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Amazon Says It’s Giving Part-Time Workers PTO—But There May Be a Catch

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In the midst of the coronavirus pandemic, Amazon has rolled out a new policy that extends paid time off to thousands of part-time operations employees.

The change follows a months-long campaign by workers in Amazon’s last-mile delivery stations to demand PTO, touted in the company’s public communications as an “essential” benefit offered to all its workers. After being told that a special classification made them ineligible, workers at Sacramento’s DSM1 delivery station launched a petition demanding the same benefits as other part-time employees and staged a walkout in December. Workers at delivery stations in Chicago and Queens took up the call earlier this year, and more than 4,300 Amazon employees nationwide signed on.

On March 20, delivery workers celebrated after receiving a “manager’s update” that reads, “We are excited to announce that Amazon will offer paid-time off benefits to all our regular part-time and seasonal employees in the United States working in the [Operations] network.

But employees still have questions.

It’s still unclear how the policy will apply in localities that already require paid sick leave. Chicago-area Amazon workers who say they previously caught the company breaking local sick-leave law suspect the company is now trying to pull a bait-and-switch.

Workers at Chicago’s DCH1 delivery station say they currently accrue 15 minutes of paid sick time per 8 hours worked, a rate slightly above what’s required by local law. Over the weekend, members of the group DCH1 Amazonians United asked an area manager to confirm whether they would receive PTO on top of existing sick leave. They say they were told that they would accrue both, separately, until June 1. At that point, sick time would “disappear,” and they would continue racking up PTO: at the same rate they do now.

An internal announcement at the facility, provided to In These Times, reads: “PTO and sick time will continue to accrue. In June it will combine and sick time bucket on HUB will disappear.” (HUB refers to the online system where employees can track their available paid and unpaid time off.)

Amazon did not respond to a request for comment about the new PTO policy.

According to Ted Miin, a Chicago Amazon employee and member of DCH1 Amazonians United, “Amazon is making a few concessions to motivate workers who are desperate and poor to keep coming into the warehouse and putting themselves at risk. But once we get this, we’re not going to let them take it away.”

To meet soaring demand from home-bound consumers, Amazon last week announced plans to hire 100,000 additional warehouse employees. The online-retail giant is also raising workers’ pay by $2 an hour through April, creating a $25 million hardship fund and granting two weeks of paid sick leave to anyone diagnosed with COVID-19.

Those changes fall short of demands outlined in a petition for coronavirus protections from Amazon, including time-and-a-half pay, childcare pay and subsidies for workers impacted by school and daycare closures, paid sick leave without a requirement for positive diagnosis, and complete facility shutdowns in order to sanitize warehouses where workers test positive for COVID-19.

Last week, a Queens delivery hub reopened the day after an employee tested positive, the first confirmed case of COVID-19 at a U.S. Amazon facility.

Workers say that the standard precautions—stand at least six-feet apart, wash your hands frequently, avoid touching surfaces that might be contaminated—are almost impossible to follow inside crowded facilities. The volume of packages they’re handling has peaked, and the goods they’re moving are heavier.

“At the same time that they’ve been telling us to work more safely and sanitize our stations, they’ve raised productivity quotas,” said a worker at the Queens facility station who asked to remain anonymous. “Some people still have trouble hitting them even if they’re not washing their hands, and they’re not giving us extra time to wash our hands.”

Chicago Amazon employees have set up a mutual aid fund to support workers who they say are struggling to make ends meet during the crisis.

“While Amazon has publicly announced a policy to give workers sick/quarantine pay, several of our coworkers under CDC-advised self-quarantine due to medical status or recent travel are still getting the run-around by Amazon and have thus far not been able to get that pay,” they write on the page. “We will fight until we get it, but in the meantime funds are running low for medicine, food, baby supplies, and rent.”

Last week, Senators Cory Booker (D-N.J.), Bob Menendez (D-N.J.), Bernie Sanders (I-Vt.) and Sherrod Brown (D-Ohio) wrote a letter to Jeff Bezos, urging him to grant workers sick leave and hazard pay. The letter also poses questions about precautions Amazon is taking, with a March 26 deadline to respond.

