Contract 101: Open Enrollment; What’s a Layoff?

The next installment of IAPE Contract 101, originally scheduled for this afternoon at 2:00 p.m. EDT, has been pushed back to next Wednesday at the same time.

Today’s class was going to focus on Dow Jones health insurance and IAPE tips for open enrollment, which begins next month.

Responding to demand from members, the rescheduled session will also review enrollment options, but will add a component on job security, and what happens when Dow Jones eliminates jobs through the layoff process.

Register for Contract 101 at the IAPE Events Page. Can’t make next Wednesday’s class, but have questions about either topic? Send us a note: union@iape1096.org.

WSJ Management Cuts Health & Science, Education Reporters

They’ve done it again.

One week after announcing plans to outsource 40 IAPE-represented jobs in Finance departments to an artificial intelligence vendor in India, and a little more than two months after CEO Almar Latour touted “the best year on record for Dow Jones,” corporate leaders have continued on a seemingly never-ending quest to find “efficiencies” at the expense of its hardworking staff.

Yesterday, it was WSJ management’s turn—again—to cut positions. Another “we are saying goodbye to some colleagues” email from Editor in Chief Emma Tucker broke the news: a restructuring of Health & Science and Education teams and the layoff of a dozen staffers, including seven IAPE-represented reporters.

With these latest workforce reductions, fifteen union-represented reporting jobs—and 78 IAPE-represented positions overall—have been eliminated this year alone. Since Tucker’s arrival as EIC in 2023, more than 40 IAPE-represented Journal reporters have been summoned to layoff meetings.

So, yes, we say goodbye again. From the IAPE-represented ranks alone, we say goodbye to a collective 70 years of WSJ experience and to award-winning journalists. We say goodbye to colleagues we knew we could always depend on. We say goodbye to friends.

Wall Street Journal subscribers can say goodbye to the reporters’ distinctive, expert articles and other content they’ve been paying top dollar for. WSJ readers will get less.

“I recognize that change can be unsettling,” Tucker wrote in yesterday’s staff memo. That’s not entirely accurate. Change can be exciting or invigorating. But this sort of change—change without any sense of direction, any clear end goal other than mindless cost-cutting under the guise of nebulous restructuring, or any indication workforce reductions will end in the near future—is infuriating.

It is also a big distraction and bad for Dow Jones. This latest change is sure to hasten the drain of WSJ newsroom talent as remaining staffers polish their resumes and reach out to recruiters elsewhere. What is the long-term reward for hard work, loyalty and winning awards at Dow Jones? The answer again and again is an unceremonious kick out the door.

The collective agreement between IAPE and Dow Jones contains negotiated severance and post-termination benefits for all union-represented employees who lose their jobs as a result of these shortsighted layoffs. However, it is clear that current job security provisions in the contract are not sufficient. IAPE members will remember these layoffs when it comes time to renegotiate the current agreement.

IAPE Board Approves Budget, Bylaws Referendum

Directors to vote on stipend increase for President

At its annual in-person meeting on Sept. 27, the IAPE Board of Directors approved a 2025-26 budget package projecting a 5.87% reduction in expenses over the next fiscal year, while maintaining a healthy annual surplus. 

The union’s representative board approved a hefty increase in its Arbitrations line item and preserved an aggressive Legal expenses fund, in the event IAPE needs to challenge management actions through the grievance and arbitration process or other litigation.

The line item for staff payroll was slashed by a third, reflecting the current makeup of the IAPE workforce consisting of an Executive Director and an Organizer. The union has not yet filled the vacancy left by the departure of its Administrative Officer in January.

Directors authorized another year of stipend payments for the top officers of the Local: President, Vice-President, Treasurer and Secretary. Occupants of each position are entitled to an $835 monthly payment in recognition for work performed on behalf of the union. Stipends will continue through the conclusion of the current term of office, Nov. 30, 2026.

