Get Social With IAPE!

IAPE members, are you connected with your union on social media?

We’re revamping our social presence with new, fun and informative ways to hear from IAPE representatives. In addition to these regular email updates, you can get IAPE news, event invitations, contract tips and holiday notices on your favorite social platform: Twitter, Facebook, or Instagram.

Take today, for instance: y’all can have your “national coffee day,” we’re an international union, so we observe #InternationalCoffeeDay.

(Yes, it’s a thing.)

Please follow, like and share—but most importantly, interact with IAPE and let us know what you’d like to see more of from your union. Reach out to IAPE Staff Rep/Mobilizer Marlena Fitzpatrick with your suggestions!

Take Action! Sign the IATSE Petition for a Good Union Contract
IATSE members are the working-class backbone of the studios that create the TV programs, films and streaming content that entertain and comfort millions of people around the world.

Now, 60,000 of these behind-the-scenes workers are mobilizing to win a union contract that guarantees basic human necessities like adequate sleep, meal breaks, and living wages from the wealthiest media corporations and studios in the world.

Your union siblings in IATSE need your support.

Will you take two minutes to sign their petition demanding that The Alliance of Motion Picture and Television Producers and the studios provide equitable treatment for the unsung heroes of the entertainment industry?

This petition is open to IATSE members and non-member allies. Please CLICK HERE to sign their petition. And thanks for your support!

Tim Merle Named IAPE Director
Congratulations to Princeton member Tim Merle, named this week as the newest addition to the IAPE Board of Directors. Tim fills the vacant Location Director - Mid-Atlantic position and joins Dow Jones colleagues from across the United States and Canada representing our members on a daily basis.

IAPE’s Bylaws describe the process for filling vacant Board seats: “A vacancy in any directorship shall be filled by appointment of the Board of Directors on recommendation of the Executive Council. The appointed Director shall be vested with the full powers of the office.”

As a Mid-Atlantic Director, Tim joins Patricia Corley and Whitney Henderson as location representatives from the Dow Jones campus in Princeton, NJ.

Interested in learning more about becoming an IAPE Director, or perhaps a union steward? Email union@iape1096.org for more information!

NLRB Issues Complaint Against Dow Jones

The National Labor Relations Board has filed a complaint against Dow Jones alleging that our employer has violated the National Labor Relations Act by refusing to negotiate in good faith over the working conditions of IAPE-represented employees following the onset of the pandemic.

This action comes after we, as a union, brought this to the NLRB in February.

In August, Labor Board investigators told both sides they agreed with us: that Dow Jones could not unilaterally set these conditions and must bargain over terms and conditions of employment not covered by the IAPE/DJ contract.

The Board offered Dow Jones a settlement, one which would have allowed the company to not even admit any fault—they only had to publicly post a notice stating they would comply with federal labor law in the future, and would bargain with IAPE as required by law. Under Board standards, because Dow Jones routinely communicates with IAPE-represented employees electronically, this notice had to be distributed electronically to the IAPE-covered workforce as well. Dow Jones refused.

Company representatives refused to post a notice anywhere other than on physical bulletin boards in the office—where no one was working at the time and even now has very few people. (The first week of Phase Two voluntary return saw fewer than 100 people in the New York office at any one time, out of 1,600 employees.)

Here’s what happens next:

• Because Dow Jones would not agree to this standard settlement language requiring electronic distribution of the notice, the NLRB will now prosecute its complaint against Dow Jones before an Administrative Law Judge, and seek a legal order requiring Dow Jones to negotiate in good faith with IAPE.

• Why is this important? It sets a precedent. IAPE will not back down from insisting that Dow Jones follow the law and respect the rights of IAPE-represented employees and the union. Dow Jones representatives have refused to include union members in discussions about work from home benefits or policies and have stated the company has “no obligation to ‘bargain’ over a proposal just because the union puts it forth between contract cycles.” In our opinion, this is a clear violation of our legally recognized right to bargain over changes in working conditions. If the NLRB rules in our favor, it sends a strong message to Dow Jones that they must negotiate in good faith with the union in the future.

• A hearing date has been set for Dec. 7. Prior to that hearing, Dow Jones is required to deliver a response to the NLRB complaint by Oct. 6. Here’s more info on how the process works.

• IAPE is currently developing proposals intended to address 2022 plans for the “Phase Three” return to offices. We hope to resume negotiations over original internet and equipment proposals as part of those discussions.