“Any failure of Amazon to keep its workers safe does not just put their employees at risk, it puts the entire country at risk,” the senators wrote in the letter. “Americans who are taking every precaution … might risk getting infected with COVID-19 because of Amazon’s decision to prioritize efficiency and profits over the safety and well-being of its workforce.”

This article was originally published at In These Times on March 25, 2019. Reprinted with permission. 

About the Author: Rebecca Burns is an award-winning investigative reporter whose work has appeared in The Baffler, the Chicago Reader, The Intercept and other outlets. She is a contributing editor at In These Times. Follow her on Twitter @rejburns.


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What Are Your Workplace Rights When Entering Rehab?

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Drug and alcohol rehab have helped millions of Americans successfully recover from addiction and greatly improve their quality of life. But if you’re employed and struggling with substance abuse, a decision to enter rehab can often be complicated by anxious concerns about job security and if/how you should tell your boss. The good news is you have certain workplace rights that can alleviate many of these worries— even with respect to talking with your employer about a decision to pursue rehab.

Common Job-Related Concerns About Going to Rehab

Any full-time employee who has struggled with a serious health condition that requires treatment (and significant time away from work) has asked many of the same questions as employees with an addiction. Some of these questions include:

  • How will seeking treatment impact my career?
  • Do I qualify for medical leave?
  • Can I get fired for taking a leave of absence?
  • Can my company let me go after learning of my addiction?

What Are Your Workplace Rights?

While there is no cookie-cutter answer to these questions as everyone’s job situation looks different, knowing your workplace rights can help you both answer the above questions and prepare for a conversation with your boss.

  • A job-protected leave of absence from work – Alcoholism and other substance use disorders can qualify for a job-protected, unpaid leave of absence under the provisions of the Family and Medical Leave Act (FMLA). The FMLA requires that employers with 50 or more employees grant up to 12 weeks of family or medical unpaid leave to employees who have been in their employment for at least 12 months. Consult your employee manual and/or human resources department to verify that an FMLA leave of absence is an option available to you.
  • Insurance coverage for treatment – If you work full-time, you should have a private insurance plan that covers treatment for alcoholism and other drug addictions (if not in full, then partially).
  • Paid time off (PTO) – If you have been working for the same employer for a while, you have the right to use PTO in the service of time off for treatment. Depending on how much PTO you have accrued, you can get creative about how you use it to help you through rehab— for example, by scheduling detox and rehab over a long holiday weekend and using PTO to make up for the remainder of that time away from work. Alternatively, if an intensive outpatient program will suffice for your treatment needs, you may be able to spread out small chunks of PTO across several weeks instead of taking off a prolonged period of time.
  • The right to control what you share with your employer – You are not required to tell your employer you’re going to rehab, although in some cases this may be the best course of action. If you do tell your employer that you need to go to rehab, it is within their right to ask for supporting medical documentation — but the release of any of that private health information will still require your signed consent. In other words, you have a right to limit what, if any, disclosures you make about your medical history. You also have a right to request confidentiality with any medical records you agree to share.

How to Prepare for the Conversation with Your Boss

In addition to getting better familiarized with your workplace rights, here are some other things you can do to prepare for that conversation with your boss:

  • Get organized ahead of time. Know what the dates of your leave of absence will be, and be prepared to propose a plan for how to cover your job duties while you’re away.
  • Decide ahead of time whether to share that you’re going to rehab. If you do tell your boss, rehearse an honest but brief explanation. If you’re hoping to avoid mentioning that you’re going to rehab, you’ll still need a prepared response for any questions asked about why you need a leave of absence.
  • Keep the conversation positive and focus on how taking the time off will help you become a better, more productive employee. Avoid gratuitously mentioning any negative details of your addiction.

Nobody should have to forego rehab for an addiction that is ruining their life purely out of fear they’ll lose their job or be forever stigmatized. These tips can help anyone considering drug or alcohol treatment navigate the challenge of pursuing rehab while protecting their job.

About the Author: Anna Ciulla is the Chief Clinical Officer at Beach House Center for Recovery. Anna has an extensive background in psychotherapy and clinical management, including more than 20 years of experience helping individuals and families affected by addiction and co-occurring disorders find recovery. Learn more about Beach House’s different rehab programs by visiting their website.


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