Contracts

8/16/2012

TENTATIVE AGREEMENT

BETWEEN

AFSCME AND THE STATE OF NEW JERSEY

JULY 1, 2011 - JUNE 30, 2015

While the State has proposed modifications to many articles in our contract with demands for give-backs, we were able to reach an agreement on all demands. Although many articles have been changed we believe that we have maintained the integrity of our contract. Listed below are the major changes to our contract.

YEAR INCREASE OTHER (IF APPLICABLE)

7/1/2011 0% (to base) CASH DIFFERENCE

7/1/2012 0% (to base) CASH DIFFERENCE

7/1/2013 1% (to base) CASH DIFFERENCE

7/1/2014 1.75% (to base) CASH DIFFERENCE

** CASH DIFFERENCE Employees earning less than $39,900 in base salary shall receive a cash difference equal to the difference of the amount of their across the board increase and the amount of the respective across the board increase calculated on a base salary of $39,900.

EXAMPLE: EMPLOYEE SALARY $25,000

7/1/13 1% of $39,900 = $399.00

7/1/13 1% of $25,000 = $250.00 (added to base)

7/1/13 cash difference = $149.00 (to be paid as cash)

· Normal increments shall be paid for the term of this contract.

· Employees who were not eligible for increments prior to 7/1/2011 will receive a cash bonus of $450 paid 7/31/2013 (not added to base salary).

· Base salary for the cash difference raised from $37,000 to $39,900 (as in example above)

· The clothing maintenance allowance (CMA) will be reduced to $550.

· The CMA of $550 will be paid for each year of this four year agreement. The retro-active payment for 2011 and 2012 CMA will be determined at a later date.

· There is a list of criteria and a salary cap that must be met in order to be eligible to receive the CMA.

· CRITERIA: CMA shall be paid to those whose jobs require them to come into contact with contaminants, chemicals, dyes, dirt, blood or other bodily fluids, parasites or other materials that ruin or soil clothing; or who are required to wear a uniform or specialized clothing.

· Employees earning more than $55,000 (base) will not receive a CMA unless they meet the CRITERIA above.

· AFSCME will meet with OER to review eligibility for the CMA in attempt to resolve any disputes. Disputes not resolved are eligible for arbitration.

· Overtime will be paid in the regular bi-weekly paychecks.

· Employees earning more than $55,000 (base) will not receive the shift differential.

· Official written reprimands will no longer be appealable to JUMP, but could be expunged from an employee’s record (upon written request) if after one year the employee has had no discipline.

· PES will revert to PAR (Performance Assessment Review) with a three-level rating scale: Exceptional, Commendable, Unsatisfactory

· New language to secure and strengthen Workers Compensation.

Contract Negotiations

The contract between the State of New Jersey and the American Federation of State, County and Municipal Employees, Council One expired on June 30, 2011. However, the contents of the current agreement remain in effect. This is not the first time our union has been in this situation. It is our intention to continue negotiating and advocating, for our members, with the State of New Jersey until an agreement is reached.

As things develop during the next few days and weeks, we will advise you. It is more important now than ever that we remain solidly united, as well as maintaining communications.

Memorandum of Agreement

Memorandum of Agreement between the State of New Jersey and the American Federation of State, County and Municipal Employees, Council 1, AFL-CIO ...
June 18, 2009

State Contract

This Contract made between the State of New Jersey (hereinafter referred to as the "State") and Council No. l, American Federation of State, County, and Municipal Employees ...

July 1, 2011 - June 30, 2015

July 1, 2007 - June 30, 2011

Child Care Workers' Contract

This contract is between the State of New Jersey and The Child Care Workers Union Covering Registered and Approved Family Child Care Providers

October 1, 2007 to June 30, 2010

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