Write the New Jersey Legislative Budget Committee now!
The extraordinary FY21 budget process is moving very fast. Instead of holding hearings, the Senate and Assembly budget committees are taking only written testimony.
Please speak up NOW to prevent and roll back layoffs and undo the “fiscal emergency” that is holding our raises hostage. Below is a sample letter you can edit and send to the budget committees with the stroke of a keyboard.
Add your title, sign with your name and town– add any specific details you wish.
Then e‑mail to: email@example.com.
The job you save could literally be your own.
Sample letter on NJ Budget.
One hundred members of URA have been laid off since June and the threat of more layoffs is still very real. Faculty and staff at the State Colleges and Universities have negotiated a no-layoff pledge in exchange for furlough days and delayed raises. So have the workers at the State executive departments (DOT, Treasury, etc).
Join me and ask your state legislators to stop the layoffs.
Through the month of September, as the NJ Legislature debates the State budget, we will ask our legislators to bring Rutgers to the table to save jobs… and money.
If we lose our jobs, most of us will need rental, heating and even food assistance—from the State. We will have no health insurance— and the cost will fall on the State budget.
Rutgers leadership have been lying to legislators by saying that they were negotiating with us on furloughs. They agreed to meet with the URA once for 45 minutes, ignored our proposal and offered no counter proposal.
By protecting our jobs with a no-layoff agreement, we will also prevent Rutgers from dumping its financial issues onto the State’s balance sheet. It’s simple to contact your State Senator and Assembly persons, and it’s urgent we take action before the budget is passed on September 30.
URA-AFT, Local #1766
- You do not need to reapply for a telecommuting arrangement that was already approved and on file. Continue to work according to that plan.
- If you are told to return to in-person work ask your supervisor: “what is the operational need?”
- If there is no critical operational need for in-person work, contact us immediately. Your supervisor does not have total discretion to force you to return if your work truly can be performed remotely.
- If there is a critical need for in-person work, make sure the safety measures are appropriate. If not, you should object to working under unsafe conditions.
- If you have a medical or family reason for not working in-person, request a flexible work hours arrangement that includes telecommuting or a leave request.
As classes begin and some students return to campus, we have heard from members that some departments are asking them to return to work. Our agreement with Vivian Fernandez, and her subsequent email on August 13th clearly states that the telecommuting rule relaxation policy has been extended through December 31th, 2020 and is automatically updated unless there is a change to your work schedule along with continued encouragement for department heads to be flexible in telecommuting arrangements, which include flexibility in work hours.
If you are requested to return to work in person and there is no operational need to do so, please contact us to help. This is particularly impactful as parents of school age students will require greater flexibility as K‑12 schools reopen.