FREQUENTLY ASKED QUESTIONS FOR EMPLOYEES STATE EMPLOYEE LEAVE TIME AND STAFFING – COVID-19

  1. If I am diagnosed with COVID-19, what should I do?
    The employee should notify their human resources office as soon as possible and forward medical documentation confirming diagnosis within three business days to the Appointing Authority’s representative or office tasked with receiving sick or leave documentation. Diagnosed employees should stay home and follow medical direction regarding treatment and absence from work. In accordance with the Guidelines, employees can be absent from work for the time period specified in accordance with the provided documentation without using accumulated leave time.
  2. If I have been diagnosed with or exposed to COVID-19, when can I return to work?
    Employees who have been exposed to or diagnosed with the COVID-19 virus will not be permitted to enter the workplace until they are either medically cleared (regarding those with COVID-19) or until the expiration of the recommended 14- day period of quarantine from the point of last exposure (regarding those who were exposed).
  3. What if I am quarantined or otherwise unable to work due to exposure to COVID-19?
    If an employee is directed by a medical professional or government agency to self- isolate or quarantine due to suspicion of exposure to or diagnosis with COVID-19, and/or is undergoing a period of self-quarantine or isolation pursuant to public health assessment recommendations, then the employee will not be required to utilize accumulated leave time if they provide documentation verifying the same within three work days of the initial absence.
    If an employee does not provide such documentation, then the employee will be required to utilize their own accumulated leave time.
  4. What if I become ill during a work day and suspect I have symptoms consistent with COVID-19?
    All possible cases of COVID-19 will be taken seriously. If you become ill while at the workplace and suspect your symptoms are consistent with COVID-19, you should immediately contact your human resources office, who will ensure that you are separated from other employees and sent home, consistent with guidance from the Centers for Disease Control and Prevention (CDC) and the New Jersey Department of Health (DOH). That guidance is available at https://www.nj.gov/health/cd/documents/topics/NCOV/Guide%20for%20businesses_3-4-2020.pdf

  1. What happens if I am impacted by the COVID-19 virus through a school closing?
    Employees who are not under suspicion of having been exposed to the virus or diagnosed with the virus, but have to stay home with a child due to the closure of a preschool program, elementary or secondary school, or child care center related to COVID-19, will be required to provide documentation verifying the closing. An Appointing Authority may accommodate requests to work from home under certain circumstances. If a work home arrangement cannot be accommodated, the employee will not be required to use accumulated leave during the period of the COVID-19-related closure.
  2. If I need to stay home to care with a family member diagnosed with COVID- 19, what should I do?
    If the employee’s absence is caused by the employee’s need to care for an immediate family member who (i) has been diagnosed with COVID-19, (ii) was directed by a medical professional or government agency to self-isolate or quarantine due to possible exposure to or diagnosis with COVID-19, and/or (iii) is undergoing a period of self-quarantine or isolation pursuant to public health assessment recommendations, the employee shall submit documentation verifying the family member’s COVID-19-related illness, exposure, and/or quarantine period to the Appointing Authority’s representative or office tasked with receiving sick or leave documentation within three days of the employee’s initial absence. If no such documentation is received, the employee will need to use accumulated leave time.
  3. If I am subject to documentation requirements due to excessive absenteeism or abuse of sick leave, will I be penalized for further COVID-19 related absences?
    Employees who had previously been subjected to documentation requirements under their Appointing Authority’s standard operating procedures due to excessive absenteeism or abuse of sick leave shall not be disciplined for future absences that occur as a result of their being suspected of or diagnosed with the COVID-19 virus or having to be absent to care for a family member impacted by the virus.
  4. What type of documentation will I be required to submit?
    For cases where individuals are undergoing a period of isolation or quarantine, documentation from a local, state or federal governmental agency, a medical professional, office, or hospital or proof that the employee was recently in a location where the recommendation by a governmental agency is to self- quarantine will satisfy the requirement to provide documentation. Additional forms of documentation may be permitted by the State agency, commission, or Appointing Authority following consultation with the Chair of the Civil Service Commission.
  5. For cases where individuals are caring for an immediate family member sickened by or diagnosed with COVID-19, then the employee shall submit documentation verifying the family member’s COVID-19-related illness to the Appointing Authority’s Human Resources Office within three days of the employee’s initial absence.

CWA Addresses Coronavirus Outbreak | Communications Workers of America

CWA Addresses Coronavirus Outbreak
— Read on cwa-union.org/news/cwa-addresses-coronavirus-outbreak

CWA Addresses Coronavirus Outbreak | Communications Workers of America

As the novel coronavirus (COVID-19) continues to affect communities across the globe, CWA leaders are engaging with employers to ensure that they are providing CWA members with comprehensive safety and prevention measures in an environment that encourages open and free communication without fear of reprisal or negative impacts on pay or continued employment.

Click here for CDC flyer on the Coronavirus

CWA’s Health and Safety department has established a process for locals to report on what protections employers have put in place as well as for members to report any incidents of exposure or infection. If you have been exposed to COVID-19 or are experiencing symptoms consistent with infection, please contact your CWA Local or District immediately.

Local health and safety committees are also sharing information with members on protocols for avoiding infection at their workplaces.

