UNION PACIFIC RAILROAD COMPANY
|
April
16,1993 |
1416
DODGE STREET |
|
MR
R E CARTER MR
L L NELSON |
MR
NJ LUCAS MR
D L SMITH |
Gentlemen:
Attached for your Organization's further information is a letter dated April 7,1993 from Vice President Field Operations M. Kelly advising that the qualification criteria for promotion to engineer has been revised.
For the pertinent changes, please referred to Criteria No. 2 wherein the employes discipline record will be based on the past thirty-six (36) months, rather than the previous plan that evaluated the employes past record for one-hundred-twenty (120) months.
If additional clarification is needed on this matter, please don't hesitate in contacting this office.
Attachment Yours truly,
L. A. Lambert
Director Labor Relations
0416a(l).lal
QUALIFICATIONS FOR PROMOTION TO ENGINEER
Superintendents will use the following standards as criteria for selecting candidates for locomotive engineer training:
(1) An employee will be rejected if the employee has taken and failed the examination for promotion to conductor on the final attempt.
(2) a. Traditional Discipline:
The following point schedule, based on the frequency and/ or severity of an employee's discipline record in the past thirty-six (36) months, will be used:
Discipline Points
Letter
of Reprimand
1
0-15 Days
1
16-30
Days
2
31-60
Days
3
61-90
Days
4
90-120
Days
5
120-Days
- Dismissal
6
For purposes of this schedule, actual suspension, deferred days and ADEPT will be counted the same.
One point will be subtracted from the total for each period of twelve (12) consecutive months of compensated service an employee works without any discipline being assessed against his/ her record. An employee who has accumulated eight (8) or more points at the time of selection will be rejected. An employee's existing discipline record will be considered in evaluating present employees for promotion to locomotive engine (sic)
b. UPGRADE Program:
On those territories where employees are subject to the UPGRADE (Union Pacific General Rules for Administering Discipline Effectively) Discipline Policy, an employee will be rejected if, on the date of selection, that employee's current discipline status is a Level 4 or above.
(3) An employee will be rejected if his/her personal injury record clearly demonstrates a disregard for safety and therefore an inability to safely operate a locomotive. The determination to reject win be based upon personal injuries to the employee and/ or to others which were the result of the employee's act or omission.
(4) An employee will be rejected if he/ she has violated Rule G two times since the applicable "By-Pass Agreement" became effective. An employee will be rejected if he/she has violated Rule G within the previous twelve (12) month period. An employee with only a single Rule G violation occurring since the applicable "By-Pass Agreement" became effective but not within the prior twelve (12) month period will be considered for locomotive engineer training if the employee reports to and receives a current favorable approval by E.A.P.
(5) Employees on medical leave who have been approved by the medical director as physically able to work as a locomotive engineer prior to the time of selection will be eligible for selection into training for locomotive engineer.
To ensure consistent application, any rejection pursuant to these standards will be reviewed by a committee consisting of a representative from Operating, Labor Relations, Sourcing, and EEO. This committee will make the final determination whether an employee is rejected.
Subject to the carrier's legal obligations, once these standards have been met, qualifying employees form train and yard service will be selected on the basis of their relative seniority standing.