Local Union News

12/14/2020 - 10:53am

   As you may know, we are not allowed to hold meetings at our office building due to COVID-19. If you would like to participate in the Minneapolis Membership Meeting scheduled for February 16, 2021 at 5:30pm, please contact us via the Contact Us link on our website to request a conference call link.

Your identification will need to be verified, so please include your name, phone number, and the shop that you work at. We will be requesting personal information from you to confirm your identity in order for you to participate in the meeting.

Thank you,

The Officers of BCTGM Local 22


Top Information Links To COVID-19 Resources
11/19/2020 - 9:09am

 Hello Brothers & Sisters of BCTGM Local 22.

If you have been checking in to our website, there is a lot of information posted throughout the last couple of weeks to help answer your questions. We feel what would be convienient for you all is simply to list a bunch of links to the best resources out there as they are scattered about in many previous posts.

Minnesota Department of Health COVID-19 Information: https://www.health.state.mn.us/diseases/coronavirus/index.html

South Dakota Department of Health COVID-19 Information: https://doh.sd.gov/news/Coronavirus.aspx

Wisconsin Department of Health COVID-19 Information: https://www.dhs.wisconsin.gov/covid-19/index.htm

Your Rights to Potential Additional Paid Sick Leave: https://www.dol.gov/agencies/whd/pandemic/ffcra-employee-paid-leave

Frequently Asked Questions From The Centers For Disease Control: Prevention, Symptoms, Testing, Preparing Your Home for COVID-19, Schools Workplaces & Communities, etc: https://www.cdc.gov/coronavirus/2019-ncov/faq.html

Blue Cross Blue Shield of MN Coronavirus Response: https://www.bluecrossmn.com/about-us/newsroom/coronavirus-how-we-are-responding-covid-19

AFL-CIO COVID-19 Resources (excellent information on new developments to all the above resources): https://aflcio.org/covid-19

Unemployment Links for Local 22 Members:

Minnesota:https://www.uimn.org/

Wisconsin: https://dwd.wisconsin.gov/uiben/

South Dakota: https://dlr.sd.gov/ra/individuals/default.aspx

If you are a Member who has been laid off from work due to loss of business related to COVID-19, you are immediately eligible for Unemployment Benefits. There are other organizations that have come together to help those in need as well, call us at our Office so we can direct you to resources that are out there to help you! 612-379-2921

 

 


Minneapolis Membership Meeting for November 10, 2020.
11/09/2020 - 11:05am

  As you may know, we are not allowed to hold meetings at our office building due to COVID-19. If you would like to participate in the Minneapolis Membership Meeting scheduled for November 10, 2020 at 5:30pm, please contact us via the Contact Us link on our website to request a conference call link.

Your identification will need to be verified, so please include your name, phone number, and the shop that you work at. We will be requesting personal information from you to confirm your identity in order for you to participate in the meeting.

Thank you,

The Officers of BCTGM Local 22


Minneapolis Membership Meeting for JUNE 16, 2020
06/15/2020 - 1:33pm

 

As you may know, we are not allowed to hold meetings at our office building due to COVID-19. If you would like to participate in the Minneapolis Membership Meeting scheduled for tomorrow at 5:30pm, please contact us via the Contact Us link on our website to request a conference call link.

Your identification will need to be verified, so please include your name, phone number, and the shop that you work at. We will be requesting personal information from you to confirm your identity in order for you to participate in the meeting.

Thank you,

The Officers of BCTGM Local 22


BCTGM International President Anthony Shelton on Justice for George Floyd
06/01/2020 - 9:00am

 Statement by BCTGM International President Anthony Shelton on Justice for George Floyd:

We condemn the shocking and horrible death of George Floyd.

Racism causes pain to people of color every day in America. As we have throughout history, the BCTGM will continue to stand together against racism, inequality and injustice.

The BCTGM categorically rejects violence and the destruction of property.

We stand in unity with the AFL-CIO and the incredibly poignant statement made this morning by AFL-CIO President Richard Trumka that thoughtfully and meaningfully addresses the issues facing our movement.

As President Trumka states, racism is a labor issue because it is faced by workers every single day in their workplaces. It is a community issue because unions are the community.

