We are the United Steelworkers, North America’s largest industrial union. We’re 1.2 million members and retirees strong in the United States, Canada and the Caribbean. We proudly represent men and women who work in nearly every industry there is.
I'd like to update everybody on things that are going on surrounding the COVID-19 virus. I realize we haven't communicated to our members much as there is not a lot to communicate. We have been in continual communication with Titan management and our USW District 7 Representative on this subject. First off, please follow plant management policy on COVID-19, which is designed from the CDC protocol. There is an abundance of information from the Company on the front bulletin board under glass to the left of the front cafeteria entrance doors. Please take a few minutes to read this information. Members have asked why we are deemed necessary business. The answer to that is the food and agriculture industry is critical to public health and safety. On Thursday, March 27, a conference call was held with our Local GNC, the Local Union Staff Rep, Plant Manager Steve Strauss, HR Manager Sylvia Oppold and Director of Compliance on Titan's COVID-19 team Mary Domitio. Your Local GNC has proposed a Memorandum of Agreement that is trying to protect key issues around COVID-19. Examples are means of income, insurance, premiums and coverages when not at work, and absenteeism so you don't get terminated. We will update when we have information that is true and validated. What we don't want to do is give false and misleading information to our members. Please follow guidelines of COVID-19 so we all stay safe and healthy.
This link provides some great resources regarding COVID-19 from our National Office, including the ability to sign up for COVID updates and information on benefits.
Yesterday afternoon the union had a meeting with the manager of St. Lukes Employee Labor Relations, John Moores to discuss the current and possible effects of the COVID-19 pandemic faced by our members. SLH insists it has no plans for targeted layoffs at this time. A number of workers have been sent home, mostly on voluntary low need (ATO), but some of our members have been mandatorily sent home (MTO). There has been no change to the FTEs or eligibility of benefits for those who are currently being assigned ATO or MTO.
Per St. Luke’s; anyone who is seeing a reduction in their normal work hours is strongly encouraged to file for unemployment. Even if your hours have only been partially reduced, you may still qualify for partial unemployment benefits. St. Luke’s insists it will abide by our contract language when it comes to issuing low need to our members. If you feel that this has not been the case in your department, please let us know as soon as possible.
The company is looking to offer multiple opportunities for cross training in the weeks ahead to maximize the options our members will have. Furthermore, it was also confirmed by St. Luke’s that they will follow the contract language (Section 27.3) that if any of our members who voluntarily accept or are assigned an alternative work assignment will be paid at their regular rate of pay.
Regarding day care challenges, SLH will provide a verification letter to any member who is requesting to use the emergency child care that the schools in Minnesota are providing to the children of essential workers. Also, we were told that in response to this growing need, St. Luke’s is launching a Child Care Match program, a resource for employees to share and respond to child care needs of fellow staff members. The Child Care Match program is exclusive for St. Luke’s employees and their dependent children, not for friends, neighbors, or other relatives.
Another concern the union brought forth was the possible auto conversion of vacation/sick leave to PTO if a member’s sick bank depleted due to this crisis. We proposed allowing members to be able to retain a minimal set amount wit in their bank that would prevent any auto conversion. The company agreed to look into this and the Local will keep you posted on what develops.
We also asked how the situation will be addressed by the company if any of our members acquire the COVID-19 virus while working. We were told that SLH will treat this scenario as a worker’s compensation claim. The union is encouraging our members to contact The St. Luke’s Occupational Health department if you:
1. have a temperature at or above 100.4F (38C), or
2. have cough, sore throat, or shortness of breath, or
3. have had direct contact with anyone in the past 14 days who has been diagnosed with COVID-19 ...
Below is some information that St. Luke's sent to the union about their Child Care Match program. We also urge members to check our earlier post about emergency child care options available in Wisconsin and Minnesota through YMCA and the school districts.
St. Luke’s recognizes the hard times many of you are facing during the COVID-19 pandemic. Struggling to find child care for your children is a concern we have heard from many of you. We want to remind you that many schools in the area are providing care for school-aged children of healthcare workers, but understand you may have very young children or you may want your children to practice social distancing to a greater degree than what is available in school care or other programs.
In response to this growing need, St. Luke’s is launching a Child Care Match program, a resource for employees to share and respond to child care needs of fellow staff members. The Child Care Match program is exclusive for St. Luke’s employees and their dependent children, not for friends, neighbors, or other relatives.
If you or your children (babysitting age or older) are interested in babysitting/providing child care, please complete the Child Care Volunteer Form. If you are in need of someone to watch your dependent child or children, please complete the Child Care Needs Request Form.
