Brothers,

This is old information but I thought I would re-post it. I have had a lot of RSIA questions lately  .

Questions And Answers To The New RSIA HOS Laws….

How much time is an employee to be unavailable after acquiring on six (6) consecutive starts?

48 hours.

How much time is an employee to be unavailable acquiring on seven (7) consecutive starts?

72 hours. The 7th start must be a trip out of other than the home terminal and the employee must tie-up at the home terminal after the tour of duty.

What type of service counts towards the 6/7 consecutive /Starts?

Working Trips, Deadhead Combined with Service, and Call and Release with Service constitute initiating an on duty period. . Call and Release prior to on duty time, Separate and Apart Deadheads, Training classes, Safety meetings do NOT constitute initiating an On duty period.

Is a call & release considered initiating an on-duty period on a calendar day toward the six (6) consecutive starts?

Yes, if released after the on-duty start time.

Can an employee choose to work 7 consecutive starts to qualify for 72 hours unavailable time off?

No. The only way an employee can work 7 consecutive starts is if they initiate an on duty period at the home terminal on the 6th start and tie-up at an away from home terminal.

Is deadheading, service as Yardmaster, Peer Trainer, attending T.S.C. training or Operation RedBlockmeetings considered “initiating an on-duty period on a calendar day” toward the six (6) consecutive starts?

No, unless during these activities he/she performed covered service.

Is attending rule exams, court or investigations, vacation, personal leave, holidays (paid not worked), jury duty, bereavement leave, FMLA, available days but not worked or HAHT considered “initiating an on-duty period on a calendar day” toward the six (6) consecutive starts?

No.

What happens to an employee’s assignment if he/she has worked 6/7 consecutive starts?

The employee will be in an unavailable status. His/her assignment and/or turn on the extra board will be handled in the same manner as when the employee is unavailable in any other laid off/unavailable status.

Why is the FRA changing the definition of a calendar day?

Effective February 29, 2012, the FRA has advised that some railroads and labor organization’s agreements appear to be used to avoid the current federal rest requirements. Since starting a new day at midnight treats employees differently, especially those who just tied up in the preceding few hours, the new interpretation, when effective, is meant to have all employees have a 24-hour period after their tie-up count as the next “day”. This new interpretation must be implemented by January 1, 2013.

What changes are being made to how starts are calculated?

Union Pacific TE&Y employees Hours of Service starts will be based on the latest FRA interpretation which provides that a “work” day for purposes of the ‘‘consecutive-days’’ limitation means to ‘‘initiate an on-duty period’’ within a 24 hour period. Under the old calendar day interpretation, multiple starts in the same day are counted as 1 start. Effective 12/11/12, the FRA’s interpretation will now provide that all covered service starts within the same 24 hour period will be counted.

When will the new FRA regulation regarding 24 hour starts vs. calendar day starts go into effect?

On Tuesday, December 11th, 2012 Union Pacific Railroad will move from the current calendar day start calculation to the new 24-hour start calculation. The Federal Railroad Administration requires Union Pacific Railroad to be in compliance with the new 24-hour day start calculation by of January 1st, 2013

Who is affected by the change from calendar day starts to 24 hour consecutive starts?

Any TE&Y employee or employee performing covered service who was governed by calendar day starts prior to the change, except those performing passenger services.

Are passenger service employees who only work passenger service affected by this change?

No, as long as the employee only works in passenger service, they are governed by the passenger service regulations.

If a passenger service employee works a freight service job, are they affected by the change?

Yes, the most restrictive HOS rules will apply.

How much time must pass before consecutive starts reset?

If there is at least 24 hours between the tie-up from one covered service event and the start of the next covered service event, the number of starts will reset. (Covered service = the portion of time the employee spends on-duty engaged in the movement of a train).

If after the new 24-hour rule is applied, an employee starts work at 02:00 and completes their 4th start at 13:00 and does not work again until 13:00 on the following day (exactly 24 hours later) do the starts reset?

