August 29, 2016 E-MAIL PRINT

Read The Contract, Win A Prize!

The IAPE Trivia Contest

August 29, 2016 — IAPE members — first, a note on timing of our contract trivia questions. We have decided to move this question/prize period from Fridays to Mondays beginning today. When we have pushed our trivia questions back to Mondays due to bargaining recaps on Fridays we've received more responses from our members, leading us to believe more IAPE members are present (or able to read these trivia emails) on Mondays.

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Plus, winning $50 is a great way to start the workweek (unless your workweek doesn't begin on Monday — but still, better than not winning $50 on Monday).

So, we offer congratulations to South Brunswick member Stephanie Broyles on this Monday. Stephanie was one of many IAPE members with the correct answer to last week's question: the weekly shift differential for employees who work night shifts is $100 (see Article III, Section G). Stephanie's response was selected at random from the correct answers we received prior to our deadline (extended to 11:59 PM yesterday), making her our latest $50 gift card winner.

And now for this week's question: with IAPE and Dow Jones set to resume bargaining tomorrow, and with wages still very much an item of discussion, we thought this would be a fine time to remind everyone our contract calls for three separate forms of minimum pay increase — and IAPE-represented employees are always entitled to the largest raise provided by one of the three (depending on each individual's current rate of pay). Most common is our compensatory increase — the percentage raise negotiated for each year of our contract — followed by scale increases for employees progressing through our introductory scales. The third form of annual pay raise is our minimum dollar increase — the absolute minimum weekly pay raise required for full-time IAPE-represented employees.

What was the minimum weekly dollar increase amount in each year (2011, 2012 and 2013) of this contract? (Hint: the 2014 and 2015 extensions had the same increase rate.)

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Monday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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August 22, 2016 — Congratulations to our latest winner of the IAPE trivia contest, New York member Aaron Rennie. Aaron had the correct response to our August 12th question: when inflation exceeds our negotiated pay raises, our contract provides for an "extra" cost of living allowance (COLA) increase of up to 0.75% (see Article IV, Section D).

A tip of the hat to those who guessed "trick question" because our contract has expired. Our current agreement has actually been extended for 60 days (a built-in component — see Article XXVI, Section B) through the end of this month — nice try, though.

Aaron's entry was selected at random from all those who delivered correct responses — he'll receive a $50 gift card prize this week.

IAPE and Dow Jones will return to the main contract table tomorrow where we hope to make some headway against the Company's latest proposals on "compensation issues". Among those is a management counter-proposal to adjust the amount of shift differential required for employees who work evening or overnight shifts at Dow Jones.

Under the current IAPE contract (still in effect), what is the weekly shift differential rate for employees who work night shifts?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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August 12, 2016 — Congratulations to this week's winner of the IAPE trivia contest, New York member Nicole Clark. Nicole was one of several who sent in the correct answer to last week's question: under the IAPE/DJ tier structure, there are ten negotiated job titles with E or F scales (Graphic Artist, Sr. Interactive News Indexer, Copy Reader National, Multimedia Editor, Graphic Illustrator, Interactive News Reader, Reporter/Tape Editor, Graphic Designer, Graphic Coordinator and Interactive News Writer — see our job tiers and scales document, pages 2-4).

Nicole's entry was selected at random from all those correct responses, and she is this week's $50 gift card winner.

IAPE and Dow Jones return to the bargaining table next week and while we expect to hear more from the Company about our healthcare proposal, we also hope to discuss all our remaining open issues. Among those: management's proposal to eliminate our cost of living allowance (COLA) clause.

It's not a clause we've made use of very often — last time it kicked in was in 2012, and 2009 before that — but it is another form of protection against runaway inflation. But only to a point.

Under the current IAPE contract, what is the maximum "extra" COLA increase allowable when inflation exceeds our negotiated pay raises?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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August 5, 2016 — Happy Friday, IAPE members — especially to our latest trivia contest winner, and first repeat winner since we started this exercise back in February, South Brunswick member Eric Schwarz.

Eric was one of several IAPE members who delivered a correct response to last week's question: If a new job title is established during the term of the collective bargaining agreement, it is understood that an Employee in such job title shall be excluded if the job duties meet the National Labor Relations Act's test for exclusion of supervisory, managerial or confidential Employees (see Article I, Section C.1).

Eric's answer was selected at random from all those correct responses.

