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We have received a number of questions about the 1-year successor agreement that was ratified just a few weeks ago. We want to make sure that all of our members understand the funding timeline that comes after ratification. 

Now that the successor contract has been ratified by the membership, the Administration submits the contracts to the legislature for authorization and funding. 
 
The authorization language is normally passed by the legislature as part of a supplemental budget. While we do not know the timeline for the next supplemental budget yet, NAGE will advocate for the legislature to move as quickly as possible to get money in our member’s pockets. However, it is likely that the next supplemental budget will not be passed before the fall.
 
Please remember that raises take effect the first pay period in July 2023, but we anticipate the money to be in your paychecks sometime this fall, which would include retroactive payments back to July.
 
We will keep you updated as any new information becomes available. 
 

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June 21, 2023
Contract Ratification Results 

First, we would like to thank all of our members who participated in the Contract Ratification.

Second, congratulations!

With a staggering 97.36% of the ballots voting to Approve the Proposed Successor Agreement, you have voted to ratify your 1-year successor agreement! This contract was hard fought, and we would not have been able to attain the parameters we did without the leadership of the Bargaining Team, the solidarity of the NAGE-led union coalition, or the Healey Administration  

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June 2023
Contract Ratification Notice

NAGE is proud to announce that we have reached an agreement with the Trial Court for a 1-year successor contract. The contract ratification vote for the Trial Court is set to begin on Monday, June 12, 2023, via electronic ballot. Voting will run until Wednesday, June 21 at 9:00AM. 

I would like to thank the NAGE/Trial Court representatives and the Contract Negotiations Team who put forth an incredible effort to get this contract offer.
 
This contract offer, which is the richest in the history of collective bargaining in this state, is the result of many things. First, political involvement is important: we elect our employers, and NAGE has been a longtime supporter of our current governor Maura Healey. NAGE formed a coalition of state employee unions, led by EVP Theresa McGoldrick and Chief State Negotiator Kevin Preston, and worked hard to keep them together. The coalition asked NAGE President David Holway to be the lead negotiator and spokesperson in dealing with the new administration.
 
President Holway and the coalition leaders met with the Governor-elect and Lieutenant Governor-elect before they took office in December and outlined the financial harm done to state employees by the Baker years. After the Healey Administration took over, President Holway and the NAGE team sat down with the Secretary of Administration and Finance to hammer out a new contract. President Holway rejected the Commonwealth’s first offer and countered with what we are putting before you, which is what the Commonwealth accepted.
 
The fact that we have worked for years with Governor Healey and that she was open to free-flowing dialogue is a prime example of why political activism counts.
 
I would also like to note the fact that our coalition partners stuck together and sent a strong message that none of us would falter, further ensuring the success of this negotiation.  

In order to give you ample time to weigh the pros and cons of the agreement, the highlights and the MOU are provided below. 

The successor agreement MOU highlights are as follows:

• Two (2) 4% across-the-board pay increases. The first increase is effective July 2023, with the second following in January 2024. Due to compounding effect, the increases effectively total an 8.16% pay increase by January 2024.
• Additional funding that we negotiated will go toward other economic improvements for our membership. NAGE intends to use these funds for the following:
  • $3/week per member increases to the NAGE Health and Welfare Trust Fund to enhance benefits for our members, including doubling the Dependent Care benefit and significant increases to dental benefits.
  • For any member making under $50,000.00, minimum $2,000 raises for both the July ‘23 and January ‘24 raises, respectively.
  • A .75% increase to those at the max step on the pay scale, effective July 2023. This increase is monumental, as even if you are not currently at the top step, you will likely benefit from this provision in the future: when you do reach the top step, it will then be .75% higher than it otherwise would have been without this provision. Your top step will also most likely be the Step you are at upon your retirement, and thus what it is based on.

I want to remind everyone that execution of these increases is subject to the legislative funding process, which may slow it down. However, NAGE will keep everyone up to date on when they should receive these increases.

If you have any questions on the MOA, please contact your Local President.

*This number includes compounding.

