Intracraft Policy For Train Service
Employees of Union Pacific Railroad
This policy establishes the procedures for an employee of Union
Pacific Railroad Company to apply for agreement vacancies in his/her
craft at different work locations. Consideration will be given to
active and furloughed employees concurrent with external applicants in
the selection of personnel for agreement vacancies. Vacancies will
always be filled with the most qualified candidate, whether internal
Policy Application and Administration
This policy provides a uniform and objective approach to the filling
of agreement vacancies. This policy is not intended to keep an
employee from exercising any existing right of transfer to positions
that fall under the provisions of applicable collective bargaining
agreements. The applicable collective bargaining agreement will
control in the event of a conflict with this policy. The objectives of
this policy are:
To provide an opportunity for eligible employees to transfer to
a different work location.
To establish a uniform process for the consideration and
movement of employees from one work location to another in which
employees do not have contractual rights.
To establish and communicate consistent eligibility requirements
for employees applying to transfer in the same craft to a
different work location.
Crew Management will have final approval on all transfers based
on manpower availability determined through the manpower planning
Eligibility Requirements For Consideration For an Intracraft
An employee applying for agreement vacancies under this policy must
meet all selection criteria established by the Company. In situations
where more than one applicant from the same location is applying to
transfer, the date and time of application to transfer will prevail as
between equally qualified employees.
Qualified locomotive engineers or engineers in training will not
be allowed to transfer under this policy, regardless of the craft to
An employee who has received formal discipline will be
ineligible to transfer under this policy for the number of
years equal or equivalent to the Upgrade retention period for
the employee's offense. The retention period begins with the
date of the incident resulting in disciplinary action. The
discipline levels and retention periods are as follows:
When an employee is returned to service from Level 5
dismissal on a leniency basis (other than Rule 1.5), as the
result of a reinstatement agreement, the employee will be
returned with a status of Level 3.
The employee will be considered at a Level 3 and must wait
18 months before applying for transfer under this policy.
An employee will not be considered if he/she has discipline
pending or is undergoing an investigation. The Company shall
assume no liability for a request to transfer in cases where
discipline is overturned in an arbitration award.
An employee who has violated Rule G and/or is covered by the
Companion Agreement within the past 12 months of the date of
the employees transfer application will not be eligible for
transfer. An employee who has violated Rule G and/or has been
covered by the Companion Agreement within the previous 24
months must have approval from EAP that he/she has
successfully completed a follow-up program before becoming
eligible for transfer.
An employee will be rejected if his/her personal injury record
clearly demonstrates a disregard for safety and therefore an
inability to safely perform their duties.
An employee may not have had any on-duty reportable personal
injuries within 3 years of applying for transfer to another
Service (For purposes of this policy, train
service [conductor, brakeman, switchman, etc.] is considered a
An employee must have two years of continuous service in
his/her present craft in order to apply to transfer under this
Example: A trainman was originally hired in the Denver Hub.
The employee will not be eligible to transfer until two years
have passed since his/her hire date.
An employee who has previously transferred under this policy
will not be eligible to request a transfer under this policy
for five years from the date of the previous transfer. The
five year period begins on the date the employee first
performs service at the new location.
Example: A trainman was originally hired in the Denver Hub.
Two years after the original hire date, he/she requested
transfer to the Chicago Hub. The request was granted. The
employee will not be eligible to request another transfer
under this policy until he/she has worked at the new location
for five years from the date of service at the new location.
An employee with less than two years of continuous service
in his/her current craft may be considered for a transfer
under this policy if there is a furlough situation within the
employee's craft and on the employee's seniority district. The
employee must still meet all other eligibility requirements
under this policy.
Example: A trainman at North Platte with six months service
is furloughed on his/her seniority district. Another trainman
on the furloughed employee's seniority district is working.
Both employees are eligible to apply to transfer under this
An employee will not be allowed to transfer if he/she is
subject to an existing relocation agreement or program.
Example: An employee received relocation benefits and moved
from Houston to Cheyenne. The agreement required the employee
to work at the new location for two years. The employee cannot
apply to transfer under this policy until two years after
he/she first performed service at the new location.
Applications to transfer under this policy will expire 6 months
after submitted. Employees must resubmit an application to
transfer if their application has expired. When an employee is
selected to transfer, all other applications to transfer from this
employee will expire.
Priority in filling agreement vacancies will be extended to
locations having surplus employees as determined by the CMS
manpower planning process.
Definition of Authorized Vacancy
The authorized vacancy process will be defined as follows:
Hiring department initiates Request for Agreement Personnel
RFP moves through appropriate steps for approval.
Final Approval by designated authority, indicates the President
has approved the RFP.
Definition of an Intracraft Transfer
Any re-assignment from one craft to the same craft at a different work
location/seniority district that has not been agreed to under the
applicable collective bargaining agreements.
Example: Train service in Tucson to train service in the Twin
Definition of A Furloughed Employee
A furloughed employee is an employee who is not able, through the
normal exercise of seniority, to hold a position or to place
themselves on a position in any class of service in which they hold
seniority or to otherwise obtain a position pursuant to the applicable
collective bargaining agreement.
After receiving notification to fill a job vacancy through the RFP
process as described above in Section IV, Sourcing will post job
vacancies as follows:
All job vacancies are posted on UPRR's internal employee site
(through UPOnline) and UPRR's external web site (www.uprr.com).
Employee must fill out an application on UPRR's internal
employee site through UPOnline)
or UPRR's external Web site (www.uprr.com).
After an employee has submitted his/her application, the
Sourcing Department will determine eligibility according to this
Interviewing of eligible employees will be conducted at a
location determined by the Sourcing Department. It is the
employee's responsibility to arrange for time off and
transportation at the employee's own expense.
The Sourcing Department (Employment Manager), the Field Manager
and CMS (Manpower Manager) will make a joint decision relative
to whether or not the employee in question will be receiving a job
offer for transferring to the new location. The Sourcing
Department will notify the employee if he/she is offered a
An employee selected for transfer may be required to undergo a job-related
physical and drug screen (as deemed necessary by the Health
Services Department) and background investigation as
required by Company policy.
Questions regarding this policy may be directed to Sourcing at: