Dec 12, 2023
Contract Funding Update

At long last, we are able to confirm the dates that your contractual raises and retro payments will be in your paychecks. NAGE advocated for our member's money to be in their checks as soon as possible, and we are pleased to report that the Healey Administration heard us, and has gotten it done. Both MassDOT and the Trial Court have confirmed that they will be following the Executive Branch's payment schedule. 

Please find the schedule below: 

• The July 2, 2023 salary increase will be included in the December 22, 2023 pay advice.
• Salary payments retroactive to July 2, 2023 will be included in the December 22, 2023 pay advice.
• Retroactive payments of the additional 1% increase on Step 14 will be included in the January 5, 2024 pay advice.

The January 14, 2024 salary increase will be included in the February 2, 2024 pay advice. A copy of the notice that was sent out from HRD can be found linked here for reference. 

If you have any questions on the payout schedule, please contact your HR representative. 

We would also like to thank Governor Healey for her swift action in getting the legislation signed as soon as it came across her desk. 
 

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July 21, 2023
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 97.69% 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.

The successor agreement MOU highlights are as follows:

• Two (2) 4% across-the-board pay increases. The first increase is effective the first full pay period in July 2023, with the second following the first full pay period 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.
  • A additional 1% increase to those at the max step on the pay scale, effective July 2023, which means their increase will be 9.2%* by January 2024. This increase is monumental, as even if you are not currently at Step 14, you will likely benefit from this provision in the future: when you do reach Step 14, it will then be 1% higher than it otherwise would have been without this provision. Step 14 will also most likely be the Step you are at upon your retirement, and thus what it is based on.

Now that the successor agreement 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. 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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July 5, 2023
MassDOT Unit D/Local 368 Contract Ratification Notice

The contract ratification vote for MassDOT Unit D/Local 368 is set to begin on Wednesday, July 12, 2023, via electronic ballot. Voting will run until 9:00AM on Friday, July 21, 2023.

I would like to thank the NAGE 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 read over the successor agreement and weigh the pros and cons, we have provided it here for you. 

The successor agreement MOU highlights are as follows:

• Two (2) 4% across-the-board pay increases. The first increase is effective the first full pay period in July 2023, with the second following the first full pay period 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.
  • A additional 1% increase to those at the max step on the pay scale, effective July 2023, which means their increase will be 9.2%* by January 2024. This increase is monumental, as even if you are not currently at Step 14, you will likely benefit from this provision in the future: when you do reach Step 14, it will then be 1% higher than it otherwise would have been without this provision. Step 14 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.

NAGE Unit D will be holding information sessions, to answer any questions that you have on the proposed contract. The Zoom invitation can be found at the bottom of this email. Info sessions will be held:

• Thursday, July 6th at 12:00noon
• Thursday, July 6th at 6:00PM
• Monday, July 10th at 12:00noon

If you have any questions on the MOA, please contact Local President Faren Woolery at fwoolery@nage.org.

*This number includes compounding.  

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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
 

 

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Oct 19, 2022 
Bargaining Team Election Results

MassDOT Unit D/Local 368 has voted to elect two members to the Contract Bargaining Team. The winners are below: 

1. Al Puccia (Shared/Planning and Enterprise Services)
2. Michael Ruderman (Highway Division)

Thank you for your participation and congratulations to our winners! 
 

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MassDOT Unit D's Salary Chart is now available here. 



MOU - MassDOT Unit D Mileage Reimbursement July 2022
 

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Sept 27, 2022  

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Sept 8, 2022
Bargining Team Nominations
  
Negotiations for our new contract are expected to begin in the near future. As you may know, everyone who participates on our Bargaining Team is elected by our membership; either as an officer or by special election.
 
There will be a special election in the weeks ahead to become a member of the Bargaining Team. If you are interested, I invite you to run to be part of that team. For our Local, one member will be elected from the Highway Division and one will be elected from the Shared Services Division. 
 
The self-nomination form is now available through the link below. Nominations will be accepted until Thursday, September 22nd at 5PM EST. 
 
