BLET Division-56
 404 N. 7th St Colton, CA 92324
(909) 514-0274  Fax (909) 514-0314

Brotherhood of Locomotive Engineers and Trainmen
Union Pacific Railroad - Western Lines - service unit

 

Next Meeting:

 Note Change

 second Tuesday Sept 9th

9:00 A.M.

Brother Law will be in Las Vegas on the 10th to meet with the carrier to listen to proposals on pool freight service, Colton to Vegas.
 

 

Hit Counter                  agreements  go to www.bletupwl.org    

 

 


 

Documentation, Documentation, Documentation. Don't tell a story, write one.

Local Chairman Secretary Treasury President Legislative Rep Mobilization
Vacations Hats Jacket & T's   Links Forum
Snakebite Join BLE 56 Hub info peer trainer  

Letter about Shortage Clerk  - President page

June's Minutes  see- Secretary Treasury -page

401 changes - President page.

Most frequently used phone numbers regarding your paycheck.  Links

download Adobe Acrobat.  Get it here   >>>>>   

Drink Wheel  Local Chairman  page 
 

 Claim: Waiting for lodging

August 6, 2008
 
Claiming 8 hours penalty payment account after working train (include full symbol train ZLAMN 02 etc. )  and off duty at (time) on  (date)  I was delayed in obtaining lodging due to ….. (Choose All  that apply from the bulleted list below and include the text in bold in your remarks and include the information required for each delay reason).
 
· Delayed waiting on carrier provided transportation.  We were picked up at (location) at (time) and arrived at the hotel. (hotel name and time).
 
· Delayed waiting on a clean, suitable room, we waited at the hotel from (hotel name &time) until (time) when we were given access to a room.
 
· Delayed due to being transported to a second lodging facility (list hotel name) under instruction of (carrier officer’s name and position) due to primary lodging facility having no vacancies.  Transportation from primary lodging to secondary lodging occurred between ( time you left 1st hotel) and (time you arrived second hotel) .
 
Delayed due to traffic congestion, we departed (location) at (time) and did not obtain a room until (time).
 
Reference PLB 6312, Case 269, Award 269, dated 07-28-2007,
FRA Memorandum Food Lodging at Designated Terminals & HOS Interpretation, dated 02-03-2004 and FRA memorandum of 12-30-1990 and for violation of BLE&T
 
Choose applicable agreement.
 
Engineers use: Agreement, 11-01-1982, Article 32 8 (g)
 
Trainmen use: UTU conductor and Trainmen’s agreement appendix dated June 12, 1974, Gen 2-46-2 CT B24
 

Do NOT submit these claims if you stop enroute to hotel.
 
 
 
Thanks to Dan Martin who put this together.
 
For the Committee:
Larry R. Law
Local Chairman,
BLET - Division 56
 
Reserve Board
 

 I will try to explain the Engineers Reserve Board agreement, WESTERN LINES, (1991 Local Agreement, Former Southern Pacific Eastern Lines, Article 3), pasted below. 

    Section 11 (a) (2) - Reserve boards will be established at the following locations: Los Angeles, Colton, etc..

Note: These boards will be established although the needs of service at a source of supply may preclude engineers from being assigned.

preclude

Verb[-cluding, -cluded] Formal to make impossible to happen [Latin prae before + claudere to close]

 In other words Engineers at other locations will not be entitled to bid from one source of supply to a Reserve Board at another source of supply.

(At the time of merger a Reserve Board was established at  (CX809) the agreed upon ONE TIME generic location and  was available to everyone on the service unit)

 Section 11 (a) (4) - If any of the extra board locations listed in (a) above are eliminated as an extra board location for any reason, the reserve board positions at the eliminated extra board location will be relocated to the new extra board location. Reserve board positions shall be awarded based on the applicant's relative seniority at the source of supply.

 In other words Engineers at other locations will not be entitled to bid from one source of supply to a Reserve Board at another source of supply. 

Section 11 (c) (2) - Commencing three months after the date of the initial reserve board assignments and each three months thereafter, if reserve board positions are available the will be advertised for seniority choice at each extra board location.

 

    Q AND A

(Side Letter No. 1)

 Q. May an engineer bid to a reserve board at another location from his source of supply?

 A. NO. In order to be eligible for assignment to a reserve board, and engineer must be identified with an assignment (regular or extra) at the reserve board location or within the area protected by the extra board at the reserve board location prior to the time bulletin is issued advertising reserve board positions. 

In other words Engineers at other locations will not be entitled to bid from one source of supply to a Reserve Board at another source of supply. 

Note: The requirement to bulletin such jobs has been replaced by the May 13, 2004 Engineer Compensation and Utilization agreement - Article VII - APPLICATION (STANDING BID)SYSTEM.

 In other words Engineers must have an application on file at the same source of supply to be PICKED_UP on a Reserve Board.

 SEE & READ AGREEMENTS BELOW

 Note: The Carrier's position is that NO other source of supply on the Los Angeles Service Unit is and/or has qualified for a Reserve Board, example CX809. Trainmen have been FURGOLADED, however, NO Engineers have been cut-back into train service at any other source of supply, except SP760. 

