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.
Essentia Health is currently putting more workers on the COVID-19 Special Administrative Leave (SAL) from the Green Book and the Regional Clinics. The majority of those in this wave are in direct patient care positions. Here is a summary of the agreement governing these leaves.
Whether you volunteer, or are assigned, to the SAL, this is a temporary leave of absence for the period of April 1 – May 31, 2020. While on leave you retain your seniority. Your benefits remain intact (Health, Dental, Basic Life, Voluntary Life, Long-Term, and Short-Term Disability insurances). But note that you’re still responsible for your share of the health insurance premium, so you’ll need to reach out to HR to make arrangements for paying that.
If you’re out on leave, you can be called back to work prior to May 31. In which case you’re expected to be able to return within 24 hours. Let the company know though if there is something in your life that would make it difficult for you to return in 24 hours. If a department has more than one person out on leave, and they start calling people back – they have to do so by seniority for the needed job classification. A senior employee may decline the recall provided there is a less senior employee available with the appropriate skill and competency to fill the recall need. The employee who is finally selected for recall has to go back. An employee recalled before May 31 won’t put on leave again within the period of April 1 – May 31 without mutual agreement.
Workers may be needed to temporarily perform traditionally non-bargaining unit work. The Employer agrees this would end not later than forty-five days after the current Pandemic emergency subsides.
On May 31, Essentia will have three options:
-extend the SALs with mutual agreement from the union;
-take everyone off of the SAL and bring them back to work;
-take everyone off of the SAL and follow the low need/layoff/recall provisions stated in each of our above mentioned contracts if they determine that they need to start implementing actual layoffs.
Today I met with the Company regarding the current state of our industry and how Burns Harbor fits into it. One of the main topics was the need to reduce the workforce to parallel production needs. The Union and Company are discussing the need for a Layoff Minimization Plan, although we have not agreed to one yet. We have made it clear to the Company that we are committed to adhering to the LMP language outlined in Article 8 of our Basic Labor Agreement. We have requested the necessary information we will need from the Company to move forward in this very important process.
Every downturn is unique in its own. This one is no exception. While we are not able to predict the future, our Bargaining Committee had the foresight and experience to include Layoff Minimization Plan language in our BLA which will protect us in dire situations such as this. One thing is constant, this fluid situation is changing daily. We will continue to share pertinent information once it becomes available. Thank you for your patience and solidarity during this time.
In Solidarity, Pete Trinidad Sr. USW Local 6787 President
*FOR EMPLOYEES EXCLUSIVELY WORKING FROM HOME* --------------------------------
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FOR EMPLOYEES EXCLUSIVELY WORKING FROM HOME ----------------------------------
You should use your already existing, union-negotiated sick time:
You should use your already existing, union-negotiated sick time:
Employees are credited with their entire annual allotment/ /of sick leave days at the beginning of the pay period in which each employee’s anniversary date of hire falls. For purposes of annual sick leave days, in cases where an employee’s anniversary date of hire has been adjusted, the “leave accrual service date” will be used.
Employees are credited with their entire annual allotment/ /of sick leave days at the beginning of the pay period in which each employee’s anniversary date of hire falls. For purposes of annual sick leave days, in cases where an employee’s anniversary date of hire has been adjusted, the “leave accrual service date” will be used.
If you've already exhausted your sick leave benefits, you may be eligible to take a medical leave of absence. You can find out more about this in our local's collective bargaining agreement in article XIII on page 65. [1]
If you've already exhausted your sick leave benefits, you may be eligible to take a medical leave of absence. You can find out more about this in our local's collective bargaining agreement in article XIII on page 65. [1]
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*FOR EMPLOYEES WORKING IN FACILITIES* ----------------------------------------
*FOR EMPLOYEES EXCLUSIVELY WORKING FROM HOME* --------------------------------
You should use your already existing, union-negotiated sick time:
You should use your already existing, union-negotiated sick time:
Employees are credited with their entire annual allotment/ /of sick leave days at the beginning of the pay period in which each employee’s anniversary date of hire falls. For purposes of annual sick leave days, in cases where an employee’s anniversary date of hire has been adjusted, the “leave accrual service date” will be used.
