I want to convey a few things that are hot and heavy around UP right now. First is EMS, anytime EMS is not used call OPCC and obtain a control number , we have over a hundred charge letters from Tucson, WC and LA for this. if you dont use it report it or you will be cited, its not going away.
Please familiarize yourself with rule 31.8.7
While we are discussing OPCC and calling them, be aware everytime you call them or the mechanical desk you inward and outward facing cameras go live!! thats correct they are watching you and your conductor everytime you call them so lets wake up that conductor prior to the call. turn off and stow those cell phones.
Stop communicating via text with managers , This is crazy to me . first of all when a manger asks “hey Paulo” were you on the MWCLA? use your deductive reasoning skills, do you think he wants to tell you what a great engineer you are? no, hes fishing! and his fishing will lead to discipline . these managers are NOT! your friends. they are lazy and looking for definitive evidence to cite you with without doing the legwork. Block their numbers, have them call me, do not incriminate yourself.
Please remember to fill out your HOS violations and get them to Brother Fancett. he has been instrumental in submitting the violations and having thousands of dollars in fines assessed on behalf of you towards Union Pacific.
examples of Violations
no crew or van called specifically for you or your train before you expire. grabbing a crew called for something else doesnt cut it still a violation
circuitous route- any route that isnt directly from your train to your home terminal.
yard van takes you to colton/la/industry to wait for a road van – violation
picking up a second crew-violation
holding the air-violation
This also bring us to the next issue -Limbo time
Under the RSIA you are only allowed 276 hours worked and 30 hours of limbo time in a calendar month. many re31 engineers are over the 30 and close to the 276(limbo time = time your dead until you tie up at your home terminal) the UP has stated they would rather pay the fine than follow the law- anytime you exceed the 276/30 please notify this office so we can submit it to Ryan Snow and the FRA. this is mostly for RE31 engineers . if you click on your name it will show month to date limbo time in red
Please ensure you check your timeslips. It has been brought to my attention that we have had fireman attaching themselves to our assignments and not showing up for service. do not get entangled in this issue between their decisions and the carrier. protect yourselves and your employment.
immediately go through your pay history, if they paid you 28.00 for a fireman and he/she never worked with you and or showed up. start a heat ticket and ask timekeeping to remove the 28.00. also please notify me via email or firemans names and dates.
Please join us for our September meeting where Blet Division 5 will nominate their Division Officers. If you are unable to attend you may submit a nomination via Email to S/T Brian Hess . @engineerbrian@msn.com
We will be discussing the state of 11/4, EMS usage, cell phones , circuitous routes and anything else that you feel need to be addressed .
If you have a manager who violates this policy please file a complaint 100 percent of the time.
process with any person requesting a reasonable accommodation. This interactive process may include a request for reasonable medical documentation to allow Union Pacific to ascertain whether the individual has a qualified disability under the ADA, whether the disability necessitates accommodation, and/or what appropriate accommodations may be available. Union Pacific will conduct an individualized assessment of each request for a reasonable accommodation considering all submitted information from the individual, the individual’s medical provider, and any other pertinent information necessary to evaluate the request.
An applicant or employee may request a reasonable accommodation by contacting Health and Medical Services, including the vocational case managers, fitness for duty nurses, occupational health nurses or make a request online. Union Pacific will process requests for reasonable accommodations and will provide reasonable accommodations where necessary in a prompt and efficient manner. Union Pacific’s EEO Staff will administer the policy. Health and Medical Services personnel will implement the reasonable accommodation program system-wide in coordination with supervisors and managers.
RELIGIOUS ACCOMMODATIONS The Company will also make reasonable accommodation for the religious needs of employees where such accommodation can be made without undue hardship. Persons wishing to request reasonable accommodation based on religious beliefs should contact the EEO Staff at 1-866-877-3362 [1-866-UPR-EEOC] or make a request online.
APPLICATION OF EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION PROGRAMS Union Pacific is committed to equal employment opportunities and workforce diversity. Union Pacific administers its affirmative action plan program and equal employment opportunities procedures to support these principles. Persons who would like more information about Union Pacific’s affirmative action programs are invited to contact the Director at (402) 544-7033.
GOVERNMENT AGENCIES In addition to reporting complaints of discrimination or harassment to the Union Pacific EEO Staff, you have the right to file a complaint with various federal and state agencies. Telephone numbers for these agencies may be obtained from the posters at each facility, the EEO Staff website or from the EEO Staff.
COMPLIANCE EXPECTATIONS Union Pacific expects each of its employees to be thoroughly familiar with these policy directives and make certain that they comply. Violation of these policies will result in appropriate discipline, up to and including termination.
RESPONSIBILITY FOR IMPLEMENTATION As CEO, I fully support our affirmative action program, and I am committed to the implementation of the Company’s equal opportunity and affirmative action policies. I have delegated overall responsibility for these policies to our President.
Part of the 2022 agreement addressed what would happen to some of our work rules. One of those Items was Page 9 Item G. Which says existing agreement provisions allowing for the Temping or old heading of vacancies are hereby eliminated. No hd from the re31 or to the re31.
We would like to invite you to join us for tomorrow’s union meeting (Tuesday May 21) Your presence and input are valued, and we look forward to seeing you there.
BLET Division 5 
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