Fraternally,Larry R. Law
Local Chairman, BLET - Division 56

 

cc: D. W. Hannah
 R. Saunders
 D. W. Carroll

 

 
 
 
 
SEE RESERVE BOARD AGREEMENT BELOW
 
 
 

Engineer Reserve Boards (Western Lines)

(1991 Local Agreement, Former Southern Pacific Western Lines, Article 3)

 

SECTION 11. (a) (1)  The Company will establish reserve boards for engineers on Southern PacificUnion Pacific (Western Lines), including former Pacific Electric and EP&SW.

 

11. (a) (2) Reserve boards will be established at the following extra board locations:  Portland; Eugene; Albany; Klamath Falls; Roseburg; Dunsmuir; Roseville; Sparks; Ogden; Oakland; San Francisco; San Jose; Salinas; Watsonville; San Luis Obispo; Tracy; Fresno; Bakersfield; Los Angeles; Colton; Yuma; Phoenix; Tucson; El Paso and Tucumcari.  These boards will be established although the needs of service at a source of supply may preclude engineers from being assigned.

 

11. (a) (3) Applications will be accepted based upon the needs of service at each extra board location.

 

11. (a) (4) If any of the extra board locations listed in (b) above are eliminated as an extra board location for any reason, the reserve board positions at the eliminated extra board location will be relocated to the new extra board location.  Reserve board positions shall be awarded based on the applicants' relative seniority at the source of supply.

 

11. (b)  (1) Engineers on reserve boards will receive $1,750.00 per semi‑monthly pay period.  Periods of less than a month will be prorated at the rate of $116.67 for each calendar day in reserve status.

 

11. (b)  (2) No other compensation will be paid to or on behalf of an engineer in reserve status, except for payment of premiums under applicable health and welfare plans (including Side Letter 4 of agreement dated June 28, 1991 and/or compensation payable to them under Article 7 of agreement dated June 28, 1991. Deductions from reserve pay will be made for income, employment or payroll taxes (including Railroad Retirement Taxes), pursuant to federal, state and local law, deductions of dues pursuant to an applicable union shop agreement, and any other deductions authorized by agreement or legally required deductions.

 

11. (b)  (3) Reserve pay will be subject to any future wage and/or cost‑of‑living adjustments provided for in agreements reached between the parties, either locally or nationally, except that only 70% of any such adjustment will apply to reserve pay.

 

11. (b)  (4) Other non‑railroad employment while in reserve status is permissible so long as there is no conflict of interest.  There shall be no offset for outside earnings.

 

11. (b) (5) Any monies received from settlements of disputed grievances or back pay/lump sum allowances resulting from concerted wage and rule move­ments do not offset reserve board payments, nor shall any reserve board payments be used in determining any amount due as a result of settlement of concerted wage and rule movements.

 

11. (c)  (1) An engineer assigned to reserve status must remain thereon for at least three months, or until: 

 

(i)        discharged from employment by the Company in accordance with applicable discipline rules;

(ii)       resigns from the Company's employment;

(iii)      recalled to active service;

(iv)      retires on a disability annuity.

 

11. (c) (2) Commencing three months after the date of the initial reserve board assignments and each three months thereafter, if reserve board posi­tions are available they will be advertised for seniority choice at each extra board location.

 

                         Q AND A

                         (Side Letter No. 1)

 

Q. May an engineer bid to a reserve board at another location from his source of supply?

 

A. No. In order to be eligible for assignment to a reserve board, an engineer must be identified with an assignment (regular or extra) at the reserve board location or within the area protected by the extra board at the reserve board location prior to the time bulletin is issued advertising reserve board positions.

 

 

11. (c) (3) The BLE Local Chairman shall be permitted first right to a position on a reserve board established hereunder, subject to written approval of the appropriate BLE Division President.

 

11. (c) (4) Runs held by engineers taking reserve status will be bulletined as provided for in Section 10(a) of Article 32.

 

11. (d)  (1) An engineer in reserve status must be available for return to service upon 30 days' written notice by Certified Mail, with restricted delivery to addressee only and a copy to the Local Chairman.  Reserve pay will continue for only seven (7) days after postmark and the employee must return to service within thirty (30) days of attempted delivery.  Failure to comply with any of these requirements will result in forfeiture of all seniority rights subject to the provisions of Article 32, Section 21 of the engineers' agreement, or appropriate EP&SW Discipline Rule, including the Pacific Electric Discipline Rule.

 

 

 

11. (d) (2) The recall of an engineer from reserve status will be in reverse order of seniority and based solely on the need for service at the extra board location from which he accepted reserve status.  Upon recall, such engineer will be allowed a full right of displace­ment.  Once an engineer has reported for service, that engineer's use will be governed by the collective bargaining agreement.

 

11. (d) (3) An engineer in reserve status must maintain his work profi­ciencies, including successfully completing any retraining or refresher programs the Company may require and passing any tests or examinations (include­ing physical examinations) administered for purposes of determining whether such profi­ciencies have been maintained.  Such tests and examinations will be consistent in context with those administered to active employees.  The Company will give a reserve engineer 30 days' advance written notice by Certified Mail, Return Receipt Requested, of refresher programs, rules classes, or examinations the engineer is required to attend to maintain such work proficiencies.  Unless so stated, such notice should not be construed to be a return to duty notice.

 

11. (d) (4) Reserve engineers shall be considered in active service.

 

11. (e)  Vacation pay received while on a reserve board status will offset pay received under Section 2(a).  Time spent in reserve status will not count toward determining whether the employee is eligible for vacation in succeeding years.  It will count as time in determining the length of the vacation to which an employee, otherwise eligible, is entitled.

