Any way this can be over turned? They gotta show the union that their members are hurting Amtrak.I think that Amtrak would like to bring back COB's, but they clearly want it to be a non-union position and IMHO it needs to be as it puts too much peer pressure on the COB if they are also union members. And the ruling requires that any COB be a union member. So we get no COB on the trains.
AlohaAny way this can be over turned? They gotta show the union that their members are hurting Amtrak.I think that Amtrak would like to bring back COB's, but they clearly want it to be a non-union position and IMHO it needs to be as it puts too much peer pressure on the COB if they are also union members. And the ruling requires that any COB be a union member. So we get no COB on the trains.
Ok. I'm going to keep that log, starting with this time (even though I lack the conductor's name, payroll records should bear that out pretty easily) and including the last few times. I should have 5-10 times within the next few months. I can actually reverse-generate a log going back to early September for the SB Meteor. As of right now, I've got two super-late openings (14:38 and approx. 20 mins), and two quick openings (one was due to a late departure...there, they even held the cafe open a bit longer than I think they usually do to ensure that those boarding in WAS and ALX had enough time to settle in and get to the cafe if they so desired). The fifth time, I was in a roomette from NYP and got an early dinner.
Speaking as an employee, I concur completely. Also it has been my experience that the issue is "usually" caused by the Cdr. wanting to check all the tickets and thus closes off the food service area to control the flow of people...quite often w/o the knowledge of the LSA's...
Absolutely. In any organization, most rules and policies are written down somewhere. In Amtrak's case it's the blue book or Standards Manual as many on AU are aware.
Amtrak prevents OBS supervisors and on-board Operations or Product line supervisors from initiating discipline. An onboard Chief, working with a bad crew, can only be as effective as his train manager supports him or her to be. If you are constantly working with, correcting, training and reporting a bad employee only to have no repercussions or discipline enacted on said employee, then what do you do? I suppose even the best OBS supervisor would eventually become just as complacent about said employee and say "whatever, I tried" and give up. In the old program there indeed were good Chiefs and bad Chiefs, but there were also good train managers and bad train managers.The problem is that the Union won a ruling that requires any OBS position to be staffed by a union member. And as already noted, some COB's were quite effective in dealing with their brethren and keeping them in line, while other's couldn't be found except when they went to the diner to partake of their own meals. I hit a few of both types in my travels over the years.
I think that Amtrak would like to bring back COB's, but they clearly want it to be a non-union position and IMHO it needs to be as it puts too much peer pressure on the COB if they are also union members. And the ruling requires that any COB be a union member. So we get no COB on the trains.
Yup, I agree, that without any repercussions, even the best would eventually just give up.
Which is pretty much how anything tends to be. It doesn't matter what job, industry, or anything else, there are those who will try to do their best and there are those who don't.
Amtrak prevents OBS supervisors and on-board Operations or Product line supervisors from initiating discipline. An onboard Chief, working with a bad crew, can only be as effective as his train manager supports him or her to be. If you are constantly working with, correcting, training and reporting a bad employee only to have no repercussions or discipline enacted on said employee, then what do you do? I suppose even the best OBS supervisor would eventually become just as complacent about said employee and say "whatever, I tried" and give up. In the old program there indeed were good Chiefs and bad Chiefs, but there were also good train managers and bad train managers.The problem is that the Union won a ruling that requires any OBS position to be staffed by a union member. And as already noted, some COB's were quite effective in dealing with their brethren and keeping them in line, while other's couldn't be found except when they went to the diner to partake of their own meals. I hit a few of both types in my travels over the years.
I think that Amtrak would like to bring back COB's, but they clearly want it to be a non-union position and IMHO it needs to be as it puts too much peer pressure on the COB if they are also union members. And the ruling requires that any COB be a union member. So we get no COB on the trains.
Additionally, it's my understanding that the Dispute Resolution Board questioned Amtrak as to why it does not allow for union supervisors, Chiefs, to initiate discipline. There is nothing in the contracts that says it can't be so. Amtrak trains it's managers in conflict resolution as well as the legal processes which the company and an employee go through during investigation and discipline. All Amtrak union supervisors attend the exact same training yet cannot initiate discipline or be a charging officer for an investigation. This is Amtrak's policy, not the unions.
I will wholeheartedly concur here. However, I am strongly inclined to suggest that Amtrak needs to get the Silver conductors to get the check done more quickly since they're doing that...it can easily be begun before the train leaves WAS (the gate closing and all that...usually there's at least one car not taking on new passengers, such is the Florida-bound business from New York, Philly, etc., at peak season [when they run the fifth coach] so they could be checked before the train is in motion), and two people checking four coach (two apiece) should not take half an hour under any reasonable circumstances. Usually, there is at least a conductor and an assistant on the Meteor (I think), so this shouldn't be such a drawn-out affair as it often turns out to be.