More details on the Labor Board complaint:

1. The complaint, issued by the Region 22 office of the NLRB and based on a charge filed by IAPE on Feb. 26, states, “Since about October 2, 2020, (Dow Jones) has failed and refused to bargain collectively and in good faith with the Union.”

2. The Labor Board noted that, in October of 2020, IAPE requested that Dow Jones “bargain collectively about the impact of the COVID pandemic on the terms of the allowance for broadband / internet access, and over the reimbursement program for equipment and technology expenses, subjects not covered under the parties’ agreement, and are terms and conditions of employment of the Unit.”

3. IAPE has attempted to negotiate over internet and equipment payments on several occasions during the past year, without ever receiving any meaningful response or discussion other than being informed of decisions already made. 

4. The Board complaint notes that union proposals relate “to the wages, hours, and other terms and conditions of employment of the employees employed by the Employer in the Unit and are mandatory subjects for the purposes of collective bargaining.”

5. In the “Remedy” section of the filing, the NLRB states, “the General Counsel seeks an Order requiring Respondent to bargain in good faith with the Union, on request, as the recognized bargaining representative in the Unit. The General Counsel further seeks all other relief as may be just and proper to remedy the unfair labor practices alleged.”

We will keep you informed! Please reach out to union@iape1096.org with any questions.

Directors Adopt Bargaining Year Budget

The IAPE Board of Directors met on Saturday and adopted an aggressive budget for the union’s new fiscal year, which commences on Oct. 1.

Expecting particularly challenging contract negotiations with Dow Jones in 2022, the union Board approved a 56.48% increase in expenditures compared to the budget for the current fiscal year. Key categories with projected spending increases include Benefits and Payroll - Staff, reflecting the addition of a new, full-time IAPE employee; Payroll - Contract, anticipating the addition of a consultant to assist with contract negotiations; Legal, with the expectation the union will require additional legal assistance during bargaining; and Mobilization, for costs associated with the 2022 IAPE contract campaign.

Proposals for most other line items track with current fiscal year spending.

The new budget projects a small deficit of $13,512.40, compared to anticipated revenue of $897,310. As a result of the merger agreement between IAPE and its parent union, the Communications Workers of America, 40% of all union dues is paid directly to CWA.

Full details of the new IAPE budget, including notes for all categories, are available on the IAPE website Budget page.

Tentative Agreement in Bowling Green
IAPE and Dow Jones representatives reached a tentative agreement for a new two-year contract covering employees at the company’s Bowling Green, Ohio printing plant.

The final agreement provides for 2% pay increases retroactive to July 1, 2021 as well as lump-sum payments of 0.75% of each employee’s pay as of July 1. Effective July 1, 2022, wages will increase again by 2%. Minimum salaries have also been increased.

Employees will be excused from work early on evenings prior to a requirement to serve jury duty and Juneteenth will be a contract-recognized holiday beginning in 2022. Metrics for earning an additional personal day will be set using defined WSJ Production Department goals. IAPE accepted a company’s proposal to eliminate the outdated Mailer job title, but rejected proposals to modify seniority. An IAPE proposal to amend bereavement leave was withdrawn.

IAPE and Dow Jones also agreed to settle a grievance filed on behalf of two part-time employees.

The IAPE office will arrange for members at the Bowling Green plant to vote on this contract package through a mail-in ratification election. Ballots will be delivered to members as soon as possible.

Steward 101 on Wednesday
Interested in becoming an IAPE steward to advocate for your fellow members? There’s still time  to register for our next Steward 101 session scheduled for Wednesday, Sept. 22. In this class, we’ll cover the role and rights of a steward as well as the best practices to properly represent and empower your fellow members. For additional details, and to register, visit the IAPE Events page.

IAPE Board Meets Saturday

Your IAPE Board of Directors will hold its semi-annual meeting via Zoom this Saturday, Sept. 18. The September meeting of the IAPE Board sets budget and spending priorities for the union for the next fiscal year, which begins on Oct. 1. IAPE Directors will consider budget proposals tied to IAPE plans for 2022 contract negotiations with Dow Jones, which will kick off in May of next year.

Members who are interested in attending should register via our website Events Page. Start time for Saturday’s meeting is 9:30 a.m. EDT; business should be concluded by 5:00 p.m.

If you’re not able to join us, but would still like to submit comments for the IAPE Board to consider, please contact your director or send a note to union@iape1096.org.