Trial Court 1-year Successor Agreement MOU

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March 27, 2023
Action Required: GIC Annual Open Enrollment
 

The Group Insurance Commission (GIC) Open Enrollment period will begin on April 5, 2023, and end on May 3, 2023.

All plan changes must be submitted by May 3, 2023, with no exceptions.

Plan changes should be submitted through the GIC Employee Benefit Portal. Your portal is available 24/7 and includes several resources to aide you during this open enrollment period. Log into make benefit changes, view your current GIC benefits, and access the 2023-2024 Benefit Guide.
 

Log Into The Benefit Portal Here
 

 

Significant Changes for 2023-2024
 

 
Earlier this week, NAGE sent a formal notice to the Trial Court to commence bargaining for a new contract. The current collective bargaining agreement expires June 30, 2023.

Local Executive Boards will be meeting to develop proposals over the next several weeks.

NAGE will keep you updated as the process evolves.

 

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November 9, 2022 Thank you to everyone who participated in the Bargaining Team election. The results are below.

Local 458 has elected 1 ACCO, 1 ACO, and 3 COs:

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Sept 27, 2022

Information regarding the Local 458 By-law Ratification can be found here.   

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May 26, 2022

NAGE has once again written to Court Administrator Bello, addressing the need reopen the economic portion of the most recent CBA. 

As Governor Baker has recently displayed concern for both supply chain issues and the rising cost of every day goods, we have implored Bello to join him in these statements and do right by the Trial Court employees and work towards a new compensation package. 

You can find the letter linked below. We will keep you updated as this matter unfolds.

Letter to Bello 5.26.22

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Below please find a Memorandum of Understanding between NAGE Local R1-458 and the Trial Court, ensuring that ACO's who did not complete a prior Trial Court Training Academy shall be provided priority consideration for the next Court Officer Academy.

NAGE continues to work with the Trial Court to attempt to remedy prior issues with the Academy, and to ensure that the new Training Academy will be appropriately focused on the skills and abilities necessary to be a successful Court Officer.

Local 458 MOU on Training Academy Incompletes 
 

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April 20, 2022

Members of Local 118,

It has been an honor to represent you over the past few years. I would like to thank you all for reaching out, asking questions, giving your input and showing your support during my tenure. Your participation makes our representation work! We have a great group of hard working ACPO’s and SCCPO’s!

I am writing to inform you that as of April 4,2022, I resigned from the position of President of NAGE Local 118. I have accepted the position of Chief Probation Officer of the Plymouth District Court. Any member who has a pending matter will be represented by the remaining members of the Executive Board or a NAGE representative.

Local 118 By-laws call for my position - Vice President of ACPO’s - to be filled first. As such, any interested ACPO should sent a letter of interest, along with any relevant qualifications to David Bernard, Director of Public Safety at NAGE to dbernard@nage.org by May 6, 2022. 

Once my vacant position of Vice President of ACPO’s is filled, the full Executive Board will elect a new President of Local 118.

I wish you all much happiness and success.
 
In solidarity,

Jan
 

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Mar 29, 2022  

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NEWS - March 2022  

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NEWS - January 2022

New Agreement on Current Vaccine and Testing Policy

While the Trial Court continues to debate internally on the value of a mandatory vaccine policy, the parties have continued on-going dialogue regarding the current vaccine/testing policy.

The attached MOU provides important enhanced benefits for members, including comp time for booster shots and telework capabilities.

While the CDC has yet to define "fully vaccinated" as requiring a booster, we know an overwhelming number of our members have received the booster shot or plan on getting the booster. This MOU provides for four (4) hours of comp time for any member that has already received the booster, or four (4) hours of comp time for any member wishing to get the booster shot in the future.

Also, the agreement clarifies and clears the path for any fully vaccinated member who tests positive, or is a close contact to someone that tested positive, to be permitted to work remotely.

Any questions, feel free to contact your local president.

Trial Court MOU 1.19.2022

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January 10, 2022
NAGE's Response to Security Department Report

After the Union's initial review of the Trial Court Security Department report, President Holway sent the following letter to Court Administrator Bello and Chief Justice Carey. The Union is committed to working with the Trial Court to begin the process of healing. We will keep you updated on any response received from Administrator Bello and Justice Carey. 