These resources provide more information on how to protect yourself from coronavirus infection, what to do if you are sick, and how to address the risk of infection in your workplace:

The Centers for Disease Control and Prevention: Coronavirus Disease 2019
Occupational Safety and Health Administration COVID-19 Hazard Recognition
AFL-CIO Coronavirus Resources
eNewsletter Issue: 
Mar 5, 2020 – CWA Addresses Coronavirus Outbreak
— Read on cwa-union.org/news/cwa-addresses-coronavirus-outbreak

Discrimination and Harassment Survey

The CWA Local 1033 Education and Equity Committee mission is to educate and inspire members of all genders, religions, sexual orientations, ages, and those with disabilities, to give our members a voice, to know their rights and to put a stop to discrimination and harassment in the workplace and in society.

WE WANT TO HELP!

This survey is available to CWA Local 1033 members who are being discriminated or harassed at the workplace.

The survey answers will be sent to Regina M. Jackson, chair of the Education & Equity committee.

Members can also contact us.


ADDITIONAL LINKS:

Forms

U.S. Equal Opportunity Commission – Discrimination by Type

State of New Jersey – Division of Civil Rights – Employment Discrimination

New Jersey Civil Service Commission – Laws Prohibiting Employment Discrimination

CWA Local 1033 Grievance Information



CWA and the State of New Jersey Contract July 1, 2019 – June 30, 2023

Contract

July 1, 2019 – June 30, 2023 Contract

CWA Communications Workers of American and the State of New Jersey July 1, 2019 – June 30, 2023 Contract. Administrative/Clerical Unit, Professional Unit, Higher Level Supervisory Unit, Higher Level Supervisory Unit

Click here to view.


2020 COVID-19 No Layoff Agreement Documents

SUMMARY OF THE 2020 COVID STATE EMERGENCY MEMORANDUM OF AGREEMENT BETWEEN THE COMMUNICATIONS WORKERS OF AMERICA AND THE STATE OF NEW JERSEY
MEMORANDUM OF AGREEMENT BETWEEN THE STATE OF NEW JERSEY AND THE COMMUNICATIONS WORKERS OF AMERICA
SCHEDULE A
SCHEDULE B UPDATED

2019-2023 EXECUTIVE BRANCH STATE WORKER CONTRACT INFORMATION AND DOCUMENTS


Salary Schedule:

Salary Schedule for the following Bargaining Units: 

Administrative/Clerical Unit (A)

Professional Unit (P)

Primary Supervisory Unit (R)

Higher Level Supervisory Unit (S)

Click here to view the Salary Schedules


Unit Title Lists

Administrative and Clerical Services Unit Titles

Professional Unit Titles

Primary Level Supervisors Unit Titles

Higher Level Supervisors Unit Titles


YOUR CONTRACT:  Protection from Unfair Treatment

Our CWA contracts spell out grievance procedures that protect us from unfair firings, arbitrary treatment, and favoritism in the handling of promotions, layoffs, scheduling, work assignments, and other issues.

We are entitled to a hearing with representation from CWA if we are unfairly treated.

If the employer and grievant are unable to reach a resolution, our case can be decided by a neutral, third-party arbitrator. Arbitration provisions help guarantee due process and fair treatment — and it prevents employers from having the final say.

Our contract establishes rights, wages and benefits that cannot be changed by management without negotiating with us and our elected union representatives.

CWA members determine the bargaining priorities.

CWA contracts typically guarantee:

•Pay levels and increases.

•Benefits.

•Employment security with layoff protections.

•Fair treatment on the job.

•Due process during disciplinary actions.

•Retirement benefits.

•Paid time off for vacations and holidays.

•Medical coverage and sick pay.

•Protection against health and safety hazards.

•Training opportunities to help us develop skills for the future.


State of New Jersey 2020 Payroll Calendar

General Membership Meeting January 30, 2020

Join the CWA Local 1033 General Membership Meeting January 30, 2020 at the Patriots Theatre at the War Memorial in Trenton. Meeting starts at 4:30 PM. Dinner will be served.

Education & Equity Meeting 2/6/2020

Education & Equity Committee Meeting

February 6, 2020 – 5:00 PM

CWA Local 1033 321 W. State St., Trenton

N.J. needs blood donors as state faces ‘critical shortage’ – nj.com

N.J. needs blood donors as state faces ‘critical shortage’ – nj.com
— Read on www.nj.com/healthfit/2020/01/nj-needs-blood-donors-as-state-faces-critical-shortage.html

CWA 1033 Holiday Party Dec. 19th – Join Us!

The CWA Local 1033 Members & Retirees Holiday Party will be held on Thursday, December 19, 2019 at Cooper’s Riverview Restaurant from 4:30 – 9:30PM. Tickets are $5.00 for Local 1033 Members/Retirees and $35 for Guests. (Limit 1 guest per member)

Tickets available at the Local Monday through Friday from 8:30AM – 5:00PM starting Nov. 22

No tickets will be sold after 6pm Monday December 16th.

CWA Local 1033 General Membership Meeting Nov. 21st 4:30PM @ War Memorial Building

Come to the CWA Local 1033 General Membership Meeting Thursday Nov. 21, 2019 at the Trenton War Memorial Building.

Turkey dinner served at 4:30PM

Meeting at 5:00PM

As the holidays approach, the Social Activities/Civic Duties Committee is holding a Food Drive to help those less fortunate in our communities. You can help make this Food Drive a success by bringing a non-perishable food item with you to the meeting. All donations are greatly appreciated.