Steward 101, September 22
Interested in becoming an IAPE steward to advocate for your fellow members? While you’re browsing the IAPE Events page, please feel free to register for our next Steward 101 session scheduled for Wednesday, Sept. 22. In this class, we’ll cover the role and rights of a steward as well as the best practices to properly represent and empower your fellow members.

Lump Sum Payments -- Yes, They Were a Little Larger Than Expected
If you thought the lump sum payment you received last month was slightly larger than expected, you were right.

The negotiated target lump sum, originally set at 0.5% of pay as of June 30, was reduced to 0.25% as a result of the “upside protection” increase in July 1 pay raises. However, Article IV of the IAPE contract provides a formula for calculating our lump-sum payments:

“The actual lump sum payment will track the funding level of the Company’s management bonus (“AIP”) plan, as determined by the Company, from 0% to 200% funded. For example, funding of the AIP at 90% would result in a lump sum of .45%. Funding of the AIP at 110% would result in a lump sum of .55%.”

This year, the Dow Jones management bonus was funded at a whopping 170%. As a result, that lump sum payment you received was paid at 0.425% of your salary.

IAPE Welcomes Marlena Fitzpatrick Garcia!

IAPE is pleased to announce the hiring of Marlena Fitzpatrick Garcia as our new Staff Representative/Mobilizer, starting after our return from the Labor Day weekend on Sept. 7.

Marlena (she/her/ella) is a writer, activist, and musician from Puerto Rico, living in New York. She was the musical theater business representative for American Federation of Musicians (AFM) Local 802. Prior to that she was the Spanish Language Media Industry Relations Manager for the Screen Actors Guild (SAG-AFTRA).

In her new role with IAPE, Marlena will support the union’s campaign for a new collective bargaining agreement with Dow Jones, as well as other initiatives throughout the year. She will work daily with IAPE officers and directors, as well as the union’s bargaining committee, stewards and the membership across the U.S. and Canada. 

Marlena has a Master of Fine Arts in Bilingual Creative Writing from the University of Texas, El Paso and a Master of Arts in Labor Relations from the Interamerican University of Puerto Rico. You can find her bylines at: Uforia Música, Latino Rebels, The Huffington Post, Enclave Magazine, Alternet, NPR Latino USA, and Allegro magazine, the AFM publication.

Follow Marlena on Twitter and Instagram: @Marlenafitz. You’ll be able to reach Marlena at marlena.fitzpatrick@iape1096.org.

Welcome to IAPE, Marlena!

Wednesday: 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 Wednesday 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.

Looking Forward To A Long Weekend!
Next Monday is Labor Day (or, for our members in Canada, Labour Day), our favorite (favourite) holiday of the year!

It’s also a holiday recognized by the IAPE/DJ contract and we hope you are able to enjoy a safe and happy long weekend with family and friends. However, if you are required to work next 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 -- it’s your choice).

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

Support For Dow Jones Vaccine, Testing Plans

82% of IAPE members say “Yes” to vaccine requirement

IAPE TNG-CWA Local 1096 welcomes today’s announcement from Dow Jones CEO Almar Latour and Interim People Advisor Meredith Lubitz concerning the company’s plans for reopening U.S. offices on a voluntary basis.

Dow Jones plans to restrict building access to those who have been vaccinated against Coronavirus or have received a negative Covid-19 test during the seven days prior to an office visit. In addition, the Phase 2 date for volunteering to return to a Dow Jones office has been pushed back to Sept. 13.

Details of the company’s plans were shared with IAPE representatives on Monday, after IAPE President Jodi Green called on Dow Jones to tighten vaccine requirements.

“We note that Article XIX of the collective agreement states, ‘The Company will comply with federal, state and local standards to provide a safe and healthy workplace,’” Green wrote, in an Aug. 13 email to Dow Jones Senior Vice President and Deputy General Counsel, Tom Maher. “On the subject of vaccination requirements, we believe IAPE and Dow Jones should adopt a higher safety standard and demonstrate the leadership necessary to ensure the safety of all employees.”

The union supports these Phase 2 measures, even though they fall short of the “vaccine mandates” implemented at other businesses and favored by 81.8% of those who responded to an Aug. 10 IAPE survey.

Employees who opt for in-office work during Phase 2 will be required to complete a health screening questionnaire prior to entering a Dow Jones location, and must attest to being vaccinated for Coronavirus, or if not, have been tested and received a negative result prior to coming into the office.