I have hopes that with these buyouts and subsequent job abolishments and mgemt reorganization, we can move in this direction.Amtrak prevents OBS supervisors and on-board Operations or Product line supervisors from initiating discipline. An onboard Chief, working with a bad crew, can only be as effective as his train manager supports him or her to be. If you are constantly working with, correcting, training and reporting a bad employee only to have no repercussions or discipline enacted on said employee, then what do you do? I suppose even the best OBS supervisor would eventually become just as complacent about said employee and say "whatever, I tried" and give up. In the old program there indeed were good Chiefs and bad Chiefs, but there were also good train managers and bad train managers.The problem is that the Union won a ruling that requires any OBS position to be staffed by a union member. And as already noted, some COB's were quite effective in dealing with their brethren and keeping them in line, while other's couldn't be found except when they went to the diner to partake of their own meals. I hit a few of both types in my travels over the years.
I think that Amtrak would like to bring back COB's, but they clearly want it to be a non-union position and IMHO it needs to be as it puts too much peer pressure on the COB if they are also union members. And the ruling requires that any COB be a union member. So we get no COB on the trains.
Additionally, it's my understanding that the Dispute Resolution Board questioned Amtrak as to why it does not allow for union supervisors, Chiefs, to initiate discipline. There is nothing in the contracts that says it can't be so. Amtrak trains it's managers in conflict resolution as well as the legal processes which the company and an employee go through during investigation and discipline. All Amtrak union supervisors attend the exact same training yet cannot initiate discipline or be a charging officer for an investigation. This is Amtrak's policy, not the unions.
At the risk of "preaching to the choir" then why doesnt AMTRAK management work to overturn arcane work rules and institute proven methods of customer service excellence? If a heavily unioniozed company like Southwest Airlines with more employees in a single base that AMTRAK has system wide can foster a culture of a "Warrior Spirit and a Servant's Heart" why cant AMTRAK? Please dont give me the old line about its hands tied by Union contracts, or Congress, or budgets, or other excuses. They can be overcome if management leads their teams.
In 1997 the Providence Health System, also another heavily regulated, heavily dependant in federal dollars and heavily unionized organization, with roughly 5 times the number of employees as AMTRAK, and spread throughout 10 western states and 3 Canadian provinces underwent a "Culture Change" Embraced from the top down. They focused on the CUSTOMER... the patient, the resident. Management decided to listen to what they wanted, not what a physician or state regulator or auditor wanted. This culture change was lead by dedicated leaders who knew that by putting the customer first, everyone would win. Some long term employees were left "on the station platform" when this train left.. so to speak. And it was for the better.Today PHS is a world recognized leader in resident/patient directed care, and people from throughout the world come to tour their facilities and meet with management to learn how to facilitate this culture change.
It is high time AMTRAK management learn from SWA, PHS, Nordstrom, and other highly successful customer service driven companies and start making changes that may "leave someone at the station" (and PO others) but will pay massive dividends in the long run to increase support for the company (Call your Congressman & tell them to add more $$ to AMTRAK etc) instead of the "They provide a lousy service anyway just let em die" attitude we see so much of these days. This in turn leads to more funding for projects, increased ridership and happy and secure employees.
Someone needs to step up to the plate and make this type of culture change happen. I dont know who that is, but perhaps it is someone from the airline, hotel, cruise, healthcare or other hospitality industry and not another "Good Railroad Man"Its obvious that what they have been doing for 40 years hasnt been all that successful.
SO TRUE! I knew several very good Chiefs who would just bang their heads against the wall because the (ineffective, to be polite) Train Managers would do nothing to follow up on problems or take any disciplinary action!Amtrak prevents OBS supervisors and on-board Operations or Product line supervisors from initiating discipline. An onboard Chief, working with a bad crew, can only be as effective as his train manager supports him or her to be. If you are constantly working with, correcting, training and reporting a bad employee only to have no repercussions or discipline enacted on said employee, then what do you do? I suppose even the best OBS supervisor would eventually become just as complacent about said employee and say "whatever, I tried" and give up. In the old program there indeed were good Chiefs and bad Chiefs, but there were also good train managers and bad train managers.The problem is that the Union won a ruling that requires any OBS position to be staffed by a union member. And as already noted, some COB's were quite effective in dealing with their brethren and keeping them in line, while other's couldn't be found except when they went to the diner to partake of their own meals. I hit a few of both types in my travels over the years.
I think that Amtrak would like to bring back COB's, but they clearly want it to be a non-union position and IMHO it needs to be as it puts too much peer pressure on the COB if they are also union members. And the ruling requires that any COB be a union member. So we get no COB on the trains.
Additionally, it's my understanding that the Dispute Resolution Board questioned Amtrak as to why it does not allow for union supervisors, Chiefs, to initiate discipline. There is nothing in the contracts that says it can't be so. Amtrak trains it's managers in conflict resolution as well as the legal processes which the company and an employee go through during investigation and discipline. All Amtrak union supervisors attend the exact same training yet cannot initiate discipline or be a charging officer for an investigation. This is Amtrak's policy, not the unions.
Jason,
