NAGE Unit 6 Collective Bargaining Agreement, 7/1/2020 - 6/30/2023
Unit 6 Contract
3.9.21 MOU - Vacation and Personal Time "Use or Lose" Extension
ULP Settlement - Bar Dues
Please use the link below to access the 2017-2020 contract for Units 6 (no MassDOT).
Check it out here.
January 31, 2023
Thank you for continuing to let us know about your experiences with Workpartners. We are writing today to bring you up to date on the work that NAGE has been doing.
As you may recall, we were the first union to file an unfair labor practice charge on the implementation of Workpartners. Today, the Department of Labor Relations (DLR) issued a “Complaint of Prohibited Practice” in response to our charge (linked below). In a nutshell, this means that the DLR found probable cause to believe that the Baker administration violated the law when they unilaterally contracted out leave administration work to Workpartners without negotiating in good faith with NAGE. This is the exact same type of charge that the Baker administration was found guilty of in the PFMLA case that we won several years ago, and ended up costing the state an estimated $30,000,000. If the DLR upholds this charge, it will be the fifth time in a period of just a couple of years that the Baker administration will have been found guilty of labor law violations in cases brought by NAGE.
While this is an important step, it is not the only step. There is still much work for the legal staff at NAGE to do and there is no guarantee of victory. It is great news, however, and we wanted to let you know about this development.
In addition to pursuing this matter legally, we will also be asking the Healey Administration to re-examine the previous administration's decision to contract out the management of the intensely personal subject of employee medical and family leaves to an out of state, anti-union company at the needless costs of millions of dollars per year.
We will continue to keep you posted as things move forward. Our previous updates on Workpartners can be found linked below.
DOL Complaint of Prohibited Practice
January 3, 2023
Dear Fellow NAGE Members,
By now, you have received an email from the Chief Human Resources Officer dated December 29, 2022 stating that, “Recently you may have received email from your union about the WorkPartners implementation and we feel it necessary to clarify a few facts.”
Needless to say “your union” is all of us. We are all state employees who know, on the ground, what is happening with WorkPartners. At NAGE, we receive regular emails from fellow state employees describing the difficulties they experience with Workpartners. Over our vehement objection, the Commonwealth has provided personal data to this out-of-state company. Our fellow members are being asked for medical data never before required when taking a single sick day. Medical releases for our children and other family members are being demanded when we take non-FMLA time to care for them. Many of us are made to feel that we are being excessively questioned when we simply want to use earned sick time when we wake up in the morning and realize we are ill.
If the Commonwealth wants to change how sick time is utilized, they must bargain in good faith for that change, which it has not done. Indeed, the evidence now shows that the decision to sign a contract with WorkPartners was made before bargaining even began.
None of this was addressed in the HR email of December 29th. Empty words such as telling us that WorkPartners is affiliated with University of Pittsburgh Medical Center (UPMC), for example, mean absolutely nothing. By telling us that WorkPartners has some kind of quasi-academic affiliation, the Administration seems to suggest that we have nothing to worry about. If you see that as an insult to your intelligence, you are not alone.
The Administration “reassures” us that WorkPartners was merely given data that we typically give to the Commonwealth. This completely misses a concern every one of us shares: our personal data is being sent to a private company, outside the Commonwealth, without our consent.
The Administration further “reassures” us that WorkPartners/UPMC will not use some of its existing technology (such as that used to support a telehealth visit) when working with state employees. Given the broad releases we are now required to submit, it is almost impossible to believe that this program will not expand to utilize all of the company’s technology.
Did you notice that the Administration failed to point out how many millions of tax dollars are being spent on this unnecessary and oppressive plan? When managers approved our earned sick time, without WorkPartners, there was no additional cost whatsoever. Not a single penny. The WorkPartners contract signed by the Baker Administration is a bad deal for the taxpayer, an oppressive plan for employees…but is a financial windfall for an out-of-state company that promotes itself as a reducer of sick time usage.