Yes, at least 24 hours have passed without covered service being performed.

Is there any change to the FR layoff after the 6th/ 7th start?

No. Employees will still be laid off FR (Federal Requirement) upon tie-up at the home terminal for 48 hours (6 starts), and 72 hours (7 starts).

What constitutes an event that would be counted as a start?

An event where covered service is performed (for example; freight service, deadheads combined with service, a call & release after on-duty time).

What does not constitute an event that would be counted as a start?

Call & Release prior to on-duty time, separate and apart deadheads, training (without directly moving or affecting the movement of a train), classes, Federally mandated hearing and vision tests, and safety meetings.

Does a separate and apart deadhead automatically reset my start count?

No. No changes have been made to whether separate and apart deadheads count as starts. A separate and apart deadhead is not covered service.

Example A:

Employee has a DH separate and apart with greater than 24 hours between covered service starts (starts are reset):

Dec. 11th On duty 0500-1700 on the MABCD/11 = Start 1

Dec. 12th On duty 0600-1500 on the IABCD/12 = Start 2

Dec. 13th On duty 0200-1400 on the ZABCD/13 = Start 3

Dec. 14th On duty 0400-1600 on the CABCD/14 = Start 4

Dec.15th On duty 0400-1600 on the KABCD/15 = Start 5

Dec.16th On duty 0600-1000 on DH30/16 is not a start

Dec. 17th On duty 0200-1400 on QABCD/17 = Start 1 (Starts would reset because there is greater than 24 hours between the off-duty time of the KABCD/15 on Dec 15th 1600 and the on-duty time of the QABCD/17 on Dec.17 0200).

Example B:

Employee has a DH separate and apart with less than 24 hours between covered service starts (starts are not reset):

Dec. 11th On duty 0500-1700 on the MABCD/11 = Start 1

Dec. 12th On duty 0600-1800 on the IABCD/12 = Start 2

Dec. 13th On duty 0600-0700 on the DH30/13 is not a start

Dec. 13th On duty 1700-0500 on the CABCD/14 = Start 3 (Starts would not reset because there is less than 24 hours between the off-duty time of the IABCD/12 on Dec 12th 1800 and the on-duty time of the CABCD/14 on Dec.13 1700).

Can an employee contact Crew Management Services (CMS) while laid off in FR (Federal Requirement)?

Yes, this has not changed. The employee can initiate contact, but CMS cannot attempt contact with an employee in FR status.

Does limbo time affect an employee’s number of starts?

No, but limbo hours should be monitored as to not exceed 30 hours a given month.

If after completing a 6th start, an employee ties up at their away from home terminal (AFHT), and the employee spends at least 24 hours off at the AFHT, how long will the employee be off FR after working to their home terminal tying up?

The employee will laid off FR for 48 hours once they arrive back at their home terminal.

If an employee has completed six (6) starts in only five (5) days, should that employee be placed in FR status after their tie-up to begin their 48 hours of FR at the home terminal?

Yes. Six starts have been completed.

Example:

DAY 1: Start #1 OD 0030 – 1000 tie up at AFHT, Start #2 OD 22:00- 07:30a at HT of day 2.

DAY 2: Start #3 OD 20:00- 06:00a at AFHT of day 3.

DAY 3: Start #4 OD 16:00- 22:00 at HT

DAY 4: Start #5 OD 11:00- 23:00 at AFHT

DAY 5: Start #6 OD 11:45- 23:45 at HT

Employee has completed the (6) start at their Home Terminal, and is now due 48 hours Federal Requirement (FR).

If after completing a start, an employee ties up at their away from home terminal (AFHT), and the employee spends at least 24 hours off at the AFHT, will their starts reset?

Yes.

Is it possible to have more than one start in one day?

Yes.

Example:

An employee’s on duty time is 0100, and they tie up at 0900. The employee is then in undisturbed rest for 10 hours, until 1900. They are then again called for duty at 2200 that same day. The employee would have two starts.

