Have you heard about the new discipline policy for union pacific?

Question

So i guess they are saying now that you can only get fired for a max of like 30 days ... i had 200 dollar a day job insurance ... but should i drop it since i can only get fired for a month or so? I think i'll just lower it to 100 dollars a day .. no sence in paying all that extra money .... (btw) i wouln't mind getting fired for 6 months haha ... run a red block or something

Answer 1

UP is no one to trust.  Treat 'em like a syphilitic, AIDS infected, typhoid carrying, mongoloid rattlesnake.

But, if an engineer, discipline (rule infraction) can cost you your certification.  JI doesn't cover rule "G", speeding, insubordination, etc.  I worked without it simply because I knew if I were to be subject to discipline it would be for an offense not covered.

But if the FRA jerks your chain, you're done.

Let's put it this way, as far as JI is concerned, and it applies elsewhere:

"Faith can move mountains. But you'd better bring a shovel, just in case."

Answer 2

Nope, I haven't heard of this one. Probably a confirmation from the local Union Rep is in order. Your paragraph brings up a good point here. Someone who isn't very serious about their job might indeed entertain the thought of an intentional infraction just to take off 30 days.

Answer 3

Krizz,

You seem a young guy like me. So I suggest reducing your job insurance and getting some disability insurance.  I broke my ankle snowboarding and RR retirement only paid me like $540 every 2wks, which is not much.  I work for BNSF not UP but my railroad is more apt to go alternative handling in lieu of "firing" someone. And only the most extreeme cases go more than 30 days.  Good Luck.

Answer 4

havent heard specifically of this case.  what do you mean, "fired".  surely you know that in railroads, other events such as on-the-job injury or furloughs are much more likely than outright firings.  

and i'm not sure, "firings" would seem to me to be outright dismissal from the company, where you wouldnt come back, or at least not until after your lawyers and the company fight it out in court.  other things such as time off without pay, furloughs, other types of leaves, etc are not "firings", even if they are for disciplinary measures, as long as the intention is that you will return to your job when the said time period ends.

your job insurance is to cover for all types of contigencies, especially injury/illness or unexepcted layoff.  

and besides, i think if you read the fine print, many job insurance policies may not even pay for "for cause firings" such as theft, safety violations, fighting on job, drinking on job, etc.  maybe they do, but i doubt it.  the insurance probably will cover for "non-cause firings", such as discrimination, injury, etc.

so, in any case, 1st, remember that for medical leave or furlough, there is RRB, but it pays a reduced amount and has a limit of about 2 yrs.  of course, any permanent disabling injury would switch you over from unemployment payments to disability payments, which have different rules.

so, perhaps, you may want to reduce your per-day allowance from your job-insurance plan, knowing that some money would come from RRB.  Or, you can choose to live less extravagantly, 200$/day is an awful lot.  

But of course, that amount depends on your housing choices, your utilities, whether you have a spouse or children, and other factors too.  i live cheap since i returned back to univ, but you may not be able to if you are already done with school and raising a family.

i would not recommend dropping it completely, unless you can survive solely on RRB (which is less than 70$/day).

the biggest thing for having the job-insurance is to keep UNEXPECTED events from ruining you or your family.  of course over time, anyone can make living changes by moving house, cutting back on purchases, etc, so if you can already be putting some money aside every week for savings, and live as thrifty as possible right now even while times are good, you should be able to survive financially.