CONTRACTContract July 1, 2012 through June 30, 2014 For a hard copy of the contract, email your home mailing address to: szaiser@nage.org |
More Informational Meetings ScheduledNAGE National Representatives will be available during lunchtime informational meetings in court houses across the state to listen to your concerns and to answer any questions you have. The meetings have been scheduled where we have our greatest number of members. If your location is not listed, and you would like a lunchtime meeting, please contact NAGE Trial Court Director David Bernard at dbernard@nage.org, or (617) 376-7250. A representative in your court will arrange the meeting location and advise you of that location. All meetings will take place from noon to 2 pm. Meetings will take place throughout April, May, June, and July (click link below to view schedule). |
Steward Training Day May 9th: Stewards Should RSVP Today!
March 25, 2013
NAGE will be hosting a steward training day on Thursday, May 9 at the Holiday Inn Marlborough. The program will begin at 9:30 a.m. and run until 3:30 p.m. Lunch will be provided.
It is extremely important that stewards have the training necessary to provide members with correct and up-to-date information on any particular topic or event. We believe a well-trained and informative steward network is imperative to providing members the quality representaiton they deserve.
We are strongly enouraging all stewards to attend the training.
Please RSVP no later than April 17 to Tara Lane at (617) 376-7205, or tlane@nage.org. NAGE will submit on your behalf the necessary paid leave request to secure your attendance.
If you have any questions, please contact David Bernard at (617) 376-7250 or dbernard@nage.org
Read a hard copy of the Steward Training Reminder
Governor Files Bill to Change Retiree Health Insurance
Governor Patrick has filed a bill (House Bill 59) that could substantially change current state employees' retiree health insurance. The bill is currently in the Public Service Committee. NAGE will be meeting with the House chair of the committee, Aaron Michlewitz, as soon as possible.
We're asking members to call or email their legislators TODAY to urge them to reject this bill, which is based on recommendations made by the “Other (than pension) Post-Employment Benefits” Commission—or OPEB— Commission. (see links below)
To send an email to your state representative and state senator, click here.
To call your legislators, dial the State House switchboard at (617) 722-2000 and ask for your rep or senator by name. (Don't know who your legislators are? Go to www.wheredoivotema.com)
BACKGROUND
On January 11, the “Other (than pension) Post-Employment Benefits” Commission—or OPEB—submitted a report to a special legislative committee outlining recommendations for so-called reforms to state and municpal employees’ retiree healthcare.
Gov. Patrick filed a bill (House Bill 59) based on this report. A summary of the changes proposed are below (note that "Future public employee retirees" refers to current employees who have not yet retired):
Years of Service w/Age Requirement
Future public employee retirees shall be required to complete 20 years of service and have reached the age of 60 (Group 1), 55 (Group 2), and 50 (Group 4).
PRO-RATING CONTRIBUTIONS
Future public employee retirees shall receive a health plan employer contribution based on a
pro-rated scale based on completed years of service upon retirement as follows:
| Years of Service | Employer’s Share of Premium Contribution |
| 20 | 50% of Premium |
| 23-26 | 50% plus 1/3 of the difference between 50% and MAB* |
| 27–29 | 50% plus 2/3 of the difference between 50% and MAB* |
| 30-plus | 100% of Maximum Available Benefit |
*MAB—Maximum Available Benefit
EXAMPLE
Assume a current state employee is paying 20% of their premium, and the Commonwealth is paying 80% of the premium. (The MAB in this case would be 80%.)
| Years of Service | Employer’s Share of Premium Contribution |
| 20 | 50% of Premium (Retiree pays 50%) |
| 23-26 | 60% of Premium (Retiree pays 40%) |
| 27–29 | 70% of Premium (Retiree pays 30%) |
| 30-plus | 80% of Premium (Retiree pays 20%) |
Exempted Employees and Retirees
The following current employees (and all currently retired employees) shall be exempt:
- Any current retired public employee.
- Any employee within 5 years of retirement age, by pension group who has completed 20 years of service.
Group 1—50 or older with 20 years of service
Group 2—45 or older with 20 years of service
Group 4—40 or older with 20 years of service - Any employee who is within 5 years of the current Medicare Eligible age (60) and within twelve months of vesting.
