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.
We started the morning with a bargaining session with the company in hopes of getting an agreement concerning time off for COVID-19 illness or care of family.We are waiting their response.As of 4 PM the company was not ready to respond.
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I was informed this afternoon that if employees are on a full week vacation or more they will be required to report back through medical. Employees can contact the medical department by phone to get cleared prior to the start of your shift or otherwise get direction from medical.( 563-459-2342) Your card will be shut off until you are cleared through medical. Arconic is a part of the National Critical Infastruture (Defense and Transportation) and our employees are considered essential workers. Therefore all employees must report to work as usual.I appreciate everyone's patience as this is an ever changing process and it is impossible to respond to every rumor and Facebook post.In Solidarity,Brad GrevePresident USW Local 105
As the devastation of COVID-19 continues, we continue to take direct hits. Recently, the Company has announced they are going to temporarily idle iron range, Hibbing Taconite for the next couple of months laying off about 650 people, leaving approximately 50 people to work fire watch. We will be closely monitoring the situation at Hibbing. We have been assured we will continue to receive pellets from other sources. This news comes a week after Cleveland-Cliffs announced they are idling Northshore Mining and U.S. Steel is going to idle Keetac.
We currently have about 310 displaced, laid off or terminated Brothers and Sisters. The Union was notified today that the Company will be recalling some back next week to Hot Strip and Iron Producing and letting some go from Finishing. Manning levels are being reviewed at Y&T since Contractors have been removed. At this time, the Company has not shared how many will be affected. Employees are still being canvassed to determine whether they will remain in the pool or be laid off. Voluntary lay-offs are still being offered.
It is still unclear how operations at Burns Harbor will be fully impacted. Due to reduced production levels, our incentive plans are suffering. We have filed grievances directly into the second step of the grievance procedure. We will keep you posted as it progresses. Members assigned to Housekeeping will receive Plant-Wide incentive and will turn their time sheets into their incumbent departments.
Please do not lose focus of your health and safety. The Union has requested face masks for all Members who wish to utilize them in the workplace. If you are interested please see your area Safety Representatives.
In Solidarity, Pete Trinidad Sr. USW Local 6787 President
Le 17 avril 2020 - La Section locale 1944 du Syndicat des Métallos a à cœur d’aider les membres à payer les frais de scolarité de leurs enfants complétant leur dernière année d’études secondaires par le biais de 7 bourses d’études. Chaque année, la Section locale 1944 offre 3 bourses de 750 $ et 4 bourses de 1 000 $ aux enfants de membres pour leur inscription à tout établissement postsecondaire.
Le 17 avril 2020 - La Section locale 1944 du Syndicat des Métallos a à cœur d’aider les membres à payer les frais de scolarité de leurs enfants complétant leur dernière année d’études secondaires par le biais de 7 bourses d’études. Chaque année, la Section locale 1944 offre 3 bourses de 750 $ et 4 bourses de 1 000 $ aux enfants de membres pour leur inscription à tout établissement postsecondaire.
*Conditions d’admissibilité*
*Conditions d’admissibilité*
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Les conditions d’admissibilité suivants doivent être respectés :
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Les conditions d’admissibilité suivantes doivent être respectées :
Le candidat doit être l’enfant d’un membre actif de la Section locale 1944 des Métallos. Le mot « enfant » comprend les enfants biologiques ou par naissance, les enfants par adoption et les enfants d’une autre relation équivalente.
Le candidat doit être l’enfant d’un membre actif de la Section locale 1944 des Métallos. Le mot « enfant » comprend les enfants biologiques ou par naissance, les enfants par adoption et les enfants d’une autre relation équivalente.
Le candidat doit terminer sa dernière année d’études secondaires en 2020.
Le candidat doit terminer sa dernière année d’études secondaires en 2020.