As part of contract negotiations, IAPE and Dow Jones have formed a subcommittee to discuss excluded job titles — and whether those titles should actually be excluded from the IAPE bargaining unit — as well as a Union proposal to move certain positions into higher pay tiers.

Earlier trivia questions have addressed the linking of our job description and scale documents with the current IAPE/DJ contract, and that all our classified job titles fit into our 16 negotiated pay tiers. Each pay tier has its own "scales" or letters referring to minimum pay rates required for each year of experience . . . 'A' for new employees, 'B' after one year of experience, 'C' after two years, and so on. Most of our classified job titles have four introductory scales. A select few have more.

How many negotiated job titles have E or F scales under the IAPE/DJ tier structure?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our job title chart — posted on the IAPE website at http://www.iape1096.org/info/documents/150701IAPETiers.pdf — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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August 1, 2016 — Another round of Monday IAPE trivia this week, IAPE members. With IAPE/DJ negotiations heating up, it's getting a little difficult to squeeze these in between bargaining updates. Still, the show must go on — and that means we offer congratulations to our latest $50 gift card winner, New York member Saemin Yoon.

Saemin was one of several IAPE members who delivered a correct response to last week's question: if a dispute arises over a premium pay claim, a grievance must be filed within 45 days of the denial of the submitted claim, and in no case more than 105 days after the date premium pay hours were worked (see Article II, Section G.3[c]).

Saemin's answer was selected at random from all those correct responses.

We have another busy bargaining week ahead of us. IAPE reps will be back at the contract table tomorrow morning, and Thursday — Dow Jones payday — will be our next #WSJunionmade t-shirt day. In between, on Wednesday, IAPE and Dow Jones will meet in a negotiation subcommittee to discuss job classification and pay tier issues. It is the Union's position that certain non-Union job titles, or the responsibilities of the employees currently holding those titles, should not be considered "excluded" from the IAPE bargaining unit.

Of course, IAPE and Dow Jones review Union eligibility of new positions when we're not negotiating too. Our current contract refers to a "test" for determining Union eligibility of new positions established during a contract term. So, this week we ask:

What is the specific test used to determine whether a new job title shall be excluded from the IAPE bargaining unit?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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July 22, 2016 — Plenty of good guesses this week, but only seven correct answers in total to our question from Monday morning. Selected at random from those is the entry from this week's $50 gift card winner, New York member Anne Steele.

Anne's correct response to our last question: when an overtime-exempt newsgathering department employee is assigned work at the office or at a location away from home on a scheduled day off with less than one week's notice, the maximum total compensation payable to that employee is up to five hours of premium pay (time-and-one-half) followed by up to seven hours of comp time calculated at 1.5 hours for each hour worked (see Article II, Section G.2[a]).

We've covered time limits for Union grievances in an earlier trivia question, but there are specific deadlines for questioning premium pay claims. That brings us to this week's question:

Employees must submit premium pay claims within 30 days of the date worked, and the employee's manager must approve or deny claims within 30 days of submission. If a dispute arises over a premium pay claim, what are the two time limits for filing premium pay grievances?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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July 18, 2016 — Happy Monday, IAPE members — yes, today is trivia day. Rather than clutter up your inbox on Friday, we thought it best if we just leave you with the important news from last week, our bargaining recap note. However, we still picked a winner on Friday to our last question.

Congratulations to New York member J.R. Whalen, who knew that rehire rights under our current contract last for six months (see Article VI, Section I).

J.R.'s entry was one of several with the correct response, and his was selected at random to become our latest $50 gift card winner.

We could have passed this news along on the weekend, but that would have required paying one of our staffers premium pay or comp time just for sending out a trivia contest question. Like, come on. How would that make us look when Dow Jones doesn't even properly compensate many of its own employees for real weekend work?

Um, maybe that's a bad example.

But it's a great trivia question . . .

If an overtime-exempt newsgathering department employee is assigned work at the office, or at a location away from home, on a scheduled day off with less than one week's advance notice, what is the maximum total compensation payable to that employee?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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July 8, 2016 — Another Friday, another IAPE trivia contest.

Congratulations this week to South Brunswick member Beth Weinfeld. Beth was one of several IAPE members with the correct response to last week's question: during times of layoff at Dow Jones, the three IAPE-represented job titles considered the same for seniority purposes are reporter, special writer and senior special writer (see Article VI, Section F).

Beth's entry was selected at random from those correct answers, making her this week's $50 gift card winner.