Please let me know if you have any questions.

Thank you,
Faren

MassDOT Unit D/Local 368 Nomination Form
 

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July 18, 2022

Hazard Duty Payment and 2% Increase

 

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May 2, 2022

GIC Update - St. Vincent's Hospital

The following notice was sent out to MA State Employees who qualify for GIC Healthcare plans on April 29th. 

• If you are not an HNE member, and do not intend to enroll with HNE during GIC's Annual Enrollment period for benefits effective July 1, 2022, you may disregard this message.
• Medicare participants may also disregard this message.
• For HNE members, or those who are considering enrolling in HNE for benefits effective July 1, 2022.
• If you live outside of the Worcester area, and/or have no plans to seek medical treatment at St. Vincent’s Hospital or with its affiliated providers, no action is required.
• If you selected HNE as your medical plan based on its inclusion of St. Vincent’s Hospital within HNE's network, you will have through May 4, 2022, to select a new GIC medical plan that includes that facility.
• Please note: It is possible that St. Vincent’s Hospital in Worcester may return to the HNE network, although there is no guarantee that this will occur, nor within any specific timeframe.
• HNE will continue to include other high-quality hospital providers in the Worcester area in their network such as UMass Memorial and Reliant Medical Group.
• If you wish to update your medical plan selection, for benefits effective July 1, 2022, as a result of this new information, you must make your change with the GIC during GIC's Annual Enrollment, which runs through May 4, 2022. For more information, please visit bit.ly/GICenrollment.

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January 6, 2022

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Oct 29, 2021

Executive Board Election Results

  

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NEWS - Sept 7, 2021

Contract Ratification Results!

With a staggering 98% of the ballots voting to Approve the Proposed Successor Agreement, you have voted to ratify your next contract! 

BUT, we know that you may have some questions. The highlights of the agreement are stated below, along with a FAQ!

The successor agreement MOU highlights are as follows:

• 2% - including retro, to first payroll period in July 2020
• .5% - retro to the first payroll period in July 2020, in exchange for settlement of our PFMLA case Because this settlement is a raise, as opposed to a one-time payment, it is far more valuable long-term. Please see FAQs on PFML settlement linked HERE
• 1.5% one-time COVID Recognition Payment upon signing the contract with a minimum payment of $1,000*
• 2% - first payroll period in July 2021 (calculated after the 2% and the .5% increases above have been applied) 
• 2% - first payroll period in July 2022 

*The 1.5% COVID Recognition Payment is calculated after the first three retroactive raises (.5% retro to July 2020 in exchange for PFMLA, 2% retro to July 2020 and 2% retro to July 2021). This is separate from the aforementioned raises, and is contingent upon you being an active employee on payroll at the time the contract was signed. 

Hazard Pay and Telework are being bargained separately. We are currently in negotiations with MassDOT and hope to reach an agreement this month. We expect the Hazard Pay agreement to coincide with the Executive Branch agreement. We will report back as soon as we have more information for you.  
 

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NEWS
Contract FAQ

Is the 1.5% signing bonus designated as Hazardous Duty Pay?
Answer: No, this is not Hazardous Duty Pay; this is a one-time bonus with a minimum of $1,000 simply for reaching a contract.

Are we getting Hazardous Duty Pay?     
Answer: NAGE is currently in negotiations for this; we will keep you informed as updates come.

I am retiring soon. Am I still eligible for retroactive pay?
Answer: Yes, if you were working during the retroactive term, you are eligible. You can read more in the Retirement Board Newsletter linked HERE.

What is the 0.5% PFML settlement?
Answer: Please see FAQs on PFML settlement linked HERE
August 2021 NAGE MOU MassDOT Unit D Agreement  

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Jun 11, 2021

MA Emergency Paid Sick Leave Bill

The 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 equivalent of 5 days of paid time off to full-time employees (capped at a total of $850.00) for certain COVID-related absences from work;
• notice requirements for employees seeking to use Massachusetts COVID-19 Emergency Paid Sick Leave (MEPSL); and 
• documentation requirements for employers seeking reimbursement of amounts paid under MEPSL. 

