and this would benefit me . . . nope . . . I was right. You are just another fee coming out of my paycheck and I get nothing for it. Personally . . . I think since you can't get our increases to be better, then you should waive our union dues next year and the year after. I mean after all, you have been telling DJ how much we deserve this, and how unfair our current increases are, so put your money where your mouth is and treat y our members fairly. You cant come through for us, give us back what you have taken — which most of us had NO choice of.

************************************************************

This latest update is embarrassing!

Four months ago we started by demanding 5% increases for the next three years. Today we are looking at the usual 2% and 2.5% which will clearly be negated once healthcare costs are raised again next year.

You call this negotiating? I call it laying down in submission.

Where is the union's show of force? You are bargaining from a position of no leverage! It's pitiful. The longer this goes on as status quo, the less leverage IAPE has. Two more weeks and you'll be accepting a 1% pay increase and thanking them for it.

I don't pay dues for you to pretend negotiating. I'm not amused and would even consider a deauthorization election.

************************************************************

Negotiations started in June and have been ongoing without an end in sight. Going into the 4th month of this nonsense, when will progress be demonstrated? Today is the first day we are working with an expired contract and there has been no communication from either the company or the union.

What is the point of being a part of the union when there are no results being pushed? Talks of striking or slow downs are meaningless. At this point, I am willing to put my faith into the merit-based raises that are being talked about. I am not willing to be a part of a "collective bargaining unit" with all bark and no bite.

************************************************************

From the company's corporate press release in August: Revenues of $2.2 billion increased 5% compared to $2.1 billion in the prior year. So we're talking about a multi-billion dollar company with revenues that are up from last year, that wants to nickel and dime it's employees. 2% is pathetic. How about some profit sharing for the employees? We do our best and aren't rewarded. Let's raise the game!

************************************************************

I'm happy to picket — all day and all night. 60 degrees and light rain is a small inconvenience. A 2% raise is a huge inconvenience, and a slap in my beautiful face.

************************************************************

It has become painfully obvious that Dow Jones management is not willing to budge beyond the 2% pay increase. Constantly being bombarded by upper management's emails gloating about the latest acquisition or award is a further insult to our hard work.

Given the current contract extension expires on Friday, September 30th, I believe it is time to go beyond the Friday T-Shirts and social media posts (which have apparently had no effect whatsoever)!

Let them know who is boss!

************************************************************

This doesn't sound encouraging at all. Does this mean we're to work without a contract? Don't we have CWA behind us? Why don't we employ attorneys the same caliber of management's apparent legal resources? How are these proposals in any way advantageous to the members? Non-union employees' compensation have NO pertinence to the outcome — they don't pay dues; WE do, and we deserve the best representation possible. Where is the rat? I'd march outside in 20 degree weather. There should be an organized slowdown or something that makes management take notice, under no uncertain terms, that WE run the company, not they. We're behind those steady profits. How many more of these lukewarm IAPE "updates" will flood our email boxes, concurrent with those by management bragging about the latest corporate acquisition or other accomplishment? I'm NOT wearing my WSJ Union Made T shirt today ... it apparently does no good whatsoever. Lastly, I've taken part in social media campaigns before, but in this instance, I refuse to flex my FB/Twitter/Tumblr muscles when I'm PAYING MY UNION to work on my behalf. I've consistently earned excellent reviews and have been a solid performer within this company for 20 years. I'm furious. And I suspect I am not alone. Thank you.

************************************************************

I have got to be honest. I am not holding my breath that they will give wage increases for non-union members for 3 years, specifically so that they don't have to pass that along to us. Employees on this healthcare plan with just a 2% raise will now essentially be taking a pay cut to work at Dow Jones. I don't believe that is how we want to secure top talent.

In addition, I don't know how wearing union attire even plays a factor. Please correct me if I'm wrong, but there never seems to be any reaction to it. Just wearing shirts isn't worth the glance from the people upstairs. More importantly, as I have discussed with some of my colleagues, there does not seem to be any decision-level making personnel that are present on days we would wear such attire.

************************************************************

This is extremely sad news to hear. They don't want to spend money on their own employees, which come and go like flies because the company doesn't increase wages or cost of living expenses. It seems like they don't want to keep talent to stay, plus NYC is very expensive, I barely make ends meet and have been with the company for 5 years, that doesn't seem right in my eyes.

************************************************************

Since there is no extension, does that mean we are working? In addition, how is it reasonable to base Union member raises on what is given to non-union members? FYI: key words "In the event". That means it will be 2% for the next 3 years.

************************************************************

Judging by the Union's negotiation skills, I think it would be wise to waive union dues in place of the wage increase you could not get us.

************************************************************

Despite contract talks seemingly not progressing toward a new contract, are we really at the stage of having to whine on social media in the hopes that someone feels pity?

Why do we pay union dues if you are now asking us to represent IAPE? Can I get a reimbursement for every tweet I make?

************************************************************

3.5%? It's not enough. What happened to our 5% increase?
If Dow Jones unwilling to negotiate why should we?

************************************************************

MERIT raises????? I've been here over 34 years, was always told what a great job I've done. NEVER have I ever gotten a "MERIT RAISE!" Hope no one is holding their breath for a MERIT raise, except for those very choosen few. Can count them on one hand, or less. Give us a break.