The BCTGM remains united with the labor movement as we pledge to continue our fight for social, economic and racial justice.


Tell Your Story About How Your Workplace Is Not Doing Enough For COVID-19
05/28/2020 - 2:36pm

 There is a new website for reporting how your employer is not following suggested CDC guidelines:

https://safejobchecklist.org/

The data from this website will be used to recognize employers who are not doing what they can to give you a work environment that is as safe as possible during this pandemic.

You have options to remain anonymous, or you can provide an email address to recieve updates on how this data is being utilized to try to encourage the Department Of Labor, OSHA, and other federal or state organizations to create guidelines that companies must follow, and will be held accountable if they do not. This is how you get your voice heard, directly to the people who can force change. Click the link and fill out the quick form.


Minneapolis Membership Meeting for JUNE 16, 2020
04/20/2020 - 2:05pm

As you may know, we are not allowed to hold meetings at our office building due to COVID-19. If you would like to participate in the Minneapolis Membership Meeting scheduled for tomorrow at 5:30pm, please contact us via the Contact Us link on our website to request a conference call link.

Your identification will need to be verified, so please include your name, phone number, and the shop that you work at. We will be requesting personal information from you to confirm your identity in order for you to participate in the meeting.

Thank you,

The Officers of BCTGM Local 22


CARES Act Allows New Uses For HSA Accounts To Help During COVID-19 Crisis
04/17/2020 - 1:11pm

 Click on the link below to find out more about how you can purchase items previously not allowed to be purchased with your HSA Card:

https://learn.hellofurther.com/Individuals/Spending_Your_Account/Eligible_Expenses?mt-learningpath=hsabasics


Worker Protections Related to COVID-19
03/31/2020 - 2:25pm

 Worker protections related to COVID-19

 

Employees are protected by a number of state and federal laws. These protections and employers’ legal obligations are discussed in more detail below. Further updates and guidance for Minnesotans about COVID-19 are available at www.health.state.mn.us/diseases/coronavirus.
 
Use of sick leave
If your employer allows you to take time off for your own illness, your employer must also allow you to take time off to care for an ill minor child, adult child, spouse, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent or stepparent. Your employer must allow you to use your sick time in the same manner as the employer would allow you to use the leave for yourself. Under current law, this provision may not apply to all employees and all employers.
Contact the Minnesota Department of Labor and Industry (DLI) at 651-284-5075, 800-342-5354 or dli.laborstandards@state.mn.us with questions.
 
The cities of Duluth, Minneapolis and St. Paul have sick and safe time ordinances that require employers to offer paid time off when employees are sick:
 
•Duluth sick and safe time leave;
•Minneapolis sick and safe time leave; and
•St. Paul sick and safe time leave.
 
Family Medical Leave Act (FMLA)
Under the federal FMLA, covered employers must provide employees job-protected, unpaid leave for specified family and medical reasons, which may include COVID-19 where complications arise. Employees on FMLA leave are entitled to the continuation of group health insurance coverage under the same terms as existed before they took FMLA leave.
 
Call the U.S. Department of Labor, Wage and Hour Division, at 866-487-9243 with questions or see U.S. DOL’s COVID-19 FMLA guidance.
 
Federal Families First Coronavirus Response Act (FFCRA)
The FFCRA requires certain employers to provide employees with expanded family and medical leave for specified reasons related to COVID-19. The expanded family and medical leave provisions of the FFCRA apply to certain public employers and to private employers with fewer than 500 employees. Small businesses with fewer
than 50 employees may qualify for exemption from the requirement to provide leave due to school closings or child care unavailability if the leave requirements would jeopardize the viability of the business as a going concern.
Generally, the FFCRA provides that employees of covered employers are eligible for:
 
•two weeks (up to 80 hours) of paid leave at the employee’s regular rate of pay (up to $511 a day and $5,110 in the aggregate), where the employee is unable to work because the employee is quarantined (pursuant to federal, state or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or
 
•two weeks (up to 80 hours) of paid leave at two-thirds the employee’s regular rate of pay (up to $200 a day and $2,000 in the aggregate), where the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to federal, state or local government order or advice of a health care provider) or to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19; and
 
•up to an additional 10 weeks of expanded family and medical leave at two-thirds the employee’s regular rate of pay (up to $200 a day and $12,000 in the aggregate), where an employee, who has been employed for at least 30 calendar days, is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.
Call the U.S. Department of Labor, Wage and Hour Division, at 866-487-9243 with questions or visit www.dol.gov/agencies/whd/pandemic/ffcra-employee-paid-leave#_ftn3.
 