If I have five starts under the new 24-hour starts calculation and get called to Deadhead separate and apart from service on my 6th start, will I be in FR at the end of the deadhead?

No, provided there is not a 6th covered service start prior to 24 hours after tie-up from the 5th start.

If I am already laid off for Federal Requirement under the Calendar Day rules going from Dec. 10th to Dec. 11th, will I be marked up at midnight and have my starts reset?

No, you have achieved 6 starts, and are laid off for 48 hours from your last tie up at home to satisfy the federal requirement.

What will happen to my starts on December 11th, 2012?

Your starts will be figured differently starting on the date the new rules apply. Your starts prior to the cutover date will be figured using the calendar day starts calculation, and your starts after the cutover date will be figured using the new 24-hour starts calculation. Starts will not reset. If you are on-duty when the cutover occurs, the new 24-hour starts calculation will apply.

Example A.

5 Starts w/ Calendar day rule + 1 Start as 24-Hour rule, reset starts cycle to 1:

Dec. 6th Start 1 on duty 0500-1700

Dec. 7th Start 2 on duty 0600-1500

Dec. 8th Start 3 on duty 0200-1400

Dec. 9th Start 4 on duty 0400-1600

Dec.10th Start 5 on duty 0400-1000 (Dec. 11th 2012 00:01 UPRR starts 24-Hour Rule for starts)

Dec.11th Start 1 on duty 1100-2300. Notice 24 hours passed from tie up on the 5th start on Dec. 10th at 10:00am until the on duty time of the next start on Dec. 11th 11:00am.

Example B.

5 Starts w/ Calendar day rule + 1 Start as 24-Hour rule is 6th start requires FR:

Dec. 6th Start 1 on duty 0500-1700

Dec. 7th Start 2 on duty 0600-1500

Dec. 8th Start 3 on duty 0200-1400

Dec. 9th Start 4 on duty 0400-1600

Dec.10th Start 5 on duty 0400-1400 (Dec. 11th 2012 00:01 UPRR starts 24-Hour Rule for starts)

Dec.11th Start 6 on duty 1000-2000 48 hours of Federal Requirement (FR) is required.

Example C.

3 Starts under Calendar day rule + 3 Starts under 24- Hour rule:

Dec. 8th Start 1 on duty 0900-2000

Dec. 9th Start 2 on duty 0900-1900

Dec. 10th Start 3 on duty 0900-2100 (Dec. 11th 2012 00:01 UPRR starts 24-Hour Rule for starts)

Dec. 11th Start 4 on duty 0900-2100

Dec. 12th Start 5 on duty 0900-2000

Dec. 13th Start 6 on duty 0900-2000

Federal Requirement (FR) for 48 hours upon tie up at home terminal.

Example D.

6 Starts w/ Calendar day rule (on-duty while cutover occurs) requiring FR:

Dec. 5th Start 1 on duty 0500-1700

Dec. 6th Start 2 on duty 0600-1500

Dec. 7th Start 3 on duty 0200-1400

Dec. 8th Start 4 on duty 0400-1600

Dec.9th Start 5 on duty 0400-1400

Dec. 10th On Duty 1300 (Dec. 11th 2012 00:01 UPRR starts 24-Hour Rule for starts)

Dec.11th Tieup 0100 – 48 hours of Federal Requirement (FR) is required at the home terminal

Who can I contact if I have a question about my starts and how this change affects me?

Please direct calls to CMS.

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Unavailable Time

When does the 48/72 hours unavailable time begin?

Tie-up of the 6/7th start at home terminal.

Can the 48/72 hours be observed at other than the home terminal?

No.

May communication be initiated with an employee observing 48 or 72 hours unavailable time?

No – although exactly what constitutes communication is still under review.

May an employee initiate communication while observing 48 or 72 hours unavailable time?

Yes.

If an employee works out of the home terminal for his/her 5th consecutive on-duty period and is not called out of the away-from-home-terminal on his/her 6th day, is he/she entitled to 48 hours unavailable period when he/she ties-up back at the home terminal?

