IAPE Demands Phase 2 and 3 Negotiations

As we contemplate work life after the pandemic, IAPE members across Dow Jones locations have made clear they want their voices heard as the company implements plans to return to the office. This week we again insisted to the company that it must include the union in discussions about these vital issues.

In a letter to company officials, IAPE president Jodi Green wrote, “IAPE reiterates its position that it has a legal right to negotiate over the establishment or modifications of workplace policies and must be a part of the decision-making process for these issues, which stand to have a substantial impact on the IAPE-represented workforce,” and asked Dow Jones to inform IAPE when its representatives will be available to negotiate with the union.

Earlier this year, IAPE filed a complaint with the National Labor Relations Board alleging the company had failed to negotiate with the union over pandemic benefits. That Unfair Labor Practice complaint is under investigation by the NLRB.

IAPE and Dow Jones have held no formal negotiations over the impact of the pandemic since the union filed its Labor Board charge. However, union representatives have continued to raise employee concerns during regular, monthly meetings of the Labor/Management joint committee. During the most-recent meeting of that committee, held Thursday morning, IAPE representatives asked whether Dow Jones had any plans to proceed with Phase 2 as scheduled on Sept. 7, or if that date might be moved forward. Company officials said they had no information to suggest the Sept. 7 voluntary return date would be adjusted.

IAPE also informed the company that many members have asked to have the ability to return to their desks sooner. Dow Jones representatives said they would “pass along” the union’s information.

Annual Incentive Plan Review
During Thursday’s Labor/Management meeting, Dow Jones informed IAPE that sales incentive plans for the 2022 fiscal year will soon be ready for review by the union. Under the terms of the collective agreement between IAPE and Dow Jones, “forty-five (45) days’ notice must be given to the Union concerning a change, modification or termination of an incentive plan.” The company must also provide a written explanation “for any design changes to an incentive plan year over year.”

The union was advised that we can expect to see plans from Media Sales first, with PIB plan documents to follow. IAPE will forward draft plans to all affected employees for review and feedback. As we note on our Sales Explainer page, if you have any issues regarding your sales incentive plan, please reach out to the union.

Working On The Holiday?
Monday is Memorial Day, and for IAPE-represented employees working in the United States, a holiday recognized by the IAPE/DJ contract. We hope you are able to enjoy a safe and happy long weekend with family and friends. However, if you are required to work on Monday, you are entitled to Holiday Pay: time and one-half for any regularly scheduled hours, and double-time for any hours in excess of your regular day (plus another day off, or an additional day's pay -- at the discretion of the Company).

Similarly, Monday, May 24th was Victoria Day, a holiday for our members in Canada. IAPE-represented employees in Canadian locations who were required to work on Monday are entitled to the same Holiday Pay benefits described above.

Holiday Pay must be claimed via the Company’s Workday system; if you encounter any difficulty in filing for additional compensation via Workday, please let us know and we’ll help you get paid for the time you worked.