Letter to Bello and Carey 1.10.22
 

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January 7, 2022
NAGE Receives Report on Trial Court Security Department

After weeks of delay from the Trial Court, the Union was finally sent the long-awaited Security Department Report. NAGE, along with your Local Executive Board, will be reviewing it's contents and advising you on steps we are prepared to take. 
Letter response to NAGE 1.6.22

Trial Court Academy Assessment Report
 

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NEWS - January 5, 2022

Dear MACO Local 458 member,  

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NEWS - January 2022
Trial Court Vaccine Mandate

As you are aware, the Trial Court Administration communicated to the Union last week that they intend to issue a vaccine mandate for all Trial Court employees. While the Union supports vaccination for the health and safety of our members, we do not support the unilateral implementation of a mandate. 

The Massachusetts State Police (SPAM) and MOCUFO (DOC) Unions have challenged this in a court of law, but without success. A copy of both these cases can be found HERE. NAGE is currently involved in on-going conversations with the Trial Court regarding this pending mandate, and we are committed to advocating on behalf of our members.

We will keep you updated as this matter progresses.   
Attached please see the MOU entered into between the Trial Court and NAGE which significantly enhances our members vacation accrual and carryover benefit.

Any questions or concerns feel free to contact your Local President.
 
Wishing you all a safe and healthy holiday!

MOU: Vacation Accrual and Carryover 

 

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NEWS
Response to Letter on Telework, Additional Hazard Pay

Earlier this week, NAGE President Holway sent a letter to Administrator Bello and Chief Justice Carey, asking for the Trial Court to take action due to the rise in COVID-19 cases. Attached is the Trial Court's response to President Holway’s letter. While we appreciate the assurances stated by Chief Justice Carey and Court Administrator Bello, we believe more must be done!
 
“Highly encouraging telework” in the midst of this tidal wave of COVID is not enough. There is no reason why Chief Probation Officers cannot schedule our PO’s to do more work remotely. Remote work during the shutdown was extremely effective, and we cannot fathom a reason what so ever as to why it’s not being utilized more now. We MUST lower the amount of staff in our courthouses throughout the state.
 
Re-instituting entry and lockup protocols must be discussed with the Union before being implemented.
 
While the letter mentions court leadership is “considering” a mandatory vaccine policy, the Union has yet to see a policy or proposal from the Trial Court and we’ll aggressively defend our members rights within the contract.
 
The Union has informally mentioned shutting some courts down during this extraordinary spike, and we strongly believe a much more aggressive plan must be put in place right now. Cancelling a few jury trials will not suffice. 
 
We pledge to keep you updated as these issues evolve.

We hope you all stay safe and healthy, and wish you and your families Happy Holidays! 

Response letter from Chief Justice Carey and Administrator Bello

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NEWS
Union to Bello: Return to Telework, Additional Hazard pay

Dear NAGE Trial Court member,

Due to the rapid increase of COVID-19 cases in the Commonwealth, NAGE has urged Administrator Bello to return all eligible Trial Court employees to teleworking. NAGE is also advocating for an additional round of Hazard Pay for those who are not able to perform their job functions remotely.  We are urging Administrator Bello to act swiftly in the best interest of the health & safety of our Trial Court members. 

You will find both the letter to Administrator Bello and NAGE's press release on the matter linked below. Both are also available on the NAGE website. We will continue to update you as any additional information becomes available.

Letter to Administrator Bello
 

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NEWS
UNION SIGNS MOU FOR COVID-19 HAZARDOUS DUTY STIPENDS  

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Nov 9, 2021
Updated Trial Court Salary Charts Now Available

Linked below you will find the updated salary charts for Trial Court members. The salary charts are also available on your local website. 