Once an IAPE-represented employee is laid off from Dow Jones, that employee has the right to be placed on the Rehire List. Well, she or he currently has that right — elimination of the Rehire List is one of the proposals the Company has made during contract bargaining. And frankly, because employees are rarely "rehired" into their former position, this is a Company proposal we are seriously considering.

Anyway, under the provisions of our current contract, a laid off employee has the right to claim (or "be considered for") a job opening in the former Employee's job classification in her or his department at her or his location.

This week's question:

How long do Rehire List rights last?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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July 1, 2016 — Sorry for the time off, trivia fans. IAPE technical difficulties prevented us from delivering last week's question. Still, we can tell you that the winner of the June 17th contest was New York member Fred Leinfuss. Fred's entry was selected from those with the correct answer to our last question: the two qualifications triggering automatic review of a job description, classification and pay scale for a job are:

* It has been established for at least one year.
* From the date of the job's first establishment, there have been at any one time three or more persons assigned.

(See Article XVI, Section A.)

As last week's winner, Fred was the recipient of our $50 gift card prize.

While we recognize that some IAPE-represented positions are properly considered "unclassified," it is preferable to have negotiated job titles and descriptions for as many Dow Jones roles as possible — and it is very important to make sure job responsibilities are reflected with accurate job titles, especially when it comes time to review seniority protection during times of layoff.

Seniority is usually determined by one's Dow Jones hire date relative to others with the same job title, in the same department, at the same location. We say "usually" because there is one "job family" where three titles are grouped together for purposes of determining seniority during layoffs.

And that brings us to this week's question:

During layoffs at Dow Jones, which three job titles are considered to be the same classification?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

No, this week's prize won't be doubled just because we weren't able to send last week's question :)

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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June 17, 2016 — Before we get to this week's trivia question, please watch your email later today for another contract update. On the heels of membership meetings this week in New York and South Brunswick, we thought it best if we send a brief FAQ-style recap of those meetings and of questions we've received via email since bargaining began last Tuesday. And if you have any questions about Dow Jones contract negotiations, please let us know.

Now, on to this week's trivia question — and congratulations to our latest winner, South Brunswick member Laurie Avino. Laurie was one of a few members to notice there are two sections to our job description document: IT and Non-IT. Including both, there are 16 different Tier levels in the IAPE/DJ Job Description Document: 1A to 10 in non-IT (for a total of 11) and 1A to 4 in IT (an additional 5) (see pages 2-7 of our Job Description Document).

Laurie — with her response chosen at random from this week's correct entries — will receive this week's $50 gift card prize.

Not every IAPE-represented employee has a negotiated job title, description and tier. Some employees hold positions that are considered "unclassified" — that is, they either have not existed for the required period of time or have not been occupied by enough IAPE-represented employees to qualify for a formal contract job description. Those employees still have all the rights and protections of any other employee covered by the IAPE contract, but they do not receive the benefit of introductory pay scales or tier placement.

With that in mind, we offer this week's question:

What are the two qualifications that trigger automatic review of a job description, classification and pay scale for an unclassified job?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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June 10, 2016 — Another gift card winner in South Brunswick this week — congratulations to Nancy Ross, one of several with the correct answer to last Friday's question: not including the Incentive Committee, Special Committees listed in the IAPE/DJ collective agreement are the Labor/Management Committee and the Classification Committee (see Article XVI, Special Committees).

Nancy's response was chosen at random from those correct answers to last week's question, making her this week's $50 gift card winner.

The IAPE/DJ Labor Management Committee meets monthly to discuss and resolve problems before they reach the grievance stage (so, if you have a problem, let us know).

The Classification Committee is also joint committee between IAPE and Dow Jones and meets monthly to discuss and review job titles, descriptions and pay tiers.

That committee also oversees the IAPE/DJ Job Description Document (http://iape1096.org/info/documents/150813jobdescriptiontiers.pdf), which — although a separate document itself — is incorporated into the IAPE/DJ contract by reference (see Article III, Section A. 1). The Job Description Document sets the minimum weekly and annual salaries for each Tier, and scale level (A = new employee, B = one year of experience, and so on) within each tier.

