An IAPE Reminder on Glint and Goal Setting

In an email from Karen Pensiero and Kate Ortega, IAPE-represented News personnel have been advised they should participate in a “goal-setting exercise” via Glint, the platform Dow Jones used last year to conduct performance evaluations. Reporters and editors have been asked to provide “two to three new goals” before Friday, Nov. 26.

We expect other departments will deliver similar requests to employees soon.

We want to remind all IAPE-represented employees of the union’s position, recognized by Dow Jones, on setting goals and self-assessments. 

First, as they were last year, self-assessments are still optional. Second, entering your own goals is also a voluntary exercise. The addition of goals is considered part of “Employee Prep,” all of which was labeled in last year’s Glint introduction documents as “optional.”

We realize these employee/manager discussions are often employees’ best opportunities to talk about goals, expectations, performance and pay. IAPE is not opposed to members setting their own goals—we simply want you to know that you are not required to submit yours if you would rather have your manager set those targets for you.

If you do decide to provide your own goals, please know you are under no obligation to admit any shortcomings. A better approach may be offering suggestions your manager can follow to help you meet performance targets.

We continue to believe that setting expectations and evaluating performance are management functions, but we also want to be clear that this should not in any way prevent you from having constructive conversations with your boss about your future at Dow Jones.

Finally, we would like to remind you that Article XXI of the IAPE/DJ collective agreement states, “The Company and the Union agree that performance evaluations under this Article shall not be considered disciplinary actions.” That’s important—IAPE-represented employees are always entitled to union representation during disciplinary meetings, and Article XI of the contract requires at least three hours’ advance notice of disciplinary meetings (except “in the event of exigent circumstances”). A discussion of disciplinary action should not occur during a meeting to talk about goals or expectations.

If your manager ever invites you to a disciplinary meeting, please contact an IAPE director or steward, or email union@iape1096.org for assistance.

Physical Fitness Reimbursement Deadline Nov. 30
Another reminder from IAPE—the deadline for submitting physical fitness reimbursement claims for the 2021 benefit year is Tuesday, Nov. 30.

Full-time or regular part-time employees represented by IAPE can receive up to $600 of the employee-only costs of physical fitness activities and memberships ranging from health club memberships and personal trainers to entry fees for road races and tennis court fees. For the 2021 benefit year, IAPE-represented employees also may claim expenses for purchases of home gym equipment dating back to Jan. 1, 2020.

Gym equipment purchases will not be eligible for reimbursement in 2022.

You may request reimbursement by logging into www.wageworks.com and submitting your request or by completing a reimbursement request form available on the Dow Jones HR Hub. Expenses must be submitted to WageWorks by Nov. 30 to count towards the 2021 limit and to be reimbursed by the end of that calendar year.

Any expenses submitted after Nov. 30 will count toward the maximum benefit payable for the 2022 benefit year. Reimbursements from the Physical Fitness Program will be included on your Form W-2 as taxable income and will be subject to withholding taxes.

If you have any questions about your eligibility for this benefit or whether an activity fee is covered, please contact WageWorks at 877-924-3967.