DUY Wrote:
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> OPRRMS
> Now I am really confused.
> Management that has no Collective Barganing
> Agreement (union) but has a supplimental pension
> in addition to RRRet?

Correct. That's the main reason why someone from the rank-and-file would be interested in going into management. The second reason would be medical related. The third would be ego.

> No pension plan from BLET for members even though
> they are part of the Tramsters!

Also correct. BLET (and UTU) members only receive Railroad Retirement. We don't pay into the Teamsters pension fund and have no need to. Railroad Retirement pays substantially more than Social Security.

> What other benefits from the dues does the BLET
> provide for the future of their members?

A Collective Bargaining Agreement and a grievance process. That's why so many employees on non-union shortline spinoffs end up voting in a union.

> Does the Collective Barganing Agreement have any
> control on fuloughs?

No real "controls." The actual functions and determinations are done by the railroad. But there are provisions in the CBA outlining the processes.

> Does it have provisions for
> moving allowances and expenses for bidding a job
> on the roster away from home?

It varies from railroad to railroad. Often, if you can't work close to your home location, you might be able to work somewhere else. Generally there are no allowances or expenses, but again, it depends on the circumstance. Never say never!

> Previous post
> related an employee was furloughed for 3 years and
> received no benefits or compensation. What
> incentive did Collective Barganing give him to
> stay with the UP?

He continues to accrue his seniority, and eventually he'll get back to work. He might even gain a few numbers in the meantime, if senior men who are also furloughed decide to hang it all up.

> I appreciate your explaination of the "Engineers
> Reserve Board". I assume this was part of a
> collective barganing agreement from the SP days.

Yes. Other railroads may have it (or a version of it) as well. Trainmen on most parts of the UP had a modified version of it, but apparently it's no longer in available. When they get cut off, they're simply cut off.

> If an employee is required to keep up their
> proficiency on GCOR and other matters why is 7
> days too short?

UP requires returning train- and engine-service employees to complete a series of Return To Work steps, including taking a GCOR recertification (takes 2 days), and in-person conference with their assigned manager, and a physical. The CBA only provides for continuing pay for 7 days following your acknowledgement of your recall letter. It's vertually impossible to get everything scheduled, completed, and approved by Omaha in 7 days. After 7 days, they railroad can hold you off without pay.

> I assume the unions agreed to all the provisions.

The union have to take the "last best offer." We're lucky to even have a Reserve Board. UP despises it and would love to see it go away.

> I am unable to comprehend why the collective
> barganing agreement provision is so vital to
> remaining in a job you don't like, doesn't appear
> to be that many benefits.

I'm not sure if I understand you're question. Railroad employees who work under a CBA have higher pay, better working conditions, and a grievance process than those who don't. As mentioned above, many shortline spinoffs that were originally non-union end up with the employees voting in a union.