An employee involved in absenteeism or an incident that may have put himself or his fellow workers, the public, or the railroad company at risk shall meet with the appropriate manager for a conference. At this conference the incident will be discussed to the extent that the employee and the manager are confident there is complete understanding of the incident and all rules that are applicable. If necessary, rules or other remedial training will be arranged. This conference and subsequent training will be under a basic day's pay per day and may include the union representative in the meeting, if requested. A copy of the general content of the meeting and any remedial training plans will be provided for the employee, union representative, and manager's file. If the employee works twenty-four (24) months without incident, his record will be cleared.

COLLABORATION:

An employee involved in a second Level 2-3 infraction within a twenty-four (24) month period or an employee that is involved in absenteeism for a second time in a twenty-four (24) month period will meet with the appropriate manager to discuss the incident. The manager and employee will develop a remedial action plan and the employee will be required to pass a one or two day extensive rules examination. Failure to pass will be dealt with according to applicable labor agreements and FRA requirements. A similar document of the process will be made available to the labor representative, the employee, and the manager. This process will be under a basic day's pay per day and the union representative should be in attendance for the conference and may attend the test as an observer. If the employee works the balance of the original twenty-four (24) months or twelve (12) months from this incident, whichever is longer, without incident, his record will be cleared.

DECISION:

An employee involved in a third Level 2-3 infraction within a twelve (12) month period will be instructed to meet with the manager, the superintendent and the union representative. The employee will be reminded of the previous meetings and his commitment to comply with the rules. The manager, employee and labor representative will develop a remedial action plan. A document of the process will be made available to the labor representative, the employee and the manager. The manager will explain to the employee that if another rule infraction occurs before the recovery period ends, the employee may be terminated. For those cases of first infraction (tampering and Level 4.0-4.5) training outlined in COLLABORATION will be implemented.

FINAL:

This will apply to all DECISION violations not cleared by one year without reoccurrence. After a hearing, the employee may be terminated.

MEETING:

Employee and manager will meet face to face to jointly make a needs assessment from which training will be developed.

UNDERSTANDING:

Manager and employee (with input from union representative) will agree on the course of training and the commitment to comply with rules and policy.

TRAINING:

Based upon meeting and agreement a specific course of action will be devised and referred to as training.

BASIC DAY:

The compensation an employee receives while in meeting, training, and 24-hour reflection.

RULES TEST:

Comprehensive written rules examination the employee shall take and pass.

COMMITMENT:

The employee makes a commitment to manager and union representative that they will comply with rules and policy and that further incident will result in termination.