************************************************************

Let's challenge Will Lewis and the rest of his leadership team to commit to the same percentage increases as they propose to give the union rank and file. And no bonuses either, because we don't get those. Too painful for you to consider Will? Guess we aren't "Dow Jones United" after all. Hypocrites. I think we should start Twitter shaming them with pictures of examples of their "rigorous cost savings." We can start with the remodeled conference rooms and the brand new security vehicles in Princeton. Or the Sales Conference in Barcelona. I'm sure many other people could go on and on.

************************************************************

Rupert Murdoch has a golden opportunity here to really "ride to the employees' rescue" — a real PR ace in the hole. This negative publicity can't be doing him or News Corp any good (whether he cares is another matter). His pockets are deep enough to really set Dow Jones apart in terms of attractiveness to potential employees. The miser routine is not exactly helping his image. It's the Wall Street Journal and Barron's, for heaven's sake. We're not asking for anything unreasonable. The nickel-and-diming at each contract negotiation is ridiculous. If we're paid truly competitive wages, we'd be able to cover any healthcare expenses (not to mention cost of living increases) and actually feel rewarded for our efforts, and be proud to work for Dow Jones again. If we're tops in the publishing business, we have EARNED the appropriate compensation. To be woefully lagging in salary behind competing publishers is pathetic.

************************************************************

I chose "poor" in the survey because the company is asking us to pay for our health care. I would accept the 2% increase if health care coverage remains the same.

************************************************************

A 2% "raise" is 100% insulting. This is especially given the fact that I effectively make less this year versus the previous year due to the exorbitant rise in healthcare costs!

************************************************************

2% is fine if NOTHING is changing with our healthcare costs

************************************************************

How is this a company standard and how is this acceptable? They act like they're doing us a "favor" by giving us 2% but in reality this just pushes everyone out the door. I know for a fact that a majority of companies are giving 20% for people who receive a five on their reviews while those who get fours and threes are getting anywhere from 10-15%. These numbers don't even come close to 2% and this gives no motivation to employees to even try to do better when they're going to get 2% or at this point less based on the way negotiations have been going.

************************************************************

2% is insulting, but if it's the only option, I'll take it over 0% :(

************************************************************

I'd rather not be forced into the union, and be judged on merit and work!

************************************************************

2% is acceptable, IF the company is also willing to give more merit raises based on clear criteria. I don't believe everyone should get an automatic 5% raise but those who work hard should be rewarded.

************************************************************

I will only accept 2% if health care increase isn't more than 1%. Otherwise, this is a pay cut.

************************************************************

I think 2 pct is quite fair given the state of our industry. I do think we should hold out for some company assurances on health care costs to see they're absorbing some of that risk.

************************************************************

2% is only acceptable if the net wage increase is above health care cost increases. Otherwise, it's no raise at all. Worse would be if it doesn't even cover health care cost increases.

************************************************************

If they are going to increase healthcare costs for workers, they are going to have to increase it more than 2%.

************************************************************

2% increase should come with 15% health care reduction and 40% reduction in co pay

************************************************************

2% is not enough considering the raise in healthcare and other costs. It should be more.

************************************************************

2% is a good starting point. I think that signals they're willing to go to 3%, which I would say is fair.

************************************************************

If healthcare coverage/out of pocket costs/co-pay increases then the proposed wage wage increase is border line poor/insulting

************************************************************

I feel undervalued and underappreciated. They are stingy!

************************************************************

I would accept 2% wage increase and complete protection from health care cost increases for next 3 years . . . would obviously prefer a better wage increase if possible

************************************************************

Wage increases cannot be swallowed up by health care costs. My raise is non existent compared to the increased health care costs I have to carry. The union should also work to increase DJ's contribution to retirement by at least 2%. I'll settle for a 2% raise, if DJ funds more of my retirement.

************************************************************

How much did we pay Roger Ailes to go away??

************************************************************

2% is okay as long as inflation benefit remains and the health care cost increase, including co-pays and annual limits, doesn't offset 2% increase

************************************************************

I've been with Dow Jones for over 10 years and, between the 2% increases and increases in health care costs — I've actually made less money each year I've been here. It's sad that Dow Jones' most dedicated employees are treated with such little regard and disrespect — it's a blatant attempt to push us out the door so they can hire younger and cheaper. Just remember Dow Jones, you get what you pay for in the end — inexperienced employees who will leave you high and dry when something better comes along! Is it really worth the effort (and cost) to recruit and train in a revolving door?

************************************************************

We have been receiving 2% for as long as I can remember. Being off scale I receive $20.00e xtra a week. They raise my healthcare yearly . . . so really I'm not getting a raise.

************************************************************

A 2% salary increase is INSULTING — 100%! What's the point of contract negotiations if we are just going to end up with the same crappy 2% as the last contract?

If an employee makes $65,000 a year a 2% salary increase is a whopping $25 a week. So that is what the employees of Dow Jones are worth — $25 a week? That is beyond INSULTING!

