Attendance Guidelines Training. Updated November 26, 2007

Transcription

1 Attendance Guidelines Training Updated November 26, 2007

2 Why do we have guidelines? How do the guidelines work? What happens when I violate the guidelines? How does the discipline work? 1

3 Why do we have guidelines? To ensure that we achieve a balance between affording you a quality of life with your families and being able to meet the expectations of our customers to move their freight in a timely manner In addition, we want to ensure that each employee is able to lay off their fair share of time, especially weekends - if you are laying off more than your fair share of weekends, you are taking someone else s fair share 2

4 How does it all work? Your lay off threshold is the amount of time you can lay off in a month without being in violation of the guidelines Your threshold depends on the type of service your are in, for example: 5-day assignment 1 anyday off per month over and above your regular rest days 6-day assignment 2 weekdays (WD) and 1 weekend (WE) day per month over and above your regular rest days 14/1 assignments 3 WD and 2 WE per month You must be marked up and available for service enough time in the month to earn the above, as excluded time can reduce your lay off threshold For example, in 5-day assignment, you have to be marked up at least 16 days in the month to earn the 1 day off 3

5 Unassigned Service (Extra Boards) & 7-Day Assigned Service In Unassigned (UN) and 7-day assigned service (service in which you do not have access to rest days) you must be available 75% of the time, which means: You are permitted to lay off 25% of weekdays (WD) in a given month and 25% of weekend days (WE), measured separately (your lay off threshold) 25% is based on the time you were marked up and available for service There are a number of factors that can affect your lay off threshold 4

6 Unassigned & 7-Day Service (continued) Your threshold, or allowable time off, is affected by many variables: The number of days in the month The amount of time you were not marked up and available for service (excluded time) Excluded time includes vacation, personal leave days, medical leave, FMLA, time on the bump board, etc. (not an exhaustive list) Excluded time does not count against you as a lay off, but the time will lower your overall lay off threshold 5

7 Unassigned & 7-Day Service (continued) Let s look at a couple of months to show how the number of days in the month affects your lay off threshold (this example assumes you have no excluded time): September 07 WD WE Total Days % X.25 X.25 Lay off Threshold October 07 WD WE Total Days % X.25 X.25 Lay off Threshold

8 Unassigned & 7-Day Service (continued) Let s look at an example of how excluded time affects the threshold for an individual month In this example, in October you observed the following: 7 days of vacation (5 WD and 2 WE) 3 days on bump board (2 WD and 1 WE) 1 paid personal leave day ( 1 WE) Total excluded is (7 WD and 4 WE) October 2007 WD WE Days in Month Minus Excluded Time Remaining Days Multiply by 25% X.25 X.25 Lay off Threshold

9 BNSF Attendance Policy Mixed Service (MX) Mixed service is when you have various assignments within a month that have differing lay off thresholds (example, you work a 5-day assignment part of the month and unassigned extra board part of the month) What is the threshold for mixed service? In mixed service we guarantee that you get at least 25% of your time off, WE/WD measured separately The 25% time off includes your rest days (in other words, any rest days observed while in assigned service count as lay offs against the 25% threshold) How is it measured? You start out the same as unassigned by determining your 25% lay off threshold then you have to subtract rest days observed 8

10 Mixed Service Calculations (Scenario 1) This is a straight forward calculation, and we will look at a scenario that is a little more complicated later, but in the end it is still just a matter of 25% less rest days The first step is to determine the initial 25% threshold in the same manner as unassigned service as follows: In the month of July, there are 22 WD and 9 WE days. After removing excluded time and multiplying by 25%, this is the initial threshold result (before considering rest days): July 2007 WD WE Days in Month Minus Excluded Time Remaining Days Multiply by 25% X.25 X.25 Initial Lay off Threshold

11 Mixed Service Calculations (Scenario 1) Referring to the previous slide, you earned a total of 7 days off (5 WD and 2 WE); during the month you observed 4 rest days (3 WD and 1 WE), leaving a total of 3 days that you can lay off over and above rest days The next question, after subtracting rest days observed - is the remaining threshold on the WD or WE? The answer is dependent upon how much of your 25% you used up with observed rest days: July 2007 Total WD WE Initial 25% lay off threshold from previous slide Less rest days observed Threshold to lay off over & above rest days

12 Mixed Service Calculations (Scenario 2) In this scenario, your initial 25% threshold is 7 total days (5 WD and 2 WE) you observed 6 (WE) rest days, so you can only lay off 1 day over and above rest days The next question is, what is the remaining WD/WE threshold after subtracting out rest days observed? The answer is dependent upon how much of your 25% you used up in each area Did you use up all of your 25% WE allotment with observed rest days? If the answer is yes, your threshold can only be on WD Total WD WE Initial 25% threshold Less rest days observed Time can lay off over & above rest days 1.00 Did you use your 25% WE time up with rest days? Yes, so can only apply time to WD Threshold to lay off over & above rest days

13 BNSF ATTENDANCE GUIDELINES Mixed Service So, what s important in mixed service is to Keep up with your 25% initial threshold for WD and WE Keep up with your rest days (as rest days observed are counted as lay offs against the threshold) And remember this helpful rule of thumb: In a month when you are in mixed service, if you have observed at least 2 WE rest days, don t lay off on the weekend (over and above your rest days) or you will exceed the threshold every time 12

