Local Union 1899 Granite City, IL

YOUR RIGHTS IF YOU HAVE AN ACCIDENT OR SUFFER AN INJURY AT WORK:

If you are injured in the course of your work, you should report the injury to your supervisor immediately, regardless of how minor you think the injury may be.

Following an injury sustained at work, you may choose the doctor or hospital of your choice for your treatment and the Company must provide transportation for your care. If you are transported to the Veeder Health Clinic and the USS medical personnel provide first aid treatment or any other immediate medical attention, this will not be considered as your choice for treatment. If the injury is of a serious nature, in need of hospital care, you should request to go directly to the hospital of your choice.

For more information on your rights under the State of Illinois Workers Compensation Program, you can find the Illinois Compensation Handbook at the following link; http://www.iwcc.il.gov/handbook062811.pdf
You can also pick up a copy of the Handbook at the Local 1899 Union Office in the Labor Temple.

When an injury occurs, your care should be the first and foremost concern and not the investigation into the cause or the details concerning the injury. If you are questioned or interviewed by a representative of the Company as to the cause or details of an incident with or without an injury, you have the right to Union Representative (a Union Grievance Committee Member). The Company has the contractual obligation to advise you of your right to have a Union Representative present at the interview. If you request a Union Representative, you have the right to not answer any questions until one is provided. This is also known as your Weingarten Rights. These rights apply when you’re at the Veeder Health Clinic as well. The Union Safety Representative’s job is to investigate the cause of an injury and to promote a safe workplace and cannot protect you in the same manner as the Union Grievance Representative can. No member should be disciplined for suffering an injury or illness or for reporting and incident/accident in good faith. In cases where disciplinary action is involved as a result of a safety violation, the newly negotiated 2012 contract language – an industry first – requires the Company to adhere to principles of progressive discipline; to take into account the gravity of the violation and member’s prior discipline record unless the violation results from malice, recklessness or knowing defiance of an established and properly communicated safety rule, policy or procedure.

The Right to a Reasonable Policy on Alcoholism and Drug Abuse:
If you are involved in an incident/accident the Company has the contractual right to request you submit to a “For Cause” drug and/or alcohol test if there is a reasonable basis that your coordination or judgment could have contributed to the incident/accident. The management person sending you for testing must complete a D&A evaluation form “based on a written assessment” as to why he or she feels you could be under the influence of drugs and/or alcohol. This form is known as a DA-1 Form.
Remember the Union has agreed to a “For Cause” drug and Alcohol testing policy not a “Because We Can” policy. If you have been sent for a D&A test that you feel was unjust, contact your Local Union as soon as possible so we can immediately file a Grievance.
 

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