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UFCW Local 2013 Health & Welfare Fund, Special Coverage in Response to the Coronavirus

Families First Coronavirus Response Act (Healthcare Providers Are Not Eligible For This Leave)



$1200 to each person, $2400 to married couples. $500 for each child. For individuals with incomes $75,000 or below, head of households earning $112,500 or below, and families with $150,000 or below

UNEMPLOYMENT BENEFITS (Apply if you are laid off, furloughed, have had hours cut.)

You can apply for partial unemployment if your hours have been cut down from your regular hours, although eligibility depends on the specific details. Your benefit rates are based on wages and work schedule. The 7 day waiting period has been waived.

You can collect for Up to 26 weeks of State unemployment and it is NOW EXTENDED to an additional 13 weeks under FED CARES act. On top of whatever your state pays for full or partial unemployment you will receive an additional $600 through July 31, 2020. (This $600 Doesn’t count towards your total)

In NY: Apply for Unemployment at in NY. (Day to apply is Based on your last name-Monday= A-F. Tuesday= G-N, Wed= O-Z, and Thurs and Friday =all.) Phone 888-581-5812

In New Jersey: Apply at

TEMPORARY DISABILITY INSURANCE: you can take this in both states if you have COVID or are quarantined.

In NJ you can receive up to 26 weeks. Jan 1-June 30th 2020, you are paid 2/3 of avg weekly wage up to max $667 weekly. As of July 1, 2020 you are paid 85% of weekly wage and max will be $881 per week.

In NY you can receive up to 26 weeks at 50% of average weekly wage , capped at $170 per week.


  • Both provisions only apply to private employers with fewer than 500 employees and certain public employees.
  • Employees in the healthcare industry are NOT eligible for these benefits

1. Emergency Federal COVID FMLA .
The employee can ONLY take FMLA leave due to the need to take care of a minor child because the child’s school or place of care is unavailable due to COVID emergency.

  • They can take up to 12 weeks of job protected leave. The first 10 days of Emergency FMLA is
    unpaid and the employee may choose to use their PTO or Paid Sick Leave (discussed below). After that the that the employer must pay full time employees at 2/3 of the regular rate for the
    number of hours they would normally work. Limit is $200 per day and $10,000 in total
  • Employers with 25 plus employees must return them to the same or equivalent position when
    they come back to work. If less than 25 employees, the employer needs to make reasonable
    attempts to find an equivalent position for 1 year following the employees leave.
  • This leave is at no cost to the employer, as the employer will be reimbursed by the government.

2. Federal COVID Paid Sick Leave
Up to two weeks (80 hours) of paid leave can be used at the same time as the 10 day unpaid portion of FMLA. This leave is separate from and in addition to your current paid sick leave you have accumulated

The following are capped at $511 per day, up to $5,100 total:

  • Under a Govt. quarantine order due to Covid (NOT our current shelter in place)
  • Or you have been advised by health care provider to self quarantine.
  • Or you have symptoms and are awaiting for a diagnoses.

The following are capped at $200 per day, up to $2,000 total:

  • If you are caring for an individual who has been quarantine due to COVID (paid $200 per day capped at $2000 if you are caring for others quarantined or for a child home from school)
  • Or if you are caring for a child who has lost childcare or school due to Covid.

NY STATE COVID19 PAID SICK LEAVE – (hotline to call is 844-337-6303) or To apply for Disability and/or Paid Family for yourself due to COVID 19 quarantine.

This is a mix of paid and unpaid leave , and job protection, until the end of quarantine order for employees under mandatory or precautionary order. Apply through the employer’s insurance carrier.
*10 or fewer employees with company earnings less than $1 million= unpaid leave.
*10 or fewer employees but company earnings are greater than $1 million= 5 days paid, rest is unpaid
*11-99 employees = 5 days paid and the rest is unpaid
*100 plus members = 14 days paid and the rest is unpaid.
Members get doctors note from healthcare provider and signed order of quarantine off of the DOH website.

NYS PAID FAMILY LEAVE NEW YORK STATE– job protection, health insurance continuation, anti retaliation protection. Apply though your employer and submit to insurance carrier
Up to 10 weeks oif taking care of family member (separate from isolation order ) OR when the employee or their child is subject to a gov’t quarantine order, or provide childcare lasts duration of quarantine order. Receive 60% of average weekly wage up to $840.70 Also time to care for newborn or adopted or fostered child up to 10 weeks.

NJ JOB PROTECTION UNDER S2301– job protection where leave for specified time as per healthcare provider

NEW YORK CITY SAFE AND SICK LEAVE– up to 40 hours above contract mandates,
NEW YORK CITY TEMPORARY SCHEDULE CHANGE LAW – up to 2 days of temporary schedule change.

NEW JERSEY EARNED SICK LEAVE– up to 5 days /40 hrs. (you can take this if you are self distancing because you are afraid to be in a group at work, or you are sick, self quarantining, caring for a family member, or caring for a child whose school or place of care has closed.