No. The employee must work six (6) consecutive days in order to receive 48 hours.

May an extra employee protecting an outside vacancy work 6 consecutive days and deadhead back home on continuous time?

Yes.

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Guarantee

Is the 10+ hours undisturbed rest (UDR) considered unavailable time toward guarantee calculations?

No.

Is the 48/72 hours unavailable time due to working 6/7 consecutive days considered unavailable time toward guarantee calculations?

Yes.

Will unavailability resulting from the 48/72 or 276 hour cap count both as an occurrence(s) and hours toward guarantee forfeitures?

Yes.

Will unavailability resulting from the 48/72 or 276 hour cap impact an employee’s exposure to the TE&Y absenteeism policy?

No.

May an employee request single day vacation or personal leave, if applicable, during the unavailable time (48/72 or 276 hour cap)?

Yes.  Consistent with the current agreement and assuming the employee has single vacation days or personal leave days and the assignment qualifies for personal leave.

Some extra board agreements provide for a “free day” under certain conditions wherein an employee may take a day off without deduction to his/her guarantee. Will these agreement provisions still be applicable?

Yes. The unavailable time (48/72 or 276 hour cap) will impact the free day in the same manner as any other layoff. In other words, if an employee if observing unavailable time due to 48/72 or 276 hour cap, he/shewould not be entitled to lay-off for a “free day”.

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10 Hours Of Rest/Undisturbed Rest (UDR)

Is the 10-hour rest undisturbed (UDR)?

Yes.

Is there a different UDR if an employee ties up after 11’59” versus 12 hours?

No.

When does the 10-hours rest begin?

Tie-up.

Is the 10-hour rest extended if the employee is on-duty greater than 12-hours?

Yes, on a minute by minute basis. For example: If you are total on duty time is 14’25” (OD at 0600, relieved at 1800, released at 2025) you would be required to take 12’25” of undisturbed rest (10 UDR plus 2’25” UDR for the on duty time greater than 12’).

May the employee decline the extended rest due to on duty times greater than 12 hours?

No.

How are the daily preference/roll call systems in yard service affected by the RSIA?

Switchmen participating in the daily preference/roll call system must have 10 consecutive hours of undisturbed rest between shifts and cannot mark to a job on the following day that has a start time less than 10 hours later.

Are text messages, e-mails, or other electronic correspondence permitted during the rest period?

Yes, employees have the ability to control when they view those messages and can turn off their devices.

Are 4-hour breaks still applicable? 

Yes.

Limbo Time

When does the limbo time that is counted toward the cap start?

Time on-duty in excess of 12-hours. The monthly accumulation begins at midnight each calendar month.

What if during a tour of duty, limbo extends into the following calendar month?

The limbo cap resets at midnight each month. For example; an employee is called at 11:00 a.m. on October 31st and ties-up at 1 a.m. on November 1st. He/she would have two (2) hours limbo, one (1) hour toward the October’s cap and one (1) hours toward the November’s cap.

Does the limbo time also count toward the 276 hours of service cap?

Yes.  All service at the behest of the company counts towards the 276 cap.

DIVISION 5 HAS A NEW FAX NUMBER # (951) 225 – 9913

PLEASE SEND ALL CLAIMS TO THIS NUMBER, I APOLOGIZE FOR THE INCONVENIENCE.

Brothers,

Recently we have had some unscrupulous individuals doing whatever they like in Dolores/ICTF. Let me be clear We must monitor ourselves and hold each other to the conditions of our agreement. We cant do whatever we like when it suits us and turn around and cry foul when the company does it.

TODAY’S LESSON

1.YOU MAY NOT temp a pool to pool vacancy.

example- turn jp016 re31 pe01 is on vacation for 7 days , YOU MAY swap positions with that vacation turn.

