INFORMATION ON Local 458 - CONTRACTS, AGREEMENTS & SENIORITY LISTS
Contract Funding UpdateYesterday afternoon, October 23rd, the Governor officially signed the bill to authorize funding for the MA Trial Court contracts.
The 2017-2018 raises will be reflected in your paycheck dated November 16, 2018.
The retro pay will be in your paychecks dated November 30, 2018.
The updated Salary Chart for Trial Court members can be found below:
Salary Chart Effective July 2017
Breaking: MA House and Senate Pass BudgetLate yesterday, the Massachusetts House and Senate passed the supplemental budget funding bill, which contains the authorization to fund the State (Units 1, 3, 6 not MassDOT) and the Trial Court contracts. The Governor has 10 days to sign the bill, but we expect that he will act quickly. Once the Governor signs, the HRD will send out an implementation memorandum to all agencies to implement the pay raises. We estimate that this will take two pay periods before you will see the prospective raise in your check, and potentially three pay periods before the retroactive raises hit.
For Trial Court, the raises agreed upon in the Collective Bargaining Agreement contained in this funding bill are 1% + 1% retroactive to the first pay period of July 2017, and 2% retroactive to the first pay period of July 2018.
We have received many questions about the state of your contract, and what is coming next. The supplemental budget that contains the funding for the Units 1,3 and 6 Executive Branch employees, as well as Trial Court employees, is still pending in the legislature. The legislature continues to meet in informal sessions, and it is likely the budget will be voted on and passed sometime this fall. Then the money will be appropriated for the raises, retroactive to their effective dates.
Because the financial trigger was met, you will be receiving an additional 1%. This will give Trial Court employees a compounded 1% + 1% raise, retroactive to the first pay period of July 2017. You will then receive an additional retroactive 2% across the board increase, retroactive to the first pay period of July 2018, and a 2% increase the first pay period of July 2019.
NAGE continues to lobby for quick passing of the supplemental budgets so we can get your raises to you as soon as possible. As soon as any concrete information comes out of the legislature, we will notify you.
Leave Bank for Security Officer Stephanie Perez
You can also view Stephanie's letter HERE.
If you wish to donate to the Sick Leave Bank created for Stephanie, please fill out the following donation form and return it to payroll.
The donation form can be fond HERE.
Leave Bank for Associate Court Officer Norma Silva
If you wish to donate to the Sick Leave Bank created for Norma, please fill out the following donation form and return it to payroll.
The donation form can be fond HERE.
Trial Court Ratification Vote Results
Trial Court Contract Ratification Announcement
April 20, 2018
The Trial Court family is mourning the loss of New Bedford Court Officer Jesse Walker. Jesse was a kind, hardworking man and his loss will be felt deeply by all who knew him. He was one of the most charismatic people you would ever meet. Our thoughts and prayers are with Jesse's family in their time of sorrow.
The wake will be held on Sunday, April 22nd from 3:00 - 7:00PM at Saunders Funeral Home (495 Park St. New Bedford, MA 02740)
Funeral services will be held on Monday, April 23rd at 10:00AM, Christian Fellowship Church (822 Church St. New Bedford, 02745)
Rest In Peace.
GIC Update on Health Plans and 2018 Health Fairs
Memorandum of Understanding with Trial Court
Please click HERE to view the MOU with the Trial Court.
If you are interested in becoming a shop steward for local 458, we STRONGLY encourage you to apply. Please send an email to Dorianna Medeiros DMedeiros@nage.org or Richard Caroselli RCaroselli@nage.org expressing your interest.
As a shop steward you assume a leadership role which allows you to help steer the direction of the local. Sign up today!
LOCAL 458—Trial Court Security—Assistant Chief Court Officers, Court Officers, and Associate Court Officers
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
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:
- Grant the request and delay questioning until your union representative arrives and has a chance to consult privately with you; or
- Deny the request and end the interview immediately; or
- 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.
|Cape & Islands
|Associate Court Officer
Associate Court Officer (West)