************************************************************

Re: "IAPE members need real wage increases in this contract. We'll be serious and honest in return: the IAPE bargaining unit has shouldered the load for far too long. 2% pay increases just aren't enough anymore — especially when we see a restatement of other objectionable proposals like an elimination of time-and-one-half for hours 35-40 in a workweek and an attempt to resolve pay equity issues by limiting raises for top wage earners."

I have no problem with this so long as the "Top wage earners" that this is pegged to are in the C-suite as well.

If a 2% cap on raises sounds fair, can we get upper management to voluntarily cap themselves to the same 2% for the duration of the contract, as a show of solidarity?

A 2% wage increase is an austerity measure - If we continue with it we should all acknowledge that it is a sacrifice - and share equally in the burden.

************************************************************

It's absurd that as a workforce, we create the most subscribed to newspaper in the world (http://www.thepaperboy.com), and yet get compensated less than direct competitors (https://www.glassdoor.com).

************************************************************

Considering how few print adds we have in the paper it would seem they would want to increase efforts to sell print advertising. Are we throwing in the towel on the print editions?

************************************************************

I guess the longer the contract talks go on, the more money DJ makes investing our money and earning interest on it as well. I don't believe they will pay us back pay plus interest once the pay raise is given, will they? Are they still looking at 2%? No doubt.

************************************************************

In ye olden days, it was always a nice perk to be paid for writing for special sections or for just another part of the paper. You might reliably get $500 to $1000, or more, for doing this extra work. That benefit is now largely gone, but we are still being asked to do that extra work. I recognize that there is a need for extra content and it's not the biggest problem to write a little more. In fact, that extra work was often an opportunity to stretch your legs. But not being paid for that extra work just feels rotten. Same goes for the spot bonus. It seems like managers had more discretion to award those in years past even if it was a small bonus. That extra compensation is important, especially if you are on the lower end of the pay scale.

************************************************************

I know there is a complicated matrix to these things and healthcare is crazy, but I recall from the birth of my first child in 2012 I paid less than $3K for the hospital stay and associated bills. It's 2016 and so, yes, there have been changes and cost increases all around. But my second child cost me out of pocket more than $5K. And yet, with a baby and another kid and a husband and me, I STILL have not met the family medical in network coinsurance. I really don't know what it would take to meet that threshold! So not only are the premiums more, it's just MORE.

************************************************************

As Canadians we already pay substantially for our health care personally through income taxes that fund our health care system.

************************************************************

As the Union and Company have noted, pay equity (e.g. by sex or race) is an issue that all want to do something about, though the Company, as can be expected, wants the solution to be cost-neutral.

As of July 2018, Massachusetts employers will be barred from asking applicants for their salary history or salary requirements. Also, employers in Maryland, Delaware and Massachusetts already prohibit employers from taking adverse action against employees who disclose or discuss their wages

The Union and Company may want to consider adding such types of protections in the new IAPE contract, partially since they will already apply in Massachusetts and possibly other states during the life of the contract.

I realize that the union scales are set and publicly available, even to new job applicants, and to the best of my knowledge, the Company has not violated those scales once an employee is determined to be covered under the IAPE contract. However, for employees coming to the Company whose experience justifies pay above the scales, having HR determine the employee's value to the Company, rather than basing that value on salary history, may be one step toward more equitable pay. It may also help the Company attract in-demand candidates, while at the same time, the Company would be free to offer union scale to less-experienced candidates.

************************************************************

As a U.S. member of the union, I want to let you know I support the union's position on Canadian healthcare costs.

************************************************************

Times reporters make $98,000 after two year? Is that for real? How the hell are we so far behind them on pay? How is that even possible?

************************************************************

Turn to page B2 of today's paper. Profits look good.

************************************************************

Since we cannot strike, maybe it's time for a non-advertised work slow-down. Just follow management's lead as they seem to have a lot of time on their hands. We seem to be very "top-heavy" in that department . . . Perhaps thin out the herd, and use those funds to pay us a decent wage? Enough of the landscaping . . . We can't really enjoy it as we're always at our desks.

************************************************************

The health premium increases of the last few years have eaten up most of my cost of living increase. But the doubling of the out of network deductible from $600 to $1200 per person last year (and the 50% increase in copays) was effectively a pay cut because two members of my family have long-term relationships with providers that can't be easily replaced. (And providers of their quality aren't easy to find in the network in any case.) The extra $1,200 I had to pay out of pocket ($2,400 in all) before receiving any reimbursement for them really hurt.

************************************************************

Everything I hear from management is positive about the work we do and the contributions to the company we offer, both as an individual and a total workforce. So It's confusing to say the least that management's response to this great work is to slash my health benefits — cursory wage increase or not.

************************************************************

It seems as if the longer these contract negotiations go on, the more it appears that Dow Jones does not care about the well-being of its employees. It is also becoming clearer that we are are easily disposable and replaceable in the eyes of the company. This explains why they keep raising health care costs, have absurdly low pay increases, and want to cut the time and a half over-time pay unless you hit 40 hours. They obviously don't care if we leave, because if they did care they would do more to keep us here. Is there any understanding on their part that happy workers are more productive? Does it matter so little to them that their strong employees are given no incentive to stay here and keep up the hard work given that there are no merit-based increases? We just have to hold our breaths and hope one day there's an opportunity for a promotion? A 2% pay increase is legitimately insulting. It is 2016 . . . the cost of living is extremely high, but yet our raise increase annually is practically unnoticeable in our paychecks, we keep paying more for health insurance even though the coverage is getting worse! This is all insulting and it is clearly obvious that the company does not care at all. I understand that this is a business which means all that matters to them is profits, but such direct disregard for the employees that make this company run on an every day basis is offensive.

