QUESTIONS & ANSWERS
to the
Expanded Salina Hub MERGER AGREEMENT
ARTICLE 1- WORK AND ROAD POOL CONSOLIDATION
Q1. What is· the impact of joint terminal operations, such as Herington, for example, being "consolidated into a Single operation"?
A.1. In a consolidated terminal, all UP and SSW road crews can receive/leave their trains at any location within the boundaries of the new Herington Terminal and may perform work anywhere within those boundaries pursuant to the applicable collective bargaining agreement. The Carrier will designate the on/off duty points for road crews. All UP and SSW rail lines, yards, and/or sidings within the Kansas City Terminal are considered as common to all crews working in, into and out of Kansas City and all UP and SSW road crews may perform all permissible road/yard moves pursuant to the applicable collective bargaining agreements. It is not the intent of this agreement to modify or supersede the application of existing road/yard rules contained in the National Agreements.
Q2. How is a crew, which received their train twenty-five (25) miles on the far side of the terminal as contemplated by Article I compensated?
A.2. When so used, the crew shall be paid an additional one-half (Y2) basic day for this service in addition to the district miles of the run. If the time spent beyond the terminal is greater than four (4) hours, they shall be paid on a minute basis at the basic pro rata through freight rate. Miles within the zone are not added to the district miles of the run. Time spent within the zone does not factor into the computation of overtime; however, if the time spent within the zone produces road overtime earnings in excess of the minimum four (4) hour payment the higher overtime earnings would apply.
Q3. If a crew in the twenty-five (25) mile zone is delayed in bringing the train into the Origin terminal so that it does not have time to go to the destination terminal, what will happen to the crew?
A.3. If the crew has operated back through the origin terminal, they will be transported to the destination terminal, unless emergency conditions prevent such, and be paid district miles and a minimum of four (4) hours at the pro rata rate.
Q4. In regards to Question 3 above. What happens if a crew in the twenty-five (25) mile zone is delayed and does not depart the origin terminal a second time?
A.4. If the origin terminal is the home terminal, the crew will be released at the origin terminal, paid a basic day, and a minimum of four (4) hours at the pro rata rate. If the origin terminal is the away terminal, the crew will be paid under the twenty-five mile provisions for the work in the zone and deadheaded in combination deadhead/service to the destination terminal.
Q5. In regards to Question 2 above, what happens if a crew in the twenty-five (25) mile zone is delayed and spends more than eight (8) hours in the zone before returning to the origin terminal? Is the answer to Question 2 above intended to deny payment of overtime for time spent in excess of eight (S) hours in the twenty-five (25) mile zone?
A.5. No, If a crew spends more than eight (S) hours in the twenty-five (25) mile zone,
overtime would apply for ail such time in excess of eight (S) hours in the zone.
Q6. Is it the intent of this agreement to use trainmen beyond the 25-mile zone?
A6. No .....
Q7. May the twenty-five (25) mile zone be used for inbound road crews to operate up to 25 miles past their destination terminal?
A.7. No, The 25-mile zone provisions apply to outbound crews at their origin terminal only, and under no circumstances do such provisions apply to an arriving crew at their destination terminal.
Q8. What is intended by the words "at the basic pro rata through freight rate" as used in Article I?
A8. Payment would be at the high (unfrozen) through freight rate of pay which is applicable to the service portion to the trip.
Q9. How will initial terminal delay be determined when performing service as outlined above?
A.9. Initial terminal delay for trainmen entitled to such payments will be governed by the applicable collective bargaining agreement and will not commence when a crew operates back through the on-duty point. Operation back through the on-duty point shall be considered as operating through an intermediate point.
Q10. At locations common to other hubs, such as Wichita and Winfield, etc., is it understood that the right of a crew to reach out 25 miles beyond the terminal to provide Hours of Service relief under the 25-mile zone provisions of this Agreement are dependent upon reciprocal 25-mile zone agreements in those hubs?
A.10. Yes.
Q11. When a crew is used for hours of service relief at the away-from-home terminal pursuant to this Agreement may they be used to provide relief for more than one train?
A.11. No, when the crew returns to the away-from-home terminal after performing hours of service relief (on only one train) they will stand first out upon arrival subject to rest and they shall next be either deadheaded or perform actual service to the home terminal.
