I B E W
TODD BRUER
Business Manager
Archived Messages
GET TESTED
Essential Workers in New York State can make an appointment
[Details COVID-19 Testing, click here]
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August 28, 2020
I hope you and your family are doing well !
I would like to remind everyone that we are returning to our 1st Wednesday of the month for Membership meetings at the Eagles Club.
Election Results:
President - John Miles
Vice President - Brian Weatherby
Recording Secretary - Robert Carey
Treasurer - Jay Clawson
Executive Board:
- Rich Armbruster
- Jesse Buchanan
- Mike Carr
- Mike Herold
- Terry Strednak
- Jeff Warner
- Casey Weatherby
Business Manager - Todd Bruer
Alternate Delegate to International Convention - Andrew Waye
We've updated our 'Contact Us' page with our election results.
Thank you, and stay safe.
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April 13, 2020
I hope this notice finds all of you and your families safe and well !
NYS Dept of Labor just informed me of a scam going around to claimants telling them they have an important message about your Unemployment claim and ask you to call the Unemployment Agents back to complete your claim.
These scammers are asking for your Mother’s maiden name, social security numbers and other personal information. This is a SCAM!
The only information the real Unemployment Agents will be asking you is :
- The date you filed your claim
- The method you used to file your claim (phone or web)
Please share this notice with your friends and family,
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April 9, 2020
Dear Brothers & Sisters,
Thank you.
Todd Bruer, Business Manager
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Families First Coronavirus Response Act:
Questions and Answers
https://www.dol.gov/agencies/whd/pandemic/ffcra-questions
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April 1, 2020
COVID-19 FEDERAL LEGISLATION:
WHAT YOU NEED TO KNOW
Congress has passed two major pieces of legislation to deal with the coronavirus crisis, the Families First Coronavirus Relief Act (“FFCRA”) and the Coronavirus Aid, Relief, and Economic Security (CARES) Act. Both include important protections for workers affected by the current crisis. This memorandum summarizes the provisions providing: (1) unemployment benefits, (2) paid leave benefits, and (3) cash payouts.
I. Unemployment Compensation under the CARES Act
The CARES Act expands state unemployment insurance (“UI”) programs in four ways: it (1) expands access to UI benefits; (2) increases the amount of UI payments; (3) extends the duration of UI benefits; and (4) eliminates waiting periods. The changes only go into effect if a state enters an agreement with the federal government agreeing to certain terms. However, because the federal government will pay for 100% of the CARE Act’s changes, we anticipate that most, if not all, states will offer these expanded benefits.
The CARES Act provides the following:
For workers who qualify for regular UI benefits:
· All weekly UI benefits will be increased by $600 through July 31, after which the regular UI benefit continues.
· State-law mandated “waiting periods” are waived.
· Benefits can be received for an additional 13 weeks beyond the period that state laws typically allow. Most states provide 26 weeks of unemployment benefits,[1] which are often extended by another 13 weeks; this adds 13 weeks to the state’s total.
· These enhancements are for unemployment for any reason – not just COVID-19.
For workers who typically would not qualify for regular UI benefits:
· Access to the UI system is expanded to: individuals who have exhausted their benefits, independent contractors, sole proprietors, those – like apprentices -- without a wage history, and others who usually would not qualify for UI benefits.
· Benefits under this program are available for up to 39 weeks of unemployment between January 27 and December 31, 2020 (excluding any weeks of benefits the worker received under regular UI).
· The weekly benefit amount is the same as for those who qualify for regular UI:
o The regular UI under state law plus $600. The additional $600 is only through July 31, 2020, after which the regular UI amount would continue.
· An individual may receive these benefits if available for work, but unemployed or unavailable to work because:
the individual’s place of employment is closed as a direct result of COVID-19;
the individual is diagnosed with COVID-19, or has symptoms of COVID-19 for which the individual is seeking a diagnosis;
a member of the individual’s household has been diagnosed with COVID-19;
the individual is providing care for a family member or a member of individual’s household who has been diagnosed with COVID-19;
a child or other person in the household for whom the individual has primary caregiving responsibility is unable to attend school or another facility that is closed as a direct result of COVID-19, and such school or facility being open is required for the individual to work;
the individual is unable to reach their place of employment because of a quarantine;
the individual is unable to reach their place of employment because they have been asked to self-quarantine by a health-care provider;
the individual was scheduled to commence employment but is unable to reach the job or no longer has the job because of COVID-19;
the individual has become the breadwinner or major support for their household because the head of household has died as a result of COVID-19;
the individual has to quit their job as direct result of COVID-19;
the individual meets any other, additional criteria established by the Secretary of Labor for unemployment assistance.
For workers covered by Railroad Unemployment Insurance
· Waives the 7-day waiting period for railroad unemployment benefit claims for claims filed after the law’s enactment and through December 31, 2020.
· Increases the maximum bi-weekly railroad unemployment benefit to $1200 (from current $780).