************************************************************

If the union is really going to get serious, then we must consider a strike. When the contract runs out after the 60-day renewal, the union should authorize a strike vote. Only then will the company get serious about negotiations.

************************************************************

News Corp. CEO Robert Thomson's compensation was $10 million last year, including a $3 million bonus based in part on his "relentless focus on reducing costs." The least he and other executives could do is recognize that the hardworking IAPE employees who do the heavy lifting to enable to his lofty compensation should get more than a 2% raise to help defray rising healthcare costs, or stop shifting healthcare costs to us.

************************************************************

Paying for health insurance yet I have to pay $45 for a specialist visit. I then find out that Aetna is not paying any more toward the total cost; the doctor gets the same payout year after year. Even confirmed this by checking my Aetna statement. Already had to fork over more than my fair share of doctor's co-pays and prescription gouging. Nasonex that cost $60 for 90 days last year now cost $150. Even with coupons/discounts found online for prescriptions, it was still that expensive.

************************************************************

Firstly, to the "relatively young worker": seniority is EARNED, and those stripes are not, and SHOULD not be handed to those who haven't put in the time or gained the experience. Wait a few years and see if you don't reconsider your sentiments. Secondly, the company claims poverty but as someone else mentioned, why the constant unnecessary remodeling of office space? How about investing some of that cash toward rewarding those who have made this business so successful? And if you're hard bent on cosmetic "upgrades", might we suggest a little attention to the north end of Building 5, where water damage is corroding the ceiling by the upper windows, and wallpaper has been peeling for at least 10 years? In addition, any management professional with a conscience and a basic understanding of math should know that higher healthcare costs + insufficient wages = employees going backwards financially, not breaking even; let alone prospering. Lastly, bring back the workstation walls, or at least half-walls. Not only is the lack of privacy demoralizing and the overall visual effect atrocious, but not every job classification demands "collaboration." Some of us need to concentrate and don't appreciate the constant noise and visual distraction. We may be unable to strike, but bring back the rat. I'd march by Route One in my WSJ Union Made shirt. If Trump Taj Mahal employees can display their justified discontent with the wage/healthcare imbalance publicly, so should Dow Jones.

************************************************************

At the very least, IAPE should push for no increases in co-pays and out-of-pocket maximum spending limits. Those have been rising at a rapid rate.

************************************************************

Negotiating with Dow Jones appears to be worse than dealing with car dealers. At least with car dealers, you come away with something. Tell them to let us know when they really want to negotiate a contract, and not waste everyone's time!

************************************************************

I have seen the future, and it sucks.

************************************************************

Management keeps ramming "rigorous cost cuts" down our throats, then turn around and spend who knows how much on new ID badges and useless bathroom stickers "Where is your ID badge?"

Well I want to know where their priorities are?

A 2% raise...keep it, looks like you need it to pay off useless spending!

************************************************************

I hope overtime pay past 35 hours isn't cut. I look forward to the extra hours of pay when I have to work an occasional Saturday.

************************************************************

Please do not forget the hundreds of thousands of dollars the company spent last year and is planning on spending this year on the annual Sales Conference which is in Barcelona. If memory serves me correctly, last year's conference cost something around $800,000. The thing is that the company is willing to spend so much on our sales team which seems to have a revolving door, but when it comes to those of us that have been here for a very long time, we get a 2% salary increase which does not even offset the never ending health care premium increase. How pathetic that the company is willing to spend so much money on employees that most likely will not be here in one year. No wonder morale is at an all time low!

************************************************************

I am done with sacrificing my raise for health care. Please negotiate for higher raises. Being paid market value for our hard work should be a priority. It's insulting that the company thinks a 2% increase is fair.

************************************************************

It's been frustrating reading that we've sacrificed higher wages for a better health plan - because this year the company plan got so expensive that I switched to my husband's insurance. Even though I'm saving the company a ton of money in the process, my salary stays the same.

I wonder how many other workers have been driven off the rolls by the recent increases and if there's any way to recapture some of that benefit.


************************************************************

As a relatively young worker, I am disappointed that the preference is always given to those with the most seniority, regardless of performance. Seniority does not equate to increased productivity. I have consistently received "exceeds expectations" rating throughout my time at DJ. However, there has been no significant increase (beyond the mandatory 2%) in my pay. In fact, I make less than my co-workers (with the same title) simply because of the fact that they have been here longer, not because my work product is in any way inferior or less advanced than theirs. Please focus on expanding merit-based pay increases.

************************************************************

Just a friendly reminder to all our union brothers and sisters . . . I truly hope that everyone of us who is submitting their feedback to the comments page is also wearing their Union WSJ t-shirts on the requested paydays to show their support for our union leaders in their negotiations with DJ . . . Dow Jones has their friendly reminder to us to wear their id badges, Even in the bathrooms! Let's all show them we are very serious about our contract negotiations, and that we are all on the same page and wear our "badges." Thank you, IAPE!

