Union Return To Work Policy Discrepency

[Italia80]

What is the name of your state (only U.S. law)? TN

I have worked in a Teamsters Union Company Truck Shop in TN for a long time. It is clearly written in the company handbook is that there is no light duty and that injured employees must obtain a medical release stating he is 100% before being allowed to return to work. No employee has ever returned to work on light duty-there is no light duty.

A week ago, my Company Union Steward left work early because of a back injury. The next day, he returned to work ( clearly injured and in pain) claiming to be on "light duty" due to his back injury. Management has not confirmed or denied his alleged work restrictions. He is the only employee whom has been permitted return to work with restrictions. I'm the Assistant Company Union Steward and the majority of my co-workers have requested we get to the bottom of this matter. Before I approach management, I would like to know if its possible there is some type of legal loop hole that allows his circumstance to be an exception to Union policy?

 

[swalsh411]

You really think pissing off your union steward is in your best interests?

Employer policies are not laws.

 

[commentator]

In many cases, the company prefers people work "light duty" so that they maintain control of injury and worker's comp issues. If it is, indeed, a worker's comp injury, why would "light duty" be preferable to being off with 70% or more of full pay? Why is it bothering everyone else so much that he gets to be on light duty? Why are you all acting as though he is getting by with something that you haven't gotten or wouldn't be allowed to get? I have seen light duty put to two hours in the morning and two hours in the afternoon, which really messes up the days off for sure. I don't understand why you feel it necessary to go to the mat over this. Company handbooks are not binding, what do you mean about this being an exception to union policy? Don't you mean company policy?