CSX-Sucks!

Asleep At The Wheel

Casey Jones you'd better,
watch your speed...

    "The railroad is a 24 hour a day, 7 day a week operation", many of us have been told, when requesting some extra 'rest' between jobs. Unfortunately, the people that make the railroad move, like all other people, do not operate "24 hours a day, 7 days a week".

    Anyone who's worked around the clock has either seen, or experienced first-hand, the inevitable effects of sleep deprivation. Maybe it was you, maybe it was the jitney driver, maybe it was....

    The real fun is when someone tries to explain to the crew-caller that they are too tired to go to work.



Showing 1-20 of 6739 articles posted under "Asleep At The Wheel"

All 6739 articles on one big page.

Name: Justice
E-mail: 
Employed as: Conductor, for 10-20 years
Posted: 22 January 2018

How Do I File a Complaint with the Secretary of Labor?

You may file a complaint with the Secretary of Labor. You should
contact the nearest office of the Wage and Hour Division of the
Employment Standards Administration, U.S. Department of Labor. Record
your complaint in writing and then present it in person, by letter, or
by phone. At that point, the merits of your complaint will be reviewed.
If the Department does decide to take action, it will first try to solve
your problem administratively by negotiating with the employer. If these
negotiations are unsuccessful and if it believes the FMLA was in fact
violated, the Secretary may sue the employer on behalf of the employee.



https://webapps.dol.gov/elaws/whd/fmla/13.aspx

  View This Article

Name: 
E-mail: 
Employed as: Conductor, for Less than 1 year
Posted: 22 January 2018

Call Today


https://webapps.dol.gov/elaws/whd/fmla/13.aspx

  View This Article

Name: 
E-mail: 
Employed as: Corporate office, for 1-10 years
Posted: 21 January 2018

Here is a free one.   When you speak to your attorney be sure let them
know how are layoff board works.   Employers are not allowed to show
why someone is off.     The RR had a direct hand in a hostile work
environment by providing anyone the information how or why someone is
off.

" QUESTION :Can one employee say anything to another employee that
constantly takes FMLA and is putting a burden on coworkers?

ANSWER No. This is absolutely inappropriate, and as an employer you
need to put a stop to it. Federal law permits an employee to take up to
12 weeks of unpaid, job-protected leave under FMLA. That same law
prevents the employee from being harassed by the employer or coworkers
for using FMLA. Such actions are illegal retaliation and as an employer
you face fines and other penalties if you permit an employee to do
this.

As an employer, it is your obligation to hire, train and schedule
enough staff so that use of FMLA is not a major imposition on
coworkers. The problem here is not the use of FMLA  it is
understaffing."

Better add this to annual pods training.

  View This Article

Name: Kitten
E-mail: 
Employed as: Friend or family of employee, for Less than 1 year
Posted: 21 January 2018

Should a person call and file a complaint if their spouse hasn't?  I
can't decide if we should wait it out.

  View This Article

Name: 
E-mail: 
Employed as: Corporate office, for 1-10 years
Posted: 21 January 2018

They're dragging their feet.   They know they are in the wrong.  
Don't take it sitting down.    Don't put it off.  3rd parties can
file a complaint.  

                                                        CALL ASAP
https://webapps.dol.gov/elaws/whd/fmla/13.aspx

  View This Article

Name: Mayihaveanother
E-mail: 
Employed as: Locomotive Engineer, for 20-30 years
Posted: 20 January 2018

Day 19
Woke up feed my bird.  I'm making and eye patch.   Dig out a puffy
shirt.  Try to teach Trex  to sit on my shoulder.  I need a wooden
sword too.   Gonna be a fun paid day off. 
And Bacon Waffles for brakefast. Updates later my brothers.

  View This Article

Name: liltee
E-mail: 
Employed as: Conductor, for 20-30 years
Posted: 20 January 2018

I'm sick of all the co abusing displacement.   Constantly causing
others hardships.  You know who you are.  I hope CSX comes down hard
you all. This is out of control.  We need the bid system now.   CSX and
the utu is just as guilty as the men letting this go on.   Making others
work more.  Never knowing when everyone is going to disappear.   We have
around 6-12 displaced playing their games any given day.  Not to mention
local chairman laying off all weekends to mark up early Monday to catch
a mail train. 
Or lay off to. Extend their vacations off days or to catch a holiday
watch the Super Bowl.

  View This Article


Buy the webmaster a beer! Or a coffee!
Or a book! Or send cash!
Help keep this site alive!
 

www.CSX-Sucks.com - Sticking it to the man since 2001

Name: yours truly
E-mail: 10047
Employed as: APE, for 1-10 years
Posted: 19 January 2018

what is the youngest date working in buffalo what long pools are left to
williard  enineers // conductors . I have been off for years

  View This Article

Name: Mayihaveanother
E-mail: 
Employed as: Locomotive Engineer, for 20-30 years
Posted: 19 January 2018

Day18
Another paid weekend off.  Got me a pet bird today. Trying to teach him
to say I like blondes and I'm suing those mofos.   Snow fort about
gone. Slide has melted.   Have to find something new to do. 

Good to hear from u OG RRJ

Kitten where you from girl?