With that in mind, we offer this week's question:

How many different Tier levels are listed in the IAPE/DJ Job Description Document?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Check out the Job Description Document posted on the IAPE website at http://iape1096.org/info/documents/150813jobdescriptiontiers.pdf. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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June 3, 2016 — Congratulations this week to South Brunswick member Kirti Mahajan, who had the correct answer to last Friday's IAPE contract trivia question: under the terms of the IAPE/DJ contract, 45 days' notice must be given to the Union before management may finalize changes to any incentive plan (see Article XVI, Section A).

Kirti's response was chosen at random from a number of correct answers to last week's question, and she will receive this week's $50 gift card prize.

It is the responsibility of the Incentive Committee to review incentive plan changes and address any questions or concerns those changes might create. The Incentive Committee is considered a "Special Committee" under the IAPE contract, which brings us to this week's question:

Not including the Incentive Committee, name the Special Committees listed in the IAPE/DJ collective agreement.

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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May 27, 2016 — Congratulations this week to South Brunswick member Zachary Lain, one of a handful of IAPE members who saw through our tricky question last week and who correctly answered that only three contract holidays give IAPE-represented employees the same day off at the same time in both the United States and Canada:

New Year's Day, Labor Day, and Christmas (see Article VIII-A and Article VIII-B).

Yes, it is true both lists grant holidays on Thanksgiving. However, Thanksgiving in Canada occurs on the second Monday in October each year, while the Thanksgiving holiday in the United States takes place on the fourth Thursday in November.

Zachary's response was chosen at random from those with the correct answers, and he will receive this week's $50 gift card prize.

As we look forward to this holiday weekend here in the U.S., there's still plenty of activity at the IAPE office — from continuing to prepare for contract negotiations to following up with members after recent Labor/Management and Classification Committee meetings at Dow Jones. And today, we're beginning our annual review of incentive plans on behalf of those IAPE-represented employees who receive compensation through commissions and bonuses. This may give IAPE members in sales a slight advantage in answering this week's question:

Under the terms of the IAPE/DJ contract, how many days' notice must be given to the Union before management may finalize changes to any incentive plan?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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May 20, 2016 — Finally. Fourteen weeks into the IAPE Trivia Contest, we finally have a winner outside the New Jersey/New York area.

Congratulations to Boston member Aneri Desai, who had the correct answer to last week's question: under the guidelines contained in the IAPE/DJ contract, an employee who transfers from one Dow Jones facility to another — and who qualifies for transfer assistance — may claim temporary living expenses following her/his relocation for a period not to exceed thirty days (see Article V, Section A.2).

Aneri's response was chosen at random from several correct entries, making her this week's $50 gift card winner.

Looking ahead on the calendar, we see that our next Friday's winner will be named just as most of us are getting ready for the unofficial kick off to summer and the Memorial Day holiday. Of course, for our members in Canada, this is the long weekend, with the Victoria Day holiday celebrated on Monday. With that in mind, here's this week's question:

Under the terms of the IAPE/DJ contract, eight "regular holidays" are recognized for IAPE-represented employees in the United States, while employees in Canada receive nine holidays each year. Which contract holidays give IAPE-represented employees the same day off (or eligibility for holiday pay) at the same time on both sides of the border?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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May 13, 2016 — And the IAPE trivia crown remains in the NY/NJ area. Congratulations this week to New York member Tess Stynes, who had the correct answer to last week's question: the northernmost union-represented location recognized by the IAPE/DJ collective agreement is . . . Federal Way, Washington.

Yes, it's true. Federal Way — at 47 degrees 19 minutes North — edges out Montreal (45 degrees 30 minutes) and Ottawa (45 degrees 25 minutes) as our most northern location. This is no small point of satisfaction to IAPE's executive director and resident Canadian Tim Martell, who regularly reminds us that, no, he did not live in an igloo as a child and he has never gone ice-fishing in his life.

Anyway, Tess's response was chosen at random from several correct entries, earning Tess this week's $50 gift card prize.

Federal Way is one of 24 cities and towns recognized by the IAPE contract (see Article I,), even though — at last count — Dow Jones only has employees working in 18 of those locations. And under the terms of the IAPE/DJ agreement, when an employee accepts a transfer (at the request of the Company) from one Dow Jones facility to another and changes residence because the new location is 50 miles or more than the distance from home to the former work location, the Company is required to reimburse that employee for certain relocation expenses — packing, shipping, transportation, etc.

Under these transfer guidelines, Dow Jones must also reimburse for temporary living expenses. How many days' worth of expenses may be claimed for reimbursement?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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May 6, 2016 — Good morning, IAPE members — well, it's still morning to us (but just barely), and to our sisters and brothers here on the west coast, where IAPE reps are paying visits and talking about contract negotiations with our members in California. But we still have to set aside some time for our weekly trivia question!

