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.  

Check it out here...

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...

Members and Retirees of Local 5328

Good evening all. 

 Some updates on our meeting today. 

 The company has added temperature reading at the screening and sanitizing supplies should be arriving in the next day or two, I’m told. The annealing lunchroom has been opened to oil temper people for second lunchroom as to create social distancing.  

 As far as the effect this is having on the business for scheduling, we face some changes. 

 ArcelorMittal did get the Rod mill in Quebec classified as an “essential service”. What that means is that we will be getting rod supply as usual. 

 The company provide the "call' for what will be running next week and jobs that are cut back. As we did the bumps and cut backs, information like the Rod mill in Quebec would come in and that would change everything. 

 During the exercise, the company would change their minds on certain jobs and we would have to start over as it would affect the whole bumping process. 

 There will be cutbacks and layoffs, I won’t sugar coat it. We finished off yesterday and numbers reduced.  That changed today and was all over the place. 

 We are looking at other options to minimize the number and that depends on so many variables. We will have a definite number tomorrow and finalize all this. 

 We have inquired, again, to allow people to use preretirement vacation and vacation if they so choose. Waiting for an answer. 

 I have also asked the company to look into if Dofasco was hiring as we have a preferential hire clause in our basic agreement.  

 Please don’t panic!! Be calm! This will come to an end if we all do the right things and our government decides to grow a pair!! 

I will send out communication tomorrow once we have finalized the schedule with any other information. 

 In solidarity, 

Anthony Ciaramella 
President
USW Local 5328

STRATTEC COVID-19 UPDATE 3/26

As a follow up to yesterday’s update the company has issued their list for volunteers to work part of the shutdown. Please click the LINK to view the list and if you are interested in working see the shift supervisor to sign up. Everyone who doesn’t volunteer will be out for shutdown from 3/28/2020 - 4/4/2020. There is no need to fill out any layoff forms for this time. If you are wanting to be out longer than the shutdown dates mentioned above, you will need to fill out an EPT Layoff form found HERE on or before Tuesday 3/31/2020.

We understand that the changes to our workplace have been frequent, so please feel free to reach out if you have questions or concerns:

Office: 414-247-3458

Email: [email protected]

Cell: 262-510-8860

Personal Email: [email protected]