IAPE @ Work: May — Protecting our Contract, and You
/IAPE Defends Contract Through Arbitration
IAPE will seek an arbitrator’s opinion regarding the company’s failure to fully respond to a grievance and follow through on an agreement made at the negotiating table last year.
During bargaining 2019, Dow Jones and IAPE came to an important understanding: columnists working in the news division would be in the union and that participating in the management bonus pool (“AIP”) wasn’t a single reason someone could be excluded from the bargaining unit. After discussing the union’s proposal at a few bargaining sessions, the company agreed to remove the relevant language from the contract.
However, after ratification of our contract, the company insisted that employees with the columnist title who are AIP participants should lose that bonus eligibility if they transfer into the IAPE bargaining unit. We believe that columnists working in IAPE jurisdictions should have immediately been protected by the IAPE/DJ collective agreement, and that the company’s position regarding AIP eligibility violates our contract.
Who should and should not be in the union is a constant discussion between the union and Dow Jones representatives, and the company often uses standards of exclusion that don’t follow federal standards or industry practice. Although our contract does allow for carve outs for certain roles and duties, we often find that many of our colleagues are misclassified without a legitimate reason, denying these individuals important union protections.
IAPE is also considering filing a grievance over these misclassifications. Accurate job titles are important for determining contractual seniority protection for union-represented staff. Ensuring that employees who are not supervisors are properly included in the IAPE bargaining unit, and receive all the benefits and protections afforded by the IAPE contract, is crucial for preserving rights of employees and the integrity of the IAPE contract.
COVID Labor/Management
IAPE discussed a number of COVID-related matters with Dow Jones representatives during our regular fourth-Thursday-of-the month meeting. The company informed the union that management is still formulating a plan to reopen the offices and offered no firm date that it expects workers to be able to report to physical locations.
We emphasized that flexibility in working from home was a significant concern for members, and we were told that employees who are trying to make decisions around housing and schools for the fall talk to their managers about their needs.
Regarding childcare, the company confirmed the availability of a $100/day reimbursement for individuals who aren’t able to access back-up care under the existing program and need to secure help from their own personal network. Dow Jones isn’t planning on making a company-wide announcement on midyear FSA changes, though employees who need to make changes should reach out to Dow Jones benefits to discuss options.
We will continue to push for a regular technology reimbursement for working from home and ask that you speak to your manager about equipment you require that exceeds the $150 reimbursement.
Those of you who have asked about receiving reimbursements for home exercise equipment purchases, we ask that members send an email to employeebenefits@dowjones.com urging the company to restore that allowance under the physical fitness benefit.
Union to Elect New Leaders
IAPE will hold its election of officers and directors in the fall and members will choose a new slate of leaders for a three-year term that will include the next contract negotiation.
We are seeking volunteers for an election committee, and if you aren’t thinking of running for a board position we encourage you to consider helping oversee this very important process.
Official election and campaign rules will be announced by the committee in June and nominations will be formally open then.
Any member in good standing can run for union officer (President, Vice President, Treasurer, Secretary) and every job classification and work location has representatives on the board. If you want to make a difference in your workplace and help improve the contract in the next round of bargaining, you should consider running!
We encourage all members, but especially those considering running for director or officer in this year’s election, to take our training sessions—IAPE 101, Contract 101 and Steward 101. Find a description of the three tracks and information on upcoming classes on our website.
Former IAPE Member Elevated to CEO
IAPE extends hearty congratulations to Almar Latour, former IAPE member and premium pay grievance participant, in his new role as Dow Jones CEO.
We’re often asked by members if being active in the union or accessing the union’s help can hinder their progress at Dow Jones. Participation in union activities without retaliation is a legal right for members, and something we take seriously at IAPE. We are glad to see strong signs of IAPE support within Dow Jones management. Every union member should feel empowered to run for office or ask the union to take up a challenge with the company on their behalf without fear of penalty.