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1.24 Sexual Activity (Level 4)

2/24/2017

1.24 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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1.23 Sexual Harassment (Level 5)

2/24/2017

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1.23 Sexual Harassment
Driving a bus, according to an article in SLATE, is a "potent stress cocktail." It is also one of the most hazardous occupations for your health.

For this reason, drivers should support each other and make life as pleasant as possible. This includes harassing and teasing co-workers--anything that might make them feel uncomfortable.
The company feels so strongly about Sexual Harassment that they made it a Level 5 infraction.

Rule 1.23 Sexual Harassment
HRT will not tolerate sexual harassment of its employees. Sexual harassment is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964. In keeping with our policy against sex discrimination and with our obligations under Title VII, we will not tolerate sexual harassment by any of our employees.

According to the Equal Employment Opportunity Commission (which is the federal agency that enforces Title VII), sexual harassment is defined as UNWELCOME sexual advances, requests for sexual favors, and/or other verbal or physical conduct of a sexual nature.

Refer to the HRT Sexual Harassment Policy.

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1.22 Fighting/Threats (Level 4)

2/24/2017

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1.22 Fighting/Threats
Employees on duty or off duty, are prohibited from fighting, assaulting, threatening, or coercing coworkers, Supervisors or customers in or on Hampton Roads Transit property.
Assault or threats of bodily harm made to another individual by an employee, whether on or off duty, will result in termination of the employee from the service of HRT.
Loud or threatening arguments while on duty will be viewed as fighting.

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1.21 Sleeping on Duty (Level 4)

2/18/2017

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1.21 Sleeping on Duty
Employees are prohibited from sleeping, napping or dozing, or engaging in any activity that could be construed as sleeping while on duty, including employees on "show-up' status.

If asked, a Supervisor will say that this includes napping in the Lounge while between runs "split time". But nobody has been disciplined for it.

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1.20 Larceny Or Theft (Level 5)

2/14/2017

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Can they really fire me for pocketing a quarter off the floor of the bus, or taking someone's food from the refrigerator?

Rule 1.20 Larceny or Theft says yes. Theft, pilferage, or unauthorized removal of Hampton Roads Transit property or the property of others will result in the termination of an employee from the service of Hampton Roads Transit.

But reality says not without proof. And if you do find loose change on the floor of your bus, contact the Dispatcher for guidance. Refer to Rule 1.10 Lost and Found Items

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1.17 Insubordination (Level 5)

2/5/2017

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1.17 Insubordination
Failure or refusal to follow a Supervisor/Manager's instructions to perform assigned work or otherwise comply with applicable established policies, rules, General Orders, General Instructions, General Notices, Memorandums, or other SOP's will result in disciplinary action up to and/or including termination.

This is the reason we have to sign for every new change, we are acknowledgi...ng receipt and understanding of the rule. Or, if it is a verbal order, the Supervisor will ask, "Do you understand," or "are you refusing to do it?" These are keywords that they use to set you up for a charge of Insubordination. Officially, insubordination is when you have received and understood a direct order, but refuse to obey. Either you specifically say you refuse or simply do not complete the task. Even if you think it is unfair or improper, it’s still your responsibility to comply, you should be prepared to first complete the work, then file a formal grievance later. If you believe that fulfilling the order is illegal or will immediately endanger yourself or others, you should contact your Union Representative.

Everyone makes mistakes, even supervisors. An employee with a grievance over orders and procedures has the right to voice it without retaliation as long as you follow correct procedures. You should not hesitate to report anything illegal or discriminatory. However, protected activity does not give you the right to openly taunt your supervisor or refuse to follow orders. Never act upon emotion, and substantiate any report with evidence.

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1.14 Alcohol and Drug Use and Possession (Level 5)

2/5/2017

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Alcohol and drug use is another Level 5 infraction. In practice it's easy--the use of illegal drugs is prohibited at all times. Illegal drugs include, but are not limited to: marijuana, narcotics, stimulants, depressants and hallucinogens.

The confusion is caused by legal medications. Bus and LRV Operators as well as Mechanics are considered safety sensitive positions, but as long as the medication is prescribed and used properly, and you inform your supervisor, you have nothing to worry about. But if you are using over-the-counter medications you must not use ones that may affect mental functions, motor skills or judgment. Additionally, no employee may use or possess alcohol while on duty or on Hampton Roads Transit property.

The Federal Transportation Administration says you cannot consume alcohol: 4 hours prior to beginning your shift, while on call or while performing safety sensitive functions. At HRT a Blood Alcohol level of 0.04 will result in termination. With a level of 0.02 to 0.039 you will be removed from the safety sensitive duty and retested 8 hours later.

Any Bus Transportation or Maintenance employee reported or suspected of being under the influence of drugs or alcohol when reporting for duty or while on duty, will be required to submit to a Reasonable Suspicion drug/alcohol test.

For more information refer to Hampton Roads Transit Substance Abuse Policy.

1.14 Alcohol and Drug Use and Possession
Participation in HRT's Drug Free Workplace program is a requirement for all employees and therefore is a condition of employment.

Any employees who must use prescribed medication while performing safety sensitive duties or while driving any HRT vehicle who has been told by a physician or pharmacy that his/her performance or behavior might be negatively affected, must report these facts to his/her Supervisor or the DAPM with appropriate documentation found in the Drug and Alcohol Policy. Failure to report medication that could affect your ability to operate an HRT vehicle could result in disciplinary action up to and including termination.

For further detailed information please refer to Hampton Roads Transit Substance Abuse Policy.

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ATU 1177

1.24 Sexual Activity (Level 4)

1.23 Sexual Harassment (Level 5)

1.22 Fighting/Threats (Level 4)

1.21 Sleeping on Duty (Level 4)

1.20 Larceny Or Theft (Level 5)

1.17 Insubordination (Level 5)

1.14 Alcohol and Drug Use and Possession (Level 5)

Rule 1.5 Ignorance of Rules

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