Our OPEIU Local 8 Stewards and Rep met with NJP management last week on Monday, Sept. 14, and Friday, Sept. 18, to continue discussions regarding NJP’s budget situation and their anticipated staff reductions.
At this time, NJP has not determined which offices or units will be impacted or which specific positions may be subject to layoff, but they anticipate they will need to reduce staffing by 25 positions in early 2027 (this number includes a combination of both OPEIU-represented and unrepresented positions).
We know the uncertainty surrounding potential layoffs is stressful. The Union’s priority is to protect jobs wherever possible and, if layoffs cannot be avoided, to ensure affected employees receive meaningful financial support, benefits, and protections.
Union Severance Proposal
At our Sept. 18th meeting, OPEIU Local 8 proposed the following severance package:
• Severance Pay: Three (3) weeks of pay for each year of service with NJP, up to a maximum of twelve (12) weeks, in addition to any other separation-related pay. Employees with less than one year of service would receive three (3) weeks of severance pay.
• Voluntary Layoffs: Before implementing involuntary layoffs, NJP would seek volunteers. Employees approved for voluntary layoff would receive six (6) weeks of pay for each year of service, up to a maximum of twenty-four (24) weeks, in addition to any other separation-related pay. Employees with less than one year of service would receive six (6) weeks of severance pay. Employees would have thirty (30) days’ advance notice to volunteer.
• Recall Rights: Employees would retain their right of recall under Sections 13.6(A), (B), and (C) of the CBA.
• Health Coverage: At separation, employees would receive a payment equivalent to four (4) months of the employee-only portion of COBRA medical and dental premiums.
• Extended EAP Services: Laid-off employees would have access to personal/individual counseling services through Wellspring EAP for up to 120 days following separation.
• Unemployment & COBRA Resources: NJP would provide resource materials to assist employees with applying for unemployment benefits and navigating the COBRA application process.
• Layoff Letter: Employees would receive a letter confirming that their separation was the result of a budget-related layoff and was not related to their job performance.
• Accrued Leave: Employees would receive payout of accrued but unused vacation time in accordance with NJP policy, as well as unused personal holiday hours. Bonus longevity vacation would not be paid out.
• Unemployment Benefits: NJP would not contest unemployment benefit claims filed by laid-off employees. If an employee declines a recall offer to their office, NJP could provide factual information to the Employment Security Department, which would make an independent determination regarding eligibility.
• Exit Interviews: All laid-off employees would be offered a timely exit interview that would include the co-chairs of DEI’s Professional Development and Retention Committee.
This is the Union’s proposal and it has not yet been agreed to by NJP. We’ll continue bargaining with management over these issues and advocating for the strongest possible protections for our members. As additional information becomes available, we’ll share it with you.
Message sent to OPEIU Local 8 represented at Northwest Justice Project on Sept. 22, 2026