953 Back   System Absenteeism Policy
   

(UTU LETTERHEAD)

March 9, 2004

Local Chairpersons
Lodge Secretaries
Union Pacific Railroad

Dear Sister and Brothers:

Attached is a copy of the Carrier's new Attendance Policy that was given to all the UTU General Chairmen in a meeting in Kansas City on March 2.  This is the only policy that will be used across the system.  If a local superintendent or manager gives you another version of this policy, please forward it to our office.

Please note that neither this office nor any other UTU General Chairman has concurred in the utilization of this policy.

According to the Carrier's presentation of this policy, the following criteria will be used (by General Director Scott Hinckley's group) in determining whether an employee is considered in violation of the policy:

1. On how many of the last 8 weekends did an employee lay off and miss a trip? Employees must have laid off and missed a trip on 6, 7 or 8 of the last 8 weekends to be in violation of the policy. Note: a weekend is considered to be Friday, Saturday and Sunday.

2. On how many of the last 11 national recognized holidays did an employee lay off and not work? Employees must have laid off 7 or more of the last 11 holidays to be in violation of the policy.

3. In how many of each of the last 4 months did an employee have a minimum of 5 layoffs (or a minimum of 5 days off) in LK/LS/LP?  An employee must have laid off LK (illness in family), LS (sick) or LP (personal) a minimum of 5 times (or a total of 5 days) in 3 of the previous 4 months to be in violation of the policy.

4. In how many of the last 4 months did an employee work 75% or less than his/her assignment called for (board regulation, regular assignment, extra board)?  An employee must have laid off 25% or more of the days/miles that his/her assignment calls for.

EXAMPLES: In a pool regulated at 3850 miles per month, an employee who worked 2888 miles or less in 3 of the last 4 months will be in violation of the policy. On a 5-day local (23 days per month), an employee who worked 17.25 days or less in 3 of the last 4 months will be in violation of the policy. On a road extra board regulated at 4200 miles per month, an employee who worked 3150 miles or less in 3 of the last 4 months will be in violation of the policy. On a yard extra board (5 days per week, 23 days per month), an employee who worked 17.25 days or less in 3 of the last 4 months will be in violation of the policy.

IMPORTANT NOTE:  In order to be placed on the absentee list, an employee must meet at least two of the above four above criteria or "max out" on any one criteria (for example, an employee's only hit was that he laid off all 11 holidays).

Do not hesitate to contact this office if you have any questions concerning this policy.

Fraternally,

Dean L Hazlett General Chairman

 

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(This is the existing attendance policy that the above is intended to clarify)

TE&Y ATTENDANCE POLICY

     It is expected that Union Pacific employees will protect their job assignments on a full-time basis. In cases where an employee does not work full time, the following policy is applicable:

1. Employees who do not work full time will be identified. The identified employee's work record will be examined to ensure the information is accurate. During this process, every effort will be made to identify those employees who have legitimate reasons for their absences. If necessary, the supervisor will contact the employee to obtain additional information and/or clarify the available information. If the employee's attendance record warrants, an investigation will be held. If appropriate, discipline will be issued based on the results of the investigation.

2. Identification will include employees with:

     A. Frequent or pattern of weekend layoffs.

     B. Frequent or pattern of holiday layoffs.

     C. Frequent personal layoffs.

     D. Frequent sick/sickness in family layoffs without medical documentation.

     E. Lower availability days when compared to peers.

3. The employee's work record will continue to be monitored. If the employee still fails to work full time, a second and, if needed, third investigation will be held. If appropriate, discipline will be issued based on the results of the investigations.

4. Discipline assessed for violations of this policy will be independent of discipline "levels" computed under UPGRADE.

5. Employees will be instructed to mark up for service immediately and to work full time following the first and second investigations.

6. A third absenteeism offense will result in dismissal.