<![CDATA[ATU 1177 - Members Blog]]>Sat, 10 Jan 2026 22:54:04 -0400Weebly<![CDATA[1.44 Employee Safety (Level 4)]]>Wed, 05 Apr 2017 20:44:49 GMThttps://www.atu1177.org/members-blog/144-employee-safety-level-4This new, innocuous Employee Safety rule (Level 4) is actually a more severe punishment for rule 11.2 Alertness to Safety (Level 2).
1.44 Employee Safety
Employees are expected to adhere to and abide by all safety rules. Negligence in abiding by safety rules is unacceptable.
]]><![CDATA[1.43 Falsification of Benefits (Level 4)]]>Wed, 05 Apr 2017 20:42:46 GMThttps://www.atu1177.org/members-blog/143-falsification-of-benefits-level-41.43 Falsification of Benefits
Employees honestly with regard to employee benefits is an expectation of employment. Employees are expected to be honest and forthcoming with regard to the application and claim of all benefits, including (but not limited to) time, pay, use of personal leave and the reasons when requesting benefits.]]><![CDATA[1.41 Employee Injury (Level 4)]]>Wed, 05 Apr 2017 20:40:16 GMThttps://www.atu1177.org/members-blog/141-employee-injury-level-4
  1. 1.41 Employee Injury
An injury, no matter how slight, incurred by an employee while on duty, must be reported to RCC, the Window Dispatcher or immediate supervisor, immediately. If unable to contact due to unforeseen circumstances, the report must be done as soon as possible, but no later than the end of the shift in which the injury occurred. An Accident/Incident – Employee's Initial Report and an Employee Notice of Injury/Illness must be filled out.

Employees must contact the Risk Management department immediately during normal business hours. Risk Management will provide a list of HRT physicians if the employee is in need of medical attention. For an injury occurring after business hours, contact the Risk Management department on the next business day, regardless of off-days or approved absences.

The intent of the Workers' Compensation Program is to enable an employee to recover from their injury and return to work at 100% capacity. Employees are expected to adhere to the rules of the program; the recommendations of the panel physician; and the light duty work (if referred to do so). While being treated in the Workers' Compensation Program employees are expected to adhere to all directions from the treating physician and from Risk Management.]]><![CDATA[1.39 Employee Reports (Level 5)]]>Wed, 05 Apr 2017 20:32:51 GMThttps://www.atu1177.org/members-blog/139-employee-reports-level-5
  1. 1.39 Employee Reports
Any incident that involves INJURY to an Operations employee, damage to property, or had the potential to do so, must be reported to the appropriate Supervisor/Manager by completing the Accident/Incident – Employee's Initial Report. This must be accomplished for every incident, even if there are no injuries sustained, as soon as possible, but no later that the end of your shift.
All reports must be true, honest and factual, based upon the occurrence. Employees will not purposely mislead their coworkers, supervisors and/or any other Operations employees in the performance of their duties by making false or misleading statements in their reports, or through verbal and/or written communications.]]><![CDATA[1.36 Non-Availability of Physician's Statement (Level 4)]]>Sat, 25 Mar 2017 21:05:06 GMThttps://www.atu1177.org/members-blog/136-non-availability-of-physicians-statement-level-41.36 Non-Availability of Physician's Statement
Employees on the Sick List, who are unable to provide a physician's statement when requested, or who are found to have produced false certification or declaration for illness or injuries, will be considered as feigning illness in order to absent themselves from their duties.  Such individuals may be subject to disciplinary action in accordance with the 13.0 Discipline Code.
]]><![CDATA[1.29 Willful or Negligent Property Damage (Level 5)]]>Sat, 25 Mar 2017 20:57:31 GMThttps://www.atu1177.org/members-blog/129-willful-or-negligent-property-damage-level-5You would think that common sense would prevail, but you may not realize the reach of this rule. It says:
1.29 Willful or Negligent Property Damage
 At no time will an Operations employee deliberately or carelessly damage HRT property, to include any vehicles, shelters, bus stops, work space/office, and/or official HRT Transfer Center and belongings.
]]><![CDATA[1.28 Weapons (Level 5)]]>Wed, 15 Mar 2017 20:38:23 GMThttps://www.atu1177.org/members-blog/128-weapons-level-51.28 Weapons

At any time, while on duty, or in or on HRT property, employees must not use or have in their possession any firearm, knives, edged objects, stun guns, tasers, mace, pepper spray, or any instruments used to inflict harm or injury. In possession includes weapons left in personal vehicles while parked on HRT property.
]]><![CDATA[1.26 Relieving The Call Of Nature (Level 4)]]>Wed, 15 Mar 2017 20:28:42 GMThttps://www.atu1177.org/members-blog/-126-relieving-the-call-of-nature-level-41.26 Reliving the Call of Nature
Employees are prohibited from relieving the call of nature on board vehicles. Only authorized or public facilities will be used for this purpose, in accordance with SOP 108 Restroom Stop Measures

]]><![CDATA[1.25 Indecent Exposure (Level 5)]]>Wed, 15 Mar 2017 20:22:55 GMThttps://www.atu1177.org/members-blog/125-indecent-exposure-level-5Do I really have to mention that Indecent Exposure will get you fired? Especially since the only reasons people might find themselves exposed indecently are Sexual Activity  or Relieving the Call of Nature.
1.25 Indecent Exposure
Employees will not expose themselves inappropriately while on duty, or in or on HRT property.
]]><![CDATA[1.24 Sexual Activity (Level 4)]]>Fri, 24 Feb 2017 16:18:31 GMThttps://www.atu1177.org/members-blog/124-sexual-activity-level-41.24 Sexual Activity
Employees while on duty or off duty, are prohibited from engaging in any form of sexual activity while on Hampton Roads Transit property. The term "sexual activity" applies to petting, kissing, caressing, or other armorous activities in accordance with HRT Sexual Harassment Policy
The difference between this and Rule 1.23 Sexual Harassment is that it is assumed that Sexual Activity is consensual. With Sexual Harassment, one person may consider it friendly teasing or flirting, but the other person does not welcome the attention.

I can hear you now, "what if she says it's OK? What if we're already married?" It's still inappropriate and would convey the wrong image to someone not familiar with the people involved.
More information can be found in HR-103 Hostile Work Environment Policy.
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