LOCAL 118—Assistant Chief Probation Officers
NAGE Files Unit-Wide Grievance over Chief Probation Officer Postings
January 12, 2012
NAGE has filed a unit-wide grievance against the Trial Court over the Trial Court’s change in the job description/qualifications for 18 Chief Probation Officer positions it recently posted.
While NAGE is pleased that the 18 CPO positions will be permanent and not temporary, NAGE contends that the Trial Court cannot change the qualifications for the position without violating the collective bargaining agreement.
NAGE already has a grievance pending concerning actions the Trial Court took in relation to another posting. That particular matter is currently under review by an independent arbitrator.
Given the status of that arbitration, NAGE has requested—and the Trial Court has agreed#&8212;to hold this most recent filing in abeyance.
Salary Schedules with 6% Increase
January 6, 2012
Your 6% pay raise negotiated in the NAGE Trial Court contract is scheduled to go into effect the first pay period of January 2012. The increase will include the pay period ending January 14, 2012, and you will see the raise reflected in your check issued January 20, 2012.
Click the link below to view the salary schedules that reflect the 6% raise, as well as the scheduled additional 3% raise effective June 30, 2012.
NAGE Trial Court Salary Schedule
CONTRACT HIGHLIGHTS
WAGE INCREASES TOTALING 10%
Memorandum of Agreement (Effective July 1, 2007 through June 30, 2008)
3% increase effective 01/01/12
Memorandum of Agreement (Effective July 1, 2009 through June 30, 2012)
1% increase effective 6/30/10 with retroactive payment of the increase
3% increase effective 01/01/12
3% increase effective 06/30/12
INCREASED UNIFORM ALLOWANCE
Employer agrees to increase the uniform allowance by $25 effective February 2012.
IMPROVEMENT IN VACATION LANGUAGE
Employees will be eligible for a 5th week of vacation upon reaching 17.5 years of service instead of upon reaching 19.5 years of service.
PROTECTIVE LANGUAGE CONCERNING EMPLOYEE EVALUATIONS
An Employee Performance Review instrument will not be implemented without impact bargaining, and will not be implemented until such time as a Management Performance Review instrument is implemented for all managers.
INCREASED EMPLOYER CONTRIBUTION TO THE NAGE/TRIAL COURT HEALTH & WELFARE TRUST FUND
The Commonwealth will increase its contribution to the NAGE Health & Welfare Trust Fund to maintain existing benefit levels. The Trust Fund provides benefits such as dental, optical, and dependent care coverage.
Never Forget Your Union Rights on the Job: "Weingarten Rights"
Most employees think it could never happen to them, but ... if you are ever called into an interview meeting with your supervisor or manager so that they can investigate a situation that might result in discipline, you have specific representational rights. These rights are called Weingarten Rights and are based on a 1975 Supreme Court decision (NLRB v. J. Weingarten).
WEINGARTEN RULES TO REMEMBER
Under the Supreme Court’s Weingarten decision, when an investigatory interview occurs, the following rules apply:
RULE 1: You have the right to have a union steward or union representative present, and you have the right to speak privately with your representative before the meeting and during the meeting. Your steward has the right to play an active role in the meeting and is not just a witness.
You must make a clear request for union representation before or during the interview; management is not obligated to inform you of your right to representation.
If your manager refuses to allow you to bring a representative, do not refuse to attend the meeting, but do not answer any questions either. Take notes. Once the meeting is over call your representative at once.
RULE 2: After you make the request, your supervisor or manager can do one of three things:
1. Grant the request and delay questioning until your union representative arrives and has a chance to consult privately with you; or
2. Deny the request and end the interview immediately; or
3. Give you a choice of (a) having the interview without your union rep or (b) ending the interview.
RULE 3: If your request for union representation is denied and your manager/supervisor continues to ask you questions, he or she is committing an unfair labor practice and you have a right to refuse to answer. Your manager or supervisor may not discipline you for such a refusal.
This statement could save your job!
"If this discussion could in any way lead to my being disciplined or terminated I respectfully request that my steward be present at the meeting. Without representation present, I choose not to respond to any questions or statements."
Seniority List October 2010
If you believe the date the Trial Court has for your seniority is incorrect, please fill out the appeal form (below), and send the form and a copy of corroborating evidence (e.g., appointment letter, promotion letter) to the address on the appeal form, or fax it to .
Assistant Chief Probation Officers Seniority (updated October 2010)
Assistant Chief Probation Officer Seniority Instructions
Assistant Chief Probation Officer Seniority Appeal Form
Executive Board
1st Vice President ACPOs
William McNicholas
1st Vice President POICs
Dana Bulger
Treasurer
Robert Owen
Secretary
TBD
