What you should know about discipline
Is there a time limit?
Yes, the carrier typically has a set number of days (e.g., 10 days) from the date of the incident, or from the date management becomes aware of it , to formally notify the employee of the charges.
The carrier does and audit on May 5th 2025 on bereavement or other claims you may submitted, and find you falsified records on July 8th 2023. Subsequently 10 days later on May 15th you get charged with GCOR 1.6 and attendance violation due to that company audit in 2025.
The Forms Of Discipline
* Actual Suspension: A suspension that results in actual time away from work and loss of pay. (example)
* Record Suspension: A suspension recorded in an employee’s personnel file, but that does not result in actual time away from work or loss of pay.
(example)
* Standard Violation: is a violation of a rule or procedure that:
Does not subject an employee or others to potentially serious injury or fatality; and Does not otherwise meet the criteria for a Serious Violation or a Stand-Alone Dismissible Violation.
* Formal reprimand: An employee who commits an initial Standard Violation will receive a this with a Review Period of 12 months. If an employee commits additional Standard Violations within a Review Period, he or she will receive discipline as provided below: (example)
A second Standard Violation will result in a Record Suspension of 10 days.
A third Standard Violation will result in a Record Suspension of 20 days.
A fourth Standard Violation will result in a Record Suspension of 30 days.
A fifth Standard Violation (or five violations of any kind, including violations of departmental attendance guidelines) committed in the 12-month Review Period may result in DISMISSAL.
* Serious Violations (Level S): An employee who commits an initial Serious Violation will receive a 30-day Record Suspension with a Review Period of 12 or 36 months. (example)
Avoid tearing up the carriers track and equipment if all possible this includes running thru switches and backing up!!