2.YOU MAY NOT put a hold down on that turn for the 7 days (from within the same pool) extra board is fine, Road Switcher is fine, other pools also OK…. JUST NOT SAME POOL TO SAME POOL.

Im not sure why we have all this confusion… but this sharp practice is getting old. Please notify this office immediately  if you see anything that is improper .

Fraternally

Paulo

from ktla5.com

A Union Pacific train was stopped in Sylmar after a conductor found what he believed to be some kind of bomb that was later determined to be a harmless shipping paperwork container, police said Wednesday.

 Union Pacific train No. 7363 was stopped at 2 p.m. at Roxford Street and San Fernando Road (map) after the conductor found what he believed to be an “IED,” Los Angeles Police Department Officer Tony Im.

After spotting an individual jump off the train and run away, the conductor stopped the train and went to check the spot where the person had been on board, LAPD Sgt. West Albin said.

At that spot, the conductor found a device in a cylindrical container that looked like a pipe bomb, but it turned out to be a manifest container that holds paperwork, Albin said.

After an LAPD bomb squad was called to the scene, police verified the train was safe.

Aerial video from Sky5 showed the front of the train had stopped under the transition road bridge from the northbound 5 Freeway to the eastbound 210 Freeway.

video- http://ktla.com/2015/05/20/train-stopped-after-suspected-improvised-explosive-device-found-by-conductor-in-sylmar/

from Omaha.com

Union Pacific Corp. has now furloughed a total of 900 employees and mothballed 800 locomotives because of lower shipping volumes, CEO Lance Fritz told the Wall Street Journal.

The slump includes a 25 percent reduction in coal shipments from last year as more power plants switch to natural gas, a trend that could continue, he said. “The remainder of the year, we don’t know what to expect.”

The Omaha-based railroad had furloughed 500 people and idled 47 locomotives in April. U.P. employs a total of 47,000.

The furloughs are for an indefinite period, company spokesman Mark Davis said. Some furloughed workers receive no pay or benefits. Others work and train part time and maintain their certification so they can be called back to work more quickly.

In 2009 the company furloughed as many as 5,300 workers because of the economic recession, Davis said.

Last year Union Pacific expanded its transportation workforce and added 822 locomotives as cargo volume increased 7 percent, improving service levels dramatically, Fritz said.

He also said that railroads are working to install the rail safety system called positive train control but won’t finish installing it by this year’s deadline. Union Pacific has spent $1.7 billion on its part of the system and will spend an additional $800 million to complete the installation.

Brothers,

sad news LASU Conductor Bob Corbett has lost his battle with cancer on Wednesday 05/27/15. I will keep you guys updated on the arrangements.

(Source: U.S. Railroad Retirement Board press release, May 11, 2015)

CHICAGO — Railroad employees who are planning to retire should be aware of what steps to take and what documents are required when applying for an annuity from the Railroad Retirement Board (RRB). Being prepared can prevent needless delays and ensure that payments from the RRB begin as soon as possible after retirement. The following questions and answers describe the application process and other related items that retiring employees, as well as their spouses or survivors, should be aware of.

1. How are railroad retirement annuity applications filed?

Applications are filed through the RRB’s field offices. Applicants may file in person or by telephone and mail. Those filing in person may do so at any RRB office or at one of the office’s customer outreach program service locations. Applicants filing by telephone receive the same information and instructions that are provided to those filing in person; forms requiring signatures and other documents are then handled by mail.

The addresses of all the RRB’s field offices are available on the agency’s website at http://www.rrb.gov, or by calling the RRB’s toll-free number at 1-877-772-5772. This number, which provides access to the agency’s field office representatives, also provides automated menus 24 hours a day, 7 days a week. RRB field offices are open to the public from 9:00 a.m. to 3:30 p.m., Monday through Friday, except on Federal holidays.