************************************************************

We would all like to own a yacht someday, but until then, we have to live within our means and save every possible crumb we get here. I see new rocks laying around the campus and the geese seem to be extremely pleased with their environment, while the workers worry about what's to come. Between all the smokescreen priorities seem completely mixed up here. We are the driving force behind this company and we're supposed to get out of this what we put into it, and trust me we put in a lot, so why not expect the same in return. If we are hitting our marks there's no reason we shouldn't be compensated, congratulated and treated with respect through our benefits and pay. Wake up DJ, you have really talented people and we're not blind.

************************************************************

I feel like Bob Cratchit working for Scrooge.

************************************************************

How about a decent raise in pay so that we can contribute more to our shrinking 401k's? Of course, as we all know, 401k's were never really meant to be a pension replacement tool . . . And, the raises we have been getting from DJ will never keep us comfortable in our retirement, whenever that can happen . . . ? Wishful thinking though.

************************************************************

It's just wrong that they continually raise the cost of healthcare which lowers our salaries. Hoping for fairness to all the employees who actually work every day!

************************************************************

If their goal is for us to pay more for our healthcare so we're in line with the industry, then they need to compensate us in line with the industry. I left a competitor 7 years ago and my salary is still lower than my salary was at the competitor when I left. That is pathetic.

************************************************************

It's disgusting that they want to raise the cost of healthcare benefits. If that is the case than I definitely want an increase to my pay. They need to pay us more and provide better raises. How about that being a goal? My raise should be more than 3%. It should be more like 7% at least. My old company gave me a 13% increase my first year and than every year after that, it was between 8% and 10%. Can we make better pay a goal? I shouldn't have to work 2 jobs to survive when I don't even have kids! How about we get that on front of things first? If you pay me more maybe I wouldn't be so angry about wanting to raise the cost of healthcare.

************************************************************

The fact that we are paying more out of pocket for healthcare and not receiving significant raises is absurd. Don't they realize they will lose dedicated and talented employees this way? As many have mentioned before, the pay is not competitive and now the benefits aren't going to be enough to make up for that. Reward your employees so they stay, stop giving them reasons to look elsewhere.

************************************************************

Re: Company proposal to pay hours 35-40 at straight time rates: Let's face it: most employees are working at least partly through their break. If DJ's got a problem with receiving free labor for part of the day, pay us for 40 hours, and adjust our salaries to reflect that. Anything beyond our "regularly scheduled work week", including or excluding our break, should be compensated time-and-one-half. Alternatively . . . I can leave an hour early every night. I'm sure they'd agree that's fair, right?

************************************************************

Re: Company proposal to pay hours 35-40 at straight time rates: I would be significantly less inclined to do overtime if offered, if there was no added incentive. I'm working the hours I am contractually obligated to, for an agreed upon price. If Dow Jones wants me to go above and beyond for them, they have to be willing to do the same for me.

************************************************************

Re: Company proposal to pay hours 35-40 at straight time rates: I personally feel that if I am scheduled to work 35 hours then any hours over that should be considered over time. I didn't ask to work 35 hours a week, that is what Dow Jones decided, so if that is full time then anything over that should be overtime.

************************************************************

The problem is with upper management, VP and above. They have created an environment of uneasiness where the regular employee is just a pawn and not a person. When some budget misses its mark or some project needs funding job cuts are sure to follow. Since News Corp took over as each spring comes job cuts are sure to follow. This year they were early and it started in January.

************************************************************

The sales compensation plans get worse every year. We need more power to push back for better plans.

************************************************************

Reporters typically work 40-50 hours a week and are not eligible for overtime pay. I think we should get over time or get pay increases that would acknowledge that we NEVER work 35 hours in a week. It is always more. OR that we should get a more liberal work-from-home policy that would allow us to eliminate the commute since we can't seem to reduce the hours we work without it affecting our performance. We are supposed to get comp time for working weekends or extra hours, but we don't. And it doesn't matter if we did because we are unable to use all of our vacation time each year because of scheduling issues. We can't be out at the same time as others in our group, which makes taking vacation very difficult. Plus, if we have a story running, we have to work through our vacation.

************************************************************

Non-Union managers who manage Union Employees need to know the Union Rules and abide by them. There should be no reprisal from managers who have been cited union rules by employees. Union employees should not be punished as a group due to an individuals union members punishment. We are not in the army and that type of management is wrong. Union members who leave the day after 7.5 hours workday should not fear reprisal for leaving earlier than other non-union employees & management who are working more than 7.5 hours a day. In our case leaving at 4:45pm though 7.5 hours is looked as if we're leaving early and questioned by management who do not understand the concept of a 35 hour union work week.

************************************************************

This may be unpopular to say, but I think the union unfortunately allows sub-par employees to stay at the company. I've seen people take advantage of the generous protections (or the perceived generous protections) the union offers. Employees who don't live up to DJ standards are not penalized, because their managers are afraid of unsettling the union.

