First of all, thanks for those who stopped by Thursday at Markers (I'll be back next Thursday evening, October 12th) and thanks for the signed union cards.
The latest question? Overtime.
"In the company's"union" memo, it said we already have the same rights to overtime as everyone else— and there's nothing you can do for us that the company isn't already doing. What's the deal?"
We've posted a point-by-point response to the company's September 28th memo, but this one is important, so let's deal with it again.
The company seems to be implying that if you're entitled to overtime, you'll automatically be paid overtime— just like IAPE-represented employees elsewhere at Dow Jones. That's not true.
To get overtime you have to be eligible (there are federal regs which outline the job duties which are exempt and those which are eligible,) then you have to file for it (you have to write it on your timesheet) and then it has to be approved. That's the case for all Dow Jones employees. There's nothing automatic about.
If anyone wants to "contribute" extra hours to Dow Jones without requesting extra compensation, I'm sure that Dow Jones is willing to accept that "gift."
The bigger question is what happens if legitimate overtime is rejected — I'm sure we all know of bosses who have tried to protect their own budgets and bonuses by telling employees they're not entitled to this-or-that or intimidating employees into not filing. Having a union will give you someone who can plead your case — with the right to grieve and go to arbitration, if necessary. And you'll have someone who'll fight the fight for overtime for reporters. You don't have that now. Union-represented employees at Dow Jones do.
Drop me a note, or stop by Markers next Thursday, and we can talk.