  View This Article

Name: bollweevil
E-mail: 
Employed as: APE, for 20-30 years
Posted: 19 January 2018

HEY!,  where is my back pay, all the experts in the crew room said we
would be getting it today (1/19). well i guess they can earn another
few days of interest if they wait until the 31st to payout. meanwhile
I'm off FMLA.. FOUR DAY WEEKEND BITCHES.. #fuckfoote

  View This Article

Name: billydee
E-mail: 
Employed as: Conductor, for 20-30 years
Posted: 19 January 2018

I heard today they're going to try and wait it out until your insurance
expires.  Then place a waiver in front of you.

  View This Article

Name: 
E-mail: 
Employed as: Conductor, for 1-10 years
Posted: 19 January 2018

kangaroo court is over.  everyone of you managers and hr personnel.
Your names will be on the list of defendants.  

thank you

  View This Article

Name: 
E-mail: 
Employed as: Friend or family of employee, for Less than 1 year
Posted: 19 January 2018

File a Complaint today
                3rd parties can file also


https://webapps.dol.gov/elaws/whd/fmla/13.aspx

  View This Article

Name: 
E-mail: 
Employed as: Train Dispatcher, for 1-10 years
Posted: 18 January 2018

300 million paid out for 8 months
3000 jobs cut
Customers alienated
Boot program slashed
Property sold off
Locos stored
Cars stored 
Hump yards shutdown
Fmla scrutinized
Weather mark off abolished
Employees enduring undue hardships
Key employees pushed out
Internal investigation
100s cut back to craft
100s relocated
People doing 2,3 or more jobs
Local chairman being charged for Union buisness on property
2000 more suspected job cuts
Corporate tax cut
And a motherfucker wants to side with this company

  View This Article

Name: mayIhaveAnother
E-mail: 
Employed as: Locomotive Engineer, for Less than 1 year
Posted: 18 January 2018

Day17 It be getting serious up in here.  To whoever mentioned B&O
Chairman has number to lawyer thanks. be calling today.  

HR let us know how you feel when you get cut in 2018
That be some funny stuff right their

RRJ
OG what up hadnt heard from u

  View This Article

Name: 
E-mail: 
Employed as: Locomotive Engineer, for 10-20 years
Posted: 18 January 2018

Thank you for the information regarding the waiver, just as I
suspected.

I also agree to NOT sign the waiver. Doing so is almost certain
termination if one was to ever be investigated for FMLA abuse again. It
also takes away all ability to sue, because you'd be admitting you did
abuse your leave.

I'm on my third twelve month period of FMLA intermittent leave, and I
have NEVER received any "warning letters" concerning my actual use of
FMLA leave. I know of those who have, though.

CSX also requested me to re certify my FMLA leave due to an increase in
the usage estimated by my health care provider. Not only did I complete
the re certification paperwork(which has already been approved by the
FMLA department), I had my health care provider write a letter stating
my leave during the time period of the charge letter was in fact for my
personal serious condition. Still no word from the company.

As for the "honest belief" claim in defense of a retaliation lawsuit,
it's really hit or miss, when you search online for the outcome. In a
nutshell, the defense is that the company had an honest belief of FMLA
abuse, and even if they are wrong, they can't be held liable in a
retaliation lawsuit. BUT, everything you read online shows examples of
where the company had some sort of actaul proof the leave was being
misused. In our case, the only proof the company has is that leave was
taken. Not that it was taken for other reasons, just taken period.
During a certain time frame. I don't think it works that way. Neither
does my lawyer.

Best of luck to all involved. Please keep others in the loop as to
what's happening. 

My lawyer is aware of all this. He has advised me on how to proceed if
the investigation is completed. I have plenty of money to wait this
out, even if it takes years. I will admit to nothing.

  View This Article

Name: 
E-mail: 
Employed as: Locomotive Engineer, for 30+ years
Posted: 18 January 2018

offered 30 day actual suspension.  With time served going against it.  
They wanted me to admit I abused my leave.  I did no such thing.  I've
proof on to top of my certification.   So I told them there was no way
I'd be signing a waiver.   There were others also I dont know if any
took their waiver.

Also we had several in the last year who received "warning letters"
stating they were using their leave not for its intentions. 
conclusion they are holding all who didnt receive said letter at a
different standard.  Be sure to tell your lawyer about these warning
letters that werent received.

They are trying to build their case on an Honest Suspicion.  Which if 
they can it's near impossible to bring charges against them.  Non
union places of employment can fire let go their employees for almost
any reason.  The union shields us of this. So the honest suspicion rule
is all they have.  
Only use your leave for it's intentions. Never post on social media.
never talk to co-workers about your leave.  Never forecast leave. 
dont do anything that could be videotaped an used against you. Your co
workers will hang you if given a chance.

  View This Article

Name: 
E-mail: 
Employed as: Locomotive Engineer, for 10-20 years
Posted: 18 January 2018

To whomever that was offered a waiver, would you care to elaborate on
the specifics of said waiver?

My investigation was over a week and a half ago, which was postponed
after I submitted documentation from my health care provider regarding
my FMLA use during the time period covered in the charge letter. My
postponement date is still over a week away, and no word from the
company concerning the documentation I provided.

Thanks in advance.

  View This Article

Name: 
E-mail: 
Employed as: Locomotive Engineer, for 30+ years
Posted: 18 January 2018

Kitten


I was offered a waiver.   I believe several have been too.

  View This Article

Name: 
E-mail: 
Employed as: Other, non-employee, for N/A
Posted: 18 January 2018

Give them a call.   3rd parties can also file an anonymous complaint.




https://webapps.dol.gov/elaws/whd/fmla/13.aspx

  View This Article

Next
www.CSX-Sucks.com
don't click here