************************************************************

Eliminate mandatory pay increases. Open up more flexibility for merit-based increases. This place is full of overpaid, underworked employees and it harms the younger, harder working ones stuck with 2% increases that can't pay NYC rent.

************************************************************

My major concern is Health care costs, both premiums and all out of pocket costs. They are very high and unaffordable.

************************************************************

A 2% annual salary increase is not really an increase, considering that inflation is around 2% (probably higher in the future) and health premiums and other costs go up significantly every year. Taking into account all that, our salary has really decreased in the last several years. This cannot go on.

************************************************************

Reduce health care costs back to where they were before the last contract, adjusted for inflation. All my 2% raises have had 1-1.5% eaten by the increase in health care costs, due to the "insignificant" changes that the contract allowed. My cost for the five name brand drugs I must take is $2400. There are no generics available for substitution.

************************************************************

RESTORE BETTER RETIREE BENEFITS!

************************************************************

Make the minimum scales for salaries more realistic. Or, even better, get the company to agree to a more structured compensation system with salary ranges/bands for every role and level. That could mean establishing more levels — eg Reporter 1 (entry-level), Reporter 2 (2-5 years' experience at DJ or elsewhere), Reporter 3 (6-10 years' experience). Currently, the minimums are pretty meaningless and there are exceedingly wide bands for titles like Reporter, which contributes to a sense that salaries here are arbitrary and/or unfair.

************************************************************

We need raises that are more robust than the 2 percent increases IAPE has accepted in recent years, because we fall further and further behind as soon as the higher health-care costs take effect each year.

************************************************************

I love my job — I just want/need to be paid more. People hired from outside or who leave/return make more money here than people who have shown loyalty. Even manage complains about this issue but doesn't seem to be able to do anything.

************************************************************

Cost of living has gone up and so has medical. The annual raise that the company gives as a whole, doesn't cover either cost.

************************************************************

People should be allowed to be in the union even if they have an editor title. I'm seeing entry-level people be given "editor" titles when they aren't actually really editing anything and have no direct reports, and then they aren't allowed to be in the union. What should exclude people from union membership is if they have direct reports.

************************************************************

From everything I've heard and experienced first-hand, merit-based raises are a myth here. You get your annual 2% and if you get offered another job, depending on how much the paper values you and what that other job offer is, you may get a more significant bump in pay at that time. That's why I think it's more important to protect the built-in raise and protect the built-in costs/benefits of healthcare than it is to negotiate over merit-based raises. If they are rare anyway and totally at the company's discretion, to me it's a waste of time to even negotiate over them. Same idea with "premium pay." It's not even an option, as far as I am aware — when I work weekends, it's take a comp day or nothing, as far as added compensation, much as I'd love the extra money instead. So if we have to make sacrifices in negotiations, let's first give up the things we're not actually getting anyway.

************************************************************

I really do wish there were more opportunities to review commissions pay and/or pay in general. The union contract is great about securing a minimum pay raise. But, if you've been in the same position for a while (speaking specifically for ad sales), your salary and especially commission structure mostly remain unchanged. There is no process or re-evaluation of salary or commissions for sales reps year after year (even when their goal has increased EVERY year). Not sure this could be incorporated in the contract in any way but it sure would be nice to re-evaluate the commission levels every couple years (especially if goals double).

************************************************************

The annual increase and manipulation of our health coverage (breaking out vision and dental, for example) almost completely wipes out the 2% YOY increase. Not to mention the increased co-pays and prescription drug costs. Our plan is self funded, we should not have to lose net income year-over-year to contribute to the bottom line when we are being asked by the company to do more and more with less.

************************************************************

Bring the scales up to cost of living today. I should be able to work one job with DJ and pay basics like rent and food and that's not happening because of scales and lack of/minor increases over the past few years.

************************************************************

As a part timer, I would like to get some sick days. I would not expect that it would be unlimited like my full time coworkers but it would be nice to get a couple. I come in even if I'm sick because I need my vacation day and personal days. It can be frustrating seeing some people take advantage of sick days when I'm not even entitled to one.

************************************************************

Regarding holidays, my religion has various days of obligation during the work week. I attend services on these days, which causes me to lose on vacation and personal time. I feel like I'm being punished for being religious.

************************************************************

Employees need their own desks. Desk sharing is demoralizing and inefficient. It hurts productivity more than helps.

************************************************************

If you have been here forever and a person with same title comes in and make more than you, then you should receive a bump up in pay.

************************************************************

Make it easier for employees to get larger raises. It benefits the company to keep these people around after they spend all this time training them. Raises are a good a way to make employees happy.

************************************************************

Try to keep severance for those who already have it and renegotiate for new hires. For many people it's the only thing keeping them here because it somewhat makes up for the lower than market rate salaries and raises.

************************************************************

Work from home should not require manager permission (at least for 2 days a week and should be flexible). Helps employees with kids.