 

(f)                   11. (f) Engineers on the reserve board are not eligible for Holiday Pay, Bereave­ment Leave, Jury Pay, Personal Leave, or other similar allowances.

 

Here is what is being said about Total Safety Culture

Ray Carver
President, BLET Division-56
 
 
Sent: Thursday, February 28, 2008 11:36 AM
Subject: Fw: Don't be fooled by the recent article on the UP website, not all Twin Cities Service unit employees

 
Here's some information that was just sent to me from a member in the Twin Cities Service Unit in regards to the "Total Safety Culture" program that will be coming our way soon.    Alan
 
 
 
Subject: Don't be fooled by the recent article on the UP website, not all Twin Cities Service unit employees

 
To whom it may concern,
 
I am writing to you about the recent article that appears on the UP company website. It is false. I found your email information by going to your locals website thru the national BLET webpage. Feel free to pass this along to anyone you feel may want to know the truth. Here is the article.
 
 

Twin Cities TSC Gains Support of All Crafts

February 27, 2008 | 10:25 a.m. CST

Fostering an "active-caring" atmosphere based on trust and respect, the Twin Cities Service Unit (TCSU) is taking Total Safety Culture (TSC) to the next level by incorporating Engineering, Transportation and Mechanical into its processes.
"Because we've included everyone, respect and understanding between crafts has increased dramatically," said Bruce Sullivan, TSC coordinator-TCSU.
 
 
"It's employee driven! People need to understand the employees are behind this process and support it 100 percent. It's confidential, there are no quotas, and if they watch it in action, they'll see it works."
 

– Wade Nelson, welder and TCS facilitator

 
Total Safety Culture is an employee-owned process that educates employees to watch out for one another and avoid at-risk behaviors. The peer-to-peer program focuses on assessment, training, observations, and feedback. Employees compliment one another on safe behaviors and positively intervene when necessary to correct at-risk behaviors. All observations are made voluntarily, and no one is observed without their permission.
So far, more than 800 observations have been made on the TCSU. "TSC allows us to do our jobs safely, while looking out for one another and concentrating on railroading," said Chad Pickering, conductor and member of the implementation team (I team) in Eagle Grove, Iowa.
"We're very happy with the progress that's been made in the Twin Cities," said Wayne Kennedy, general director-fuel conservation. In addition to promoting the successful Fuel Masters program, Kennedy's group is supporting the rollout of TSC across the entire railroad. The group is building on its experience working with locomotive engineers on fuel conservation and developing positive relationships with union representatives.
 
 
"TSC allows us to do our jobs safely, while looking our for one another and concentrating on railroading."
 

– Chad Pickering, conductor and member of the implementation team

 
Wade Nelson, welder and TSC facilitator in Mason City, Iowa, has total confidence in the program. "It's employee driven! People need to understand the employees are behind this process and support it 100 percent. It's confidential, there are no quotas, and if they watch it in action, they'll see it works."
When asked how well TSC is progressing, Locomotive Engineer Barry Dandridge of Des Moines, Iowa, replied, "More and more often, we're getting people to think about safety. TSC has opened up communication between crafts and provided tools for the support of safety everyday. Employees overall have a positive reaction to the process, and we're glad to have it."
 
 
 
The truth is......we (BLET 333 and the local UTU 650) have united as TE&Y employees to completely dismiss any Total Safety Culture program. We want nothing to do with it! Our managers have treated us like dirt for far to long for us to help them pad their pockets with bonus money. We feel the TSC is something we do every day and there is no need to help the carrier on this issue. The main reason why is, the TSC program will give the carrier unlimited data that they will use against us in future dealings with the FRA. The carrier can manipulate the data to show that there are NO unsafe working conditions it is just the employee who is being unsafe, thus blame the worker. This could have future implications such as eliminating FELA.
 
Between the BLET and UTU we have about 200+ local members in the Twin Cities Service Unit who will NOT participate in this program. Since we have stated our stance on this, we have come under increase testing and the UTU Local Chairman has bee targeted numerous times trying to find a failure. There are some locals in the Mason City, IA, Boone, IA and Des Moines, IA that have given in to the wishes of the carrier and they now have a different discipline policy due the fact they are on board with the carrier.
 
 
 

Interesting reading....

 

Blame the Worker - The Rise of Behavioral-Based - Safety Programs

http://multinationalmonitor.org/mm2000/00november/corp1.html

 

What is a blame the worker safety program? These are programs that are implemented by management with the intent to decrease the number of reported injuries and shift responsibility for maintaining a safe workplace from management to workers. Blame the worker programs include:

 

Behavior-Based Safety

Safety Incentives

Injury Discipline

 

The theory behind these programs is that almost all injuries are caused by worker unsafe acts. The programs attempt to eliminate injuries by reminding workers to work safely.
Behavioral-change safety programs turn the notion of a safe and healthy workplace on its head. Instead of assuming the responsibility for providing a safe workplace, the boss try's to shift the blame for accidents and injuries onto employees
Worse, not only do workers get blamed for unsafe working conditions, these approaches often pit worker against worker.
The union should oppose all programs that cause workers to NOT REPORT accidents or injuries.
The union should oppose all programs that try to pit worker against worker.
The union should oppose any program that starts with the idea that employees are the cause of accidents and injuries.