Please be assured that our complaint at the Department of Labor Relations is moving forward. While we cannot guarantee success, we do pledge to explore every legal option to reverse this attack on our collective privacy and legitimate use of earned sick time.
We will continue to update you as this matter unfolds.
November 9, 2022
A memo on Veterans Day, 11/11/22
Dear Fellow NAGE Members,
As I am sure you know, Veterans’ Day is observed this Friday, November 11th. Please be advised that this holiday does not float and, unless you are ordered to work by your manager, Friday is a day off with no other options.
If you are ordered to work on Friday, you will have sixty calendar days following the holiday to take your day off. As is the case with any time off, you would have to request the day and obtain approval from management. If operational needs prevent management from granting your request, you would then be paid for the holiday day that you lost.
For reference, these rights are contained in Article 10, Section 10.3 of our Collective Bargaining Agreement.
With thanks to our veterans, and with the hope that we all remember the meaning of this holiday,
Oct 19, 2022
Local 282 has voted to elect two members to the Contract Bargaining Team. The winners are below:
Bargaining Team Election Results
- James (Jesse) Clingan
- Carlos A. Diaz
October 17, 2022
Dear Fellow NAGE Members,
Some of you may be familiar with the Investigations Center of Expertise (“COE”). The COE investigates complaints which are made against state employees from managers, other state employees, and the general public. The administration has taken the position that a state employee’s refusal to answer questions asked during a COE investigation is an act of insubordination. If you are ever interviewed by the COE and believe that discipline could arise, you are entitled to union representation (which you then must request).
Over the past months, I was present with NAGE members for two very troubling interviews. At one interview, the COE investigator asked our fellow member to disclose their sexual preference. In a different interview, the COE Investigator asked our member about their ethnic background. The COE’s request for an answer to these questions was not voluntary. In my opinion, both questions were unacceptable and irrelevant. The investigator’s questions put both members in a terrible quandary: either disclose personal information or run the risk of insubordination. The questions made me worry about our other members. Members who did not ask for union representation may have been required to make similar disclosures about their ethnic identity or sexual preference without any guidance.
I raised this issue with the COE. I hoped that the COE would voluntarily enter into a binding written agreement to stop this questionable and, frankly, inappropriate practice. The COE was unwilling. I immediately contacted the NAGE legal office to file an unfair labor practice charge. Both sides agreed to mediation. I am pleased to report that we now have a binding agreement. The practice will not continue.
Under the terms of the Settlement Agreement, the COE’s existing practice going forward is:
- You are now free to refuse to answer any questions which require you to disclose any demographic information including, but not limited to, your sexual preference, gender identity, ethnic background or other personal information.
- If you exercise your right not to answer, COE will not draw any adverse inference from your refusal.
- None of this prevents you from choosing to self-identify personal information. NAGE takes no position on what you may choose to disclose. The key is that the choice to answer is now yours. You cannot be mandated to answer. You will suffer no consequence if you choose not to answer.
For reference, I have attached the Settlement Agreement and the COE’s current FAQs.
Sept 27, 2022
The election for the Unit 6, Local 282 Contract Negotiations Team is underway. If you did not receive a ballot, please reach out to Rose Mann at email@example.com to request a new one.
Local 282 will be electing 2 members to the Contract Bargaining Team. Each member is eligible to vote in this election once.
NAGE has been notified by several of our State members that their emails have bounced back or have been delivered days after sending. Two examples of error messages can be found below.
NAGE's IT department has looked into all possible solutions, and unfortunately, the issue is on the State side. We are working to fix the issue with the State as soon as possible. In the meantime, please reach out to NAGE via phone or email with your personal email address. A list of frequently used phone numbers are also below.