MEMBERS CAN MAKE COMPLAINTS HERE OR AT 311. Coronavirus hotline=888-364-3065. For adultcare/ALF=866-893-6772. NY state -call 866-881-2809.for info .
IN NJ Call the Department of Health hotline at -1800-962-1253

Warehouse Safety and Health Checklist: COVID-19

Warehouse Safety and Health Checklist: COVID-19

Warehouse Safety

Is there a written Infectious Disease Preparedness Response plan, specific to COVID-19? If yes, has the Union asked for and received a copy?

What steps has your facility taken to protect safety and health?

Redesigning the workplace to encourage 6-feet distancing/spacing
Is your facility:

  • Staggering start times to reduce the number of people coming and going at one time?
  • Are workers spaced six feet apart at fixed workstations?
  • In loading and unloading areas, are workers able to space 6-feet apart?
  • Are you always able to stay six feet apart from all workers during the day? If no, where are the areas where workers aren’t spaced apart?
  • Are break rooms/ lunchrooms redesigned to allow for 6-feet distancing?
  • Have production standards been relaxed to allow for more social distancing between workers?


Cleaning and Sanitizing
Are workstations cleaned multiple times a day? If no, how often are workstations cleaned?

Are forklifts, power jacks and other powered moving equipment cleaned after each use?

Are bathrooms, break rooms, lunchrooms and other common areas cleaned regularly? If no, what areas at not cleaned?

Are protocols written for cleaning and sanitizing? Are EPA registered disinfectants used to sanitize?

Do workers who clean and sanitize have proper training and protective equipment?

Bathrooms and Hand Hygiene
Do bathrooms have running water, soap and hand dryers or paper towels?

Is hand sanitizer available throughout the plant, including:

  • Upon entering the workplace
  • In break rooms/lunchrooms
  • In locker rooms
  • In the hallways
  • Easily accessible to all workers throughout the warehouse

Are workers provided extra breaks to wash/sanitize hands throughout the day? (Hand washing with soap and water for 20 seconds is more effective than hand-sanitizer as protection.)

Face Masks and another PPE
Are face coverings required upon entering the workplace?

Does the company encourage or require face coverings for all personnel inside the plant, including workers, management, vendors, contractors?

Does the company provide:

  • Face Masks?
    • If yes, what type of face masks are provided? ________________
    • Is a new face mask provided at the beginning of every shift? If no, how often are face masks provided? _______________________
    • Can a face mask be replaced, if it gets soiled or damaged? ______________
  • Face shields?
  • Gloves? If yes, can gloves be replaced if they get damaged or soiled?

Are workers instructed on proper donning and doffing procedures, to prevent contamination?
Has training been conducted on:

  • Proper use of personal protective equipment or PPE, including putting on and taking off gloves and masks, to prevent contamination?
  • Purpose and limitations of PPE
  • Proper disposal procedures

Have workers been trained on symptoms and transmission of COVID-19?

Have workers been trained on proper hand hygiene?

Is the training conducted in languages understood by all workers?
Reporting Procedures: Illness/Symptoms of COVID-19?
Do workers understand the procedures to report illness or symptoms of COVID-19?

Are workers protected from retaliation if they report feeling ill or report or exhibit symptoms of COVID-19?

Procedures if a COVID-19 case is identified in the workplace
Do workers understand the procedures to follow if they receive a positive test for COVID-19?

Is the work area shut down for cleaning and sanitizing, where a worker has been identified with COVID-19?

Are workers identified who were in close contact with the infected individual?

  • Are these workers contacted, to let them know they have been in contact with an infected individual?
  • Are these workers instructed to self-monitor for symptoms?

Is there an area to isolate individuals who

  • Have tested positive for COVID-19; or
  • Developed symptoms during the workday; or
  • Reported feeling ill

Is paid sick leave provided to workers who:

  • Have tested positive for COVID-19?
  • Waiting for COVID-19 test results?
  • Diagnosed with COVID-19?
  • Who are sick, and exhibiting symptoms of COVID-19 but have not been tested?

Is your workplace conducting screening for all personnel who enter the workplace? If yes, who is conducting the screening?
___ Nurse ___ other health care provider ___ management ___ don’t know

Is the screening conducted in a way that provides privacy for each person being screened?

Do workers understand the procedures if a screening reveals that they may have symptoms of COVID-19 and will have to isolate at home?

Driver Safety
What steps has your facility taken to protect drivers?

Are steps in place to assure that drivers can remain six feet apart from any customer or member of the public when making deliveries?

Have drivers been provided with materials/equipment to protect themselves and sanitize the truck such as masks, hand sanitizer, soap and/or disinfectant wipes?

Have you or anyone in your workplace experienced job-related retaliation related to COVID-19? (e.g. for asking for more protections) If yes, provide explanation.

Have quotas or work expectations changed during COVID-19? If so, how?

