Attendance Policy

Attendance guideline training document | Time Off General Notice

### Reference Only – No Longer an Active Policy ###

                              January 11, 2021
BNSF Railway Co.

                            SYSTEM GENERAL NOTICE NO. 208


SUBJECT: Guidelines for TYE and Yardmaster Attendance

System General Notice No. 207 is canceled:

Explanation: Effective January 11, 2021
Attendance guidelines are updated with amendments to the following
I. Specific principles for applying these Guidelines.
II. Discipline Handling for Attendance Guidelines violations.

         BNSF Guidelines for TYE and Yardmaster Attendance
                    Effective January 11, 2021

BNSF TYE employees and Yardmasters are key members of our community, and
have a legitimate expectation of reasonable opportunity to be off from
work. And, along with all other members of our community, BNSF TYE
employees and Yardmasters share certain responsibilities to the community
as a whole. One of these basic responsibilities is to be "full-time"

I.  Specific principles for applying these Guidelines follow:

  1. Each employee's compliance will be measured on a "rolling"
     three-month basis to better accommodate periods of intermittent
     illness. Each month is calculated independently and then combined to
     determine the threshold for the three-month period.  The three-month
     rolling basis applies regardless if the employee has been in active
     service for the full three months.
  2. Employees in 5-day assigned service (includes 05/02 extra boards)
     have a maximum threshold of one day per month.  Employees in 6-day
     assigned service have a maximum threshold of two weekdays and one
     weekend day each month; however, employees in 6-day assignments that
     work five days a week with one RSIA day and one rest day have a
     maximum threshold of one day per month.
  3. Employees in Yardmaster service have a maximum threshold of one day
     per month.
  4. For employees in unassigned and mixed service, there is a maximum
     threshold of twenty-five percent of weekdays and weekends, measured
     separately.  For employees in mixed service this includes any rest
     days observed (25% less the total of all rest days equals final
  5. Note:  for rest cycle agreements, time off over and above rest days
     is covered in the agreement; however, employees in a rest cycle for
     a partial month will be considered in mixed service for that month,
     covered by these guidelines.
  6. All maximum layoff thresholds outlined above assume the employee
     remains marked up the entire period; additional time off (excluded
     time) will reduce your threshold (consult with your supervisor or
     training documents for clarification).
  7. Events such as jury duty, engineer recertification, foot of board,
     layoff union or company business, are counted the same as on duty
     time; therefore, these events will not affect an employee's
     threshold and will not count as an attendance layoff.
  8. National Guard, Drill, Training, State Emergencies will also count
     the same as on duty time; however, employees will need to provide
     their supervisor a copy of their orders or LES for this time to be
     counted as available.
  9. Time away from work such as periods of vacation, personal leave,
     medical leave, time on the bump board, furlough board, or
     work/retention board, etc., are considered as "excluded" time
     for the purpose of determining the maximum threshold.  Excluded
     events will affect an employee's threshold, but do not count as an
     attendance layoff.  (Exception:  employees on the bump board who
     fail to take notification that are subject to call based on
     their last inbound assignment will be charged attendance layoffs
     when failure to take notification is 10 hours or greater.)
 10. Attendance layoffs such as LOS, LOP, FEM, SIF, etc., may not be
     altered at a later date simply because an employee chooses to claim
     a PLD or single day vacation after the fact.
 11. Any layoff touching a weekend day will be considered a weekend day,
     with a 30" grace period (except in the case of jobs with assigned
     start times in which the start of the assignment drives the
     determination of weekend vs. weekday). As a result, an employee may
     be charged with three weekend days for a given week.
 12. Any layoff period from 0-25 hours is considered as one unavailable
     day (except for five and six day assigned service which is based
     on the number of starts missed - each start is an unavailable day).
 13. Working a portion of a calendar day does not negate a layoff period
     that begins or ends on that day from counting as an unavailable
     day for the purpose of attendance.
 14. Failure to comply with the single tie-up process will be treated as
     an unavailable day.
 15. Following discipline for a period, violations in subsequent months
     will result in an attendance violation if the total days off in the
     following one or two months exceeds the maximum threshold for the
     three-month period.
 16. We encourage any employee identified as failing to maintain
     full-time status under these Guidelines to seek the involvement of
     his/her local chairman and to contact his/her supervisor to discuss
     options available at BNSF (e.g. Leave of Absence, MLOA, FMLA, etc.).
 17. Meeting the criteria of the lay off thresholds under the Attendance
     Guidelines does not preclude the company from challenging an
     employee's full-time status requirement based on some other
     reasonable standard.

The TYE Attendance Guidelines Training Manual is available on the LR
Web-site.  Under "Employee Performance Expectations" select "Attendance
Guidelines and Information" and then "TY&E Attendance Guidelines Training
Manual". Along with other important information, the manual outlines time
off for assignments that are not mentioned specifically in the attendance

Local members of the BNSF transportation management team are specifically
empowered to apply these Guidelines considering all relevant information.
Managers should never act in a rigid or "wooden" manner, and in every
case should use "common sense." We also invite and encourage local union
leaders to give their input in the application of these Guidelines in
individual cases, and, generally, to be "part of the process."

BNSF provides for and encourages each employee who knows in advance of a
need to be off to request a pre-approved layoff. However, pre-approved
does not excuse the employee from complying with attendance requirements.
Those types of layoffs that count toward attendance, such as layoff
personal, will continue to count toward the employee's attendance record
even if pre-approved.

II.  Discipline handling (including progression and the applicable review
period) for Attendance Guidelines violations follows:

  A. Progression

  When an employee violates TYE Attendance Guidelines the following
  discipline matrix applies. In accordance with BNSF's Policy for
  Employee Performance Accountability, where the Attendance Guidelines
  provide for an imposition of a Suspension, a supervisor has the
  discretion to impose an Actual or Record Suspension.

  | Attendance Guideline Record  | Result                        |
  | First violation              | 10 day suspension             |
  | Second violation             | 20 day suspension             |
  | Third violation              | Employee may be dismissed     |

  In addition to the discipline matrix above, dismissal may occur if an
  employee has either (1) two active Attendance Guidelines violations
  and an active Level S violation, or (2) five rule violations of any
  kind in a 12-month period (which may include any combination of
  Standard, Serious and Attendance Guidelines violations).

  B. Review Period

  The TYE Attendance Guidelines review period is an "active" review
  period and requires an employee work a period of time which exceeds a
  complete 12 month period without another Attendance Guidelines
  discipline incident before the prior Attendance Guideline violation is
  considered "inactive".  However, attendance violations will not be
  "cleared" from an employee's record.

     Example: Assume an employee commits an Attendance Guidelines
     violation for the three month rolling period of February, March,
     and April 2021 and receives a 10-day suspension.  If the employee
     commits an Attendance Guidelines violation for the three month
     rolling period of February, March, April 2022, he/she did not work
     a period of time which exceeded a complete 12-month period under the
     Attendance Guidelines policy.  As a result, the 10-day suspension of
     February, March, April 2021 remains "active".  As such, the
     discipline to be assessed for the February, March, April 2022
     Attendance Guidelines violation would be a 20-day record suspension.

     By contrast, in the example above, assume that the second Attendance
     Guidelines violation occurred not in February, March, April 2022,
     but rather in the three month rolling period of March, April, May
     2022.  Under this scenario, the employee did work a period of
     time which exceeded a complete 12-month period without an Attendance
     Guidelines violation, and as a result, the 10-day suspension of
     February, March, April 2021 is now "inactive".  As such, the
     proper discipline to be assessed for the March, April, May 2022
     violation would a 10-day suspension.

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