************************************************************

Having been with the company for 20+ years I've seen several rounds of negotiations come and go but the proposals so far show how disconnected management is from reality it's disgraceful. Dow Jones should be ashamed of themselves. Say one thing, do another. Say they are committed to rigorous cost savings and then spend money renovating conference rooms and flying people all over the world when a Google Hangout will do. Do they think we're dumb? Get above average performance reviews but a paltry raise that when coupled with the health insurance increases for the exact same coverage, I'm making less than last year. Does that make you proud Dow Jones? That your "above average" performing employees are treated like that? Do they really think I'm motivated with that kind of raise to do the work of 2 or 3 people? They keep the layoffs going to make people feel insecure in their job and refrain from complaining of the increased workload for the same or less pay because then they fear they might be next. Between the wage proposals and the seniority and severance "flexibility" they're asking for, I'm ready to ask for a voluntary layoff and leave while I still have a severance package. And I'm sure I'm not the only one. I used to be proud to say I worked for Dow Jones, but those days are long gone.

************************************************************

Health care appears to be a key issue in the current contract talks and employees here are feeling vulnerable. This might not make a difference to the company, but Canadian employees pay significantly more in taxes to fund universal health care. We cost the company nothing when we visit the doctor. We are also paid in Canadian dollars, not U.S. currency, so even our salary costs are significantly less. Cuts to drug and dental coverage are onerous when we have to make up the difference from heavily-taxed income.

************************************************************

I understand the changes (where applicable) to the existing CDHP and POS plans along with the proposed offer of a new, lower cost CDHP. Would the company also be willing to offer an HMO (with or without out-of-network benefits)? I am forced to choose between my health expenses and everyday needs because the out of pocket medical costs are insurmountable for my personal budget. Instead I would be willing, and prefer, to pay a higher premium within reason (to my salary) for a HMO policy as opposed to the proposed plans. Could an HMO be a plan option?

************************************************************

"D. Time Clocks. The Union accepts the Company's proposal to introduce a time-recording system for Employees." Are you kidding me? I can't believe the union agreed to this ridiculous proposal. Will management be held accountable for their time as well?

************************************************************

Hours 35-40 as straight pay? For employees that are putting in extra time for special projects or those that are on-call on the weekend, Dow Jones is telling us to take a pay cut for the extra time we are putting in?

************************************************************

One item of immense concern to me and I suspect to others with "seniority" is the company changing our severance benefits in a negative way. For those of us who have been here 20+ years and are still contributing, it is frightening to think we could receive less than the current benefit if laid off! I guarantee if the company is allowed "flexibility" in determining what is paid, we are totally screwed! And, you would likely witness the jettisoning of those with seniority. And let's be honest — the hardship faced would be catastrophic as seniors have the most difficult time finding employment. We've earned our severance — please do not compromise what we've earned!!!!!

************************************************************

The proposed changes to add a premium to our healthcare services are ABSOLUTELY LUDICROUS considering the company watered down our services just less than a year ago. Considering that primary care is covered under Canada's Universal Healthcare plans the current Dow Jones health coverage is LAUGHABLE. The only way we should be made to pay a premium is if we get back at the bare minimum, the coverage we had for calendar year 2014 & 2015. Also, I am not the least bit enthused by the idea of "harmonizing" our retirement coverage with the rest of NewsCorp. We have a very satisfactory retirement program in Canada and would like to see it continue, the company needs to know that it would be absolutely detrimental to employ morale & engagement to proceed down this road with our Health and Retirement benefits. Canada may be a small piece of the company overall but we can't just be lumped into sister companies or US policies.

************************************************************

To be sure, the increase in health insurance premiums, deductibles and co-pays has taken a big chunk out of last year's 2% raise. According to a WSJ story today, health care spending rose an average 5.5% in 2015, far outpacing inflation. It's not the company's fault that health care costs are rising at such a rapid pace, and it's in our interest to have the self-funded health-care plan solvent. However, health care premiums and costs should be a break-even expense for the company and not a profit center at our expense. What if we propose, that any surplus income from premiums or lower-than-expected outlays in the company's health-insurance budget at the end of the fiscal year be returned to employees in the form of a rebate, bonus or future discount?

************************************************************

Dow Jones wants to be a premier, quality news service, and that's great. They also want to give their employees mediocre to poor salaries and benefits. If you want exceptional quality work, you should offer high quality compensation in return. Of course we will all do our best, as usual, but fair is fair. Do the right thing for the employees who give so much. In the course of bargaining so far, it seems like Dow Jones is asking for concessions on benefits without offering anything in return.

************************************************************

Dow Jones is very proud of their products, but a 2% salary increase shows about 2% appreciation for their employees. I'm already doing the work of several people in my (understaffed) department. That isn't the type of work/life balance that any professional should suffer. We need real raises and better benefits — not propaganda from Mark Musgrave and Co.

************************************************************

With our last pay raise (chuckles), my pay check this year is actually less than the year before due to the medical cost increase, not to mention copays, etc. Can't get ahead at this rate. One step forward, two (or 3) steps back! Dow Jones and News Corp is making money, why not us? 2% just doesn't cut it anymore.

************************************************************

As cost of life increases, so should wages . . . beyond the mere 2% that is customary. With increasing healthcare costs and co-pays, increases in the cost of groceries, rent, utilities, how is someone expected to live comfortably with such meager pay increases? I pay child support every month, and at the age of 45, still live from paycheck to paycheck! It's ridiculous. I can't even afford a nest egg!