More.........  http://www.semcosh.org/Behavior%20Based%20Safety.pdf
 
 
 
If you have any questions please feel free to contact me via email. 
 
Fraternally yours,
 
Jason Smith
 
http://www.bletdivision333.org/
 

From Tim Smith, CSLB-BLET

How to claim PL Days and Single Vacation Days that you are forced to use instead of FMLA

Brothers & Sisters:

Below is a message received from General Chairman Donnigan concerning
time claims that should be submitted if the Carrier forces you to use
compensated leave days in lieu of non-compensated days when taking
approved FMLA leaves-of-absence. Also attached is a letter from ND
President Hahs concerning this matter. If you have FMLA and are forced
to use a compensated day against your will, then it is imperative that
we be made aware of the situation.

The United States Supreme Court has denied certiorari on the carriers’
appeal of the Seventh Circuit Court of Appeals ruling that the carriers’
action of applying this policy is violative of the various Collective
Bargaining Agreements in place dealing with vacations and personal leave
days. UP apparently continues to apply their policy of requiring use of
these days on those Circuits outside the jurisdiction of the 7^th ;
ostensibly setting up a potentially conflicting circuit court ruling in
what they perceive to be a “friendlier” venue; which would then force
the Supreme Court to resolve the issue. We could possibly seek action in
our own “friendlier” venue, a District Court on the 9^th Circuit
perhaps, that might give deference to the 7^th Circuit’s opinion, if we
know about these situations. Please contact your local officers if you
or someone you know has been required to use a compensated day when
taking FMLA leave, against their desire.

Tom Frederick

Brothers – attached is copy of ND President Don Hahs’ letter to All
General Chairmen concerning “Uniform Language for FMLA Contract Claims”
which offers various samples for Claimants to base their claims when
forced to use compensated vacation or personal leave days when
requesting FMLA time off. Attorney Mike Wolly has offered various
language to match the applicable CBAs by Carrier and regions associated
therewith. Reviewing each of those applicable to UP, I believe it is
best for our members to use the more generic format when vacation and/or
personal leave day(s) are substituted for non-compensated FMLA time off:

*_CLAIMS FOR IMPROPER FORCED USE OF VACATION DAYS_*

“On UP:

Claim of *_EMPLOYEE’S NAME_* for restoration of vacation day(s) that
carrier forced claimant to use as FMLA leave on *_INSERT DATE(s)_* in
violation of … the National Agreement of 1949, as amended, Article V of
the 1996 National Agreement, the October 23, 1992 Split Vacation
Agreement, the April 25, 1963 Combined Vacation Agreement
(Granger-Huntington and Salt Lake City-Butte), and established practices.

*A more generic format would be:*

Claim of *_EMPLOYEE’S NAME_* for restoration of vacation day(s) that
carrier forced claimant to use as FMLA leave on *_INSERT DATE(s)_* in
violation of applicable agreements and established practices.”

*_CLAIMS FOR IMPROPER FORCED US OF PERSONAL LEAVE_*

 


 

Article about Vibration in the Locomotives    VIBRATION IN LOCOMOTIVE CABS, 09-01-06.pdf

 

3/5/07

Letter from the General Chairman:
Brothers:
 
THE FOLLOWING IS ALL I HAVE BEEN ADVISED ABOUT THE NEW NATIONAL AGREEMENT:
 
I have been advised that National President Hahs has initialed a new National Agreement:
 
Health and Welfare will increase, and cap at 15% of the cost to the Carriers..
I asked if that meant $300.00 a month, but was told it would mean between $190 -$209 a month?
Co Pays will increase per visit to $20, and emergency room visit Co pay will be $50.00.
Drug Co pay also increases.
H&W Plans will be changed July 1, 2007 to allow you to use any vendor, i.e. Blue Cross or United Health Care
 
No jobs were given up - this means a lot to the M of W, and shop crafts.
 
COLA were eliminated.
 
No rules changes.
 
17.5% over all pay increase.
 
2.5% 7/1/05
3.0% 7/1/06 (both of these would be retro pay).
 
I understand the actual agreement verbiage has not yet been written.  No, the UTU was NOT part of this agreement.
 
There is an interesting offer of some type of ON PROPERTY "GAIN SHARING" AND/OR "PROFIT SHARING" with each road.  I understand that UP is interested in this offer, BNSF already has profit sharing from their last agreement.  The Carriers believe that with grain sharing or profit sharing their personal injuries decrease a great deal.  Both BNSF & NS have the lowest P.I's and both have some type of profit sharing.  Remember this, these types of agreements require the foregoing of some pay increases.
 
I don't know any more than this, but I have already been called this morning on the rumor of the news.  When I find out more I will advise each of you.
 
Fraternally,
 
Bill

 
 
Summary of tentative RLBC/NCCC agreement

CLEVELAND, March 5 — The following is an outline summary of the major elements of the tentative agreement reached February 28, 2007, between the Rail Labor Bargaining Coalition (RLBC) and the National Carriers’ Conference Committee (NCCC). This outline is not intended to provide a comprehensive description or analysis of the Agreement.

The BLET will hold a meeting the week of March 19, 2007, to provide detailed information to the General Chairmen. Additionally, a packet of information explaining the tentative agreement in detail will be sent to each member as part of his or her ratification ballot. It is expected that the agreement will become effective June 1, 2007, if ratified by the membership.

