March 27, 2023
Action Required: GIC Annual Open Enrollment
 

The Group Insurance Commission (GIC) Open Enrollment period will begin on April 5, 2023, and end on May 3, 2023.

All plan changes must be submitted by May 3, 2023, with no exceptions.

Plan changes should be submitted through the GIC Employee Benefit Portal. Your portal is available 24/7 and includes several resources to aide you during this open enrollment period. Log into make benefit changes, view your current GIC benefits, and access the 2023-2024 Benefit Guide.
 

Log Into The Benefit Portal Here
 

Significant Changes for 2023-2024:
 

There are significant plan changes for the upcoming year and employees are encouraged to actively shop and evaluate health coverage options.

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• One of the significant changes to GIC’s offerings this year is due to the Tufts/Harvard merger including the elimination of one of GIC’s most popular plans (Tufts Navigator). Employees currently enrolled in the Tufts Navigator plan may select a new plan during annual enrollment, and if not, they will default into a comparable plan called Harvard Pilgrim Explorer.

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• Effective July 1, 2023, the new GIC prescription benefit provider will be CVS Caremark, replacing Express Scripts. If you are enrolled in medical coverage through the GIC, you will automatically receive prescription drug coverage through CVS Caremark. Employees who regularly utilize their prescription benefit are encouraged to contact CVS Caremark to determine if any steps should be taken to transfer active prescriptions.

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• Also, effective July 1, 2023, the new Flexible Spending Account administrator will be Total Administrative Service Corporation (TASC), replacing Benefit Strategies. Members who wish to enroll in an Flexible Spending Account plan option for the upcoming plan year (July 1, 2023 - June 30, 2024) should review the directions in the Benefit Guide provided by GIC.

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Benefit Guide:

The 2023-2024 Benefit Guide has been published on the GIC website and provides information on upcoming plan changes, including but not limited to: available health insurance plans, coverage service areas, plan rates, prescription benefits, and flexible spending accounts.

We strongly encourageemployees to carefully review this benefit guide to better understand the changes and make informed decisions about coverage. Employees are encouraged to take the necessary steps to ensure plans meet their and/or family’s medical needs. You can do this by researching coverage plan information and contacting your current healthcare providers.
 

View The Benefit Guide Here
 

For More Information, employees should visit the GIC webpage for more information, as well as the GIC YouTube channel to view the recorded GIC information sessions as an additional resource.

View the GIC information Session FAQ here.

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Feb 3, 2023
Training And Career Ladder Program FY2023

The schedule for the FY23 Training and Career Ladder program has been released. HRD will continually update members with with updated scheduled and offerings via email. Please find the full details here. 
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May 13, 2022

Updated Use or Lose Deadlines - Executive Branch

 

The following message from HRD details the updated Use or Lose deadlines for the Executive Branch. 

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To: Executive Department Employees
From: Jeff McCue, Chief Human Resources Officer
Date: May 11, 2022
Subject: Updates to Use or Lose Deadlines

 

I am sharing updated use or lose deadlines for vacation and personal time for managers and bargaining unit employees. These use or lose deadlines have been adjusted periodically throughout the pandemic to strike a fair balance for our employees who may have been unable to utilize time-off due to agency operational needs or travel restrictions.
 
These updated deadlines are detailed below:

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The deadlines have been shared with Executive Department leadership and Secretariat Human Resources officers and provide a gradual return to normal over the next few years.
 
Of particular note are use or lose deadlines for accruals during calendar years 2020 and 2021 which have deadlines most quickly approaching.  Please note: personal time does NOT roll over from year to year as a part of this plan. 

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  The use or lose deadlines for calendar years 2022 thru 2026 have been updated to allow for gradual return to normal in 2026. See specific dates in attached PDF. No action is necessary – employees will be notified of any at-risk balances in advance of each use or lose deadline.

 

Sincerely,
 
Jeff McCue
Assistant Secretary and Chief Human Resources Officer
The Commonwealth of Massachusetts
Human Resources Division 

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 May 2, 2022

GIC Update - St. Vincent's Hospital

 

The following notice was sent out to MA State Employees who qualify for GIC Healthcare plans on April 29th. 