- All Accidental Disabilities
Partially Exempted Employees
The following employees would be partially exempt:
- Any current employee who is age 50 and has completed 15 years of service shall be eligible to receive a 50% premium contribution.
- Any current employee who is age 55 and has completed 10 years of service shall be eligible to receive a 50% premium contribution.
In the event these employees work beyond 20 years of service, pro-rating would prevail upon retirement.
Read a (printable) summary of the OPEB Commission report
Read the full OPEB Commission report
OCP Posts Probation Officer Positions
February 14, 2013
On behalf of the Office of the Commissioner of Probation (OCP), the Human Resources Department has posted Probation Officer positions. These postings are available to current PO’s, temporary PO’s, Associate PO’s, and the public.
There are postings for five Trial Court Departments with specific court locations identified in each Department. Click here for a list of the five departments and specific locations.
This posting covers locations that currently have a critical need for Probation Officers, locations that may have a need for Probation Officers in the future depending on attrition, and locations that have a temporary Probation Officer in order to permanently fill those positions.
Applicants must indicate the specific location(s) to which they are applying.
The timing of the interviewing and filling of any posted position will be determined by OCP.
All applications must be submitted through the Trial Court online application process at the following web address: www.mass.gov/courts/jobs
OCP Posts Probation Officer Positions
February 14, 2013
On behalf of the Office of the Commissioner of Probation (OCP), the Human Resources Department has posted Probation Officer positions. These postings are available to current PO’s, temporary PO’s, Associate PO’s, and the public.
There are postings for five Trial Court Departments with specific court locations identified in each Department. Click here for a list of the five departments and specific locations.
This posting covers locations that currently have a critical need for Probation Officers, locations that may have a need for Probation Officers in the future depending on attrition, and locations that have a temporary Probation Officer in order to permanently fill those positions.
Applicants must indicate the specific location(s) to which they are applying.
The timing of the interviewing and filling of any posted position will be determined by OCP.
All applications must be submitted through the Trial Court online application process at the following web address: www.mass.gov/courts/jobs
Sixty New Probation Officer Positions to be Posted in Coming Weeks
January 30, 2013
After months of discussions with the Office of the Commissioner of Probation (OCP) and the Administrative Office of the Trial Court (AOTC) regarding our staffing shortage, we are pleased to inform you that up to 60 new probation officer positions will be posted in the next few weeks.
This issue has been at the forefront of our labor/management meetings since the hiring freeze, imposed by the CJAM, literally decimated our staffing levels. We invited probation officers from several court locations to meet with management. They described in vivid detail the “day in the life” hardships probation officers face as a result of the hiring freeze.
In addition, as you know, there are approximately 60 promotional opportunities available to our probation members. Since the hiring freeze has been lifted, the Trial Court is committed to backfilling these vacant probation officer positions. NAGE and our probation officers should be proud of our work addressing the staffing issue. We’re grateful to the probation officers who met with management and grateful that the Trial Court has agreed to post these much needed positions.
Again, we thank the AOTC, the OCP, and our members for their perseverance and hard work.
Pay Raise Implementation
1.5% effective first pay period January 2013
1.5% effective first pay period July 2013
1.5% effective first pay period January 2014
Employee Assistance Program Available at No Cost
Trial Court members are reminded that the Employee Assistance Program (EAP) is available to all Trial Court employees and their families at no cost. While this program is not new, we remind you that it’s a valuable resource if you or a colleague or family member is experiencing difficulties in your work or home life. The program is completely confidential and is described in the brochure that is linked to below.
If you or any member has a question about the program, please contact Roger Albrecht, Benefits Manager for the Trial Court at (617) 878-0373, who is managing this benefit.
Employee Assistance Program brochure
Seniority Lists Available
Seniority lists by job title have been updated as of November 2011. The lists are available below.
Probation Officers
Associate Probation Officers
Court Officers
Associate Court Officers
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."
Associate Probation Officer Seniority List as of April 12, 2011
Contract July 1, 2012 through June 30, 2014
NATIONAL REPRESENTATIVES
Margaret Thompson
mthompson@nage.org
(w) 617-376-7222
(c) 339-293-7186
David Abbott
dabbott@nage.org
(w) 617-376-7223
(c) 617-816-6027
Larry Cargill
lcargill@nage.org
(w) 508-755-6221
(c) 508-335-4028