During the Sept. 27 meeting, Directors delayed a motion to amend the stipend package for the President, intended to increase the monthly payment for IAPE President Jodi Green to $1,000 per month.

Yesterday, the IAPE Board—minus Green, who recused herself from stipend discussions—received supplemental information regarding Green’s current salary, the current median and average salaries for IAPE-represented employees, and contractual benefits available to Dow Jones employees, but not the IAPE President, such as overtime or comp time, stand-by pay and the ability to sell vacation time back to Dow Jones.

IAPE Directors will vote next Wednesday on the question of whether Green’s stipend should be increased by $165 per month through the conclusion of this term.

Members to Vote on New Bylaws
IAPE Directors also approved a membership referendum on a new Bylaws package, to replace existing IAPE Bylaws last updated in 2003. Over the next few weeks, IAPE’s Bylaws Committee will present and explain the new document, and the union’s Election Committee will announce plans for a membership vote as soon as details are finalized.

IAPE Sticks with Fitness Plan
The IAPE Board opted to decline an invitation from Dow Jones to join the corporate wellness program, currently available to non-union staff, which pays up to $200 per quarter for physical, emotional and financial well-being items.

The company invited IAPE participation in the non-union plan on the condition that it would replace the negotiated, guaranteed IAPE Physical Fitness Plan, which pays up to $700 per year—with no quarterly limits—for qualifying physical fitness activities.

Dow Jones to Outsource Finance Positions

Yesterday, IAPE members working in Dow Jones Finance departments received some difficult news.

During a hastily-arranged staff meeting, management announced Dow Jones has reached an agreement to outsource payroll, accounts payable, accounts receivable, collections and other functions to Genpact, a business process management firm that uses “agentic AI solutions" to perform tasks for clients. Finance operations, currently performed by Dow Jones staff mostly assigned to Princeton and New York departments, will be shipped outside the United States.

Additional details, though not many, were provided to staff during smaller team meetings throughout the day on Tuesday.

IAPE officials are scheduled to meet with representatives from the company’s Legal and People departments this afternoon, but Dow Jones has already advised the union that this new outsourcing initiative will result in the loss of approximately 40 IAPE-represented positions across Finance groups. Job cuts will likely take effect in late January or early February of next year.

Finance handled by AI. What could possibly go wrong?

The collective agreement between IAPE and Dow Jones contains a few provisions addressing outsourcing of union-covered jobs to other companies, but no measures to prevent those job losses altogether. Whenever more than ten positions are identified to be eliminated as a result of outsourcing—or the introduction of artificial intelligence systems—Dow Jones is required to provide employees with at least 45 days’ notice. The union must be informed at least 14 days in advance of any formal notice to employees.

No formal layoff notices were delivered yesterday.

IAPE-represented employees who lose jobs as a result of outsourcing are entitled to enhanced severance pay—an additional four weeks’ worth of pay on top of their contractual entitlement—and a greater level of retraining allowance than employees whose positions are eliminated through “normal” Dow Jones layoffs.

This is not the first time Dow Jones has opted to outsource jobs and functions performed by loyal, hard-working Dow Jones employees. Nearly 20 years ago, the company transferred Finance jobs offshore and did the same with several application-development and maintenance-support roles in Technology. The difference, of course, is those outsourcing plans were announced after years of belt-tightening and financial woe for a then-independent Dow Jones.

Now, of course, we are treated to quarterly announcements of record Dow Jones performance and thank you messages from senior management for “making Dow Jones a success story.”

Some thanks this is.

IAPE representatives will ensure that all contract terms and conditions are observed as the company continues with plans to eliminate jobs held by our friends and colleagues. Members affected by yesterday’s news are invited to email union@iape1096.org with any questions, comments or concerns.

You Should Be a Steward!

Has anybody ever told you that you would be an amazing IAPE steward?

No? Seriously? You must be kidding.

Really, you’d be great.

Let’s try this: Come and hear from IAPE leaders and your fellow members about what it means to be an IAPE steward. We have four sessions this week to choose from. Please register using one of these Zoom links! 

