CWA LOCAL 1036

CWA members approved the new State Executive Branch Contract by a wide margin. 

This is a huge victory for CWA members who worked three long years to secure a better contract, enforce our prior contract language, and reach a fair agreement with the State. 

Contract implementation and payroll issues will be discussed in the coming weeks at work site meetings and membership updates. 

We thank every member who voted. We thank every Steward who helped inform members, worked at the polling locations, and brought new members into the Union. And we thank every member in advance for staying strong and staying motivated as we prepare for bargaining the next contract.  

Over 70% of members voted.

Below are complete results compiled from all Locals. 

Administrative-Clerical Unit

Professional Unit

Primary Level Supervisors Unit

Higher Level Supervisors Unit

(View/Download the Summary of the Tentative Agreement) [PDF]

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.