New Jersey Essential Worker Child Care

NY: Return to Work COVID-19 Letter

City of New York COVID-19 Hotel Program


Dear Local 2013 Member,

We know everyone is nervous and filled with more questions than answers regarding the Coronavirus and the impact it is having in our everyday lives, both at work and at home.

We are writing to all Employers that we have Collective Bargaining Agreements (CBA’s) with to let them know we need to maintain open lines of communication as the impacts to various business unfold. We are also advising them that in the industries that require PPE (Personal Protective Equipment) like gloves; face masks; etc., we expect them to have enough inventories to assure that each member requiring this PPE, has it readily available to them.

Further, we are advising them to be understanding of members/workers issues as they relate to child care and the impact school closings may have on people’s ability to report to work or related impact on issues like absenteeism; across the board strict rules of discipline may need to be dealt with in a more understanding tone.

We have also reminded them that our CBA’S are still in effect and need to be adhered to; while we understand the impact that the virus may have on certain industries and businesses, they also need to remember we are here to protect member’s rights.

As things continue to unfold, there may be a need to do things differently, and that is why real time communications are vital. There is an ongoing dialogue with government officials (Local, State, and Federal) to look at what legislative relief can be provided to lessen the economic and financial impact to workers.

As developments occur (almost hourly and daily), we will be looking to keep communications to you the members as current as possible; to that end, you should make sure that we have the most up to date contact information for each member.


This includes phone numbers, email addresses; physical dwelling address. Also, be sure to stay in touch with your Union representatives to get updated information. We know some imparted businesses have already had to implement reduced schedules and in some cases even lay-offs.

In Solidarity,
Louis Mark Carotenuto – President
UFCW Local 2013
View as PDF


Testimony of Louis Mark Carotenuto

President UFCW Local 2013
Before the New York City Council
Committee on Civil Service and Labor
In Support of Int. No. 1918-2020 – Premium Pay for Essential Workers
May 5, 2020

Good Afternoon. Thank you Chairman Miller, Speaker Johnson, and members of the City Council. I am pleased to submit this testimony in support of Int. No. 1918-2020, which would guarantee badly needed premium pay for essential workers…


To Healthcare Employers Regarding PPE

We are hearing from members throughout the industry that they are not being given adequate supplies of the proper PPE in facilities where exposure is clearly happening and that the essentials like face mask; gloves; gowns are in extremely short supply. We have also heard that in a few facilities, the supply of essential PPE is being stored in locked supervisor’s offices who are not at work and that in some cases the workers who need this PPE the most are unable to get sufficient new supplies.

We urge you to make certain you have adequate supplies of the necessary PPE to protect your workforce – our members, we also urge you to make absolutely certain that this PPE is in a place where it is readily available at ALL times to the workers on the frontlines…


To All Employers

As you know, a Stimulus Package being developed in Washington, D.C. and expected to be approved at any time now that will assist American businesses and workers alike as we deal with the COVID 19 Pandemic. We urge you all to do your best to hold off on making rash premature decisions and actions; keep workers on payrolls and avoid layoffs as long as possible.

Premature action on your part may cost you and your workers, our members, eligibility to economic benefits that are still being debated and developed in this Stimulus. Moreover, at a time in history unlike one we seen before, to push workers off of Healthcare benefits and eligibility during a Health epidemi…


What Actions Are We Taking?

1) Local 2013 is pushing the Mayor and Governor for our Healthcare and Food related members to receive first responder status. You are on the frontlines.

2) Working with state and federal leaders to develop immediate policies that will protect members’ personal and economic health. Specifically, both the local union and International union are working with elected leaders to ensure that any new local, state, and federal policies to address the Coronavirus pandemic also address the essential concerns of UFCW members.

3) The local union and International union are having ongoing discussions with management and your employers about the steps they are taking (and should take) to protect your job, pay and benefits. These discussions include additional steps they need to take to protect co-workers from any workplace exposure to the coronavirus, as well as address concerns our members have raised.

 AND MORE.  Read the full letter here.

Notice To Employers

During these ever changing times as we are all trying to understand the impacts that the Coronavirus is having on our collective lives and businesses, the thing we need to understand more than anything is that this is a healthcare emergency and it is impacting our families; friends; co-workers; employee’s; members in ways that are unimaginable and that we’ve never seen before.

There are challenging issues impacting your business and our members. While the landscape is evolving every day we wanted to stress the importance of the following issues to help guide us through these turbulent times. First is that the health and safety of our members must be a priority. That means the safety of your facility be addressed and that necessary’ personal protection equipment (PPE) be provided to employees including masks and gloves as necessary. Second any employee who is unable to work…


Notice To Healthcare Employers

With each passing day we are seeing greater restrictions put on businesses throughout the tri-state area; additionally the one thing that everyone agrees on is that certain industries have been designated as “Essential Businesses” and more than any — its anything healthcare related services Nursing Homes; Assisted Living; Home Health Aides; etc. that have been consistently reported and recognized as being on the frontlines of this pandemic crisis…