2. Can an application be filed prior to a person’s actual retirement date?

The RRB accepts annuity applications up to 3 months in advance of an annuity beginning date, which allows the RRB to complete the processing of most new claims by a person’s retirement date. An employee can be in compensated service while filing a disability application provided that the compensated service is not active service and terminates within 90 days from the date of filing. When an employee files a disability application while still in compensated service, it will be necessary to provide a specific ending date of the compensation. Compensated service includes not only compensation with respect to active service performed by an employee for an employer, but also includes pay for time lost, wage continuation payments, certain employee protection payments and any other payment for which the employee will receive additional creditable service.

To expedite the filing process, applicants should contact their local RRB field office to schedule time for a pre-retirement consultation and also to confirm their eligibility and be advised as to the required documents. The consultation can be conducted in person, or by telephone, with an RRB representative who will provide an annuity estimate, explain a retiree’s benefit rights and responsibilities, and answer related questions.

Railroad employees can also get estimates of their future annuities over the Internet by visiting the RRB’s website. To do so, employees must first establish an RRB online account at http://www.rrb.gov. For security purposes, first-time users must apply for a Password Request Code (PRC), which they will receive by regular mail in about 10 business days. To do this, they should click on “Request Password Request Code (PRC) be mailed to your home address” in the “Benefit Online Services Login” section on the home page. Once they establish their online accounts, they will be able to get an estimate of their annuities, as well as conduct other business with the RRB, over the Internet. Railroad workers are encouraged to establish online accounts while still employed so the accounts are ready when needed. Employees who have already established online accounts do not need to do so again.

3. What are some of the documents required with an application?

• All applicants have to furnish proof of their age.

• All applicants should be prepared to furnish the notice of any social security benefit award or other social security claim determination.

• An employee may be required to submit information regarding any other Federal, State or local government pension for which he or she also qualifies, as well as certain other payments not covered by railroad retirement or social security, such as from a non-profit organization or from a foreign government or a foreign employer.

• An employee or survivor filing for a disability annuity is required to submit supporting medical information from his or her treating physician, as well as any reports or records from recent hospitalizations. He or she may also be asked to go for one or more specialized medical examinations given by a doctor named by the RRB. If an employee disability applicant is receiving workers’ compensation or public disability benefits, notice of the amount and beginning date of such payments must be submitted.

• An employee will have to furnish proof of any military service claimed.

• A spouse, divorced spouse or widow(er) applying for a railroad retirement annuity must furnish proof of marriage to the employee. A divorced spouse must furnish proof of a final divorce from the employee, as well as proof that any subsequent marriages have terminated.

• A spouse, divorced spouse or survivor also qualified to receive a pension from a Federal, State or local government must submit information regarding that pension.

• All applicants have to provide banking information necessary for their enrollment in Direct Deposit.
A booklet, “Furnishing Evidence to Support Your Claim” (Form RB-3), gives detailed information as to the types of proofs that are required when filing for an annuity, as well as sources from which these documents can be obtained. The booklet is available free of charge at any RRB office or at http://www.rrb.gov.

4. Can proofs be filed in advance of retirement?

Railroad employees are encouraged to file proofs of their correct birth date and their military service well in advance of retirement. The information will be recorded and stored electronically until they actually retire. This will expedite the annuity application process and avoid any delays resulting from inadequate proofs.

If employees do not have an official record of their birth or military service, their local RRB office will explain how to get acceptable evidence. All evidence brought or mailed to an RRB office will be handled carefully and returned promptly.

5. What is the retroactivity of a railroad retirement application?

The retroactivity of a railroad retirement annuity application is limited to 1 year for disability annuities and 6 months for full age annuities. There is generally no retroactivity for reduced age annuities.

Retroactivity of a survivor annuity application is 1 year for disabled widow(er)s and 6 months for full retirement age widow(er)s, mothers (fathers), children and parents. Retroactivity for widow(er)s ages 60-61 is 6 months if it does not increase the age reduction (this does not apply to surviving divorced spouses or remarried widow(er)s). Otherwise, there is generally no retroactivity for reduced age widow(er)s’ annuities.