NAGE Member Action Center (MAC): 617-376-7227
Health & Welfare Office: 617-376-7260
NAGE Headquarters Main Line: 617-376-0220
NAGE to Baker: Expand Telework During Commuting Interruptions
Last week, NAGE wrote to Governor Baker regarding the expansion of telework. Due to the current obstacles with commuting, including the Orange Line closure and the increased price of gas, NAGE is urging Governor to comply with his own directives and expand telework for the state workforce wherever possible.
Letter to Baker, August 10, 2022
|Dear Fellow NAGE Members,
As I’m sure you know, our new Collective Bargaining Agreement (CBA) guarantees us a contractual right to Juneteenth as a holiday. This year, Juneteenth falls on a Sunday (June 9th). For many of us, Management struggles with what to say when a holiday falls on a weekend. Thus, I am writing to be very clear about your contractual rights:
When holidays fall on a weekend, Management often tells us we must take either Friday or Monday off, or we will lose the day. This is simply incorrect and, if you are told this by your manager, or are given any other information regarding this holiday which is not consistent with our rights under the CBA, please let me know. I will take steps to ensure that your manager is educated on this subject.
Collectively, we have all worked hard to secure our rights under the CBA and must not let Management, through honest error or deliberate malfeasance, undermine these rights.
I wish you and your family an enjoyable holiday as we all remember the important meaning of Juneteenth.
Updated Use or Lose Deadlines - Executive BranchThe following message from HRD details the updated Use or Lose deadlines for the Executive Branch.
May 5, 2022
Globe Article on Harmony Montgomery Case
Linked below is the recent Globe article regarding the OCA report which was recently released. President Cook was willingly quoted in the article because he strongly believes that DCF legal was wrongly criticized on many levels and wanted to offer a defense.
As is usually the case with interviews, many of his comments were not included. There's also one slight error in the article. He was quoted as saying the parents wanted to retain their rights but in fact stated that they were asserting their right to obtain custody.
While the OCA's goal of child protection is laudable, their criticism of DCF legal is simply wrong.
You find the Boston Globe article HERE.
GIC Update - St. Vincent's HospitalThe following notice was sent out to MA State Employees who qualify for GIC Healthcare plans on April 29th.
Vice President Buffum Elected Gubernatorial Delegate
President Chris Cook on WCVB
2021 Successor Agreement FAQ
You can read more in the Retirement Board Newsletter linked HERE.
Sept 28, 2021 During the five weeks NAGE has been negotiating with the Commonwealth over the Governor’s announced mandatory vaccination policy, we have repeatedly pressed the state negotiators for information about the standards applied in judging requests for exemptions on medical and religious grounds. The Commonwealth has been unable to give us any clear guidance regarding the criteria that will be used. Instead, they have stated that exemptions will be decided on the basis of the law and the Governor’s Executive Order.
In light of the fact that the Baker administration seems determined to unilaterally begin disciplining unvaccinated employees on October 17th, regardless of the status of our negotiations, we want to advise any employees who are determined not to be vaccinated that securing a medical or religious exemption will likely be the last chance you will have to avoid being disciplined and, ultimately, terminated. While we are determined to forcefully represent any such employees in the grievance/arbitration process and likely Charges of Prohibited Practice, you need to know that that litigation will take place considerably after discipline and discharge are imposed. Please see guidance on Vaccine Compliance from HRD HERE.
In the absence of clear guidance from the Commonwealth, we urge any of you who are determined not to be vaccinated to apply now for exemptions if you have any credible argument to make that you qualify for either or both. It goes without saying that while you should make the most robust case you can for an exemption, you must be completely truthful in anything you say or write. The fact that your reasons may not fit the traditional mold should not deter you from applying.
Please note that the deadline for applying for an exemption is October 8th.
We will update you as events unfold.
