Ameren/ Ameren Services
The sick leave policy was formulated in 1980 as a result of grievances processed just prior to it's implementation. Although the policy does not appear in the Labor Agreement it is in effect and is enforced by the Company. The amount of sick leave available to our members is generous and precious to our members that have experienced serious illnesses. This policy was written as a result of what the Company considered abuse by our own members and was implemented to protect the sick leave benefit for all members.
The following are two documents express the policy. The first letter is from the Company notifying the Union of the policy and the second letter is the letter of notification to the members. If you have questions concerning the policy they should be addressed to the Union office for interpretation.
The following letters have been replicated :
Union Electric
Company
1901 Gratiot Street - St. Louis
Mr. D. B. Burke,
Business Manager
Local Union No. 1455, I.B.E.W.
8230 Forsyth Blvd., Room 217
Clayton, Mo. 63105
Dear Mr. Burke:
As a result of a third step grievance meeting held on January 16, 1980 and a number of ensuing discussions following that meeting on the subject of sick leave guidelines, the Company and the Union have agreed that the points listed below are to be recognized as reasonable guidelines to be followed by employees represented by Local 1455 when on sick leave.
Notification in case of illness
Employees must notify their supervisor or some other available management employee. Notification to or messages left with members of the bargaining unit will not be considered as proper notification unless no management representative is present.
Employees must provide a current telephone number and address where they can be reached.
Employees of short-term illness such as a cold, upset stomach, etc. employees should notify their supervisor on a daily basis unless instructed otherwise by their supervisor.
In case of long-term illness such as a broken leg, heart attack, etc. the employee's supervisor will instruct the employee when and how often the employee should call.
Conduct of employee while on sick leave
Employees on sick leave are generally expected to remain at their address of record unless hospitalized or keeping a medical appointment.
Employees who have reason to recuperate at a location in the area other than their address of record will notify their supervisor of such need and provide an address and telephone of the temporary location.
Further the Company and the Union recognize that since these guidelines apply to all employees represented by Local 1455, they will replace any and all existing sick leave rules, policies or guidelines pertaining to notification an d conduct of employees while on sick leave which are presently in use by individual work groups, departments, or functions.
In view of the agreement detailed in this letter, Union grievance #54-79 is considered to be resolved at the third step of the grievance procedure.
Very truly yours,
A. J. Schmitz
Assistant Director
Industrial Relations
The following document was sent to every member's address of record in June 1980:
June 1980
IBEW LOCAL 1455 - QUARTERLY REPORT
Dear Member:
Over the past few years, Local 1455 has had some problems with our sick leave program. Article 14, Section 1, of our current Labor Agreement (page 66) provides: "Employees unable to work because of sickness must notify their supervisors immediately after it is apparent that they will be unable to report. Employees who fail to notify their supervisors within two hours after the start of their tour of duty shall receive no sick leave allowance for that day." Therefore, in an effort to help our members better understand the guidelines while on sick leave, I have listed the following:
Notification in case of illness
Employees must notify their supervisor or some other available management employee. Notification to or messages left with members of the bargaining unit will not be considered as proper notification unless no management representative is present.
Employees must provide a current telephone number and address where they can be reached.
Employees of short-term illness such as a cold, upset stomach, etc. employees should notify their supervisor on a daily basis unless instructed otherwise by their supervisor.
In case of long-term illness such as a broken leg, heart attack, etc. the employee's supervisor will instruct the employee when and how often the employee should call.
Conduct of employee while on sick leave
Employees on sick leave are generally expected to remain at their address of record unless hospitalized or keeping a medical appointment.
Employees who have reason to recuperate at a location in the area other than their address of record will notify their supervisor of such need and provide an address and telephone of the temporary location.
The above guidelines apply to all employees represented by Local 1455. They will replace any and all existing sick leave rules, policies or guidelines pertaining to notification and conduct of employees while on sick leave which are presently in use by individual work groups, departments, or functions. You might save this portion of the quarterly report for future reference in this connection.