Employers cannot discriminate
The Minnesota Human Rights Act (MHRA) protects employees from discrimination on the basis of disability, race, national origin, age and other protected classes. Individuals with disabilities have the right to request “reasonable accommodations” from employers that are subject to the Americans with Disabilities Act and/or the MHRA.
 
If you have a disability that affects your risk for contracting COVID-19 or being harmed if you do contract the virus, you have the right to request a reasonable accommodation from your employer. For example, employees with disabilities that put them at high-risk for complications related to COVID-19 may request telework or paid/sick/unpaid leave as a reasonable accommodation to reduce their chances of infection during a pandemic.
 
Employers may ask employees if they are experiencing influenza-like symptoms, such as fever or chills, and a cough or sore throat. Employers must maintain all information about employee illness as a confidential medical record in compliance with state and federal law.
 
During a pandemic, employers may not ask employees who do not have known or apparent influenza symptoms whether they have a medical condition the Centers for Disease Control and Prevention (CDC) says could make them vulnerable to influenza complications. Under no circumstances may an employer make decisions based on stereotypes or bias.
 
If employees voluntarily disclose to their employer that they have a medical condition or a disability that places them at higher risk of COVID-19 complications, the employer must keep this information confidential.
 
Employers may not assume employees with known medical conditions or disabilities are at heightened risk of complications from COVID-19. For more information about pandemic preparedness in the workplace and relevant legal requirement for employers, visit: www.eeoc.gov/eeoc/newsroom/wysk/wysk_ada_rehabilitaion_act_coronavirus.cfm.
 
The Minnesota Department of Human Rights is the state’s civil rights enforcement agency and enforces the MHRA. If you believe you have been discriminated against, contact the department at 651-539-1133, 800-657-3704 or info.mdhr@state.mn.us or complete a consultation inquiry form at:
mn.gov/mdhr/intake/consultationinquiryform.
 
Unemployment Insurance benefits
If you lose your job or had your hours greatly reduced, you should apply for Unemployment Insurance (UI) benefits. The application process allows you to tell the UI program why you are not working. To get more information about Unemployment Insurance or to apply for benefits, visit www.uimn.org.
 
Gov. Tim Walz issued a March 16, 2020, executive order to better enable workers affected by the COVID-19 pandemic to access unemployment benefits. For more information about this executive order and some frequently asked questions and answers, visit www.uimn.org/applicants/needtoknow/news-updates/covid19.jsp.
 
Protections for workers who contract or have been exposed to COVID-19
Under a state health law, if you have contracted or been exposed to COVID-19 and the Minnesota Department of Health (MDH) recommends that you stay home (isolate or quarantine yourself), your employer may not discharge, discipline or penalize you for missing work. This protection also applies if you need to care for a minor or adult family member for whom MDH recommends isolation or quarantine. (The adult family member must have a disability or be a vulnerable adult.) This employment protection is available for 21 workdays. For more information, call the number MDH will give you with its recommendation.
 
Workers’ compensation
If you contract a disease that arises out of and in the course of your employment, you may be entitled to workers’ compensation benefits, including payment for wage loss and medical benefits. However, you must show you contracted the disease due to your employment.
 
If an emergency responder contracts an infectious or communicable disease, they are exposed to in the course of employment outside of a hospital, the disease is presumed to be an occupational disease due to the nature of their employment.
If you are not ill, but must stay home from work because you were exposed to the virus, you are not entitled to workers’ compensation benefits under current law.
Every case is fact specific. Call the Department of Labor and Industry at 800-342-5354 (press 3) if you have a question about whether you are entitled to workers’ compensation benefits.
 