The full-text PDF of the memo can be found HERE. 
 

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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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November 9, 2020
Update to MassDOT Unit D/Local 368

From snow blowers to leaf blowers, from snowflakes to sunny skies; With teleworking, remote learning, social distancing, face covering…   Although 2020 has been a year of change, one thing that remains consistent:  our ability and willingness to persevere and rise to the occasion.  While this year has presented challenges in many ways, including fiscally, I am happy to report that we recently met with some of the senior leaders of MassDOT and at this time the agency doesn’t foresee a change in staffing levels, such as cuts and/or layoffs, this fiscal year or in FY22.   I’m also happy to report MassDOT has confirmed that the remaining portions surrounding the implementation of the classification study are underway!  This pay period we expect outstanding reclassifications with an effective date of July 10, 2016 to take effect and be reflected in the upcoming pay-advice (November 13, 2020).    For some of you whose new classification is lower than your current position/job classification, this change may not be reflected in HR/CMS and you will not see any change in your pay. For those of you whose position is higher, your new rate will be reflected in the November 13, 2020 pay advice.  Please note that any retro payments owed will not be reflected in this paycheck.     Next up in reclassifications, the final recommendations will be processed for positions with an effective date of February 16, 2020.  These changes will be reflected in the November 27th pay advice.  Once these classification changes become effective, the $700.00 increase to Unit B, Step 12 will be implemented.   Regarding the retroactive payments, they must be manually calculated and will take time.  Any retroactive payments will be calculated after all other changes have been completed.  As we receive information regarding the pay-out of these payments, we will provide an update that includes the pay-out schedule.  We expect the appeal process will begin shortly after the remaining portions of the study have been fully implemented.   Regarding equipment at the Districts, MassDOT addressed our concerns surrounding equipment:  Millions of dollars have been allotted to Districts. These funds will be used to purchase and/or replace equipment. Should you have concerns surrounding equipment, we encourage you to reach out to both your local officials and your immediate supervisor.   On October 23rd, the Local officials including Stewards and contacts participated in our annual Stewards training.  We are energized and further equipped to continue to fight the changes that violate our CBA, Executive Orders, the terms and conditions of your employment and for justice and what’s right, such as:   Hazard pay; Change to telework schedules; Conducive workspaces; Contracting Out; PFML, and; Implementation of Virtual Observer.   To list just a few.  We thank you for continuing to bring these matters to our attention and we ask that you continue to do so.   Save the Date: Saturday, December 5, 2020.  Our annual General Membership Meeting will be held on this date.  We are looking forward to this virtual experience and seeing all of you.  More information to follow.   If you haven’t already, join us on FB at @NAGE#368   As always, thank you for the work that you do. Please stay safe.

Faren Woolery President MassDOT Unit D

 
   

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June 4, 2020
Further Update on PFMLA

Following our last update on the status of our litigation with the Commonwealth (seen below) over implementation of the new Law, we received several inquiries about whether NAGE supports the Law.
 
The answer is an emphatic yes!  We supported it in the legislature and we continue to do so.
 
Our concerns surrounding the implementation of the Law are focused on two fairly narrow but important aspects of it.   The PFMLA needs to have a revenue stream to make it work. The question is, who will pay for it: the employer, the employee or a combination of the two?  

Our view is that in the case of the State, the employer should bear the entire cost.  Most major employers in Massachusetts provide, or at least contribute to, short and long term disability insurance for their employees.  Unlike other big employers, the State does not contribute a nickel for this purpose.  The second reason is that the Baker Administration essentially imposed a contract on State Unions in 2017, which left us lagging behind the rate of inflation.  For these reasons, we have sought to have the State pay the full freight rather than employees having to bear additional costs.
 
Aside from the question of who bears the cost, we also have a significant problem with the way the State is interpreting the Law.
 
