We’re Finally Going to Trial!
Yes, we know the headline for this update mentions inflation and raises, and there’s plenty of information about that (and vacation time, and vaccine surveys, and Glint goals) below. First, we’re excited to let you know that five months after the National Labor Relations Board issued a complaint against Dow Jones, we are finally scheduled to proceed to a trial on Jan. 25.
NLRB hearings are public proceedings, which means you can attend next week’s trial if you would like. However, since all Labor Board hearings have been conducted via Zoom during the pandemic, attendees must register to attend in advance.
If you are interested in observing next Tuesday, please send an email to union@iape1096.org before 12:00 p.m. EST tomorrow (Friday, Jan. 21).
And now, back to our update . . .
Inflation and Your Pay Raise
With prices for goods and services rising faster than they have since 1982, we’re not surprised that members have begun asking IAPE representatives whether the union contract requires any increase in annual raises to offset soaring inflation.
The answer is, yes, it does—but not in the way you might think.
Article IV, Section D of the IAPE/Dow Jones contract describes our Cost of Living Allowance (COLA) agreement requiring a boost in annual pay increases when the Consumer Price Index (CPI) exceeds our negotiated raises. However, the COLA agreement calculates cost of living by looking back two years prior to the effective date for pay raises.
“To calculate the cost of living, take the annual average CPI index for the calendar year ending immediately prior to the scheduled wage increase, divide by the annual index for the prior year, and subtract 1. Convert this number to a percentage and compare to the compensatory percentage increase due the following July 1st.”
So, looking back at our compensatory increase for 2021—originally set at 2.5%, but increased to 2.75% thanks to our negotiated “upside protection” agreement—the relevant inflation data were average CPI for 2019 and 2020, resulting in a cost of living percentage of 1.23%. Because the cost of living for the calendar year preceding our July 1, 2021 raise was less than 2.5%, no additional adjustment was required for last year’s raise.
Using the same formula to compare CPI from 2021 and 2020, the cost of living calculation for this year would be 4.7%. However, because 2022 is a contract bargaining year, there is no negotiated raise in place yet for July 1, 2022.
We anticipate negotiations for our new collective agreement with Dow Jones will begin in May or June of this year. Keep an eye on your inbox for more contract updates, membership surveys and requests for bargaining suggestions. In the meantime, if you have any contract questions, concerns or requests, send them along to union@iape1096.org, or reach out to any of your representatives on the IAPE Board of Directors.
FYIAPE: Vacation Time
With 2022 upon us, we find ourselves beginning a new vacation year. All full-time IAPE-represented employees receive at least three weeks of vacation time each year. Employees with three years’ continuous service are entitled to four weeks of vacation, and employees with six years’ continuous service receive five weeks.
(Legacy Factiva employees who had earned six weeks of vacation time as of 2008 are still entitled to those six weeks this year, per our Factiva Acquisition Agreement document.)
Regular part-time employees are entitled to two weeks of paid vacation after one year of service, three weeks after four years and four weeks after seven years.
Here’s an important reminder: Article IX of the IAPE/DJ contract states that if you cross a service anniversary threshold anytime during this calendar year, you are entitled to the corresponding vacation allotment anytime during this year. In other words: if you are a full-time staffer and your sixth anniversary is in July of 2022, you are entitled to five weeks of vacation time now.
So, schedule that time off. Or, keep it for a payout in case you leave the Company sometime this year—but remember this: for payout purposes, vacation time vests on a monthly basis. If you decide to leave Dow Jones this month, the Company will pay you the equivalent of one-twelfth of your time, minus any vacation days already used. If you leave in June, you’ll receive pay for half your vacation time, minus any days used. But, if you are able, you may schedule all your vacation days at any point in the year.
If you’re an employee entitled to at least three weeks of vacation and your gross pay is $1,500 per week or less, you can exchange one week of vacation for one week of pay. All you have to do is ask. That’s another benefit guaranteed by Article IX of our contract.
Employees are also entitled to six “floating holidays” to be used during the calendar year. These days are not eligible for payout upon departure.
There are lots of interesting items and benefits provided and guaranteed by our contract—shift differential, standby pay, severance pay, and so on. As we move deeper into 2022 and approach negotiations for a new agreement with Dow Jones, you’ll hear more and more about those benefits from us.
In the meantime, take a few minutes to browse through our contract document again, or join us for our Contract 101 classes for deeper dives into the terms of our agreement. Even Dow Jones veterans occasionally forget about all our negotiated benefits and guarantees. You never know, you may find you’re entitled to a few extra bucks to start the year—and that’s never a bad thing.
Outside New York: IAPE Vaccine Survey
Members assigned to Dow Jones work locations other than 1211 AOA in New York: last week we asked you to respond to our survey question: if you work from a Dow Jones office space, would you prefer Dow Jones to require proof of vaccination to access your building?
If you haven’t yet submitted your response, please do. See our email sent on Jan. 13, 2022 for a link to that survey question.
(New York members, as you know, earlier last month, the New York City health commissioner issued a public-health order requiring private employers take such steps “to prevent, mitigate, control and abate the current emergency.”)
2022 Goal Conversations
Last week, Meredith Lubitz emailed Dow Jones staff and encouraged employees to begin their 2022 goal conversations with their managers. Ms. Lubitz said email invitations from Glint would be delivered this week.
Those of you who were here one year ago may recall the union’s guidance regarding the introduction of Glint and the process for providing goals and self-evaluations. One year on, our position has not changed.
Self-assessments and entering goals are voluntary activities for employees. We realize these employee/manager discussions are often employees’ best opportunities to talk about goals, expectations, performance and pay. IAPE is not opposed to members setting their own goals—we simply want you to know that you are not required to submit yours if you would rather have your manager set those targets for you.