WAGES

 

  • General wage increases on the following schedule:

     
      July 1, 2005 – 2.5%
      July 1, 2006 – 3.0%
      July 1, 2007 – 3.0%
      July 1, 2008 – 4.0%
      July 1, 2009 – 4.5%


    HEALTH & WELFARE

     
  • Expansion of in-network benefits and co-pays to employees who cannot obtain them today effective on July 1, 2007.

     
      • In-network availability for over 90% of all employees, up from 75% today.

      • Changes to in-network co-pays to pay for network expansion as follows:

      • Visit to family doctor from $15 to $20.

      • Visit to specialist from $15 to $35.

      • ER visit (when not admitted as patient) from $30 to $50.

      Prescription drugs:
      • Retail - $10 generic; $20 brand name; $30 non-formulary.
      • Mail order - $20 generic; $30 brand name; $60 non-formulary.


     
  • Employee cost-sharing payments are 15% of monthly premium (employees currently pay about 14-15% through employee contributions starting on January 1, 2007 to pay for enhanced network coverage.

     
  • Cost share adjustments will be made on January 1, 2008; January 1, 2009 and January 1, 2010.

     
  • Employee cost sharing on January 1, 2010 will be capped at $200 per month, or 15% of the January 1, 2009 rate whichever is greater. There will be no increase during the period unions and railroads bargain over next contract.

     
  • Elimination of the “Harris COLA.”

     
  • Carriers will withdraw all work rules proposals regarding staffing/consolidation, manpower utilization and productivity improvements, and job actions.

    Monday, March 05, 2007
     

    		•

     

                                       

    9/26/06

    Expanded Drug Tests Help Ensure Safety

    Effective Oct. 1, Union Pacific will expand company drug tests to include five additional categories of drugs.

    "Federal Railroad Administration and Union Pacific research shows an increase in the use of a number of drugs that UP has not been testing. Although federal law does not yet require testing for these additional drugs, Union Pacific has the authority to exceed minimum requirements to ensure safety," said Bob Grimaila, senior assistant vice president-safety and environment.

    "Expanding the drug tests, along with our well supported Employee Assistance and RedBlock programs, will help ensure that we maintain the safest possible work environment for our employees."

    Drugs covered under the current tests are:

    • Amphetamines, including methamphetamine
    • Cocaine
    • Cannabinoids
    • Opiates
    • PCP

    The new drugs that will be added to the current tests are:

    • Barbiturates
    • Benzodiazephines
    • Methadone
    • Oxycodone
    • Ecstacy

    Union Pacific’s Drug and Alcohol Policy does not prohibit the use of a controlled substance prescribed or authorized by a medical practitioner who has determined (based on the employee's medical condition and assigned duties) that the authorized dosage level is consistent with the safe performance of the employee's duties. The railroad requires employees to have a written copy of their treating medical practitioner’s evaluation/determination available upon request of their manager or the Medical Review Officer (MRO). Any use of another person’s prescribed medicine is prohibited.

    For help with a drug problem, contact the National Employee Assistance Help Line at 1-800-779-1212.

    For questions about UP’s drug and alcohol testing policy, contact Penny Lyons, manager-regulatory compliance, at 1-402-544-5961. Information on UP's Drug and Alcohol Program also is available on the Employees site.

    9/12/06

    Multi Tasking

    Article from the Wall Street Journal

     

    A few months ago, Victor Grillo, the chief executive of a marketing company, was in his office doing two things at once -- neither of them very well.

    He was on the phone booking a vacation in Mexico while also composing an email to four of his lieutenants about the need to fire a fifth. He sent the email, and was continuing with his travel agent. All of a sudden, he "got the nagging feeling that something wasn't right."

    His "Sent" messages folder revealed he had inadvertently sent the message to the person on the block. In a panic, Mr. Grillo hastily told the travel agent to finish booking the trip. He then made a mayday call to IT. Too late; an angry R-rated email soon arrived from the canned employee. And when he got to Mexico, Mr. Grillo learned he'd been booked into a presidential suite at $3,000 a night.

    "I'm just not smart enough to multitask," he concludes.

    But Mr. Grillo is arguably smarter than the legions of people who, juiced with a twisted office machismo, think they can have a meeting, answer email and build Rome in a day -- all at the same time.

    Multitasking, a term cribbed from computers, is an information age creed that, while almost universally sworn by, is more rooted in blind faith than fact. It's the wellspring of office gaffes, as well as the stock answer to how we do more with less when in fact we're usually doing less with more. What now passes for multitasking was once called not paying attention.

    Today's workers typically have to do three things while arguing on the phone with a spouse. David Gardner, who writes instructional material for trainers, now knows better than to try. He once worked for a marketing company stretched so thin it sent 4,000 nuns direct mail offers addressed "Dear Mr. Sister."

    Employers continue to seek out jugglers despite decades of research showing that humans aren't great multitaskers. (And in the case of distracted driving, we're downright dangerous.)

    "Multitasking doesn't look to be one of the great strengths of human cognition," says James C. Johnston, a research psychologist at NASA's Ames Research Center. "It's almost inevitable that each individual task will be slower and of lower quality."