Congratulations this week to our $50 gift card winner, South Brunswick member, Laura Weingartner. Laura had correct answers to both our questions last week, and knew that — when employees are laid off as a result of outsourcing — retraining allowance and outplacement assistance benefits are enhanced compared to "regular" layoffs and job eliminations. Laura also knew that layoffs resulting from automation require enhanced retraining and outplacement benefits (see Article VI, Section H).

Laura's responses were selected at random from this week's correct regular and bonus entries.

So, as IAPE reps visit different union locations — San Francisco yesterday, Los Angeles today — to talk about 2016 contract bargaining, we're also looking at the map to make the best use of our travel time and contact as many IAPE members as possible. With that in mind, we've decided to mix a little geography into this week's question:

Identify the northernmost union-represented location recognized by the IAPE/DJ collective agreement.

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find it. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email their response back to us. Next Friday, one winner will be selected at random from all the correct entries, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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April 29, 2016 — Ah, trick questions. You gotta love them.

Not many correct answers this week, IAPE members — however, those who did dig a little deeper to research last week's question knew that the absolute maximum payout, in weeks of severance pay, under the terms of the current IAPE/DJ contract is 56 weeks' pay — 52 weeks of salary for any employee with more than 24 full years of service whose position is eliminated via layoff, and an extra four weeks' pay if that layoff is the result of outsourcing (see Article VII, Section A. 2 and 3).

Congratulations to New York member Christopher Zinsli, this week's $50 gift card winner. Christopher's response was selected at random from a handful of correct entries.

Yes, the extra severance for layoffs related to outsourcing was negotiated by the Union during our 2006-07 contract talks, as a result of concerns at that time about the off-shoring of many positions at Dow Jones. Unfortunately, that extra severance has been paid out a number of times since 2007 (though, thankfully, not quite as often during the term of this current contract).

Outsourcing triggers other additional requirements as well — for example, when Dow Jones has plans to eliminate more than ten IAPE-represented positions through outsourcing, management must notify the Union not less than fourteen days in advance of any layoff notice period.

But wait, there's more . . .

When Dow Jones eliminates positions as a result of outsourcing, what other post-termination benefits (besides severance pay) are "enhanced" compared to those required during "regular" layoffs?

And for a bonus entry to this week's contest . . .

What other category of layoff requires the same post-termination benefit enhancement?

Think you know the answers? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find them. Members in good standing* will have one week to find the answers within the current collective agreement between IAPE and Dow Jones, and email those responses back to us. Next Friday, one winner will be selected at random from all the correct responses, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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April 22, 2016 — We're back on our regular schedule again this week, IAPE members — thanks for your indulgence (and also for taking part in our 2016 contract surveys).

Congratulations to South Brunswick IAPE member Daniel Figueiredo, this week's winner of our contract trivia contest and a $50 gift card prize. Daniel was one of several members who correctly answered Monday's question: an IAPE-represented employee must be entitled to three weeks of vacation time and be paid a gross salary of $1,000 or less per week in order to have a contractual right to sell a week of vacation back to the Company. (see Article IX, Section E). Daniel's response was chosen at random from the correct answers we received.

Speaking of our contract surveys, our initial review indicates that, once again, job security and severance pay rank among the top priorities for IAPE members. But do you know how much severance pay is required per the IAPE contract when Dow Jones chooses to eliminate Union-represented positions?

Let's find out.

Under the terms of our contract, what is the maximum severance payout amount payable to an IAPE-represented employee, in weeks of severance pay?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find the answer. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email that answer back to us. Next Friday, one winner will be selected at random from all the correct responses, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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April 18, 2016 — It's Monday, IAPE members — so that must mean it's time for IAPE trivia!

Actually, it means we decided not to fill your inbox with too much mail on Friday, and held back our regular trivia question a few days. Now we're back and ready for your trivia answers!

But first, congratulations to South Brunswick IAPE member Natalie Baus, this week's winner of our contract trivia contest and a $50 gift card prize. Natalie correctly answered our last question — an IAPE-represented employee may demand comp time be paid in cash after 90 days if management denies the employee's time off requests during that time period (see Article II, Section G.3.b). Natalie's response was chosen at random from the correct answers we received.