Tuesday, October 7th at 1:00 p.m. EDT: https://us06web.zoom.us/meeting/register/x8ABzvuvTLGGEZprhGPsng

Tuesday, October 7th at 5:00 p.m. EDT: https://us06web.zoom.us/meeting/register/SuDC-1JLRRS2uanJtyhGsA

Thursday, October 9th at 1:00 p.m. EDT: https://us02web.zoom.us/meeting/register/xIxh2W8wT4ClHDZ8urc81Q

Thursday, October 9th at 5:00 p.m. EDT: https://us02web.zoom.us/meeting/register/PXVIsLb3QLy8j2VGhkA8bw

Each Zoom info session is scheduled for one hour. Join us!

IAPE Condemns Violence Against Journalists

On Tuesday, Sept. 30, three journalists—Dean Moses, Olga Fedorova and L. Vural Elibol—covering immigration court at 26 Federal Plaza in New York were violently grabbed and shoved by Immigration and Customs Enforcement agents. Elibol required medical attention after the attack, and was transported to hospital. Moses and Fedorova weren't seriously injured, according to the Associated Press.

IAPE condemns the actions taken by these federal officers and violence against journalists in all forms.

The fundamentals of a free press require that journalists and media outlets exercise First Amendment rights and obligations to cover taxpayer-funded police activity. It should go without saying that journalists performing this valuable work need to be able to do their jobs without worrying whether they will be assaulted by law enforcement.

Journalism is not a crime. In a liberal democratic republic such as the United States of America, an assault on journalists by law enforcement is unacceptable.

Join us for IAPE 101

IAPE orientation class tomorrow

Next Contract 101 session scheduled for Oct. 22

If you were recently hired by Dow Jones, or if you transferred from a non-union position into your current role sometime over the past year, and if you ever wondered where you can go to find out more about this thing called IAPE, we have a suggestion:

Sign up for IAPE 101.

Tomorrow—Wednesday, Oct. 1—at 2:00 p.m. EDT, join us for this Zoom presentation and learn more about IAPE. We’ll cover all the basic questions: what is a union? How did you end up in a union? And most importantly, what are the benefits of being in a union?

If you can stick around beyond the first half-hour, we’ll open the virtual floor for any questions you might have.

IAPE veterans, you’re welcome to join, too.

To register and receive your Zoom invitation, sign up through the IAPE Events page. While you’re there, feel free to enroll for the next installment of IAPE Contract 101, scheduled for Oct. 22. That class will be devoted to annual IAPE tips on open enrollment and other benefits information.

Join us!

IAPE Board Meets Saturday

Your IAPE Board of Directors will hold a day-long, in-person meeting this Saturday, Sept. 27 at the Westin Jersey City Newport in Jersey City, NJ. The September meeting of the IAPE Board sets budget and spending priorities for the union for the next fiscal year, which begins on Oct. 1.

All members are welcome to attend—either in-person, if you’re in the Jersey City area on Saturday, or via Zoom. The start time for Saturday’s meeting is 10:00 a.m. EDT; business should be concluded by 5:00 p.m. To attend remotely, register for your Zoom link through the IAPE Events page.

If you are not able to join us, but would still like to submit comments for the IAPE Board to consider, please contact an IAPE director or send a note to union@iape1096.org.

IAPE Fitness Reimbursement: No, “Wearables” are Not Covered
A few IAPE members have reached out to the union office to inquire about the IAPE Physical Fitness Reimbursement Program, and whether the plan covers wearable devices.

No, it does not. You’re thinking of the “Well-being plan” available to non-union employees.

Dow Jones has invited IAPE to participate in this plan, and the union Directors will actually be discussing this proposal during Saturday’s Board meeting. But there are strings attached: migrating to the corporate plan, with quarterly reimbursements of up to $200 for fitness and wellness items, would mean eliminating the current, negotiated $700 annual fitness benefit for IAPE-represented employees.