    Researchers say analytical thinking can happen in parallel, as long as the tasks have been practiced. But the amount of practice is "too high for the practical world," says Dr. Johnston. And that wouldn't include, say, responding to emails, which requires "fantastically more cognition" than the much simpler tasks often included in multitasking research.

    In the lab, researchers call it "multitasking" when subjects can recognize, for example, the colors of dots while also discerning high and low tones ... not exactly the skill set you need to win a vice presidency.

    But the religion of multitasking still holds sway. Just a few days ago, an oil refinery, the sort of place you'd hope everyone would be super-focused, posted a help-wanted ad for an engineer that could multitask. At the same time, an insurance company sought to fill a position requiring "multitasking while answering heavy amounts of phone calls."

    There is one multitasking illusion that is a special minefield: that we can multitask while communicating. Indeed, what are email "reply-all" buttons but irrefutable evidence that beneath the shiny professionalism of a multitasker, there often lurks a trash-talking grump.

    Pamela Johnston, president of her own communications company, often dials clients, then begins other work while waiting for them to pick up. When they finally do, she sometimes forgets who she's called. (does this sound like CMS) So she'll either come clean, or just hang up.

    Something else left out of the multitasking calculations -- beside the fact that we don't do it very well -- are "resumption costs." These are the seconds it takes your brain to say "Where was I?" when resuming an interrupted task. Depending on the tasks, those resumption costs can be high enough to make it faster to unitask, which researchers say produces better performance in the first place.

    While multitaskers seem to be accomplishing a lot, they are in most cases literally just going through the motions. It is easy for our brain to schedule many different tasks, one after the other. And we'll gamely set out doing those tasks, some of which require little extra brain input and some of which require a lot. As a result, says Hal Pashler, director of the Attention and Perception Laboratory at the University of California, San Diego, "your mouth can be moving while your brain is elsewhere."

    Something like that happened to Pierre Lemieux, an economist at the University of Quebec in Outaouais. He once emailed an invitation to a respected academic to join his research group. When the man responded tepidly, Prof. Lemieux emailed a colleague, to the effect, "Look at what this S.O.B. thinks."

    Of course, he sent it to the respected academic by mistake. Prof. Lemieux apologized to the man, who said he understood. But "our professional friendship took a big hit," he says. "It's a matter not of if, but when, the multitasker will hit 'reply' instead of 'forward,' " he adds. "The question is whether the mistake will be an annoyance or a catastrophe."

    • 

     

     

    9/12/06

    Subject: FW: Final Rule on Locomotive Horns at Highway-Rail Grade Crossings

     

    I  wanted to be sure you saw that in yesterday's Federal Register, the FRA published a final rule on the use of locomotive horns at highway-rail grade crossings.  The notice responds to petitions of reconsideration that had been filed by UTU & BLET, among others, after the agency issued a final rule in April, 2005.

    While we have not fully analyzed the 55 page notice, below is a summary of changes from last April's final rule as provided by the FRA:


    • These amendments extend the compliance date of the time-based locomotive horn sounding requirements until December 15, 2006.
    • A ‘‘good faith’’ exception has been incorporated into the time-based locomotive horn sounding requirements for locomotive engineers who are unable to precisely estimate their time of arrival at upcoming grade crossings.
    • An exception has been added to the 15-second minimum locomotive horn sounding requirement for locomotives and trains that re-initiate movement after having stopped in close proximity to a public highway-rail grade crossing.
    • These amendments expand the scope of the time-based locomotive horn sounding requirements to cover the sounding of any locomotive audible warning device (i.e., locomotive bells) at public highway-rail grade crossings.
    • If State law requires the sounding of locomotive audible warning devices at private and/or pedestrian crossings, these amendments will require railroads to sound the locomotive audible warning device in a time-based manner.
    • An exception has been added to the locomotive horn sounding requirements for locomotives equipped with defective horns that are being moved for repair.
    • The notification requirements for Pre-Rule Quiet Zones and Pre-Rule Partial Quiet Zones have been streamlined by expanding the scope of the Notice of Intent requirement and removing the Notice of Detailed Plan requirement.
    • These amendments extend the compliance date for the sound level testing of new locomotives until September 18, 2006.
    • These amendments provide clarification that locomotives used in rapid transit operations on the general railroad system are exempt from the locomotive horn sound level and testing requirements contained in 49 CFR 229.129.

    Please let me know if you have any questions or want to discuss.  Thanks.

    Helena Zyblikewycz
    Legislative Representative
    Transportation Trades Department, AFL-CIO
    (202) 628-9262

    8/23/06

    Union Pacific changes stance on claims.
     Plans to build America with your money.

    Brothers and Sisters:

    The Union Pacific has again taken the position that the
    (ADDITIONAL CLAIMS)
    WEST OF SP760 - BASIN DAY
    should only be paid at 130-MILES instead of
    228-MILES/$361.61, as it is currently paid.

    If these Carrier intends to BUILD AMERICA with our money, they are mistaken. Of course they again are robbing us of money due and payable by agreement, and suggest that all BLET-DIVISION 56 MEMBERS, keep claiming the 228-MILES = $361.61 (BASIN FLAT RATED DAY)
    for each occurrence.
    All denied claims should be sent to this office for processing.
    We will prevail in our position.
    (PLEASE DISREGARD THIER CMTS BROADCAST MESSAGE REGARDING THIS SUBJECT)

    Division 56 has collected HUNDREDS of THOUSANDS of dollars for it’s Members and will continue doing so.

