Employed as: Locomotive Engineer, for 20-30 years
Posted: 12 June 2018
When they voted in some changes in the SSA they didn't make any
changes in writing to the forgiveness article on discipline charges.
Side letter #13
A clear record for the first or second 6 months of a calendar year will
cancel (1) disciplinary entry on the employee's service record for each
six month period or a maximum of two per year,
There have been some supervisors telling engineers that this part of
the union agreement is no longer in effect because the company has done
away with specific minor/serious charge violations. This is NOT TRUE.
This article applies to all engineers who have 5 or more years of
seniority until it is removed by vote of the membership.
The new idpap policy only has two levels of discipline now. It is
either a non-major or a major. There is no more minor groups or
serious groups. There used to be a distinct procedure to follow
applying the forgiveness for each group. If you had a minor charge you
had to go 180 days without another charge for one charge to be removed.
That was a "straight" 180 days. No one half of the year or the other.
It was different on serious charges. It was agreed that you must go 180
days of an entire half before you could have one charge removed. In
other words if you got a serious charge in January you would have to go
from July 1st to December 31st to have it removed. With no separate
categories as stated in the old IDPAP policy all engineers must follow
the "wording" in the SSA agreement under side letter #13. I have
spoke with several LC on this issue and it is understood that the Union
has no control over how the carriers discipline policies are written
unless they are extreme and excessive and do not allow any employee the
ability to receive forgiveness when correcting their behavior and
showing and attempt to correct their actions. Side letter #13 allows
this forgiveness protection to all engineers with 5 years or more
Something that is very important for both engineers and conductors to
remember is the statement that was written on the first page of the new
issue of the IDPAP policy in regards to accessing discipline.
CSXT intends to continue to provide a safe work environment in which
all employees can experience meaningful work and contribute to the
VERY IMPORTANT....CSXT REQUIRES MANAGERS TO PROVIDE FAIR AND CONSISTENT
TREATMENT TO ALL EMPLOYEES UNDER THEIR CHARGE AND TO USE ALTERNATIVES TO
FORMAL DISCIPLINE WHENEVER APPROPRIATE!!!
Formal counseling in writing IS FORMAL DISCIPLINE! Do not be fooled
into thinking it is not! Any notation made in your employee
history/record can lead to an adverse effect on your employment with
the company and can lead up to cause for termination. A written
notation in your employee records that you were verbally counseled IS
NO DIFFERENT THAN A CHARGE OF FORMAL DISCIPLINE!!!
Missing a side shield because it fell off before you get another one or
not having your vest closed in front are just a few examples of failures
that DO NOT WARRANT a formal counseling in writing! If you feel you have
received excessive counseling for "petty" infractions you should
immediately contact your LC and provide a written statement. The IDPAP
policy is a "play" on words. Supervisors do not have to make an entry
in your employee history if they feel it is a "petty" incident that
doesn't warrant a formal reprimand. If they tell you they have no
choice then they are not telling you the truth. The policy is black and
white. They have the right to use alternative choices!