Blog Posts - ATU 1177

1.23 Sexual Harassment (Level 5)

2/24/2017

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.

1.22 Fighting/Threats (Level 4)

2/24/2017

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.

1.21 Sleeping on Duty (Level 4)

2/18/2017

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.

1.20 Larceny Or Theft (Level 5)

2/14/2017

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

1.17 Insubordination (Level 5)

2/5/2017

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.

1.14 Alcohol and Drug Use and Possession (Level 5)

2/5/2017

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.

1.11 Employee Identification and Parking Pass (Level 5)

1/29/2017

Imagine what a car bomber could do with a company Parking Pass. He could detonate a suicide bomb in the lower garage and create a chain-reaction explosion. Or plant bombs on several buses and detonate them remotely when the bus is on the Naval Base or inside a tunnel. The same could happen if an unauthorized person gained access to an interior office. This is the reason Rule 1.11 is a Level 5 infraction.

1.11 Employee Identification and Parking Pass
A Hampton Roads Transit employee ID card and Parking Pass is for the exclusive use of the authorized employee to whom it is issued.

* Employees must not transfer or lend their employee ID card to an other person.
* Employees must clearly display their employee ID card at all times while on duty.
* Employees who have lost or had their ID card stolen must report it to their immediate supervisor.
* Employee ID cards and Parking Passes must be surrendered upon termination of employment or cardholder ineligibility.
* Employees are assigned one parking pass, which must be displayed at all times. The cost of a lost parking pass is $5.00.
* Employee parking areas are posted. At no time will an employee park their personal vehicle in an Operations or Visitor parking space.

More information, including the list of fuel efficient vehicles, can be found in SAF-200 HRT Parking Policy.

1.10 Lost and Found Items (Level 4)

1/21/2017

1.10 Lost And Found Items
Operators must search their bus at the end of the line, and at the end of their shift, for lost or misplaced articles. All such articles found must be turned in to a Supervisor or the Window Dispatcher's office as soon as possible, but no later than at the end of their shift. Failure to surrender any found items will be considered theft.

Articles found by a passenger should be turned over to Operators. If the finder refuses to surrender the article, Operators must make every effort to obtain their name and address and forward the information to RCC along with a description of the item.
When money or an item of substantial value is found and turned in to the Operator, Operator must:
Notify RCC immediately
Obtain the name and address of the finder
Count the money or examine the contents of the purse/bag in front of the passenger
Note the amount of money
All items are to be tagged with the Lost and Found Item form with:
The Operator's name and payroll number
Route/run number operated when item was found
Vehicle number
Date and time found
Location found

Even though the announcements and notices state otherwise, we are responsible for objects found on our buses. In fact we could be fired if we don't document it properly.

You should always search the bus at the end of your shift forgotten items. Failure to surrender any found items will be considered theft.

1.8 Cell Phone Usage (Level 5)

1/15/2017

1.8 Cell Phone Usage
Operators, and/or Maintenance employees, may only use cell phones at the line and/or while on a break. And must be kept in an enclosed bag until the point when permissible to use. Cell phone usages, to include texting, and the use of hands-free devices, while operating a revenue or non-revenue vehicle or the performance of maintenance work is strictly forbidden and is grounds for immediate termination.

1.26 Unauthorized Electronic Devices (Level 3)
Employees are prohibited from using electronic appliances while performing safety sensitive duties (i.e. I-pads or tablet computers; I-pods, MP3 players, radios or other hand held music players; recorders, cameras, portable TVs, portable DVD players or any other audio or video devices).

The use of Bluetooth, wireless or wired headphones or similar devices that may impair hearing is strictly prohibited while on duty or during the conduct of HRT business. Cell phones and smart phones with music players and cameras are also included in this rule and they must be turned off and out of sight while performing safety sensitive duties, with the exception of using cell phones as permitted in Rule 1.8 Cell Phone Usage (Level 5).

The Bus Transportation & Maintenance Rules & Regulations book has always included Mechanics, but in the last revision this rule was explicitly amended to include them by adding the following sentences: "and must be kept in a closed bag until you are at a point where it is permissible to use it." And, "or the performance of maintenance work is strictly forbidden".

Combined with Rule 1.26 (above) this rule includes all electronic devices.

The Company has adopted a zero-tolerance policy toward cell phone usage, and has never wavered. They even fired two drivers who had worked here for more than 15 years. The Company found out because a passenger took a picture of the driver while he was using it.

So please keep your phone in your bag, and don't use it while sitting in the drivers seat. This goes beyond what the rule states, but you should leave no room for doubt.

Rule 1.6 Personal Conduct

1/8/2017

Rule 1.6 Personal Conduct (Level 4)
Employees shall conduct themselves in a manner that will not bring discredit to HRT. Employees' conduct with customers, co-workers and others will be respectful and civil at all times while on duty. Employees are also to be in compliance with HRT's Human Resources polices which includes, but is not limited to Absenteeism, Drug and Alcohol, Insubordination, Sexual Harassment and the HRT Code of Ethics.

This rule is a very important catch-all.

The first sentence covers everything from entering a bar or strip club while in-uniform (even to use their restroom) to posting critical comments on Facebook. This goes beyond libel or slander. "Discredit" is a Company Policy that can be invoked whenever the company feels that their business or reputation have been harmed, even if the comment is true.

The second sentence covers our interaction with customers, co-workers, and supervisors. When we receive a Customer Complaint the supervisor tries to determine if we were respectful and civil. Who was more professional?

And the third sentence just says that you can be fired for violating any HRT policy, which can be found on the LAN.

Rule 1.5 Ignorance of Rules

Ignorance of rules, General Notices, Memorandums, Alerts, and / or any instructions will not be accepted as a valid excuse for non-compliance.

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