    With your help we can become even more aggressive in submitting valid claims for operating employees who’s agreement provisions where violated.

    For the Committee,
    Larry R. Law
    Local Chairman,
    BLET - Division 56

     

    6/l4/06

    Claims:

    When your claim is denied call the shortage clerk.  Tell the shortage clerk you want a declination or approval sent to your local chairman in the form of a "heat ticket".. 
    Your local chairman needs a copy of your pay stub that part showing trips, amount paid and your denial (all portions other than first page that show your gross). Local chairman also needs, dates, times, turn, pool, and supportive information such as a     snap shot for your claims.  It is your job to supply this information.

    With the increase amount of claims this office has received we have noticed a decrease in supportive information.  In simple terms we are getting lazy.

    Ray Carver
    President, BLET Division-56

    CMTS Help Line

    1-800 621-8953
     

     Values hot line

    The value hot line phone number is:

    800-998-2000
     

                          E-Payroll
          Do not participate!

    This is worth a lot of money to the Union Pacific. It saves them printing, mailing, postage, handing and employees to get it done and the cost of paper, paper, paper. If they want this E-pay, make them Pay at the bargaining table. For you nonbelieivers remember the basin agreement, 18 hour tie-ups on the re-10 pool and overtime after 12 for the new employees. They all came at the bargaining table. Give them nothing for FREE.

    Ray Carver
    President, BLET Division-56
     

    Helper Service

    Claim 130 miles if used in patch service and you don't use your helper consist.  You must show all trips including rubber tire deadheads on your FRA reporting for the claim to be valid.   Show train ID in the far right hand side of the FRA reporting.  These claim may be the same as the reserve board, they may take years to get paid.

     

    May 15, 2005

    Division 56 is out of the (FMLA)
    Family Medical Leave of Absence business    .

    From this point forward FMLA is between you, your doctor and the carrier.

    If you feel that the carrier is not living up to the FMLA Federal Law you need to call the Department of Labor.
    FMLA is not a collective bargaining issue. The phone number for the Department of Labor is:

    1 (866) 487-2365

    Once you receive your FMLA from your doctor, if you wish you may fax it to this office and we will fax it to the carrier. This way we will have a time dated receipt for the office.

    The Division is in the process of taking volunteers for a committee you can call for help with FMLA procedures.
    If interested please call the office.

    For the Committee,
    Ray Carver
    President, BLET Division-56
     

    What to do when injured on the job.

    This new program was established at our last Union Meeting and will be a work in progress. This committee is co-chaired by Joanne Sebelius and Dan Holmes. What would your spouse do if you were injured at work? Who would they call, what insurances cover you? how many days do you have to make a claim to railroad retirement?, how long until railroad retirement mails a check?
    If you have any questions or suggestions for this committee e-mail them to:

    webmaster@blet56.org  

     

    Here are a few things you need to do as the injured party:

    Note any defects in equipment or work area; photograph if possible.

    Note names of all possible witnesses.

    Fill out accident report for the company; keep a copy.

    Do not give any written or recorded statements.

    Contact your local chairman or union legal council.

    Give your doctor a complete history of how your injury happened.

     

    Ray Carver
    President, BLET Division-56

         Welcome to Division 56

     For the benefit of new members, let me introduce you to your Local Committee of Adjustment.

    Your Secretary-Treasurer is Rod Fry.  This job is very important and many times Rod’s effort goes un-noticed.  He handles the Division 56 finances and keeps the members advised of the division’s finances.  He keeps all records from all meetings.  Rod handles union dues and in this Division he sells job insurance.  If you don’t have any job insurance you need to check into it.  Rod’s e-mail address is frod55@aol.com The way we know Rod is doing his job is that he complains any time we spend any money.

    Your Legislative Representative is KA (Kent) Richards.  He works for more healthful and sanitary conditions on the locomotives.  He helps educate members on their political rights, supports legislation that benefits, and opposes legislation that will injure the people we represent.  Kents's email address is ble56lr@aol.com                  

     Your Local Chairman is L.R. (Larry) Law.  His duties are to handle claims, grievances and appeals. If you get in trouble, Larry will represent you in your investigation.  With regard to claims, your Local Chairman handles pay shortages.  We understand that money is the reason most of us are here. Larry is so busy with claims, we ask that you make an appointment so Larry can give you his full attention.  Remember claims have a 60-day period to be answered after the company denies them.  Larry's e-mail address is ERanger@aol.com   

    On a personal note I would like to remind you of a few things.  Firstly, I would like to remind you that things take time, they don’t happen overnight.  For example, the Air Conditioner Project; it has taken us five years to get to this point.  Secondly, our Local Chairman is very accessible and there is no need to page/call him in the middle of the night for small things, such as a crew dispatcher yelling at you or giving you a wrong call, or a pay shortage.  If you get in big trouble, an accident, or being pulled out of service go ahead and make that page/call.  That’s what we’re here for.

    In most cases union meetings are the second Wednesday of the month.  I’m proud to say that Division 56 is very involved and  has good turn-outs.  The meetings are held at our office in the rear of 404 north 7th St. Colton California.

    Hope to see you there.
    Ray Carver
    webmaster@blet56.org

    President,
    Division 56

    Old and still useful

    68 minutes to do your job, are you doing it?

