Contract Update: Let’s Make a One-Year Deal

The IAPE contract team returned to the bargaining table yesterday and presented Dow Jones with a new proposal for a one-year contract. The union opted to take Dow Jones up on its offer to focus on a limited number of issues in an attempt to reach agreement on a contract through June 30, 2023. The company delivered its one-year proposal to the union on June 23.

Neither the company nor the union offered proposals for pay increases yesterday. However, Dow Jones representatives responded favorably to the union’s sincere attempt to negotiate an acceptable agreement. In that spirit, management proposed making our next bargaining meeting—scheduled for tomorrow afternoon—an off-the-record session.

IAPE has agreed to that request.

Meeting off-the-record allows both sides to speak freely about the most important items currently on the table, like meaningful wage increases, without any public disclosure of our respective positions. If discussions are productive, it is possible IAPE and Dow Jones will be able to sketch out a path toward an agreement, return to on-the-record meetings and report out details of those talks.

If negotiations are not productive, both IAPE and Dow Jones reserve the right to revert to earlier proposals.

The IAPE document presented yesterday makes clear that the union’s primary economic concern is a meaningful wage increase. The union opted to forgo proposals for adjustments to introductory pay scales and items like shift differential and standby pay.

IAPE’s new proposal notes possible tentative agreements—items from earlier discussions the company indicated it would be willing to accept—like the adding of new holidays to the contract and an increase to our annual physical fitness benefit, from $600 to $700.

The proposal retains key elements of the union’s previous return-to-office proposals, including flexible return dates for employees who have relocated and severance pay for employees who request, but are denied, permanent remote assignments. IAPE indicated a willingness to accept many of the company’s RTO business unit plans, but has maintained a proposal for technology staff in the Experience division to be classified as fully remote.

In response to a draft Flexible Work Policy document, intended to replace the current Work Anywhere policy, the union proposed a $240 annual stipend for hybrid workers. The payment matches a monthly sum offered to “hot desk” employees under the current plan.

We likely will not have details to share after tomorrow’s meeting, but we’ll let you know if talks are scheduled to continue. Stay tuned . . .

FACT-CHECK: Is IAPE standing in the way of employees who wish to return to in-office work? Not by a longshot. IAPE supports each member's right to work in the way that makes sense for them, whether that's in-office, hybrid or remote. Different members have different needs, based on location, dependent care, health concerns and other factors, and we are working to ensure that more choice remains with the person most directly affected: You.