Please see our previous vaccine mandate updates below:
Sept 24 - Update on Baker Vaccine Mandate
Sept 9 - Vaccine Mandate Update
Sept 2- - Vaccine Mandate Questions Answered
Aug 20 - NAGE Files Demand to Bargain
NEWS - SEPT 2021
New Term for Local 282 Executive Board
As the period for nominations has now closed, the Executive Board of Local 282 is unopposed to begin a new term of office. We look forward to continuing the meaningful work that Local 282 does for its members across the state.
President: Chris Cook
Executive Vice President: Brian Osborne
Secretary/Treasurer: Wendy Knight-Davis
Vice President at Large: Mary Judge
Vice President at Large: Kathleen O’Connell
Vice President at Large: Theresa Buffum
Vice President at Large: Patrick Murray
Contract Update - Ratification Results
Executive Branch - Telework MOU
Executive Branch - Hazard Pay MOUWe are pleased to announce that we have reached an agreement with the Commonwealth on Hazard Pay for members of Units 1, 3 and 6. You will find the full-text MOU below.
Thank you to the NAGE negotiations team, and our members who continuously advocated for themselves, for their work in getting this MOU. We are proud of the work our NAGE members have done during the pandemic, and continue to do every day.
The Hazard Pay MOU contains the following:
- Full-time employees directed to report to work in person during November 2, 2020 to May 29, 2021, who were not afforded the option of working remotely, shall receive a one time COVID-19 Hazardous Duty payment of $2,000.
- Part-time or hybrid employees directed to report to work in person during November 2, 2020 to May 29, 2021 to provide direct care, public facing, public safety, cleaning and/or maintenance services shall receive a one time COVID-19 Hazardous Duty payment of $1,000.
The Fifteen-Minute RuleFellow NAGE members notified me that a senior manager at an agency instituted a new “policy” whereby employees who did not respond to an email within fifteen minutes would be assumed to be not working and have their pay deducted accordingly - “the fifteen-minute rule.”
Please think about this for a moment. Can you imagine simply doing your job, perhaps in a meeting, on the phone for business, or simply immersed in a project and failing to notice within fifteen minutes that your boss sent you an email? Then, have your pay docked.
Many of us over the course of our careers have encountered cruel and despotic managers. Perhaps it was a manager who would wait until the last minute to approve vacation time, knowing that we bought plane tickets or promised our children a trip. Or a manager who always expected us to arrive precisely on time but never authorized overtime for work we performed after closing. Or, more recently, the manager who tries to revoke hybrid work just because it makes them “comfortable.” In my experience, however, I had never encountered one who would actually threaten to dock my pay simply because I did not respond within fifteen minutes. I hope you haven’t either.
In my opinion, the fifteen-minute rule was not only a violation of the Collective Bargaining Agreement but also a violation of the Wage Act. Ultimately, Management entered into a Memorandum of Understanding (MOU) in which they agreed that the manager was incorrect to institute fifteen-minute rule. From start to finish, it took a few months to get the MOU finalized. While I was happy to sign the document, I was disgusted that it was necessary in the first place.
I am sharing this with you because it underscores why we need a Union. Yes, the big picture issues like raises are vital. But individual things like protection against a cruel manager who threatens to punish us with loss of pay are just as important.
When people tell you that Unions are no longer necessary because we now have an eight hour day and no more child labor, you might think about the fifteen-minute rule and how things might have turned out without NAGE taking a stand.
Aug 30, 2021
Steward Plaque Presentation to Julie Gonet
Over the summer, Local 282 President Chris Cook virtually presented Julie Gonet, longtime Steward for Local 282 at EHS, a plaque in recognition of her incredible work as a Steward.
Julie, who is transferring to another agency, has been an integral part of the Local 282 Steward team and we cannot thank her enough for her hard work and dedication to her fellow members. A video of the plaque presentation can be found below.
Local 282 Plaque Presentation
MA Emergency Paid Sick Leave BillThe following memo was distributed to all Agency heads last week, regarding the Massachusetts Emergency Paid Sick Leave bill. The bill was signed into law and provides, in-part: The full-text PDF of the memo can be found HERE.