Human Resources will publish a list of employees who have childcare needs as well as those willing to watch children on a daily basis on the “Questions Related to COVID-19” portion of the HR intranet page for your reference. People who are interested in this program should check the spreadsheet regularly by using the following links: List of Care Providers or List of Care Seekers.
If you find a match, you should contact the person yourself and coordinate your own arrangements with your match. You are the best person to determine the best child care match for your family and finding that match quickly is important. Therefore, St. Luke’s will not be involved in any way of selecting or coordinating child care providers.
If you find a match or no longer want to participate in the program, contact Vanessa Weller at [email protected] or 249-3029 to have your name removed from the list.
COVID-19 A Guide for USW Local Unions Still at Work
(This factsheet is not for health care locals.)
Many state and local authorities have asked or ordered non-essential businesses and institutions to close. Many have asked or ordered people to stay home except for critical errands, like getting food or medicine. As the pandemic continues, we can expect many more areas to be included. These measures are essential to slowing and eventually stopping the spread of the virus.
But what if your facility or job is considered essential? What if your employer is ignoring the request or order? This factsheet outlines steps a local union can take to keep its members as safe as possible.
First, determine whether your employer is right to stay open. Plants manufacturing critical items, like cleaning chemicals, drugs, medical supplies, and the materials or parts that go into them, clearly are essential. So are facilities that supply food or energy. Many public service jobs are essential. And even if a facility temporarily closes, some workers may have to stay on the job for essential maintenance and security. Note, however, that making a profit is not an essential function. If you have questions about whether your workplace is essential, discuss them with your staff representative, who can also consult with USW headquarters staff.
Understandably, some of our members may resist workplace closings. But if we don’t stop the virus now, we will have to take far more drastic measures in a few weeks. The USW is working hard through legislation and negotiation to protect our members’ pay and benefits, as well as their health.
For those who stay at work, the local union should attempt to negotiate a reasonable safety policy. By now everyone has heard the messages about symptom checking, hand washing, social distancing and protecting the most vulnerable. Those measures are important on and off the job. Below are a few simple things that will help keep people as safe as possible. Unfortunately, OSHA has no standards that apply (except for the correct use of respirators), and the agency has refused to use its general duty clause for coronavirus. These safeguards will have to be negotiated.
• High-risk people should not be at work; they are much more likely to contract a severe case. These include persons over 65; those who have certain medical conditions, including heart disease, lung disease, or diabetes; those who are being treated for cancer with chemotherapy or radiation; and those who have a compromised immune system. Workers who live with someone in those categories should also stay home. The employer may not be able to force...
COVID-19 A Guide for USW Local Unions Still at Work
(This factsheet is not for health care locals.)
Many state and local authorities have asked or ordered non-essential businesses and institutions to close. Many have asked or ordered people to stay home except for critical errands, like getting food or medicine. As the pandemic continues, we can expect many more areas to be included. These measures are essential to slowing and eventually stopping the spread of the virus.
But what if your facility or job is considered essential? What if your employer is ignoring the request or order? This factsheet outlines steps a local union can take to keep its members as safe as possible. First, determine whether your employer is right to stay open. Plants manufacturing critical items, like cleaning chemicals, drugs, medical supplies, and the materials or parts that go into them, clearly are essential. So are facilities that supply food or energy. Many public service jobs are essential. And even if a facility temporarily closes, some workers may have to stay on the job for essential maintenance and security. Note, however, that making a profit is not an essential function. If you have questions about whether your workplace is essential, discuss them with your staff representative, who can also consult with USW headquarters staff.
Understandably, some of our members may resist workplace closings. But if we don’t stop the virus now, we will have to take far more drastic measures in a few weeks. The USW is working hard through legislation and negotiation to protect our members’ pay and benefits, as well as their health. For those who stay at work, the local union should attempt to negotiate a reasonable safety policy. By now everyone has heard the messages about symptom checking, hand washing, social distancing and protecting the most vulnerable. Those measures are important on and off the job. Below are a few simple things that will help keep people as safe as possible. Unfortunately, OSHA has no standards that apply (except for the correct use of respirators), and the agency has refused to use its general duty clause for coronavirus. These safeguards will have to be negotiated.
• High-risk people should not be at work; they are much more likely to contract a severe case. These include persons over 65; those who have certain medical conditions, including heart disease, lung disease, or diabetes; those who are being treated for cancer with chemotherapy or radiation; and those who have a compromised immune system. Workers who live with someone in those categories should also stay home. The employer may not be able to force...