GIC Members,
 
On April 28, it was brought to the Group Insurance Commission's (GIC) attention that St. Vincent's Hospital in Worcester, a hospital facility that is currently part of the Health New England (HNE) HMO medical plan network, has yet to agree with HNE on the terms of a new contract. St. Vincent's Hospital's current contract expires on May 31, 2022. At this point in time, this means that St. Vincent’s Hospital in Worcester will no longer be a part of the HNE medical plan network as of June 1, 2022.

 

What does this mean for you?

 

• If you are not an HNE member, and do not intend to enroll with HNE during GIC's Annual Enrollment period for benefits effective July 1, 2022, you may disregard this message.

• Medicare participants may also disregard this message.

• For HNE members, or those who are considering enrolling in HNE for benefits effective July 1, 2022.

• If you live outside of the Worcester area, and/or have no plans to seek medical treatment at St. Vincent’s Hospital or with its affiliated providers, no action is required.

• If you selected HNE as your medical plan based on its inclusion of St. Vincent’s Hospital within HNE's network, you will have through May 4, 2022, to select a new GIC medical plan that includes that facility.

• Please note: It is possible that St. Vincent’s Hospital in Worcester may return to the HNE network, although there is no guarantee that this will occur, nor within any specific timeframe.

• HNE will continue to include other high-quality hospital providers in the Worcester area in their network such as UMass Memorial and Reliant Medical Group.

• If you wish to update your medical plan selection, for benefits effective July 1, 2022, as a result of this new information, you must make your change with the GIC during GIC's Annual Enrollment, which runs through May 4, 2022. For more information, please visit bit.ly/GICenrollment.

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 Thank you,

Group Insurance Commission

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March 30, 2022
Executive Branch 2022 Training And Career Ladder Program - Update! 

Dear NAGE Member,
 
As you know, NAGE has negotiated the resources through the Training and Career Ladder program for our members. 

Please visit the Training and Career Ladder website for a full list of the programs and courses offered to NAGE members. 

If your selected courses take place during work hours, please communicate with your supervisor and ensure approval prior to registering for or attending courses. Agencies may approve or decline requests based on their operational needs.

 

For more information, click HERE.

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 Mar 16, 2022

Update: NAGE Succeeds In Increasing Mileage Reimbursement

 

We are happy to announce that the Administration has responded favorably to our request to increase mileage reimbursement for NAGE members! As requested, the reimbursement has increased to 58.5 cents per mile, from the previous level of 45 cents per mile, effective March 20, 2022. NAGE is the first union to receive this agreement in the Commonwealth on behalf of our members.

NAGE would like to thank Governor Baker for his swift response to our request, to decrease the burden on our members who use their personal vehicles for work purposes. You can find the Mileage Reimbursement MOU linked below. 

Mileage Reimbursement Increase MOU

 

NAGE has written to Secretary Heffernan, requesting that he authorize an increase to the mileage reimbursement for our members. NAGE is urging Secretary Heffernan to "exercise the powers granted to you by M.G.L. Chapter 30, Section 25 to authorize an increase in the mileage reimbursement rate to the Internal Revenue Service level of 58.5 cents per mile from the current level of 45 cents." 

The full letter can be found below. 

NAGE To Heffernan: Increase Mileage Reimbursement 

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Dec 30, 2021

Use or Lose Time Extension

 

The Commonwealth has extended the Use or Lose Vacation and Personal Time deadlines for 2020 and 2021 for members of Units 1, 3, and 6. The information below details the exact dates Use or Lose Time will expire. 

HRD: Use or Lose Time Extension

3.9.21 MOU - Vacation and Personal Time "Use or Lose" Extension for  Units 1, 3, and 6

 

Earlier this week, the Massachusetts State Legislature voted to extend the Emergency COVID 19 Sick Leave Program to April 1, 2022.  The program, which was created by the legislature earlier this summer, was set to expire on September 30th. 

In the wake of Governor Bakers vaccine mandate announcement, NAGE leadership advocated for the legislature to extend the program to ensure that members who needed the emergency time due to COVID would have access to it.  NAGE National President David Holway thanked the legislature for their quick action to ensure that our members can take the time they need and keep our workplaces as safe as possible. 