We realize that workloads and assignments often mean members simply are not able to schedule comp time off, and sometimes that extends to vacation time as well. Did you know that our contract provides some of our members the right to sell back one week of vacation time each calendar year?

Why yes, this does sound like a fine IAPE trivia question.

Which two qualifications must an IAPE-represented employee meet in order to have a contractual right to sell a week of vacation time back to Dow Jones & Company?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find the answer. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email that answer back to us. Next Friday, one winner will be selected at random from all the correct responses, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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April 8, 2016 — Congratulations to New York IAPE member Matthew DiCostanzo, this week's winner of our contract trivia contest and a $50 gift card prize. Matthew was one of several IAPE members with the correct answer to last week's question: the U.S. federal statute recognized by the IAPE contract for purposes of determining overtime eligibility is the Fair Labor Standards Act (see Article II, Section E,). Matthew's response was chosen at random from the correct answers we received prior to today's 12:00 AM contest deadline.

Of course, while the FLSA determines overtime eligibility, only the IAPE contract provides compensation requirements for overtime exempt employees required to work on scheduled days off. Sometimes that work calls for "premium pay" and sometimes that work earns compensatory time off — or, comp time.

But even that comp time can turn into cash, if a manager denies an employee's time off requests. So, this week we ask:

How many days after earning comp time can an employee demand the equivalent paid in cash if management denies all her/his time off requests?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find the answer. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email that answer back to us. Next Friday, one winner will be selected at random from all the correct responses, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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April 1, 2016 — Congratulations to South Brunswick IAPE member Chad Daniels, this week's winner of our contract trivia contest and a $50 gift card prize. Chad had the correct response to last week's trivia question: an IAPE-represented employee required to pay fees or dues to the Union has 30 days from her/his hire date or transfer date to become a dues-paying member or fee-paying non-member of IAPE (see Article X, Section A). Chad's response was chosen at random from several correct entries.

We're a little late with this week's trivia question; we've been working overtime to get ready for the biannual Union Board of Directors meeting tomorrow in beautiful Jersey City, NJ. Well, not really "overtime" — IAPE officials who work full-time out of the IAPE office are considered exempt from overtime, just like many of our members at Dow Jones. Of course, the majority of our members work in overtime-eligible positions, which requires the Company to pay time-and-one-half for authorized or "reasonably required" work in excess of 35 hours per week (or 36 for full-time employees on three- and four-day workweeks).

Which brings us to our question:

Which U.S. federal statute does the IAPE contract recognize for purposes of determining overtime eligibility?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find the answer. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email that answer back to us. Next Friday, one winner will be selected at random from all the correct responses, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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March 25, 2016 — The IAPE trivia crown moves back to New York! Congratulations to Amber Sexton, this week's winner of our contract trivia contest and a $50 gift card prize. Amber was one of several IAPE members with the correct response to last week's trivia question: a newly hired IAPE-represented employee is subject to a nine month probationary period, during which the Company may discharge that employee without challenge from the Union (see Article VI, Section A). Amber's response was chosen at random from those correct entries.

It is not unusual for a new hire to confuse the probationary period with the period of time before a new employee must begin paying fees or dues to the Union. Unless an IAPE-represented employee works in a Dow Jones location in a right-to-work state, payment of IAPE fees or dues is a condition of employment, per the long-standing agreement between IAPE and Dow Jones & Company.

We bet you can guess where this is going . . .

How soon after beginning employment (or transferring into an IAPE-represented position) must an employee become a dues-paying IAPE member or a fee-paying non-member?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find the answer. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email that answer back to us. Next Friday, one winner will be selected at random from all the correct responses, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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March 18, 2016 — Congratulations to South Brunswick member, Eric Schwarz, this week's winner of our contract trivia contest and a $50 gift card prize. Eric submitted correct responses for both our regular and bonus questions from last week: an IAPE-represented employee on a four- or five-day workweek receives six personal days at the beginning of each year, and an employee hired after October 1 receives 1.5 personal days during that first calendar year (see Article VIII-A, Section B).

One of Eric's responses was chosen at random from several with the correct answer (or answers) to last week's question. And since you all seem to be pretty good at this, we decided to make this week's question a little more difficult. Here goes:

One of the most important provisions in any Union contract is protection against termination without just and sufficient cause. However, many collective bargaining agreements also contain a window of time, sometimes referred to as a "probationary period," during which a Company may decide a new employee simply isn't the right person for a particular job.