A.1. In a consolidated terminal, all UP and SSW road crews can receive/leave their trains at any location within the boundaries of the new Herington Terminal and may perform work anywhere within those boundaries pursuant to the applicable collective bargaining agreement. The Carrier will designate the on/off duty points for road crews. All UP and SSW rail lines, yards, and/or sidings within the Kansas City Terminal are considered as common to all crews working in, into and out of Kansas City and all UP and SSW road crews may perform all permissible road/yard moves pursuant to the applicable collective bargaining agreements. It is not the intent of this agreement to modify or supersede the application of existing road/yard rules contained in the National Agreements.
Q2. How is a crew, which received their train twenty-five (25) miles on the far side of the terminal as contemplated by Article I compensated?
A.2. When so used, the crew shall be paid an additional one-half (Y2) basic day for this service in addition to the district miles of the run. If the time spent beyond the terminal is greater than four (4) hours, they shall be paid on a minute basis at the basic pro rata through freight rate. Miles within the zone are not added to the district miles of the run. Time spent within the zone does not factor into the computation of overtime; however, if the time spent within the zone produces road overtime earnings in excess of the minimum four (4) hour payment the higher overtime earnings would apply.
Q3. If a crew in the twenty-five (25) mile zone is delayed in bringing the train into the Origin terminal so that it does not have time to go to the destination terminal, what will happen to the crew?
A.3. If the crew has operated back through the origin terminal, they will be transported to the destination terminal, unless emergency conditions prevent such, and be paid district miles and a minimum of four (4) hours at the pro rata rate.
Q4. In regards to Question 3 above. What happens if a crew in the twenty-five (25) mile zone is delayed and does not depart the origin terminal a second time?
A.4. If the origin terminal is the home terminal, the crew will be released at the origin terminal, paid a basic day, and a minimum of four (4) hours at the pro rata rate. If the origin terminal is the away terminal, the crew will be paid under the twenty-five mile provisions for the work in the zone and deadheaded in combination deadhead/service to the destination terminal.
Q5. In regards to Question 2 above, what happens if a crew in the twenty-five (25) mile zone is delayed and spends more than eight (8) hours in the zone before returning to the origin terminal? Is the answer to Question 2 above intended to deny payment of overtime for time spent in excess of eight (S) hours in the twenty-five (25) mile zone?
A.5. No, If a crew spends more than eight (S) hours in the twenty-five (25) mile zone,
overtime would apply for ail such time in excess of eight (S) hours in the zone.
Q6. Is it the intent of this agreement to use trainmen beyond the 25-mile zone?
A6. No .....
Q7. May the twenty-five (25) mile zone be used for inbound road crews to operate up to 25 miles past their destination terminal?
A.7. No, The 25-mile zone provisions apply to outbound crews at their origin terminal only, and under no circumstances do such provisions apply to an arriving crew at their destination terminal.
Q8. What is intended by the words "at the basic pro rata through freight rate" as used in Article I?
A8. Payment would be at the high (unfrozen) through freight rate of pay which is applicable to the service portion to the trip.
Q9. How will initial terminal delay be determined when performing service as outlined above?
A.9. Initial terminal delay for trainmen entitled to such payments will be governed by the applicable collective bargaining agreement and will not commence when a crew operates back through the on-duty point. Operation back through the on-duty point shall be considered as operating through an intermediate point.
Q10. At locations common to other hubs, such as Wichita and Winfield, etc., is it understood that the right of a crew to reach out 25 miles beyond the terminal to provide Hours of Service relief under the 25-mile zone provisions of this Agreement are dependent upon reciprocal 25-mile zone agreements in those hubs?
A.10. Yes.
Q11. When a crew is used for hours of service relief at the away-from-home terminal pursuant to this Agreement may they be used to provide relief for more than one train?
A.11. No, when the crew returns to the away-from-home terminal after performing hours of service relief (on only one train) they will stand first out upon arrival subject to rest and they shall next be either deadheaded or perform actual service to the home terminal.
ARTICLE II - SENIORITY CONSOLIDATIONS
Q1. How shall the seniority of employees on an inactive roster pursuant to previous UP merger agreements be handled?
A.1. They will not be canvassed at time of roster formulation, and the inactive roster shall continue to be maintained. In the event they return to active service in the future, they shall at that time be afforded a seniority slot on the active roster to which they are attached. If their former roster was split between hubs or prior rights zones, they will at time of return be required to make an election of seniority rights placement.
Q2. What "existing agreement provisions" govern in this hub with regard to forcing prior rights trainmen outside their prior rights territory?