As you know, we expect the following rollout for the raises, retro and bonus payments:The 2021 raises will be in your paycheck dated 11/26/2021
Retroactive payments will be in your paycheck dated12/10/21
The 1.5% COVID Recognition Payment will be in your paycheck dated 12/24/21

Trial Court Salary Charts 2020 - 2023
 

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Oct 15, 2021 The State legislature has voted to authorize the recently ratified contract between NAGE and the Trial Court. Because the Trial Court was late in transmitting the contract documents, the supplemental budget needed to be amended in order to add the Trial Courts authorization. NAGE was successful in lobbying the Senate to amend the budget and the House to concur with the Senate Amendment. 

The authorization is now included in the FY21 Closeout Supplemental Budget that has been transmitted to the Governor’s desk for signature. Governor Baker now has 10 days to review the bill. Once the legislation is signed by the Governor, the state can begin implementing the economic provisions contained in the agreements.  We will provide the expected implementation timeline once Governor Baker has signed the bill into law.

We would like to thank and congratulate all of the leaders and members who worked hard in the midst of difficult circumstances made more challenging by a global pandemic, to deliver a strong contract that honors the work that our members do every day to keep the Commonwealth running! 

Stay tuned for more information over the next week.
 

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Sept 30, 2021
Trial Court Contract Ratification Results
​
First, we would like to thank all of our members who participated in the Contract Ratification. We received an outstanding turnout and are proud to have such high member involvement. 

Second, congratulations!

With a staggering 95% of the ballots voting to Approve the Proposed Successor Agreement, you have voted to ratify your next contract! This contract was hard fought, and we would not have been able to attain the parameters we did without the leadership of the Bargaining Team or the advocacy our members put forth for themselves.

The successor agreement MOU highlights are as follows:

• The successor agreement MOU highlights are as follows:
• 2.5% - including retro, to first payroll period in July 2020
• 1.5% one-time COVID Recognition Bonus upon signing the contract with a minimum payment of $1,000*
• 2% -  retroactive to the first payroll period in July 2021 (calculated after the 2.5% increase above has been applied) 
• 2% - first payroll period in July 2022

The next step of the contract process is for the Trial Court to submit the contract for legislative approval. We will keep you updated as any new information becomes available. 
 

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Sept 13, 2021

Trial Court Contract Ratification - Election Notice + MOU

The contract ratification vote for the Trial Court is set to begin on Monday, September 20, 2021, via electronic ballot. Voting will run until Wednesday, September 29th at 5:00PM EST. 

We would like to thank the NAGE representatives who put forth an incredible effort to get this contract offer. NAGE's advocacy, and our members advocacy for themselves, allowed us to push the Trial Court administration to the offer that is detailed below. 

In order to give you ample time to read over the successor agreement and weight the pros and cons, we have provided it here for you.

Trial Court Proposed Successor Agreement 

The successor agreement MOU highlights are as follows:

• 2.5% - including retro, to first payroll period in July 2020
• 1.5% one-time COVID Recognition Bonus upon signing the contract with a minimum payment of $1,000*
• 2% -  retroactive to the first payroll period in July 2021 (calculated after the 2.5% increase above has been applied) 
• 2% - first payroll period in July 2022

If you have any questions on the MOU, please contact Local President Mike Sorrenti at msorrenti@nage.org. 

We will continue to keep you updated on Hazard Pay, as it is being bargained separately from the contract. 


**FAQ on Agreement #2: Assault Pay: Delete Section 11.07 (C) 

Please note, THIS AGREEMENT DOES NOT ELIMINATE ASSAULT PAY FOR CO’s , ACCO’s and ACO’s. Section 11.07 (C) was agreed upon years ago and simply states that the Union and Trial Court agree to work together to get the Legislature to include CO’s in the Assault Pay Statute.

NAGE was successful several years ago in convincing the Legislature to include CO’s (and ACO’s and ACCO’s) into coverage under the  Assault Pay Statute. The statute is MGL Chapter 30, section 58, which can be found HERE. 

IT IS THE LAW!

All Agreement #2 does is delete the language discussing the parties intent to achieve inclusion for Security members under the assault pay statute. It is strictly a housecleaning agreement.




