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.
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.
April 21, 2021
ACCO CO ACO Seniority List (as of 1/1/2021)
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.
President Local 458
President Local 229
President Local 118
April 27, 2020
SUPREME JUDICIAL COURT
One Pemberton Square
Boston, Massachusetts 02108
Jennifer Donahue/Erika Gully-Santiago
FOR IMMEDIATE RELEASE
April 27, 2020
Supreme Judicial Court Issues Updated Order
Regarding State Court Operations During The Pandemic
BOSTON, MA – The Supreme Judicial Court today issued an updated order, which will be effective May 4, 2020, regarding the operation of Massachusetts State courts and courthouses during the ongoing COVID-19 pandemic.
Under the new order, until at least June 1, 2020, all courts of the Commonwealth will continue to be open to conduct court business, but courthouses will continue to be closed to the general public, except where entry is required to address emergency matters that cannot be addressed virtually (by telephone, videoconference, email, or comparable means, or through the electronic filing system).
Jury trials in both criminal and civil cases in state courts are postponed to a date no earlier than July 1, 2020. All bench trials, in both criminal and civil cases are postponed to a date no earlier than June 1, unless they may be conducted virtually by agreement of the parties and of the court. The new order also extends various deadlines.
Today’s SJC order also directs Trial Court departments to identify categories of non-emergency matters that they will attempt to address virtually, where it is practicable to do so, and to provide clear guidance to the public and members of the bar regarding what those categories will be by posting periodic notices to the judiciary’s COVID-19 webpage. The Supreme Judicial Court and Appeals Court will continue to conduct oral arguments virtually in non-emergency matters.
All court clerks', registers', and recorder's offices shall continue to conduct court business -- to accept the filing of pleadings and other documents in emergency and identified non-emergency matters, to schedule and facilitate hearings, to issue orders, to answer questions from attorneys, litigants, and the general public, and to conduct other necessary business of the respective court. All such business will be conducted virtually, except when the filing of pleadings and other documents in emergency matters cannot be accomplished virtually.
All orders, standing orders, guidelines, and notices issued by any court department or appellate court in response to the pandemic, as well as all amendments, modifications, and supplements are posted upon issuance on the judiciary's COVID-19 webpage, found here: https://www.mass.gov/guides/court-system-response-to-covid-19
April 14, 2020
NAGE Receives Response on Court Cleanings
“Employees have already been trained, but continue to be trained on this specific process as the CDC adds to their recommendations. Facilities have shared they have a multi-tiered approach for ensuring quality in the cleaning of a building. Each time a court is assigned to do a deep clean, a supervisor accompanies them. That supervisor then reports to a Regional that the cleaning has been accomplished who in turn reports it to Director Almeida. Depending on the schedule of the Regional, he may then chose to do a spot check of that courthouse.”
Also included with the response was the “Hazardous/Infectious Cleanup and Disinfecting” document.
We thank the Trial Court for its timely response.
We urge our members to be diligent and aware of the cleanliness of your building and if/when those standards do not meet the requirements contained herein, please let your Chief/Union know.
Thank you, stay safe.
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.
Public Safety Director
NAGE Member Action Center
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.
March 23, 2020
ANNOUNCING DENTAL BENEFIT CHANGE
Effective January 1, 2020
The Board of Trustees of NAGE/SEIU Local 5000 Trial Court of Massachusetts Health and Welfare Fund is pleased to announce an exciting change to the Dental Program. Effective January 1, 2020, Trial Court members will be enrolled in MetLife Dental Plan.
Change from Delta Dental PPO Plus Premier to MetLife PDP Plus Network
- 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.
A full information packet will be mailed, including new Met-Life Identification Cards and a Summary of Plan Benefits.
1-800-641-0700 Or email firstname.lastname@example.org
Trial Court and Union Reach Agreement on O/C Spray
Below you will also find the letter that President Medeiros sent to Director Morrow regarding the use of less-lethal weapons for Court Officers.
Please note this is an increase in salary, not a stipend resulting in an increase to your pensionable income for the rest of your career.
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
INFORMATION ON Local 458 - CONTRACTS, AGREEMENTS & SENIORITY LISTS
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.
Essex County Juvenile
|John "Spucky" Donohue
Central - Block 8
|Alexier "Alex" Collazo
Northampton Court Complex
|Jim "Rico" Ricoy, Jr.
|Joann (Jojo) Delouchrey