A.2. The parties have agreed to use the date of June 27,1997, the date of the previous Salina Hub Agreement, as the governing date. In other words, employees with a seniority date on or before June 27, 1997, may not be forced to protect service outside the territory comprehending their prior rights zone under this Agreement. This application shall have no effect upon or may not be cited concerning the application of the UPED collective bargaining agreement elsewhere on Carrier's system.
A.1. They will not be canvassed at time of roster formulation, and the inactive roster shall continue to be maintained. In the event they return to active service in the future, they shall at that time be afforded a seniority slot on the active roster to which they are attached. If their former roster was split between hubs or prior rights zones, they will at time of return be required to make an election of seniority rights placement.
Q2. What "existing agreement provisions" govern in this hub with regard to forcing prior rights trainmen outside their prior rights territory?
A.2. The parties have agreed to use the date of June 27,1997, the date of the previous Salina Hub Agreement, as the governing date. In other words, employees with a seniority date on or before June 27, 1997, may not be forced to protect service outside the territory comprehending their prior rights zone under this Agreement. This application shall have no effect upon or may not be cited concerning the application of the UPED collective bargaining agreement elsewhere on Carrier's system.
ARTICLEIII - EXTRA BOARDS
Q1. Will extra boards established under this section be confined to protecting extra work exclusively within the zone in which established?
A.1. Except where specifically provided, all extra boards will only protect extra work within one zone. After implementation, should the Carrier desire to establish extra boards which protect extra work in more than one zone, this will be done pursuant to the existing collective bargaining agreement, and the parties must reach agreement as to how trainmen from the zones involved will be allowed to exercise seniority to such extra board(s). Failure to reach such agreement, common seniority will be used.
Q.2. Are these guaranteed extra boards?
A.2. The provisions of the designated collective bargaining agreement shall apply.
A.1. Except where specifically provided, all extra boards will only protect extra work within one zone. After implementation, should the Carrier desire to establish extra boards which protect extra work in more than one zone, this will be done pursuant to the existing collective bargaining agreement, and the parties must reach agreement as to how trainmen from the zones involved will be allowed to exercise seniority to such extra board(s). Failure to reach such agreement, common seniority will be used.
Q.2. Are these guaranteed extra boards?
A.2. The provisions of the designated collective bargaining agreement shall apply.
ARTICLE IV - APPLICABLE AGREEMENTS
Q1. When the Merger Implementing Agreement becomes effective what happens to existing claims previously submitted under the prior agreements?
A.1. The existing claims shall continue to be handled in accordance with the former agreements and the Railway Labor Act. No new claims shall be filed under those former agreements once the time limit for filing claims has expired.
Q2. Will a trainman gain or lose vacation benefits as a result of the merger?
A.2. SSW trainmen will retain the number of weeks vacation earned from the 1998 and 1999 that they would have earned under their previous vacation agreement. The pay for such vacation shall be pursuant to the designated CBA. Beginning with the 2000 calendar year they will be treated as if they had always been a UP trainman and will earn identical vacation benefits as a UP trainman who had the same hire date and same work schedule.
Q3. When the agreement is implemented, which vacation agreement will apply?
A.3. The vacation agreements used to schedule vacations for 1998 will be used for the remainder of 1998 and in 1999.
Q4. Will personal leave be applicable to SSW trainmen in 1998?
A.4. Personal leave days for SSW trainmen will apply effective January 1, 1999. The number of personal leave days applicable to SSW trainmen in 1998 will be prorated based upon actual Implementation date.
A.1. The existing claims shall continue to be handled in accordance with the former agreements and the Railway Labor Act. No new claims shall be filed under those former agreements once the time limit for filing claims has expired.
Q2. Will a trainman gain or lose vacation benefits as a result of the merger?
A.2. SSW trainmen will retain the number of weeks vacation earned from the 1998 and 1999 that they would have earned under their previous vacation agreement. The pay for such vacation shall be pursuant to the designated CBA. Beginning with the 2000 calendar year they will be treated as if they had always been a UP trainman and will earn identical vacation benefits as a UP trainman who had the same hire date and same work schedule.
Q3. When the agreement is implemented, which vacation agreement will apply?
A.3. The vacation agreements used to schedule vacations for 1998 will be used for the remainder of 1998 and in 1999.
Q4. Will personal leave be applicable to SSW trainmen in 1998?
A.4. Personal leave days for SSW trainmen will apply effective January 1, 1999. The number of personal leave days applicable to SSW trainmen in 1998 will be prorated based upon actual Implementation date.