6. Are retiring railroad employees required to relinquish their rights to their railroad jobs?

An employee annuity based on age cannot be paid until the employee stops railroad employment and gives up any rights to return to work for a railroad employer. While an annuity based on disability is not paid until an employee has stopped working for a railroad, employment rights need not be relinquished until the employee attains full retirement age. However, in order for a supplemental annuity to be paid by the RRB, or for an eligible spouse to begin receiving annuity payments, a disabled annuitant under full retirement age must relinquish employment rights. And, regardless of age and/or earnings, no railroad retirement annuity is payable for any month in which a retired or disabled employee annuitant, a spouse annuitant or a survivor annuitant works for an employer covered under the Railroad Retirement Act, including labor organizations. Such work includes service for more than $24.99 in a calendar month to a local lodge or division of a railway labor organization. Also, work by a local lodge or division secretary collecting insurance premiums, regardless of the amount of salary, is railroad work which must be stopped.

Railroad retirement annuitants may work in nonrailroad employment, but benefits may be reduced if a beneficiary under full retirement age works after retirement and earnings exceed annual exempt amounts. Additional earnings deductions are assessed if a retired or disabled employee annuitant, or a spouse annuitant, works for his or her last pre-retirement nonrailroad employer, regardless of age or the level of earnings.

Special restrictions also apply to any earnings by disabled employees.

7. How soon after filing can an applicant expect payment?

Under the RRB’s Customer Service Plan, if an applicant filed for a railroad retirement employee or spouse annuity in advance of the beginning date of the annuity, the RRB is expected to make a decision within 35 days of the beginning date of the annuity. If an applicant did not file in advance, the RRB is expected to make a decision within 60 days of the date the application was filed.

If an applicant filed for a railroad retirement survivor annuity and was not already receiving benefits as a spouse, the RRB will make a decision to pay, deny, or transfer the application to the Social Security Administration within 60 days of the beginning date of the annuity or the date the application was filed (whichever is later). If an applicant is already receiving a spouse annuity, the RRB will make a decision to pay, deny, or transfer the application for a survivor annuity to the Social Security Administration within 30 days of the first notice of the employee’s death. If an applicant filed for a lump-sum death benefit, the RRB will make a decision to pay or deny the application within 60 days of the date the application was filed.

After the RRB has made its decision, applicants should receive a notice of award or denial within 2 weeks. If entitled to benefits, it is generally expected that the payment will be deposited in an individual’s bank account within 1 week of the RRB’s decision.

For disability annuities, processing applications is more complex than for other benefits because of the need to develop medical evidence. Under the Customer Service Plan, if an applicant filed for a railroad retirement disability annuity, the RRB is expected to make a decision within 100 days of the date the application was filed.

If it is determined that an applicant is entitled to disability benefits, the individual’s first payment will be received within 25 days of the date of the RRB’s decision, or the earliest payment date, whichever is later.

Of course, claims for some benefits may take longer to handle than others if they are more complex, or if information from other people or organizations is needed. If this happens, the RRB will provide an explanation and an estimate of the additional time required to make a decision.

8. How are railroad retirement payments made?

The Department of the Treasury has eliminated the vast majority of paper checks for Federal benefit payments. New recipients of Federal benefits now receive their payments by electronic means. The most common form of electronic payment for railroad retirement, social security and veterans benefits is through Direct Deposit, in which the amount is automatically transferred to an individual’s bank account. Those without bank accounts can enroll in Treasury’s Direct Express® program, which electronically transfers Federal payments to an individual’s Direct Express®-issued Debit MasterCard®. The card can then be used like an ordinary debit card. While agencies can still grant waivers from electronic payment, they can do so only in very limited cases.

9. How can individuals find more information about filing for railroad retirement annuities?

More information is available by visiting the RRB’s website, http://www.rrb.gov, or by calling an RRB office toll-free at 1-877-772-5772. Persons can find the address of the RRB office servicing their area by calling the agency’s toll-free number or at http://www.rrb.gov.

Thursday, May 21, 2015