Contract

Third Contract Final Agreement: July 1, 2019 – June 30, 2023

State and IBEW Local 30 2019-2023 Contract


Third Contract Reopener Ratified – June 25, 2021

Memorandum of Agreement – 6/11/21

2018-2023 Employee Relations Group & Salary Schedule Contract Reopener


Third Contract Ratified – 1/30/2020

We are pleased to announce that as of  January 30, 2020, the members of IBEW Local 30 ratified the Memorandum of Agreement with the Governor’s Office of Employee Relations. This agreement is a successor to our contract that expired June 30, 2019.   We wish to thank the members of the Negotiating Team for there tireless efforts in achieving the third contract for managers.


Second Contract Ratified – 8/15/2016

On August 15, 2016 IBEW Local 30 ratified its second contract with the State for the period July 1, 2015 – June 30, 2019.  To view the contract click on the link below:

IBEW Local 30 Final Agreement 2016

Click Here for Projected Salary Compensation Chart


First Contract Ratified – 7/1/2013

On July 1, 2013 IBEW Local 30 entered into a contract with the State of New Jersey for the period July 1, 2013 – June 30, 2015. To view this first-ever contract for State Government Managers click the link below:

IBEW Local 30 Final Agreement 2013


Weingarten Rights Protect State Managers

As a result of the certification of the managers union, International Brotherhood of Electrical Workers (IBEW) Local 30 managers have attained some important rights. This article is intended to advise managers regarding “Weingarten Rights” as they apply to any potential disciplinary meetings and actions initiated against them.  You should also know the State of New Jersey is supposed to notify IBEW Local 30 of any Notices of Disciplinary Action, however at this time, in part because we are a new union, not all state departments and agencies are aware of this. Recently, PSMA and IBEW have been involved in several very serious disciplinary cases and have provided support toward penalty mitigation and reduction on behalf of represented managers. Make sure you are aware of your rights and exercise them appropriately.

While many managers are familiar with the rights extended to a worker who faces disciplinary action, what is relatively unknown is the United States Supreme Court case that guaranteed these rights for unionized workers. In the case, NLRB v. J Weingarten, Inc. (1975), the National Labor Relations Board (NLRB) brought a suit against unionized grocery store operator J. Weingarten, Inc. for violations of Article 7 of the National Labor Relations Act. Under that article, a worker in a unionized shop has the right to union representation in the event the workers job may be in jeopardy. In this particular case, a union employee of the company was accused of theft and while the worker repeatedly asked for union representation during the questioning, her requests for a union representative were denied by management. The union, Retail Clerks Union Local 455, brought an unfair labor practice suit against the employer. While the original incident occurred in June of 1972, the US Supreme Court did not hear the case until 1975. In their 6 – 3 decision, the US Supreme Court determined that the worker’s rights were indeed violated, and established the following three rules for investigatory interviews in unionized shops which are known today as “Weingarten Rights.”

Rule 1 – The employee must make a clear request for Union representation before or during the interview. The employee can’t be punished for making this request.

Rule 2 – After the employee makes the request, the supervisor has 3 options. He or she must either:

1. Grant the request and delay the interview until the Union representative arrives and has a chance to consult privately with the employee: or

2. Deny the request and end the interview immediately; or

3. Give the employee a choice of either: 1) having the interview without representation, or 2) ending the interview

Rule 3 – If the supervisor denies the request and continues to ask questions, this is an unfair labor practice and the employee has a right to refuse to answer. The employee cannot be disciplined for such refusal but is required to sit there until the supervisor terminates the interview. Leaving before this happens may constitute punishable insubordination. (Source: http://www.umass.edu/usa/weingarten.htm)

The website that provided the three rules as listed above also has other helpful information in regards to other circumstances and aspects of Weingarten.

What does this mean to IBEW Managers?

In closing, all managers need to be familiar with Weingarten Rights. Based on recent experience, exercising those rights does indeed make a difference. Utilizing the resources of IBEW and PSMA, we have developed a team of competent colleagues to help you assert your rights and be there for you throughout the investigatory process, and beyond. Having someone there to support you and participate in the interview process helps ensure discussions are conducted in a fair and professional manner, often resulting in much more favorable outcomes for the managers. Results to date include significantly reduced financial penalties associated with initial unpaid suspensions, mitigation of retirement status concerns, and resolution of several other working condition issues. Since Weingarten represents a new opportunity for managers to be represented you are strongly encouraged to call and discuss your case with us before you participate in any interviews that could result in disciplinary actions.

PSMA and IBEW continue to work closely together to ensure fairness, equity and respect is restored and practiced for all managers. If you have questions or need representation, please contact IBEW Local 30 at [email protected].