ARTICLE VII- PROTECTIVE BENEFITS AND OBLIGATIONS
Section A:
Q1. How will test period earnings be calculated for employees returning to service following extended absence (a period of one year or more)?
A.1. Their test period earnings will be the average of the test period earnings of the two (2) employees next junior and two (2) employees next senior to such individual returning to service, in the same class of service.
Q2. How does the Carrier calculate test period earnings if, during the last twelve (12) months, an employee has missed two (2) months compensated service?
A.2. The Carrier will go back fourteen (14) months (or however many months necessary) to calculate the test period earnings based on twelve (12) months compensated service.
Q3. How will an employee be advised of his test period earnings?
A.3. Test periods will be furnished to each individual and their appropriate General Chairman.
Q4. An employee is off one or more days of a month in the test period account of an on-duty personal injury. Will that month be used in computing test period averages?
A.4. Yes, if the employee performed other compensated service during the month.
Q5. Is vacation pay received during the test period considered as compensation?
A5. Yes.
Q6. How is length of service calculated?
Q6. It is the length of continuous service an employee has in the service of the Carrier, as defined in the Washington Job Protection Agreement of 1935.
Q7. If an employee has three years of engine service and three years of train service, how many years of protection will they have?
A.7. Six.
Q8. How will employees know which jobs are higher rated?
A8. The Carrier will periodically post job groupings identifying the highest to lowest paid jobs.
Q9. Will specific jobs be identified in each grouping?
A.9. Pools, locals and extra boards, with different monetary guarantees, may be identified separately but yard jobs and road switchers will not be.
Q10. What rights does an employee have if he is already covered under labor protection provisions resulting from another transaction?
A.10. Section 3 of New York Dock permits employees to elect which labor protection they wish to be protected under. By agreement between the parties, if an employee has three years remaining due to the previous implementation of Interdivisional Service the employee may elect to remain under that protection for three years and then switch to the number of years remaining under New York Dock. If an employee elects New York Dock then he/she cannot later go back to the original protection even if additional years remain. It is important to remember that an employee may not receive duplicate benefits, extend their protection period or count protection payments under another protection provision toward their test period average for this transaction.
Q.11. Will the Carrier offer separation allowances? .
A.11. The Carrier will review its manpower needs at each location and may offer separation allowances if the Carrier determines that they will assist in the merger implementations. Article I Section 7 of New York Dock permits an employee that is "dismissed" as defined by New York Dock to request a separation allowance within seven days of his/her being placed in dismissed status in lieu of all other benefits.
Q12. Does an employee who elects to exercise his seniority outside the Salina Hub and not participate in the formulation of rosters for the new Salina Hub qualify for wage protection?
A.12. The certification agreed to under Article VII applies only to those employees who are slotted on the newly formed Salina Hub rosters.
Section B:
Q.1. Who is required to relocate and is thus eligible for the allowance?
A.1. A trainman who can no longer hold a position at his location and must relocate to hold a position as a result of the merger. This excludes trainmen who are borrow outs or forced to a location and released.
Q.2. Are there mileage components that govern the eligibility for an allowance?
A.2. Yes, the employee must have a reporting point farther than his old reporting point and at least 30 miles between the current home and the new reporting point and at least 30 miles between reporting points.
Q.3. Can you give some examples?
A.3. The following examples would be applicable.
Q1. How will test period earnings be calculated for employees returning to service following extended absence (a period of one year or more)?
A.1. Their test period earnings will be the average of the test period earnings of the two (2) employees next junior and two (2) employees next senior to such individual returning to service, in the same class of service.
Q2. How does the Carrier calculate test period earnings if, during the last twelve (12) months, an employee has missed two (2) months compensated service?
A.2. The Carrier will go back fourteen (14) months (or however many months necessary) to calculate the test period earnings based on twelve (12) months compensated service.
Q3. How will an employee be advised of his test period earnings?
A.3. Test periods will be furnished to each individual and their appropriate General Chairman.
Q4. An employee is off one or more days of a month in the test period account of an on-duty personal injury. Will that month be used in computing test period averages?
A.4. Yes, if the employee performed other compensated service during the month.
Q5. Is vacation pay received during the test period considered as compensation?
A5. Yes.
Q6. How is length of service calculated?
Q6. It is the length of continuous service an employee has in the service of the Carrier, as defined in the Washington Job Protection Agreement of 1935.
Q7. If an employee has three years of engine service and three years of train service, how many years of protection will they have?
