Just sent out a new attendance chart for tey etc. very punitive to road crews based on a pt system. Extra boards , yrd crews etc. Just gave another reason for the new guys to jump ship and for new hires not to come on board.
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Rule with an iron fist, modern day slavery without the whip and hangings. They want you to work 24/7 so they have less work force to pay. Let’s drive people to fail from fatigue so we can justify eliminating people and replacing with automation. How many above te&y have a schedule of some sort? How much do they get paid and here we are out here living a c-ap lifestyle for peanuts in comparison. Courage to care ........
When working a job that requires odd hours and random shifts where you handle thousands of tons of extremely dangerous products that can and has in the past k–led many people due to accident, lack of focus, sickness, mental wellbeing, excessive alcohol consumption and sleep deprivation. It is in the public's best interest to have a layoff policy that allows any te&y employee the ability to layoff when they are not in the best condition to work! For those that work 9 to 5 jobs, sleep well tonight cause many of us wont be.
I don’t work in te&y so forgive me but what is the current policy?
UNION PACIFIC RAILROAD TE&Y ATTENDANCE POLICY
As a Union Pacific Train, Engine, and Yard Service (TE&Y) employee you are expected to protect your job assignment on a full time basis. Unanticipated absence(s) from work, particularly a missed call and/or no-show negatively impacts operations, commitments to shippers, and a co-worker’s ability to plan for off time activities. An employee who is unable to work full time and protect his/her employment obligations may be considered in violation of this Policy regardless of the explanation offered. This policy will allow employees to monitor their own attendance based on a predetermined point based system.
Section 1: Point Based Policy Guidelines
As professionals, Union Pacific employees are expected to report for work on-time and ready to perform service.Pointswillaccumulateonanemployee’sattendancerecordbasedonthefollowing matrix:
Type of Layoff
Missed Call (MC) No Show (LN) After Call (LW)
Extra Board Assignments Pool Board Assignments Regular
Jobs with off days
3 5 8 6 10 10 8
15 15 15
Sickness in Family (LF)
(a) When an employee accumulates twenty-eight (28) points within a rolling ninety (90) day period he/she will be charged with a violation of this Policy and removed from service pending a formal investigation. Any formal investigation under this Policy will be conducted in accordance with the appropriate Collectively Bargained Agreement. If the charge is substantiated, the employee will be permanently dismissed from service with Union Pacific.
(b) An employee has the opportunity to reduce his/her points during a “credit period”. For purposes of this Policy, a “credit period” consists of twenty-eight (28) consecutive days from the employee’s last layoff wherein the employee remains fully marked up and available for service. An employee can “earn” up to seven (7) points for each qualifying “credit period”. However, points earned cannot be banked for future use and an employee’s total points cannot be less than zero (0). Employees with assigned off days are not eligible for the credit.
Section 2: Additional Guidelines
(a) For purposes of this Policy, if an employee’s layoff concludes prior to 0600 hours on Friday or begins after 1800 hours on Sunday, the layoff will not count as a weekend occurrence.
(b) For purposes of this Policy, when an employee’s layoff encompasses multiple calendar days, each 24- hour period, or portion thereof, will accumulate points per the matrix in Section 1.
(c) For purposes of this Policy, Union Pacific recognized holidays and other peak days determined by management will be counted as “Holidays.”
(d) Approved leave days will not be considered as an absence under this Policy. Approved leave days include qualifying bereavement, jury duty, a leave of absence, medical leave, legally protected family medical leave (FMLA), paid personal leave days, vacation, USSERA military leave, and absence(s) for union business in accordance with the employee’s respective Collective Bargaining Agreement.
Note: Conditional FMLA that has been revoked may be handled in accordance with the Carrier’s MAPS (Managing Agreement Professionals) Policy as a violation of General Code of Operating Rules 1.13 [Reporting and Complying with Instructions] and/or Rule 1.6 [Conduct].
(e) Attendance violations are treated separately from discipline under the MAPS Policy. However, an employee who refuses a call (RF status), may be disciplined under the MAPS Policy for violation of General Code of Operating Rule 1.13 [Reporting and Complying with Instructions] and/or Rule 1.6 [Conduct].
Where do I find the new attendance policy?
Be a man and lay me off fmla. The XFL is in season.
Learn win to use the word when you use the word New win you mint to use the word knew.
Every single one in transportation new the hours when the agreed to take the job and now you have it and don’t want to go to work or want lay-off when it’s convenient for you. Be a grown up and go to work. Or go find another job.
Large # at my terminal exercise their FMLA rights. I don’t need it but I see why co- workers do use it. This place is out of control. They manipulate all of the boards to not give people time off.
They lose at arbitration all the time. When we have compensated days that we can rarely take, even MID week....it does not look good at arbitration.
When you've booked well over 40hrs for the week and still can't get a day....it does not look good at arbitration.
The company is so full of sh-t. If you lay off sick you’re not leaving them short handed or unable to run trains. They did that by not keeping enough employees active or available. They also don’t plan to cover sick workers shifts by not including basic human needs in their calculations. It’s not your fault. You deserve sick days. They can take their attendance policy stick it right up their a— with their bosses c—k.
The carrier loses at arbitration on most attendance cases.
Someone has to check to see the legality of all this. I will respond to this post shortly, I have a labor lawyer. I want to see how this pans out since we do not acquire sick days or comp time.
28 points for 90 days
weekday - weekend - holiday for extra boards
6-10-10 - for pool turns
Sup boards 15 any day
I’m skeered and feeling sick. Going to go lay off for a week and test it out.
Please feel free to elaborate on said attendance policy please.