There are many differences between the two plans, but the most significant is this: the IAPE plan is guaranteed, while the corporate plan has no guarantees at all.

Apply for Union Plus Scholarships
The 2026 Union Plus Scholarship Program has begun accepting applications, and will continue doing so until 12:00 p.m. EST on Jan. 31, 2026. Scholarship awards range from $500 to $4,000 and are available to union members and their families.

To apply, visit the Union Plus Scholarship website.

Since 1991, the Union Plus Scholarship Program has awarded more than $5.9 million to students of union families. Over 4,200 union families have benefited from our commitment to higher education.

Current and retired members of unions participating in any Union Plus program, their spouses and their dependent children (as defined by IRS regulations) are eligible. Grandchildren are not eligible unless a legal dependent (as defined by IRS regulations).  At least one year of continuous union membership by the applicant, applicant's spouse or parent (if applicant is a dependent). The one year membership minimum must be satisfied by May 31, 2025.

IAPE members are also eligible to participate in the CWA Joe Beirne Scholarship Program. Applications for those awards will open in November.

A Red Shirt Sendoff

IAPE members in Princeton, if you’re planning on attending Thursday’s farewell toast to the Dow Jones campus, we have a suggestion for your attire: your favorite IAPE t-shirt.

Join IAPE officers, directors and stewards and wear your best IAPE tee to say so long to South Brunswick. Can’t find your union t-shirt? Any other red or black shirt will do.

We’ll try to gather during the day for one final IAPE group photo. See you Thursday!

Surprise, Surprise – Dow Jones Awarded Merit Raises After All

IAPE members on average got 4.5% pay increases. Did you get more than the mandatory contract raise?

Turns out Dow Jones awarded merit raises afterall.

Despite some managers claiming they couldn’t award merit raises due to the union’s hard-fought contract, 35 IAPE members did in fact receive discretionary raises this year, according to an IAPE analysis of pay data provided by the company.

It’s almost as if management can hand out discretionary raises when it wants to. Just like when it wants to retain members who competitors try to poach.

Eligible IAPE members received raises of at least 3.75% thanks to our 2023-2026 contract. Yet a number of members with strong job-performance reviews were told that’s all the company could spare, even after “the best year on record for Dow Jones.” The morale-boosting reward for hard work with results: the ability to keep working hard.

Those who received discretionary raises got pay bumps ranging from 6.84% to 34.7%.

Nine of these employees are journalists who received an average raise of 15.4% (11.65% above the mandatory contract raise). Five are Wall Street Journal reporters, with raises ranging from 11.11% to 21.69%.

Across the bargaining unit, the average pay increase for IAPE-represented employees this year was 4.5%, which seems to have been the overall Dow Jones target increase of payroll expenses.

Out of 1,275 IAPE-represented employees eligible to receive a negotiated pay raise this year, 396 received rate increases in excess of our 3.75% compensatory increase.

Of those 396, reasons for additional pay are as follows:

Minimum Dollar: 276. This means many members were entitled to a pay bump of at least $56.25 per week, because a 3.75% increase was less than that threshold.

Scale: 66. Scale increases boosted pay for these 66 individuals by an average of 7.03% including, for the first time in several years, more than a handful of Reporters. Our revised Reporter Tier literally paid off for 23 of our members, increasing pay by an average of 6.16%. This means our contract is lifting pay more aggressively for members who are paid the least.

Promotions/Title Change: 14

Discretionary: 35

Merit bonuses: TBD. IAPE will receive and review updated, one-off, bonus data at the end of this fiscal quarter.

Merit raises were indeed available this year. If you didn’t get one, management decided you weren’t worth it.

We all like to feel appreciation for going above and beyond for our jobs. If you’re not feeling the love from management (or even if you are), consider using your extra time to help IAPE. Your union will soon be gearing up for our next contract fight in 2027. It seems the best way to get a raise is through our union.