A.7. Six.
Q8. How will employees know which jobs are higher rated?
A8. The Carrier will periodically post job groupings identifying the highest to lowest paid jobs.
Q9. Will specific jobs be identified in each grouping?
A.9. Pools, locals and extra boards, with different monetary guarantees, may be identified separately but yard jobs and road switchers will not be.
Q10. What rights does an employee have if he is already covered under labor protection provisions resulting from another transaction?
A.10. Section 3 of New York Dock permits employees to elect which labor protection they wish to be protected under. By agreement between the parties, if an employee has three years remaining due to the previous implementation of Interdivisional Service the employee may elect to remain under that protection for three years and then switch to the number of years remaining under New York Dock. If an employee elects New York Dock then he/she cannot later go back to the original protection even if additional years remain. It is important to remember that an employee may not receive duplicate benefits, extend their protection period or count protection payments under another protection provision toward their test period average for this transaction.
Q.11. Will the Carrier offer separation allowances? .
A.11. The Carrier will review its manpower needs at each location and may offer separation allowances if the Carrier determines that they will assist in the merger implementations. Article I Section 7 of New York Dock permits an employee that is "dismissed" as defined by New York Dock to request a separation allowance within seven days of his/her being placed in dismissed status in lieu of all other benefits.
Q12. Does an employee who elects to exercise his seniority outside the Salina Hub and not participate in the formulation of rosters for the new Salina Hub qualify for wage protection?
A.12. The certification agreed to under Article VII applies only to those employees who are slotted on the newly formed Salina Hub rosters.
Section B:
Q.1. Who is required to relocate and is thus eligible for the allowance?
A.1. A trainman who can no longer hold a position at his location and must relocate to hold a position as a result of the merger. This excludes trainmen who are borrow outs or forced to a location and released.
Q.2. Are there mileage components that govern the eligibility for an allowance?
A.2. Yes, the employee must have a reporting point farther than his old reporting point and at least 30 miles between the current home and the new reporting point and at least 30 miles between reporting points.
Q.3. Can you give some examples?
A.3. The following examples would be applicable.
Example 1:
Trainman A lives 80 miles east of Wichita and works a yard assignment at Hutchinson. As a result of the merger he is assigned to a yard job at Wichita. Because his new reporting point is closer to his place of residence no relocation allowance is given.
Example 2:
Trainman B lives 35 miles east of Herington and goes on duty at the SP yard office in Herington. As a result of the merger he goes on duty at the UP yard office in Herington which is one mile away. No allowance is given.
Example 3:
Trainman C lives in Pratt and is unable to hold an assignment at that location and must place on an assignment at Herington. The employee meets the requirement for an allowance and whether he is a homeowner, a homeowner who sells their home or a non-homeowner determines the amount of the allowance.
Example 4:
Trainman C lives in Pratt and is unable to hold an assignment at that location and must place on an assignment at Herington. The employee meets the requirement for an allowance and whether he is a homeowner, a homeowner who sells their home or a non-homeowner determines the amount of the allowance.
Trainman A lives 80 miles east of Wichita and works a yard assignment at Hutchinson. As a result of the merger he is assigned to a yard job at Wichita. Because his new reporting point is closer to his place of residence no relocation allowance is given.
Example 2:
Trainman B lives 35 miles east of Herington and goes on duty at the SP yard office in Herington. As a result of the merger he goes on duty at the UP yard office in Herington which is one mile away. No allowance is given.
Example 3:
Trainman C lives in Pratt and is unable to hold an assignment at that location and must place on an assignment at Herington. The employee meets the requirement for an allowance and whether he is a homeowner, a homeowner who sells their home or a non-homeowner determines the amount of the allowance.
Example 4:
Trainman C lives in Pratt and is unable to hold an assignment at that location and must place on an assignment at Herington. The employee meets the requirement for an allowance and whether he is a homeowner, a homeowner who sells their home or a non-homeowner determines the amount of the allowance.
Q.4. Why are there different dollar amounts for non-home owners and homeowners?
A.4. New York Dock has two provisions covering relocating. One is Article I Section 9 Moving expenses and the other is Section 12 Losses from home removal. The $10,000 is in lieu of New York Dock moving expenses and the additional $10,000 or $20,000 is in lieu of loss on sale of home.
Q.5. Why is there a set amount offered on loss on sale of home?