For more information on the COVID Emergency Paid Sick Leave Program please see the Commonwealth's page HERE.

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2021 Successor Agreement FAQ

Q: When will we see our raises reflected in our pay?
A: The Administration will now be filing a supplemental budget for funds to be appropriated by the legislature for the successor agreement. We anticipate that you will see the 1.5% COVID Recognition Payment, the 2% retro to 7/2021, the 2% retro to 7/2020, and the .5% PFMLA retro to 7/2020 reflected in your paycheck in late Fall.

Q: Is the 1.5% signing bonus designated as Hazardous Duty Pay?
A: No, this is not Hazardous Duty Pay; this is a one-time bonus with a minimum of $1,000 simply for reaching a contract.

Q: Are we getting Hazardous Duty Pay?     
A: NAGE has reached an Agreement on Pandemic-Related Hazard Pay; please see the MOU linked HERE.

Q: I am retiring soon. Am I still eligible for retroactive pay?
A: Yes, if you were working during the retroactive term, you are eligible. 
You can read more in the Retirement Board Newsletter linked HERE.

Q: What is the 0.5% PFML settlement?
A: Please see FAQs on PFML settlement linked HERE

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Sept 1, 2021

Congratulations to the newly re-elected Unit 1 Executive Board!

The Executive Board of Unit 1 is unopposed to begin a new term of office. Congratulations to all of the members of the Board, your hard work and dedication to your fellow members has been proven time and again.

We look forward to continuing the meaningful work that Unit 1 does for its members across the state!

President: John Mann
Executive Vice President: Paula Moura
Secretary/Treasurer: Donna Jackson
Vice President at Large: Pat Beaulieu
Vice President at Large: Shana Hicks
Vice President at Large: Lauren Langione
Vice President at Large: Susie McLean-Zady
Vice President at Large: Cheryl Pace-Webb

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Contract Update - Ratification Results

 

Dear NAGE Executive Branch Member,

First, we would like to thank all of our members who participated in the Contract Ratification. We received an outstanding turnout and are proud to have such high member involvement. 

Second, congratulations!

With a staggering 97.90% of the ballots voting to Approve the Proposed Successor Agreement, you have voted to ratify your next contract! This contract was hard-fought, and we would not have been able to attain the parameters we did without the leadership of the Bargaining Team or the advocacy our members put forth for themselves.

The successor agreement MOU highlights are as follows:

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• 2% - including retro, to first payroll period in July 2020

• .5% - retro to first payroll period in July 2020, in exchange for settlement of our PFMLA case Because this settlement is a raise, as opposed to a one-time payment, it is far more valuable long-term. Please see FAQs on PFML settlement linked HERE

• 1.5% one-time COVID Recognition Payment upon signing the contract with a minimum payment of $1,000*

• 2% - first payroll period in July 2021 (calculated after the 2% and the .5% increases above have been applied) 

• 2% - first payroll period in July 2022 

*The 1.5% COVID Recognition Payment is calculated after the first three retroactive raises (.5% retro to July 2020 in exchange for PFMLA, 2% retro to July 2020 and 2% retro to July 2021). This is separate from the aforementioned raises, and is contingent upon you being an active employee on payroll at the time the contract was signed.

The Administration will now be filing a supplemental budget for funds to be appropriated by the legislature for the successor agreement. We anticipate that you will see the 1.5% COVID Recognition Payment, the 2% retro to 7/2021, the 2% retro to 7/2020 and the .5% PFMLA retro to 7/2020 reflected in your paycheck in late Fall.

We will keep you updated as any new information becomes available. 

July 2021 NAGE MOU Executive Branch Successor Agreement 

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Executive Branch - Hazard Pay MOU 

 

We are pleased to announce that we have reached an agreement with the Commonwealth on Hazard Pay for members of Units 1, 3 and 6. You will find the full-text MOU below.

Thank you to the NAGE negotiations team, and our members who continuously advocated for themselves, for their work in getting this MOU. We are proud of the work our NAGE members have done during the pandemic, and continue to do every day.

The Hazard Pay MOU contains the following:

• Full-time employees directed to report to work in person during November 2, 2020 to May 29, 2021, who were not afforded the option of working remotely, shall receive a one time COVID-19 Hazardous Duty payment of $2,000. 