NAGE Members Deserve More Than Baker Is Offering
Dear NAGE Member,
Each year like clockwork, Governor Baker writes a letter to the state workforce thanking everyone for their dedicated service. This letter will look back over the sacrifices you have all made over the past year as public employees to keep the Commonwealth running efficiently during incredibly difficult times – perhaps a “thank you” has never been more in order or deserved. Governor Baker and his Budget Chief Mike Heffernan like to say, “thank you,” but they never like to show their appreciation in a real, tangible way. Stunningly, this year seems no different.
It has been nearly a year since our contracts expired, and the economic parameters that have been offered by Governor Baker are insulting. The Governor has formally set the following parameters: 1.5% bonus in year one (July 1, 2020), followed by 2% raise in year two, and a 2% raise in year three. Whether working from home or continuing to show up in a public-facing role, you have been on the front lines of this pandemic, working to keep the Commonwealth running for more than a year. Time and again, NAGE members have answered the call to continue serving the public, sometimes at great risk to yourself and your family. Governor Bakers offer is an insult to your service.
Governor Baker’s “nice guy” routine managed to captivate a majority of voters in the past. However, as the years have gone on, the polished veneer has begun to fade, and we can begin to see just how empty the fancy suit and central casting smile are. Governor Baker bills himself as a manager. It is becoming increasingly clear that he is an awful one. An administration that cannot make a decision without paying millions of dollars in fees to an outside consulting firm, only to consistently screw up one project after another - from the Registry of Motor Vehicles to the vaccine rollout. This is not the sign of an effective manager; it is the mark of an incompetent failure.
One year ago, the economic condition of the Commonwealth was admittedly tenuous. Today, growing economic evidence, supported by strong data, suggests that Massachusetts has weathered the fiscal storm and will emerge from the pandemic in a strong position to meet the challenges of tomorrow. To date, tax revenues are nearly $1.4 billion above the original benchmark. Additionally, the state is earmarked to receive $4.55 billion in federal aid alone from the American Rescue Plan. This is on top of more than $3 billion for Massachusetts cities and towns, also in the American Rescue Plan.
After leading us to believe a serious offer was forthcoming since late February, the parameters offered by the Governor are a joke. You and your family deserve better. You deserve a boss who will have your back. I’m writing to tell you that Governor Baker does not have your back and he doesn’t care what you think about that. The recent PFML decision illustrates the Governors disregard for his workforce. Even in the face of his legal obligation to bargain, he chose to violate the law and was unanimously rebuked by his own appointees. As household income in Massachusetts rises, Governor Baker is leaving his workers behind. You deserve better, and I promise you that we will not sit silently by as the Governor offers more empty praise and continues to turn a blind eye to the needs of our members and their families.
I thank you for you service and truly appreciate everything that you have done, and continue to do every day, to make our Commonwealth strong and resilient. We will not rest until we get a contract that we can all be proud of, a contract that actually reflects the gratitude written in Governor Bakers empty letters.
Unit 6 Contract Information
Unit 6 Contract, Effective July 1, 2009-June 30, 2012
Unit 6 Successor Agreement Effective July 1, 2011 - June 30, 2014
MassDOT Master Labor Integration Agreement
Unit 6 Code of Conduct
GPS Side Letter
Unit 6 Salary Charts
Unit 6 Salary Chart Effective June 30, 2011
Unit 6 Salary Chart Effective June 30, 2012
Unit 6 Salary Chart Effective July 1, 2012
Unit 6 Salary Chart Effective first pay period January 2013
Unit 6 Salary Chart Effective first pay period July 2013
Unit 6 Salary Chart Effective first pay period January 2014
Unit 6 Salary Chart Effective first pay period July 2017
President, Local 282
NAGE National VP
Executive Vice President
Vice President at Large
Vice President at Large
Vice President at Large
Vice President at Large