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"Our union has never been simply concerned with how much money goes into a worker's paycheck. We have always focused on the whole lives of our members and on issues that affect our entire society.
Companies need to pay attention to these issues affecting the lives of individual workers as well because problems that arise outside of work can easily impact workplace performance. Likewise, social issues such as violence and substance abuse can also spill over into worksites."
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* The Steelworkers, long before the ADA was enacted, used anti-bias clauses in collective bargaining contracts to prohibit discrimination against disabled workers. Issues dealing with disability discrimination are resolved through their grievance process, negotiated joint civil rights committees or the United Steelworkers Association (USWA) civil rights compliance procedure.27
* The Association of Machinists and Aerospace Workers' IAM CARES program is considered a model of what unions can do to aid their members with disabilities. This program, which was launched with a single federal grant in 1980, now includes 38 projects serving people with disabilities in 19 U.S. cities. IAM CARES services approximately 2,400 workers a year providing job assessment, job readiness, job development modification, job training, industrial evaluation, job placement, follow-up and support services. 28
* In the 1970s, the United Auto Workers (UAW) pioneered Employee Assistance Programs (EAPs) to assist workers with personal problems that could interfere with their health, job performance, and well-being. The UAW literature states that these programs have reduced absenteeism and utilization of sick and accident benefits by its members.29 UAW continues to support family life issues at the bargaining table.
Unions have been actively involved in implementing the Americans with Disabilities Act (ADA). Susana Gomez of the AFL-CIO civil rights department states, "Many unions found that, as they suspected, the ADA has assisted disabled workers on the job and enabled other brothers and sisters to return to work."31 For example, new contracts between management and unions should provide standards for handling job applicants and employees who are disabled. Sample contract language has been designed and developed by the International Association of Machinists and Aerospace Workers Union32 (see box page 34)
UNION ADVOCACY WHICH IMPACTS MENTAL HEALTH
* AFL-CIO continues to vigorously support the enforcement of Occupational Safety and Health Administration (OSHA) laws on workplace safety. Each year, more than 55,000 U.S. workers die and seven million are injured because of job hazards.33 Clearly, a dangerous workplace not only impacts physical safety but also increases stress, and, in turn, may effect the mental health of workers.
* AFL-CIO supports OSHA's guidelines for late-night workplace violence prevention programs. AFL-CIO would like to broaden these programs. The Inter-Union Workplace Physical Violence Coalition has expressed concern that only those retail stores open 24 hours may implement preventive programs, while those open after dark, even until 11pm, do not consider themselves night establishments.
* AFL-CIO has been a strong supporter of the Family and Medical Leave Act (FMLA) and continues to advocate for paid leave. Karen Nussbaum, director of the AFL-CIO Working Women's Department, states, "What working people really need is paid leave and this group of Democrats and Republicans recommended that states look into schemes to provide paid leave." A U.S. government report released on May 1, 1999 by the Commission on Family and Medical Leave characterizes the FMLA as "easy to administer, of low cost and usually involving very short leaves of 10 days or less."35
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