First Update from the Negotiating Table

IAPE and Dow Jones representatives kicked off contract negotiations yesterday with an exchange of proposals for a new collective bargaining agreement. The presentations were very different.

Proposals from the union reflected months of conversations with members, consideration of survey responses and a review of company financial performance during the term of the soon-to-expire contract. IAPE presented a document calling for changes to several contract sections, some general contract language proposals, new return to office plans and a new flexible work policy.

Dow Jones shared a two-page proposal calling for a one-year extension of the current CBA with a pledge to provide a separate flexible work policy at a future bargaining meeting.

Neither side presented a proposal for a wage increase during yesterday’s session. Dow Jones proposed a $500 lump sum payment, matching a staff announcement from HR head Dianne DeSevo earlier yesterday.

Company reps cited an uncertain business climate when explaining their desire for a one-year contract.

IAPE negotiators questioned that rationale, in light of recent statements by senior management concerning Dow Jones performance.

Just last week, CEO Almar Latour described Dow Jones’s acquisition of Singapore Solar Exchange as, “part of a broader push to strengthen our position as a leading provider of news, data and analytics in key areas for decision makers in business, finance and policy—meeting demand from our readers and customers, while at the same time strengthening our recurring and digital revenue.”

During an all-hands meeting on June 14, Latour described Dow Jones as “well positioned” to face challenges of the current economic climate. “We’re made for this moment,” he said.

Contract proposals released yesterday by IAPE call for increased overtime and comp time protections, hikes in shift differential and standby pay amounts, raises to offset exchange rate gaps between U.S. and Canadian dollars and the elimination of the 0.75% cap on annual inflation adjustments.

IAPE also delivered proposals for return-to-office plans, calling for all in-office work to remain voluntary until at least September 1, 2022. After that date, IAPE proposed a fully remote work environment for Experience and Finance business units, up to one in-office day per month for Customer Service, up to two days per month for Print Services, and up to two days per week for B2B, Membership & Marketing, WSJ News, Media Sales, New Ventures and Barron’s Group.

The union proposed improvements in seniority protection and vacation enhancements, as well as a freeze on health insurance premiums and plan copayments.

Dow Jones also proposed a one-year freeze on healthcare premium increases.

Other IAPE proposals included the addition of doula coverage to maternity services, matching levels of coinsurance for in- and out-of-network mental health coverage, covered travel expenses for employees and dependents who must travel out-of-state to access reproductive health care, and an increase to the annual fitness reimbursement stipend, as well as the permanent return of reimbursement for home gym equipment purchases.

IAPE called for greater rights for employees when writing books or engaging in projects on their own time as well as appearance fees when performing “extra” work on behalf of Dow Jones.

The parties will take an extended period to review these initial proposal packages, with the next negotiation date scheduled for July 5.

Please let us know your thoughts on where we are and the path you’d like to see going forward.