Tomorrow: Join Us For IAPE 101

When you were hired by Dow Jones, were you surprised to learn that you were a union-represented employee? Have you ever wondered about your rights as a union member? If you have a half-hour to spare tomorrow at 2:00 p.m. EDT, please join us for the next installment of IAPE 101 and see if we can answer your questions.

IAPE 101 is a Zoom presentation addressing the basics of IAPE membership: What is a union? How does IAPE function? How does IAPE fit into Dow Jones? What are the benefits of union membership? All these questions and more will be covered in this class, perfect for those brand new to IAPE, or even for veteran members interested in learning more about their union. All members are welcome; register today on the IAPE Events page.

IAPE Raises Paid July 15th
Each IAPE member eligible for 2021 pay increases should have noticed an increase in their rate of pay and their corresponding Jul. 15 pay deposit.

As we mentioned last month, IAPE-covered employees eligible for our compensatory increase -- our negotiated percentage raise -- received raises of 2.75%, a quarter-percent hike from the 2.5% negotiated in 2019.

Members eligible for our minimum-dollar raise or an IAPE scale increase likely noticed a bigger bump in pay. Employees covered by the IAPE contract, and hired prior to May 1 in the contract year, are always entitled to the largest of our three forms of negotiated pay increase: the compensatory increase, a scale advancement for employees paid according to our introductory pay scales or, for full-time employees earning gross wages of less than $1,000 per week, a minimum-dollar weekly raise of no less than $25.

IAPE reps will review all pay adjustments to make sure each union-represented employee’s raise has been calculated accurately. If you have a question about your 2021 raise, please contact IAPE at union@iape1096.org.

IAPE & DJ Committees Meet Thursday
This Thursday -- and on the fourth Thursday of every month -- IAPE and Dow Jones representatives will get together for meetings of our Grievance, Labor/Management and Classification Committees.

These joint committees -- all described in the IAPE/DJ contract -- are the groups responsible for much of IAPE’s mid-contract discussions and conflict resolution with Dow Jones. No workplace issue is too small, or too big, for our teams to address at these committee tables.

If you have a workplace concern or a question about your job classification, or if you’re interested in becoming a member of one of our committees, please let us know!