• Part-time or hybrid employees directed to report to work in person during November 2, 2020 to May 29, 2021 to provide direct care, public facing, public safety, cleaning and/or maintenance services shall receive a one time COVID-19 Hazardous Duty payment of $1,000. 

Please reach out to your Local President with any question regarding the Hazard Pay MOU. We will continue to keep you informed on our Telework negotiations, as the matter is being bargained separately. 

Hazard Pay MOU July 2021

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Jun 11, 2021

MA Emergency Paid Sick Leave Bill

 

The following memo was distributed to all Agency heads last week, regarding the Massachusetts Emergency Paid Sick Leave bill.

 

The bill was signed into law and provides, in-part:

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• the equivalent of 5 days of paid time off to full-time employees (capped at a total of $850.00) for certain COVID-related absences from work;

• notice requirements for employees seeking to use Massachusetts COVID-19 Emergency Paid Sick Leave (MEPSL); and 

• documentation requirements for employers seeking reimbursement of amounts paid under MEPSL. 

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The full-text PDF of the memo can be found HERE. 

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April 26, 2021

NAGE Members Deserve More Than Baker Is Offering

                                  
Dear NAGE Member,

Each year like clockwork, Governor Baker writes a letter to the state workforce thanking everyone for their dedicated service. This letter will look back over the sacrifices you have all made over the past year as public employees to keep the Commonwealth running efficiently during incredibly difficult times – perhaps a “thank you” has never been more in order or deserved. Governor Baker and his Budget Chief Mike Heffernan like to say, “thank you,” but they never like to show their appreciation in a real, tangible way. Stunningly, this year seems no different.

It has been nearly a year since our contracts expired, and the economic parameters that have been offered by Governor Baker are insulting. The Governor has formally set the following parameters: a 1.5% bonus in year one (July 1, 2020), followed by 2% raise in year two, and a 2% raise in year three. Whether working from home or continuing to show up in a public-facing role, you have been on the front lines of this pandemic, working to keep the Commonwealth running for more than a year. Time and again, NAGE members have answered the call to continue serving the public, sometimes at great risk to yourself and your family. Governor Bakers' offer is an insult to your service.

Governor Baker’s “nice guy” routine managed to captivate a majority of voters in the past. However, as the years have gone on, the polished veneer has begun to fade, and we can begin to see just how empty the fancy suit and central casting smile are. Governor Baker bills himself as a manager. It is becoming increasingly clear that he is an awful one. An administration that cannot make a decision without paying millions of dollars in fees to an outside consulting firm, only to consistently screw up one project after another - from the Registry of Motor Vehicles to the vaccine rollout. This is not the sign of an effective manager; it is the mark of an incompetent failure.

One year ago, the economic condition of the Commonwealth was admittedly tenuous. Today, growing economic evidence, supported by strong data, suggests that Massachusetts has weathered the fiscal storm and will emerge from the pandemic in a strong position to meet the challenges of tomorrow. To date, tax revenues are nearly $1.4 billion above the original benchmark. Additionally, the state is earmarked to receive $4.55 billion in federal aid alone from the American Rescue Plan. This is on top of more than $3 billion for Massachusetts cities and towns, also in the American Rescue Plan.

After leading us to believe a serious offer was forthcoming since late February, the parameters offered by the Governor are a joke.  You and your family deserve better. You deserve a boss who will have your back. I’m writing to tell you that Governor Baker does not have your back and he doesn’t care what you think about that. The recent PFML decision illustrates the Governors disregard for his workforce. Even in the face of his legal obligation to bargain, he chose to violate the law and was unanimously rebuked by his own appointees. As household income in Massachusetts rises, Governor Baker is leaving his workers behind. You deserve better, and I promise you that we will not sit silently by as the Governor offers more empty praise and continues to turn a blind eye to the needs of our members and their families.

I thank you for you service and truly appreciate everything that you have done, and continue to do every day, to make our Commonwealth strong and resilient. We will not rest until we get a contract that we can all be proud of, a contract that actually reflects the gratitude written in Governor Bakers' empty letters.

In Solidarity,

 

John Mann

President, MassDOT Unit A/Local 292