· Extends railroad extended benefits (which apply after initial 130 day benefit period), to 130 days.
II. Paid Leave Under FFCRA: The Emergency Paid Sick Leave Act (EPSLA) and the Emergency Family and Medical Leave Expansion Act (EFMLEA)
These two laws provide paid leave to employees who cannot work for COVID-19-related reasons. Both:
· Apply to employers with fewer than 500 employees.
· Are effective on April 1, 2020.
· Do not apply if your employer has closed down before April 1, and only apply while your employer is open for business. If your employer is closed, you may be eligible for unemployment compensation (see section I above).
· Employers may take a credit against payroll taxes worth 100% of the amount they pay in required benefits (through Dec. 31, 2020).
· Employers in multiemployer bargaining units have option of satisfying their obligations by paying into a multiemployer benefit plan if the plan provides employees with the required benefits.
Emergency Paid Sick Leave Act
· Benefits are available to all employees, regardless of length of tenure with the employer
· Requires employers to pay – for up to 80 hours (pro-rated for part-time):
o Regular wages, capped at $511/day ($5110 maximum) for employees unable to work because:
§ Employee is subject to a public COVID-19-related quarantine or isolation order;
§ Health care provider has advised employee to self-quarantine; or
§ Employee is experiencing COVID-19 symptoms and seeking diagnosis.
o 2/3 of regular wages, capped at $200/day ($2000 maximum) for employees unable to work because the employee is:
§ Caring for an individual subject to a public quarantine or isolation order or who has been advised to self-quarantine;
§ Caring for a son or daughter if the school or childcare facility is closed or childcare provider is unavailable; or
§ Experiencing similar conditions, as specified by HHS.
§ DOL can provide an exemption for employers with fewer than 50 employees from the childcare provision if complying would jeopardize the employer’s business.
§ DOL can exclude certain healthcare workers and first responders. Employers of healthcare workers and first responders can elect to exclude them as well.
Emergency Family and Medical Leave Expansion Act
· Available to employees who have been employed for 30 days with the employer from which they are requesting the leave.
· Requires employers to provide 10 days unpaid leave and up to an additional 10 weeks of paid leave to care for son or daughter whose school or childcare facility is closed or childcare provider is unavailable for COVID-19 related reasons.
· Paid leave is 2/3 of regular wages, capped at $200/day ($10,000 maximum)
· Employees can elect to use EPSLA leave or accrued vacation, personal, medical or sick leave for the unpaid portion.
· DOL can provide an exemption for employers with fewer than 50 employees if complying would jeopardize the employer’s business.
· DOL can exclude certain healthcare workers and first responders.
III. Direct Cash Payments under the CARES Act
The CARES Act also provides for “recovery rebates” of $1,200 per individual ($2,400 if filing jointly), plus $500 for each qualifying child, subject to income caps starting at $75,000 (or $150,000 per couple). The payments phase out above the income caps. Individuals with adjusted gross incomes above $75,000 will get smaller amounts, with no payment to anyone making $99,000 or above. For married couples, the $2,400 benefit begins to phase out after $150,000 in combined annual income, with no payments to any couple making $198,000 or more.
[1] All but eight (8) states offer 26 weeks of UI benefits. Arkansas, Alabama, Florida, Idaho, Kansas, Missouri, and South Carolina offer less than 26 weeks of regular UI benefits. Georgia expanded to 26 weeks on March 26, 2020.
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3/30/20
Please click each of the attached documents for COVID-19 updates.
3/30/20 UPDATE FROM BUSINESS MANAGER, TODD BRUER
COVID-19 RELIEF AVAILABLE TO WORKERS UNDER FEDERAL LAW
COVID-19 RELIEF AVAILABLE TO WORKERS UNDER NEW YORK STATE LAW
OBTAINING AN ORDER FOR MANDATORY OR PRECAUTIONARY QUARANTINE UNDER GOVERNOR CUOMO'S NEW COVID-19 PAID SICK LEAVE LAW
UNEMPLOYMENT INSURANCE BENEFITS FAQS
Thank you for monitoring our website often.
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3/27/20
Government Affairs and Legislative Resources
Federal Information
Congress has passed two major pieces of legislation addressing COVID-19, and the president has signed them into law. The Families First Coronavirus Response Act (FFCRA) and the Coronavirus Aid, Relief and Economic Security Act (CARES Act) were designed to provide economic relief for businesses and workers severely impacted by COVID-19. NABTU lobbied very aggressively to ensure each bill contained policies that would help the working families of the construction industry as well as its contractors.