A.5. It is an in lieu of amount. Trainmen have an option of electing the in lieu of amount or claiming New York Dock benefits. Some people may not experience a loss on sale of home or may not want to go through the procedures to claim the loss under
New York Dock.
Q.6. What is loss on sale of home for less than fair value?
A.6. This refers to the loss on the value of the home that results from the Carrier implementing this merger transaction. In many locations the impact of the merger may not affect the value of a home and in some locations the merger may affect the value of a home.
Q.7. Can you give an example?
A.7. Prior to the merger announcement a home was worth $60,000. Due to numerous employees transferring from a small city the value drops to $50,000. Upon approval of the sale by the Carrier employee is entitled to $10,000 under Section 12 and the expenses provided under Section 9, or the owner can claim the in lieu of amount of $30,000.
Q8. If the parties cannot agree on the loss of fair value what happens?
A8. New York Dock Article I Section 12 (d) provides for a panel of real estate appraisers to determine the value before the merger announcement and the value after the merger transaction.
Q.9. What happens If an employee sells a home valued at $50,000 for $20,000 to a family member?
A.9. That is not a bona fide sale and the employee would not be entitled to either an in lieu of payment or a New York Dock payment for the difference below the fair value.
Q.10. What is the most difficult part of New York Dock in the sale transaction?
A. 10. Determining the value of the home before the merger transaction. While this can be done through the use of professional appraisers, many people think their home is valued at a different amount.
A.4. New York Dock has two provisions covering relocating. One is Article I Section 9 Moving expenses and the other is Section 12 Losses from home removal. The $10,000 is in lieu of New York Dock moving expenses and the additional $10,000 or $20,000 is in lieu of loss on sale of home.
Q.5. Why is there a set amount offered on loss on sale of home?
A.5. It is an in lieu of amount. Trainmen have an option of electing the in lieu of amount or claiming New York Dock benefits. Some people may not experience a loss on sale of home or may not want to go through the procedures to claim the loss under
New York Dock.
Q.6. What is loss on sale of home for less than fair value?
A.6. This refers to the loss on the value of the home that results from the Carrier implementing this merger transaction. In many locations the impact of the merger may not affect the value of a home and in some locations the merger may affect the value of a home.
Q.7. Can you give an example?
A.7. Prior to the merger announcement a home was worth $60,000. Due to numerous employees transferring from a small city the value drops to $50,000. Upon approval of the sale by the Carrier employee is entitled to $10,000 under Section 12 and the expenses provided under Section 9, or the owner can claim the in lieu of amount of $30,000.
Q8. If the parties cannot agree on the loss of fair value what happens?
A8. New York Dock Article I Section 12 (d) provides for a panel of real estate appraisers to determine the value before the merger announcement and the value after the merger transaction.
Q.9. What happens If an employee sells a home valued at $50,000 for $20,000 to a family member?
A.9. That is not a bona fide sale and the employee would not be entitled to either an in lieu of payment or a New York Dock payment for the difference below the fair value.
Q.10. What is the most difficult part of New York Dock in the sale transaction?
A. 10. Determining the value of the home before the merger transaction. While this can be done through the use of professional appraisers, many people think their home is valued at a different amount.
ARTICLE VIII - CREW CONSIST
Q.1. Under Article VII.A., will employee protection payments be offset by productivity fund payments under Crew Consist?
A.1. Yes. Those SPCSL and SSW employees whose seniority date makes them eligible to participate in the productivity fund under the UP (MPUL) Crew Consist Agreement shall have their TPA's reduced by an amount equivalent to the crew consist allowances which were being received by them on a daily basis under their premerger agreements. The parties will meet to establish a simplified method for
calculating this offset.
A.1. Yes. Those SPCSL and SSW employees whose seniority date makes them eligible to participate in the productivity fund under the UP (MPUL) Crew Consist Agreement shall have their TPA's reduced by an amount equivalent to the crew consist allowances which were being received by them on a daily basis under their premerger agreements. The parties will meet to establish a simplified method for
calculating this offset.
ATTACHMENT "B"
Q.1. Why are certain mileages, and especially different mileages for runs to different yards in the consolidated terminal, not listed?
A.1. This Attachment is not all-inclusive and is only intended to give illustrations of the most common runs. It does not take into account or consider the appropriate "gap miles", if any, which may apply within the terminal under national agreement rules.
A.1. This Attachment is not all-inclusive and is only intended to give illustrations of the most common runs. It does not take into account or consider the appropriate "gap miles", if any, which may apply within the terminal under national agreement rules.