************************************************************

I keep seeing my benefit costs jump up dramatically while getting barely any increase in pay. When you are told that you're doing well and that management is happy with your work, how does a raise of $1000 show that? That is a raise of less than $20 a week. Throw in the increased cost and my net pay is actually less!

************************************************************

As a single mother, the increased healthcare costs along with a low salary is really bad. The increase in co-pays, and the higher deductibles for lab work, or any other non-well care medical tests are terrible. My daughter was sick a lot this past year, as most children in her school were. The doctors will give her a strep test as a matter
of course, and that comes out of my pocket. Mind you, I don't take sick days for her, but rather will make up the time if a doctor appointment is needed. It's upsetting that the company wants to increase our healthcare costs even more. We should be getting higher pay, and bonuses as well, without any healthcare cost increases to us. Honestly, if my parents didn't help me out with expenses, I wouldn't be making ends meet. That's sad, and will ultimately lead to my seeking employment elsewhere.

************************************************************

I enjoy working at Dow Jones and there's only one reason that I constantly think about leaving: Compensation and benefits. The process for getting rewarded for good work at this place basically encourages one to seek employment elsewhere, while high healthcare costs eat into the very marginal salary increases we receive under our contract. Not something that makes one want to stay at this company, even though I like the job.

************************************************************

We need raises. Cost of living goes up so we need raises to go with them. This little 2% is nothing. My old job would provide 10%-13% raise increases each year. Our cost for healthcare never was affected by our raises either. They didn't give us a raise and take from our benefits. They always made the benefits fair and the pay equal. All this from a small company! So why can't a company as big as Dow Jones get on the same page and pay their workers better without taking away benefits? It doesn't make sense to me. I barely survive off what we make. We need better pay and we need it now!

************************************************************

Rather quietly, employees' costs for drugs went up pretty dramatically at the beginning of the year 2016. Some went from about $15 a month to $35, and some went as high as $75. All done without the benefit of the company saying anything publicly about it. So in effect we have all been losing money here, which we should insist the company more than make up for in better salaries and other benefits.

************************************************************

For years, we had accepted lower pay in exchange for good benefits. Now we are being asked to give up even more than we gave away last year. We are already working longer hours to compensate for layoffs within the news department; working weekends without any acknowledgement that the company is required to compensate us for the time; and dealing with higher premiums and co-pays. The company has lost a lot of trust.

************************************************************

Please do everything you can to keep our health care costs down, as the increases are just ridiculous. Our medical has more than doubled for a family of three. There needs to be a cap for not only premiums but also co-pays. $10 and $15 more a visit to a doctors office is a lot and can add up — especially if you have children.

************************************************************

I'm so glad you didn't simply roll your eyes at Mark Musgrave's note to employees!!

************************************************************

What kind of guarantee is there that the company will lay someone off outside of seniority order based solely on skill and ability and not target someone they would like to "get rid of" or to simply reduce salaries in the department? This proposal is no good!

************************************************************

This is very disappointing to hear that my company will keep raising healthcare costs. With the healthcare cost that was increased last year and the 2% cost of living from the union, basically evened out for me. The city is expensive.

************************************************************

Disgusting. We are paying a ton already and our pay has always been behind the market because we had better benefits and those are being stripped away.

************************************************************

If management set realistic goals, its highly likely the company would meet them and there would be no layoffs. But if goals are set unrealistically, and the business plan counts on making that number, we are doomed to layoffs. So to be sure management gets it, if we miss hitting our goals, and there are layoffs, maybe management should also layoff the person who set the goal.

************************************************************

We are Gasping with what we pay for healthcare — with limits away from family doctors — now!!!! Loyalty counts for anything??? We have historically been paid less than industry but good benefits. 2% a year doesn't ever make up for that!!!!

************************************************************

More than salary increases, I think healthcare and life insurance are benefits worth defending.

************************************************************

Just taking a cursory look at grants and fellowships aimed at journalists, I don't see one that last less than an academic year.

************************************************************

If we are expected to believe the numbers we print for the public in the WSJ, then the company should use their own numbers rather than some outside consultant brought in specifically to refute their own printed data. As a compromise, if the company wants to increase our costs by for example 5%, then we need to see an 8% wage increase in order to come out with only a 3% wage increase in the end. We all realistically know this will not happen.

************************************************************

I am hoping the union stands firm on the position that if a new employee is brought on at a rate higher than someone already established in the position that the employee that's been on the job will see a pay increase as it is ludicrous to expect someone with seniority to earn less than someone just joining the company.

************************************************************

I would agree with the company's assessment of merit over seniority when it comes to layoffs as seniority does not always equate to more productive. That being said, I can also see this as a ploy by the company in order to reduce costs as those with seniority would likely earn more than someone with less time on the job. The proverbial double edged sword.

************************************************************

These $45 co-pays for a specialist are killing me. It's really a lot of money for someone making $52K a year with two children. $30 not so bad, but $45 is a lot.

************************************************************

It would be great if they (the company) would give people who have been here 25+ years, a sixth week of vacation. Currently Factiva is grandfathered to get 6 weeks.

************************************************************

Look like we're being set up for another increase in our health care monthly fe


© 2017 IAPE 1096

Designed by: 13Nomad Creations