 

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Sept 9, 2021

Contract Negotiations Update - Tentative Agreement Reached 

We would like to update you on the status of contract negotiations. After much advocacy from our NAGE representatives on behalf of our members, we have reached a tentative agreement with the Trial Court. We would like to thank our negotiations team and our members who have been strong advocates for themselves. Without your hard work and dedication to your fellow members, we would have never reached an increased economic offer. 

With your strong support we held the Governor and the Trial Court Administration accountable for their inaction, using a media campaign strategy and persistent legislative advocacy. As a result, NAGE Trial Court members moved the needle and got the Administration to increase their offer to significantly benefit our members, from 0% over three years with no retro or signing bonus, to 6.5% with 2.5% retro to first payroll period in July 2020 and a 1.5% signing bonus. 

The tentative agreement includes the following:

• 2.5% - including retro, to first payroll period in July 2020
• 1.5% one-time COVID Recognition Bonus upon signing the contract with a minimum payment of $1,000*
• 2% -  retroactive to the first payroll period in July 2021 (calculated after the 2.5% increase above has been applied) 
• 2% - first payroll period in July 2022

NAGE will commence bargaining over Hazard Pay immediately after this contract is ratified. We will continue to update you on this issue as it is being bargained separately from the contract. 

NAGE leaders have given serious consideration to this offer before presenting it to our membership. We recommend that our members vote to approve this agreement.
 

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August 17, 2021

Union Files Charge Against Trial Court

NAGE has filed a charge at the Massachusetts Department of Labor Relations over the Trial Courts’ unilateral action to impose a vaccine requirement upon our members or be tested weekly.

Massachusetts General Law Chapter 150E is clear and express; the Employer has a statutory obligation to bargain in good faith before the implementation of policies that affect terms and conditions of employment. Plain and simple, the Trial Court has violated the Law!!

One would expect that the Judicial Branch of government, at a minimum, adhere to the collective bargaining laws of the Commonwealth!

NAGE’s position will remain firm and clear; the policy sent by the Trial Court last week was not bargained in good faith with the Union, and therefore is not enforceable!

We are committed to keeping you updated as this issue evolves.

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May 6, 2021
​
We are writing to keep you updated on the Commonwealth Employment Relations Board decision of March 31, 2021, effecting Executive Branch employees in the Commonwealth. You may recall, the Trial Court management and NAGE agreed to abide by the results of the Executive Branch case and we will update you more specifically as soon as we are able.

As we reported recently, the Commonwealth appealed and moved to stay the Order by the Commonwealth Employment Relations Board (CERB), which ordered the Administration to pay Commonwealth employees an estimated $30 million due to unlawful tax deductions. If the stay is granted, not only will the Commonwealth not have to return the illegally collected funds, but they will continue taxing you throughout the lengthy appeals process. 

NAGE is outraged that the Commonwealth continues to deduct the illegal tax from our paychecks. Not only is NAGE opposing the motion to stay, but we are asking the CERB to effectuate its Order by instituting enforcement proceedings. The full-text of NAGE's opposition is can be found here. 

As always, we will keep you informed of the outcome of our pending litigation.

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Apr 26, 2021

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.

In Solidarity,  

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April 21, 2021
ACCO CO ACO Seniority List (as of 1/1/2021)

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March 3, 2021

Dear Trial Court Member,

We are writing to update you on our fight to obtain a fair contract that contains well-deserved pay adjustments for our members.

As you know, contract negotiations were suspended a year ago due to the pandemic.  Today we sent a letter, found below, to Court Administrator John Bello asking Court Leadership to work to correct the inequity. Obtaining a fair and just cost of living adjustment and a new Contract are our #1 priorities for our members. We will continue to fight on your behalf until we’re able to secure what is fair and just!
 
We will keep you updated on any response we receive.