     

    Mr. M.L. Irvine, General Superintendent

    Los Angeles Service Unit

    Union Pacific Railroad

    19100 S lover Avenue

    Bloomington, CA 92316

    Dear Sir:

    Please refer to your Superintendent's Notice Number 81, dated March 8, 1999, and my Lotus Note to you about the same Notice dated March 10, 1999.

    The language in Notice 81 creates an oxymoron of "damned if we do and damned if we don't." It simply is impossible to comply with the General Code of Operating Rules, and with Los Angeles Superintendent's Notice Number 81. They contradict one another.

    Helper Engineers, or any engineer for that matter, assuming duty on the Los Angeles Service Unit are required to comply with General Code of Operating Rule 1.3; Rule 1.3.2 (using =ON function); Rule 3.0; Rule 3.3; Rule 15.0; and Rule 15. 1. They are also required to comply with System Special Instructions ITEM 1; ITEM 10-A, 15.15; ITEM 14; ITEM 17; and ITEM 18.

    Rule 1.3 Rules

    Rule 1.3.1 Rules, Regulations, and Instructions

    Rule 1.3.2 General Orders

    Rule 3.0 Standard Time

    Rule 3.3 Time Comparison

    Rule 15.0 TRACK BULLETIN RULES

    Rule 15.1 Track Bulletin

    System Special Instructions

     

    Effective 000 1 Sunday, October 25, 1998

    Item 1. TIME COMPARISON

    Item 10-A. Operating Rules Chapters I to 20

    Item 15.15 Mechanical Transmission of Track Bulletins

    Item 14. OPERATING WITH FOREIGN RAILROADS

    ITEM 17. JOB BRIEFING ITEM 18. ACCESSING GENERAL ORDER AND SUPERINTENDENT BULLETINS ELECTRONIC FILES

    Under Rule 1.3.2. - General Orders - "before beginning each day's work or trip, trainmen, enginemen, and others must review general orders that apply to the territory they will work." Using the =ON function or command each operating employee must check each day the "System Special Instructions" for the latest "System General Orders" and make sure that they understand their applicable meaning and understand the rule change by cross referencing the Safety Rules, General Code of Operating Rules, Timetable/Special Instructions.

    Following is a break down in time: Checking "System Special Instructions" (General Orders) Time - 03 minutes to look and 10 minutes for each change. Minimal time without any changes 03 minutes. (This does NOT include checking Metro Link, PHL or BNSF as required by Item 14 of System Special Instructions).

    Checking "Subdivision General Orders" Time - 03 minutes to look at each subdivision (13 subdivisions) & 10 minutes for each change. Minimal time without any changes 39 minutes.

    Checking "Superintendent Bulletins" Time - 03 minutes to look and 10 minutes for each change Minimal time without any-changes 03 minutes. (Note: This does not take into account working with a new employee and ensuring that they are familiar with their duties and/or knowledge of the rules. Nor does it take into account how long it will take to instruct them, when necessary. See Rule 1.47[c].)

    And we have the dubious honor of having to work under TWO different

    Superintendent which requires us to comply with Los Angeles and Tucson

    Superintendent Bulletins, which also takes more preparatory time.

    Checking "Time" Time - 02 minutes just to check Minimal time 02 minutes and up to 04 minutes if you need to set your watch.

    Check "Track Bulletins"

    Minimal time - 15 minutes just to check and understand. (Note 25 to 30 Track Bulletins a day on Service Unit).

    Misc: Checking Locomotives (Li/UP3206) Minimal time - 03 minutes to type and print a list of a 4 unit consist.

    Calling "Train Dispatcher" - For information. Minimal time - 03 minutes to dial and talk to dispatcher - IF THEY ANSWER IMMEDIATELY. AND THAT'S A JOKE!

    These figure total SIXTY EIGHT (68) minutes if you don't have any changes to the above; if the engineer happens to be a computer expert; IF THERE IS A COMPUTER AVAILABLE, and if all the dominoes fall in place and in order.

    In Superintendent's Notice 81 you state in pertinent part as follows: "Crew members are not to do =PE. " I consider this a unilateral violation of our collective bargaining agreement, established past practice on the property, and commitments made to us by senior management regarding the Carrier electronic timekeeping process, and I have immediately appealed your actions to the General Committee for assistance.

    So to sum it up - when a Helper Engineer assumes duty on the Los Angeles Service Unit - THEY'RE FIRED! If they comply with the General Code of Operating Rules they cannot comply with Los Angeles Superintendent's Notice 8 1. If they comply with Los Angeles Superintendent's Notice 8 1, they cannot comply with the General Code of Operating Rules.

    If you cut off a few more clerks, who used to do the majority of the work listed herein, I believe you can get engineers up to 3 or 4 hours a day of clerical time. That should really help expedite your freight trains.

    I have previously echoed these complaints to you in multiple meetings that you and I have had since October 1998 when the Carrier initiated tile new =ON process. You promised to have the Road Foremen "roll the boards" so that the crews could be educated as to the process. That has NOT happened, and crews still don't know how to use the system. I think your terminal staff also needs to attend class or have their "boards rolled" so that they can see what is required of a crew when they assume duty.

    Respectfully I call you attention to Section 6, of Article 25 of the current agreement covering engineers.

    For the committee

    D.W. Hannah,
    Local Chairman
    cc: R.D. Carver
    E.L. Pruitt