Final wages
If your employment ends and your former employer has not paid you your final wages, there are several steps you can take to ensure you are paid all the wages you are due. To learn what steps you can take to receive your final wages, visit DLI's making a demand for final wages webpage.

Changes to working conditions
 
Overtime mandates
If employers schedule and require employees to work overtime hours, then they must pay any overtime that is earned under either state or federal law. State law provides one exception to required overtime for nurses. Other employees may be covered by collective bargaining agreements that contain provisions allowing employees to opt out of overtime hours.
 
Work location changes
Employers are required to track, record and pay for all hours of work performed by employees and may, in certain circumstances, be required to reimburse employees for work-related expenses. These expenses may not be required to be reimbursed until the end of employment.
 
Hours worked; hours paid
 
Salaried exempt workers
Under limited situations when a business decides to cut business hours, the employer can reduce the salary of an exempt worker. If a salaried exempt worker misses a full day of work, the employer may deduct a proportional amount of their salary. This deduction can be only be made if the employee does not complete any work activities during that day.
 
Volunteering
Unpaid volunteer work may be performed for nonprofit organizations or government agencies. For-profit employers are required to pay the minimum wage and overtime, among other labor standards’ requirements, for those completing work activities.
 
Workplace safety and health
To get more information about workplace safety or health related to COVID-19, visit www.dli.mn.gov/business/workplace-safety-and-health/mnosha-compliance-novel-coronavirus-covid-19.
 
Reporting health and safety concerns at work
Your employer may not retaliate against you for reporting health and safety concerns at work. If you believe your employer retaliated against you, you may file a complaint with Minnesota OSHA Compliance within 30 days of the adverse employment action.
 
Refusal to work
You have the right to refuse to work under conditions that you, in good faith, reasonably believe present an imminent danger of death or serious physical harm to you. Serious physical harm may include a work illness that results in permanent disability, temporary total disability or medical treatment.
 
A reasonable belief of imminent danger of death or serious physical harm includes a reasonable belief of the employee that the employee has been assigned to work in an unsafe or unhealthful manner with an infectious agent. Coronavirus is considered to be an infectious agent.
 
Your employer may not fire you or otherwise discriminate against you for your good faith refusal to perform assigned tasks if you have asked your employer to correct the hazardous conditions but they remain uncorrected. If you have refused in good faith to perform assigned tasks, and your employer does not reassign you to other work, you may contact Minnesota OSHA (MNOSHA) Compliance to request assistance. MNOSHA Compliance will contact your employer to try to resolve your concern. If Minnesota OSHA Compliance determines you would have been placed in imminent danger of death or serious physical harm by performing the work, then you are entitled to receive pay for the work you would have performed.
 
Contact Minnesota OSHA Compliance at osha.compliance@state.mn.us, 651-284-5050 or 877-470-6742 with questions.
 
 

 


Workplace Safety During Pandemic
03/27/2020 - 5:39pm

 3-27-20

The Officers of Local 22 were on a conference call today with officials from the Department of Labor, and OSHA.

The top two questions we are recieving during the flood of calls we are getting at the office are the following:

Can my Employer force me to work in an environment that is unsafe with no PPE (Personal Protective Equipment) if someone is at work with Coronavirus symptoms?

Answer: If you feel that the above situation applies to you, you should call OSHA and report the safety risk. The numbers for OSHA for our Members are shown below:

Minnesota: (651) 284-5050   Wisconsin: 1-800-321-6742 

South Dakota: (605) 361-9566

 

The Second most popular question we are getting is:

If I am a high risk person with a comprimised immune system as determined by the CDC to contract Coronavirus, am I forced to go to work?

Answer: You may request reasonable accomodations under the citing the Employees Rights Act from your employer due to your condition. Your Employer is obligated to comply. If they are not cooperating with your request, you should call 651-539-1100 and an investigator will help you with your request.

Please check back frequently with this page for the very latest that we arelearning from constant communication from our Labor Leaders.

For other information about your rights, please refer to the Family First Coronavirus article below:

 

Syndicate content
Site union-made by:
Union built by Prometheus Labor Prometheus Labor Union Websites