Thank you,


Mike Sorrenti
President Local 458
 

Liz Chabot
President Local 229 

Janice Boyle
President Local 118


 

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May 21, 2020 Update to MACO 458 Members  We, the representatives of the Massachusetts Court Officers Association know many of you have questions and concerns during this unprecedented time. Considering that, we would like to give you a brief update on our current status of reopening procedures, budgetary issues, and our plans moving forward. We understand that State guidelines are requiring businesses to practice social distancing and at some point, those practices will be implemented in the Trial Court. However, we are unable to get around the fact that social distancing for Court Officers will be practically impossible. We will be unable to properly conduct our job functions without being in close contact with the public and detainees. While other court staff is keeping their distance and continue to be protected by plastic dividers and other PPE (Personal Protective Equipment), the Court Officers will be screening people face to face at the doors and physically searching and escorting detainees throughout the building. Our line of work does not have any leeway when it comes to physical distancing and we are put at a much greater risk than our co-workers. Our role as a physical security barrier for Trial Court personnel and the public is now going to include being a buffer between those individuals and the COVID-19 virus. As First Responders, Court Officers are required to treat those having medical issues, which would include any complications due to the virus. In turn, we are more likely to encounter individuals who contracted the COVID-19 virus. Currently, our main concern is the health and safety of every Officer. We will put forth great effort to make sure that all protective precautions are taken and that we have access to proper PPE. As courts begin to open, our exposure will be unavoidable but we want to have as much protection possible on hand. These are some of our many concerns about the impending reopening of the courts. Our Union has not been afforded a seat on, or consulted by, the Trial Court COVID-19 Court Operations Committee. This effects our ability to provide our major concerns, operational knowledge, and our input on how to move forward. This is a management committee and they have exercised their right to exclude all unions. Any change in working conditions that may arise from the committee's decisions must come through the union to be negotiated, per our contract. We are currently waiting for the proposed changes to be shared with us and have demanded that we receive them as soon as possible. The Trial Court’s budget is dependent on the State’s income. This pandemic has crippled the State in its lack of tax revenue and spending toward surviving COVID-19. That being said, we expect to be drawn into discussions at some point in the future about the possibility of furloughs, layoffs, and retirement incentives. These things are very probable based on the financial state of the Commonwealth and we do not want you to be blindsided down the road. The local board will do all that is in our power to minimize the impact to our membership. It has also come to our attention this week that Management might fail to pay 100% of the comp time over 75 hours by the end of June 2020. Any percentage short of 100% will be a breach of our contract. If there is a breach, the Executive Board and NAGE are prepared to take any and all legal action against the Trial Court so they fulfill their obligations. We also want you to be aware that an Unfair Labor Practice (ULP) action can take months on end and even longer depending on the continuous spread of COVID-19 and will not be resolved immediately. When it comes to contract negotiations, they have been suspended due to the pandemic. All financial proposals by the State have been taken off the table and we are in for a long fight. This pandemic and how Court Officers are used to combat it will only strengthen our position when we return to the bargaining table. We wish we had some better news to give you, but sadly we do not. All we can give you is our promise to do everything in our power to put the safety, well being, and needs of our members first during these trying times. We hope all of you and your families stay safe and healthy and we look forward to giving you better news in the future.

Sincerely on behalf of MACO 458,   Michael T. Sorrenti President MACO Local 458 John Donohue Vice President Executive Board MACO 458

 

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April 27, 2020  

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April 14, 2020
NAGE Receives Response on Court Cleanings  

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April 13, 2020
NAGE Proud to Announce Agreement for Trial Court Members 'First Responder' COVID-19 Testing
 
Over the past week, the Union has been working with the Trial Court and the Executive Office of Public Safety and Security (EOPSS) to include our members in the First Responder COVID-19 testing currently being administered at Gillette Stadium and the Big E in Springfield. We were successful in negotiating this for our members, and you are now eligible for free testing at both locations.

Instructions can be found HERE for scheduling testing, should the need arise.

We thank the Trial Court and EOPSS for their support in reaching this agreement.

In Solidarity,
 
David Bernard
Public Safety Director
dbernard@nage.org


NAGE Member Action Center
617-376-7227 
 

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April 13, 2020  

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April 3, 2020

Dear NAGE/Trial Court Members:

As you may have heard, over the next couple days the Trial Court is rolling out a temporary court closing plan designed to shrink the number of courts remaining open during this pandemic. Please know the Union has been involved in these discussions from Day 1, voicing your concerns and ensuring that the sanctity of our contract is upheld.

