CWA LOCAL 1036

Local 1036 is holding several informational meetings about the Tentative Agreement, including explanation, Q&A, and discussion of voting procedures. 

Summary of the Tentative Agreement (PDF)

Download/View a Summary of the Tentative Agreement

The Summary of the TA describes the negotiated changes that will take effect if the TA is approved by membership. Please read this Summary carefully before voting. Bring your questions to worksite meetings this week and to the polling place on voting day in your building. 

Voting Information

Voting will be open Wednesday, April 25 through Monday, April 30. Trenton-area offices will have set voting days and times in the worksite. Field offices and members who request absentee ballots will be given specific instructions to cast their votes online. 

Full voting information and instructions will be posted on this website on Friday, April 20th, so check back for updates. 

Voting information will be discussed in worksite meetings on 4/19 through 4-24 (see below). 

Worksite Meeting Schedule

Below is the worksite meeting schedule to discuss contract ratification and the TA. 

DEP

Tuesday, April 24

401 E. State Street from 12pm to 4pm in Public Hearing Room, 1st floor

* Open to ALL DEP workers and Agriculture at Station Plaza

DOH

The GMM scheduled for Wednesday April 18 is being postponed. 

Buriington County membership will meet on Wednesday, April 25. The location is Burlington County Library on Woodlane Road in Westampton. 

This meeting will be offered in two shifts, 4:30pm to 5:30pm and 5:30pm to 6:30pm. The meeting will cover the tentative agreement reached with Burlington County and ratification process. Please attend. 

Dear CWA Members,

WE HAVE A TENTATIVE AGREEMENT FOR  A CONTRACT for State Workers (Executive Branch). We reached an agreement on a July 1, 2015 - June 30, 2019 contract with the Murphy Administration that addresses all retroactive increments, clothing allowance and two across the board increases of 2% and 2%.  We will meet with Shop Stewards and get you the details of the Agreement this week. We will be announcing voting details and dates soon through our shop stewards and worksite broadcasts. You will be able to see everything in writing before the ratification vote.   We achieved our goals.  The contract improves on the pattern set by other settlements and sets a foundation for our next contract.  We bargained to receive all of our increments retroactively and raises for workers at max.  There are no concessions in this tentative agreement.  We protected the Contract.

We also know we waited a long time to reach this agreement and we have new issues to bargain for the next one. We will begin bargaining the next contract a year in advance, and have bargaining dates for the next round already scheduled in May 2018. Your Bargaining Team unanimously supports this Agreement.  When we fight - we win!   In Solidarity, Your Bargaining Team Dennis Trainor, Vice President Hetty Rosenstein, NJ Director John Rose, President CWA Local 1031 Patrick Kavanagh, President CWA Local 1032 Gaye Palmer, President CWA Local 1033 Adam Liebtag, President CWA Local 1036 Ken McNamara, President CWA Local 1037 Shawn Ludwig, President, CWA Local 1038 Gladys Finnigan, Temporary Administrator, CWA Local 1039 Carolyn Wade, President, CWA Local 1040

For a PDF version of this announcement, click here. 

Spring 2018 Scholarships are now available for full union members. Local 1036 members are eligible to apply for ALL the scholarships opportunities below, regardless of your county of work or home. 

MASTER LIST of ALL Scholarships available

Applications:

• CWA 1036 Continuing Education Scholarship
• CWA 1036 High School Graduate Scholarship
• CWA 1036 Retirees Chapter Memorial Scholarship

Central Labor Council Scholarships

Since Local 1036 is a state-wide Local participating in all Central Labor Councils, members are eligible to apply to ALL of the CLC scholarships below: 

• Burlington CLC Scholarship
• Bergen CLC Scholarship
• Mercer CLC Scholarship
• Middlesex-Somerset CLC Scholarship
• Monmouth-Ocean Scholarship

Attend worksite meetings for your unit. Other unit meetings are scheduled separately, so check with your Steward or Staff Representative for details. 

http://cwa1036.org/index.php/calendar/month.calendar/2018/01/22/-

NEW POLICIES EFFECTIVE 2017

Critical Illness* - Pays benefits for Cancer, Stroke, Heart Attack, End Stage Renal failure and more,  $75 annual wellness per covered person and more. Spouse as well as dependent coverage is available. Guaranteed renewable for life. 

Accident Indemnity* - Plan covers any type of accident, 24 hours a day, on or off the job. Coverage includes hospital coverage, physical therapy, follow-up treatments, $60 annual wellness and more. Spouse as well as dependent coverage is available. Guaranteed renewable for life.

Hospital Indemnity* - Plan pays $1000 for initial hospitalization. Coverage includes outpatient surgery, major diagnostic, rehab, etc. Spouse as well as dependent coverage is available.   Guaranteed renewable for life.

Questions? Contact SANDRA FERNANDEZ  @ (201) 231-9371 or This email address is being protected from spambots. You need JavaScript enabled to view it.

AFLAC is NOT Health Insurance. AFLAC pays CASH directly to you and your family. All plans are compatible with major medical as well as other coverage you may have. All plans are 100% voluntary, supplemental, and portable.

Today, CWA 1036 filed a group grievance on behalf of all affected employees who were entitled to a progression increase (step payment) on January 1, 2017 but did not receive it.  

In the grievance, the Union asserts that all employees eligible to receive progression increases should receive the increases that were due under the applicable Contract, effective January 1st of each year. Further, the Union demands that progression increases of 4% be added to base salary to all employees eligible for progression increases as of January 1, 2017. Employees at “maximum 1” who are eligible for advancement to “maximum 2” should also receive that increase.

The basis for this grievance is a letter of agreement signed by the Union and Judiciary in May of 2015, in which the parties agreed that for purposes of progression increases upon expiration of the Contract, the language to be applied is Article 7 of the 2008-2012 Contract, the contract prior to this one. The side letter recognizes that the Judiciary and CWA bargained changes to progression during the 2012-2016 contract, but if there is a dispute over whether progression must be paid after the contract expires, the controlling language is the prior agreement which was in effect from 2008-2012. In other words, under this letter of agreement signed by both parties, CWA argues that progressions of 4% per year are due effective January 1st of each year under our expired contract and while we negotiate a new one.

By failing to pay progressions, the Judiciary has violated our Contract. Additionally, as we have raised previously, the Judiciary’s actions are contrary to over forty years of legal precedent and a unanimous Appellate Court ruling, holding that annual progression increases negotiated in a contract are paid to employees when a contract has expired and a new one is being negotiated. This Appellate Division decision is in effect at this time.

CWA 1036 is committed to fighting for the rights of our members at the bargaining table, in the courts, at the statehouse, and in the streets. We are not backing down from this fight, and we will continue to fight and negotiate for a fair contract for all our members.