Under the terms of the IAPE/DJ contract, how long does Dow Jones management have to discharge a newly hired employee without risking a grievance from the Union?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find the answer. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email that answer back to us. Next Friday, one winner will be selected at random from all the correct responses, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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March 11, 2016 — Congratulations to South Brunswick member, Keyonna Graham, this week's winner of our contract trivia contest and a $50 gift card prize. Keyonna's response was chosen at random from several with the correct answer to last week's question: departments specifically excluded from IAPE coverage are Executive, Legal & Labor Relations, Human Resources, Information Security, and Internal Audit (see Article I, Section B.2.)

We also accepted entries from members who responded with "typographical, stereotyping, press, mailing, paperhandling, delivery and machinist departments" as defined in Article 1, Section A "Covered Locations," even though that clause is intended to address locations covered by the IAPE contract and not departments excluded within those locations.

Still, technically correct is the best kind of correct.

On to this week's question:

Next Thursday is St. Patrick's Day — unfortunately not a holiday recognized by the IAPE contract. However, if members are able to schedule time off with their manager, they can use available personal days or "floaters" to take the day off (or the following day, which might be more important depending on how you choose to celebrate — not judging, just sayin'). How many personal days does an IAPE-represented employee on a four- or five-day workweek receive at the start of each year?

Special "Bonus Entry" if you can tell us how many floaters an employee receives in the first year of employment if she or he is hired after October 1!

Think you know the answers? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find the answer. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email that answer back to us. Next Friday, one winner will be selected at random from all the correct responses, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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March 4, 2016 — Oh, that tricky contract language.

Congratulations to New York member, Clare McKeen, this week's winner of our contract trivia contest and a $50 gift card prize. Clare was one of several with the correct answer to last week's question: the daily, non-weekend/holiday stand by pay rate for overtime exempt employees is $40 (see Article III, Section I.3.)

Several IAPE members guessed $32, which is the rate for overtime eligible employees.

Now you know. And knowing is half the battle.

Anyway, Clare's entry was chosen at random from last week's correct responses.

Now for this week's question.

Many new hires are often surprised to learn that Dow Jones is a unionized workplace — and that we represent so many different groups of employees. Still, the IAPE contract doesn't apply to everyone at Dow Jones. Which departments are specifically excluded from IAPE coverage?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find the answer. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email that answer back to us. Next Friday, one winner will be selected at random from all the correct responses, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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February 26, 2016 — IAPE members — So, that one was a little more difficult.

Congratulations to South Brunswick member, Erin Egan, this week's winner of our contract trivia contest and a $50 gift card prize. Erin was one of several who knew that Dow Jones managers must provide notice "at least one week in advance of the day on which the schedule change goes into effect" to avoid paying time-and-one-half as a result of a change in work schedules (see Article III, Section H "Schedule Changes"). Erin's entry was chosen at random from those correct responses to last week's question.

Many members thought the correct answer was two weeks — which is actually the requirement for posting notice of Stand-by coverage.

Which brings us to this week's question.

Stand-by pay applies to IAPE-represented Employees who are required to immediately respond to calls on a 24-hour basis, except for newsroom Employees whose duties to report and write breaking news stories may require them to respond to news events whenever they occur. What is the daily, non-weekend/holiday stand-by pay rate for overtime exempt employees?

Think you know the answer? Email union@iape1096.org and let us know. Not sure? Crack open that little blue book in your drawer, or scroll through our contract — posted on the IAPE website here — to find the answer. Members in good standing* will have one week to find the answer within the current collective agreement between IAPE and Dow Jones, and email that answer back to us. Next Friday, one winner will be selected at random from all the correct responses, and that winning member will receive a $50 gift card from IAPE.

Good luck!

Thanks for playing — if you have suggestions for questions you'd like to see answered, please let us know. And, of course, if you have any suggestions for changes you'd like to see in your next contract, send those along too.

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*The IAPE contract trivia question is a weekly contest for members of IAPE/DJ bargaining units in the United States and Canada. IAPE officers, IAPE directors, IAPE staff, fee-paying non-members and non-members in right-to-work states (or new employees not yet paying dues to IAPE) are not eligible for prizes. Contest period lasts through 11:59 PM Eastern Time each Sunday. On Monday, one winner will be selected from the previous week's correct answers by a random drawing. Winners are limited to one gift card prize every thirty days. One entry per member.


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