It’s also important you know that throughout our discussions with the Trial Court, your health and safety has been our primary concern which is why the idea of temporarily closing courts at this time is so important. We have been consistently driving home the message that the safest place for our members right now is HOME!! This is why the merits of this plan are so important. Designing temporary work schedules, and promoting our members to work remotely (800 iPhones have been secured for POs and SCCPOs) is a winning strategy in navigating our way through this pandemic.  We thank the Trial Court for their continued collaboration. 

Together we know there are challenging times ahead, but please know we remain committed to protecting your rights and securing a safe and healthy work environment for you to do your job.

Thank you and stay safe.
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March 23, 2020



 

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Mar 3, 2020GIC Healthcare FY21 Premiums AnnouncedOn February 27, 2020, the GIC Commissioners voted to approve the FY21 Health Insurance Premium Rates. Bobbi Kaplan, Executive Vice-President of Local 207 and Vice Chair of the Group Insurance Commission strongly advocated against the rise in premiums. She argued the unfairness of raising premiums more than twice what our members receive annually in salary increases but was unable to succeed in changing the minds of her fellow commissioners. The motion to increase premiums was approved by a majority of the commissioners who do not represent labor interests, though Kaplan maintained her strong vote against. 

Kaplan said “The increase is just another pay cut for our members who are left further and further behind every year. We intend to fight for raises at the bargaining table that are equal to the value our members bring to the citizens of the Commonwealth every day.”
 
Please review the increases which become effective July 1, 2020 and attend the Health Fairs to ask questions of your current carriers. If you wish to change carriers, you must make that decision during open enrollment April 6th – May 1st.  Please find all documents and link to the Health Fair schedule below.  

FY21 Health Insurance Premium Rates

FY21 Full Cost Monthly Premiums and Percent Increases 

GIC Health Fair Schedule 2020
 

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ANNOUNCING DENTAL BENEFIT CHANGE
Effective January 1, 2020
 

• The level of benefits will not change from the current level provided by Delta Dental of Massachusetts. MetLife will provide full coverage for Type I Preventive and Diagnostic services, 80% coverage for Type II Restorative services and 50% coverage for Type III Prosthodontics and Major Restorative services when those services are received from MetLife PDP Plus network provider.

• As with the current Delta Dental PPO Plus Premier plan, if services are received from a dental provider that does not participate in the MetLife PDP Plus network, the percentage of coverage is lowered.  Full coverage remains for Type I Preventive and Diagnostic services.  MetLife will provide 65% coverage for Type II Restorative services and 40% coverage for Type III Prosthodontics and Major Restorative services.

• Orthodontic benefits will remain at 50% of the submitted charges, up to a lifetime benefit maximum of $2,500.00.

• To find out if your dentist is part of the MetLife PDP Plus Network refer to the Directory of Participating Providers available at www.metlife.com/mybenefits or call 1-800-942-0854.

•  If your provider is not currently listed on the MetLife PDP Plus network, ask them about joining.  They can visit the MetLife website at www.metdental.com or call 1-866-737-6895.  Or you can contact the Fund Office with the name and location of your dental office.  MetLife is committed to recruiting non-participating providers into the MetLife PDP Plus network.

• Dentist participating in the MetLife PDP Plus network have agreed to fees that are up to 35% less than what dentist normally charge.

• When you need dental services, you will be able to select a dentist from one of the MetLife PDP Plus network providers.  You may also see a non-participating provider, though as noted above, your coverage will be lower.

 

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Jun 18, 2019

 

May 22, 2019

Trial Court and Union Reach Agreement on O/C Spray

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March 2019
2017-2020 CONTRACT & AGREEMENT

The 2017-2020 agreement between the Court Administrator of the Trial Court of the Commonwealth of Massachusetts and the National Association of Government Employees in now available.  Please use the link below to access the full text document.  

Download contract and MOU's
 

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 INFORMATION ON Local 458 - CONTRACTS, AGREEMENTS & SENIORITY LISTS

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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
 

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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.