What you need to know if you are unemployed or have reduced hours due to COVID-19
What you need to know about how your employer can help cover wages and benefits
What you need to know if you have childcare needs
What you need to know if you are paying student loans
What you need to know if you are paying rent or a mortgage
Update on Employee Protection Provisions in the U.S. Emergency Family and Medical Leave Expansion Act
Contractor Summary of CARES Act
State Information
Building Trades’ Letter to U.S. Governors and Mayors
List of States That Deemed Construction “Essential”
State Unemployment Links
Legal Resources
Guidance for Contractor Screening of Construction Workers
Guidance on Local Union Elections and LM Reports
Rules for Meetings and Elections of State, Provincial and Local Councils
Health and Safety Resources
Jobsite and Worker Guidance
NABTU and CPWR Health and Safety Guidance Toolkit
OSHA Information
Occupational Safety and Health Administration (OSHA) COVID-19 resources
OSHA Compliance Assistance for Employers
CDC Resources
Centers for Disease Control (CDC) COVID-19 resources:
CDC interim guidance for business and employers
CDC guidance on gatherings
CDC guidance for travel
CDC’s National Institute for Occupational Safety & Health (NIOSH) resource page
USDOL Information
Department of Labor (DOL) Coronavirus resources
Occupational Safety & Health Administration (OSHA) COVID-19 overview
OSHA Guidance on Preparing Workplaces for COVID-19
WHO Information
World Health Organization (WHO) COVID-19 resources
This information is also on our COVID-19 Resources webpage. This site is updated daily to keep you informed with the latest health, safety and industry resources, press releases, legal guidance and government affairs information.
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3/27/2020
The NY State Governor held a press release and made a determination on what is essential work in regards to construction. I am sharing the details of the email for all of you to see. There are substantial fines if Contractors violate this order.
Take care everyone and stay safe !
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https://esd.ny.gov/guidance-executive-order-2026
9. Construction
All non-essential construction must shut down except emergency construction, (e.g. a project necessary to protect health and safety of the occupants, or to continue a project if it would be unsafe to allow to remain undone until it is safe to shut the site).
Essential construction may continue and includes roads, bridges, transit facilities, utilities, hospitals or health care facilities, affordable housing, and homeless shelters. At every site, if essential or emergency non-essential construction, this includes maintaining social distance, including for purposes of elevators/meals/entry and exit. Sites that cannot maintain distance and safety best practices must close and enforcement will be provided by the state in coordination with the city/local governments. This will include fines of up to $10,000 per violation.
For purposes of this section construction work does not include a single worker, who is the sole employee/worker on a job site.
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3/22/20
Brothers and Sisters,
Our IBEW International President and NECA National President have an Agreement on our jobs during this health crisis.
The agreement is called the National Disease Emergency Response Agreement ( NDERA ).
- Basically, if your laid off due to the Coronavirus Epidemic, you will be allowed to go back to the job you were at before you were laid off.
- If anyone feels unsafe reporting to work, due to any concerns with this Coronavirus, you must contact your employer and let them know that you are concerned for you and your families safety by working. The Contractor has to give you a clean lay-off and you will be allowed to go back to the Job you were at before the lay-off. You don't have to report back to work until NYS says it's safe or you feel it's safe and the contractor is ready.
The typical waiting week for Unemployment Insurance will be waived during this emergency and Benefits will be available even if a previous Unemployment Claim was exhausted. You will get the Benefit until the Executive Order is lifted and the crisis is over.
This is the first in any of our Lifetimes to go through anything like this. We are use to working when we're sick because we don't get paid when we don't work. So the concept of not going to work when we don't feel any symptoms is tough for most of us to comprehend.
Currently, our Trade is exempt from the stop work order that the Governor's office put out, but it could change at any time.
The Union Hall will be closed to any foot traffic effective immediately. As always I can be reached at the office number (607) 272-2809, my cell at (607) 423-2809 or my email at tbrueribew241@gmail.com
Fraternally,
Todd
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3/18/20
IBEW Local 241 Brothers and Sisters,
Due to the Corona Virus, COVID-19, sanctions in place and CDC (Center for Disease Control) guidelines on attempting to prevent the spread of the COVID-19 virus, the office will be closed to pedestrian traffic. Members and guests will be able to enter the front door but will stay in the foyer, where the office staff will take care of any needs.
In preparing for the worse, IBEW Local 241 has a 60 day Journeyman Recall for members who have worked for at least 30 continuous days for a contractor, Section 4.22 of our Inside Agreement. In addition, the IBEW International Office and NECA National have entered into a National Disease Emergency Response Agreement (NDERA) which fully covers all of our members return to work and possible removal from jobsites.
During this National Emergency, NYS DOL will be waiving the 1 week waiting period for Unemployment Benefits. I am also looking into the Paid Family Leave Act as well to see if our members would have a choice and if so, which one would be the better option for our members.
I am in communications with our International Office Reps and NYS DOL personnel and I will make sure to keep everyone updated as current as we can.
Please be respectful of your IBEW Local 241 Brothers and Sisters and the other Trades you are working around and follow good hygiene on the jobsites, especially with smoking, spitting and chewing on the jobs.
If you have any questions concerning this agreement, you can contact me at the office during normal work hours at (607) 272-2809, or on my cell at (607) 423-2809.
Best wishes to all of you and your families !