The Law seems to be very clear that employees can use PFMLA in combination with accrued sick leave they may have, so long as the total doesn’t exceed 100% of their regular salary.   We think this provision is of great value to our members and we have no quarrel with 100% limitation. The problem, however, is that the State is taking the position that you have to choose between PFMLA or your sick leave and that your cannot use them in combination.     
 
If they prevail on this, the value of the program to our members will be significantly diluted.  We will be continuing to pursue this.
 
With these two exceptions, we support the PFMLA and believe it is a significant step forward for public and private sector employees in Massachusetts.
 

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May 29, 2020
MassDOT Update on PFMLA
​

In September of last year, MassDOT unilaterally began deducting a tax or fee of about one half of one percent from your paychecks. This amount was what MassDOT had decided was going to be “your share” of the payments needed to fund the new Paid Family and Medical Leave Act (PFMLA).    When this occurred, NAGE did not believe that MassDOT had the right to make this deduction without first coming to an agreement with NAGE or, at least, bargaining to impasse.  They did neither.   When MassDOT acted unilaterally, we immediately filed a charge at the Department of Labor Relations (DLR) alleging that they had committed a Prohibited Practice within the meaning of Section 10 of Chapter 150E of the General Laws ("Law").   The DLR conducted an investigation under its rules, and on May 29, 2020, found probable cause that MassDOT had violated the Law.  The DLR also issued a complaint specifying the particulars of the violation.       Unless MassDOT agrees to a settlement in the meantime, the next step will be a formal evidentiary hearing.  We believe that we have a strong case.  If NAGE prevails at the formal hearing, the traditional remedy includes three orders: An order to cease and desist, which, in this case, would mean that MassDOT would have to stop deducting the fee from employee paychecks; A “make whole” order, which would mean that MassDOT would have to reimburse employees for all the deductions that have been made since September of 2019, and; An order that requires the employer to sign and post prominently in workplaces a notice that includes an admission that MassDOT broke the law and a promise that MassDOT will stop. In the event that we prevail, we will be seeking all three components of the remedy.   This case is far from over, but with this finding of probable cause, we have taken a big step toward our goal of taking this financial burden off the shoulders of our members.   We will keep you  advised as the matter proceeds.   In solidarity,

John Mann President, Unit 1/MassDOT Unit A Leo Munroe President, Unit 3/MassDOT Unit C Faren Woolery President, MassDOT Unit D/Local 368

  

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NEWS
Mar 5, 2020
Unit D Classification UpdateNAGE Unit D Members,

We are writing today to update you on the Unit D Classification study.  Below you will find the most recent documents relating to the final recommendations for the study.  We have been working to compare this data against the documents obtained at the time of the agreement last summer.  As we work to identify and address any concerns with these documents, we ask that you take the time to review the documents yourself.  Feedback will be welcomed at the meetings detailed below. 

If the recommendation is for you to maintain your job title, and you are considering exercising your rights and file for an appeal, we encourage you to begin preparing for the appeal process.  To do this, we will need to identify the duties and responsibilities you were hired to perform in your current position. We will also need to identify the duties that you have been assigned to perform outside of your normal duties, that are of a higher title.   It may help for you to obtain a copy of your personnel file to collect the original job positing for which you applied, your EPRS’, Form 30’s and any other documents assigning you the duties that are in dispute.  Please maintain these documents for your appeal.

As we work to implement the study, we will begin holding meetings to answer any questions you may have regarding the results.  Please note that the appeal process has not begun. These efforts are being taken to assist you in the process once it does open up.

We are working to confirm meeting space in the following locations:

• Quincy, MA
• Northampton, MA
• Marlboro, MA
• Worcester, MA

The first meeting has been confirmed for Saturday, March 14, 2020 10am to 12pm at the NAGE Headquarters office located at 159 Burgin Parkway Quincy, MA.  Additional information will follow.

As we work to confirm additional locations, please continue to visit the website for updated information regarding the classification meetings.
In solidarity

In solidarity,
 


Faren Woolery
President, Local 368
fwoolery@nage.org 


Classification Appendix A

Classification Appendix F