Failing to provide honest questionnaire responses will be considered a violation of the Dow Jones Code of Conduct. Code infractions are addressed under the “Compliance” section, which reads, in part: “The matters addressed by this code are sufficiently important that any lapse in judgment within the areas covered here may be considered serious enough to warrant discipline up to and including dismissal.”

IAPE remains concerned, however, about Dow Jones plans for Phase 3 office reopenings, described in today’s Latour/Lubitz note:

“Additionally, we continue to prepare for our official re-entry launch for all of our global locations. While we are still confirming the details, we know that it will include a compulsory, but flexible working experience. More details will be shared soon. We will provide at least a month’s notification to allow for you to plan appropriately.”

IAPE has repeatedly insisted that it must be included in discussions of any plans affecting the union-represented workforce, and calls on Dow Jones to return to the bargaining table to negotiate over any “compulsory” work assignments.

81.8% of IAPE members responding to an Aug. 10 survey favor a vaccination requirement for those working at a Dow Jones office. See full survey results here.

IAPE Survey: Should Vaccines Be Required?

As we get closer to September 7th and the beginning of Phase 2 of the Dow Jones plan for returning to office spaces, we would appreciate your responses to our six-question survey (emailed to all IAPE-represented employees), including an answer to this: “Should Dow Jones grant in-office access to only those who are fully vaccinated against Covid-19 and those exempt for medical reasons or sincerely held religious beliefs?”

Your anonymous responses will help guide IAPE proposals as the union continues to negotiate with Dow Jones over items related to in-office and remote working.

To be clear, neither Dow Jones nor IAPE have proposed a vaccine mandate for those working at company facilities, and current guidance on the Dow Jones coronavirus microsite states, “You do not need to be vaccinated to return to the workplace, but you will need to follow all health and safety protocols, such as health screening and wearing a mask.” With recent news of employers like The Washington Post, Google and Facebook implementing vaccination requirements, and with IAPE members asking whether a mandate has been considered at Dow Jones, your IAPE representatives felt this was the right time to follow up on surveys presented to IAPE members in March.

Thanks in advance for your feedback. If you have any questions or concerns about this survey, Dow Jones Phase 2 plans, or any aspect of in-office or remote work, please let us know.

Tomorrow: Contract 101 - Job Security
If you’re available tomorrow between 2:00 p.m. and 3:00 p.m. EDT, please join us for the next edition of our Contract 101 series. In tomorrow’s class, we’ll focus on job security, including how working from home affects your seniority.

IAPE’s Contract 101 classes are in-depth reviews of specific sections of our collective agreement with Dow Jones, and are designed to focus on our contract benefits, as well as highlight areas where changes will be necessary when we negotiate with management in 2022.

To register, please see our Events page. Zoom links will be emailed to registered attendees prior to tomorrow’s class.

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!

Warning Letter: Called to a Disciplinary Meeting? Know Your Rights!

• IAPE is aware of an uptick in disciplinary proceedings initiated by DJ management.

• These meetings appear to be connected to recent performance reviews.

• IAPE advice: do not attend a disciplinary meeting alone.

• You have the right to union representation – and it will help!

• If you have been summoned to a disciplinary meeting – or attended a meeting recently and did not realize you have these union rights – please contact us immediately.

IAPE has new concerns about the Dow Jones performance evaluation process and whether managers may be using annual reviews inappropriately as a first step toward disciplinary actions, which could lead to termination of employment. We would like to hear from any member who has received a "Needs Improvement" rating, particularly if you have been summoned to a disciplinary meeting; as always, IAPE holds member personal information in strict confidence.

There are indications that Dow Jones may be attempting to use the Glint process to evade the contract's Job Security Clause, which provides that "[t]here shall be no discharge or other disciplinary action except for just and sufficient cause," which includes "insubordination, infractions of generally recognized and approved standards of business conduct or journalistic ethics, incompetence" or misconduct of similar magnitude.

Just two weeks after a meeting with Dow Jones representatives in which the union requested information about the new process for employee ratings, IAPE is now hearing from members who received "Needs Improvement" ratings and have been summoned to disciplinary meetings that commence a process that could lead to termination of employment. In News departments, for example, we are aware of management requiring certain reporters to write a large quantity of stories in a short period of time, and they will be penalized for teamwork because only single-byline feature stories will receive credit.

