On May 20 and 21st Local 369 held its annual Steward Training in Brewster Massachusetts. During the two day education and instruction seminar, members’ skills were polished on how to investigate grievances, past practices, roles of he steward and chief steward, the grievance process, how to build a inning grievance, right to representation and policies and procedures. Following the afternoon session, that included a working lunch, I was asked dozens of questions on my presentation of Workers Compensation, the Family and Medical Leave Act and The Small Necessity Leave Act so I thought I should go over some of these important topics.

Workers Compensation exists in all U.S. states to protect employees who are injured while on the job. Most employees who are injured on the job have an absolute right to medical care for that injury, and in many cases monetary payments to compensate for resulting temporary or perma-nent disabilities. If you or anyone is denied from the compa-ny or their insurer, contact me at the union office so that I can assist you in opening up a claim at the Department of Industrial Accidents.

Under the Family and Medical Leave Act ( F.M.L.A.) you are entitled to 12 work weeks of leave in a year for any one or more of the following reasons; for the birth and care of the newborn child of the employee; for placement with the employee of a son or daughter for adoption or foster care; to care for an immediate family member (spouse, child, or par-ent) with a serious health condition; or to take medical leave when the employee is unable to work because of a serious health condition.

The Small Necessity Leave Act (b) An eligible employee is entitled to a total of 24 hours of leave during any 12-month period, in addition to leave available under the federal act, to: participate in school activities directly related to the educa-tional advancement of a son or daughter of the employee, such as parent-teacher conferences or interviewing for a new school; accompany the son or daughter of the employee to routine medical or dental appointments, such as check-ups or vaccinations; and to accompany an elderly relative of the employee to routine medical or dental appointments or appointments for other professional services related to the elder’s care, such as interviewing at nursing or group homes.

If you have any questions or need clarification on any of these issues or if you have any other benefit questions, please don’t hesitate to call me or stop by if you are in the area. I hope that all our members have a safe and healthy summer season!