- updated Aug 3^rd to include SEBAC statement and Q&A

(links to agreement and Q&A below)

A new Telework Agreement has been reached and is effective immediately.  The key take-away in the new agreement is that you simply need to email your supervisor if you wish to revert to your pre-July 1 Telework schedule (some exceptions do exist due to operational need, but generally, those who do not work directly with the public can revert back to their pre-July 1 Telework schedule). This re-start period will last for 60 days (ends October 2).

Stipulated Agreement - Telework - Effective August 3rd, 2021

The new agreement comes in two parts: the first part runs for 60 calander days beginning August 3rd, 2021, and provides that employees who had teleworked during the pandemic telework period (beginning around March 2020 and ending July 1, 2021) will revert to the telework schedule worked prior to July 1.  The second part covers the period after the 60 days and ending on December 31, 2021 (basically October/November/December), and provides that eligible employees be allowed to telework 50% of their work hours per pay period.  Requests for telework schedules above 50% can be requested and granted, consistent with job duties and operational needs, subject to the discretion of the agency head, and with the input of the employee's supervisors or managers.  Additionally, if the employee or a member of the employee's household is COVID-fragile, provisions within the agreement allow eligible employees to request authorization to telework in excess of 50%.

We are recommending that members seeking to revert to their pre-July 1 telework schedule simply email their supervisor to indicate that they are returning to their pre-July 1 schedule.  If you, as an eligible employee, are instructed that you cannot revert to your pre-July 1 telework schedule, please inform us immediately.

If you are not permitted to revert to your pre-July 1 telework schedule please email us at telework@andr.org. 

Below is a link to a statement from SEBAC and a Q&A section regarding stipulated agreement.

https://www.ctstateemployees.org/news-interest/stipulated-agreement-reac...

- posted Aug 2^nd

Opinion on Masks & COVID-19 safety precautions - There should be a comprehensive approach to opening schools safely.

Check out the video here - https://fb.watch/6_tblkcL0q/

Fresh out of the classroom, with over 25 years of teaching experience, gives me a fresh perspective to lead Douglas County Federation. I am excited for staff and students to be back to school - in person.  We know that making connections with others makes the school experience better for everyone involved; especially students.

July 23, 2021

Please review this financial analysis, with data relevant to contract negotiations.

Reminder: general meeting Tuesday July 27 at 10am. Our financial consultant will discuss these findings, and the negotiation team will provide updates. Contact the LIUFF executive team if you didn't get the Zoom link by email.

Please click the links bwlow to view the following Letters of Agreement (LOA):

• 2021-2022 Full Reopening of Schools LOA
• 2021-2022 Detroit Virtual School Program LOA

Out in the streets making sure our students and families are aware of what’s going on! It’s time to get our students safely back in the building for learning! We miss our families and are excited about our next chapter!!    #AFT #PublicSchoolProud  #AFTSt.Louis #FreedomToThrive #SLPS  #SAFESTARTSLPS

July 19, 2021

After earning an upgrade from Moody’s from a “Stable” to “Positive” outlook, a designation that only 2% of all ratings receive, as well as an impressively flush financial report, LIU’s Senior Administration has put a collection of egregious proposals that cut salary, benefits, and job security for all. LIU is in a better financial position than it has been in for decades.

This is a selection of some of their most horrible proposals:

-7/27/21

Telework
The unions of SEBAC filed a suit in Superior Court contesting the Governor's failure to honor the Transitional Telework Agreement that we signed in mid-June 2021.  The Secretary of OPM sent the State into a confusing spiral when she blatantly and intentionally ignored the Transitional Telework Agreement and chose to release guidance on 6/30/21 which completely disregarded the Transitional Telework Agreement.  Our recourse was to file charges at the Labor Board as well as in Superior Court.  While this matter is before the court, the parties are proposing a resolution which would settle the suit.  We see ourselves close to a settlement of the lawsuit, however, we have not come to an agreement just yet.  Since we are engaged in active negotiations, we cannot divulge the discussions, but the revised agreement will in many ways mirror the original Transitional Agreement.  We will announce an update and next steps if/when we come to an agreement.

Contract Negotiations
Negotiations over our successor agreement continue at a somewhat rapid pace.  The parties have reached tentative agreement on several language issues.  Ours is a mature contract, with most issues having been explored and resolved through the years.  However, the parties have found common ground on some issues, with both parties recognizing the benefit of drafting mutually agreeable language.  However, differences remain on some key language issues requiring further negotiations.  Potentially we may require binding arbitration if agreement cannot be reached on those issues.  Formal negotiations over the financial package, including wages and increments, will likely commence in the coming weeks now that we have entered the new fiscal year.

Date of Pension/Healthcare Changes
The Comptroller's Office has released a memo which clarifies that the 2022 Pension COLA/Healthcare changes will apply to those who retire after July 1...meaning: if you retire June 30, 2022 (July 1 retirement date), you will avoid the changes to the Pension COLA and the Retiree Healthcare.  This memo is quite helpful in explaining the changes/impacts of 2022.  A&R will be holding discussions on this topic in the Fall, but this memo is worth reading if you are concerned about the impact of the 2022 changes.

Social Activities
A&R was forced to cancel most of our social activities in 2020 due to the pandemic.  However in 2021 our social committee has been pushing forward to bring these activities back...we started with the Yankees game in July and we have three more events scheduled for this year: the trip to Fenway for a Sox game on 9/8/21 and the trip to New York for the Christmas Spectacular on 11/6/21, as well as the New York City Do Your Own Thing on 12/4/21.  All bus pickups/dropoff locations are now at the A&R Office,  805 Brook St, Rocky Hill.

Our next scheduled event is the 2021 Drive Thru Pandemic Picnic!  This will be similar to last year's drive thru event.  The registration period is now open.  It will again be held in the parking lot at the A&R Office (805 Brook St, Rocky Hill).  We have two dates (9/3/21 and 9/10/21) with a maximum of 150 participants on each date.  We will again have games, food, prizes, music, etc.  This year, if you wish to stick around after you have driven through, please feel free to do so.  The cost is $15.  We will accept credit card payments as well as walk-in payments prior to the event.  For more details, view the flyer/form.

TopStepPayments
The State has determined they will not be paying TopStepPayments until we have a successor agreement in place.  Clearly, our intent in crafting the recently added language in our last contract was that the TSP become part of the annual salary, payable when the Annual Increment would normally be due.  As a result we have filed a grievance for those rare "July Anniversary" employees who did not receive their TSP and will press the grievance for the majority of those people at top step having a January anniversary should the need arise with the beginning 2022.

Hazard Pay: There is a pool of $10 million dedicated to Hazard Pay for State Employees.  This money does not yet have any definition or terms as to who qualifies for it, but the money has been earmarked.  How this pool will be distributed will be determined as the year progresses, but don't expect this to be a large sum of money for any individual.  While we are on the subject of Hazard Pay, keep in mind that COVID cases are on the rise again.  We will continue to monitor for clusters of outbreaks at an agency, but please continue to be vigilante with sanitizing and washing.  It should be noted that the cleaning regime put in place by DPH during the height of the pandemic has been lifted, so take the personal steps necessary to protect and safeguard yourself.