Delivering performance expectations and discipline at the same time is at odds with the company’s stated goals for the Glint system, as well as the company’s obligations under our collective bargaining agreement. Typically, employees have been given fair notice of management’s performance concerns and a reasonable chance to address them before Dow Jones initiated the formal disciplinary process.

Materials delivered last year to the union advertised the new Glint process as a way to prompt “more frequent check-in conversations between employees and managers on performance & growth.” However, IAPE evidence indicates that managers in at least some departments believe a negative rating should automatically trigger a follow-up warning letter, rather than constructive guidance from supervisors.

As the union informed members in a Jun. 24 update, Dow Jones officials at the time said there is no automatic follow-up process triggered by poor evaluation ratings. Indeed, connecting disciplinary meetings and warning letters to annual performance reviews would also violate the contract. Article XXI of the agreement reads, “The Company and the Union agree that performance evaluations under this Article shall not be considered disciplinary actions.”

We say none of this to alarm members unnecessarily, but to make you aware of what we have observed, and to remind you that you have rights under the terms of our contact with the company. IAPE will continue to investigate to ensure departments do not use performance reviews as a precursor to discipline, and will defend all IAPE-represented employees against unfair discipline and claims of poor performance.

If you ever receive an invitation to attend a disciplinary meeting, you have the contractual right to attend with the assistance of an IAPE representative. Article XI of the IAPE/DJ agreement requires at least three hours’ advance notice of a disciplinary meeting, and that your invitation to attend must include IAPE contact information. Don’t attend a disciplinary meeting alone. Email union@iape1096.org or contact your local IAPE representative for assistance.

IAPE Raises Boosted by 0.25%

As announced today by the Dow Jones compensation team, the negotiated compensatory raise for eligible IAPE-represented employees has been increased by a quarter-percent to 2.75%. The “upside protection” language in the IAPE/DJ contract has finally paid off.

Under the terms of Article IV of the collective agreement between IAPE and Dow Jones, whenever the “standard merit increase guidance for non-IAPE corporate staff” exceeds the raise negotiated by IAPE and Dow Jones, that negotiated percentage will be boosted to match the corporate rate. The negotiated compensatory increase for 2021 was 2.5%

Dow Jones has confirmed that pay raises, effective July 1, will be calculated and paid on the July 15 pay date, with one day of work (June 30) paid at 2020 rates, and the rest of the pay period at new rates. There will be no requirement for retroactive pay.

IAPE-represented employees hired prior to May 1 are eligible for one of three types of negotiated pay raise: the adjusted compensatory increase of 2.75%, 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-represented employees are always entitled to the largest of these pay hikes.

A second negotiated compensation component will also be affected by today’s pay adjustment. In 2019, Dow Jones and IAPE negotiated a series of annual lump sum payments with 2020 and 2021 payments targeted at 0.5% of pay as of June 30, and dependent on the funding level of the management bonus pool. However, today’s 0.25% increase in the 2021 compensatory raise also requires a reduction in the 2021 target bonus.

The lump sum payment will be lowered from 0.5% to 0.25% subject to a further adjustment based on the funding for the management bonus plan. Lump sum payments will be issued in August at the same time as management bonuses are paid.

Tomorrow: Steward 101
As IAPE prepares to discuss future pay raises during new contract negotiations in 2022, it is imperative for the union to beef up its steward ranks. If you’re interested in becoming an IAPE steward to advocate for your fellow members, please register for tomorrow’s Steward 101 class. In this half-hour Zoom session, we’ll cover the role and rights of a steward as well as the best practices to properly represent and empower your fellow members. Please join us, tomorrow at 2:00 p.m. EDT!

Happy Holidays!
Thursday, July 1 is Canada Day. Any IAPE-represented employee in Canada who is required to work on July 1 is 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, Sunday, July 4 is Independence Day – but because the holiday falls on a Sunday, employees in the United States will have Monday off. IAPE-represented employees in the U.S. who are required to work on Monday are entitled to the same Holiday Pay benefits described above with one exception: for all holidays worked after July 3 in any calendar year, the choice between an additional day off or day’s pay rests with the employee.

Holiday Pay must be claimed via Workday.

Wherever you’re celebrating your mid-year holiday this year, we hope you have a safe and enjoyable day! The IAPE office will be closed on Monday, but we’ll be back and ready to tackle the second half of 2021 bright and early on Tuesday morning.