ATTENTION RAB MEMBERS: Please be advised that the 2022 RAB Local 94 Engineer Preparedness Manual is available.
Kindly call the RAB office during normal business hours and request a copy.
FOLLOW-UP NOTICE: The RAB has reached an agreement with Local 32BJ, SEIU, to extend the deadline for execution of Assents to December 15, 2022. Residential members of the RAB must execute an Assent on or before that date to preserve their right to keep the health fund contribution holiday they received earlier this year. If members do not execute their Assents on or before December 15, 2022, they will be back-billed for the health fund contributions, totaling approximately $3,700.00 per employee. Please do not hesitate to contact the RAB if you have any questions.
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Please remember that all assents, to the 2022 Apartment Building Agreement, must be signed and returned to the RAB before October 15, 2022. Employers who fail to return the assent in a timely manner may lose the benefit of the health fund contribution holiday, worth approximately $3,700, that Employers received for May and June, 2022. If you have any questions or concerns about your assent, please contact the RAB to discuss.
From: Howard Rothschild on behalf of 32BJ Benefit Funds – Employer Relations
To: Participating Employer (Resident Managers & Full-Time Superintendents Accounts Only)
Subject: Additional SRSP Contributions RAB ABA and RAB RM – Friendly Reminder
Dear Participating Employer,
I wanted to remind you of the benefits of the Additional Profit-Sharing Contribution available to all Resident Managers and Full-Time Superintendents. In case you are not aware, Employers may VOLUNTARILY ELECT to make an additional contribution to the Supplemental Retirement & Savings Plan (“Plan”) for Resident Managers and full-time Superintendents (“Additional Contribution”).
The benefits of the Additional Profit-Sharing Contribution for the members are:
Employers deciding to make an Additional Lump Sum Contribution must complete the attached form by November 1st, 2022, and the contribution is due before or on December 20th, 2022. The Lump Sum Contribution may not exceed $10,000 or be less than $2,500. The Employer Relations Department will create the invoice and enter the member and the amount provided by the employer. This invoice can then be paid by the employer through the Employer Self Service system (ESS).
Please complete the attached SRSP Additional Contribution Authorization Form and ensure the form is completely filled out to avoid delays in processing. Once the form is submitted, the obligation to contribute cannot be revoked or canceled, providing that the employee is actively employed.
If you have additional questions, contact the Realty Advisory Board on Labor Relations, Inc. (RAB) at 212-889-4100 (or) Employer Services at 212-388-3354.
Juneteenth is an elective holiday under the new RAB Apartment Building Agreement and is only available to those employees in residential buildings, electing to take the holiday.
Juneteenth is not a contract holiday under the RAB Commercial Building or Contractors Agreements, and is not currently available to commercial building employees.
The terms of the 2022 Apartment Building Agreement were ratified by the membership of Local 32BJ. RAB members are now free to implement the terms of the new agreement. The RAB will be sending Assent forms for the new agreement to its membership shortly. Assent forms should be reviewed, executed, and returned to the RAB promptly.
Please contact the RAB if you have any questions about the agreement or the Assent.
SEIU Local 32BJ and the RAB have agreed to extend recall rights from March 1, 2022, to June 1, 2022, for employees employed under the RAB Commercial Building Agreement and RAB Contractors Agreement. In exchange, Local 32BJ has continued the suspension of productivity limits under the RAB Contractors Agreement and has pushed the rebid and re-sectioning of Commercial Buildings until June 15, 2022.
All RAB members should be advised that all other agreements (including: permitting 12 hour shifts, suspension of better term or condition clauses, AB Time, notice of RIF) with Local 32BJ that were extended in the parties’ December 2021 MOA have expired. The RAB advises its members to return to previous contractual practices on these matters, and to contact the RAB if any member has questions.
Please note that New York City’s Vaccination Requirement for Employers goes into effect on December 27, 2021. All employees who work in-person or interact with the public within the City of New York must have received at least the first dose of an approved COVID-19 vaccine, or have properly requested an exemption, by December 27, 2021. The RAB’s updated MOA regarding the vaccine mandate and guidance about its implementation in the building service workplace can be found here.
Employers in New York State are required to provide training to employees to ensure they understand both the Airborne Infectious Disease Exposure Prevention Standard and the Airborne Infectious Disease Exposure Prevention Plan.
Local 32BJ Training Fund offers FREE online training.
Link: New York Hero Act Flier
On September 30, 2021, the RAB and 32BJ reached agreement on terms by which employers are permitted to require their Local 32BJ-represented employees to be vaccinated against COVID-19 as a condition of employment. The MOA sets forth a detailed procedure by which employers can collect information regarding employees’ vaccination status, and then give notice of intent to impose a vaccine requirement. After a policy mandating vaccination becomes effective, no sooner than two weeks from the requirement that employees’ provide their vaccination status, employees may be given four weeks to receive their first vaccination dose, and an additional four weeks to obtain the second dose of a two-part vaccination series.
If an employee does not otherwise qualify for an accommodation under existing law, and still chooses not to be vaccinated, they will be able to choose one of three options: 1., an unpaid leave of absence for four months to become vaccinated; 2., furlough, generally with a six month right of recall to an available position should the employee become vaccinated or the requirement is lifted; or 3., separation from employment on a basis deemed to be not for misconduct. Any employee not vaccinated, and who fails to choose an option, will be placed in option 3 by default.
A webinar, form policy, and other forms will be circulated soon to aid employers in the implementation of this MOA. Should you have any questions, please contact an RAB attorney for guidance.
The RAB is operating with minimal staffing in its office, with most staff members working remotely, in accordance with current federal, state, and local guidance regarding COVID-19. Telephone calls to the RAB will be answered, but reliability may be affected as circumstances may require. The most efficient way to contact the RAB is through email to one of the attorneys/law clerk/staff members at the addresses below.
Michael Rivituso, Esq. – MRivituso@rabolr.com
Harry Weinberg, Esq. – HWeinberg@rabolr.com
Robert Schwartz, Esq., Executive Vice President – RSchwartz@rabolr.com
Alychia Buchan, Esq. – ABuchan@rabolr.com
Ellie Sheinwald, Esq. – ESheinwald@rabolr.com
Hunter Cormier, (pending admission) – HCormier@rabolr.com
Nydia Estevez, Office Manager – NEstevez@rabolr.com
Nadine Bonhomme-Figaro, Administrative Assistant – NFigaro@rabolr.com
Barbara Barolli, Paralegal – BBarolli@rabolr.com
Lystra Layne, Accounts Receivable Specialist – LLayne@rabolr.com
We will update this page with the RAB’s operational status as conditions may warrant
We advise and represent our members in the administration of their collective bargaining agreements and in matters concerning personnel and human resources. We negotiate labor agreements and represent our members in grievances and arbitrations.