- Help form or JOIN A UNION - BARGAIN over wages, benefits and working conditions with your employer - TALK ABOUT THE UNION at work as you would talk about any other subject - DISTRIBUTE UNION LITERATURE in non-work areas, on non-work time (breaks) - WEAR UNION BUTTONS and insignia at work
IT IS ILLEGAL FOR YOUR EMPLOYER TO:
- THREATEN or coerce you in any way - RETALIATE against you in any way for union activities - CLOSE THE FACILITY or threaten, directly or indirectly, to close the facility simply because a union is organized - LAY OFF EMPLOYEES or threaten, directly or indirectly, to lay off employees simply because a union is organized - THREATEN, directly or indirectly, that you will lose wages, benefits, or working conditions by choosing a union - PROMISE increases in pay or benefits during a campaign if employees vote against the union - SPY on your union activities - ASK YOU about your union activities or attitudes.
It’s not surprising then that workers without a union are often subject to arbitrariness and unfairness on the job.
It’s not surprising then that workers without a union are often subject to arbitrariness and unfairness on the job.
Workers without a contract are considered “employees at will.” That means they can be fired at any time and without reason, the only exceptions are termination for discrimination, whistle-blowing or union organizing.
Workers without a contract are considered “employees at will.” That means they can be fired at any time and without reason, the only exceptions are termination for discrimination, whistle-blowing or union organizing.
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*IF YOU JOIN A UNION AND HAVE A CONTRACT:*
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*If you join a union and have a contract:*
- Discipline, up to and including discharge, is subject to a grievance procedure and binding arbitration, depending on the terms of your contract.
- Discipline, up to and including discharge, is subject to a grievance procedure and binding arbitration, depending on the terms of your contract.
- Neither labor nor management can make unilateral changes to a signed contract. If modifications are necessary during the life of a contract, both sides must agree.
- Neither labor nor management can make unilateral changes to a signed contract. If modifications are necessary during the life of a contract, both sides must agree.
- Hiring and promotion is covered by contract. Seniority and other factors can be written into the agreement.
- Discipline, up to and including discharge, is subject to a grievance procedure and binding arbitration, depending on the terms of your contract.
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- Discipline, up to and including discharge, is subject to a grievance procedure and binding arbitration, depending on the terms of your contract.
- Contract negotiations require both sides — labor and management — to listen, and reach reasonable compromises acceptable to both sides.
- Contract negotiations require both sides — labor and management — to listen, and reach reasonable compromises acceptable to both sides.
- Wages, benefits and working conditions are negotiated. If you are not satisfied, you can work for changes during contract negotiations.
- Wages, benefits and working conditions are negotiated. If you are not satisfied, you can work for changes during contract negotiations.
- Neither labor nor management can make unilateral changes to a signed contract. If modifications are necessary during the life of a contract, both sides must agree.
- Neither labor nor management can make unilateral changes to a signed contract. If modifications are necessary during the life of a contract, both sides must agree.
- Hiring and promotion is covered by contract. Seniority and other factors can be written into the agreement.
It’s not surprising then that workers without a union are often subject to arbitrariness and unfairness on the job.
It’s not surprising then that workers without a union are often subject to arbitrariness and unfairness on the job.
Workers without a contract are considered “employees at will.” That means they can be fired at any time and without reason, the only exceptions are termination for discrimination, whistle-blowing or union organizing.
Workers without a contract are considered “employees at will.” That means they can be fired at any time and without reason, the only exceptions are termination for discrimination, whistle-blowing or union organizing.
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IF YOU JOIN A UNION AND HAVE A CONTRACT:
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*IF YOU JOIN A UNION AND HAVE A CONTRACT:*
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IF YOUR WORKPLACE IS NON-UNION:
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*IF YOUR WORKPLACE IS NON-UNION:*
- Discipline, up to and including discharge, is subject to a grievance procedure and binding arbitration, depending on the terms of your contract.
- Discipline, up to and including discharge, is subject to a grievance procedure and binding arbitration, depending on the terms of your contract.
- Contract negotiations require both sides — labor and management — to listen, and reach reasonable compromises acceptable to both sides.
- Contract negotiations require both sides — labor and management — to listen, and reach reasonable compromises acceptable to both sides.