14 BNSF ATTENDANCE GUIDELINES 7/3 Rest Cycle Boards There are 2 types of 7/3 rest cycle boards: Boards implemented prior to May, 2005 which allow employees to choose whether or not to lay off on their rest cycle Boards implemented after May, 2005, that have conditional mandatory lay off provisions Check with supervisor to determine which type of 7/3 board you are on For either board, laying off outside your cycle has consequences 13

15 BNSF ATTENDANCE GUIDELINES 7/3 Rest Cycle Boards (Implemented Before May, 2005) In this service you may lay off 1 day per month outside your rest cycle for an unforeseen event (this day may not be bunched or rolled forward) Of course, as with any lay off threshold, you have to be marked up and available for service enough of the month to earn the day off If you do not stay marked up and available for service at least ½ the month, you will not earn this additional emergency day Conversion - if you lay off more than 1 day outside your rest cycle in any given month, you convert to the 25% lay off threshold for that month and all rest cycle days you observe that month and any lay offs outside your rest cycle counts toward the 25% threshold The 25% threshold is figured the same way as unassigned 14

16 BNSF ATTENDANCE GUIDELINES 7/3 Rest Cycle Boards (Implemented after May, 2005) In this service you may take off 1 day per month outside of your cycle period (similar to 5-day assigned) This service never converts to 25% Of course, as with any lay off threshold, you have to be marked up and available for service enough of the month to earn the day off 15

17 BNSF ATTENDANCE GUIDELINES Weekday vs. Weekend Any unpaid lay off that touches a weekend is counted as a weekend day, for example: Lay off 11:30 Friday, mark up 11:30 on Saturday Lay off 13:00 Sunday, mark up 13:00 on Monday Exception - 30 minute grace period: If you mark up by 00:30 on Saturday or lay off after 23:30 on Sunday, it counts as a weekday Exception for employees on a regular 5 or 6-day assignment, WD/WE is based on the assigned start of the shift (a start at 23:00 on Friday would count as a weekday; a start at 23:00 on Sunday would count as a weekend) 16

18 BNSF ATTENDANCE GUIDELINES Counting Days Off There is a one hour grace period for counting full days Hours Days > > > However, if you are on a regular 5 or 6-day assignment and you have a lay off that spans 2 starts, it doesn t matter how many hours you lay off, you will be charged 2 days for missing the 2 starts 17

19 Bunching Days Off Can we bunch days off? Yes, but you have to manage those days carefully Example, you are assigned to a 5 day job - under the 5 day assignment you are entitled to one any day per month In this scenario, you did not lay off any in October or November, choosing to take 3 days in Dec this is OK - BUT, BE CAREFUL GOING FORWARD (see next slide) Threshold Lay Off Earned October 1 0 November 1 0 December 1 3 Total

20 Bunching Days Off (cont) Refer to the scenario in the previous slide In January, you decide to take another day off over and above your rest days You are now over the guidelines by 1 day and subject to an investigation Threshold Earned Lay Off Oct 1 0 Nov 1 0 Dec 1 3 Tot 3 3 Threshold Earned Lay Off Nov 1 0 Dec 1 3 Jan 1 1 Tot

21 3-Month Rolling Example Total Excluded Lay Off Threshold Unavailable MO Service WD WE WD WE WD WE ANY WD WE May 5-day Jun 5-day Jul 5-day (Threshold) MO Service WD WE WD WE WD WE ANY WD WE Jun 5-day Jul 5-day Aug MX (Threshold) MO Service WD WE WD WE WD WE ANY WD WE Jul 5-day Aug MX Sep UN (Threshold)

22 Missed Calls and Lay Off on Call If you miss a call or lay off on call you are subject to an investigation If you are issued discipline or alternative handling for the EMC, LOC, NOS, that day will NOT be counted against you again in the attendance process If you are not issued discipline or alternative handling, you can still be held accountable for that day under the attendance guidelines 21

23 Doctor s Excuses Doctor s notes are not required (nor are we soliciting them) for intermittent LOS events However, if you decide that you wish to provide your supervisor with a doctor s note for short term periods of illness prior to a possible attendance investigation, we will review the information on a case by case basis and take it into account when determining next steps but, you should not have an expectation that the time will be excused under the attendance guidelines If you have an illness which precludes you from working for an extended period of time, you should obtain a medical leave 22

24 Discipline and Alternative Handling BNSF uses a progressive discipline process in dealing with Attendance You may qualify for Alternative Handling (ALTH) for attendance You will not qualify for ALTH for attendance if: You have had any discipline or ALTH for Attendance Guidelines in the past 12 months You have had 3 discipline events of any kind in the last 12 months (includes ALTH) Also, ALTH is applicable only if you accept responsibility for your actions and commit to avoid being in violation in the future You will not get ALTH if you decide to go to investigation (if you elect to go to investigation you are not accepting responsibility) 23

25 Discipline and Alternative Handling (cont) After ALTH options have been considered and applied, the following is the progression of discipline for attendance (assuming attendance is the only discipline on file) 1st Offense - Formal Reprimand 2nd Offense - 10 Day Record Suspension 3rd Offense - 20 Day Record Suspension 4th Offense - DISMISSAL 24

26 Discipline Progression (cont) Attendance combined with other disciplinary events are subject to dismissal for example: 3 Attendance and 1 Level S 5 violations of any kind in a 12 month period Ex: 2 Attendance, 1 EMC, 1 LOC, and 1 Level S 25

27 Remember staying within the 75/25 formula or within the guidelines for unpaid layoffs outside of your rest days meets BNSF s full-time expectations. If something occurs beyond your control, talk to your supervisor beforehand to discuss alternatives. 26