Employees are credited with their entire annual allotment/ /of sick leave days at the beginning of the pay period in which each employee’s anniversary date of hire falls. For purposes of annual sick leave days, in cases where an employee’s anniversary date of hire has been adjusted, the “leave accrual service date” will be used.
If you've already exhausted your sick leave benefits, you may be eligible to take a medical leave of absence. You can find out more about this in our local's collective bargaining agreement in article XIII on page 65. [1]
If you've already exhausted your sick leave benefits, you may be eligible to take a medical leave of absence. You can find out more about this in our local's collective bargaining agreement in article XIII on page 65. [1]
/Please note: these benefits are identical for all members of the Alliance of Health Care Unions. /
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*For employees exclusively working from home*
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*FOR EMPLOYEES EXCLUSIVELY WORKING FROM HOME* --------------------------------
You should use your already existing, union-negotiated sick time:
You should use your already existing, union-negotiated sick time:
Employees are credited with their entire annual allotment/ /of sick leave days at the beginning of the pay period in which each employee’s anniversary date of hire falls. For purposes of annual sick leave days, in cases where an employee’s anniversary date of hire has been adjusted, the “leave accrual service date” will be used.
Employees are credited with their entire annual allotment/ /of sick leave days at the beginning of the pay period in which each employee’s anniversary date of hire falls. For purposes of annual sick leave days, in cases where an employee’s anniversary date of hire has been adjusted, the “leave accrual service date” will be used.
If you've already exhausted your sick leave benefits, you may be eligible to take a medical leave of absence. You can find out more about this in our local's collective bargaining agreement in article XIII on page 65. [1]
If you've already exhausted your sick leave benefits, you may be eligible to take a medical leave of absence. You can find out more about this in our local's collective bargaining agreement in article XIII on page 65. [1]
St. Luke's has agreed to expand what they are offering workers who have to be quarantined. This applies to all of our members, both at St. Luke's Hospital and the Chequamegon Clinic. The details are outlined below in two catagories, one for workers covered by Sick Leave, and one for workers covered by PTO.
A. Staff who have Sick time and are quarantined by St. Luke's Occupational Health due to COVID:
1) Staff are required to exhaust sick balances. 2) Once the sick bank is exhausted, SL will keep the employee whole for otherwise unpaid hours related to the COVID absence. 3) Employees who exhaust their sick time will auto convert to the PTO plan. Alternatively, employees who are not sick may choose to be unpaid for the time in quarantine to preserve their sick hours so long as the employee notifies HR of their desire prior to sick time being paid.
B. Staff who have PTO and are quarantined by St. Luke's Occupational Health due to COVID:
1) 7 calendar days will be covered at 100% without using PTO 2) After 7 days, a self-administered STD benefit will provide 60% of lost time 3) If the employee contributes 40% of their PTO during, St. Luke’s will keep them whole if they exhaust their PTO balance and have unpaid hours during this 7 day period.
Employees ill or quarantined related to entirely personal reasons (i.e., personal travel to an event with individuals known to be COVID-19 positive) would be excluded from these benefit enhancements.
- Part-time and on-call employees receive 60 hours frontloaded and accrue the rest based on an average of straight time hours paid in the preceding two (2) pay periods.
- Part-time and on-call employees receive 60 hours frontloaded and accrue the rest based on an average of straight time hours paid in the preceding two (2) pay periods.
Employees are credited with their entire annual allotment/ /of sick leave days at the beginning of the pay period in which each employee’s anniversary date of hire falls. For purposes of annual sick leave days, in cases where an employee’s anniversary date of hire has been adjusted, the “leave accrual service date” will be used.
Employees are credited with their entire annual allotment/ /of sick leave days at the beginning of the pay period in which each employee’s anniversary date of hire falls. For purposes of annual sick leave days, in cases where an employee’s anniversary date of hire has been adjusted, the “leave accrual service date” will be used.
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If you've already exhausted your sick leave benefits, you are eligible to take a leave of absence. You can find out more about this in our local's collective bargaining agreement in article XIII.
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If you've already exhausted your sick leave benefits, you may be eligible to take a medical leave of absence. You can find out more about this in our local's collective bargaining agreement in article XIII.
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For more details on your benefits and other contract provisions, click here.
*FOR EMPLOYEES WORKING IN FACILITIES* ----------------------------------------
*FOR EMPLOYEES WORKING IN FACILITIES* ----------------------------------------
